How To Prepare For A Competency Based Interview

INDE
HOW TO PREPARE FOR A COMPETENCY BASED INTERVIEW..............................................3

HOW TO MANAGE A BAD INTERVIEWER.....................................................................................6
LONG TIME SINCE YOUR LAST INTERVIEW? TRY THESE INTERVIEW TIPS......................8
WHAT SHOULD YOU DO AFTER AN INTERVIEW?...................................................................10
HOW TO GET YOUR INTERVIEW BODY LANGUAGE RIGHT.................................................12
HOW TO CALM INTERVIEW NERVES.........................................................................................15
WHAT’S THE BEST ANSWER TO THE QUESTION “WHY SHOULD WE HIRE YOU?”........18
INTERVIEW DOS, DON’TS AND NEVER EVERS.......................................................................19
5 TIPS FOR DOING A GREAT INTERVIEW.................................................................................22
WHAT TO DO IF YOU DON’T UNDERSTAND AN INTERVIEW QUESTION...........................25
HOW TO ANSWER THE INTERVIEW QUESTION “WHAT’S YOUR CURRENT SALARY?”.26
HOW TO ANSWER NEGATIVE QUESTIONS AT AN INTERVIEW...........................................29
WHAT SHOULD YOU DO AFTER AN INTERVIEW?...................................................................31
INTERVIEW QUESTIONS ABOUT TECHNICAL ABILITY AND PRODUCT KNOWLEDGE....32
YOUR INTERVIEW CHECKLIST....................................................................................................35
INTERVIEW QUESTIONS ABOUT PEOPLE MANAGEMENT....................................................40
INTERVIEW QUESTIONS ABOUT CHANGE...............................................................................47
HOW DO YOU ANSWER THE INTERVIEW QUESTION “TELL ME ABOUT YOURSELF?”..50
HOW TO MANAGE AN AGGRESSIVE OR HOSTILE INTERVIEWER.....................................54
THE KEY TO ANSWERING INTERVIEW QUESTIONS? PLAN, PRACTICE, PREPARE......57
A SIMPLE WAY TO PREPARE FOR TOUGH INTERVIEW QUESTIONS................................60
THE TOP 30 INTERVIEW QUESTIONS........................................................................................63
HOW TO PREPARE FOR A COMPETENCY BASED INTERVIEW...........................................65
YOUR INTERVIEW CHECKLIST....................................................................................................67
HOW TO PREPARE FOR AN INTERVIEW...................................................................................73
DEALING WITH NEGATIVE QUESTIONS AT INTERVIEW.......................................................75
WHAT SHOULD I BRING TO AN INTERVIEW?...........................................................................78
HOW TO DEAL WITH A PANEL INTERVIEW..............................................................................79
SENIOR APPOINTMENT INTERVIEWS – HOW TO PREPARE FOR THEM..........................83
HOW TO ANSWER INTERVIEW QUESTIONS ABOUT PROBLEM SOLVING.......................85
WHAT IS A BEHAVIOURAL OR COMPETENCY INTERVIEW?................................................86
HOW TO ANSWER INTERVIEW QUESTIONS ABOUT COMMUNICATION SKILLS.............88
HOW TO ANSWER THE INTERVIEW QUESTION “WHAT IS YOUR GREATEST
WEAKNESS?”...................................................................................................................................90
HOW TO ANSWER THE INTERVIEW QUESTION ‘WHAT IS YOUR GREATEST
STRENGTH?’....................................................................................................................................92
HOW TO ANSWER INTERVIEW QUESTIONS ABOUT TEAMWORK......................................93
HOW TO ANSWER QUESTIONS ABOUT ‘MANAGEMENT STYLE’........................................95
THE BEST INTERVIEW TIP? THINK LIKE THE EMPLOYER....................................................97
HOW TO MANAGE THE INTERVIEWER......................................................................................98
THE TOP 5 INTERVIEW MISTAKES.............................................................................................99
THE TOP TEN INTERVIEW QUESTIONS..................................................................................101
HOW TO PREPARE FOR A PANEL INTERVIEW......................................................................103
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HOW TO PREPARE FOR A COMPETENCY

BASED INTERVIEW
on November 15, 2013 |
It is critical to prepare well for a job interview; such as thinking about the questions you may be
asked, reviewing your application, and ensuring you arrive on time.
The better prepared you are, the more confident you will feel, thus heightening your chances of
securing that dream job. The best way to approach an interview is with enthusiasm and an open
mind. Treat everyone you meet with courtesy.
There are many different types of interview.
A common one is the chronological interview. This is where you go through your life from school
days via the present day to your aspirations for the future. The interviewer’s aim is to get you to
explain, and expand upon, your application form or CV.
Some interviews are still like this, but the trend is definitely towards something a bit more
scientific such as the ‘Competency Based Interview’.
Competency Based Interviews are also known as ‘Structured Interviews’ or ‘Behavioural
Interviews’. These interviews are made up of a number of targeted questions that require
interviewees to describe specific tasks or situations.
They work on the belief that the best indication of future behaviour is past behaviour.
Typically the interviewee will be assessed against a number of different competencies – normally
between 4 to 6 competencies.
An example of a competency would be “presenting and communicating”.
A typical question could be “Tell me about a time when you had to present ideas to a group of
people? Talk me through your approach? How did you feel during the situation and what was the
outcome?” or “Talk us through the biggest obstacle you’ve had to overcome within your career to
date”
A useful way to remember how to structure your answer is under the mnemonic STAR.
(S/T) – Situation or Task. This is the introduction or opening information. Interviewees will
describe the event. It is important to bring the event to life. Numbers work very well here to
create a clear picture. For example – instead of stating “a busy reception switchboard” you could
say “transferring over 50 calls an hour”.
(A) – Action. This is what you did, or the body of the story. It is where you provide details about
actions you took and how you behaved during the situation. It is important to avoid sweeping
statements and to provide plenty of detail. The most common mistake at this stage is to use the
word “We” instead of the word “I” when describing actions. Doing this will dilute your contribution.
(R) – Results. The final part of the technique where you state the results or outcomes of the
situation. Another useful tip is to highlight your learning points from the event/situation at the time
and how, if it was a negative event, you have made steps to prevent a reoccurrence.
Some final tips
• Throughout your answers, highlight the key competencies that you used and ensure that they
are matched to the key competencies required for the role; such as leadership, initiative, control
and adaptability.
• Be as succinct as possible and know when to stop.
• If the key competencies are not listed in the job specification, then you will need to find them
yourself by looking at the duties required for the role, and then find the key words used to
describe these duties. If working within a team is mentioned a lot, then teamwork would be a
core competency for example.
• Try not to mention lots of people’s names and to get caught up in the finer details of the story.
This will cause confusion and dilute the message you are trying to present.
Good luck!
HOW TO MANAGE A BAD INTERVIEWER
on January 28, 2016 |
Frustrating as it may be, there will be times when attending an interview, you get a sense that
you know more about the job on hand than your interviewer does.
This can happen for several reasons, for example, a HR manager, who may be an expert in HR,
but might not have a detailed knowledge of a very technical element of a job requirement.
Or, it could be a stand in for the appointed interviewer who can’t be there because of illness or
whatever.
If this happens, you will quite quickly start to notice the shortcomings of your interviewer and
become frustrated and upset as you realise you are not getting a fair shot at the interview.
So if you are faced with a poor or bad interviewer what can you do?
An untrained or stand-in interviewer will not be a skilled interviewer and so will not address the
interview process in a structured manner.
This means, more often than not, they will not go through your career in a structured manner,
hearing how you developed your skills and experience in the course of your career.
Their questions will be pot-shots, out of sequence and dwelling more on their own areas of
expertise rather than the expertise required for the job.
The first tell tale sign of a bad interviewer is, after your initial introduction, the interviewer gives
you an enormously long and detailed account of the company, its progress and development.
Often they will talk on and on giving all sorts of detail about the company. This is a natural
reaction by an interviewer when confronted with a situation where they are not well practised or
unsure of the interview process and they are out of their comfort zone.
All this is very frustrating after having gone to the trouble of preparing carefully for an interview
that you can see is falling apart through no fault of your own. You can clearly see that the
interviewer does not have the competence to carry out a well conducted interview.
If you detect this kind if situation unfolding the natural reaction is to try to bury the interviewer
with information to show how much you know.
No matter how, where or when you are confronted with a difficult, poor or even aggressive
interviewer, nothing works better than a quiet, calm and friendly response without any sense of
frustration or anger.
It’s when you must be most constrained, level headed and not allow yourself to be drawn into
any level of confrontational conversation, especially in an effort to top your interviewer and let
know you know more than they do.
This is of course very different to letting your interviewer know you know your stuff.
When responding to a question, outline a similar situation you experienced in the past, how you
planned to deal with the issue and most important the result you achieved and ideally in a
measurable way. That could be through money or time saved, a cost reduced or a turnover
increased.
In this way you can tell the interviewer how good you are without appearing to challenge them on
the knowledge stakes. You simply relate what you have done, adding in and demonstrating your
skills and understanding. This is an effective but forceful way of conveying your talents.
By responding in this fashion you are providing information in a format that the Competency
Based interviewer would want.
As with all interviews you need to respond to questions promptly, with clear concise information
and the only way you can ensure that is to know your CV.
Again and again I ask that of clients and the answer is always “Yes, of course I know my CV!”
however, when the questions start it almost always becomes clear that they know roughly what is
on the CV but not with a thorough knowledge.
Bearing in mind that even at the best of times interviews are stressful, especially if you have
three people (or more) staring at you and asking questions. No matter how well you think you
know your CV, you will forget about half of it and will go home kicking yourself for leaving out A
or forgetting about B.
You must read over and over, relive every event you have documented. What was the issue?
What did I do? Who did I work with? What result did I achieve?
When you have it all thoroughly researched, then and only then can you be confident your
response will be concise, professional and informative, and as always, said with a friendly smile.
LONG TIME SINCE YOUR LAST INTERVIEW?

TRY THESE INTERVIEW TIPS
on August 5, 2015 |
Now the job market has picked up many people are job hunting for the first time in years.
Maybe you think it’s finally a good time to change jobs or perhaps you been out of work for a
while. Whatever the reason for your job hunt if you haven’t done an interview in a while then the
thought of it can be quite daunting.
When you get that invitation to attend an interview it’s important to stop and think carefully about
the whole process that lies ahead. And in doing so you will calm your nerves.
First and foremost, remember the whole purpose of an interview is to ascertain if you, the
applicant, is suitable for a position that’s on offer. Nothing more or less and it is just a discussion
between two adults about a particular subject; a job on offer.
They are not there to trip you up or make you feel foolish. Their task is to find out as much as
possible about your past work experience.
If they fail to get the information they want then it is most likely the interviewee who is at fault. If
that person is you, then there are several things you need to attend to.
In the course of any interview, or discussion with a potential employer it is perfectly normal that
you will be asked about relevant parts of your career history that you have documented in your
C.V.
When asked about details of these events it is reasonable to expect that you can elaborate with
more detail about the event, how you dealt with the issues mentioned and the results you
achieved.
This is the competency based interview process. You are expected to be able to relate issues

with a clear explanation of what you did, how you did it, who you worked with and the results
achieved, in monitory terms where possible. Nothing less than a total knowledge with total and
instant recall is acceptable.
Before attending any interview you must review your C.V. or any other documentation you may
have submitted. Think through every situation documented, recall every detail of every event
and how it unfolded. In other words refresh your memory, re-live every detail of every event that’s
of any consequence. By doing so you will be;
 Fully prepared for any questions
 Able to respond to almost any question with total recall
 Able to provide an example of your involvement in a similar event
In this way you will have instant response to the interviewer’s question and, more importantly,
you will be credible.
Why? Because you will have thought through these events in great detail and there will be no
‘oohing’ or ‘aahing’ while you scratch your head trying to recall a detail. You will have immediate
response, you will be in control.
Bear in mind that at interview you will only be asked about two general topics;
1. Questions about your past work – Your career history
2. Questions about you as a person – Your skills

The career history part is straightforward enough. That’s the work you have done and you can
think it through and recall.
Your skills are a bit harder to identify. Think of successful projects or tasks you were involved in
and then ask yourself what skills you possessed that made that project work so well.
It might be creativity, negotiation or sales abilities, technical or other. Every one is a skill and very
relevant.
Make a list, relate them to events past, think it through – yes – refresh your memory.
It is only with long and patient preparation and being confident that you have a full knowledge
and instant recall of every event or topic you may be asked about will you be relaxed and be in a
position to discuss confidently, any issue raised.
Recall, recall and recall again and again; then when you are really ready you will notice that the
butterflies in your stomach will have strangely disappeared.
WHAT SHOULD YOU DO AFTER AN

INTERVIEW?
on June 18, 2015 |
The interview comes to an end, you survived, answered all the usual interview questions and
asked a few good questions back.
They say, “Thanks for coming in to see us today, we’ll be in touch”.

The temptation is to cut and run; get out of the room, into the fresh air and breathe again after
the stifling atmosphere of a stressful interview.
Outside you will either punch the air or think ‘I nailed it’ or look down at your feet and think ‘I
made ‘a bags’ of it’
Either way you are doing the wrong thing.
AFTER AN INTERVIEW TIPS
Remember what they tell all the sales people in sales class – always finish the meeting by asking
for a a sale. In your case always finish an interview by asking for the job.
The last minute you have in front of your interviewers is your last chance to demonstrate your
control and command. You have to conclude and make your exit with confidence.
Before taking your leave, you should do two things.
1 . Tell them how interested you are to the job on offer.

