Virtual interviews are now a permanent fixture in the hiring landscape. Current research has highlighted how most people fear being interviewed online, even with the well-known advantage of having notes visible to the interviewee (not the interviewer) throughout the virtual job application process.
To succeed with a virtual job interview, candidates need to move beyond basic preparation and master the unique technical, environmental, and interpersonal dynamics of communicating effectively through a screen.
This guide provides the latest advice to ensure your next online interview is a success.
1. Master Your Technical Setup: The Pre-Interview Check
There is nothing worse than spending hours and hours planning, preparing, and practicing in preparation for a job interview, for it not to happen due to a broken camera, a weak internet signal, or a lack of the correct video platform.
ADVICE: Don’t let a technical glitch derail your interview. Test your entire setup at least 24 hours in advance.
Platform Proficiency: Use the same video conferencing platform (Zoom, Teams, etc.) that the company intends to use. Familiarize yourself with all the features.
Audio & Visual Check: Verify that your microphone, camera, and speakers are working correctly.
Connectivity: A wired internet connection is more stable than Wi-Fi. Close any unnecessary applications to free up bandwidth.
Backup Plan: Keep the interviewer’s phone number or email address handy in case of a connection issue. In the worst-case scenario, have a phone ready to use.
Power Up: Ensure your device is fully charged or plugged in.
2. Curate Your Environment: Setting the Stage for Success
Your surroundings communicate professionalism.
Privacy & Quiet: Choose a quiet, private space where you won’t be interrupted by people, pets, or background noises.
ADVICE: Put a ‘do not disturb’ notice on the door
Optimal Lighting: Face natural light (like a window) or use a direct desk lamp. The goal is to illuminate your face, not create a silhouette. You need to test this prior to the interview.
Professional Background: Opt for a neutral, uncluttered real-world background. Avoid using virtual backgrounds, as they can sometimes be distracting or glitchy.
Clean your room: Not only does what you wear affect the interviewers first impression, so does the room you are in during a virtual interview – keep it clean, tidy, and professional looking
3. Refine Your On-Screen Presence: More Than Just Talking
Your non-verbal communication is amplified on camera. First, think about the position of the camera and how this frames you (head shot, full body shot, or chest to head shot, which is recommended)
Eye Contact: Look directly into the camera lens when you speak. This simulates direct eye contact with the interviewer.
ADVICE: Place the camera so the lens is at head height
Body Language: Maintain good posture, smile naturally, and nod to show engagement. Use natural hand gestures within the camera frame, but be mindful not to overdo it.
Sitting to close to the screen will limit the number of gestures you will naturally use.
Dress Code: Dress as professionally as you would for an in-person interview. It puts you in the right mindset and shows you are taking the opportunity seriously.
4. Prepare for Modern Interview Styles: Strategy & Substance
Generic answers won’t cut it these days. Prepare for competency-based questions effectively. The recruitment panel scores each question against the job duties/required skills, and knowledge needed for the advertised role.
When answering each question, ensure the example states 2-3 job interview criteria.
The STAR Method: Practice answering behavioral questions using the STAR method (Situation, Task, Action, Result). This provides structured, quantifiable examples of your experience.
Skills Assessments: Be prepared for potential skills-based tests or live problem-solving scenarios where you might need to share your screen. Some organizations use an online automated system to test skills, prior to a second human interview.
Using Notes: Use bullet points on a physical notepad for quick reference, but avoid reading from a script, as it can sound robotic.
5. The Professional Follow-Up: The Final Touch
The interview isn’t over until the follow-up is sent.
Timely Thank You: Send a personalised thank-you email to each person you interviewed with within 24 hours.
Personalisation is Key: Reference specific points you discussed with each individual to make your message memorable and reinforce your interest in the role.
Remember the three rules for a successful job interview.
Identify the job duties, skills, qualities, and required knowledge (embed these into your interview answers)
Promote and sell yourself – give detailed answers, use lots of examples, and explain actions YOU took
Be confident with your communication. Vary volume, tonality, and pause at appropriate points. Smile, gestures, and use good diction.
In today’s job market, competition for vacancies is at an all-time high with, often hundreds of people applying for the same role.
Employers, in the main, use a structured job interview process when interviewing candidates. A structured job interview is where the interviewer uses a standardised set of questions, asked in a consistent order, and evaluates candidates using predefined scoring criteria of 1 = weak answer, and 4 = strong answer.
To choose the correct score for each answer, the interview panel cross-references the applicant’s answer against the criteria written under each interview question. As an example;
Question: “Tell me about a time you had to meet a tight deadline. What was the outcome?”
Scoring:
1 = No clear example
2 = Completed task with difficulty, vague outcome
3 = Clear example, proactive planning, positive measurable result
4 = Theory relating to subject, real life work example, proactive planning, explains options, pros, and cons. Reason for choosing action, data, outcome/impact, and lessons learnt.
The best job interview answers are strategic, specific, and tailored to the job and company.
1. Directly Answers the Question
Stay on-topic.
Avoid going off on tangents or giving generic answers.
Use clear, concise language.
2. Uses the STAR Method for Behavioral Questions
Situation ? Task ? Action ? Result This format helps structure your response clearly:
Situation: What was the context?
Task: What was your responsibility?
Action: What did you do?
Result: What was the outcome? Quantify it if possible.
3. Tailored to the Role and Company
Use keywords from the job description.
Align your skills and experiences with what they need.
Show you understand their values, mission, and goals.
4. Showcases Impact and Results
Focus on what you achieved, not just what you did.
Use numbers, metrics, or brief anecdotes to prove your success.
“Increased sales by 25% in six months…”
“Reduced support ticket resolution time by 40%…”
5. Highlights Soft Skills and Cultural Fit
Show emotional intelligence, teamwork, adaptability, leadership, etc.
Employers want people who work well with others and fit the culture.
6. Authentic and Confident (but not arrogant)
Be honest and self-aware.
Own your accomplishments, but don’t exaggerate.
Be enthusiastic about the role.
7. Practice, But Don’t Memorize
Prepared answers sound polished.
Over-rehearsed answers sound robotic or inauthentic.
A good interview answer isn’t good enough
As a general rule of thumb, is that all interviewees, and on average 8 applicants attend each face-to-face interview (to note many global brands now use an AI video interview to conduct an initial screening interview as they often receive 1000s of suitable applicants for a role). Each of the 8 career professionals will have a very similar background, qualifications, and experiences, which results in their interview answers being similar, therefore being scored the same.
This is why a ‘good’ interview answer (being scored a 3) isn’t good enough because most interviewees will receive the same grade.
Example: “Tell me about a time you handled a conflict at work.”
Grade 1 answer: “I just try to stay calm and talk it out with the person.”
Grade 2 answer using the STAR method “At my last job, a coworker and I disagreed about how to approach a client’s project (Situation). We were both passionate, but it was affecting team morale (Task). I scheduled a one-on-one with them to understand their point of view and shared mine calmly (Action). We found common ground and even improved the original proposal. Our manager appreciated the collaboration, and the client was very satisfied (Result).”
