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.
Most job applicants fear the job interview. Some, who are highly anxious, will even go as far as turning down an interview offer due to excessive low confidence.
This fear is real. In fact, the fear of speaking in front of strangers or in public – also known as glossophobia, is the number one fear in the world.
The job interview can double the impact of glossophobia and many candidates put an ‘all or nothing’ association on the job they are applying for – “if I fail this job interview, I will always be stuck in a job I hate”.
An article on Psychology Today explained how confidence comes from experiencing achievement in a task. There more you are successful in a task the more confident (in that task) you will be.
Most people fear public speaking, job interviews, or talking to strangers because of a previous negative experience. The experience of failure increases anxiety and fear.
As an example, a job hunter will fear being invited to an interview for a job they truly desire because of a past memory: when they were asked to read out a text in front of their classmates in school or their first public speaking experience that ended in disaster.
The job interview should be easy. Interviewees are asked questions about something they know well – themselves. Job applicants’ confidence should be high. If an application has resulted in a job interview offer from one company, it should then result in a second interview from another organization. This means a failed job interview can be a learning point that will increase future job interview performance and the applicant’s interview identity.
These 7 ideas will help you improve your interview confidence and interview performance.
People buy what they like.
In the psychology of sales, the ‘liking principle’ is quoted as one of the key determinators in persuading customers to make a purchase.
It works through creating a likeability association. As an example, many brands will use celebrity endorsements to sell their products. Example: The audience likes George Clooney, so they will like a coffee brand if they see Clooney drinking that coffee brand in a TV advert – even though the audience knows Mr. Clooney was paid to star in the TV commercial.
Tupperware famously embedded likeability into the sales of its product. Rather than have their products in retail stores (they tried this approach and it failed) they created Tupperware parties. A host would invite friends and family round for a party and promote the Tupperware products. People purchased the products, not because they were good or they needed them, they made purchases because they liked the host – their friend or relative.
To improve your interview outcome, you can create likeability.
Likeability can start prior to the job interview. We know from recent data that 70% of employers check social media before a recruitment day. Create likeability through a second persuasion law – authority. If an employer views an applicant’s LinkedIn profile and the feed is filled with relevant industry insights, sector-related intelligence, and positive opinions the employer will create a halo effect that will have a big influence on the interview outcome.
Research has also found that commonality creates likeability. By disclosing information that highlights commonalities with the hiring manager a positive impression will be made. Commonality can include, well anything: same interest or hobbies, attending the same university, or living in the same town.
Which interview timeslot to choose
Timing makes all the difference. The interview timeslot allocation given to each interviewee makes seem unimportant. In fact, the timeslot can change the way an employer scores the applicant.
The timeslot is related to the hiring manager’s confidence in conducting the interview, the interview panel’s tiredness or alertness, and if you become the baseline applicant.
Research has found that the first interviewee becomes the baseline applicant – following interview scores for other candidates are influenced by the original scores given to the initial interviewee.
The final applicant of the day is often interviewed by a panel of hiring managers who are tired from a full day of recruitment affecting how they view the last interviewee. And post-dinner candidates are affected by biology – the process of digesting food affects a person’s decision-making processes.
It’s the second or third interview time slot around 10:30-11:00 that is the ideal interview timeslot.
What we see we feel
Whatever the mind focuses on the body feels. A person looking forward to a holiday, a networking event or a job interview will feel positive. Whereas someone who fears flying, is anxious about meeting strangers or someone who hates talking about themselves will have a negative response to a holiday, networking event, or job interview.
If what you imagine you feel, you can feel positive about a job interview by imagining yourself being successful in a forthcoming recruitment process.
To have a lasting impact, the process has to start with a relaxed state. Taking deep breaths or imagining being in a relaxed place; a countryside or peaceful beach helps to calm the mind and body. In this peaceful state imagine by relaxed during a job interview, then imagine being confident in a job interview, and final imagine being charismatic in a job interview. Make each visualisation vivid; see yourself confident, hear yourself being confident, and feel confident.
The repetition of the visualisation creates new neuro-pathways that create a positive association: job interview = calm and confident.
The hands have it
A little technique to help improve the first impressions is to manipulate the hands.
Anxiety kicks off the fight or flight response which sends oxygen from non-virtual parts of the body (hands and feet) to essential organs. The redirection of the blood cells leaves hands feeling cold and clammy.
At the initial introduction, where a welcome handshake is expected, the first impression is weak as a damp and cold handshake has a negative unconscious bias.
To be viewed as confident requires a warm and firm introductory handshake. When you arrive for the interview, either accept a cup of coffee (and wrap your hands around the warm cup) or visit the bathroom and hold your hands under the warm water for a few seconds, to warm the hands.
Turn off your phone the night before
One sleep study showed how using your phone three hours before you plan to go to bed can disrupt your sleep.
In addition, many people charge their phones overnight in the bedroom. If the phone is left on small LED lights will be on display. The brain is trained to stay more awake when there is light. Charging the phone in a different room, and having thick curtains to cut out any streetlights allows for a deeper sleep.
Deeper sleeping restores energy, increases blood supply, and improves cognitive ability. All this helps the brain to respond to tricky interview questions.
Create high status
How we view ourselves, as high or low status, is leaked through our language. The language used in a job interview is subconsciously filtered by the hiring manager creating a ‘gut feeling’.
As an example, a low status would use weak language such as ‘try’ – ‘I would try my best’ compared to a high-status person who uses assertive language ‘will’ – ‘I will achieve the task’.
One experiment found that writing a letter to yourself that assertively states skills, strengths and abilities increase self-worth, creating high status. The letter must use positive language, be true, and be assertive.
Get good at asking questions
The tip to improve a job interview outcome seems a little odd, it’s to be good at asking, not answering questions.
Obviously, in a job interview, the ability to confidently communicate competencies within a job interview answer is essential. But what makes a person stand out is their ability to ask the interview panel questions.
Questions create a conversation. Conversations improve likeability. Likeability, or rapport, increases job offers.
Also, the ability to ask questions relaxes the interviewee and helps them to clarify the required content of the interview answer.
At the interview start, the applicant can ask the interview panel questions about their day or the company.
During the questions, the candidate can ask for specifics to generic questions and can ask the employer’s opinion or an aspect of the interview question.
Towards the interview end, the employer will allow the interviewee to ask any questions to help clarify the company culture and job role.
Asking questions shows confidence, and confidence is a quality that all employers want staff to possess.
Questions, or their answers, also allow the applicant to decide if the employer is one they want to work for.
Job interview preparation is key to a successful job interview outcome.
Each job applicant should first reflect on their past job interview performances and take the interview identity test to understand how they are viewed by an employer.
Once a career professional is aware of their interview identity, the next stage is to understand the commonly asked job interview questions.
With a list of interview questions, the job applicant is then ready to write, edit and practice their interview answers using the templates below.
Interviewees must add their own stories, real-life examples, facts, and figures, plus embed industry jargon.
To pass a job interview, a successful applicant only needs to score higher than the other (on average) 6-7 interviewees.