2. Ask for the job.
By the time you got to the end of the interview you will have no doubt have identified the real
decision maker on your interview panel which is more often than not, three people. HR, the line
manager and perhaps his/her boss as well.
As you begin your exit, thank the two lesser mortals first and then with your target person shake
their hands and as an excuse to start a conversation, you could make reference to the questions
you were asked, adding that having carefully looked over the company details almost all the
questions you had in mind to ask were answered in the course of the interview which left you
with little to ask at the end of the interview.
However, after listening to him/her speaking about the company you got a good feeling about the
place and in particular the job on offer. Quickly add a few and only a few, very pertinent skills
that may apply and then in the true salesman/woman style, look them straight in the eye and say
directly I hope you will consider me for the position. Say it with a smile and a positive nod of
approval. In other words; close the sale.
I am frequently asked by people if they should send a thank you note after an interview. I
personally don’t think it’s ever necessary and could be even looked upon as being somewhat
‘pushy’ or over extending yourself when not necessary. However some people do like to send a
thank you note to those concerned. This is a personal thing and some like to and some don’t.
The most important point to bear in mind is if doing this is to be sure you are comfortable in doing
so.
If the interviewers were hard nosed and the interview was decidedly, cold and impersonal then a
thank you note may not be appropriate. If on the other had you felt good at the interview and you
believe a thank you would sit well with the people concerned, then send one. Just do what you
feel right and what you’re comfortable with it.
If sending a thank you note, send that and only that. It’s not an opportunity to start selling
yourself all over again or sending your C.V. all over again. Just say thanks for your time, you
look forward to a favourable decision as you know you have a lot to contribute. You look forward
to hearing from then in the near future….. etc. No more. As it will most likely be an e-mail send
it to whoever arranged the interview and CC the others.
It the interview was arranged through a Recruitment Agency, ring your contact there and in an
enthusiastic manner thanks them for arranging it, you had a really good feeling about the
meeting and the company and you were so surprised how close a match you were to their
requirements…… Stop there, don’t over do it. Thank them for arranging the interview and ask
them to get aback to you as soon as they hear anything. It’s not unusual for a company to
discuss a short list with their recruiter so show your enthusiasm and keep them on your side.
Good luck!
HOW TO GET YOUR INTERVIEW BODY

LANGUAGE RIGHT
on May 29, 2015 |
They say that in interviews a large part of decision whether to hire or not is made in the time it
takes you to walk in the door and sit down.
There is little doubt that body language plays a part in that.
I’m not sure if it’s as high as 50% but without doubt it adds considerably to the unconscious ‘like
or no like’ decision.
So you may have a super CV, a well prepared introduction, answers ready for almost any
question, all as you should but don’t waste all your preparation with a poor presentation.
One area that frequently is forgotten is your body language or personal presentation which can
emit a message stronger than words.
Your demeanor your expression, your attitude, your entrance will radiate the kind of person you
are.
He’s good, she’s nice, I like him, she knows her stuff, I’d avoid this fellow, wouldn’t like her on my
team are all the kind of instant impressions that may precede any informed opinion that is made
after hearing about your skills and experience.
Pay attention to the last part of the application process and pay close attention to yourself and
your body language or personal presentation.
INTERVIEW BODY LANGUAGE TIPS
When entering the room, breath deep and confidently walk in, shoulders back: for no reason I
know, rarely do interviewers introduce themselves, so go straight to the first person and say good
morning, Mr/Ms Jones and then the next person and the next giving each a good firm handshake
with a dry hand.
If you have done your interview preparation you will know them by name so address them by
name. Look them straight in the eye, smile as you do so and sit down. Set your folder on the
table to your side, open it with the C.V. on top and do not look at it again. But have it there so if
asked for a copy you have it or if the unforgivable should happen, you forget a name or a date,
refer to it and push it away.
Maintain good eye contact with each and after the initial hello’s, if there is a silence of more than
5 seconds, make a little pleasant small talk, something that is a question rather than a statement
and someone will have to answer. You just might get a conversation going which is to your
advantage.
Sit up straight, smile a little as you answer questions, look from one to the other as you respond
to questions. Include everyone in your answers. Do not ever sit with your arms folded.
When the interview is complete, have a few sensible questions prepared. Ask your questions,
discuss what they say, thank them for their time and say you look forward to hearing from them
in the near future.
Shake hands and leave.
Outside the room if there is an assistant working at a desk, do not make any comment to them
about the interview, good, bad or indifferent. They could be the husband/wife/brother/sister or
friend of a member of the interview panel. A casual negative comment could easily find it’s way
back to the interviewers and ruin what might otherwise have been a good performance.
Now this whole process should begin long before you walk into the room. Making sure your body
language is positive and confident is connected to some of the more practical elements of your
interview preparation.
Know who will be interview you
Make sure you are familiar with who your interviewers are. If you haven’t been told, ring the
company HR or your recruitment agent and ask. In either case they will usually be happy to
advise. There is no reason why they wouldn’t.
The more you know who these people are, the more it will take away some of the mystery that
you would experience if it was a room full of strangers. Ask or view the company website, see
who they are and what they do, search their name in Google images and possibly see a picture
of them. Again, the more you know, the more comfortable you will be walking in that door.
Know where you are going
The evening before check out the address and location of the interview. The company may have
several offices in different locations. HQ on the North side but HR and administration South
Side, just check it to be sure you go to the right location.
Be presentable
Don’t eat heavily spiced food the night before or strong smelling food at lunch time such as a
sandwich with lots of raw onion. Gurgles don’t work well at interview and your breath is your own.
Clothes clean and fresh. Physical appearance the same. What to wear at interview is a never
ending question with everyone having a different opinion. Whatever you choose to wear it
should be crisp and clean and clearly be clean. If you are in doubt, ere on the conservative side.
Once you get the job you can do as you like.
If it’s a cold day and you have a hat, scarf, overcoat, umbrella, brief case and of course your
folder, get rid of all this stuff in the waiting room
Get there in time
Arrive in plenty of time and take 5 minutes in the fresh air before you enter the building. If there
are others in the waiting room, avoid getting into conversation. Concentrate on your
presentation.
Don’t forget your CV
Bring with you a simple folder that is easy to open with two or three C.V.’s and a page with the
name, title, company and phone number of three referees. If asked, you can conveniently
produce copy.
Walk in ready to go.
HOW TO CALM INTERVIEW NERVES

on May 1, 2015 |
Do you suffer from interview nerves?
If the answer to that question is yes then this scenario is probably all too familiar.
You walk into the interview and are greeted by two, four or maybe six beady eyes staring at you.
Your mouth goes dry, you feel heat coming up your neck into your cheeks, and you know they
are going red, you feel cold perspiration on your forehead, and in answer to a greeting you
squeak or make a strange noise that sound vaguely like ‘good morning’.
It’s happens to the best of us and if it’s happened to you be assured, you are not alone. Plenty of
people get nervous at interview.
With the exception of a very young person at entry level facing their first interview this kind of
situation should never happen if you are fully prepared.
Prepare
Preparation means having a total knowledge as far as is possible about your own career to date
and the company you are applying to.
Interview nerves are directly related to not being sure or confident about your career. Most
people think they know their career, but really do not. Not sufficiently for interview purposes
where you must have instant and total recall of every situation or event you display on your C.V.
An example of what I mean by instant and total is just supposing you met an old school friend
who you hadn’t see in twenty years. In conversation, supposing they said, ‘I was only thinking of
you last week, do you remember the time we skipped college and went off to the cinema instead”
Your immediate response might be a long delay, a blank stare and then very slowly you it starts
to come back to you. You might say, ‘yes, I forgot all about that’, and with some further thought
add, ‘yes we went to see Braveheart and then something to eat afterwards.”
Now what’s that got to do with knowing your career history, you ask?
Just this: Imagine and just by co-incidence the very next day you met another old college pal who
said the very same thing to you. You would reply instantly and rattled off all the other details as
above, without a seconds thought and in all good humour.
Why?
Because when you were asked the first time the whole event slowly came back into mind as it
had faded away after twenty years lost in the mists of time. When prompted you recalled the
whole event, it came back into mind. You refreshed your memory and that event will be instantly
recalled again if asked. (For a while anyway).
Likewise you must go through every event in your career history, recall the whole event. Refresh
your memory.
You must examine your skills or special attributes. How and when did you develop these skills?
Refresh your memory.
Only when you have done this exercise with every comment you make in your C.V. and cover
letter will be you competent to answer any question asked.
Knowledge and familiarity are the best cure for interview nerves. Good preparation with lots of
recall is the answer.
Therefore take each section of the interview process and prepare.
1. The company who has invited you to interview
Search the company on the Web. If financial information would be relevant you may be able to
get enough from their results page if available. Larger companies and PLC’s usually have a
download page.
2. Who will be interviewing you?
You may or may not have been given this information already. If not ring the HR office of the
company you are applying to and in preparation you would like to know who will be interviewing
you. It’s not a problem and they will probably be quite happy to tell you. Check them out on the
web; all advance information helps. When you walk in the door you will be able to recognise
them and address them by name.
3. The job specification and likely expectations of the job on offer
Print off the job specification and lay it beside your C.V. Underline everything that is on the job
spec’ and your C.V. These are the attributes that link you to the job. Go over each and think it
through and dare I say it, refresh your memory!
4. Your skills and experiences that directly relate to those expectations
Exactly as in No. 3 above
5, An in-depth, total and intimate knowledge of your career history
This is covered earlier on. Read and re-read your C.V. Re-live every event of your career to date
in detail. Refresh your memory!
6. Well thought-out questions you can ask about the company
You will find lots to ask about on the company website and maybe on the job specification as
well. It will also tell you about the company expectations.
Knowledge, familiarity and preparation are the key to confidence which allows you to respond
comfortable to almost anything asked. Total recall of your past will also allow you to slide into a
topic or a past event that might not be a direct answer to a question but an example close
enough to what has been asked and where you are a bit light on experience.
Now you know how not to be nervous in an interview, so there is no need to feel anxious or
nervous. Plus always remember that an interview is just a conversation between a few adults
about a job on offer.
Be yourself, don’t pretend and remember to smile, here and there throughout the meeting.
WHAT’S THE BEST ANSWER TO THE

QUESTION “WHY SHOULD WE HIRE YOU?”
People often feel challenged by the interview question: Why should we hire you?
In reality – the entire interview is a breakdown of answering this question. There is no definitive
answer as it is bespoke to each role and candidate.
The key to a positive interview is preparation.
When a candidate is ill prepared it is very obvious to the interviewer. It shows a lack of interest in
the role and company. Naturally, this is not what employers what to see.
They want to see someone who is passionate about the company and the role and someone
who feels they can add value.They want to be confident that you want the role and will stay with
the company.Keep this in mind as you prepare your answers.
Commercial awareness is a value attribute to display in an interview and will separate you from
others in a positive way.
To help you with this question – why should we hire you, I have broken it down to the core areas
the prospective employer is looking to garner information about you from.
• How do your skills match the job requirements/specification?

• Do you have the right core competencies for the role?
• Provide us with examples of when you have demonstrated these skills/competencies.
• Can you share stories of your key achievements with us?
• How can you add value – i.e. make the company money/save the company money?
• Do you match the company culture/values/philosophies?
• What is your unique selling point? i.e. what separates you from your competitors in the job
market.
(This doesn’t have to be something completely different – it can be a unique combination of skills
and behaviours).
• What are you going to bring to the team?
• Why do you want to work with us?
• What do you know about our company – our products and services?
• What is your understanding of what the role entails?
• Have you any ideas you would like to bring to the table?
• What are your shortfalls when it comes to this role?
Make sure to include tangible examples throughout so the employer can get a good feel for your
strengths and proven abilities.
If you have no experience in certain areas, prepare, where possible, scenarios of what you would
plan on doing in these circumstances.
If you prepare answers for each of these questions, you will increase your changes of securing
the role greatly.
On completion of your preparation, you will be in a position to be able to summarise your

answers into a short paragraph to answer – why should this company hire you.
INTERVIEW DOS, DON’TS AND NEVER

EVERS
With the job market looking positive for 2015 there should be lots of opportunities presenting
themselves in the weeks ahead.
Every opportunity means interviews, and lots of them.
To be successful and confident at interview the most important preparation you can make is to
read over your C.V. again and again. You have to know your stuff!
Don’t assume you know your career history, you don’t. In the stressful atmosphere of an
interview, you will be tense, under pressure and you can be absolutely certain you will completely
forget most of what you intended to say.
The only antidote to this is in advance recall every task you have done, in detail. Recall how the
events you document on your C.V. came to be, what was your involvement, who did you work
with, what did you do, and what was the result.
In other words: Refresh your memory in advance of the interview, don’t wait until you are asked
to start trying to recalling a past event. Only by thinking through all your experience and
achievements in advance, will you be able to relate these tasks promptly, in detail and with
confidence.
Knowing your C.V. is obvious but, it’s amazing how many people assume they do, but don’t.
All the above is a given but, there are some other do’s and don’ts that must be noted.
The Do’s
1. Do remember that you are on a selling mission and at interview, you are the product, so you
must sell yourself. It’s not a time for modesty; if you don’t outline your skills and abilities then the
interviewers will never know. Don’t be afraid to tell them about what you do, what you have done
and your achievements. Telling these facts nicely will not be considered bragging unless, you tell
it in a bragging style. After all this is what an interview is about, deciding whether you have the
requisite abilities for the job on hand.
2. Do research the company you are applying to. Let it be seen, you know about the company’s
products and progress over the last few years. If possible review their financial statements so
you can make an intelligent comment when appropriate.
3. Do allow the interviewer to prattle on if they want. If you suspect you know more than your
interviewer (yes, it happens) about any topic being discussed, don’t compete. Use your
knowledge in the course of conversation but, never upstage the interviewer.
4. Do Bring with you everything you might need and that includes three or four copies of your
C.V.
5. Do double check the address to which you are to attend. The ‘ABC Corporation’ may have
several addresses around the city.
6. Do ask a few pertinent questions pleasantly and with a smile.
7. (One extra Do, I nearly forgot. TURN OFF YOUR PHONE!)
The Don’ts
1. Do Not ever be late for an interview. There is no excuse, you will ever think of that is
acceptable.
2. Do Not ever criticise past employers or colleagues. Speak with fond memories.
3. Do Not ever be personal, familiar or start a joke.
4. Do Not ever ask about salary.
5. Do Not ever get entrenched on an issue. Offer an opinion if asked, but do not argue.
Remember the saying if you think you are arguing with an idiot so do they!
6. Do Not ever offer views about the company unless asked. Even then, be complimentary rather
than critical.
The Never Ever’s
1. Never Ever smoke before an interview. A five minute chew on a piece of gum does not work. If
you are a smoker, abstain for several hours before the interview and do not smoke in your car on
the way. Your clothes will reek of cigarette smoke and this is frequently a complete turn-off for
some employers. Suffer it for an hour or two.
2. Never Ever eat heavily spice or flavoured food before an interview. Your breath is your own,
so keep it to yourself. Also do you really want a dose of the rumbles or worse, repeating in front
of an interview panel? Ideally, eat lightly and well in advance.
5 TIPS FOR DOING A GREAT INTERVIEW

