4.1 Why you must always prepare for an interview
If your CV and cover letter meet with an employer's approval, you will be invited to attend an interview. This might be face to face, over the telephone, or online. You will learn how to succeed across all these formats, as you progress through the course. However, the same types of questions are likely to come up regardless of the medium. In this module, you will learn how to prepare answers to the most popular questions in advance.
You do not have to memorise dozens of answers. There is only a βinite number of questions an interviewer can ask and once you have gained experience as an interviewee, you will be able to predict with some degree of accuracy what you will be asked. You should also think about the general points you will make in response to questions from each category. This gives you some flexibility if the interviewer phrases a question in a way you do not expect.
Fact
A large employer will receive over 100 applications when advertising a typical corporate job and onlyfour to six of these applications will result in an interview. If you make it to the interview stage, this means that your prospective employer believes you have what it takes to do the job!
Source: inc.com
Activity 1: Preparing Questions For An Applicant
Estimated time: 5-10 minutes
Before you begin to prepare for your own interview, take the perspective of an employer. If you were interviewing someone with a view to hiring them, what would you want to know about them? Why?
4.2 The main question categories used in interviews
An employer will use the interview to ascertain who you are, whether you can do the job, whether you understand the kind of work you would be undertaking for the organisation and how well you would fit in with the organisation's culture.
These general questions allow an employer to gain an overall picture of you as an individual and employee:
Tell me about yourself
This question not only acts as an ice-breaker, but allows the employer to see whether you can respond with a coherent answer when placed under pressure. You should prepare an answer no more than two minutes in length. Do not wafβle. Make sure you describe your education and relevant professional qualiβications, the most important roles you have held in your career to date, why you enjoy working in the industry (or why you want to work in the industry) and the skills you are looking to build in your next role.
Tell me about your current role
The purpose of this question is to ascertain whether you have recent, relevant experience that will enable you to carry out the duties asked of you. Prepare for this question by identifying the responsibilities that most closely align with the job you are hoping to get and emphasising them in your answer. If you are looking to change βields, take the opportunity to explain how and why the skills required in your current role are transferable to your desired job.
Why did you choose that particular degree course/this industry?
Employers ask this question to ascertain whether you are good at making decisions regarding your career and general direction in life. Ideally, you will be able to give one or two reasons why the industry appeals to you and be able to explain why your qualifications (if applicable) set you up to enter the field. If your aspirations have changed since leaving education, be prepared to give a brief explanation as to why you felt the need to change direction.
Why did you decide to apply for this role?
In responding to this question, you need to show that you have a good understanding of what the job entails. Refer back to the job description when putting together your answer. Choose a couple of the duties and responsibilities that you think will excite and challenge you and emphasise them in your answer.
Why have you decided to leave your current job?
A lot of candidates βind this a difficult question to answer. The golden rule is to never criticise your manager or previous organisation as a whole. To do so makes you appear unprofessional and will make your prospective employer wonder whether you would be happy to speak badly of them in years to come. Instead, you could state that there was little scope for progression in your current role, so you decided to seek out an organisation that offered a wider range of opportunities.
It is also acceptable to say that although you have enjoyed your current job, you are looking to work within a new sector or simply want to gain experience working in a different kind of environment. If your prospective employer prides themselves on offering their staff a great working environment or blazing a trail in their industry (for example, investing heavily in “green” technology or experimenting with innovative technology), you could mention this as a reason you decided to apply for the position.
Fact
Almost half (46%) of the Millennial generation cite lack of opportunities for professional growth as a key reason for leaving a previous job.
Source: inc.com
What specific skills can you bring to this role?
The answer you give to this question will demonstrate whether you truly understand the requirements of the role and whether you will be a good βit. Prior to the interview, look carefully at the job advertisement or person speciβication. Prepare an answer (no more than two minutes in length) that makes direct reference to both hard and soft skills that match what the organisation is looking for. Begin with the most relevant or non-negotiable skill and then make brief reference to less crucial skills at the end. Do not mention a skill if it is not relevant - doing so may give the impression that you have just decided to list all your skills in a bid to impress the employer.
Where do you see yourself in βive/ten years?