A large list of job interview questions and answers
Each interview question will come with an explanation of how to answer the question, to help each applicant highlight the value they can offer a new employer.
Remember hiring managers are looking for a potential employee to stand out – What can you offer that others can’t? What is your industry knowledge and expertise? What personal skills would add value?
Job Interview Question:
Tell me about yourself?
The most commonly asked question during the recruitment process.
You will be asked this interview question in some form.
Give a short statement about your education, experiences, and skills relevant to the job position you are applying for.
Highlight your main strength and/or achievement and your duration in the sector and/or education
Keep each selling point brief, as you can explain each point again in more detail throughout the interview
End this answer with a reason why you’re looking for a new job
“In total, I have over X number of years experience working as a (job role). In (year) I gained a (qualification). Throughout my extensive work experience in (sector), I have (key selling point) and (second unique selling point). I have applied for this role because (company interest) and due to my passion for (job duty).”
Job Interview Question:
Why did you leave your last job?
Be positive when answering this tricky job interview question.
Stay away from any negativity or complaints about previous managers, working conditions, or colleagues.
Hiring managers like to hear that you left for a good opportunity or reason, rather than a tall tale.
Start the answer with a postive reflection on the previous workpalce
Explain what excited you about your last position
End with a (positive) reason for leaving
“I enjoyed working at (company name) as I was able to (achievement). The (aspect of the company culture) was good as this allowed me to (positive action), which resulted in (positive result). The work was exciting, as I was able to (work undertaken) which allowed me to gain (skills). It was a difficult choice to make, but I am leaving the role because (positive opportunity).”
Job Interview Question:
What experience do you have in this field?
State criteria on the job specification
Frame the answer in the positive
Relate previosu experiene to the duties of the new job role
“I have over X number of years working in this field. During my time working as a (job role) I have successfully been able to (big achievement). This is because of my ability to (skill/action). During my time in the sector, I have undertaken a number of roles/worked on projects including (name specific duties, projects, and achievements). What I can bring to your team, is the ability to (key actions and skills).”
Job Interview Question:
Do you consider yourself a successful person?
Never give a short ‘yes’ answer. And never, ever, answer with a ‘no’.
The job interview panel is looking for evidence of sector-related knowledge and experience that they can reference against the job interview scorecard.
This means that the job interview answer requires substance.
Talk about industry success, relating the answer to the job criteria.
“I am highly successful. Throughout my career I have been (involved/a leader of/part of a team) that was responsible for (overcoming a barrier/facing a job-related challenge). An example of this was when I was working at X, and I had to (actions) to help achieve an (outcome). The secret of my success is my ability to (unique selling point)”
Job Interview Question:
How would your colleagues describe you?
To make a lasting impression, use quotes rather than just stating that employees would be positive towards you.
Quotes sound more powerful, more believable.
“I’m lucky, throughout my career I have worked with some great people which helps to be successful within a task or when working on a project. My previous colleagues have always had respect for my dedication, work ethic,and (add third skill/quality). In my previous position, I was always known as (positive attribution). (Name of manager), my line manager, would often say (positive quote). In fact, this reputation has been with me throughout my career. When I was working at X, my manager there would also say (positive quote)”
Job Interview Question:
Are you applying for any other jobs?
It’s rare that a career professional only applies for one position.
In truth, once a job hunter starts searching for positions they are likely to apply for at least 10 roles.
The ‘number of other jobs’ interview question is asked to check if the applicant will have loyalty to the organization – if the applicant is only applying for this one role, they must really want to work for the organization.
So, the reality (employees applying for numerous positions) and the employers ideal (the applicant only applying for the one job role) is a mismatch.
“I have applied for a few positions. For each job I come across, I research the company to check if we could collaborate successfully together. I am always interested in (company culture/projects/reputation). I was really excited to receive the job interview offer for this position, because during my research I learned (amazing fact) about the company, which helped me realise that this is the type of company I would want to work for above all the other vacancies I successfully applied for”
Job Interview Question:
What salary are you looking for?
Prior to the job interview, in preparation for the ‘salary’ interview questions, career professionals must:
Check the salary average for the advertised role
Complete the interview identity test to understand how an employer perceives them during the recruitment process – as this affects the salary offer
Check if the position is one that high salaries can be negotiated – as for many roles, the negotiation is within a salary band, not open.
“Due to my extensive experience within the sector, where I have the (skill/experience) to (unique selling point) which can result in (financially linked selling point) as well as having (second unique selling point) I am looking for a position with a salary of (add amount)”
Job Interview Question:
How long will you stay with our organisation?
Employers spend around 33% of their profits on recruitment.
The employment duration interview question is based on the requirement to employ staff members who won’t leave after a short period of time.
What an employer is looking for here is reassurance.
“I am looking for a position within an organization that I know I can add value to. I prefer not to jump from job to job, and only take offered roles where I can see myself staying for a long period of time. I really like the sound of the (company/job role) and if I was successful I would hope to be here for many more years to come.”
Job Interview Question:
If you could, would you retire right now?
Some job interview questions do, on the face of it, sound a little random.
Successful interviewees also reflect on a potential interview question to better understand the hidden reason for the said question to be asked.
Everyone wants to retire, don’t they?
The truth is not everyone does wants to retire. In fact, for some career professionals, their job is their life.
This is what is at the bottom of the ‘retirement’ interview question. What is really being asked is – are you passionate about your chosen line of work or is it just a pay ticket?
“No, I wouldn’t retire. I am very passionate about what I do and I am especially focused on (long-term achievement). For me, a job isn’t just a salary it’s about (state passion/reasons for working in the industry).”
Answering the ‘what are you looking for in a job question?’ with salary, working near home, or any other ‘wants’ will only result in a lack of job offers.
Employers will score high interview answers that state a liking for the job criteria.
“The three key things I look for in a job are (generic criteria 1, 2 and 3). More specifically I excel in (describe company culture). Because I am skilled at X, I always work well when (state a duty/task you perform well).”
Job Interview Question:
What motivates you to be your best?
This interview question is looking at an applicant’s personal motivation.
The motivational traits must match the job criteria.
As an example, stating that you are motivated while working with others as part of a team would score high for a team role position but not when working in a job role that requires an employee to work on their own initiative.
A second way to answer the ‘motivation’ question is by focusing the answer on a vision – the same vision the company has.
“I am a highly motivated person who enjoys (sector-related outcome). I am at my best when I (job-related criteria 1, 2, and 3). What helps to keep me motivated is my personal goal to (a goal linked to the employer’s company vision).”
Job Interview Question:
Are you willing to work overtime?
The ‘overtime’ question is only asked in a recruitment process when the employer needs employees to have a flexible approach to their working hours.
If asked the overtime question, and offered the position, there will be an expectation for the applicant to work more than their standard hours.
“Yes, I am always happy to work additional hours. In my last position, we would often work overtime during busy periods such as Christmas or at the financial year-end. I understand the importance of not letting customers down, which sometimes means the team needs a flexible approach.”
Job Interview Question:
Are you happy working on a shift pattern?