on December 3, 2014 |
Interviews are stressful every time and no matter how well prepared you are, there are a few
basics that you need to keep in mind.
It’s not a time for modesty; if you don’t outline your skills and abilities the interviewers will never
know. Don’t be afraid to tell them about what you do, what you have done and your
achievements. Telling these facts nicely will not be considered bragging, unless you tell it in a
bragging style. This is what the interview process is all about; deciding if you have the requisite
abilities for the job on hand.
Never assume that all members of the interview panel have read you C.V. thoroughly and have a
clear idea of your career history. They may not. It’s more likely that other than HR, your C.V. will
only have been circulated a short time before your interview and at best it got a cursory glance.
Also bear in mind that to some of the interviewers, partaking in this interview process can be a
nuisance as they may have just got roped into it. They may not attach much importance to the
whole affair. They are busy, hundreds of things to do, meetings to attend and suddenly there is a
knock on the door, HR looks in and says, “Are you ready, the interviews start in five minutes”. Oh
no, they think, ‘I need this right now like a hole in the head’. These are the people you have to
appeal to and grab their attention quickly.
1. You are the Product
It’s a well know fact that you must sell yourself before you try to sell any product and since you
are the product, you must first get your mind-set right. You are on a selling mission.
In essence, you have got to be nice, pleasant, friendly but knowledgeable and very professional.
This includes all the obvious like a nice smile, a firm handshake and a friendly, good morning,
etc. And all that’s just the first ten seconds. It’s likely you will be in front of these peoples for at
least another 40 minutes, so you have two choices; sit quietly and answer what you asked or ‘go
for it’ and start talking.
More likely than not, your interviewers will have worked out a plan. HR will introduce, Technical
Manager will ask about your technical knowledge or technical issues, the Senior Manager may
ask about your project work and so on.
I’m not suggesting for one moment that you can direct the interview, but you can change the
format a little in your own favour. It requires a talkative and friendly manner so as they say, go in
swinging. Hi to everyone, handshake, it’s a lovely/horrible day, delighted to meet and looking
forward to this as it’s so like what I’m dong in the ABC Company where I have been since I got
my Masters in Electronic Engineering. I was surprised to see how fast the business has grown,
which must be a sure sign that the economy is ….etc, etc.
It’s more likely than not they will engage in conversation and depending how interesting you are
will dictate how long you can keep the conversation going which allows you more time to add
comment about yourself and in the manner you want, with lots of examples of work thrown in.
You will get the early stage of the interview off with a good with some friendly banter and the
opportunity to change what might have been a dull question and answer session into a more
pleasant, good natured conversation.
If it’s something you would be uncomfortable doing, don’t. If however you are at ease in
stranger’s company, go for it, as it works well eight out of ten times.
2. Know your CV
Know your C.V. Know every detail of your career history. Read every issue, claim or event you
document. In advance of the interview carefully and slowly think through each of these events in
your mind. Recall every detail of that event and your part in it.
By doing so you are refreshing your memory in advance of the interview and it will be fresh in
your mind when asked. In this manner your response will be immediate, concise, with total recall
and most of all, it will be credible
3 Focus on topics not questions
Don’t spend too much time trying to anticipate exact questions you may be asked. Broaden it in
your mind.
Write down six or eight key topics that you think you will be asked about. Think carefully and in
detail of two situations that you were involved in under each chosen topic. Recall the events
carefully and refresh your memory and in doing this will prepare about twelve situations, two
under each of the six topics that you choose that are real and factual. These will be situations
that you were directly involved in. By doing this you will be armed with really good examples that
if not the answer to exactly what you were asked, they will be close enough to satisfy the
interviewer.
4. Know your interviewer
As far as possible find out who will be interviewing you. If the appointment is through a recruiter
ask them. They will usually advise or at least find out if they are not sure. They will want to see
you do well as it’s in their interest that you do. Knowing who you will be meeting does help you in
your preparation.
5. Take notes
Immediately after the interview and I mean immediately, the moment you sit in your car or get on
the bus, write down the main points raised and the questions asked all while it’s still clear in your
mind.
If you get called back for a second interview a week or two later you will thank yourself for
making these notes. It will help prepare you as what you recorded will be a clear pointer to the
main concerns that have and their areas of particular interest.
Lastly, at the top of this page I said five interview tips, but there is just one more that I believe
applies to any interview, anywhere, any time, with anyone and at any level.
That tip is just: Smile, not a big cheesy grin but a smile when greeting and pleasant smile here
and there through the interview. Always speak well of past employers with a smile and fond
memories. You will look and come across as a much nicer person, every time.
WHAT TO DO IF YOU DON’T UNDERSTAND
AN INTERVIEW QUESTION
Have you ever been been in the position where you didn’t understand an interview question?
A common mistake I see in interviews, is people not answering the question that they are asked.
An interview can be stressful for candidates and it is difficult to retain the high level of
concentration required throughout in order to answer questions asked properly.
What most candidates do not appreciate, is that they can always ask the interviewer to repeat or
clarify a question they have been asked.
It is more beneficial to do this, than to guess what you were asked and risk providing a weak
and/or irrelevant response.
Not all interviewers are adequately trained at conducting interviews, which is another factor to
consider. They can ask long winded, unclear and complicated questions which place an
additional burden on the interviewer to decipher what they are being asked.
If you politely call the interviewer on this, then they can often correct their wrongs and make it
easier on you.
An untrained interviewer is more likely to be concentrating on what they are going to say next
over listening to what you are saying, so this can balance the stakes somewhat too.
So how do you ask an interviewer to repeat a question politely?
The key is tone and delivery. Some examples of positive approaches are:
• Am I correct in saying you are asking me X?

• Just so I am clear, you would like to know X?
• Would you mind repeating the question so I’m clear on what you’re asking?
• I didn’t fully understand the question, would you mind repeating it for me?
Some candidates have difficulties understanding strong accents, especially if the interview is in
another language to their mother tongue.
If at the start it is very evident that you cannot understand what they are saying, you will need to
express that to them from the outset. For example– apologies, I am unfamiliar with your accent
and finding it difficult to understand at times. Would you mind repeating that please? This should
give them enough of a hint to slow down and speak more clearly.
If it is a role in which you will be required to deal with the general public and a variety of accents,
I would add a line to show the interviewer that you have an ability to get used to a variety of
accents but are still getting used to some.
As with all interviews, the more you prepare, the less taxing they will be on your concentration,
making it easier for you to answer the questions you are asked.
Asking for clarity shows confidence and that you are focused on getting it right over guessing
which is also a positive competency.
HOW TO ANSWER THE INTERVIEW

QUESTION “WHAT’S YOUR CURRENT
SALARY?”
on October 17, 2014 |
I think it’s unfortunate that there are still companies that go to great lengths to find out how little
they can get away in terms of salary when hiring a new employee.
There is the saying “if you pay peanuts and you will get a monkey” and it’s true.
Where companies strive to shove pay levels downwards rather than pay a fair salary, reflecting
an individual’s experience and the talents they bring with them, then they are only lowering the
bar instead if striving to improve.
You can argue all these points back and forth, rationalise it any way you want, but at an interview
if you are asked the question such as “what’s your current salary?” or “what’s your salary
expectation” then what’s the best way to answer it?
The money talk usually comes about the end of most interviews, but only when the employer is
interested in the candidate. Obviously there is no point in going through a whole negotiation
exercise is your not interested.
The money question is always an awkward one, awkward to ask and even harder to answer but
as an interviewee you need to be very prepared for the question.
The question may be asked to find out how cheaply you can be bought or to find out if your
expectation is more than the company can, or is prepared to spend.
Now it’s fair to say that you are hardly going to ask for less than your current salary. You don’t
want to undersell yourself and by the same token it’s not recommended that you lie blatantly and
quote unreal amounts.
It’s unlikely that your salary is going to be checked unless you quote something unrealistic. A
past employer would be unwise to confirm or deny your earnings if asked and your new employer
is unlikely to mark in their diary, a reminder one or two months advance to check out what your
P60 says when you hand it in to the wages department after you start work.
However having said that, this it is not intended to encourage anyone to inflate their salary, if
asked.
Back to the question of being asked your salary expectation. I believe this is the only occasion at
interview, when you don’t have to give a straight answer. It is also the only occasion when you
can answer a question with a question.
The suggestion is that when asked your salary expectation is the moment when you look your
interviewer straight in the eyes and with the most innocent look you can contrive ask in a slightly
confused manner “well I’m really not sure as I don’t know how you structure your salaries. Is
there a bonus, commission, overtime, health insurance, travel allowance? etc, etc, etc, which
hopefully will prompt the interviewer to open up a little.
And it’s at this time that you must do a little negotiation within your own head.
If they reply, for example, that they have a very generous commission, a car allowance and
health insurance you can quickly calculate that all that is worth at least 10/15/20K and you can
therefore lower your expectation a little. If they reply they pay no extras then you obviously may
need to harden on your salary requirement.
In other words a bit of information will help you define your minimum requirement and not get
less than your current or last job.
This approach does not always work and if you don’t get the required response then you are
back to square one and you have only one of two choices. Tell the truth or not.
Having said all the above, I can honestly say I never ever had a client lose a job opportunity by
trying to negotiate a bit extra.
If the salary level is discussed and you are advised that the maximum pay level is, for example,
5k less than your expectation, then in a good humoured manner suggest you split the difference.
It just might work. If they say no, reply, ‘you thought that would be the answer, but would never
forgive yourself if you didn’t at least try’.
Once the deal is done and you accept an offer there is no going back for more.
So negotiate as hard as you can without being belligerent and back off when you know you can
go no further. Do it in a good humoured fashion and you will do no harm to your chances.
HOW TO ANSWER NEGATIVE QUESTIONS AT
AN INTERVIEW
on September 29, 2014 |
You are at an interview, you have carefully prepared for every kind of question you can think of
about your work history, you have answered all the question’s asked and so far you are pleased
with your performance.
You feel confident and believe it’s going your way.
Then up pops the negative question;
– What kind of people do you not get along with?

– Have you ever had a manager, you didn’t get on with?
– What kind of jobs or tasks, do you not like doing?
– Have you ever had a row with one of your superiors?
– What kind if decisions do you find hard to make?
And so the list goes on and on.
In an effort to give the impression that you have experience in every aspect of your employment
you may attempt to answer these questions with possible real issues where you had a dispute,
an argument or a plain good old fashioned row with someone you worked with.
To do so is the quickest way to have yourself deleted from the ‘possible candidate’ list.
By admitting to being involved in any form of discourse, it immediately raises doubts about your
character or suitability.
In a past job if you had an issue with a manager no matter how right you may have been, to try
and explain this will never ever convince your interviewer that you were right, it just will never
come across as credible.
The interviewer will simply tick the NO box beside the;
‘Gets along well with colleagues’ question.
Later that day, after viewing the notes on six or more interviews that day the interviewer will only
see the No comment and give no further thought to your explanation.
Always beware of the negative questions; they will ruin your presentation every time, no matter
how careful or well balanced your response is.
If asked such a question, I would advise you shut it down completely. If, for example, you are
asked: ‘what kind of a person do you find it hard to get on with?, respond by looking vaguely into
space for a second or two as you try to recall such an event.
Then respond by saying ‘No I don’t think I have ever had a colleague that I didn’t get on with. I
think I get on well with most people. You won’t be challenged on this. Your reply will end that
thread of questioning.
There is, however, one negative question that you do have to reply to and that’s;
What are you not good at?
Everyone has a weak point. So in readiness or this you must prepare an example that’s not too
innocuous, that’s not too serious, but most importantly, you must also have the cure for your
shortcoming.
Good preparation for such a question is to think carefully about a past experience.
Recall of some issue where you ‘learned a lesson’ in some situation and use that lesson as an
example of the remedy you have developed to deal with the issue. That’s your cure. By dealing
with a question of this nature you will be explaining an issue or event were you had had difficulty
but now have the matter under control.
A very timid effort at this was when one of my clients replied to the question by saying they
always had a very untidy desk and took ages to find anything they needed, every time. They
added that their new year resolution was to tidy away for the last five minutes every evening so
their desk was ready to go first thing every morning.
While it’s not a great example and not as good as it could be, it explains the sentiment of what I
am saying.
The important point is that it’s a real example and it worked. The interviewer is unlikely to say
‘that’s not good enough tell me another’. They will accept it and move on as it’s not an issue any
more.
Keep smiling, keep positive and always speak about past colleagues and past employers with
fond memories.
WHAT SHOULD YOU DO AFTER AN

INTERVIEW?
on September 12, 2014 |
I am often asked “What is the correct etiquette or protocol after an interview?”
There are no concrete rules around this; however, the following tips should offer some guidance.
Establish when you will hear from the employer with the outcome of the interview. This is
normally stated at the end of the interview. If you are dealing with a company thorough an
agency, the agency will do this on your behalf. If you are dealing with the company directly and
they do not mention the timescale to you, it is acceptable to ask at the end of the interview.
If you do not hear back from the interviewing company within a reasonable time, or the time
frame you have been given, follow up by telephone or preferably in writing. A reasonable time
frame is usually 2 to 3 weeks.
The company may have to interview a large number of candidates and then make a final
decision on second interviews or hires. You also need to take into account employers annual
leave and approval processes. I have witnessed companies taking months to respond to
candidates – so be patient.
If you are unsuccessful do not despair – put it down to experience. Your performance may have
been great but you are in competition with other candidates who may be more suited to the role
or simply presented their case better on the day.
When you have recovered from your disappointment of being an unsuccessful candidate, reflect
on your performance and how you can improve the weaker elements.
Some employers are willing to provide feedback. This is usually given over the phone so give the
relevant party a call or send an e-mail, to arrange for an appropriate means of you receiving a
feedback.
Be aware that employers are often hesitant to provide negative feedback as this can be received
badly by candidates. If they are hesitant, highlight how you would value the feedback so that you
can improve for future opportunity and this may ease their concern. Opinions are not facts so be
discerning when receiving feedback – what might be viewed as negative by one employer could
be the opposite for another.
Log the feedback and focus on how you can improve for the next interview where necessary but
also focus on the areas you did well in. I run interview coaching sessions which can help improve
your interview technique but remember whatever the outcome, interviews and selection centres
are valuable learning experiences and the right job is the one you will be hired to do.
INTERVIEW QUESTIONS ABOUT TECHNICAL

ABILITY AND PRODUCT KNOWLEDGE
on August 5, 2014 |
Most interviews for roles that require technical knowledge like to see good product knowledge so
interviewers will look to see evidence of your product knowledge and technical skills.
Answering these challenging questions well, can really make you stand out from the crowd and
showcase your skill level. I have spent some time preparing a series of sample questions and
answers that cover this area.
If you are applying for any kind of technical role or consultancy role then I would suggest your
read through my sample interview questions below and spend some time thinking about how you
would answer one or more of these.
Below you’ll find an opening question from an interviewer and then sample supplementary
questions.I have given some guidelines on the type of answers the interviewer will be looking for.
Ideally, you should try and answer the opening question in a comprehensive manner so that you
can eliminate the need for the majority if not all the supplementary questions.
I would suggest you use the STAR technique to help you prepare your answers.
Opening Question
 Have your responsibilities in your current job changed in the time you have been in the
post?
 How has that affected your results in the job?
Supplementary/Follow up Questions
 What was the reason?

