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It is essential that you prepare possible answers to questions that you may be asked that demonstrate your competence, experience, knowledge and abilities. Make a list of all of your past significant achievements - expand on the ones you have highlighted in your resume.
During the interview, you can present your achievements using the Problem, Action, Result (PAR) format. Identify the PAR “story” for each of the skills required for the position. Remember to use this format to give a complete and concise illustration.
• Describe the problem in one to two sentences.
• Explain your actions in response to the problem in one to three sentences.
• Provide a short, punchy sentence that clearly expresses the result or the benefit to the company.
Interview Practice
Following are frequently asked questions during interviews. The first 10 are the most common. Read through them and mentally prepare a brief answer for each.
• Tell me about yourself.
• Why did you leave your last position?
• What are your goals?
• What are your strengths and weaknesses?
• What do you know about this company?
• Why do you feel qualified for this job?
• What is your most significant achievement?
• How would your boss describe your job performance?
• Why should we hire you?
• What are your salary expectations?
• Describe your ideal job.
• How long will you stay with us?
• Why haven’t you found a new position before now?
• How would you evaluate your present/last company?
• What do you think of your previous/current boss?
• Describe a few situations in which your work was criticised.
• If you had your choice of jobs and companies, where would you go?
• Describe what you feel to be an ideal working environment and an ideal boss?
• What was the toughest decision you had to make last year and what made it so difficult?
Questions to Ask
“Do you have any questions?” is asked at the end of nearly every interview.
What should you ask? If you surmise the interview is over and it is just a rhetorical question, ask a quick one. If you have more than you are prepared to ask: express that you have additional questions, but out of respect for the interviewer’s schedule, you’ll save them until your next meeting.
Some suggested questions you might ask during the interview about the position and the organisation:
• A detailed deion of the position
• Reason the position is available
• Culture of company
• Anticipated induction and training program
• What style of person has done well
• Advanced training programs available for those who demonstrate outstanding ability
• Earnings of those successful people in their third to fifth year
• Company growth plans
• Best-selling products or services
Behavioural Based Questions
In addition to the traditional style of questions, organisations are now asking behavioural - based questions that focus on your past experiences. These questions require you to provide examples of your behaviour that demonstrates that you possess the desired skills or attributes for the particular job. Using specific dates, times, places and numbers will lend credibility to your responses.
The employer’s requirements and the attributes that they are seeking are usually outlined in the job deion and selection criteria. The following are some examples of typical selection criteria and the relevant questions that may be asked:
Stress
Describe a recent situation where you were in a stressful situation. What actions did you take and what was the outcome?
Conflict Resolution
Describe a situation where you had a difference of opinion with a work colleague. How did you resolve the problem?
Oral Communication
Describe a situation you have been in recently where you had problems communicating with someone. How did you resolve the situation?
Time Management
Tell me about a situation where you had a number of tasks that needed to be completed. How did you deal with this situation?
Problem Solving
Can you provide me with a recent example where you had a problem that you could not resolve? What actions did you take?
Leadership
Think about a recent situation where you were the leader of a team. What key attributes do you possess that helped the project become successful and which attributes do you believe need improvement? Can you please provide some examples to demonstrate these attributes?
In addition to these behavioural based questions, the employer may also ask you to describe what you would do in a given scenario. These scenarios are usually based on some aspect of the job and test if you can demonstrate the desired behaviour. It is therefore important that you review the job deion prior to the interview and have an idea of the tasks involved.
Interview Performance
First impressions are powerful. An initial impression has more of an impact than people realise. Employers often use the interview as a way to confirm their first impression of you. You can turn this to your advantage by making a positive first impression, which in turn, sets a favourable tone for what happens during your interview. Your goal is to create the aura of an individual who is confident, self-assured and gracious. The way you dress frames the picture - the way you behave colours the portrait of who you are.
Performance Tips
• Arrive at least 5 -10 minutes before the established time. Allow for unexpected traffic and/or parking difficulties.
• Introduce yourself to the secretary or receptionist.
• Show courtesy and respect to everyone you meet. More than one applicant has lost out because of a rude remark or a patronising manner at the front desk.
• Maintain a warm and friendly demeanour. A natural smile will punctuate your conversation and add to your presentation.
• Try to select a seat that places you directly opposite the interviewer. Wait to sit down until the interviewer offers you a chair or is seated.
• Treat the interviewer as a potential colleague and establish a rapport as you would with a peer. Show respect, but do not place the interviewer on a pedestal.
• Maintain an “open” body position. Lean towards the interviewer a bit to show interest.
• Look at the interviewer. Direct eye contact is important.
• Avoid irritating habits such as pen clicking, pencil tapping, hair twisting, foot swinging and knuckle cracking.
• Do not smoke, chew gum or drink coffee during the meeting.
• Limit the amount of personal information you provide. It is not pertinent to the job and it may be a red flag to the interviewer.
