Interview Questions limited
Tell me about yourself.
A lot of jobs require someone who can think on their feet or present ideas with crispness and clarity. This question provides employers with an early preview of your core skills, your personality and your ability to respond to an unstructured question. This is something you'll be asked a lot at the beginning of an interview. Here are three tips that'll help you nail the opener. Be succinct, honest and engaging. I call this the "SHE" formula. Resist the urge to give a detailed account of the last two decades of your career. The interviewer is looking for an answer that shows them you're qualified and can respond to an unstructured question. Use the job description to prepare. Reread what they want and highlight the most required skills that you have. Are they looking for someone who can solve problems or deal with tough customers? Pick a few and brainstorm how you can describe yourself while showcasing your strengths for what they're seeking. Tie your story to their needs. People love a good tale, so weave in some personality. For example, maybe you fell in love with the hospitality industry because your grandparents ran a bed and breakfast. Connect your story back to the job, keep it short, and be truthful.
Direct Interview Question You will most likely be asked what we called Direct Interview Question such as: • Why have you chosen to apply for this role? • What will you bring? • Why are leaving your current job?
All of these invite the candidate to provide a 'list' whether that is a list of reasons or a list of skills or characteristics. However simply providing a list is a mistake and instead we suggest using the ABC formula to answer. A=Answer: Answer the question in the first sentence. In other words this first sentence is a summary of the whole answer you are going to give. It sets the scene and the interviewer knows what you are going to talk about. There are a whole range of skills that I bring to this role and three which I regard as most relevant are my Leadership skills, My Team Working skills and my ability to Deliver Results in a highly pressurised environment. B=Build: Build your answer taking each item in turn, expanding and giving evidence to prove your claim. This part will take up about 80% of your answer and you can use the STAR/IPAR formula we mentioned earlier when talking about your examples. C=Conclude: This is strong sentence reiterating the key points mentioned and very neatly closes your response. It is also leaves an opportunity to continue selling yourself in a very positive manner. All of this means that I can contribute great results from the start in this role and I see myself as a perfect fit. I am passionate about this opportunity and I would relish the chance to work with yourselves and show you what I can do.
Give me an example which demonstrates your ability to develop successful working relationships.
At this level you will be expected to seek, build and maintain working relationships with a verity of external bodies and to further your organisations goals. This is a test of your networking and interpersonal skills and your answer should refer to the types of relationships and contacts you developed previously, how you developed links with experts and information sources, developed key contacts and participated in networking and social events internal and external to the organisation. Maybe you attended conferences, committees or group meetings or facilitated industry wide forums. Irrespective, the key is to show that you are able to initiate contact and develop mutually beneficial relationships. Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Uses professional and personal networks to generate and develop new and mutually beneficial partnerships • Identifies and refers to areas of common interest as a means of deepening relationships • Communicates openly, showing a willingness to understand others needs • Builds trust by treating partners fairly and ethically • Meets partner needs by responding to requests efficiently and effectively • Strives to gather information to further relationship building • Further develops relationship through the use of regular contact and personal meetings • Management involved in the setting up of an infrastructure that supports effective relationship building
Tell Me About Yourself
Common first question. Answer: talk about your work background, skills, and interests and relate them to how well they fit the job. The "Tell me About Yourself" question is one of the most common questions guaranteed to come up regardless of your sector, your experience level or your job. It is universally popular and used equally by inexperienced interviewers who haven't looked through your application before and experienced interviewers who want to get an initial overall view of you and your skills. For many job seekers this question can be a real challenge and even more so for senior candidates with years of great experience. Just how do you get it all in into a two minute answer. The short answer is you don't and you just mention the key relevant highlights. We regard this question as a great opportunity for you to take control and to make an excellent start to the interview. It is worth spending time creating a powerful answer and then practicing until you can deliver it smoothly and confidently. It is vitally important as a good answer can set a positive tone for the rest of the interview while a poor one can be very difficult to recover from.
Describe a situation where you had to take many different actions and overcome a variety of obstacles in order to deliver a successful result.