Unlike the ‘overtime’ question, the shift pattern question isn’t asked as an unwritten rule that employees, once employed, will be expected to work on a shift rota.
There is a legal amount of hours an employer can force an employee to work, hence why the hiring manager checks flexibility.
If the employer only recruited shift workers, those hours would be made clear in the job advert.
The ‘shift-work question then is asked by hiring managers who recruit a large number of employees; some working shift patterns and others on a more traditional 9-5 schedule.
The question is often asked during a large recruitment drive and, in the main, doesn’t affect the hireability of the candidate.
Answers, then, should be honest.
If you are unwilling to work shift patterns let them know, and if you prefer a shift pattern (that often comes with a higher salary) then state this preference.
Even if the answer to the shift-pattern interview questions affects the likelihood of being recruited, honesty is still the best policy. If you dislike shifts and get recruited for a position that works on various shifts, it is unlikely that you would enjoy the role.
“I read that the role might include shift work and I am very happy to work on a shift-rota”
Job Interview Question:
Are you willing to relocate?
When an employer requires you to relocate, they would have stated this in the job specification so the questions shouldn’t come as any real surprise.
What is sometimes not clear is the location or locations where the job role may be.
“The idea of relocating is one of the elements that drew me to this role. I researched the (location) and I am really excited about the idea of living there. To help me decide whether or not to apply for the role I undertook some research to check things like house prices, crime levels, and general living conditions – did you know that (share positive fact about location)?”
Job Interview Question:
Are you willing to put the interest of the organisation ahead of yours?
Hard-hitting job interview questions are, in the main, only asked for high-paid and high-skilled job roles.
For this level of employment, hiring managers need a career professional who will go above and beyond, an employee who isn’t just applying because they need a salary.
High-level positions will require decisive action when problems occur. During a big crisis, for example, a company-level hack, the IT project manager would be expected to come back from leave to help solve the problem.
“Of course, at this level, it is important to hire someone who has the company interest at heart. When I work for an organization, I give it my all. As an example, while working at X a (problem) occurred. At the time I was (on holiday or other situational problem) but due to the urgency and risk of the (problem) I (actions taken). My actions and my commitment to the company interest resulted in a (positive outcome).”
Job Interview Question:
Describe yourself as a person?
This question is perfect for rule two of a successful job interview; be a self-promoter.
First, think about the job specification, the duties you will perform, and the culture of the organisation.
When selling yourself, talk only about the skills and qualities you have that are relevant for the advertised position.
“I am a (quality) (quality) and (quality) individual who specialises in (skill). When working on (sector-related task) I am able to (achievement) due to my (skill/quality). Colleagues and stakeholders describe as (quality) due to my ability to (achievement). My key strength is my ability to (skill/achievement) which I achieve due to (skill/quality).”
Job Interview Question:
What is your philosophy for working?
A career or working philosophy is similar to an organisations mission.
A one-line that accomplishes who you are and what you want to achieve in your career.
Think of the philosophy, as a career identity.
Don’t be tempted to give a deep long answer here, keep it short, sweet, and positive;
“I would say my work philosophy is (add selling line, as an example – completing tasks on time and to a high standard”
Job Interview Question:
Would you say that you are overqualified for this position?
Why are hiring managers concerned about an applicant’s level of qualification?
The truth is, one of the elements of the hiring decision is the likelihood of the duration of the candidate’s time employed within the organisation.
A high-level qualification in a specific field is generalized as the applicant, ideally, wanting a job in the sector related to their degree.
This means, from the employer’s perspective, if the highly qualified applicant is offered the advertised role, they are likely to hand in their notice within the year, leaving the employer to re-recruit.
The interview answer, therefore, must reassure the interview panel that the applicant is passionate about role/job sector/company.
“No, not at all. My qualification is in a completely different field. This was a sector I was previously interested in when I was a lot younger. My goal is to work as a (job role) which is why I applied for this position. My qualification did teach me (knowledge) which can be used when doing (job duty for new role). I am also thinking of undertaking a qualification in (qualification relating to new role).”
Job Interview Question:
How would you describe your work ethic?
Work ethic is becoming a key recruitment factor.
In fact, more employers are using strength-based job interview questions as part of the structured job interview.
Work ethic basically means – how hard-working are you?
The ‘work-ethic’ interview question is another opportunity for an applicant to sell themselves.
Answers with examples do well for this job interview question.
“I have always been a hard worker. When I am working on a task I put my all into it, as I enjoy seeing the end result from my hard work. As well as meeting deadlines and targets, the quality of my work is also important to me. I always ensure that tasks are completed to the best of my ability and I never take shortcuts that would risk the quality of my work. An example of my work ethic is (give example).
Job Interview Question:
What do you enjoy doing outside of work?
An applicant’s character can be an indication of their work ethic.
The ‘what do you enjoy doing outside of work?’ question is a sneaky way of asking about a person’s characteristics.
Common mistakes when replying to this interview question, include saying:
Socialising with friends
Nothing really
Watching TV
Bars and clubs
On the web
When answering the question, focus on areas of your life that highlight skills, qualities, and work ethic. This could include:
Volunteering
Having a side hustle business
Self-published author
Fundraising
Being a carer
What is important is to detail the skills, knowledge, or experience gained from the task that can be of use to the new employer.
“I currently do X. What I like about this role, is that I have gained (skills/qualities) which would be of use when performing (task). For the last X number of years, I have also been involved in X which has taught me the value of (skill/quality). While doing X I was praised for (skill) and was lucky enough to gain a (qualification in X).”
Job Interview Question:
Why did you apply for this position?
The interview answer to the ‘why this role?’ question can be split into two sections.
First, talk about your passion for the job sector/job role and how this is part of your long-term career objective.
Second, explain why you want to work for their organisation. Make this personal – you don’t just want any job, you want a job with (employer).
“My career goal has always been to work in (sector). For the past X years,I have been working as a (job role) gaining (skills and experiences). During this time I have gained (sector-related qualifications) that have given me the knowledge to (job duty). As a highly skilled and experienced (job role) I am able to (future achievement). I applied for this particular role because I have always wanted to work for an organisation that (describe company culture, projects the company works on, or the company’s mission and vision).”
Job Interview Question:
Where do you see yourself in 5 years time?
Employer requirements, for a new member of staff, vary depending on the size of the organisation, the industry the employer is involved in, and the type of job being advertised.
Some employers will look for an employee who will grow and be promoted within the company, while others need a skilled applicant who will work long-term in the one role. One employer may require an innovative individual, while a second needs someone who will follow strict processes and procedures.
The answer to the ‘5 years time’ question will vary depending on the above criteria. This is why rule 1 of a successful job interview is, identify the job criteria. As knowing what is important to the employer will assist in the decision of what to reference during the interview.
In all cases, the employer is wanting to hear that the candidate is wanting to stay within their organsiation.
“Before applying for the position I researched your company and found that (state three things you like about the organisation). It was the company’s (reference something from the company’s values/mission) that inspired me to apply because I am also motivated by (reference the value/mission). As I am passionate about (job role) and I feel this company is the perfect fit for myself, I can see myself working here, successfully collaborating with yourself to achieve (outcome).”