• Review a business etiquette book to refresh your memory on the manners, introduction protocols and other details of appropriate, professional behaviour.
• Remember that you have a valuable contribution to make to an organisation.
• Relax, keep in mind that you are just two human beings meeting with one another in order to get to know each other better. The fate of the universe does not hang in the balance.
• Immediately contact your consultant after your interview to discuss the meeting and to give and receive feedback. He or she can then answer any additional questions the employer might have and may be able to ease the process.
Your behaviour during the Interview
The following are some key negative behavioural traits to avoid at the interview.
• Overbearing - aggressive - conceited ‘superiority complex’ - ‘know-it-all’ attitude.
• Lack of planning for career - no purpose or goals.
• Lack of interest and enthusiasm - passive and indifferent.
• Lack of confidence - nervousness. If you are nervous, say so.
• Over-emphasis on money - interested only in remuneration.
• Evasive - makes excuses for unfavourable aspects in past record.
• Lack of tact/maturity/courtesy.
• Condemnation of past employers. Never belittle a past employer.
• Persistent attitude of “What can you do for me?’
• Lack of preparation for interview - failure to get information about the company, resulting in inability to ask intelligent questions.
• Lying. Answer questions truthfully, frankly and as to the point as possible.
• ‘Over answering’ questions. Try not to say more than is necessary.
Nonverbal Communications
Words express only about 30 - 35% of what people actually communicate. Nonverbal communications such as facial expressions, body movement and actions convey the rest. During an interview, what you convey nonverbally may be as important as what you say. Keep these “body language” clues in mind:
• Facial Expressions: eyes are a key nonverbal indicator. Looking away indicates shyness, dislike or a lack of interest. Eye contact indicates a desire for communication, feedback and friendliness.
• Posture: the way you sit or stand can convey energy or fatigue, interest or boredom. Walk and sit with a confident air. Lean toward an interviewer to indicate interest and enthusiasm.
• Voice and Gestures: a well-modulated voice with a moderate pitch and inflection conveys interest and appropriate excitement. Be aware of gestures, which might convey anxiety and interfere with your message.
Closing the interview
• Let the interviewer know how interested you are in the position. If they offer you the position and you want it, accept on the spot. If you’d like some time to think it over and talk with a spouse or family member, be courteous and tactful in asking for that time. Set a definite date when you can provide an answer.
• Don’t be too discouraged if no definite offer is made or specific salary discussed. The interviewer will probably want to communicate with their office first or interview more applicants before making a decision.
• Thank the interviewer for their time and consideration of you.
During the interview, you can present your achievements using the Problem, Action, Result (PAR) format. Identify the PAR “story” for each of the skills required for the position. Remember to use this format to give a complete and concise illustration.
• Describe the problem in one to two sentences.
• Explain your actions in response to the problem in one to three sentences.
• Provide a short, punchy sentence that clearly expresses the result or the benefit to the company.
Interview Practice
Following are frequently asked questions during interviews. The first 10 are the most common. Read through them and mentally prepare a brief answer for each.
• Tell me about yourself.
• Why did you leave your last position?
• What are your goals?
• What are your strengths and weaknesses?
• What do you know about this company?
• Why do you feel qualified for this job?
• What is your most significant achievement?
• How would your boss describe your job performance?
• Why should we hire you?
• What are your salary expectations?
• Describe your ideal job.
• How long will you stay with us?
• Why haven’t you found a new position before now?
• How would you evaluate your present/last company?
• What do you think of your previous/current boss?
• Describe a few situations in which your work was criticised.
• If you had your choice of jobs and companies, where would you go?
• Describe what you feel to be an ideal working environment and an ideal boss?
• What was the toughest decision you had to make last year and what made it so difficult?
Questions to Ask
“Do you have any questions?” is asked at the end of nearly every interview.
What should you ask? If you surmise the interview is over and it is just a rhetorical question, ask a quick one. If you have more than you are prepared to ask: express that you have additional questions, but out of respect for the interviewer’s schedule, you’ll save them until your next meeting.
Some suggested questions you might ask during the interview about the position and the organisation:
• A detailed deion of the position
• Reason the position is available
• Culture of company
• Anticipated induction and training program
• What style of person has done well
• Advanced training programs available for those who demonstrate outstanding ability
• Earnings of those successful people in their third to fifth year
• Company growth plans
• Best-selling products or services
Behavioural Based Questions
In addition to the traditional style of questions, organisations are now asking behavioural - based questions that focus on your past experiences. These questions require you to provide examples of your behaviour that demonstrates that you possess the desired skills or attributes for the particular job. Using specific dates, times, places and numbers will lend credibility to your responses.
The employer’s requirements and the attributes that they are seeking are usually outlined in the job deion and selection criteria. The following are some examples of typical selection criteria and the relevant questions that may be asked:
Stress
Describe a recent situation where you were in a stressful situation. What actions did you take and what was the outcome?