Grade 3 answer
“Disagreements between colleagues can easily get out of control, causing long-term damage to collaboration and teamwork unless they are handled professionally. As an example, in a previous position, a coworker and I had different viewpoints on how we should approach a client’s project. We were both passionate about our opinions and were both keen to have a positive outcome for the client, with this in mind, I knew we needed to work together to resolve how we could best work together.
I suggested we meet to review each other’s suggestions and to look at how they met the client’s brief and expectations. Even though I suggested and led the meeting I was mindful not to be forceful with my ideas and to listen to my colleagues’ reasons for his opinion. My cross-referencing the two ideas against the client’s brief, we were able to move forward by taking the best of both suggestions to create an improved project plan.
Once the plan was in place, the work moved forward quickly as the project team had a clear direction, instructions, and communication which resulted in the project being achieved on time, and on budget, and with the client being very satisfied.”
Grade 4 answer
“Conflicts between colleagues, if not managed professionally, can escalate and negatively impact collaboration and team dynamics. Generally speaking there are 5 approaches to conflict management as Thomas-Kilmann conflict management research found: they are competing, collaborating, compromising, avoiding, and accommodating. Each situation requires a different approach, but in the main, with colleagues collaborating is a useful approach.
In a previous role, a colleague and I had differing views on how to approach a client’s project. We were both passionate about our ideas and committed to delivering the best outcome for the client. Recognising the importance of teamwork, I took the initiative to suggest a meeting where we could review each other’s proposals in detail and assess how well they aligned with the client’s brief and expectations. Commonly when two people have a conflict, they become defensive which rarely produces a positive result. With this in mind, I ensured I was respectful and open minded, I used active listening skills throughout, and focused the meeting on the shared goal of meeting the project brief.
During the meeting, I made a conscious effort to create a balanced and respectful environment—leading the discussion without dominating it, and actively listening to my colleague’s perspective. By cross-referencing both approaches against the client’s requirements, we identified complementary elements in each and merged them into a stronger, more refined project plan.
This collaborative solution gave the project team clear direction and improved communication, which helped us deliver the project on time, within budget, and to the client’s satisfaction. In fact I remember the client gave us additional business in the values of around £300,000 due to the quality and outcome of the project.
The experience reinforced for me how constructive dialogue and mutual respect can turn conflict into a catalyst for better outcomes.”
In summary, the more detail that is given in a job interview answer, as long as the detail is relevant to the advertised job role, and is delivered in a confident and engaging manner, will result in a higher-scoring interview answer. Employers score answers high if they include the theory of the subject, a real-life example, and any positive outcomes, especially when they relate to the employer’s business.
It’s that time of year when students receive their A-Level results and make the big education decisions about their future – should I go to university?
Traditionally, a university is the choice for a student who wants a high-paying, successful career, with the belief that a degree will open the door to career opportunities.
Recently, numerous online articles have claimed that one does not need a university degree to earn a substantial income. The articles, which often present a one-sided view, explain how gaining a degree also comes with a student load debt that needs paying off (alternatively, a degree apprenticeship is fully funded).
Let me make it easier for you to decide whether or not to apply for a traditional university course or a degree apprenticeship?
We will also look at earnings for a graduate vs non graduate and the cost of repaying a student load, depending on future income (salaries affect the cost of a monthly repayment – not all graduates with the same student loan cost make the same repayments)
Higher Education Options – Food for Thought
You can apply for a degree course and student finance at any age – you don’t need to attend higher education straight after A-Levels or B-Tec results.
It has been estimated that between 183,000 to 232,000 18-24-year-olds in the UK took a gap year in 2023. Additionally, around 29,920 students defer their university course each year to take a gap year.
***Deferring university means delaying the start of your studies for a year after you’ve been accepted. You apply for the course and then request to defer your start date, typically to the following academic year.
You can attend university and then apply for a degree apprenticeship or vice versa
A degree apprenticeship is funded by the employer and does not require a second student loan. In fact, as an apprentice, you will be paid a salary when recruited as a degree apprenticeship. And some salaries are very competitive.
For some careers, it is a legal requirement to have a particular degree – as an example in Medicine
The number of degree apprenticeship opportunities is rising but this depends on the job sector – competition is high
Data highlights that graduates earn more than non-graduates
Different universities offer different courses, and entry requirements vary per university – not all universities are the same. Also, colleges (further education) can offer higher educational courses (normally at a cheaper rate)
A degree apprenticeship is full-time, with one day a week on average spent in education. Apprentices are paid a full-time salary and do not have to pay any tuition fees.
A clear comparison between UK degree apprenticeships and traditional university places:
Degree Apprenticeships in the UK (2022/23, England)
In the 2024–25 academic year, degree apprenticeship starts rose by 12.5% to 36,570.(The Guardian)
University Entrants/Places in the UK
In the 2022–23 academic year, UK higher education institutions had a total of 2,937,155 students enrolled, with 2,053,520 undergraduates and 883,635 postgraduates.(Universities UK)
Through the UCAS system in 2023, 554,465 applicants were accepted onto undergraduate courses.(Universities UK)
Another estimate suggests around 565,000 undergraduate acceptances in the 2023 cycle.(House of Commons Library)
For 2023/24, the total student population at UK HE institutions stood at around 2.90 million.(House of Commons Library)
Apprenticeships and traditional university: Summary
Degree apprenticeships are growing—but still remain a small slice of overall higher education provision.
In 2022/23, there were about 46.8k starts in England.
Meanwhile, over half a million students were accepted into traditional undergraduate degrees across the UK in 2023.
In terms of scale, university places vastly outnumber degree apprenticeship starts by roughly a 10-to-1 margin or more.
The cost of going to university
The cost of going to university in the UK depends on several factors, including whether you’re a home (UK) student or international, the location, and your lifestyle choices.
Tuition Fees – this can change year on year.
UK/Home Students (England, Wales, NI)
Up to £9,250 per year for most undergraduate courses.
Total for a 3-year course: £27,750 (not including living costs).
Tuition is free for Scottish students studying in Scotland (covered by SAAS).
Students from other UK nations studying in Scotland pay up to £9,250.
International Students
Tuition fees typically range from:
£10,000–£25,000/year for undergraduate courses.
Up to £30,000+ per year for top universities (e.g., Oxford, Cambridge, medicine, engineering).
The total 3-year cost can exceed £75,000+, excluding living costs.
2. Living Costs
Living costs vary widely depending on where you study. Below is an average annual estimate:
Location
Estimated Cost per Year (Living Only)
London
£12,000–£15,000
Other UK Cities
£9,000–£12,000
Staying at home
£4,000–£6,000
These include:
Rent: £400–£800/month (more in London)
Food: ~£150–£250/month
Transport: ~£30–£100/month
Books/supplies, clothes, social, etc.
3. Total Estimated Cost (UK Student)
Item
3-Year Estimate
Tuition
£27,750
Living (avg)
£27,000–£36,000
Total
~£55,000–£65,000
But remember: UK students don’t pay upfront. Most students will borrow their tuition fees and maintenance loans from the government (student finance England or SAAS)
The big question on most people’s lips is how much do I have to repay back? This is where the article writers question the cost of university rather than starting a degree apprenticeship. Let’s first look at the student loan repayment system for the UK and then look at the pros and cons of choosing a traditional degree or an apprenticeship.