 How did you feel about the change?
 What did you do?
 What was the response?
 Were you more effective as a result? How?
 Were you able to negotiate some compromise? Why?
What the interviewer is looking for
 Describes both situations clearly
 Not defensive about response
 Ability to evaluate the impact
 Awareness of own needs as a result of change and prepared to fight for them
Opening Question
 What did you learn in your previous interviews/your pre interview research on this
company about what your job is going to be like?
 How did you come to that conclusion?
 What have you done to check those facts?
 How do those facts match your expectations?
 Recall
 Have an interest in the whole company recruitment process
 Have a personal process for building up a picture/concept of what work will be like in the
company
Opening Question
 Give me an example of a situation in the past – process or system orientated – where
you made a serious mistake. What did you do?
 How did you tell people in authority?
 How did you tell your client(s)
 How did you tell your peers?
 Recognise the consequences of their actions
 Sees a way to recover the situation
Click here to read interview questions about change

Click here to read interview questions about people management
YOUR INTERVIEW CHECKLIST

on July 24, 2014 |
A good sales person begins their presentations by selling themselves before they start selling
their service.
Don’t ever forget at interview you are on a sales mission: you are selling yourself.
So how do you sell yourself to the client/employer?
You establish a rapport verbally and non-verbally in the opening minutes through some very
basic communications;
– Giving a firm handshake

– Establishing eye contact and smiling
– Using the interviewer’s name and giving undivided attention
– Showing calmness and confidence
– Looking the part and being well-groomed
To sell yourself, you must firstly identify with the interviewer. Aim to get the interviewer to like you
before you start selling your work skills and achievements. Remember that an employer is buying
more than just a product – people buy people first.
Sell Yourself:
Sell own personality and attempt to establish a rapport – especially in the early stages.
Sell your own worth, skills and experience and show confidence and enthusiasm.
Look for buying signals, outline where you can present solutions to problems.
What an interviewer/employer will like:
Manner: Polite, sincere, alert

Sales: Presentation: clear, concise, well prepared
Timekeeping: Punctuality: no time wasting
Knowledge: Own skills and employer’s company
Sensitivity to Needs: Listening, not trying to sell where there is no need
Appearance: Smart, fresh, clean, appropriate dress
Why is Preparation and Practice Necessary?
Our minds work very fast and are often way ahead of our ability to articulate. At interview, the
brain races ahead, filling all the gaps while we are still groping for the right words.
Interviews are fraught with tensions on both sides and may become annoyed with yourself if not
at your best. There is a great deal at stake: the chance to prove yourself and, of course, that all
important job.
The impressions you make in those first few moments can outweigh all of a superb work record.
Practice means rehearsing, first by yourself and later by role playing with others, friends perhaps,
and as much as possible.
Try to anticipate and simulate the real encounters ahead. You may feel a little foolish in
practicing like this sometimes, especially if you are doing so on your own, but it will all add to
your sharpness when those all important ‘for real’ interviews come along.
The Interview:
To almost everyone, an interview is an ordeal. For the executive with so much at stake, to
present himself as an ideal applicant in roughly one hour, facing a potential employer can be a
nightmare. For the entry level people the first interview can be terrifying.
It need not be. Practice will help you to feel at ease and in control, so that only what is best and
what is required comes across. This takes time, care and expertise. Preparation and practice is
essential.
1. Know your own product: Study your C.V.
– Recap on your achievements and skills

– Compare all your skills and abilities with any specified requirements
– Think through relevant work issues you dealt with in the past. Recall every detail in sequence.
In other words refresh your memory in advance, don’t wait until you are asked and then start
trying to recall a past event.
2. Research the company:
Company details – The Structure, – Products, – Activities, – Directors, etc.
3. Prepare your own questions:
– Prepare about 4/6 questions about the company and/or the market, not about terms of
employment or remuneration. Most companies have a web site that will provide all information
needed.
Planning and Preparation:
Key things to do before the interview all painfully obvious, but happen over and over again.
Confirm the Interview
* Check the time.

* Ask who will interview you.
* Obtain a job description.
Plan how to get there

* Ensure you are going to the right location if the company has multiple offices.
* Choose your transport and check travel times.
Dress the Part
* Remember that you are a professional about to conduct a business meeting appearances
and first impressions count.
* If in doubt about your clothes, err on the side of conservatism.
* Check with people you know well, ask them what impression you really create.
* Make the most of your appearance.
Arrive on time
* Allow yourself time to cool down and freshen up.

* Browse around the waiting room: there may be useful literature available.
* Run through your selling points again.
* In some cases be prepared to fill in an application form.
* Avoid idle conversation with others concentrate on what you are going to say.
Face to Face
* The interviewer is on home territory, so wait for him/her to introduce themselves.

* Smile – eye contact is important.
* Use the interviewer’s name occasionally.
When going to an interview, remember to take with you:
* Two copies of your C.V.

* Possibly an application form.
* Copy of the job specification, if this has been provided.
* A list of questions you need answered.
Carry them in a folder or in a folder within your briefcase so you can retrieve them easily without
fuss.
At the Interview:
DO:
* Turn off your mobile before entering the premises

* Greet the interviewer with a warm and firm handshake
* Maintain good eye contact throughout
* Sit properly – relaxed but not slouched
* Tell the truth and listen carefully to what’s said
* Answer the question you are asked
* Dress smartly and conservatively
* Smile
DO NOT:
* Fold your arms or interrupt the interviewer

* Criticise past employers or colleagues
* Be personal or familiar
* Ask about salary
* Swear – even mildly
* Smoke before an interview. Mints don’t work.
and;
Never, never ARGUE.

When you think you are arguing with an idiot……….. so do they!
Assertiveness and Body Language:
Be aware of your body language and mindful of posture, eye contact, gestures, appearance,
breathing, etc. If you are nervous, hold something in your hands, for example your glasses or
perhaps a biro. It will stop you fidgeting. Modulate your tone. Smile. Give plenty of smiles
throughout the interview. Nobody wants a dull, old bore on their staff.
If your interviewer makes a joke, laugh nicely, but do not try to joke back. Respond to small talk
with a little small talk, but do not take a lead and ramble on about a subject you alone may be
interested in.
Be brief, be to the point, be factual, be pleasant, state only facts and do not offer opinions unless
asked, and do not forget;
REMEMBER
The answers to virtually all the questions you will be asked are contained in your own bank of
information. Your achievements and your skills all in your C.V. Use this Information in all your
answers.
Good luck!
INTERVIEW QUESTIONS ABOUT PEOPLE
MANAGEMENT
on July 22, 2014 |
Are you about to do an interview for a job in which seeks people management skills?
I have spent some time preparing a series of sample questions and answers that cover the area
of People Management.
If you are applying for any kind of people management role then I would suggest your read
through my sample interview questions below and spend some time thinking about how you
I start with an opening question from an interviewer and then move to include sample
supplementary or follow up questions. I have given some guidelines on the type of answers the
interviewer will be looking for.
Don’t forget to use the STAR technique to help you structure your answers.
Opening Interview Question
 Give me an example of when you have been required to explain a complex idea/concept
to a client.
Supplementary Interview Question
 Why did you need to explain it?
 How did you prepare?
 What response did you get?
 What lessons did you learn?
 Clear sense of purpose
 Structured approach
 Put themselves in the other person’s shoes
 Evaluated and learnt from the experience
 What approaches have been most effective for you in persuading others to your own
point of view?
 How do you decide on your approach?
 What have been the responses you have experienced in the past?
 When has your strategy been less successful?
 What was the cause?
 How have you adapted your strategy over time?
 Awareness of self
 Awareness of personal power styles
 Awareness of influencing styles

 Considered the other person’s perspective
 Careful preparation
 Evaluated success and applied in other situations
 Give an example where everyone was against an idea that you had?
Supplementary Interview Questions
 What happened as a result?
 Why do you feel that that approach worked?
 Logical
 How do they deal with emotions – theirs and others?
 Identifies pros and cons of other points of view and the other’s perspective
 Describe an occasion when you encountered difficulties within a team you were
managing
 What were the difficulties?
 How were they overcome?
 Who were the key people in the team with whom you had the difficulty?
 Why did they behave in the way that they did?
 How did they respond to your response?
 What was the relationship like after the issue was resolved?
 Definition of the issue
 Understanding of the reasons for the response in others
 Logical approach to the solution
 Positive outcome – turned it around
 How have you motivated others to do well?
 How did you know what motivated them?
 Why did it motivate them?
 How did you manage their expectations?
 What was the outcome of your actions?
 Understanding the benefits of intrinsic motivation
 Non judgmental
 Clear course of action
 Different strategies for different people
 What problems and successes have you experienced when delegating parts of your job/a
task to others?
 What was the task?
 Why did you want to delegate it?

 Who might you have chosen in your team?
 Why did you choose the person you did?
 How did you go about it?
 What was their response?
 How did you determine the level of support?
 What was the outcome?
 Clear understanding of principle behind clear delegation
 Selection process
 Awareness of options
 Sensitive approach to the individual
 Careful to delegate, not abdicate
 Measurable success
 What do you consider to be the best ways to encourage and reward team members?
 How do you enable your team to achieve its objectives?
 How do you know what is important for your team?
 What part does feedback play in your leadership style?
 How do you get feedback from your team?
 How do you deal with negative feedback on your performance
 When has that happened?

 Clarity of purpose
 Alignment of objectives to the business plan
 Team briefing
 Awareness of the need for balanced feedback
 How do you manage deadlines?
 What is your process?
 Give me examples which illustrate this process
 What would you do differently next time?
 What is your style: do you plan or do you go up to the wire?
 How flexible are you?
 How well do you negotiate?
 How do you deal with opposition to your proposals/ideas?
 What is the response to that?
 When has that approach been unsuccessful?

 What were the lessons?
 Why did other oppose you?
 Have you been persuaded to change your mind?
 Awareness of others
 Careful strategy to address the other points of view
 How would you describe a good leader?
 Why?
 Recognise critical qualities/behaviour
 Who is responsible for output within a team?
 Why do you believe that?
 Collective responsibility
Opening Interview Questions
 When have you had to prepare people for change? What steps did you take to ensure it
was effective?
 What do you believe encourages people to accept change?

 How great a change issue was this?
 How did people respond?
 Why did you choose that approach?
 What was your communication process?
 How do you manage in a culture of continuous change?
 What model of change do you use? Why?
 Understood the key issues
 Awareness of peoples’ response to change
 Awareness of a change model/ process
 Has a communication strategy for change
 What makes a team work well?
 Why do you believe that?
 What proof have you of that point of view?
In summary if the role you are interviewing for involves people management then questions like
these should be anticipated and therefore there should be a high level of preparedness.
INTERVIEW QUESTIONS ABOUT CHANGE

on July 9, 2014 |
Most interviews for roles that require technical knowledge, will look to see evidence of your ability
to keep abreast of new developments and remain on the pulse.
Interviewers will also look for your ability to digest this knowledge and implement any changes
should that be required.
Answering these challenging questions well, can really make you stand out from the crowd and
showcase your interest in the role and industry in general.
I have spent some time preparing a series of sample questions and answers that cover this area.
If you are applying for any kind of technical role or consultancy role then I would suggest your
read through my sample interview questions below and spend some time thinking about how you
I start with opening question from an interviewer and then include sample supplementary
questions.
I have given some guidelines on the type of answers the interviewer will be looking for.
I would suggest you use the STAR system to structure your answers.
 What sources i.e. journals, newspapers, internet, do you refer to, to keep up to date on
business developments?
 Why have you picked these sources?
What the interview is looking for
 That you know what information you need
 That you can consume a manageable amount of data
 Have your responsibilities in your current job changed in the time you have been in the
post? How has that affected your results in the job?
 What was the reason for the change?
 How did you feel about the change?
 What was your response?
 Were you more effective as a result? How?
 Were you able to negotiate some compromise? Why?
 That you can describe situations clearly
 That you are not defensive about the response
 Your ability to evaluate the impact of change
 An awareness of your own needs as a result of change (and, if necessary, can you argue
for them)
 When have you had to prepare people for change what steps did you take to ensure it
was effective?
 What do you believe encourages people to accept change?
 How great a change issue was this?
 How did people respond?
 Why did you choose that approach?
 What was your communication process?
 How do you manage in a culture of continuous change?
 What model of change do you use? Why?
 Your understanding of the key issues
 Your awareness of peoples’ response to change
 Your awareness of a change model/process
 That you have a communication strategy for change
HOW DO YOU ANSWER THE INTERVIEW

QUESTION “TELL ME ABOUT YOURSELF?”
on June 6, 2014 |
Tell me about yourself?
You walk into the interview room, three people stare at you and then you hear that most hated of
questions;
“Before, we talk, will you please tell us a little about yourself?”
What do you say? Where do you start?
Well before we try to address this question, stop for a moment and think about just what’s going
on here.
First we need to go back through the events that went on within the company who advertised this
job in the first place and long before you applied for it.
The job specification or the job responsibilities were probably agreed between a few people
directly involved and you can be certain that, at a later stage, other managers or relevant people
will remind the interviewers that they forgot to say:
“We really need someone that has fluent French now that we secured that big Paris based job”
Or
“Make sure that the new person if familiar with SAP”
Or
Some other requirement.

In other words the goal posts will have moved considerably between the time the job was
advertised and the interviews take place. It happens all the time.
Now park that thought for a moment.
The interview day arrives and the HR manager involved has taken ill and another is taking over
for the interview process. That person might not be as competent as the HR person and they
may be as uncomfortable interviewing as you are being interviewed. But you don’t know that.
Now park that thought as well for a moment.
When the interviews are all over, later on that day the members of the interview panel will sit
together and discuss their views on the people they met. If it was a long day with many
interviews these people will be depending very much on their notes.
After interviewing eight or ten people in one day it’s hard to remember or visualise each and
harder again if it’s the next day. The notes taken might not be as accurate as they should be and
recollection of each candidate somewhat vague.
Now park that thought for a moment also.
If you now bring all these parked thoughts together, then what do we have?
There is no absolute when analysing this kind of situation, but at its worst, it just could be that
your interviewer:
– is not very experienced at interviewing.