Skill related job interview questions
Employers will ask a number of ‘skill’ related job interview questions to understand how competent the potential employee will be once employed.
Job Interview Question:
Are you a good team member?
Team member interview questions are asked in a high number of job interviews.
Even for roles where, in the main, the employee works alone. In this situation, the employer is looking for a ‘big picture’ understanding – how the various departments are part of a larger team.
Most commonly, the teamwork question is asked to applicants who are applying for a team role.
“In all my previous roles I have worked as part of a team. I enjoy teamwork as collectively the team has a wider range of skills and experiences that they can bring to a project. Within a team, I often take the role of a (add role) as I am able to (actions) that help the team to achieve an objective. When need I can (2nd team role). As an example when working in a team to achieve (outcome) we faced (problem) and I (state actions took) which resulted in (outcome).”
Job Interview Question:
Why should we hire you?
For every advertised role, around 6-8 applicants are interviewed.
Each applicant has the skills and/or experience for the advertised role. The ‘why should we hire you?’ interview question, is really asking ‘why should we hire you and not one of the other interviewees?’
To pass a job interview, an applicant only needs to score higher – be seen as more employable, than the other 6-7 interviewees.
To answer this interview question, highlight your unique selling points.
“By hiring me you will gain an employee who has extensive success of (achievement). In addition,I have a proven track record of (A and B). As an employee, I am (add a list of qualities). But the main reason why you should hire me is because of my ability to (unique selling point).”
Job Interview Question:
Why did you leave your last job?
Many hiring managers believe that past behaviors predict future actions.
Employers request the reason for leaving a past employer, to compare the answer to their own company culture.
In addition, many hiring managers will review the number of positions an applicant has held over a small number of years.
The frame of the interview answer must be positive. Avoid, at all cost, any criticism of past employers.
“I enjoyed my time at X company. While working there as a (job role) I was involved in (projects) which gave me experience in (duties). Throughout my time there, I have gained a variety of skills, including A, B, and C. I am now in the position to use this collective experience in another role, which is why I am here today applying for the position of (job role).”
Job Interview Question:
In what way would you be an asset to us?
The ‘asset’ question allows an applicant to discuss any unique selling points not already covered throughout the recruitment process.
For the ‘asset’ question give a look forward – draw a picture of you succeeding in the workplace.
“As someone who is skilled at X, I know that we would work well together. As an example. If you imagine me working for you in 3 months’ time on a (project). I would first (state actions) as this would (state benefit). Then to gain a (positive outcome) I would use my (skill/knowledge/contacts) to gain (outcome). Finally, when ending a (project) I would (action) to help any future tasks.”
Job Interview Question:
Tell me about a suggestion you have made?
Many of the interview questions asked during the recruitment process, give an insight into the culture of the company.
As an example, some industries are process-driven whereas others are more creative.
The ‘suggestion’ questions indicate that the employer is looking for solution-focused and innovative employees who can see the ‘big picture’.
“There have been a couple of times that I have made I suggestions to (overcome a problem) that have been taken up by the company. An example of this is when I was a (job role) at (organisation). One of the problems we faced was (problem) At first the company tried to (action) but this only resulted in (very little change). Due to my (knowledge/experience), I knew that (potential solution) would work, I suggested this and created a plan of action/project plan which resulted in (positive outcome).”
Job Interview Question:
Do your co-workers ever irritate you?
The frame of the interview question can easily influence the job applicant to answer with a negative answer.
Instead, re-frame the interview answer by focusing on how you work well with colleagues.
“I am a people person, so generally I get on well with everyone. As a professional with X number of years experience in (industry),I have worked with a variety of colleagues and stakeholders. The experience has helped me to understand the various personalities people have, and how their temperament makes people react in a different way to the same challenge. This knowledge of people’s personalities helps me to build rapport with others.”
Job Interview Question:
What makes a successful manager?
This is a management role question, but the question is asked across all job roles – with the hiring manager replacing the job title at the end of the question.
Answer the question by discussing the skills the (position) requires and the criteria on the job specification.
End with an example of you being successful.
“There 3 key skills that make a good (job role). this first is A, the second B, and the third C. A (job role) task is to (main objective). By doing (A, B, and C) a (job role) will be successful. An example of me being successful is when I was working at (company name) and I had (task). To ensure a good result I (took action) which had a (positive outcome).”
Job Interview Question:
What are your strengths?
The ‘strength’ question is one of the most commonly asked job interview questions.
The openness of this interview questions gives the candidate the opportunity to talk about their unique selling point.
When creating an interview answer, the interviewee should think about the job criteria, the main skills and strengths required for the job role, and any additional information that makes them stand out from the crowd.
“I have been told by my previous manager that I am highly skilled at (task). But when I reflect on my key strengths, two come to mind. My first strength is my ability to (task). When working on (task) my (skill) and (quality) ensure (a positive result). My second strength is related to (job duty). I have always been skilled at (skill) which helps when I (task).”
In the main, a job applicant will fall into the trap of listing several weaknesses or areas of development.
A focus on negatives will only result in a low-scoring answer, or at worse the employer believing the applicant is unsuitable for the advertised position.
What the ‘weakness’ interview question is really asking is, ‘how do you develop yourself?’
“Everyone has areas of development. What is important, is to be able to reflect on the actions taken for previous projects and then review weaknesses and learning needs. As an example, when working at (company name) my team’s task was to (add detail). After completing this task I realised that I need to improve (knowledge/skill) so I undertook (training/research/mentoring)to develop this (skill/knowledge). Whenever I recognize a professional development need, I always take action to resolve this, as I am keen to become the best (job role) I can be.”
Job Interview Question:
What is your dream job?
A common reply to the ‘dream job’ interview question is: ‘This job!’.
Employers hate this type of interview answer as it comes across as trying to please. And, it is something a dishonest interview identity is likely to say
What a hiring manager is really trying to uncover, with this interview question, is the specific reasons for applying for a job in the employer’s industry.
“What is important for me in a career is the chance to (achieve vision). I really enjoy roles where I can (job criteria) and (job criteria). In all my previous roles I have been drawn to positions that (job criteria), as this meets with my (skillset/values/mission). “
Job Interview Question:
What would a past employer say about you?
Hiring managers use the ‘past employer’ question to catch an applicant out, depending on their previous working relationships.
For a future employee who only has praise from previous managers, this great becomes an excellent ‘selling’ answer.
“They would want me to come back! All my previous employers hold me in high esteem. This is because of my ability to (complete tasks), as well as my (personal skill) and (work attitude). I remember in my exit interview with my last employer, they said (add positive quote).”
Job Interview Question:
If you were the interviewer, what type of person would you look for?
Describe yourself, without making it too obvious.
When talking about personal skills and experiences, make these relevant to the job criteria.
“As the main objective of this role is to X, the ideal applicant would need to have experience in X and be highly knowledgeable on (subject). As well I possessing this industry knowhow, I would look to hire someone with (personal skills and qualities) to ensure the team collaborated successfully together.”