4. Student Loan Repayments (UK)
You repay only if you earn over £25,000/year (Plan 5, England).
Repayment = 9% of income over the threshold.
Loans are wiped after 40 years (Plan 5).
Interest is based on RPI (Retail Price Index).
Example:
If you earn £30,000, you repay 9% of £5,000 = £450/year or ~£37/month.
5. Other Costs
Laptop, books, software: £300–£800 total
Travel (trains, flights home): varies
Societies, gym, leisure: ~£300–£500/year
Summary Table
Type
Cost per Year
3-Year Total
Tuition (UK student)
£9,250
£27,750
Living (outside London)
~£9,000–£12,000
~£27,000–£36,000
Total (UK student)
£18k–£21k/year
£55k–£65k+
Degree Apprenticeships in the UK
In the UK, degree apprenticeships are available across a growing range of job sectors, especially those with skills shortages.
Here’s a breakdown of the main job sectors currently offering degree apprenticeships:
1. Engineering & Manufacturing
Civil Engineer
Mechanical Engineer
Aerospace Engineer
Nuclear Technician/Engineer
Product Design & Development Engineer
Manufacturing Manager
Employers: BAE Systems, Rolls-Royce, Jaguar Land Rover, Network Rail
Employers often prefer candidates with a university degree for several reasons, though this is changing with the rise of apprenticeships and skills-based hiring.
Here’s a breakdown of the traditional logic behind their choice:
Why Employers Prefer University Degrees
1. Signal of Capability and Commitment
A degree signals that a person can:
Handle complex tasks and deadlines.
Work independently for several years.
Commit to long-term goals.
It acts as a “filter” for maturity, reliability, and work ethic.
2. Subject Knowledge / Theoretical Understanding
Degrees provide in-depth knowledge of a field.
E.g., physics for engineering; law for solicitors.
This helps employees understand the “why” behind their work—not just the “how”.
3. Soft Skills Development
University can develop:
Critical thinking
Problem-solving
Research skills
Communication and teamwork
These are harder to measure but highly valued in professional roles.
4. Professional Requirements
Some careers legally require a degree (or equivalent), such as:
Doctors, lawyers, architects, teachers, nurses.
Many professions require accreditation, which is built into certain degree programs.
5. Universality and Recognition
Degrees are globally understood and standardized.
This helps HR teams quickly compare candidates.
Especially useful for graduate schemes or large companies processing thousands of applications.
6. Traditional Hiring Models
Many industries have legacy systems built around graduate recruitment.
Employers partner with universities.
Structured graduate schemes require a 2:1 or similar.
But This Is Changing…
In recent years, many employers are re-evaluating this bias due to:
Factor
Impact
Skills shortages
More focus on on-the-job learning
Cost of university
Employers value practical experience
Diverse talent needs
More companies now hire based on skills
Rise of apprenticeships
Companies can train & retain earlier
Some top firms (e.g. PwC, EY, Google, IBM) no longer require a degree for many roles.
Average Salaries for Graduates
One of the biggest motivators for deciding between attending university or applying for work is the potential salary post-graduation vs the cost of attending university.
Below is a breakdown of the average salaries for graduates versus non-graduates in the UK, using the most recent official data:
Real terms gap: Graduates £26.5k vs Non-graduates £19.5k (??£7k advantage)
What This Means in Practice
Graduates earn significantly more—both annually and over a lifetime—even after accounting for loan repayment.
Subject and sector make a big difference:
Graduates in high-paying fields like law or finance earn substantially more.
Those in lower-paying sectors like charity or public services may see a smaller gap.
Regional disparities also affect starting salaries, with London and the Southeast typically offering more—but often at a higher cost of living. (Colleges in the UK, ISE Knowledge Hub)
How to decide if you need to attend University
Does your future job require a certain University degree?
Are you looking for a career in a job sector that doesn’t offer a degree apprenticeship?
Do you need an income now? Apprentices are paid, whereas a student isn’t (but they can apply for a part-time job)
Are you looking for the ‘university experience’?
Do you have the correct entry requirements for a degree?
Are you happy with the student loan repayment system?
We all know that job interviews can be intimidating, but with the right preparation and mindset, they can be an opportunity to showcase your potential and stand out from the crowd.
Whether you’re new to the job market or a seasoned professional looking for your next opportunity, these ten detailed interview tips will help you leave a lasting impression and increase your chances of landing the job, gaining salary increases, and progressing your career.
1. Do Your Homework: Research the Company Thoroughly
One of the biggest mistakes candidates make is walking into an interview without understanding the company.
Even though the interview question ‘what do you know about the organisation?’ is losing traction in the modern job interview, applicants need to understand the company, its values, mission, and working style.
Understanding the working of a business is also key in terms of a career professional deciding if they would accept a job offer.
Take the time to research:
The company’s mission and values – Align your answers with what matters to them.
Recent news, product launches, or initiatives – Referencing these can demonstrate genuine interest.
Technology – understanding how technology is being/going to be used in the business (as an example, Amazon is looking to increase robots over human workers)
Their culture and work environment – Use sites like Glassdoor or LinkedIn for insights.
Key competitors – Understanding the industry landscape shows strategic thinking.
Doing your homework allows you to speak intelligently and tailor your answers to show you’re a great fit for their team.
2. Understand the Role Inside and Out
Beyond just reading the job description, break it down and match it to your own skills and experience. Ask yourself:
What are your main responsibilities?
What problems is this role trying to solve?
Which of your achievements directly connect to the role’s key requirements?
Anticipate what challenges the role may come with and be prepared to discuss how you can solve them. This will show initiative and depth of thought, at its best, highlighting your industry expertise.
3. Practice Common Interview Questions
Interviews almost always include a mix of behavioral, situational, and classic questions.
Prepare answers to questions such as:
“Tell me about yourself.”
“Why do you want to work here?”
“What are your strengths and weaknesses?”
“Describe a time when you overcame a challenge at work.”
These questions may be asked in various ways (as an example, the question ‘what are your strengths? ‘ can be reworded as ‘ what can you bring to the team?’ or ‘tell me something you are most proud of in work?’, but the underlying question is always the same.
The STAR method to structure your interview answers is an easy-to-digest formula that will help you answer commonly asked interview questions.
Situation – What was happening?
Task – What was your role?
Action – What did you do?
Result – What was the outcome?
Practicing answering interview answers out loud helps you sound more confident and natural during the interview. Take this one step further and book a job interview coaching session.
4. Prepare Smart, Insightful Questions
An interview is a two-way street. You’re evaluating them as much as they’re evaluating you. Remember, the job you choose, the organisation you decide to work for, is key in terms of your career success and work happiness.
For every job interview, prepare thoughtful questions to ask the hiring manager, such as:
“Can you describe the team I’ll be working with?”
“What does success look like in this role?”
“How does the company support professional development?”