– didn’t record interview notes efficiently for later referral.
– is watching out for skills or experiences that were not on the original job specification.
If you prepare yourself for this, the worst possible kind of scenario then you will be prepared for
anything that can be thrown at you.
If you consider the issues above the first and second are closely related insofar that the outcome
of each is that, at the conclusion of the interview day the interview panel will have no clear
recollection of you or anyone else. They will have asked you questions based on their
requirements and what you claim to have done on your C.V., but not in any sequence or planned
structure.
At the conclusion of the interview they will have ticked “no” in the boxes opposite the questions
about the skills they require but never advertised.
To ensure you cover all these eventualities you must learn your C.V. thoroughly, recall all the
past vents referred to and refresh your memory by recalling each past event, carefully.
Think through every event recalling how it came to be, how you dealt with it and the results you
achieved. Recall all this in sequence from your very first job right up to the present day.
Practice how you can relate your whole career in about three minutes, touching on all the
highlights and major events in your career. Note I said touching on, and not detailing.
This comes back to the question “tell ne a bit about yourself”
Here you must quickly relate your whole career to the present starting with “when I came out of
college with my Masters in …… and not, “thank you for asking, my name is Pat Doyle and I am
married to my wife Ger and we have three children Peter, Brian and Mary etc,……” I lose the will
to live even thinking about kind of response. The interview is about your suitability for a job on
offer and not about your family life.
Your response should run through the progress and highlights of your career to date. Allow about
10 seconds for your degree or other on leaving college, 20 seconds to your first job, 30 seconds
to the next, 40 to the next and about a minute and a half to your present or last job. Adjust
depending on the number of jobs held.Your account of each should touch on the high points,
achievements you had, experienced gained and promotions achieved.
In doing this you are ‘zipping’ across your career experience, touching on lots and lots of relevant
issues and you can rest assured, a few of those issues were not advertised but on the
interviewers updated list of requirements.
In this kind of situation, to a large extent, you are flying blind, but at least you are flying and
imparting lots of good information about yourself.
Try and confine it to a three minute spiel, keep it “chirpy” say it with fond memories of every job
past, say it with confidence and most of all with a smile. Please note, I did not use the term
“Elevator Pitch”. It’s a term I dislike and never use as it implies rehearsed, insincere, false or
forced. Your presentation should be relaxed, but to the point, focused with no waffle, fluid,
confident and most importantly, just “naturally you”.
When that’s done, then it over to the interviewers and their questions, but if your introduction was
good, you should have answered most of their questions before they ever got asked.
More importantly, you will have recounted your career in sequence. In other words you told the
story of your life in order and in sequence which is probably something most of the other
candidates did not do.
Strangely enough, when you do talk through your whole career, in sequence you will be
remembered in discussions later on. It a human nature thing, we think in sequence and that’s
good. Good for you and good for your chances of a second interview.
So tell a good story and get yourself remembered.
HOW TO MANAGE AN AGGRESSIVE OR

HOSTILE INTERVIEWER
on May 29, 2014 |
I have attended many interviews over a long time as well as having been an interviewer on
panels and over the years and have watched with great interest the interviewing style of many
from all walks of life and at various levels.
There is one thing that is absolutely certain in my mind and that it to fully understand the
candidate, their abilities, their skills and to get a true sense of the kind of person they are, a
respectful, well mannered and probing but not aggressive style of interview works best.
Again and again I have seen a very aggressive style of interview being conducted where the
interviewee is purposely barraged with questions in a somewhat accusatory fashion which I
believe promotes nothing but resentment from the candidate.
They respond as best they can by presenting a hardened side to their personality in an effort to
“keep up” with an intensive interviewer. 99% of the time this attitude does not truly represent the
candidate’s ability.
I have been told by some interviewers that this aggressive style of interview puts the candidate
under pressure from which you can ascertain how they will react in a stressful or demanding
environment and learn about their thinking process in extreme circumstances.
Aggressive interviewing tends to question the candidate’s skills, as skills are subjective and not
based on a plain fact as a work experience issue would be. The aggressive, rapid fire questions
directed at the individual’s skills, or lack of, boarder on being personal and can be as hurtful as
they are intended to be. The emphasis is to throw the interviewee off guard, confuse them with
several questions and then watch how they respond.
I just don’t subscribe to this style of interview.
“As you seem to have had a much protected lifestyle to date, do you really think you are capable
of dealing with a group of hard nosed sales managers whose only focus is to meet their targets.
They will just walk over you to achieve this”.
“If I said you are a softie and not up to it, what would you say”?
“So far I find your reactions to my questions as being somewhat slow, are you really up to this?
“What made you think that you would actually be qualified for this job?”
“Give me three reasons why you wouldn’t fire someone who wasn’t working out”
When questions like this come in rapid fire succession, two at a time the very best of us will get
stuck, confused or tongue-tied.
What can also intensify the stress is if the ‘slow silent’ tactic is also adopted. This may take the
form of no eye contact. On entering the room, the interviewer will just say take a seat, please
without looking at you, and continue writing something for a minute or two in total silence. You
will get a long state before a question is asked and long silent delays between questions. All this
is designed to un-nerve you and for most, it will.
In the past, I have always found the best interviews were conducted or led by well experienced
HR professionals within a company or by an experienced recruiters on their behalf. These are
people have trained in HR practice and interviewing is a big part of that training. With experience
behind them, these people have an instinctive ability to draw out the best in the candidate, relax
them and allow them time to adjust to the interview panel, which will in turn allow the candidate to
present and express themselves to best effect. The experienced interviewer will put the
candidate at ease and in this manner draw out all the key/best information possible. However
don’t think for one moment that this kind of interview is less probing: far from it.
When attending an interview do bear in mind that when you walk through the door of the
interview room, the interviewers will know all about you but you will know very little about them.
That puts you at a disadvantage.
Whether your attendance is as a result of being referred by a recruiter or from a direct application
to a company it is perfectly reasonable that you inquire who will be on the interview panel.
Knowing who these people are will help hugely in your research before the interview day. You
can log on to the company website and with luck learn a little about the person or persons that
will be interviewing you.
If the position has been introduced through a recruiter then call them and ask who will be
interviewing and who they are within the organisation. Most recruiters will be happy to help and
give you as much information as you need. They are as keen to see you succeed every bit as
much as you are yourself. The more you know about the interviewers the better equipped you
will be.
So what can you do at an aggressive interview once you detect that this is the style being
adopted.
The short answer is not a lot, but in truth the answer harks back to what I have said over and
over again. Know and be 100% familiar with your career history and skill sets. That sounds
obvious, but in fact it is where most fall down. A few tricky questions and they get confused,
stuck and lapse into silence.
There is no excuse.
If you write a C.V. saying “This is me and this is what I have done” and you then have difficulty
talking about it, with ease then there is something wrong. Most likely it’s because you wrote the
C.V. the day before, glanced it over and thought you knew it all. But do you? No you do not.
Can you recall, immediately and recount in a confident and fluid fashion how much was the %
saving on machine downtime after the new servicing software was introduced by you in the job
you had before the current one, three years ago?
That’s a bit of a mouthful, but if you can’t answer it or something similar as it might apply to you
then you really shouldn’t bother looking for a job until you are properly prepared.
When you are prepared and know every detail of your career, events past and present and your
skill sets, then and only then can you calmly respond to aggressive interviewing.
No matter what is thrown at you, you will be able to respond with details of a past event or
instance where you were involved, what you did and demonstrate that you are competent in that
particular area.
With a store of well rehearsed career information with which you have brought up to date in your
own mind and freshly recalled you can respond calmly, with confidence and with instant recall to
almost any sharp edged question you are asked.
The key is keeping calm; your knowledge is your ‘calm’.

If the interview is aggressive:
– At all costs stay completely calm, do not allow yourself to get riled.
– Respond to the full panel, looking from one to another as you answer, include everyone in
your answer.
– Never, ever give a smart or short answer, no matter how much you are tempted.
– If your interviewer criticises another person or another company do not join in criticism of any
kind.
– Do not ever show your frustration
– If there are long silent delays make a small comment to the first person who looks at you. A
harmless comment about how surprisingly easy it was to access the building despite the traffic,
or some other topic.
– Be absolutely respectful to all attendees.
– Smile from time to time when answering questions.
– After the interview do not make comments about the interview to anyone until you have left the
premises.
– At the first opportunity, maybe as soon as you sit in your car write down the main questions or
subjects you were asked about. You will be so upset leaving the building you will forget most of
what you were asked within minutes. Your notes will be invaluable if you are called back for a
second interview as they will be a guide to the direction the interview may take.
I believe the aggressive interview is not energy well spent, in fact, I think this type of interview is
conducted by people who think they are being very smart or more likely than not camouflaging
their own deficiencies.
The key to getting through one is to be well prepared and to remain calm.
THE KEY TO ANSWERING INTERVIEW

QUESTIONS? PLAN, PRACTICE, PREPARE
on April 15, 2014 |
It is easy to find lists and lists of potential interview questions all over the internet.
Often people will download these lists and then practice their answers to every specific question
starting with number one, then two, three, four and so on.
However, trying to anticipate and practicing answers to specific questions can be overly
focussed.
Companies all over the place have positions with the same job title but can have very different
job specifications or responsibilities positions that look the same on paper.
Add to that the company HR will ask questions based on their slant on the position on offer which
in turn may have a very different view as to what you might have expected.
All this suggests that rehearsing answers to the specific questions you think you may be asked is
not productive.
There are better ways to prepare for interview.
Rather than try and anticipate what someone else might ask I would suggest you put your effort
into practicing responses in a more general sense and under different headings.
The competency based interview style is now very much in vogue and this style of interview asks
questions that cannot be answered with just a yes or no.
They prompt you to explain your experience in a particular area by relating how an issue or
problem arose, what you did about it and the results achieved. So you can see that a ‘yes’ or a
‘no’ type of answer will not be sufficient.
This style of questioning probes your responses to any issue where the objective is to ascertain
the depth of your understanding of a particular area of work or responsibility.
At interview there are two broad areas that you can be asked about:
1. Questions about the work you have done in the past – Your Career History
2. Questions about you as a person – Your Skills.
If you have made a decent job of your C.V. you will have several bullet points under both of the
above headings. If you haven’t then you should add them now.
To prepare yourself for interview questions, first think carefully about your current or last job and
the key responsibilities that you had.
Think of about six of the most important or most relevant topics that you were responsible for and
write them down.
If for instance your area of work is in order processing then you will probably have responsibilities
that will require you to deal with sales persons, possibly with irate customers, call that customer
services.
In addition you will probably liaise with the dispatch department, production, accounts, finance
etc. Carefully think about two or three situations that arose under each heading. Good juicy ones
for the want of a better description, difficult issues that you fixed.
Think through each event carefully, recalling all the circumstances that arose and everything that
led you to becoming involved with each particular problem.
Call this ‘The Problem’.
Next carefully recall what you did or how you dealt with these problems.
Call this ‘The Action’.
Lastly document the result of your action for your own reference.
List the successful outcomes of what you did to resolve each problem as it arose and if possible
qualify it with € or % or time. Saved 200k per month – Reduced downtime by 20% etc.
Call this ‘The Result’.
If you carefully recall two or three issues you were involved in under each of your areas of
responsibilities you will have refreshed your memory in eight, ten or more situations that you can
instantly recall in detail.
No matter what you are asked you will be able to use one of these events that you have
rehearsed in your mind.
At the very worst you will use a part of any one that’s relevant and you will be speaking about
something that you have actually done, it will have conviction.
In this fashion whatever question you are asked in respect of your career history you will have a
real example that is very closely related to the question asked and on the tip of your tongue. You
will be able to respond immediately, with full knowledge of the event. You will present yourself as
knowledgeable and confident. Why? Because you will have recalled every event carefully in
advance allowing you to respond promptly with no if’s, but’s or head scratching.
Lastly, refer back to you list of ‘Actions’ and in each case ask yourself, “what skills do I possess
that allowed me to manage this problem.
You will quickly identify a list of skills that applies to each action. This will be the basis of your
response to questions about you as a person. Like the Problems, Actions and Results but in
reverse.
So rather than try to prepare an exact answer to an exact question that you may never be asked,
prepare an answers based on your successes under the various headings of your responsibilities
and which you are likely to be asked about.
In this manner you can manoeuvre an answer in response to most questions that will be close
enough to the information sought along with interesting detail and with your successful results.
That’s what an employer wants to hear.
Do not believe for one moment having given your work history a quick thought you will be able to
remember it in detail. Interviews are stressful and even in the most relaxed interview you are
guaranteed to forget lots and lots of valuable detail that could be very relevant.
So think, think and think again, think through every moment of every event. Have it fresh in your
mind.
With all these events freshly recalled and we’ll practised in your mind, you should cruise through
almost any interview with ease.
A SIMPLE WAY TO PREPARE FOR TOUGH