Knowledge and Competencies Interview Questions
Industry knowledge and experience are one of two axes that create each of the sixteen interview identities.
To be seen as being employable, each candidate must highlight a high level of knowledge around the job role.
A hiring manager only knows about the candidate, what they have been told by the candidate.
Job Interview Question:
What do you know about this organisation?
Research is key prior to preparing for the job interview, especially when asked the ‘about us’ interview question.
Research the company and become knowledgeable about the following criteria:
The duration the organisation has been in business
Why the company was formed
Thier vison and mission
What services/products the company offers
Future projects or collaberations
“The reason I applied for this role in the first place was due to your (vision) and this is in line with what I want to achieve as part of my career. What I also like about the company is that it was formed because of (reason) and is now successfully in its (year) of operation. You have a reputation for being (positive trait) and for (second positive trait).”
Job Interview Question:
Why do you want to work here?
Stand out from the crowd, by using the research gained from the ‘about us’ question to state an answer to show a real understanding of the company.
“As a career professional, I’m not just applying for any job. I am only attending interviews for a position in an organisation that I can see myself succeeding in. I choose (company name) because I follow your company and I know, from my research, that long-term you want to (long term business objective). The barrier you will face will be (state problems to objective). My skills and experience in (job sector/role) will help you to achieveyour objective by (state knowledge and experience you can bring to the team).”
Job Interview Question:
What have you done to improve yourself over the last 12 months?
Globalisation, technology, customer demand, and artificial intelligence, and big-data are rapidly changing the career market and business operational strategies.
Employers, therefore, require employees who are willing and proactive in their continuous professional development.
“I am constantly reflecting on my work, skills, and knowledge and looking at ways to develop myself, both professionally and personally. Over the last 12 months, I have undertaken several development opportunities. The first was (work-related CPD) this taught me the importance of (learning). The second was to help me with (personal skill) as I know this skill is highly important when (job duty) and the third was (knowledge related CPD) which has allowed me to understand why (potential barrier).”
Job Interview Question:
Do you know anyone who works here?
Association plays a big part in this answer. At a basic level, the min takes short-cuts and jumps to conclusions.
The employers ask this interview question because by knowing another employee you will have a better understanding of the job role and company culture, meaning that you are happy with the working conditions.
But by referencing you know an employee, who has a strong work-ethic reputation, the positive association from the employee you know is transferred to you the applicant.
“I know (name) who works in (department). He worked on (project/team) for the last (number of years)He explained the company culture, the vision of the organisation and how you (selling point). He made me excited about wanting to apply for a job here.”
Job Interview Question:
Have you ever had to fire anyone?
This management interview question is just one of several job interview questions that is asking for a specific experience. In all job roles, across all job sectors, job applicants will be asked for examples of how they can complete or have completed various job duties.
Examples are best used here. Or an explanation of the steps you would take to complete the task.
“While working at (company) one of my team was constantly not meeting her targets. To support staff member I (actions taken) and work closely with the staff member to (improve). Over several months I supported the staff member and did notice a slight improvement but nowhere near the average number of (sales/referrals/etc). At this stage, it was the company procedure to implement their warning process which included a creation of an action plan, regular meetings, and (any other requirement).
In the end, we felt we had done all we could to support the member of staff and in the end had to let her go. The member of staff actually agreed this was the best choice and thank us for all the support over the last several months”
Job Interview Question:
Have you ever been asked to leave a position?
As employers can request references, it is important to be truthful here.
This type of interview question is asked during an informal job interview and can come out of the blue. So be ready.
If you have never been asked to leave a previous position, simply say: “No, never”
If you have been in a situation where you were asked to leave the organsiation, answer with:
“X number of years ago, I was asked if I would like to leave the job role. It was a (make the job seem less important: part-time job, my first job after leaving school, a secondary job). The position didn’t suit as I am a (add skills relevant to the new position) and the company focused on (add a re-frame IE quantity over quality).”
Job Interview Question:
What kind of person would you refuse to work with?
Interview questions that talk about other staff members are designed to uncover if the applicant would fit in well with the current team and the culture of the company.
“As a people person, I always get on well with everyone I meet. Throughout my career, I have worked successfully with people who have different experiences, knowledge, and personalities. So I am happy to work with most people. Obviously, I prefer not to work with someone who is lazy or demotivated, But sometimes my personality actually motivates colleagues to work harder.”
Job Interview Question:
Have you ever had a problem with a supervisor?
This question must be answered positively to have any chance of being offered the job role.
“No never. Communication is key for a good working relationship with a supervisor or manager. If there is any negativity in the workplace I can quickly resolve this by having a conversation and looking at what we can do together to overcome any problems.”
Job Interview Question:
How do you approach a project?
Project approach questions are asked in job interviews for all types of positions, not just project management roles.
When answering the question, state a step-by-step process that the applicant utilises.
“The first step is to review the (project brief/task objective). I will often then look at lessons learned from previous (projects/tasks). The project is then broken down into manageable steps, with each step having a deadline date. I look at the risk of each step and if needed create a risk plan. Finally, I delegate and distribute workloads, and set up regular reviews.”
Job Interview Question:
What has disappointed you in a previous job?
Some interview questions sound like a trap. Each interview answer must be framed as a positive to help create a high-scoring answer.
“I have enjoyed all my previous roles. In some positions, the job was challenging but I enjoy the pressure of a challenge. An example of this is when (challenge) and I was able to (actions) that ended with a (positive outcome).”
Job Interview Question:
Can you work under pressure?
Pressure for one person is viewed as a negative, while for others they thrive under pressure. The answer, therefore, needs to state how you handle pressurised situations.
“All jobs have pressure points. Preparing for pressurised situations comes down to how you manage workload. To manage my workload I (explain how you prioritise tasks). I also work with others to (collaborate/delegate to) and I use (technology) to help manage day-to-day tasks. This organised approach takes the pressure off. “
Job Interview Question:
How do you know when you have been successful with a task?
There are many ways to monitor success, depending on the industry the job is in. Employers are looking for applicants to understand when they are working well within the role:
The job has been completed on time
The task has been completed to a good standard
When your customers walk away happy
When you employer tells you
When you have job satisfaction
“There are two ways I monitor my success, one is through (a data related example) and the second is (through a personal satisfaction or customer feedback).”
Job Interview Question:
Give an example of learning from a mistake?
Behavioral job interview questions require an example.
Focused the answer on what was learned, rather than the mistake itself.
“When I was part of a team working on (project name) the group didn’t have (knowledge/experience) to complete (task). As I knew this was an area of development for myself, I decide to action and undertake (training/qualification/research). A year later, the same team working on another (project/task) came across a similar problem, but this time due to my ability to learn from past mistakes, I was able to (give advice/take charge/share knowledge).”
Job Interview Question:
Do you have any blind spots?
The blind-spot interview question is another way to ask about weaknesses.
With the weakness question, which is asked more in a structured job interview, the ideal answer will focus on ‘lessons learned’. For the informal question ‘do you have any blindspots’ the answer can be shorter and more to the point:
“Not that I know off, if I ever discover a weakness I quickly take action to improve this area of development.”