“Why do you like working for the organisation?”
“What are the biggest challenges currently facing the team?”
“How will you go about achieving next year’s strategic goals?”
Avoid asking questions you could easily find online (as everyone will ask the same questions) — focus on what shows critical thinking and engagement.
5. Dress for Success (and Appropriateness)
Your appearance sets the first impression, even before you speak. Much research shows how the first impression is linked to people’s unconscious biases. How you decide to dress should be influenced by the company’s job sector.
Match your attire to the company’s culture:
Corporate/Finance/Legal: Business formal – suit and tie or equivalent.
Startups/Creative roles: Business casual is usually safe.
Remote interviews: Still dress professionally (at least from the waist up).
Always aim to look polished and intentional — being slightly overdressed is better than underdressed.
6. Be Punctual and Technically Prepared
Showing up late is one of the easiest ways to lose credibility before the interview even starts. This is true even when the reason for lateness is beyond your control IE a traffic accident.
Aim to arrive:
10–15 minutes early for in-person interviews.
At least 5–10 minutes early for video interviews, giving time to check your connection, camera, lighting, and background.
Check before you leave. Google Maps will tell you about any traffic incidents, giving you a quicker alternative route
Research car parking, as the walk from a car park to the interview can be long
Make sure your phone is silenced and you’re free from distractions.
7. Show Confidence and Positive Body Language
First impressions go beyond words. Here’s how to project confidence:
Maintain good posture — sit upright but relaxed.
Make eye contact (or camera contact for virtual interviews).
Smile when appropriate and show enthusiasm.
Avoid filler words like “um,” “like,” or “you know.”
Confidence without arrogance shows that you believe in your abilities while staying grounded and approachable.
8. Focus on Achievements, Not Just Responsibilities
Give detailed job interview answers. Much online advice says to give ‘short interview answers.’ This is incorrect; in a structured job interview, details matter.
Anyone can list what their job was — what sets you apart is what you accomplished. Instead of saying:
“I was responsible for managing social media accounts,”
Say:
“I grew our Instagram following by 50% in six months and increased engagement by creating targeted campaigns.”
Use numbers, percentages, or examples to demonstrate your value. Metrics make your impact tangible.
9. Follow Up With a Professional Thank-You
After the interview, send a thank-you email within 24 hours. A good thank-you message should:
Thank the interviewer for their time.
Reaffirm your interest in the role and the company.
Briefly mention one or two points you enjoyed discussing.
Include any follow-up materials (e.g., work samples, references).
It’s a small gesture that reinforces professionalism and keeps you top of mind.
10. Be Authentic – Be Yourself
It’s easy to fall into the trap of trying to give the “perfect” answer. But interviews are as much about chemistry as they are about credentials.
Be honest about your experiences — even the messy or imperfect ones.
Share what excites you about the work.
Let your personality shine through. People hire people, not resumes.
Authenticity builds trust, and trust can often be the deciding factor between two qualified candidates.
If you feel stressed, nervous or anxious about an upcoming job interview, book a virtual job interview coaching session to improve your interview confidence.
Job Interview
Interviews don’t have to be stressful if you come prepared. Think of them as a conversation — a chance to explore a mutual fit.
With research, preparation, and a little self-confidence, you can turn any interview into an opportunity to showcase your value and make a memorable impression.
Winning job interviews comes from showing confidence (positive body language, fewer filler words, eye contact, smiles) and industry expertise (longer interview answers, detailed descriptions, real examples, use of data)
Artificial intelligence has become a key part in hiring decisions. The question job seekers are asking: Are AI interviewers fair, useful, or ethical?
A 2025 study published in The International Journal of Human Resource Management has shed light on this new automated recruitment trend: the rise of humanized AI interviewers.
AI interviewers, designed with social and emotional intelligence, are not only changing how interviews are conducted but also how candidates perceive and respond to them.
Empathy in Algorithms: The Rise of Socially Intelligent AI
The study focused on AI interviewers programmed to exhibit “intimacy behaviours”—subtle yet powerful social cues such as empathetic facial expressions, responsive gestures, and conversational warmth.
These behaviours, often associated with human interaction, are embedded into AI systems to simulate a more natural and engaging interview environment.
Participants who interacted with these humanized AI agents reported significantly more positive experiences. They described the interviews as fairer, more comfortable, and less intimidating compared to traditional AI or even some human-led interviews.
This suggests that when AI mimics human social behaviour effectively, it can foster trust and openness in candidates.
Interestingly, previous research has highlighted negative human reactions to AI interviewers due to a lack of the AI’s emotional human interactions.
Improved Impression Management and Candidate Confidence
One of the most compelling findings was the improvement in candidates’ impression management.
When interviewees felt that the AI was empathetic and responsive, they were more likely to present themselves confidently and authentically. This dynamic not only benefits the candidate as they are more likely to give detailed interview answers, but also enhances the quality of information available to employers, potentially leading to better hiring decisions.
Moreover, the perception of fairness, often a concern in automated hiring, was notably higher in interviews conducted by socially intelligent AI. Candidates felt they were being evaluated on a level playing field, free from the biases that can sometimes influence human interviewers.
Ethical and Managerial Implications
While the benefits are clear, the study also raises important ethical and managerial questions.
For instance, how transparent should companies be about the use of AI in interviews?
Could the emotional cues of AI be manipulated to influence candidate behaviour unfairly?
And what happens when candidates form emotional connections with non-human agents?
These concerns highlight the need for thoughtful implementation and regulation. Organizations must balance technological innovation with ethical responsibility, ensuring that AI tools enhance rather than undermine the integrity of the hiring process.
The Future of Recruitment
This research marks a pivotal moment in the evolution of recruitment. As AI continues to evolve, its role in human resource management will likely expand, from screening resumes to conducting emotionally intelligent interviews. We are already aware of the high number of organisations using some type of AI/automation during recruitment projects, as the cost saving behind a fully automated hiring service is a big incentive for employers.
ChatGPT is an open AI source that communicates with users in a conversational way while answering questions and helping people with various tasks from essay writing to creating code, and of course, helping job hunters to gain job offers.
The question career professionals are asking is: Can ChatGPT help me land a job? and If so, what do I need to do?
I asked ChatGPT to help me to answer commonly asked job interview questions and here is the advice I gained:
Sure, here are some sample answers to the job interview questions you provided:
“Tell me about yourself?”
I am an AI-powered language model trained to assist and answer various queries. My purpose is to provide useful and accurate information to help people in their daily lives. I am constantly learning and updating my knowledge to ensure that I can provide the best possible assistance to my users.
“Why do you want to work here?”
As an AI language model, I don’t have personal motivations or desires, but I can explain some reasons why someone might want to work for a particular company, such as:
I am impressed by the company’s mission and values, and I believe that the work the company does is important and meaningful.
The company has a great reputation in the industry, and I would like to be part of a team that is recognized for its excellence.
The company offers great opportunities for growth and development, and I am excited to learn new skills and advance my career.
“What are your weaknesses?”
As an AI language model, I don’t have weaknesses or strengths in the traditional sense. However, some general advice for answering this question is, to be honest about areas where you may need improvement and demonstrate how you are working to overcome those weaknesses.