INTERVIEW QUESTIONS
on March 24, 2014 |
I don’t believe that there is such a person as one who talks too much at interview when they are
relating career facts of interest or skills acquired especially if they relate closely to the job on
offer.
As a rule the opposite usually applies.
Candidates all too often give very short yes/no type answers to a question and the interviewer
has to ‘drag’ out the information they want.
This is wearing and tiresome in the extreme, especially if as an interviewer you have had several
people, one after the other all seemingly unable to articulate anything about their carer to date.
More often than not this is as a result of being totally unprepared and not having 100% instant
recall of situations past, projects undertaken, achievements, skills acquired, etc.
Ask any of these people “do you know your C.V.?” and they will answer “of course I do”.
However ask a few simple questions and the ahh’s and buts and maybe’s all start to creep into
the response making it a lacklustre, and for unconvincing answers.
This is what I call, very poor preparation.
If you have submitted a C.V., and then got an interview as a result, you clearly have information
on your C.V. that the employer found of interest.
Attending an interview without having anything less than instant and total recall with intimate
detail of every single item on your C.V. is wasting their time and your own.
Reading through your C.V. once or twice just will not work. Interviews are stressful at the best of
times. You may think you are confident but when you sit down in front of three or four people all
staring at you, your mouth goes dry, your face blushes and you forget every single word you
were going to say. It happens all the time.
In recent times the structured or competency based Interview has become popular.
This is where you are prompted to talk through situations you may have experienced and
describe the difficulty encountered, an outline of how you rationalised the issue and then how
you dealt with it. You should also be able to comment on the result of your efforts. Those results
should usually includes a reference to money, time of percentages, e.g., ‘reducing downtime by
15%’ or ‘increased revenue by 400k per annum’ (or 20%) etc, etc.
Just for example let’s say your job was in sales, I would suggest you sit down and think of the
various kinds of issues or problems you are confronted with in any day or week. You will deal
with customer issues, maybe complaints or late deliveries or shortages. There will be issues with
advertising, pricing, discounting, new product launches, website content, reporting, targets and
the list goes on forever.
Now pick about six or seven important issues that you have dealt with, all under different
categories but think of good ones or particularly difficult situations you had to resolve.
In preparation for the competency based interview think of three issues in each case.
Think of them as PAR’s.
Problem
Action
Result
Think through the whole event, how it came about how you worked through it the good result and
the money saved or made on completion. By thinking through the event in detail before the
interview you will have refreshed your memory, recalled every detail and then have it fresh in you
mind, ready to go, at interview. Never think you know it and wait until you are asked. You will
not recall it all with clarity.
By going though this procedure with about six or seven key tasks, things that you know will be of
interest you will have a ‘war chest’ ready to go.
No matter what question you are asked you can confidently reply something like……
“Yes I had exactly that situation about six months ago when…….”
And then you manouver your answer into one of your prepared examples as a factual account of
how you dealt with exactly the kind of issue mentioned.
This will be an informative and full response to the question asked and most importantly,
delivered with confidence.
If you have mentally prepared six or seven situations or events from the past it’s extremely
unlikely you won’t have a response prepared that will be close to, if not exactly the answer
needed. Certainly you will be able to give a good factual response close enough to answer most
questions.
I call that your ammunition.
Lastly, having done all your mental preparation with your 6/8 PAR’s you still need to know your
C.V. thoroughly and I suggest you give the Problem, Action and Result treatment to every line of
it’s content.
If after you have done all that, you are still smiling then you know your career history sufficiently
well and you’re ready.
THE TOP 30 INTERVIEW QUESTIONS

on March 15, 2014 |
Knowing what kind of questions you’ll be asked at your interview can be a real help.
You won’t be able to predict every question, but there are some common ones that most
interviewers ask over and over again.
We have put together a list of the most frequently asked questions at job interviews.
THE MOST POPULAR INTERVIEW QUESTIONS
Openers:
1. Tell me about yourself. What is your background?
2. What do you know about our company?
3. Why did you decide to seek a position with this company? What interests you about our
company?
The interviewer is asking you to tell them about yourself as a person, not merely about your job
skills.
Work Experience/Job Performance:
4. Why should we hire you? Why do you think you’re the right person for this job?
5. What unique qualities or abilities would you bring to this job? Could you give me an example of
how you displayed each of these qualities in your current job? In what ways do you think you can
make a contribution to our company?
6. What aspects of your previous experience do you think will be most helpful to you in this role?
Is there any unique experience that would be likely to be of benefit to you in this position. Please
outline this.
7. What do you consider to be your greatest strengths and weaknesses?
8. Tell me about a time that you failed at something, and what you did afterwards. What major
problems have you encountered and how did you deal with them?
9. Are you a team player? Describe a time when you worked on a team project. What was your
relative position on the team? Were you satisfied with your contribution? How could it have been
better?
10. How do you work under pressure? Give an example of how you dealt with it? How do you
typically behave when a deadline is approaching?
11. How do you react to criticism?
12. What has been the biggest disappointment in your career to date?
13. What is your greatest achievement to date?
14. Describe your first week in the job if you are successful.
15. Why do you wish to leave your current position?
16. If you had a magic wand what one thing would you change about your present job
circumstances?
17. What was the last thing/person that made you very annoyed?
18. How would your fellow workers describe you?
The interviewer is trying to determine if you’re qualified for the job.
Education/Training/Future Goals:
19. What would you hope to achieve in the first 12 months?

20. Where do you see yourself in five years?
21. What do you see as the next step in your career?
22. Why did you choose your college and course of study?
23. What other types of jobs or companies are you considering?
The interviewer wants to know if you are serious about staying with the company and to
determine whether you’ve given some thought to your future.
Company Research:
24. Why have you applied for this particular position? Why do you want to work here?
25. What do you know about this job?
What do you understand to be the main objectives of this position?
26. What salary are you expecting?
The interviewer wants to learn what you know about the company and the job for which you are
being interviewed.
Personal:
27. When are you available for work?

28. What do you do in your spare time?
29. How would you describe yourself?
Closures:
30. Have you any questions for us?
The goal is to persuade the employer that you have the skills, background and ability to do the
job and can comfortably fit into the organization. So, be prepared to ASK questions such as
 What would I be expected to accomplish in this position?
 What are the greatest challenges in this position?
 How do you think I fit the position?
The interview is not the time to ask questions about salary, benefits, hours or holidays. And
remember lack of questions may be mistaken as lack of interest.
HOW TO PREPARE FOR A COMPETENCY

BASED INTERVIEW
It is critical to prepare well for a job interview; such as thinking about the questions you may be
asked, reviewing your application, and ensuring you arrive on time.
The better prepared you are, the more confident you will feel, thus heightening your chances of
securing that dream job. The best way to approach an interview is with enthusiasm and an open
mind. Treat everyone you meet with courtesy.
There are many different types of interview.
A common one is the chronological interview. This is where you go through your life from school
days via the present day to your aspirations for the future. The interviewer’s aim is to get you to
explain, and expand upon, your application form or CV.
Some interviews are still like this, but the trend is definitely towards something a bit more
scientific such as the ‘Competency Based Interview’.
Competency Based Interviews are also known as ‘Structured Interviews’ or ‘Behavioural

Interviews’. These interviews are made up of a number of targeted questions that require
interviewees to describe specific tasks or situations.
They work on the belief that the best indication of future behaviour is past behaviour.
Typically the interviewee will be assessed against a number of different competencies – normally
between 4 to 6 competencies.
An example of a competency would be “presenting and communicating”.
A typical question could be “Tell me about a time when you had to present ideas to a group of
people? Talk me through your approach? How did you feel during the situation and what was the
outcome?” or “Talk us through the biggest obstacle you’ve had to overcome within your career to
date”
A useful way to remember how to structure your answer is under the mnemonic STAR.
(S/T) – Situation or Task. This is the introduction or opening information. Interviewees will
describe the event. It is important to bring the event to life. Numbers work very well here to
create a clear picture. For example – instead of stating “a busy reception switchboard” you could
say “transferring over 50 calls an hour”.
(A) – Action. This is what you did, or the body of the story. It is where you provide details about
actions you took and how you behaved during the situation. It is important to avoid sweeping
statements and to provide plenty of detail. The most common mistake at this stage is to use the
word “We” instead of the word “I” when describing actions. Doing this will dilute your contribution.
(R) – Results. The final part of the technique where you state the results or outcomes of the
situation. Another useful tip is to highlight your learning points from the event/situation at the time
and how, if it was a negative event, you have made steps to prevent a reoccurrence.
Some final tips
• Throughout your answers, highlight the key competencies that you used and ensure that they
are matched to the key competencies required for the role; such as leadership, initiative, control
and adaptability.
• Be as succinct as possible and know when to stop.
• If the key competencies are not listed in the job specification, then you will need to find them
yourself by looking at the duties required for the role, and then find the key words used to
describe these duties. If working within a team is mentioned a lot, then teamwork would be a
core competency for example.
• Try not to mention lots of people’s names and to get caught up in the finer details of the story.
This will cause confusion and dilute the message you are trying to present.
Good luck!
YOUR INTERVIEW CHECKLIST

In interviews think of yourself as a sales persons selling your own skills and experience to the
employer.
Good salespeople begin their presentations by selling themselves before they start selling their
services. So let’s have a look at the techniques they use and apply them to an interview setting.
They establish a rapport verbally and non-verbally in the opening minutes by;
– Giving a firm handshake

– Establishing eye contact and smiling
– Using the interviewer’s name
– Giving their undivided attention
– Showing that they accept and respect the interviewer and employer
– Showing calmness and confidence
– Looking the part and being well-groomed
To sell yourself, you must identify with your interviewer before you can sell yourself. Aim to get
the interviewer to like you before you start selling your work achievements and skills. Remember
that an employer is buying more than a product – people buy people first.
Sell Yourself
Sell own personality and attempts to establish a rapport – especially in the early stages.
Sell with purpose and clearly demonstrate your own worth, skills and experience.
Show confidence in your personal abilities and show an enthusiasm about your career.
Watch for buying signals and listen for any opportunity to show where you can present solutions
to problems.
What an Interviewer/Employer will like:

Manner: Polite, sincere, alert
Sales: Concise presentation, clear, concise, well prepared
Timekeeping: Punctuality, no time wasting
Knowledge: Skills relative to employer’s company
Sensitivity to Needs: Listening, not trying to “sell” where there is no need
Appearance: Smart, fresh, clean, appropriate dress
What Interviewers/Employers Dislike:
Personal Presentation: Ill-prepared, poor use of aids, too glib

Unacceptable manner: Arrogant, disrespectful, interrupting, imposing opinions
Time wasting: Lateness, irrelevant chat, talking too much/long presentation
Pressure: Being too pushy or aggressive
Appearance: Sloppiness, untidiness, strong breath, smoking
Lack of Knowledge: Company product details, availability, prices, terms
Why is Preparation and Practice Necessary?
There are several reasons why we do not do as well at interview as we thought we might. Our
minds work very fast and are often way ahead of our ability to articulate. At interview, the brain
races ahead, filling all the gaps while we are still groping for the right words.
Interviews are fraught with tensions on both sides, the elements of the unexpected, game
playing, and even an element of psychology goes on.
To some degree you may even feel that you are the underdog in the encounter and may become
annoyed with yourself if not at your best. There is a great deal at stake: the chance to prove
yourself and, of course, that all important job.
The impressions you make in those first few moments can outweigh all of your superb record.
Practice means rehearsing, first by yourself and later by role playing with others, friends perhaps,
as much as possible.
Try to anticipate and simulate the real encounters ahead. You may feel a little foolish in
practising like this sometimes, especially if you are doing so on your own, but it will all add to
your sharpness when those all important ‘for real’ interviews come along.
The Interview
To almost everyone, an interview is an ordeal. For the executive with so much at stake, to
present himself as an ideal applicant in roughly one hour, facing a potential employer can be a
nightmare. For the entry level people the first interview can be terrifying.
It need not be. Practice will help you to feel at ease and in control, and it’s only through practice
that you learn o respond to questions with well researched information in an easy and fluid
manner. This takes time, care and practise.
Preparation and Practice is Essential
1. Know your own product: Study your C.V.

– Recap on your achievements and skills
– Compare all your skills and abilities with any specified requirements
2. Research the company: Company details

– The Structure, – Products, – Activities, – Financial Reports, – Management, etc.
3. Prepare your own questions

– Prepare about 4/6 questions about the company and/or the market, NOT about terms of
employment or remuneration. Most companies have web sites that will provide all the
information needed.
Planning and Preparation – Key things to do before the interview
Confirm the Interview
* Either by telephone or letter. You may only need to contact the secretary at this stage.
* Check the time. Ask for a different time if you cannot make the time allocated.
* Ask who will interview you.
* Find out how long it will take.
* Obtain a job description.
Plan how to get there
* Ensure you are going to the right location if the company has multiple offices.
* Choose your mode of transport.
* Check timetables, parking facilities, routes, exact locations and address.
* If driving bring change for parking meters.
* Record their telephone number in your diary or mobile phone in case you have a problem,
get delayed or need to contact them urgently.
* Plan to arrive with at least 10-15 minutes to spare.
Dress the Part
* Remember that you are a professional about to conduct a business meeting appearances
and first impressions count.
* If in doubt about your clothes, err on the side of conservatism.
* Check your appearance with people who know you well. Ask them what impression you
really create!
* Make the most of your appearance.
Arrive on time
* Allow yourself time to cool down and freshen up.

* Browse around the waiting room. There may be useful literature available.
* Check names, timing and other arrangements with the receptionist or secretary.
* Run through your selling points again.
* Be prepared to fill in an application form or even to complete an unexpected selection test.
* Avoid idle conversation with others concentrate on what you are going to say.
When going to an interview, remember to take with you;
* Your appointment e-mail or letter.

* Two copies of your C.V.
* Your application form.
* Copy of the job specification, if this has been provided.
* A pen.
* A list of questions you have prepared answered.
* Your glasses if you use them.
Carry them in a folder or in a folder within your briefcase so you can retrieve them easily without
fuss.
At the Interview
DO:
* Turn off your mobile before entering the premises. Off means completely off, no vibrations
or alerts. If you should forget to do so never answer a call. Hit the end button and
apologise for forgetting. Then turn it off.
* Greet interviewer by name and with warm and firm handshake
* Maintain good eye contact throughout
* Sit properly – relaxed but not slouched
* Tell the truth and listen carefully to what’s said
* Answer the question you are asked
* Use your responses to your own best advantage
* Dress smartly and conservatively
* Smile but be humorous only if it fits – this is a serious business meeting
DO NOT:
* Sit with your arms folded
* Interrupt or interview the interviewer
* Criticise past employers or colleagues
* Be personal or familiar
* Ask about salary
* Swear – even mildly
* Smoke before interview. Mints don’t work that well.
* Ensure you have not eaten strongly flavoured food before interview.
Never, never ARGUE.
Assertiveness and Body Language
Posture and Distance
* Do you stand or sit upright or slouched?

* Are you too near or too far from the interviewer?
* Are you higher or lower?
Eyes
* Is your gaze relaxed and friendly?