Job Interview Question:
Do you have enough experience for this position?
This follow-up interview question is most commonly asked when an applicant hasn’t been given detailed enough answers that show a high level of competencies.
Employers, who may have been initially impressed by the interviewee’s application form, is having doubts. The interviewee is likely to be viewed with a weak interview identity.
This means the career professional must reinforce their suitability.
“Yes, I do. You are looking for an employee who can (main job criteria) and I have been working as a (job role) for (number of years) completing (main job criteria). In fact, I excel at (main job criteria). Let me share with you an example of this: When I was working at (company) my main task was (main job criteria) where I had to (state duties). In addition, I am skilled at (second job criteria). After (x number of years) in the sector, I have spent (X number of years) completing (second job criteria). There isn’t a (problem/task) in this role that I don’t have experience in.”
Job Interview Question:
What qualities do you look for in a manager?
Use a generic positive answer for ambiguous job interview questions.
“A boss who is knowledgeable, fair, loyal”
The skills needed in a specific sector are recorded on the job specification if the hiring manager requires someone who is creative (or any other job criteria) say:
“A manager who will allow me to be creative (criteria) ..”
Job Interview Question:
What is your role when working in a team?
Talking about a specific role within a team, offers the job applicant a chance to showcase a variety of skills relevant for teh advertised position.
“My natural role within a team is (state role). This is due to my natural ability to (task) and (task). I have a (personal quality) that allows me to easily (task). In addition, as a team member, I am skilled at (supporting role) which is due to may (quality) and (quality).”
Job Interview Question:
What would you say is your biggest achievement?
Only discuss work-based achievements that are relevant to the job role. Ideally, talk about overcoming a well-known industry challenge.
“As you know one of the biggest barriers we face in our industry is (sector-related problem). When working at a previous company, they also struggled with this particular problem. I was given the task of finding the solution. To find the solution I first (generated ideas), tested my theory, and then created a plan of action. The result was (positive outcome).”
Job Interview Question:
Why did you choose this career?
This interview question is a great opportunity to highlight your passion for your job sector.
“I have always wanted a job in (sector) as I am highly passionate about (industry). This started when I was young, I had (explain how you came to know about the sector) and really like the idea of (completing task). The job role really suits my temperament, as a (quality) person, I enjoy (job task). So, this job is perfect for me.”
Job Interview Question:
Tell me about the most fun you have had at work?
Give a specific example of enjoying overcoming a problem or finishing a large project/task – think job satisfaction.
“When working at X, we were working on (task or project. This was a difficult task due to (problem/barrier). We all had to work together, sharing ideas, trying new ways of working, and learning from mistakes. But the hard work and dedication paid off, as, in the end, we were bale to (outcome) which gave me a high level of satisfaction. It was the process of overcoming a big barrier that made this task fun.”
Job Interview Question:
Can you tell me about the gaps in your application/CV?
There are many reasons for gaps in your employment history, which include:
Gap year
Working on short-term contracts
Redundancies
Being a parent
Being a carer
Working in various roles
Think about the generalization an employer may have from the ‘gap’ and reframe this into a positive.
“In (year) I worked at X as a (job role) and then in (year) I started at X company. In between these two job roles I was (reason). This opportunity helped me to gain (skill/experience) that I now use when (completing job duty).”
Job Interview Question:
Do you have any questions?
Most interviewers ask this question and generally towards the end of the interview. Remember to prepare for this, as asking questions will be a great end to an excellent interview.
Don’t ask about salaries or holidays etc until you have been offered a job position.
“Do you have any future plans to expand the company?”
“Does your team work well together?”
“What do you like about working here?”
“Do you have an example of how the company embeds its values in to day-to-day duties?”
“Have you put in any new bids for any new contracts?”
“What is the company’s policy on personal development and training?”
“Where do you see the company being in 5 years time”
“What are you looking for in an employee?”
“What would my first day/week look like?”
“Why did you choose this job/company?”
“What or who is the company’s biggest competitor?”
“How is advancements in technology going to affect the organisation?”
If you are struggling with questions you can end with “I did have several questions planned to ask you, but you have answered these throughout the interview.”
Job interview preparation is key to a successful job interview outcome.
I know that statement sounds obvious, but research shows that unsuccessful applicants spend an average of 45 minutes in interview preparation, whereas a regular winner of job offers will spend at least 4-5 hours in dedicated interview research, writing answers and practicing public speaking.
The minimum 4-5 hours, for high skilled job roles, should be extended to at least 10 hours due to the level of ability of the competition. For high paid positions other job applicants, with a high level of experience and confidence, will be viewed as a charismatic interviewee.
It is hard to beat a competitor who is seen as highly employable, without adequate preparation and practice.
Each job applicant should first reflect on their past job interview performances and take the interview identity test to understand how they are viewed by an employer.
The 3 Areas of Interview Preparation
Understanding the type of interview they will be attending
Delivery of job interview answers
Content of interview answers
Types of Job Interviews
The duration of the job interview can often hint about type of interview the employer will perform.
Knowing the type of job interview gives a prepared applicant an advantage as they can prepare for specific interview tasks.
A 20 minute interview is often an informal job interview, where there are no set questions – the interview is more of a natural conversation.
The common 45-60 minute recruitment process is a panel interview – a structured job interview, where answers to questions are marked against a set of specific job criteria.
Full-day job interviews consist of an introduction and walk-around (of the premises). A group activity, a practical test, and a panel interview.
These long interview days can be tiring and need additional preparation. Simple tips like eating a healthy breakfast and keeping hydrated can really pay off.
Multiple day interviews are rounds of interviews, where successful applicants are invited back for a second, third, or even fourth interview.
Each interview round is delivered by a specialist who can include an HR member of staff, the direct line manager of the applicant, and an industry expert.
In addition some job interviews will consist of:
A presentation or introduction
Literacy and numeracy test
Demonstration of technical skills
Role play – very common for leadership roles
Problem solving tasks to observe stress resistance
Or, deliver answers to a artificial intelligence recruiter. The AI interview comes in several formats, from the bots guessing at personality traits to applicants having to record interview answers on a video.
No matter the type of interview, the key criteria for a successful job interview outcome is the candidate’s level of confidence.
A confident delivery of answers, the data shows, increases job offers.
Confidence creates a self-fulfilling prophecy. The applicant believing in themselves will give a more detailed answers, will have stronger eye contact and their relaxed appearance is the platform for building a natural rapport with the hiring manager.
Confidence is an expression in non-verbal communication, such as the use of gestures and the candidates posture.
Relaxation increase confidence and confidence improves relaxation (or calmness).
To be more relaxed in a job interview:
Gain job interview exposure
Exposure therapy shows how being exposed to the same stimuli, in our case the job interview environment, reduces the associated anxiety.
The exposure of a job interview – attending a high number of recruitment days and/or mock interviews with an interview coach creates familiarity and familiarity leads to the feeling of control.