Employers are looking to hire people who show initiative and ambition. An interviewer will realise that you cannot see into the future and that it is normal for plans to change. However, a good answer to this question will prove that you are not just using the organisation as a stepping stone, but as a means of advancing your career over the long term.Be realistic, but demonstrate your self-belief. You should have already researched the organisation's structure and so have developed insight into the opportunities that are open to you. Mention both a
speciβic job role you would like to acquire and the set of skills you are looking to develop.
Do you prefer to work alone or as part of a team?
It may be tempting to say that you enjoy both equally, but this can give an impression of ambivalence. This kind of answer also suggests that you are keen to cover all bases rather than give an honest response. It is helpful to think about this question from the employer's point of view. Their primary motive is to assess whether you will be a good βit for the organisation or team, so it is your best interests to be honest!
For example
If you are applying for a job that demands a high level of collaboration with others, the interviewer will be more likely to hire you if you demonstrate a preference for teamwork. On the other hand, if you will be expected to carry out a lot of work independently, they may be looking for someone more self-reliant.
The best answer to this question is to make it clear that, whatever your preference, you are able to work both independently and with others. Give an example of a time you worked alone and as part of a team.
For example a good answer for someone who prefers to work alone would be as follows:
“In general, I prefer to work independently. In my current role, I have been able to work alone in managing three client accounts, all of which have brought in twice the projected revenue. However, I recognise that working in a team is the best way to go in some cases. For example, when we had to put together a new advertising campaign, the whole team brainstormed ideas together, which was definitely an effective strategy. So in the end, although I prefer to work alone, I'd say that I can be flexible”.
If you want to take a strategic approach, consider the job description. If it states that the role requires extensive independent or remote working, it would be more sensible to tell the interviewer that you prefer to work alone.
What is your greatest strength?
This question is self-explanatory - the interviewer is asking you to talk about what it is you do well. Choose a skill that is relevant to both your current role and the role under discussion. Speak with confidence and back up your answer with evidence - brieβly outline a time you drew on this strength to achieve a goal or improve an outcome for the organisation.
Can you tell me about your weaknesses?
Under no circumstances should you say that you have no weaknesses - everyone could improve in some way. The interviewer will not be impressed if you insist that you are perfect. Neither will they respond positively if you tell them that your weakness is a tendency towards perfectionism. Even if it is true, this answer has become a cliché. The best way to answer this question is to choose a relatively minor weakness that you have already begun to address.
For example, the following would be a suitable answer:
“I don't feel comfortable speaking in front of a group and in the past, this has caused me some distress. However, I have recently completed a short course in public speaking at my local adult education class and I plan on putting these skills to good use in the near future.
Who was the best boss you ever had and why were they so great?
This question allows an interviewer to assess your ability to learn from other people and also gives them an insight into the type of management style that suits you best.
For example
If you tell them that your favourite boss was someone who allowed you use your own initiative, this suggests to the interviewer that you work best under the guidance of a “hands-off” manager. Tell the interviewer why your boss's management style worked so well for you and brieβly mention what you learned from their approach. It is a good idea to state that although this particular boss was a great fit for you, you have learned something from every boss you ever worked with.
Who was the worst boss you ever had and what made them so terrible?
This question serves a similar purpose to that above, but it also assesses your professionalism. If you are willing to speak badly of a past manager in an interview, this signals to the interviewer that you have a poor attitude. Be honest yet diplomatic, emphasising that just because a particular boss did not suit you does not mean that they are necessarily incompetent. Always outline at least one lesson you learned from your worst boss. If you are applying for a managerial position, state how your experience will inform your management style.
Why should we hire you over the other candidates?
This question invites you to emphasise your strengths and is a test of your self-belief. Remember, an interview is an opportunity for you to sell yourself. Do not be too modest.
4.3 Behavioural questions
Also known as “competency-based questions”, these questions are designed to assess whether your preferred way of working is right for the position. Bear in mind that clear descriptions of specific events are crucial in providing great answers.
Common behavioural questions include:
Tell me about a time you worked under pressure.
Tell me about a time you had to create a written report. How did you make sure it was clear?
Tell me about a time you gave an important presentation. How did you ensure that the audience understood your message?
When you have to delegate tasks to others, what approach do you take?
Explain how you react when a colleague makes a mistake.
Tell me about your leadership style and give an example of how you have implemented it to get results.
Tell me about a time you worked with a team.