“What are your strengths?”
As an AI language model, some of my strengths include being able to provide accurate and helpful information quickly, learning from past interactions to improve future responses, and being available 24/7 to assist users with their queries.
“Do you have an example of working in a team?”
As an AI language model, I work with a team of developers and data scientists who are responsible for training and improving my capabilities. Together, we work to ensure that I am providing the best possible assistance to users and addressing any issues or challenges that arise.
“Do you have any questions for us?”
As an AI language model, I don’t have questions in the traditional sense, but some suggestions for questions you might ask the interviewer include:
What qualities do you look for in successful employees in this role?
What are the biggest challenges facing the company right now, and how do you plan to address them?
Can you tell me more about the company culture and what it’s like to work here?
With the first set of answers, I wasn’t overly impressed being told over again that ‘As an AI model….’ Was it something I was doing wrong?
The answers given by ChatGPT do state good ideas – questions that can be asked at the interview end, but in the main, a quick search on Google would help a prospective candidate find better interview answers and more in-depth interview advice.
Business Insider also tested ChatGPT for its ability to write a cover letter. The AI-written cover letter was sent to real recruiters who, overall, liked the cover letter saying that they would invite the applicant to a follow-up screening call – the goal of a cover letter, but they also stated that ‘letters lacked personality and research about the companies’.
Indeed also looked into the generic interview answer problem, saying, ‘You can ask ChatGPT, “What are some tips for preparing for a job interview?” It will respond by telling you to research the company, review the job description and prepare to answer common questions.‘
They found that asking more specific questions would create more specific (potential) answers. As an example, instead of asking ChatGPT ‘What are common interview questions?’ ask ‘What interview questions would a (job role) be asked?’
Career tuners requested a mock interview with ChatGPT, asking for very specific information: ‘
‘I have an interview with (company name) for (job title) and the name of my interviewer is (name). Can you give me the following: 1. Information on the company, the industry, and its competitors 2. The culture of the company 3. How I need to speak to the company’s culture in my interview answers 4. Questions I can ask (interviewer’s name) at the end of the interview 5. Any mistakes I can potentially be making that would specifically affect my candidacy for a (job title) position with (company name)‘
The answers weren’t as impressive as hoped for, with some information being irrelevant and outdated.
Career Flow also found that asking specific questions is key: ‘While asking questions to ChatGPT, think of it as a very smart but very stupid machine. Despite being smart enough to know everything, it won’t give you an accurate answer unless you tell it exactly what you need.’
Is ChatGPT better than an AI-powered mock interview?
A secondary barrier to ChatGPT in helping to prepare for a job interview is not being able to read non-verbal communications; facial expressions, gestures, and even the candidate’s appearance, all, research has shown, has an impact on the interview outcome.
Google and Linkedin are helping job seekers by offering a free interactive AI-delivered mock interview. The post-interview feedback includes a review of the candidate’s interview answer, a filler-word counter, and additional interview tips – all advice that is missing when using ChatGPT to help land a job.
The final barrier for anyone relying on AI to support with their job interview is that it is difficult ChatGPT to predict:
The type of job interview each company will use; formal, or informal, a values interview, behavioral and situational interview questions, a panel or single person interview
The interviewer’s personality; a cold or warm interviewer – this is important as humans interact differently with different temperaments
Accurately predicting interview questions; two employers offering the same position, in the same industry may ask different questions
The benefits of ChatGPT for job interview preparation
Can help predict common interview questions
Answers given can be specific when a distinct demand is asked
Information is taken from various sources
Answers can be used as a template that can be reworded
It’s a great tool when an applicant is struggling to come up with any interview answer
And, it’s currently a free tool
The negative of using ChatGPT for preparing for your next job interview
Information given can be outdated or incorrect
Answers can seem robotic, or dry
Remembering a set of written interview answers is harder than discussing a memory or experience
It is unlikely to give answers for ‘value job interviews’ and questions about company culture
There isn’t a tool for checking non-verbal communication or communication style
Job hunters often fail job interviews due to the small mistakes they are making. These interview errors are often outside the job seekers’ conscious awareness – the applicant keeps failing job interviews without understanding how their years of industry experience and sector-related qualifications aren’t enough to land them a job offer.
Becoming aware of common job interview mistakes allows a career professional to reflect on their interview skills and make necessary changes.
Are you making these common interview errors?
Boxing yourself in.
Confidence, in a job interview, is key to success. And, confidence is portrayed by the communication of competencies.
To show confidence, the savvy interviewee will state specific facts ‘I know all about your company’ or ‘I am an expert in…’
Stating a specific fact can be a powerful affirmation statement. When confidently put, often the affirmation will be taken, without question, by the interviewer. It is a lack of skilled interviewers in the recruitment that allow confident statements to be taken as red. More and more, recruiters are being trained in the art of interviewing. One of the techniques taught to job interviewers is to ask for specific and measurable information, to challenge ambiguous statements, and to gather evidence to project job performance.
As an example, for the ‘I know all about your company..’ interview answer to the question ‘what made you apply for a role with our organisation?’ the trained interviewer may ask a specific follow question: ‘It’s great to hear that you have researched the organisation, what do you know X part of the company?’
This can make some interviewees lose credibility if they have to backtrack on their original assertation: ‘I know all about your company’
Job candidates, instead of making a sweeping statement can use specific information to embed into their interview answers: ‘After reading that your company was involved in X, I wanted to learn more about the organisation, and….’
A lack of flexible opinions
In the main, employees will have a level of flexibility in terms of job duties, ways of working, and their hierarchy of needs.
Employers like a flexible employee, especially as job roles evolve in line with ever-changing business needs. Being seen as inflexible or having a strong opinion that is the opposite of the interviewers can break rapport.
An example interview question is: ‘what type of manager do you best work under?’ can result in a strong opinion: ‘I strongly believe in a manager having X leadership style….’ If the stated leadership style differs from the culture of the company, the interview panel may feel that the applicant won’t fit in well with the current team.
The solution is to give a ‘options’ answer. An options answer gives multiple choices, embedded within the interview answer, which creates the illusion of an opinion where there wasn’t one. To answer the ‘best management style’ interview question, the job candidate could say: ‘different leadership styles suit different tasks and projects, as an example in X situation (sector-related situation) a good leadership style would be Y, but when (industry related example) a better management approach would be to…’
Other common interview questions that need a ‘options’ answer include:
Do you work best within a team or on your own initiative?
Are you a leader or a follower?
How would you deal with X situation?
2 mouth’s, 1 ear
Job hunters are famous for forgetting their GCSE biology. Humans have 2 ears and 1 mouth, not I ear and 2 mouths. In short, job hunters need to listen more than they speak.
During a job interview nerves and anxiety play a large part in the applicant’s job interview identity – how the employer perceives the candidate due to their verbal and non-verbal cues. Being nervous during the recruitment process creates a physical change in the brain resulting in a poor job interview performance.