* Do you maintain eye contact or avert your eyes?
* Get eye contact before you start
Voice
* Watch the tone, inflection and volume

* Notice if you whine or bellow
* Are you mumbling or speaking audibly?
* Do you swallow your words or come across loud and clear?
* Notice whether you convey sarcasm through the tone of your voice
Gestures
* Watch for hands over mouth, clutching at hair or jewellery or clasped behind your back
* Are your feet shifting from one to the other?
Appearance
* What does your appearance say about the impression you wish to convey to other people?
* Clothes, dress appropriately
Responses
* Try to control the agenda to get across your key information
* Answer questions honestly but always finish on a positive note
* Answer questions of theory with an example
* Ask the interviewer re the long-term and/or responsibilities in the job.
* Breathing calmly relaxes and reduces anxiety at interview
If you are nervous, hold something in your hands, for example your glasses or perhaps a biro. It
will stop you fidgeting. Modulate your tone. Smile. Give plenty of smiles throughout the
interview. Nobody wants a dull, old bore on their staff.
If your interviewer makes a joke, laugh but do not try to joke back. Respond to small talk with a
little small talk but do not take a lead and ramble on about a subject you alone may be interested
in.
Be brief, be to the point, be factual, be pleasant, state only facts and do not offer opinions unless
asked, and do not forget;
REMEMBER
The answers to virtually all the questions you will be asked are contained in your own bank of
information. Your achievements and your skills are all in your C.V. Use this Information in all
your Answers. Good Luck!
HOW TO PREPARE FOR AN INTERVIEW

The better prepared you are, the less likely you are to feel nervous in an interview. You will also
be more prompt with your responses and succinct in your answering.
Remember the interviewers are not there to catch you out or interrogate you. It’s in their best
interests to put you at ease and bring out the best in you. They want you to be the best person
for the job so they can finish the interviewing process.
Some pre-interview tips:
1. Revisit the application you placed for the job and the job specification carefully.
2. Visit the company website and any other company data that you can obtain. Study the
company’s main products/services, history, principals and challenges as you see it. If there have
been any major recent developments for the company, be prepared to talk about these.
3. Where possible know who the company’s competitors and key clients are.
4. Be prepared to know and understand the key competencies required for the role.
5. Know what you would do in your first week/month with the new company?
6. Look at your key strengths and areas for improvement – prepare at least 3 of each.
7. Look at answers as to why you are looking to leave/left your previous employer.
8. What did you like the most/least about your current/previous role?
9. Why are you interested in this role and company?
10. Why are you the best person for the role?
11. How would you/your colleagues describe you – positive/negative?
12. Where do you see yourself in 3, 5 and 10 years?
13. During the interview, answer the questions you are given clearly. This means you need to
listen carefully to what’s being asked.
The Night Before the Interview
1. Relax – get a good night’s sleep.
2. Believe you are the best person for the job – they are not there to catch you out.
3. Wear an outfit that you feel comfortable in and is appropriate for the industry you are applying
to.
4. Choose your outfit and laid it out before the interview so you are not under pressure on the
day.
5. Find out who you are meeting and their job titles and double check the interview time and
date.
6. If you are unsure of the area, do a dry run journey to the interview location prior to the
interview, so that you know how much time to allow for travel.
On the Day
1. Review the preparation that you have done – try to leave a break of at least 2 hours prior to
the interview to clear your head.
2. Revise your particular strengths and areas for improvement and how you intend on bridging
the gap for the role.
3. Have a meal so you are alert for the interview. Avoid eating garlicky or spicy foods
beforehand!
4. Avoid using excessive or overbearing accessories, ties, etc or perfume/aftershave.
5. If possible, get some fresh air to clear your head prior to the interview.
6. Arrive near the office early to ensure that you are there on time. Do not arrive for the interview
more than 5 minutes early.
7. Leave your coat at reception – and freshen up before you enter the interview room.
8. Smile at the people you meet within the office and remember the names and job titles of the
people you are meeting for interview.
Good luck!
DEALING WITH NEGATIVE QUESTIONS AT

INTERVIEW
on May 15, 2013 |
One thing I have learned over the years is that whatever questions you try to anticipate being
asked at interview are the very ones that will never be mentioned. It’s a ‘Murphy’s Law’ thing.
If you think about it there are thousands of questions you could be asked and there is no way to
be 100% sure what any particular interviewer will ask.
To try to anticipate the more frequent ones would take up pages and pages but suffice to say and
if you think about it carefully you can only be asked about two broad topics. They are questions
about:
1 – What you do or did in work
2 – You as a person
As I have said over and over in various articles, you will never be at ease at interview until you
know your CV thoroughly. And when I say thoroughly I mean inside out, back to front, upside
down or any other way to describe it.
It’s your CV, you wrote it so you must know the content. Read every statement you made, think
behind that statement, and in other words recall all the issues that led up to any particular event.
Refresh your memory in advance of being asked, don’t wait until the interview where in a
stressful environment you will forget most of what you had planned to say.
Respond to every question with an example of similar work or experience you have had in the
past to help underline your expertise. Likewise with your skills, state the skills you possess and
how they relate to the job on offer.
If you don’t have any recent examples from your work experience or skill sets then I might
suggest you are attending the wrong interview.
However CV or no CV there are the negative questions that may seem innocent enough but are
loaded and if not responded to in the right fashion, can spoil an otherwise good presentation.
The negative question will ask you about the kind of people that you do not get along with, a
boss that you didn’t like or what you are not good at.
My advice? Deny them all! If for example you are asked what kind of people do you not get on
with, deny it completely. I would suggest you look like you are thinking very carefully and after
good impression of deep thought for five seconds or so, answer, ‘no, I cant think of anyone I
don’t get on with, in fact now that you ask I think I get on very well with most of the people in my
team (or department)’.
Likewise if you are asked about a boss you didn’t like the answer is the same. You haven’t had a
problem with any boss you worked for.’
If you respond to this kind of question by stating that there is someone who you didn’t get along
with you are creating an issue or a doubt and may well create the impression that you are the
troublesome one or that you are not very tolerant of the other people around you.
It will certainly prompt another question asking more details and then you are going to have to
relate some area of conflict that you were involved in. Employers don’t want that.
Likewise with your past bosses, you got on well with them all as well. If you were rowing with a
boss from the past then you will be viewed with caution. No matter what explanation you give it
will never sound right. So avoid these questions, it’s a topic to stay away from at all costs.
As a general rule I would suggest you always speak of past jobs and the workforce therein with
fond memories. They were good places to work or words to that effect, even if in truth you
couldn’t wait to get out of them.
What are you not good at, also a negative question, is one you have to answer truthfully (sort
of). Everyone is not good at something and to deny this question just wouldn’t be realistic.
Prepare in your mind how you could speak about some small fault but be sure you have the cure
for it. I heard a guy once answer that be saying, ‘I have always been the most untidy worker you
could meet. I could never find a thing on my desk when I needed it with all the paperwork piled
up on it. However my New Year resolution this year was a tidy desk. Now the last five minutes
in the office is a tidy up with everything back in its proper place for the next day. It works a
dream’
It is a bit harmless, not to serious a fault but most importantly – he had the cure! You will never
get a second question of this nature.
Avoid those negative questions and remember you enjoyed everywhere you worked. They were
such nice people and you really learned a lot while there!
Good Luck!
WHAT SHOULD I BRING TO AN INTERVIEW?
on May 4, 2013 |
Preparation is the key to success, so what should you take with you when you are going for an
interview?
Details of the interview:
Make sure you have with you the full details of who you are meeting, their job title, the company
name and address and the time of the interview. Double check all details – people get this wrong
so often which does not look good and can be the difference better success and failure.
Sustenance:
Interviews require concentration. Make sure you have eaten before going for an interview so your
energy is up. Try not to eat chocolate as it can dry your mouth out. High levels of sugar have
been known to damage concentration so if you are affected in this way avoid sugary foods. A
banana is quick to eat, easy to carry and can give you the spurt of energy needed to get you
though the interview. Eat it 10 minutes before the interview starts. Have a bottle of plain water so
you are hydrated and your mouth isn’t dry during the interview. If the interview panel offers you
water, take it. If they have not provided water and you feel you will need some, take out your own
bottle so you can access it if/when required.
Weather protection:
You want to show a prospective employer that you plan in advance and no better way than
having an umbrella/rain coat, gloves etc with you depending on the weather at the time of your
interview. It is important to look your best so if the weather is bad, try and get a lift to the door of
the business you are interviewing at. Have a hairbrush and mirror in your bag so you can fix any
wind damage and check your teeth! I interviewed someone with a biro mark across their
forehead which looked very distracting and unprofessional – do not fall into the same trap.
Bring a few copies of your CV and cover letter:
Sometimes the employer can have the wrong CV or an inadequate number of copies. It looks
great when you can provide them one that you have to hand. You can also have some copies of
references or projects you’ve done. This will depend on the role you are applying for. If you have
prepared ideas, presentations, SWOT analysis etc on the company that you feel will support your
application, bring printed copies with you and you can decide at the end of the interview if it will
increase your chances to include these. A good guide would be if the prospective employer
sounds impressed by your ideas that are discussed in the interview and you have a written copy
of the same/similar material.
General Items:
• For women in skirts, have a spare pair of tights with you.

• A watch so that you are on time.
• Men bring a spare tie and shirt (in your car if you are driving) in case of spillages. If possible
check the company uniform prior to going for interview – I had a candidate for interview who
wore the same suit as the staff wear by accident. The receptionist staff thought they were starting
that day which was quite embarrassing.
• Tissues – an interview staple with a wide range of uses.
• Bring a pen with you in case you need to take note of any changes to the interviewers or
company addresses/timings etc.
• Have a mobile phone or map with you in case you get lost so you can look up the address
again or call the company for directions (a dry run to the office avoids this issue). Make sure to
have the phone on silent before you go into the interview.
• A newspaper/something to read while you wait – this can be great as it can open conversation
when you first meet the person – discuss the hot topic of the day or know the weather – always a
good place to start.
Best of luck jobseekers!
HOW TO DEAL WITH A PANEL INTERVIEW

on March 20, 2013 |
We have all encountered the panel interview at some stage in our lives, and only those with a
truly brave-heart are not un-nerved by the process, which is designed to do exactly that.
The are some schools of thought that believe the best way to really see how an individual
performs is to put them under pressure, watch their reactions and see how they deal with it.
Personally, I do not subscribe to this style of interview but they do happen and they are an
ongoing part of the selection process in many companies.
You arrive at the appointed time, you are ushered into the interview room and there in front of
you are three stony faced individuals seated behind a long desk with just one chair in the middle
of the floor for you. No table, no desk, nowhere to put your bag or file, so there you sit with your
CV in your hand shaking like a leaf. The pressure is building and your entrance is being watched
carefully and you know it. Your face blushes, your throat goes dry and you make an odd noise
that sounds vaguely like “good morning”. Laugh not, it happens all the time.
However it shouldn’t ever happen and you shouldn’t allow it to happen.
When you are first advised by the company or business that you are to attend interview I would
suggest that a few days before interview you telephone HR and ask who will be conducting the
interview, how many interviewers there will be, their names and positions within the
organisation? This is perfectly normal and perfectly reasonable. In the unlikely event that you
are asked why you want to know the answer is simply that you wish to be fully prepared, all
perfectly normal.
If you are working through a recruitment agency then it makes it easier to deal with. Call them
and ask the same questions. They, as the recruiters acting for the company want to see you do
well as your success also reflects well on them, and so they will try to get the information you
require. Also ask them about the job on offer and the company’s main interests. They may be
well able to give you added information that you weren’t aware of. It all helps.
If there is only one interviewer it makes the process that much the better, if there are two, three
or more and it’s usually three, then you need to be fully prepared for a challenging interview.
At a panel interview the chances are you will be ill at ease, so you have to respond accordingly
and take some of the stress out of the situation and derail the standard panel interview format.
That format is probably not to introduce themselves, not engage in any pleasantries or small talk
and go straight to questions.
Therefore you do the very opposite. Like the ever professional showman waiting for curtains,
you enter the room with a big smile; go straight for the most senior person who you will have
identified from the list you got, stick out your hand and say “Mr Jones? I’m Pat, it’s nice to meet
you”, go straight to the next, shake hands, “good morning”, then to the next – “nice to meet you”,
and without waiting for a response make reference to the lovely weather or awful traffic and
without looking back, reach the back of the your chair and pull it right up in front of them and sit
down. Put your file on the desk and chirp “thanks very much for seeing me today”.
You won’t have rattled them but you will have taken them by surprise and spoiled their pitch
somewhat also you are now in a position to ask them something first. Maybe, “while I was in
reception I noticed a huge amount of Quality awards on the wall. It must take a never ending
effort to keep up that standard”. Then be quiet and wait.
They may answer the question or not but either way you just got a slight advantage on the
situation, but only for a moment. That little performance has to be supported with a professional
and very well delivered account of your career throughout the rest of the interview. An account
that is fluid, knowledgeable and confident and details your experience and skills acquired as they
may relate to the job description of the job on offer.
To do this successfully you will need:
1 – Determination
2 – Confidence
3 – Total recall of your career
Your confidence and determination are both fully dependent on the third item, a total recall of
your career. Again and again I speak to people who, when asked, do they know what’s on their
CV will reply “of course I do, I wrote it”.
That’s not the kind of knowing that I am talking about. Every achievement, every attribute, every
skill you write on your CV is open for question. A total knowledge means that you read every
issue you have written and think, for example, you write:
Found the reason for the stock shortages which saved the company over €30,000 pa.
Good, now think back:
Where was I working at that time?

How did I become aware of the issue?
Who asked me to deal with it?
What did I do?
Who worked with me on the problem?
How was it resolved?
Recall the whole event step by step and you will be surprised at how much detail you will have
forgotten about.
That all sounds very simple but if you have 20 or 30 different issues, achievements, skills and
situations all documented on your CV and all spread back over 10 years or so, you can be
certain you will forget most of it in the stressful environment of an interview.
Treat every event listed in your CV in that fashion and only then can you give a fluid, professional
account of you career history, with total confidence. Every question you are asked you can
support with a similar experience from your past, why it took place, the success and the money
or percentage saved etc, and all delivered with confidence while perfectly at ease.
Refresh your memory in advance of interview, don’t wait until you are asked and then start trying
to recall the details of where and when it happened.
Where there are three interviewers it important to think for a moment just where their interests lie
as each will unconsciously be looking for a different person. So you must respond to each in a
slightly different fashion.
If, for example the position is a Production Supervisor in a manufacturing company, the
interviewers will probably be:
The Production Manager – your future boss.