This is why preparing interview answers for predicted job interview questions is a key pre-interview preparation. It creates a familiar feeling – I know the answer to this question!
In fact, this is why the career professional who spends 4-5 hours, or more, preparing for the forthcoming interview is more successful than the under-prepared 45-minute applicant – the longer interview preparation often equates to higher number of times to applicant has repeated their interview answers.
Become a skilled orator
The structure of the interview answer, plus the tonality, volume, and pace of the speaker is just as important as the content.
Recruitment research, time and time again, shows how a structured job interview helps to predict the job performance of the pool of interviewees.
This is why a high number of hiring managers have turned to behavioral and situation job interview questions.
Each of the applicant’s answers are marked against the scoring criteria on the employer’s job interview scorecard.
In simple terms, to gain a satisfactory score the job applicants must reference the job criteria.
This is why content is king.
There are three ways to present content:
As a story (giving an example)
Using facts, figures and data
In a logical sequence
Ideally, the savvy interviewee will use a mixture of ways to showcase how they meet the criteria for the position.
A job interview identity is a mixture of content and delivery. An employer will have a positive view of a job applicant who they perceive to have a high level of knowledge and experience and who delivers answers with confidence.
Job Interview Stories
Research using MRIs shows how two people’s brains synchronize when one person is telling a story to another.
Job interview successes come down to the communication of competencies, which is influenced through likeability, unconscious bias, and rapport. “The stronger the coupling, the better the understanding,” said Uri Hasson, a professor of psychology and neuroscience at Princeton University.
Giving examples, or stories, activates the brains ‘social interactions’ regions, where the mind becomes focused on what the character is thinking and feeling rather than the sequence of events itself.
In short, the employer when listening to a story or example, will be more able to predict the motivations, emotions, and beliefs of other people – the suitability of the applicant vs the culture of the company.
Facts and Data
Facts, figures and data shouldn’t be ignored.
The conscious part of the mind can process 50 bits of information per second, but the brain receives around 11 million bits of information per second.
The mistake career professionals make, when presenting data, statistics and figures, is that they overwhelm the employer with numbers.
Most information received, is stored in the short-term memory for around 20-30 seconds. The short-term memory is limited to the amount of data it can store. Psychologist George Miller found that people can store between on average 7 items in short-term memory, give or take 1 or 2 items.
Numbers don’t create high-scoring interview answers, stories do. The data, is the evidence to make the story believable.
When presenting data during a job interview, the applicant needs to first give context – the beginning of the story.
Percentages, statistics, data and facts and figures are valid tools to use in a job interview, as the numbers given can shock, inspire or create intrigue.
The framing of data creates a short-cut that influences how the employer hears the evidence, as a positive or negative. An example of this is the marketing frames food products use. One yogurt brand states “This yogurt contains 20% fat” and the other: “This yogurt is 80% fat-free“ Same information, different frame.
Humans like the numerous ways numbers are presented, as the data makes it easy to understand complex information.
The employer’s assumption is: ‘the numbers speak for themselves even though specific evidence may be missing.
Logical Sequence
A second barrier, during a recruitment process, for the short-term memory is being able to follow the interview answer and therefore understand the point the job applicant is making.
The lack of preparation, alongside the anxiety created in an interview environment, often results in interviewees vomiting meaningless information that doesn’t make logical sense.
When asked a question, the human brain is hard-wired to find a response.
In an article on Medium they said: “With the conditions set for the brain to respond to the question, there’s a rush of dopamine. This can have two opposite effects. On the one hand, it might trigger our reward mechanism and we are motivated to go in search of the answers. On the other hand, we might fear giving the wrong answer which makes it more difficult for us to think in a way that will help us provide a worthy response to the question.”
Once asked a question, it is hard for the mind to focus on anything but the question.
The rule of thumb is that an interviewee will be nervous, attempting to find a suitable response that won’t be rejected by the hiring manager.
It is the fear of rejection and the pressure of time, needing to respond to the question instantly, that results in a mind-dump. A mind-dump is when an applicant says whatever comes into their heads.
The problem here, is that humans think of options. If I ask you what restaurant would you like to eat at for your Birthday? You would probably think of several options.
This same thought process happens in a job interview. Once asked a question, the candidate will have several scenarios popping into conscious awareness.
A prepared and practice interviewee doesn’t suffer from a mind-dump, as the repetition of answering predicted questions creates an automatic response; the interviewee starts the delivery of the interview answer without conscious awareness.
What is often misunderstood is the logical sequence required for a high-scoring interview answer.
The nonsensical answer, is created by a splatter-gun approach of random bits of information, data and parts of stories, all confusing the employer.
By having a logical sequence, not only does the employer follow the answer clearly, the interviewee feels more confident.
Care assistant employers, when interviewing applicants, look at candidates’ work ethic and personal skills.
A desire to help people is key, but employers also look for communication skills, empathy, patience, calm when in a stressful situation and an employee who can follow directions accurately.
Care assistants can work in a care home or in the community, supporting vulnerable people living in their own homes. The interview questions asked in a care assistant job interview will be based on the applicant’s temperament as well as their ability to perform caring duties which can include;
supporting people with their physical needs
completing household tasks – washing, cleaning and cooking
monitoring health and communicating with nurses
To prepare for a care assistant structured job interview, applicants can answer many interview questions by relating to real-life experiences, from helping their own family members to volunteering in a caring role.
Care Assistant Job Interview Questions and Answers
Below is a list of the most commonly asked care assistant job interview questions and a detailed breakdown of how to answer the question.
Do you having any caring experience?
Normally an opening question, applicants can easily answer this question using a common interview formula; stating duration, qualification and selling point.
The interview answer starts by reassuring the interviewer by stating the duration in the industry “I have over 10 years experience as a care assistant…” For applicants new to the industry this answer can be slightly tweaked “In all my previous roles I have had to support and help vulnerable people…”
Applicants can continue by giving additional detail about a previous position “…while working at X company my key caring duties included (add duties)..”
Next, candidates can explain their level of qualification (only suitable for applicants with an industry qualification) “….In 2010 I gained a caring assistant Btec Level 3 diploma, during he course I leant (add sector theories and models)…”
End with a unique selling point. This could include a care assistant skill or a personality trait “…I’ve applied for this role because I am passionate about caring for vulnerable adults…”
What support do you expect a vulnerable person requires?
Answers to this interview question need to be relevant. If working with the elderly, explain what support an elderly person requires. If working with an ex-addict, discuss the barriers they face.
When answering the ‘vulnerable’ question, answers can be split between a logical and an example answer.
Initially start the interview answer by listing what support an average (vulnerable group) requires. Listing all common support needs shows an awareness and here an applicant is likely to hit the required criteria the interviewees are marked against.
Next, use a story to highlight sector related experience “While working as an X, I worked closely with Y (vulnerable person). It was clear that the client required Z (support needs), so I (explain the action you took)….”
When providing personal care how would you maintain a person’s dignity and respect?
This question is key to a successful job interview outcome. Employers in the care industry are looking to hire empathetic professionals.