Failure of the long-term memory
A lack of listening or understanding
Unable to process information
Increase in the use of filler words
Fidgets, sweating, and mumbling
Some interviewees, subconsciously wanting the interview to end, will start answering a question before the interviewer has finished asking it. Others misunderstand the meaning or reason for the interview questions, resulting in the delivery of an irrelevant example. And many will talk to quickly to be understood.
To answer an interview question well, the interviewee must:
Identify the job criteria the interview question references
Give a suitable example relevant to the specific interview question
Deliver a detailed answer, communicating the example confidently
An applicant unsure of the interview question, or those who simply don’t hear the question can:
Ask for the question to be repeated
Ask for specific information, as an example, for a ‘teamwork example’ you can ask ‘do you want an example of teamwork from my current role or from any time?’
Take a sip of water to give additional time (a few seconds) to digest the answer and help form the answer
It is also fine to say ‘that’s a good question, just give me a second to think of a suitable example’
The interview, from the interviewee’s perspective, should also be viewed as a conversation about the applicant’s skills and experiences, not a pressurised job interview. With this in mind, the interviewee should:
Ask more questions through the job interview
Clarify key points
Question the interview panel about their experience and opinions
Never lying
What? I thought you should never lie in a job interview!
Being too honest can be a barrier to employment. Imagine being asked ‘why are you leaving your current role?’ The truth might be that the company culture is toxic. But, stating this in a job interview can be seen as negative. The negative opinion is created because of interview stereotypes. Common interview stereotypes include:
Being late for an interview is a sign of being unprofessional (the reality is that a crash on a motorway could have caused a long delay)
Giving a negative opinion in a job interview means you are a negative person
Another question where the truth can result in a lack of job offers is with the job interview question: ‘tell me about the main duties in your current role?’
Interview answers, in a structured job interview, are scored on a point system. The points are awarded on the amount of criteria reference during the interview answer. If, for example, the main duties in the current role are significant for the new position, but secondary and third duties are more relevant, it is imperative to talk only about job duties that will score high on the interview scorecard.
‘Where do you see yourself in 5 years’ time?’ can be a tricky question if the answer is ‘in another company in a higher paid role, after gaining just the right amount of experience in this low salary position to apply for the new position!’
Instead, the savvy interviewee will tell a white lie, explaining how they will be loyal to the company.
To pass a job interview it is important to communicate how you meet the job criteria, while selling your unique selling points. Stand out from the crowd by delivering an outstanding interview performance without making these common interview mistakes.
The CEIAG Job Interview lesson plan can be used to meet GATSBY benchmarks: 1 – a stable careers programme, and 2 – learning from careers and labour market information. Activities can be tailored to focus on a specific curriculum and job sector, supporting GATSBY benchmark 4 linking curriculum learning to careers, or as a more generic career guidance session.
This session is suitable for high school, further education, and higher education students.
CEIAG Lesson Plan Details – designed to be a flexible lesson plan which can be easily adapted to suit the needs of the class.
Duration: 60 minutes
Number of pupils: 10-30
Each interview activity last for 60 minutes, the whole lesson plan can be delivered as a CEIAG drop-down day event or each activity can be delivered on its own.
CEIAG Job Interview Lesson Plan – Activity 1
Become a confident speaker
The activity objective is to increase confident communication and can be used as an ice breaker as part of a full-day interview lesson plan or as a confidence-building activity.
Aims:
Increase confidence when speaking off the cuff
To learn how to give a detailed description
Become competent when answering ad-hoc questions
Each pupil in turn will stand in front of the class (or within small groups) and takes a question out of a box. The pupil then answers the question, taking between 1-2 minutes
Example questions:
If you could go back in time, what year would you return to?
If you could have a superpower, what superpower would you choose?
Tell me about your best holiday
Describe what you will be doing in 10 years’ time
What do you prefer carrots or sprouts and why?
Convince the class that a caravan holiday in the UK is better than a summer holiday abroad
If you were the prime minister for a day what would you do?
What do you prefer cats or dogs and why?
Once all the group have answered a generic question, ask the group what collectively they could improve to deliver a better speech. Answers often include:
Use less urms and arghs
Slow down
Speak straight away
Give more detail
More around
Gesture and eye contact
Using the advice, ask the pupils to repeat the speaking exercise using a new set of questions
CEIAG Job Interview Lesson Plan – Activity 2
What is an interview?
The key objective is for learners to recognise that they are likely to attend multiple interviews throughout their life
Aims
Recognise different environments where interviews will take place
Understand what a structured interview is
Learn the 3 rules for a successful job interview
Ask the class ‘when are you likely to be interviewed?’ Common answers will include:
Job interview
College interview
University interview
Apprenticeship interview
If you are famous
Explain that career data has found that most people will have 3 careers in their life, and its common for career professionals to change organisations once every 3-5 years. Most people attend 6 job interviews before being offered a job role.
In groups, ask the pupils discuss what happens in a job interview (for 5 mins). Ask different groups for their opinions. Explain that most organisation use a ‘structured job interview process’ this is where the interview panel ask the same questions to each interviewee. Their interview answers are then scored on a pre-set scale, often between 1-4, with 4 being the highest score. Points are awarded by the interviewer cross referencing the interview answers against a pre-written list of criteria for each 1-4 points.
Research has found that the top two interviewees only have a score difference of 1 or 2. That means if the other interviewee gains 3s across all the interview questions, and you get all 3s and one 4, you will be offered the job role.
State, the 3 rules for a successful job interview are:
Identifying the job criteria
Being a self-promoter
Communicating with confidence
Ask the class, what each rule means:
Identifying the job criteria
Understanding what skills, qualities, experiences, and qualifications the employer requires for the advertised job position. The interview questions will be based on the job criteria. Therefore, by knowing the job criteria a job applicant can predict the interview questions and prepare detailed job interview answers.
Being a self-promoter
Being able to ‘sell’ yourself is key in a job interview. Never downplay your experiences and skills, and instead talk in detail about specific tasks you completed.
In groups ask the pupils to spend 10 minutes selling an item: a banana, a new style of pen, a pair of spectacles. Each group then ‘sells’ their item, focusing on the item’s benefits. After a group has ‘sold’ the item, ask the rest of the class if there are any other benefits that the group could have mentioned.
Communicating with confidence
Confident speakers don’t use filler words, have awkward pauses, or talk too quickly. They also give more detailed answers, have better eye contact, and naturally gesture. Ask the group to mention famous (good) speakers and ask what they liked about their speaking style.
Summarise by asking what the three job interview rules are.
Finally, ask about other types of job interviews:
Group interview where applicants get involved in a group task. Employers here look at team work, leadership, and communication skills.
Test interview – often a Math and English test. Common in high skilled roles.
Role-playing, to look at how an interviewee would act in a particular situation.
Artificial intelligence robot interview – a new style of interviewing for large organisation’s. This is a video interview conducted by an AI bot. candidates are asked 3 interview questions which have to be answered within a set time frame. The AI bot then cross-references the answers against the job criteria before the successful applicants move to a human round of interviews. This is replacing the telephone screening interview process.