Conflict Resolution
Describe a situation where you had a difference of opinion with a work colleague. How did you resolve the problem?
Oral Communication
Describe a situation you have been in recently where you had problems communicating with someone. How did you resolve the situation?
Time Management
Tell me about a situation where you had a number of tasks that needed to be completed. How did you deal with this situation?
Problem Solving
Can you provide me with a recent example where you had a problem that you could not resolve? What actions did you take?
Leadership
Think about a recent situation where you were the leader of a team. What key attributes do you possess that helped the project become successful and which attributes do you believe need improvement? Can you please provide some examples to demonstrate these attributes?
In addition to these behavioural based questions, the employer may also ask you to describe what you would do in a given scenario. These scenarios are usually based on some aspect of the job and test if you can demonstrate the desired behaviour. It is therefore important that you review the job deion prior to the interview and have an idea of the tasks involved.
Interview Performance
First impressions are powerful. An initial impression has more of an impact than people realise. Employers often use the interview as a way to confirm their first impression of you. You can turn this to your advantage by making a positive first impression, which in turn, sets a favourable tone for what happens during your interview. Your goal is to create the aura of an individual who is confident, self-assured and gracious. The way you dress frames the picture - the way you behave colours the portrait of who you are.
Performance Tips
• Arrive at least 5 -10 minutes before the established time. Allow for unexpected traffic and/or parking difficulties.
• Introduce yourself to the secretary or receptionist.
• Show courtesy and respect to everyone you meet. More than one applicant has lost out because of a rude remark or a patronising manner at the front desk.
• Maintain a warm and friendly demeanour. A natural smile will punctuate your conversation and add to your presentation.
• Try to select a seat that places you directly opposite the interviewer. Wait to sit down until the interviewer offers you a chair or is seated.
• Treat the interviewer as a potential colleague and establish a rapport as you would with a peer. Show respect, but do not place the interviewer on a pedestal.
• Maintain an “open” body position. Lean towards the interviewer a bit to show interest.
• Look at the interviewer. Direct eye contact is important.
• Avoid irritating habits such as pen clicking, pencil tapping, hair twisting, foot swinging and knuckle cracking.
• Do not smoke, chew gum or drink coffee during the meeting.
• Limit the amount of personal information you provide. It is not pertinent to the job and it may be a red flag to the interviewer.
• Review a business etiquette book to refresh your memory on the manners, introduction protocols and other details of appropriate, professional behaviour.
• Remember that you have a valuable contribution to make to an organisation.
• Relax, keep in mind that you are just two human beings meeting with one another in order to get to know each other better. The fate of the universe does not hang in the balance.
• Immediately contact your consultant after your interview to discuss the meeting and to give and receive feedback. He or she can then answer any additional questions the employer might have and may be able to ease the process.
Your behaviour during the Interview
The following are some key negative behavioural traits to avoid at the interview.
• Overbearing - aggressive - conceited ‘superiority complex’ - ‘know-it-all’ attitude.
• Lack of planning for career - no purpose or goals.
• Lack of interest and enthusiasm - passive and indifferent.
• Lack of confidence - nervousness. If you are nervous, say so.
• Over-emphasis on money - interested only in remuneration.
• Evasive - makes excuses for unfavourable aspects in past record.
• Lack of tact/maturity/courtesy.
• Condemnation of past employers. Never belittle a past employer.
• Persistent attitude of “What can you do for me?’
• Lack of preparation for interview - failure to get information about the company, resulting in inability to ask intelligent questions.
• Lying. Answer questions truthfully, frankly and as to the point as possible.
• ‘Over answering’ questions. Try not to say more than is necessary.
Nonverbal Communications
Words express only about 30 - 35% of what people actually communicate. Nonverbal communications such as facial expressions, body movement and actions convey the rest. During an interview, what you convey nonverbally may be as important as what you say. Keep these “body language” clues in mind:
• Facial Expressions: eyes are a key nonverbal indicator. Looking away indicates shyness, dislike or a lack of interest. Eye contact indicates a desire for communication, feedback and friendliness.
• Posture: the way you sit or stand can convey energy or fatigue, interest or boredom. Walk and sit with a confident air. Lean toward an interviewer to indicate interest and enthusiasm.
• Voice and Gestures: a well-modulated voice with a moderate pitch and inflection conveys interest and appropriate excitement. Be aware of gestures, which might convey anxiety and interfere with your message.
Closing the interview
• Let the interviewer know how interested you are in the position. If they offer you the position and you want it, accept on the spot. If you’d like some time to think it over and talk with a spouse or family member, be courteous and tactful in asking for that time. Set a definite date when you can provide an answer.
• Don’t be too discouraged if no definite offer is made or specific salary discussed. The interviewer will probably want to communicate with their office first or interview more applicants before making a decision.
• Thank the interviewer for their time and consideration of you.
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