Describe a situation where you had to take many different actions and overcome a variety of obstacles in order to deliver a successful result.
Describe a time when you showed determination and tenacity in order to achieve a particularly successful end result.
Determination and tenacity are particularly desirable qualities in many roles and especially at this level. Choose an example which was unusually challenging or complex and clearly demonstrate your ability to apply yourself, to invest the energy and time required to complete the task and to stay focussed on the end result. Start by detailing the end result quoting numbers to clarify the scope and magnitude of the achievement and then talk through the steps you followed and the skills you employed. Did you initiate the task yourself, did you use your communication or persuasion skills, did you have to work closely with other people or management in order to deliver. All these will be important to the interviewer but do remember to talk in terms of what you did as an individual rather than as part of a team. Whenever you answer this type of question, expect follow up questions exploring any aspect of your answer and seeking to gather additional proof of your skills.
What Are Your Strengths?
Employers look for candidates with self-awareness and the ability to sell themselves and you must be prepared to answer questions about your strengths, skills and positive attributes. Interviewers have two objectives in asking What are your strengths?. Firstly, they really want to know what you are good at. And secondly, they want to see how aware you are of your strengths and how you can use them in a working environment. Many candidates find it difficult to answer this question and to describe themselves in a positive light; they are uncomfortable and see it as boasting. However you must overcome this; after all, if you do not know yourself how can you expect an employer to.
Why are you leaving your current role?
If you are moving jobs your prospective employer will most likely explore your reasons for leaving. To answer this question well we first of all look at what is going on in the interviewer's mind and explore their motivation for asking you this question? In summary, the interviewer wants to understand the following: Did you leave of your own accord? — If you quit your job, is it because you wanted to or were you dismissed? If still in the job, are you at risk of being fired? Are you leaving because the job was too much for you? The interviewer will want to determine if it was because of your performance or competency in the role which is now forcing a move. Is your leaving based on an emotional response? — The interviewer will be interested to know whether you left because you felt under appreciated or whether you were motivated to leave due to some other issue. Did you leave due to conflict? - Leaving on good terms with a manager or coworkers is always a good sign and anything that indicates the opposite will raise a red flag for the interviewer.
The Rule of Three The Rule of Three is a simple but effective formula for communicating successfully. It is used by writers, musicians and speakers and we recommend its use when answering interview questions. The Rule of Three is based on the idea that concepts or ideas presented in threes are inherently more interesting, more enjoyable, and more memorable. When you think about stories they always have a beginning, middle, and end and in the same way an interview answer is a story which can be structured similarily.
In the previous lesson we talked about ABC formula which follows the Rule of Three. However not only is the answer formed of three parts but the content also uses the Rule of Three. We don't mention five or six skills that we bring or ten reason for applying. We mention three only and then we expand on these three giving more detail. This is a manageable number for your audience to assimilate and understand. Any more and there is a risk your answer may become boring and they will lose interest.
What is your view of mentoring as a concept? Have you used this before and how successful was it?
Mentoring is used as an additional tool in training and developing staff and can be applied to staff at all levels throughout the organisation. Anyone can be a Mentor and it does not always fall to managers and by appointing a colleague or team member at the same level, benefits are two fold as the mentoree learns and develops under the tutelage of a more experienced person while the mentor is given the opportunity to develop their leadership and management skills. Talk through your own experience of mentoring and remember there is no right nor wrong answer to this question.
Tell me about a time you failed or made a mistake.
Overview Being able to admit to a mistake shows maturity and personal accountability. Employers want to know you're self-aware and that you learn from past experiences. Errors are inevitable in any job - it's how you handle them that matters. Respond to this kind of question with a compelling story that uses the "SAR" framework: situation, action, and results. Describe the situation. Talk about the initial events that occurred. What were the problems that you were experiencing? What needed to be solved and what resources did you have--or not have? This is a really key part of the story, so it should be about three to four sentences long. Get into the action. Speak about the key milestones that you went through. Tell them what you did to turn the situation around. Don't go into too much detail though. It should only be about two to three sentences, and try to use active verbs, things like "I implemented" or "I persuaded". Show the results. Let them know how well things turned out, how the problems were solved and what you may have learned along the way. Try to include a clincher at the end, like dollars saved or improved profitability. It drives home that you did a great thing.
