We have the inside scoop on what questions you’re most likely to encounter at your next interview, including the interview questions. Director of JustMums Recruitment and expert recruitment consultant Rachel Perkins shares her favourite interview questions and how to answer them for interview success.
For a recruiter, this gives an insight into the candidate’s level of preparation, company research was undertaken and knowledge of the employer. To answer this, the candidate could talk about the success of the company or brand including any news or media reports, the company values and how these align to their own or how the employer best fits with their work-related preferences and career plan. Being able to talk about the employer and what they do is impressive and shows that you are keen and interested.
As an agency recruiter, this is the perfect question to ask to identify the candidate’s motivations, interests, passions, preferences and career goals. Your answer will allow us to assess whether you are suited to the role you are applying for or other potential opportunities that are managed by the recruitment agency. It goes without saying that if you are applying for a role, make sure your response aligns to that role and that role only.
An oldie but a goodie, this behavioural question allows the interviewer to hear about the candidate’s previous work experience and determines their skills and capabilities against the requirements of the position they are applying for. Always read through the position description or job advertisement prior to an interview and be sure to have some work examples to share with the interviewer that match the requirements of and tasks associated with the role.
This question is always a light-hearted one and allows the interviewer to get some insight into the interviewee’s personality, level of self-awareness and general perception of themselves. It can provide information on how they work in a team and is a good question when considering the best cultural fit for a team or organisation.
This is commonly asked so candidates must have this question covered. Honesty is the best policy here as reference checks will cross-check the information you have shared at the interview. Conflict at work or bad experiences with employers sometimes can’t be avoided however please be professional and mature in the way you approach this at interview. Speaking disrespectfully or negatively about your former or current employer or colleagues will go against you. Similarly, if you have significant gaps between jobs on your resume this can be a “red flag” for hirers so that said, it is worth being honest and ready to answer questions around this too.
This question will almost always be asked at the end of an interview and it is crucial to have a few up your sleeve. Candidates often forget that an interview is a two-way street and just as much your chance to assess whether the employer is the right one for you. So, get your questions together and you’ll appear interested, engaged and prepared by doing so. You could ask the interviewer what they like most about working for the company or a question around their workplace culture for example.
Your social media footprint is critical, irrespective of the position you’re applying for, according to Sue Parker, Founder of CV Dynamix. “LinkedIn is the go-to social media platform used by human resources, recruiters and hiring companies,” she says.
If you have Facebook, set your account to private and keep in mind your profile picture and banner are visible and should be professional. See How to Keep Your Facebook Account Private.
A professional LinkedIn presence ensures you maximise your job prospects, says Parker, but most people get it wrong. She shares the four critical mistakes that damage your personal career brand and the solutions.
Your headline is crucial. ‘Looking for work’ or ‘Looking for the next opportunity’ smacks of desperation and laziness. Remember, LinkedIn has a powerful search algorithm facility rendering these headlines useless. Without any further description in the headline, you will not easily be found nor considered in the best light.
Solution Amend your header to be powerful and on tone with what you are seeking and offering. Start from a what and how perspective – make your headline identify what you do, the problems you solve and how.
Examples:
Media & Digital Programmatic Manager – Seeking a new role to bring life to service-based clients
Logistics & Supply Chain Manager – Seeking opportunities to re-align efficiencies and customer experience for the engineering sector
Retail Fashion & Merchandising Sales Manager – Available for new opportunities
A photo speaks a thousand words. Use a clear picture of yourself smiling. Ensure it’s a professional and a true representation of your ‘business self’ (whatever that is). It is LinkedIn not Facebook and judgements will be made instantly.
A summary should be an authentic introduction to your career story. It should be written in first person to engage and build trust. To ensure prospective employers keep reading, demonstrate your problem-solving ability and USP’s (unique selling points of difference).
Solution Write in first person and avoid clichés and corporate waffle. Write about how you solve-problems while sharing your unique personality. Show who you are, don’t tell.
If you don’t have a list of recommendations you minimise your credibility. Many people are reticent to ask others for recommendations but it’s a must to build trust and referrals.
Solution Ask for recommendations and send requests from a ‘can you please help me with a favour based on your positive experiences with my work’ perspective. Identify the managers, colleagues, suppliers and clients who can provide honest testimony to your work, attitudes and skills.
This will boost your self-confidence as often the recommendation content comes as a lovely surprise. Also think about who you can recommend. It brings good LinkedIn karma and elevates your brand visibility.