Have you ever been asked to act in an immoral or illegal manner at work? How did you handle the situation?
How do you handle stress?
Tell me about the most significant challenge you have faced in your professional life to date and how you overcame it.
Tell me about a time when you had to prioritise several tasks.
When you have to devise a new approach to a process or task, what do you do?
How do you go about setting goals? Tell me about a time you had to achieve a goal and how you did it.
Tell me about a time you had to handle a disagreement.
What strategies do you use when you need to make a tough decision?
You can make an educated guess as to which questions you will be asked by consulting the job description or person specification.
For example
If you are applying for a customer service role within a busy call centre, it is likely that you will be asked to talk about a time you had to prioritise your workload or stay calm under pressure.
As you read through the list above, you may have realised that the questions tap into specific attributes; such as “Tell me about a time you had to handle a disagreement” would help the interviewer assess your capacity for empathy. Although these questions span a range of skills, you can follow some general guidelines when putting together your responses. Always demonstrate that you take a proactive view of a barrier or problem in the workplace and that you can act decisively. Spell out precisely what you did in each case and how you worked with other people (if relevant) to implement a solution as quickly as possible.
As a general rule, you should use recent events as the basis of your answers. Your responses should show good commercial judgement (i.e. that you understand how your actions affected the organisation), an awareness of your own limitations and a willingness to ask for help where necessary.
The STAR method
The STAR method is an effective means of putting together answers to competency-based questions. “STAR” stands for Situation, Task, Action and Result. First, give a brief description of the situation or task that you needed to overcome. The next step - “Action” - is to tell the interviewer precisely what you did, why you chose a particular course of action and how you personally played a role in resolving the problem or completing the task.
Finally, you need to describe the result - what happened as a consequence of your efforts? You need to draw clear links between your actions and the outcomes and you must also make it apparent that you set out to achieve a particular result. Finally, you should tell the interviewer what you learned from the experience.
4.4 Questions about salary and practical issues
These questions help the employer to determine whether they can accommodate your needs and requirements and ensure that you will be able to physically carry out the role.
What salary range do you imagine would be appropriate for this job?
Prior to the interview, you should research the typical salary range for similar roles in the industry and use this as your answer. If you are simply asked to name a salary, it is still appropriate to quote a range as a starting point. Should the interviewer then ask whether you would place yourself near the top or bottom of this range, think carefully about your experience and skill level. Do not undersell yourself, as the interviewer may wonder whether you are low in self-confidence or ignorant of industry norms.
Do you have your own car?
Some roles may require you to own a vehicle and possess a driving licence. Assuming that you have read the job description beforehand, answering this question should be a simple matter of conβirming that you meet this requirement. Sometimes, an interviewer may ask this question not because you need a vehicle to carry out the job, but because they want to gauge whether you need to rely on public transport.
If you are living and working in a big city, this may not come up in the interview because most people use public transport. However, if you are applying for a position in a small town or rural setting, this may be a deciding factor in whether they make you an offer. If you cannot drive, prepare an answer that will reassure the interviewer as to your reliability.
For example
You could state that you have an excellent track record of reliability and attendance in your current role, or explain precisely how you intend to make the journey to work every day.
This job entails carrying heavy loads/learning to drive a specialised vehicle/manipulating heavy machinery - are you able to do this?
It is illegal to ask someone's disability status during an interview, but an interviewer can ask questions that determine whether you are physically able to do the job. Always give an honest answer.
Can you work overtime/irregular hours?
Give an honest answer. If you can only work overtime on an occasional basis, say so.
When are you available to take up this post?
Be ready to specify your notice period if you are already in employment. If you are not currently in work, give them your earliest possible start date.
How to respond to inappropriate questions
Although the law is clear when it comes to what an employer may and may not ask during an interview, you should still be prepared for inappropriate questions. Employers are not allowed to discriminate against applicants on grounds of age, transgender status, sex, marital status, pregnancy status, sexual orientation, religion, race, disability status, trade union membership, nationality, or ethnic origin.
If a job has “occupational requirements”, an interviewer is allowed to ask questions that would otherwise be illegal.
For example
If an organisation were to recruit for a position in a women's healthcare centre for Muslim women, it would be acceptable to discriminate against candidates on grounds of sex. It is acceptable to ask candidates whether they are over the age of 18 and whether they have the right to work in the UK. This is because someone's age and immigration status have a direct bearing on their suitability to work and on their employer's responsibilities under the law.