Why do you want to leave your current role?
Overview Employers say they want to hire people who are running "to" a role as opposed to running "away." However, they are also interested in your honesty when things haven't worked out and will give people second chances when they demonstrate hunger. Hiring managers will often ask this question, and it's a test. Are you running away from something, or are you running towards something? The advice when you get this question is simple: Stay positive. Employers want to see that you have a good attitude in general. Resist the temptation to say bad things about your current job, employer, or boss. Focus on where you'd like to go. You should come off as someone who is looking forward, not backward. Portray your interests more in the light of what you want to get out of your next role. Bring it back to them. Show them that you've done your homework about their company, and relate what you tell them back to the specific job you're interviewing for.
Describe your most challenging project
Overview Employers want to get a sense of what 'challenging' means to you. They also want to know how you handled the situation in a calm way. They're looking for a storyline to prove that you can turn a bad story into a good story. Respond to this kind of question with a compelling story that uses the "SAR" framework: situation, action, and results. Describe the situation. Talk about the initial events that occurred. What were the problems that you were experiencing? What needed to be solved and what resources did you have--or not have? This is a really key part of the story, so it should be about three to four sentences long. Get into the action. Speak about the key milestones that you went through. Tell them what you did to turn the situation around. Don't go into too much detail though. It should only be about two to three sentences, and try to use active verbs, things like "I implemented" or "I persuaded". Show the results. Let them know how well things turned out, how the problems were solved and what you may have learned along the way. Try to include a clincher at the end, like dollars saved or improved profitability. It drives home that you did a great thing.
What is your greatest strength?
Overview Employers want to see if you can strike the right balance between confidence and humility. Hiring managers also want to get a sense for how self-aware and honest you are and align your strengths to the role at hand. When responding to this question, you want to sound humble and not like you're arrogant or bragging. Here are some tips to help you give them a great answer. Describe a relevant experience. If you're applying for a sales job, tell a story about a time where you helped a customer solve a problem with your solution. Give specific details. Tell them about a time you closed a deal that helped you hit a percentage of your annual number. When you share those facts with them, it helps them visualise how effective you have been. Show them you're a well-rounded person. For example, share a story of when you used a "soft" skill, like effective communication with a coworker, and then one about you using a technical skill, which could be anything asked for in the job description.
Tell me about a time you were successful on a team.
Overview If you can show that you've helped a team move through a challenge, you probably have strong communication and interpersonal skills. These kinds of "soft" skills are in high demand and make people successful in their jobs. Respond to this kind of question with a compelling story that uses the "SAR" framework: situation, action, and results. Describe the situation. Talk about the initial events that occurred. What were the problems that you were experiencing? What needed to be solved and what resources did you have--or not have? This is a really key part of the story, so it should be about three to four sentences long. Get into the action. Speak about the key milestones that you went through. Tell them what you did to turn the situation around. Don't go into too much detail though. It should only be about two to three sentences, and try to use active verbs, things like "I implemented" or "I persuaded". Show the results. Let them know how well things turned out, how the problems were solved and what you may have learned along the way. Try to include a clincher at the end, like dollars saved or improved profitability. It drives home that you did a great thing.
What would your co-workers say about you?
Overview Interviewers want to know if you'll fit in with the team. This question can also help you highlight your strengths without feeling like you're bragging. This question gives you an opportunity to share how amazing you are—without feeling like you're showboating. Here are three quick tips on how to answer it: Find features that fit. Re-read the job description and look for answers that go well with it. For example, if they need a strong problem solver, maybe you can share that your office nickname is "The Fixer" because you're so good at solving tough challenges. Share some of your reviews. Before the interview, go through your LinkedIn recommendations and performance reviews and see if there are some gold nuggets you might want to show them. And if it's on LinkedIn, mention it to the interviewers so they can read the whole recommendation if they want more detail. Back it up with evidence. If you think your colleagues would say that you're super creative, resist the urge to say "People like that I can think outside of the box". Instead, share a tangible example of your creativity that ties to the job description.