The reply to this answer can be broken down into the 3 Cs:
Confirmation – state how a person’s dignity and respect are at the uppermost importance
Communication – explain how your communication is designed to be respectful. An example of this would be asking a vulnerable person who had been in the bathroom for a long duration ‘if they need any assistance’ rather than asking ‘whats up, you have been ages?’
Clarity – many vulnerable people are very independent. Having someone ‘do everything’ for them can be demoralizing. Explain when working with a new vulnerable person you, through a rapport-building conversation, will clarify what support the client requires and what they need the care assistant to support them with.
Give an example of being in an emergency situation?
During the lifetime of a care assistant, they will come across many emergency situations from an elderly person having a heart attack to a vulnerable person attempting to commit suicide.
Example job interview questions require storytelling First, it is important to pick an example that is relevant to the job role the applicant is applying for. This is because the employer will have a list of job criteria that they score each job interview answer against. The highest scoring interview questions result in that applicant being offered the advertised position.
When answering the interview question with an example give context by explaining the situation and vulnerable persons’ background. This makes the interview answer relevant and easy to understand.
It is important, when explaining the steps the applicant took, to explain how they remain calm and professional throughout the emergency situation, even going as far as explaining how they had prepared for this, or similar, situation.
Next, discuss the policies and processes the candidate followed; informing social services, family members, managers. If they had to take notes or update systems.
How would you support a person who suffered from X?
If asked a specific technical question it is because this X is the employer’s bread and butter. Here, the candidate needs to show their level of knowledge and experience.
Explain, initially, the competency level “I have worked with X client for the previous 10 years” “in all my previous roles I have supported service users suffering from X” “I cared for my mother for 20 years who had X”
Next, show knowledge by discussing X in detail: “a symptom of X is…” “What care assistants have to be aware of is ….” “A side effect of X is…”
To end the interview question, spell out the actions required to support a person with X and how this positively implements on the vulnerable person life and wellbeing.
How do you feel about working flexibly?
Care assistants don’t have time off. That, obviously, is an exaggeration, but the truth is care workers (or the care team) are required 24 hrs a day 352 days a year.
Employers, therefore, need to hire care assistants who are willing to work bank holidays, over the Christmas period and during different shifts.
Some career professionals prefer the variety of working different shifts, is this is you make this clear in the job interview. Experienced care assistants can also reference how they have previously worked varying shift patterns, and how for them time is irrelevant, as they enjoy the work of a care assistant so much.
Why are you drawn to this area of work?
Question around the reason for applying for a position within an organization or industry come down to one thing – passion.
Employers know that if they hire a team of passionate employees with a strong work ethic that they will be highly productive. This is especially true in the care sector, where workers will go above and beyond to support their charges.
Not only does this interview question need to be answered with the right language, but the non-verbal communication of an applicant must also emphasise the passion of the words.
Stories relating to how an applicant has cared for a parent work well, as does explaining how for you working in the care sector is more important than a higher-paid none caring job role.
Highlighting ones values (everyone should have a decent life) also reinforces the passion of the applicant.
But hopefully, as you are applying for a caring role, this interview answer comes easy to you.
Is there anything else you would like to know?
At the interview end, the employers will ask each applicant if they have any questions about the job role or company.
To be seen possessing a high level of knowledge and experience, interviewees utilise interview formulas when answering interview questions. The interview formula allows applicants to have a structural approach to the job interview.
Having a structure to fall back on not only increases confidence, as the structure creates an order for the applicant to follow, but also presents the candidates competencies clearly to the employer, increasing the likelihood of a high scoring interview answer.
The formulas can be adapted to job roles across all sectors, and only requires the applicant to embed their own knowledge and experience to each formula.
Model and example (ME)
Referencing industry relevant theories and models in the interview answer highlights a level of knowledge, as the model is explained as a step-by-step process, before experience is shown through giving a real life example of using the model in a work situation.
This formula is powerful as it adds content to interview answers that may lack substance. The two parts complement each other as they repeat the same process but in two different ways logical (explaining the model and emotional (via storytelling)
Suitable for the following types of interview questions:
‘How do you assess risk?’
‘How do you collaborate with stakeholders?’
‘How do you manage your time?’
Example answer:
“When X I use the Y model (explain model in a step by step process) an example of this is when I (add example; situation, action, outcome)”
Experience, Qualification, Selling Point (EQS)
Stating the duration working in a sector improves perceived competencies as the association between time-served and knowledge is closely linked. Reinforcing sector knowledge by describing industry related qualifications backs-up the time-served/knowledge link. But as many interviewees will have a similar background, applicants need to stand out by highlighting an unknown unique selling point – explaining what they can bring to the team.
Suitable for the following types of interview questions:
‘What is your experience in this sector?’
‘Why should I hire you?’
‘What can you bring to the role?’
Example answer:
“With over X years in the sector and a qualification in Y, I have worked as a Z (add various roles). In that time I have been able to (add unique selling point)”
Problem, Actions, Outcome (PAO)
Behavioral interview questions are designed to predict job performance based on an applicant’s previous actions. Therefore, candidates must ensure they explain the circumstances of the situations they will describe as this offers context to the employer, allowing the interviewer to better understand why certain actions were undertaken. The interview answer needs to end with an outcome, which could include lessons learnt, a new approach or an increase in profits.
Suitable for the following types of interview questions:
‘Give me an example of…’
‘When have you ever…’
‘What experience do you have in…’
Example answer:
“When working at X, Y happened (add specific problem) which could have resulted in Z. To solve this problem I (add specific actions) which resulted in (add positive outcome)”
Barriers, Solution, Projected Outcome (BSPo)
For future scenario interview answers it is important for an applicant to show how they understand the threat of the potential situation – the barriers this problem would create, as this shows industry insight. Stating the specific actions that need to be taken shows expertise and competencies, and stating how these actions would have a positive intent can highlight the added value the applicant can bring to the team.
Suitable for the following types of interview questions:
‘What would you do if…’
‘How would you approach..’
‘If you were working on X project, what would you need to consider?’
Example answer:
“If this situation was to happen, my concerns would be A (add potential barriers). To take action I would B (add specific actions). The outcome of this would be C (state positive outcome including the benefits to the company)
Pro and Con (PC)
The frame of some interview questions can be seen as a trap, with an interviewer asking for an opinion. If the opinion given by an applicant is one that resonates with the employer the interview answer will score high, but if the opposite is true the answer will be marked low.
In this situation, applicants can hedge their bets by answering all options in all ways, ensuring one of the elements of the interview answer will resonate.
Suitable for the following types of interview questions:
‘What is more important X or Y?’
‘What is your opinion about X?’
‘Are you A or B?’
Example answer:
“What I like about X is (add pro’s) but you also have to consider (add Con’s)”
For the multiple-choice answer, applicants can repeat the formula for the second part of the question. The 3rd example interview question is often stated to check an applicant’s temperament or working style – “Are you a task starter or task finisher?” This type of interview question is used in strength-based interviews. Similarly, applicants can explain the pro and con of each trait, but it is likely that the interviewer will push for a direct answer.