CEIAG Job Interview Lesson Plan – Activity 3
First impressions
The objective is to understand that we make generalisations when meeting someone new and how these opinions are often wrong
Aims:
Understand what stereotyping is
Become more aware of what makes good first impression in a job interview situation
How to promote yourself verbally and non-verbally
Show a pictures of around 5 different people. Ask, on first impressions who would you offer a job to and why. Give each group 5 minutes to discuss and then ask each group to feedback.
Explain how everyone stereotypes and makes opinions within milliseconds of meeting someone. Opinions are often created based on the culture of the country we grew up in, home life and personal experiences, values, and beliefs.
Ask the whole class what factors make a good or bad first impression? Common answers include:
What the person is wearing
Age
Makeup
Tattoos
Gender
Race
Eye contact
Posture
What they say/sound like
Ask the group who would be best for the following job role, and ask for reasons:
Engineer – a male or female
Computer game designer – an older or younger applicant
Customer service advisor – an overweight individual or an average-weight person
Explain that initial opinions are stereotypes. At this point we know nothing about the person. Repeat the questions again but give more context:
Engineer – a male who has recently left university or a female with 10-year engineering experience
Computer game designer – an older who invented the first gaming app or a younger applicant with 3 years experience in coding
Customer service advisor – an overweight individual with a level 3 customer service qualification and 6 years of customer service experience or an average-weight person with 3 years of telephone communication experience and a level 2 customer service qualification
***this often results in pupils requesting more detail about the characters.
Ask the group to design the perfect interviewee. On a flipchart draw the elements the group state. This may include a suit, briefcase, hairstyle, etc
In small groups ask what the ‘perfect’ interviewee could initially say when first meeting the interview panel to help create a positive first impression. At the end of 5 minutes, ask each group to state their prepared sentences. Ask the larger class for feedback on the introduction. This can include verbal and nonverbal communication.
CEIAG Job Interview Lesson Plan – Activity 4
How to answer job interview questions
Become better skilled at answering job interview questions is the main objective for this activity
Aims:
Understand the SAP (situation, action, and positive outcome) model – an easier version of the STAR technique for school/college leavers
Become confident at answering interview questions
Better understand the job interview process
Explain that most job interviews last around 45 minutes with 2 or more interviewers asking, on average 8 job interview questions. The initial question is often ‘tell me about yourself?’ and the final question is ‘ do you have any questions for us?’
The middle 6 questions are often questions related to the job criteria – the duties and/or skills required for the main part of the job role.
Ask the group what the main job duties are for:
Engineer
Customer service advisor
Ask, with these duties in mind what questions will the interview ask? Write these on a board.
Example include:
Do you have experience of (duty)?
What do you do in X situation?
Give me an example of working in a team?
Explain the SAP (situation, actions, and positive outcome) technique. When giving an example of part of an interview answer use the SAP technique:
Situation – in one sentence describe the situation “I was asked to (solve a problem) help set up a fundraising activity”
Actions – describe specific actions you took “to do this, I first did X, then I did Y, and finally I Z”
Positive outcome – state what happened after the actions “this resulted in a great cake bake sale where we raised over £60 for the charity”
Split the class into pairs, ask each pair to pick 3 of the interview questions on the board, and ask them to prepare an interview answer. Give at least 15 minutes for this task.
As for a volunteer to be interviewed. Pick one of their chosen interview questions and ask the pupil to answer it. Focus here on content not delivery. Break down the answer. Did they:
Give a detailed answer?
Did they describe the situation?
State, in detail, the actions they taken
Was the positive outcome mentioned?
Was the language positive and self-promotion?
CEIAG Job Interview Lesson Plan – Activity 5
Become confident at answering multiple interview questions.
This activity can be completed as a ‘mock interview’ using local employers or teachers, or within the class with students interviewing each other.
First ask the pupils to take the teenager interview test to help them understand how they currently perform in a job interview: interview test
Choose interviewees and interviewers.
Each interviewer is given a common list of interview questions for a generic customer service role:
Do you have any experience in customer service, please share an example?
Give me an example of communicating something to another person?
Tell me about a time you were involved within a team?
Do you have an example of putting 100% into a task?
Have you ever had to plan for something, what did you do?
The interviewers ask one question to one interviewee, and then the interview moves to the next interviewer who ask the second question (this way the interviewers only ask the same questions to the different interviewees)
At the end of the interviewing, ask for feedback:
What was it like being interviewed by different interviewers – what was the difference in their approach?
Interviewers, give an example of a great answer.
Did you feel nervous as the interviewee or interviewer?
What did you learn from your role?
What could you do to improve your interview skills
Did everyone find it easy using the SAP technique?
Jobs are notoriously difficult. Research shows, how on average, it takes at least 2-3 interviews to be given a job offer. And how just under half of employers won’t offer a position to an interviewee who lacks job interview confidence. The key then, to a successful job interview, is to identify during the recruitment process itself if you are juts about to fail the job interview and to quickly change tack.
Knowing the 3 indicators that highlight the possibility of a potential failed job interview can help job applicants reassess their interview identity to help increase job offers.
Signs of a bad job interview
Anticipation, nervousness, and being the center of attention affect a job candidates interview performance. A highly experiences, skill, and qualified career professional, one who is highly thought off in their current role, can been viewed negatively if their interview answers lack substance and are communicated without confidence.
The first sign that an employer isn’t impressed is by the lack of follow up interview questions.
Employers, in the main, utilise the structured job interview approach. In a structured job interview, the interview panel ask a number of behavioural and situational job interview questions.
Each job applicant is asked the same questions, in the same order, and each interview answered is scored against a set criteria. Each member of the interview panel will have a list of interview questions, and example answers for each of the scoring criteria, which, on average, is a 1-4 scoring system.
Under each job interview question is a further list of follow up questions. Employers know that most people will be nervous during the job interview, and their initial response to the question may lack detail, be off point due to the question being misunderstood, or the employer will intuitive know that there is ‘more’ to be uncovered.
If a sought after applicant gives a weak interview answer, members of the interview panel will ask an additional follow question, or more clarity, or for a specific piece of information that relates to the scoring criteria.
As an example, if the interview question relates to time management and the interview answer is focused on using calendar reminders, to-do list, planning out work in advance, but the employer is more interested in how the potential employee decides on the priority of a task, the interviewer may asked a follow up question for this specific element of time management.
The asking of additional, and specific, questions can be the difference between an interviewee gaining a three or four scoring on the interview scorecard.
The first indicator that the interview isn’t going well is the lack of follow up interview questions.
This is especially true for job applicants who know they have given a weak answer, or if an interview example was short in duration (and lacking detail), or when the same ‘example’ has been used multiple times.
At a subconscious level, an employer who initially likes an applicant, due to the halo effect, will want that interviewee to do well. A naturally occurrence of willing someone to give high-scoring interview answers, is giving a helping-hand, by asking an additional question that allows the presumed suitable applicant to divulge more information.
On the other hand, an applicant who is viewed as not a good fit will have the opposite effect on the members of the interview panel. In short, the interviewers won’t want to waste their time on prolonging an interview that they believe isn’t going to have a positive outcome.