What do you like to do outside of work?
Overview Interviewers want to know you're going to be enjoyable to have around and not just that you have the hard skills for the job. Use this question to set yourself up as interesting, fun, curious, or a go-getter. With this question, employers are looking to get a feel for your likability and cultural fit. So what should you say—and not say? Here are a few tips. Pick one of your favorites. Go ahead and share something about your hobbies, volunteer work, or the places you enjoy traveling to. Maybe you're taking classes to help you accelerate your skills. In general, you just want to tell them something that's true and will paint you as an interesting, healthy, or good human being. Keep it short. For example, if you're a bird watcher in your free time, skip the 22-minute account of every species you've ever documented. Share enthusiastically so your passion shines through, but don't ramble on endlessly. Doing so might give the people to whom you're trying to make a good impression the feeling that you're nervous or that brevity just isn't your strong suit. Stick to appropriate topics. Avoid anything that might be pulverizing or offends somebody who's not a part of a particular group like politics or religion. Choose something uncontroversial or beneficial, and take advantage of the opportunity to show them that you're the complete package.
Why do you want to work here?
Overview Interviewers want to understand what prompted you to apply for this job. They don't want candidates who are indifferent to where they work. Instead, they want someone who offers very specific reasons for why they want this job. You would be amazed by how few people get this question right. So you've got a big opportunity to shine. Make it all about them. Your best answer will be about what they need. It'll show that you've done your research and have thought through what you can contribute to that team. Show them how you can help. Weave your story into the context of what you can contribute. If you have strong accounting skills and are interviewing for a finance role at a humane society, you could suggest that this job would allow you to blend your professional skills with your passion for animals. Speak from the heart. Telling a genuine story can make a big difference. For example, I once worked with a client who was applying for a zoo event manager job and she had grown up next door to that zoo and had great memories of the peacocks flying over the fence and sitting on her dad's car. So her answer was that she wanted people to have fun memories of that zoo just like she did. Try to top that.
What is your greatest weakness?
Overview The interviewer is assessing whether your weaknesses will get in the way of doing the job. Employers are looking for humility and whether you're committed to learning and growing. This is a place you can showcase what you're doing to improve. This can feel like a tricky question, but it's a good opportunity to shine. Here are some tips on how to answer: Be humble. You want to communicate an authentic story that shows you're self-aware. It's okay that you don't come off as perfect, that's authentic, which is important for someone who will have to trust you in the role that they're hiring for. Choose a trait that is not too relevant to the job. For example, if you're applying for a project manager role, choose a weakness that is more related to creativity, which is something that doesn't disqualify you from the description of the things that would make someone successful in that role Show how you manage it. Have a fix-it strategy. For example, if you struggle with remembering product details so you track them in their phone or side notebook, that's okay, share that with them. That shows that you've got commitment to solving that problem and addressing it.
Tell me about something you've accomplished that you are proud of.
Overview This question assesses how you define a professional success. If the story resonates, the employer will want you to do similar things at his or her company. You should focus on the impact and outcome Respond to this kind of question with a compelling story that uses the "SAR" framework: situation, action, and results. Describe the situation. Talk about the initial events that occurred. What were the problems that you were experiencing? What needed to be solved and what resources did you have--or not have? This is a really key part of the story, so it should be about three to four sentences long. Get into the action. Speak about the key milestones that you went through. Tell them what you did to turn the situation around. Don't go into too much detail though. It should only be about two to three sentences, and try to use active verbs, things like "I implemented" or "I persuaded". Show the results. Let them know how well things turned out, how the problems were solved and what you may have learned along the way. Try to include a clincher at the end, like dollars saved or improved profitability. It drives home that you did a great thing.
Do you have any questions for me?