If an interviewer asks you an inappropriate question, you should βirst ask them why the question has any relevance to the job. Sometimes, an interviewer uses an inappropriate question because they cannot think of another way to elicit the information they really need.
For example
If they ask you whether you have young children, what they might actually want to know is whether you are available to travel at short notice or work overtime with no advance warning. In this example, you could say, “Why do you need to know whether I have children?” and then provide them with information about your availability if necessary. At no point are you under any legal obligation to share this kind of information with a current or prospective employer.
4.5 How to handle unusual or “creative” questions
Some interviewers like to use questions that will come as a surprise to the applicant. The rationale behind such questions is that if an applicant has been given no time in which to prepare an answer, whatever they say will give valuable insight into their character and thinking style.
Examples include:
“If you were an animal, what kind of animal would you be?”
“Suppose that Swedish people were the shortest in the world - how would you prove it?”
“Can you give me ten uses of a brick?”.
Some “unusual” questions are used to gauge an applicant's creativity, whereas others are designed to assess the ability to engage in logical thinking under pressure. Do not feel as though you have toblurt out the first thing that comes to mind. Interviewers know that you have not had time in which to prepare your answer, so there is nothing wrong in asking for a minute or two in which to think.
A sensible approach is to think about your interviewer's motive for asking the question in the first place and to respond with this in mind.
For example
If you were asked how to prove that Swedes are the shortest people in the world, you might surmise that your reasoning skills are being put to the test. Therefore, you would be well advised to answer in a methodical fashion that spells out a step-by-step approach based on sound assumptions and an appreciation of the scientific method.
Activity 2: Responding To A “Creative” Question
Estimated time: 5 minutes
Imagine that you are in an interview and the interviewer asks you to tell them which three items you would take with you to a desert island.
Why do you think an interviewer might ask this question?
How would you respond?
4.6 Questions you should ask an interviewer at the end of an interview
At the end of the interview, the interviewer will almost certainly ask you whether you have any questions you would like to ask. Your response should always be “Yes”. This shows that you are motivated to learn more about the role. With this in mind, questions that ask for practical details about the position are a safe bet.
For example
You could ask the interviewer to describe the tasks you would carry out over the course of a typical day, or ask them to describe the most challenging aspects of the job. Of course, if you have already addressed a topic earlier in the interview, you should not bring up the same topic at the end. You should also avoid taking up too much of the interviewer's time by asking a long stream of questions. Two or three questions are ideal.
Asking questions relating to training and development is an effective way to demonstrate your interest in the role. When you ask such questions, you are implying that you are giving serious thought to the direction you could take within the company.
For example
You could ask the interviewer to tell you about the induction process for new staff, the number of entry-level employees who eventually take on managerial roles, or the training courses available for those on all rungs of the organisational ladder. Note that this line of questioning will be more appropriate for large businesses, as they will have access to resources that enable them to train their workforce. Finally, company culture is another topic that can form the basis for intelligent questions. You could ask your interviewer to describe the company culture, the atmosphere in the workplace, the kind of management style favoured by supervisors and those in positions of authority and the company's attitude to diversity. If you are in a state of rapport with the interviewer, you could ask them what they most like about the company.
Module Summary
Although every interviewer will have their own unique way of asking questions, most employers draw on a similar set of questions when assessing an individual's suitability for a role. General questions provide the interviewer with an overview of your skills and background and
behavioural questions demonstrate how you react across a range of situations. You will also be asked practical questions that establish your expected salary and clarify any logistical issues such as transport and availability. You may also come across questions designed to test your creativity and reasoning skills and the answers to these cannot be prepared in advance.
When answering competency-based questions, use the STAR acronym to describe the situation, the action you had to take and the result you achieved. The questions an interviewer asks should be directly relevant to the nature and demands of the role. However, interviewers occasionally ask questions of a discriminatory nature, such as those that probe an applicant for details of their relationship status, number of children and ethnic background.
If you are asked an inappropriate question, you can either decline to answer or try to establish whether an interviewer is trying to elicit some information that is actually relevant to the role. Always close the interview by asking two or three sensible questions about the role, the organisation, or both.
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