You may be an excellent candidate but if you get it wrong in the interview you don’t get a second chance. Bernadette Innes, Director of Proven Recruitment Results, says in addition to rehearsing answers to standard questions, understanding different interview formats is the key to success.
Can you tell me something about yourself?
What are your strengths?
What are your weaknesses?
How would you like me to remember you after our interview?
Do you have any questions?
This type of interview is based on the logic that past behaviour predicts future behaviour.
Behavioural interviewing also known ascompetency-based interviewing explores behavioural skills such as conflict resolution, analysing and finding solutions to issues. For example, describe a time when you had to deal with a difficult customer or team member? What was the outcome and what would you have done differently?
If you expect a panel interview (more than one person) you need to prepare using the S.A.O approach. This is where you’ll be asked to describe a Situation, the Action you undertook and what the Outcome was. Make sure you have at least five examples or stories to share using the SAO approach.
This type of interview is usually used to narrow down the initial pool of job candidates to a more manageable number for a face-to-face interview.
The prospective employer will be able to determine how well the candidate is able to speak English.
Expect an initial screening so make sure you are prepared and not shuffling paper while on the phone. Prepare by ensuring all information is laid out on the table. You should not smoke, eat or drink while talking. Make sure your phone is fully charged and if you are not in a good area offer a landline alternative. Ensure young children are settled and there are no pets in the background.
This type of interview tends to be more detailed and can vary in numbers usually from two to five people from different departments all asking interview questions.
Each person on the panel will have a different role. For example, the Human Resources Manager will confirm you fit with the company, culture and people and the Department Manager will ensure you have job-related skills and abilities to undertake any task the position requires.
Panel Interviews are usually used in the public sector.
See Behavioural Interview. Use the S.A.O approach and research, research and research!
This type of interview is held with other candidates who are applying for the same position as you. Usually this is a panel interview where the Human Resources Manager, Department Manager and Supervisor will be undertaking an initial screening of the candidates as they observe your behaviour, communication and interaction with others.
Group interviews may require role-play including problem-solving workshops and work-related task activities.
Expect competition as you are competing for the same job. Be nice, be respectful and SMILE. Pay attention when spoken to and take notes if there is a presentation. Prepare by researching the organisation and be interactive in the role plays. Listen to others and join in.
Interviews are purposefully difficult and can be stressful. If you need more help to prepare consider an interview coach. The practice with a professional will make you feel better prepared and more confident.
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Director & Head Recruiter at Purple Squirrel Recruitment, Anna Hodges, says the most common question she’s asked by applicants is how can I stand out? “Surprisingly, my top tips aren’t the newest or trickiest ideas. They’re about going back to basics and making sure you are remembered for the right reasons,” she says.
This sounds simple and I can already see the eyes rolling! But you wouldn’t believe the spelling mistakes and grammatical errors I read in C.Vs. Get a friend or family member to double-check it. The last thing you want is a mistake when saying you have “excellent verbal and written communication skills.”
Apple Chancery might be your absolute favourite font because it looks so pretty, but if human resources or a recruitment manager can’t understand the writing, your C.V is going to the bottom of the pile!
Ensure your name, address and contact details (mobile number and an email address) are included and on the front page. If I can’t find these details within a few seconds, it’s all too hard.
This will make you stand out, as many candidates can’t be bothered. Personalise the letter and explain why you have applied for the role and why you’re suitable. Make it relevant. This is especially important if you are changing roles, careers or are moving locations; you need to explain your story and why you are applying for the role.
There is debate amongst recruiters about the need for a summary but I say it’s a must! It’s a short summary (one paragraph) that explains who you are, where you have come from and what you are looking for. It should be on the front page of your C.V after your personal details. It gives the employer one more reason to call you.
Three pages (maximum) is ideal. You don’t want to bore the reader and remember that if they’re searching through a pile of C.Vs, they won’t have time to read it all. A great format includes:
Just like silence in an interview, it’s ok to have a bit of space. Cramming everything onto one page in 8-point font just to squeeze it all in isn’t a great idea! Remember, someone needs to read it!
This is your chance to sell yourself. Use your skills and experience to show your strengths and make them relevant to the role you’re applying for. If you’re applying for an administration role and you only have experience washing dishes in a café, use it! You could say you work towards required targets (those dishes don’t clean themselves) and you can manage many priorities from different people within a short time-frame.
The aim is to get the reader to call you to organise an interview to find out more about you. That’s the goal, so keep that in mind when writing or updating your C.V.
Have someone read your C.V for a different opinion and to make sure it’s relevant. Or better still, chat to a recruiter in the field you want to work and ask for their advice.
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