Overview This question isn't just designed to make sure you leave with all of your questions answered; it's intended to see if you're prepared and to assess how curious and thoughtful you are. The way you respond to this question shows employers if you're engaged, intelligent and interested. Here are some tips on how to answer: Show them you're paying attention. It's important to let them know you've been listening.You may want to take notes as the interview unfolds and then loop back to something you'd like to delve further into like an aspect of the job, the team, or the challenges that lie ahead. Let them know you're excited. While being qualified for the job is essential, showing passion for their products, brand or industry takes it to the next level. So maybe you can ask a question about one of your favorite products they make or see how they're responding to an industry trend. Get them talking about their careers. People love talking about themselves and appreciate when you notice the interesting things they're doing. For example, you can ask them how they got from Job X to Job Y, or how their work as a musician helped them in their current career. People hire people that they like and who seem genuinely interested in the role.
Why should we hire you?
Overview This question tests how persuasive you are. Interviewers want to see if you can make a calm, confident case for yourself, even if they're acting skeptical. They're looking for factual and compelling answers. This is a nerve-racking question, so make sure you're set up for success. Here are some tips that can help you do well in answering it: Ask yourself why you think you're qualified. Prepare for the interview by picking three or four qualifications and experiences that help them understand why you're a fit for this job. Tell them how you'd fit in. Paint a picture of what you'd accomplish that gives you a leg up on the competition. Also, show them why you are a great match for this company by letting them see that you know about their mission, their vision, how they operate—and how you would fit into that really well. Speak authentically. How you say something is as important as what you say. So when you're sharing your successes and you're answering these questions, speak like the best version of yourself and make sure that you're doing it in a way that allows the interviewers to connect to you.
Evidence Based Technique When a candidate is giving an answer, the Interviewer has to be able to trust what they are saying. For example, if a candidate says 'I am an excellent Project Manager', at that point the Interviewer has no way of knowing whether this is true or not, they have to take it at face value. However if the candidate then carries on and provides evidence to back up their claim and can convince the interviewer that evidence is valid, then they become instantly believable. The have proven they have the experience and skills needed to do the job. The most effective way to do this in an interview setting is to use what we call The Evidence Based Technique.
Put simply you will give evidence which proves your claim and these can be in the form of: • Examples of past achievements • Situations where you performed successfully • Feedback from third parties such as your manager or external stakeholders • Published articles or results • Prizes or awards won • 360 degree feedback • Online publications or references • Citations received With a well structured example referring to any of the above, the interviewer can instantly see how skilled the candidate is and they will have evidence that you can do the job
Where do you see yourself in 5 years time?
Responding to this type of a question can be challenging even for the most focused candidate. However, the fact that you cannot predict the future does not mean you cannot plan for it. What is it exactly that the interviewer wants to ask? The hiring manager does not expect a detailed plan of all your actions over the coming years, they simply want to understand the following: 1. Will you still be with this school? The cost of recruitment is high, and not surprisingly, those hiring are looking for employees who will commit and will stay long enough to return the investment. 2. Will you be in this career for the foreseeable future? Your interviewer will be keen to see how dedicated you are to your career or do you have plans which will take you in a different direction. This is important because they want to hire someone who will be excited about the job and where it will lead them, whether that's to a higher-level position or just increased accomplishment or satisfaction. 3. How ambitious or motivated are you? Some positions require you to be ambitious however once again they will want to see that your plans involve them as an employer.
What Are Your Weaknesses?
The interviewer is trying to see if you have a relevant weakness, if you are aware of it and whether you understand its potential impact on the role. Most of all, they will be trying to judge if it will stop you from doing the job effectively. Many people have a hard time answering this difficult question; even though there is no right answer, a wrong one can set off your chances of landing a job. This is also a stress based question as most people feel uncomfortable admitting weaknesses especially in an interview environment. When answering it is very important that you are not tempted to confess all. While your frankness may be refreshing it will not help you win the job offer and we suggest that you choose something innocuous and certainly not something related to a core requirement of the job. A good example of an answer would be to turn a particular weakness into a developmental action, something you are improving on. Ideally you should put the weakness into a past context and talk about how you overcame it.
Give me an example of the different approaches you have used when persuading your team, colleagues or manager to agree with your views.