Subconsciously, wanting the interview to end quickly, stops the asking of additional information. If an applicant senses the lack of supportive questions, they need to start giving more detailed answers using a powerful interview formula that results in high-scoring interview answers.
The second sign of bad job interview is the interviewer not taking notes
As mentioned, during a structured job interview each member of the interview panel will possess an interview scorecard, which has a list of job interview questions and the scoring criteria. Under each question is a space for the interviewers to make notes – the recording of the candidates answers.
The idea is that at the interview end, the recruiters can cross reference their notes, what the applicant has discussed, against the job interview criteria, before allocating an interview score.
When an interviewee is giving a relevant and detailed answer, the employer will often make notes verbatim, attempting to catch as much information as possible, so they can accurately score the candidate at the interview end.
Often when a job candidate gives constant weak answers the employer will write far less information. Or in some cases they wont record any of the information at all. In some cases, if the interview answer is off point, a panel member may ask a follow up question, but again if the answer doesn’t result in the employer scribbling on their forms, its possible the answer hasn’t hit the mark.
It is hard to remember exactly what a person has said, which is why employers make notes. After a full day of interviewing, it is difficult to remember which applicant gave which example. This is why note taking, or the lack of recording interview answers, has a powerful impact on who the advertised job is offered to.
A good sign the job interview is going well is when the employer states: “sorry, I will juts be a few more seconds writing down what you have just said”
The third indicator that you wont be offered the job role is the employer reluctance to discuss the job role
The goal of a job interview, from the employers perspective, is to predict the job performance of the job candidates. A secondary goal, is to promote the benefits of working at the organisation to successfully recruit first-choice applicants.
To ensure a job offer results in a job hire, employers throughout the job interview will highlight benefits of the organisation, including the company culture, available training, leadership styles, their vision and vales, all to create an overall positive package that would be hard to refused.
Employers do this in two ways. The first is at the interview start, when the employer will outline the job role and company, and why the position is currently available. In this section the interviewer will, often, discuss the long term objective of the organisation, where they sit in terms of competitors, and future goals. They create a carrot for the applicant to chase.
Secondly, the interview panel will ‘sell’ the company in an unplanned way. As an example, if a first-choice applicant is talking about their passion for learning and development, and how they always look for roles that can help them grow. An employer, who is feeling positive about the interviewee will sell a benefit of the company: “In our team we have a learning and development budget that all employees can access to purchase relevant training, including recognised qualifications”
Selling is an effort, and what is often the case is that people only make an effort if they truly want something. In the interview scenario, if the employer doesn’t believe the job applicant will be a good fit, they wont make an effort to promote the benefits of working within their team or for their organisation without being promoted or asked by the interviewee.
The 3 signs of a failed job interview
The 3 indicators that the interview wont result in a job offer are, a lack up additional questions to gain more scoring related criteria, a absence of note taking, and little communication around what makes their company great to work for.
Five additional signs that the job interview isn’t going well
The employers look at each other with a confused impression after an answer
A lack of smiling and positive body language during the interview
A much shorter than expected interview process
The interview panel didn’t ‘sell’ the company to the applicant
The interview seem rushed and the interviewers seemed distracted
Many employers will ask a job interview question to help better understand the job applicants’ motivation to develop professional skills. A candidate that can clearly communicate how they are a lifelong leaner, and how they have attended regular professional development opportunities to improve industry-related skills and knowledge, is likely to score high on a ‘continuous professional development’ interview question.
This article will help a job interviewee prepare for the job interview question: ‘Can you give an example of working towards your (CPD) continuous professional development?’
Professional development plan
Career professionals have a clear career goal and a professional development plan. Continuous professional development, is the ongoing process of gaining the required skills to keep up to date with changes happening within the job sector. As technology, artificial intelligence, robotics, customer demand, and global politics, continue to change the job market, today’s employee needs to continue their development to be seen as highly employable.
Employers understand the importance of recruiting staff that have a passion for the sector and are motivated to attend training, to gain new skill sets, and become more knowledgeably about their industry. For this reason, the interview question: ‘tell me about any recent continuous professional development opportunities you have attend?’ is a commonly asked job interview question.
The interviewee needs to answer the question by discussing relevant information. Talking about public speaking or art for a role where these skills aren’t required won’t meet the job criteria on the recruitment panel’s interview scorecard. When hiring a new employee an organisation needs to ensure fairness, research has found that a structured job interview – asking each applicant the same interview questions and scoring each interview answer against the criteria on the interview scorecard, results in the most appropriate hire.
To gain a high-scoring job interview answer, the job candidate can use the job advert, role description, and their own industry knowledge to create a list of the job duties, required skills, qualities, and knowledge required to be successful in the advertised position. The insight of the job role allows an applicant to tailor their job interview answer to meet the essential skills and requirements the employer has associated to the job position.
In addition to meeting the essential job criteria, each job interview answers must be communicated confidently in a self-promoting way. Within a job interview downplaying a skill set or knowledge rarely pays off, as research has shown how self-promoting interviewees are much more likely to gain job offers.
Returning to the professional development plan, the plan should list the required skills needed for a certain job role and how they can be gained. In some cases, the plan will include industry qualifications, sector-related skills, and personal qualities. Each required skill should have an achievement deadline date, and a milestone. For ease, most career professionals will embed course links into the plan, and or add, application deadline dates.
For sector knowledge, the development plan may list useful industry magazines, blogs, or books. These articles may possess relevant information that can be used to showcase industry professionalism.
Answering the job interview question: ‘what is your professional development plan for the next 12 months?’
The interview will, in most cases, take under one hour to complete. A panel of three senior employees will be seated on the interview panel, with each panel member asking two to three interview questions. The interview question ‘what is your professional development plan?’ is generally asked in the later stages of the interview.
A lack of a development plan, especially in fast-paced job sectors, can be viewed as a red flag. Applicants who mumble something about ‘wanting’ to develop skills are seen as having an ‘insincere’ interview identity.
Whereas a charismatic interview identity will confidently deliver a detailed answer that highlights their interest in the job role, their enthusiasm for the sector, and their plan for developing relevant skills and knowledge.
How to answer professional development plan interview questions
Start with a confirmation statement that highlights a passion for professional development:
‘Yes I have a professional development plan that I have been working towards for the past 12 months with the aim of gaining X (sector knowledge/skill)…’
The second line of the interview answer needs to give more specific information by discussing the development plan, and detailing actions taken:
‘To achieve this development goal, I have started a course in (course name) where I have learned (industry-related knowledge) and to date, I have successfully passed (unit/qualification). X months a go I also attend a (short training course) to improve my knowledge in (sector-related knowledge) and I am currently working on (detail current development opportunity….’
Follow the past and current professional development opportunities with future actions:
‘My CPD actions for the next 12 months include (give course date, desired outcome, and duration)…’
End with a summary:
‘To summarise, I have passionate about professional development as I believe that having up-to-date industry-related knowledge will help me improve my performance in work.’
All job interview questions, especially the interview question around continuous professional development, must be answered in detail, by positively communicating (selling yourself) specific information.