There are many tools and techniques available which can help you to persuade others. Active listening and Persuasive Communication, Establishing common ground, Looking for a win win solution, Involving others in the decision making process, Building mutually beneficial relationships, Using statistics and data, Considering and managing emotional impacts, Negotiating wining situations for all. These are all approaches which can be combined to convince others that your views are right and provided you can show an ability to use some of these techniques or any others you have found useful then your answer will be acceptable.
Why Should We Hire You?
This is a potential closing question which can often come towards the end of the interview. The interviewer is saying, ok we have heard enough so now give me a summary of why I should give you the job. Being an all-time classic, the "Why should we hire you?" comes in various forms: • Why are you the best candidate for the position? • What will you bring? • Why should we select you? This is a great question from you point of view. It is a chance for you to sell yourself to summarise why you are able to do the job, how committed you will ne and how you see yourself fitting in with the team.
Describe a situation where you used your communication skills to achieve a successful outcome.
This is simply testing to see where you have used your communication skills previously in a work based environment. Choose your most recent position and talk through the people or groups you communicated with, the type of communication, the format and the reason for the communication you had with each. Frame them in terms of achievements rather than a list of duties as this will have more impact and you can refer to: keeping others up to date on progress, sharing important information in a timely manner, sharing ideas with an appropriate audience, managing multiple channels of communication and ensuring that consistent communication takes place.
Why Are You Applying For This Job?
This question is really asking two questions: • Why this job? • Why this school? There is a multitude of positive reasons for applying for a post and some could include: • The school's profile and reputation, the community it serves, its board of Governors or future changes • The job itself, perhaps the variety and interest of the tasks involved • The employee policy and the quality of the staff and the prospects for your advancement When answering it is important to show the interviewer what you have to offer rather than what you hope to get from the company. Talk about the research you have done which will show the interviewer that you are serious in your targeting of this particular organisation, rather than simply taking whatever comes along. Once again, use this as an opportunity to align your skills to the key competencies of the role. If good communication is essential, mention that you want to use these skills in this particular company, industry or sector. While the salary or other benefits package may be attractive do not mention it as being a reason for applying. The recruiter is looking for someone who will is going to stay with the job for a considerable period of time, usually at least 2 years and may worry about your willingness to move should another attractive offer come along within that period.
Describe a project you were involved with which clearly shows your skills in leading and delivering change, creativity and innovation. What part did you play and what was the outcome?
This question relates to your ability to initiate and implement change and is a test of your ability to create goals and deliver against them. Your ability to persuade your colleagues, to negotiate and to manage and motivate staff all come into play and your answer should refer to some recent achievements quoting figures where possible to help illustrate the size and scale of the projects you were involved with.
Tell me about a time when you used your organisational skills effectively so as to complete a number of simultaneous tasks.
Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Identifies objectives and goals and uses available resources to meet them in the most efficient manner • Sets priorities for tasks in order of importance • Establishes goals and organises work by bringing together the necessary resources • Practices and plans for contingencies to deal with unexpected events or setbacks • Capacity to foresee problems, issues and to revise plans accordingly • Establishes alternative courses of action, delegates effectively, organises people and prioritises the activities of the team to achieve results more effectively • For senior management, the ability to develop both short term operational plans and long term strategic plans is key
Tell me about a time when you used your Interpersonal skills to affect a positive outcome.
Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Develops and sustains effective working relationships with colleagues, management and staff • Is willing to consider others point of view and shows an acceptance of others timescales, priorities and workload • Is able to build empathy and to recognise different values and motivation in others • Deals effectively with conflict and promotes participation or assistance in completing tasks • Works effectively within groups Offers help and asks for feedback to identify own areas for improvement
Tell me about a time you had to make a difficult decision relating to a pupil.
Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Identifies and analyses problems based on a variety of internal and external factors • Makes accurate decisions based on pre defined options • Always defers to guidelines, procedures and policy where available • Is willing to involve others and ask for contributions as appropriate • Is able to consider the implications of decisions across a variety of areas • Assesses external and internal environments in order to make a well • informed decision
Describe a time when you successfully challenged someone whose actions you knew were incorrect. Tell me what happened.
Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Is fully up to date with recommended ethical guidelines as appropriate to ones profession and as published by the relevant governing body • Avoids conflicts of interest and follows guidelines on reporting when breaches occur • Adopts a policy of honesty and openness when dealing with colleagues, clients, patients and relevant to the profession • Has confidence to challenge others who are flouting ethical guidelines and takes steps to address the situation • Understands professional expectations and offers guidance to colleagues and staff on how to maintain ethical standards • Takes responsibility for ones actions, shows willingness to admit to mistakes and to take steps to minimise risks
Tell me about a time when you have been especially creative when planning a lesson.
Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Is willing to question conventional approaches and has the capacity to explore alternatives • Uses intuition, creativity and experimentation in order to develop original perspectives • Identifies alternative solutions and searches for new ideas • Investigates approaches that have worked elsewhere and adapts them to fit • Is able to successfully integrate relevant concepts into an existing or new solution • Designs new processes, products or procedures
Talk through a situation where you developed an innovative solution to a complex problem.
Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Resolves problems by applying clear pre • set procedures • Deals with exceptions within established guidelines using clearly defined rules • Develops solutions that address the root cause of the problem and prevents recurrence • Recognises, and strives to resolve problems across a wide variety of projects and in complex commercial and non • commercial situations Incorporates originality into solutions and assesses external and internal factors in order to implement them most effectively
Tell me about a situation or task where you delivered an exceptional result.
Use the STAR or IPAR formulas and include some of the following positive behaviours in the Action part of your answer: • Strives to be the best, continually delivering, measuring and improving • Sets goals and works to meet them with energy and drive • Remains persistent when obstacles are encountered • Stays focussed on the end objective • Completes tasks and duties to a high standard • Creates a climate that relentlessly strives for excellence • Takes responsibility for own actions and encourages others to be the best they can • Uses initiative to develop goals for self and takes independent action to achieve results
I am a firm believer that training and development is a key contributor to an employees successful performance. What approach do you take when inducting new members into your team?
When taking on new staff it is always best to have some form of structured approach to ensure that they feel welcome and are appraised of all aspects of their new job. Some useful techniques you can mention in your answer include: a.) Have a clearly defined role and ensure the understand each aspects b.) Plan the first day and include a series of induction meetings with other team members and other departments c.) Assign a mentor, a team member who will be responsible for introducing the new employee and their success d.) Provide training material in the form of procedures manuals, computer based training or a combination of internal and training modules as required.
Talk me through a decision you made recently which you regarded as difficult. Why was it difficult, what steps did you take and what was the consequence of your decision?
You can answer this question in a variety of ways depending on the job you are being recruited for. There is no right nor wrong answer and provided you can articulate the process you followed and the rationale behind the decision, your answer will be valid. It is important that you choose decisions which are not seen as part of your normal day to day activity, ones which are unexpected or unforeseen, or those which any jobholder would find difficult. Talk through the part you played in resolving the situation even if it was a team event and ensure that the decision you choose to speak about had a positive impact. Show that you can think independently using the information available and you are willing to take action. Also highlight the fact that you refer to policy, procedures and legal guidelines as appropriate.
Tell me about a project you worked on which required you to develop an effective team. What approach did you take and what was the outcome?
You can talk about: the importance of having specific roles and responsibilities, providing sufficient resources, setting a clear purpose, generating a sense of ownership and commitment and rewarding successes. All of this will go towards creating an effective team whereby all members are focused on achieving a common goal where there is cooperation, mutual support and accountability by every member.
The TAAP Formula
You may be asked how you would deal with a Hypothetical situation and we suggest the use of the TAAP Formula to structure your answer. Click on the tabs above to learn how to use it. T=Theory: Briefly show a clear understanding of the theory and reasoning behind the concept. This can be a single sentence showing your awareness. A=Adherence: It is vital that you show adherence to legislation, company policy, procedures, best practice guidelines as appropriate for the role. A=Actions: Summarise the actions you would take, what you would do. P=Previous: If possible detail a real life example of a situation or task. It is fine to give a hypothetical answer however even better of you can show that you have real life experience of the particular situation.