The Operations Manager – the production manager’s boss.
The HR Manager.
The Production Manger will be after all the technical; information about your manufacturing
experience so when questioned give them plenty of production detail.
The Operations Manager to a large extent will be guided by the Production Manager as that is
the person you will report to and so they will be watching your general knowledge, your
demeanour, how you will fit within the department and maybe other opportunities that might suit
you and probably less of the technical detail.
The HR manager will want to ensure you tick the boxes in the job specification. They want to be
sure that you are the right person as per the job description which was probably drawn up by the
Production Manager. So if anything goes wrong later, they are off the hooks.
So when responding to questions, give the information that the person wants. Give lots of
detailed technical information for Production, good all round information for Operations and stay
close to the job specification for HR.
It’s just called good preparation, nothing more. Anything less and you’re just not up to speed and
will not demonstrate the confidence or professionalism expected for the position on offer.
Good Luck!
SENIOR APPOINTMENT INTERVIEWS – HOW

TO PREPARE FOR THEM
on August 31, 2012 |
Great, so we can assume that you are a fairly senior person yourself. And the longer it is since
your last interview it increases your need to prepare for this one very, very carefully. You are not
the interviewer now, you’re the interviewee. This time you answer the questions.
If the typical interview questions are worrying you there are loads of places where you can get
lots of examples. I would suggest however that if that is your main concern then you shouldn’t
have applied for the position.
You probably won’t be asked the textbook questions you read about but you will be asked
questions that are, on the face of it, quite casual but are probably very probing and a lot harder.
You will be asked about your leadership, your views on changing markets, industry problems,
relevant technical issues and all sorts of other topics that apply to their particular industry sector.
That being the case do not fall into some of the traps that often catch out senior people at
interview.
1. You may well be aware that you know as much if not more about the job on offer than the
interviewer. While that may be true, never compete with the interviewer in the knowledge
stakes. Show your knowledge and understanding by recounting events from the past and how
you dealt with them and your successes, and then stop at that. Do not compete. You do not
want to threaten, frighten or annoy your interviewer.
2. Always remember that until you hear the words “your hired” you are being interviewed.
Senior level appointments are usually quite civilised. These interviews may take the form of a
discussion rather than that of the formal interview procedure. Your interviewer may be the CEO
or a Board Member and so formats are unlikely to be formal or structured. Your meeting may
even be over a lunch in a nice restaurant.
Don’t be lulled by the opulent surroundings. Don’t compete with your interviewers in any fashion
whether it be work related or by making un necessary comment on those other very good, star
rated restaurants you usually frequent or so you say??
If there are drinks before lunch have water. Do not drink even if urged. If wine is offered during
lunch stick with water and say you would enjoy one, but you’re driving.
While these people may have a more relaxed manner don’t ever forget that they aren’t at
Director level people because they are fools. They will be as sharp as razors and will see, hear
and assimilate every word you say.
They will also be keenly aware of the fact that they will be working very close to whoever they
hire for a considerable time to come. Therefore personality type and “get along ability” factors
will count for a lot. Be nice, be professional, knowledgeable, non critical and friendly but all the
while, be very business like. Don’t let your guard drop or be tempted to try to tell a better joke
than the Boss if the conversation goes that way.
And mind your table manners. This may seem like a childish comment but believe me you just
cannot credit how many well turned out executives let themselves down badly by showing
absolutely no awareness of table manners or etiquette like asking for your Steak Tartare well
done. And you never “done it”, you did it, or you never “seen it”, you saw it. It goes on and on….
3. Make sure every reference point in your life is in order. Google your own name. Have you
been quoted on something in the past? Check your LinkedIn profile or any other social media
that you use. Ensure it’s all squeaky clean. If it’s not, tidy it up fast.
4. If you had a business that closed, remember that creditors meetings, judgements or orders
against you can all be easily checked. They are all on record. So don’t say you were made an
offer you couldn’t refuse for that “fantastically successful” business you had and which just
happened to get a mention in Stubbs Gazette.
5. In your pocket, have a page with 3/4 referees names, titles, work address and contact
numbers available and neatly typed out. Presumably they will be good ones of your own choice.
The chances are if a reference check is going to be made, they will start with your list. Why?
Because you have made it nice and easy for them, which will be good for you.
6. Clearly, there are the other obvious and unwritten rules about attending interviews. You may
think that arriving on time, clean crisp shirt or blouse, polished shoes are obvious. Is there petrol
in the car? Adding oil at a garage on the way to interview is a sure way to mess up a clean shirt
and ensure you will be late. They are all so obvious that they are frequently overlooked. Leave
nothing to chance.
7. Above all and no matter what else you say or do, know your C.V. inside out, every line of it
and at your meeting, from time to time, smile. No one wants to hire a gloomy old grump. Would
you?
8. Turn off your phone for the duration. The world won’t stop turning.
Good Luck!
HOW TO ANSWER INTERVIEW QUESTIONS

ABOUT PROBLEM SOLVING
on March 10, 2012 |
As today’s market place is dominated by uncertainty, employers are placing an increasingly high
value on a candidate’s ability to problem solve, show sound judgement and make quick
decisions.
What questions can I expect?
The following are examples of “problem solving” competency questions:
· Describe a difficult problem you had to solve in your last job.

· Give me a specific example of a time when you used good judgment and logic in solving a
problem.
· Tell me about a time when you had to analyse information and make a recommendation. What
kind of thought process did you go through? What was your reasoning behind your decision?
· Describe a time when you had to analyse a problem and generate a solution.
How do I answer competency interview questions on problem solving?

In these questions an employer is looking for your ability to gather and organise all relevant
information, to identify cause-effect relationships and to come up with appropriate solutions.
It is helpful to structure your answer as follows:
· Define the problem

· Explain how you analysed it and broke it down
· Show you decided on the best solution
· Describe how you implemented the solution and outline the outcome
Define the Problem

Describe the problem. What made it a problem? What did the problem involve?
Analyse the Problem

Show how you collected the information and analysed it to look for possible causes. Then
describe how you looked for links between the causes, and analysed these “groups of causes” to
come up with possible solutions.
Generating Possible Solutions

Describe how you generated a number of possible solutions. Talk about what results you
expected to achieve and the risks involved in each course of action. Which solution did you opt
for and why?
Results
Discuss how you implemented the solution and what you achieved. Highlight what you learnt
from that experience.
Conclusion:
Use the SAR (Situation, Action, Result) method when answering your questions – this will
provide you with a nice framework for your answer and will help keep your response focused and
concise.
WHAT IS A BEHAVIOURAL OR COMPETENCY

INTERVIEW?
Behavioural interviews (also known as competency based interviews) are becoming increasingly
popular in the contemporary recruitment process.
They are regularly used by Multinationals and the public sector and are seen to be a good
predictor of future employee success. As many “traditional” interviews have also started
incorporating behavioural questions into their structure, it is important to be fully prepared for this
style of questioning – to both understand what is being asked and how best to present your
answers.
What is a behavioural/competency based interview?
Behavioural interviews are used to assess “competencies” or behavioural skills which are central
to the job you have applied to. The thinking behind this technique is that the best indicator of how
you will perform in the future is how you have already performed in the past. The emphasis is
focused on identifying and analysing previous examples of effective performance on the job.
What competencies will the employer assess?
An employer who is using this method of interviewing will typically follow a very structured
recruitment methodology by preparing a detailed job specification outlining all the competencies
and skills which are central to the role.
The job advertisement will usually contain phrases such as “you must be able to analyse,
interpret and resolve complex problems to successful conclusion.”
Another example could be “you should have the ability to work within a team, demonstrate
initiative and customer focus and work to timescales with a flexible approach.”
These are the competencies that will be focused on during the course of the interview.
How will I recognise a competency based questions?
Behavioural questions typically ask you to describe a situation where you have demonstrated a
particular competency.
This will followed up with further questions seeking more detail and clarification. They often start
with “describe a time when” or “give me an example of where”.
An example of a competency based question to assess your influencing skills might be:
· Describe a time where you influenced a group of people to accept your point of view despite
initial resistance.
· What approach did you take?
· What obstacles did you face?
· How did you overcome these obstacles?
· What was the outcome?
· What did you learn from this experience and how would you handle it differently next the time?
How to answer a competency based question:
When answering such questions you need to keep your responses concise and well structured.
The following framework (SAR) is very useful in answering competency questions: – breaking the
answer down into three distinct sections – situation, action and result.
In outlining the situation, give a concise background ensuring that you avoid unnecessary detail.
When describing the action you took; focus on skills you used and the problems you solved.
When highlighting the result, it is more powerful if you can quantify your outcome eg. “We got the
project completed one week before deadline” or “as a result of the actions we took, sales
increased by 20%.”
Bear in mind that the interviewer wants to know what you personally did in the situation you are
describing, not what the team did or what you think you could have done.
When drawing on examples, make sure you focus on the recent past – ideally giving examples
from the past four to five years. Have a few examples up your sleeve as it shows a greater
breadth of experience. If you constantly go back to the same example, you will give the
impression that your experience is limited.
Conclusion
If you have done your preparation well, you should do extremely well at this kind of interview. Be
ready with specific and relevant examples to demonstrate your skills in the competencies
highlighted for the role.
Anticipate the likely questions to be asked, and when you get to the interview, select the most
relevant example you can to answer each question.
Be clear and to the point in your replies – remember you will only have a specific amount of time
allocated to you, so make sure every moment counts.

ABOUT COMMUNICATION SKILLS
Once an employer is satisfied that you can do the job, they will focus their attention on your
communication skills.
Specifically they’ll want to know how you’ll interact with colleagues/ senior management
/customers, how skilled you are at resolving conflict and how adept you are in the art of
negotiation.
By anticipating questions that will be asked, you can prepare examples that show your
competency in these areas and prove that you are a great fit for the role.
QUESTIONS TO EXPECT ABOUT YOUR COMMUNICATION SKILLS
What types of people do you find it difficult to get on with?
When asking this question, an employer isn’t interested who you find it difficult to work with. They
want to know what you do to ensure an effective working relationship with such individuals.
A possible answer for this question could be: “I get on with all types of people, but get frustrated
when working with those who don’t share my work ethic.
In these situations, I find that by developing a good rapport the person, letting them know how
important their contribution is to getting the job done, and appealing to their better nature………
things get done.”
Tell me about a time when you successfully dealt with conflict?
When preparing your answer for this type of communications skills question, bear in mind that
the employer is most interested in the tools you use to deal with conflict.
Choose an example where you had to work hard to come to a mutually beneficial outcome.
Points that you may want to consider when preparing your answer:
Emphasise that you always act calmly even if the other party is aggressive and that you never
personalise a situation. Mention that you actively listen and try to understand the other person’s
viewpoint. Show that you are open to the idea that a third position may exist and that by working
together a creative solution may be found. Highlight that if approached correctly you think conflict
can be positive as it can deepen your awareness of a situation, sharpen your focus and force you
to think outside of the box.
Tell me about the most difficult or complex idea you have had to explain to someone.
Once again, the employer is more interested in the tools you use to effectively communicate a
complex idea, rather than the idea itself. Points to bear in mind when explaining your
methodology:
When communicating complex ideas, you keep your message simple and straightforward –
avoiding technical jargon and overusing statistics. You don’t expect people to have the same
background knowledge as you and are careful to introduce your idea in clear, concise terms. You
find that giving examples, using pictures and graphs helps clarify difficult concepts and can be
useful as people have different learning styles. You always encourage questions and if
somebody is having difficulty understanding, you are quick to adapt your style.
Conclusion:
I would advise using the Competency Framework (Situation, Action, Result) when answering
these questions as it will help you respond in a clear, concise and powerful manner.

QUESTION “WHAT IS YOUR GREATEST
WEAKNESS?”
It is one of the most common interview questions. We all know it and expect it so why is such a
stumbling block for candidates? It takes some skill to formulate a tactful and diplomatic answer to
this challenging question but with a bit of preparation you will be able to answer it fluently and
with ease.
Why is this question asked?
Like so many people, I used to cringe when asked this question and wondered how it could add
value to the interview process. After all, nobody in their right mind admits weaknesses in
interview – do they?
Interestingly, an employer can learn quite a lot by asking this question. Many times their interest
does not lie in identifying the actual weakness…instead they want to see how self aware you are,
if you are happy to maintain the status quo or if you are constantly looking for opportunities to
learn and develop.
Sometimes the employer is just interested in seeing how well you handle the difficult questions –
to see if you can think on your feet, if you maintain your composure and react well under
pressure.
Showing your Achilles heel
Honesty is the best policy but it needs to be delivered with care and finesse. Below are a couple
of guidelines to consider when answering this question:
a) When highlighting your weakness, you need to expand your answer to assure the interviewer
that you have taken positive and pro-active steps to overcome it.
b) Avoid clichés such as “I am a perfectionist.” In general the more personal and genuine your
answer to this question, the better. By showing more of your personality you are also helping
build a rapport with the interviewer.
c) Don’t choose a weakness which would disqualify you from the position. For example, if you
interviewing for an editor’s role and cite poor written communication skills as your weakness –
you will probably not be asked back for second interview.
Examples
The specific weakness you choose really depends on both your own background and the specific
job requirements. I have given three examples below to act as a guideline:
Time Management
“I am naturally a team player and always used to say yes when asked to take on additional work.
Sometimes I bit off more that I could chew and put myself under enormous pressure to meet
conflicting deadlines. Now when I accept a project, I request a completion date, review my
calendar to ensure nothing overlaps and then accept the task. This way I am able to take on the
project , complete the work to deadline and meet everyone’s expectations“
High standards
“I set myself very high standards and often used to get impatient when I was working with people
who didn’t operate at the same pace as me. Now, instead of getting frustrated, I help team
members who are having problems and by doing this, the project moves forward more quickly.“
Attention to Detail
“I always like learning concepts in depth and in the past it has slowed down my work on projects.
To overcome this, I now learn as much of the concept as is required to complete the project to
deadline. Once I have the time, I go back to the concept to understand its finer details and
complexities. It means I meet all deadlines and yet am constantly increasing my technical
knowledge.”
Remember Interviewers don’t expect you to be perfect. They are not interested in exposing your
flaws but instead want to see how you identify and adjust for your shortcomings. By presenting
yourself as someone who is constantly looking to learn and develop, you will be seen as a
valuable asset in the eyes of any employer.
QUESTION ‘WHAT IS YOUR GREATEST
STRENGTH?’
Although it is impossible to anticipate every interview question– being asked to describe your
strengths is an old favourite and should be prepared for. As part of the recruitment process,
employers will already have identified the essential qualities required in a prospective employee
and by showing that your strengths compliment the job requirements, you will immediately stand
out from the crowd.
The importance of the Job Specification
By examining the job specification you will gain a clear understanding of what the employer is
looking for. A well drafted job spec will spell out the qualities that the “ideal candidate” will
possess. Commonly sought after skills and competencies include:
· Strong people-management and influencing skills

· Initiative, motivation, commitment and professionalism
· Adaptability: the ability to deal effectively with both routine and unpredictable issues
· Commercial Awareness: Thinking analytically about the business and how to improve
performance
Once you have identified what the employer is looking for, you then need to ensure that you
highlight your personal strengths that most closely match their requirements.
Identifying your Strengths
A lot of people find it difficult to identify which parts of their job they are particularly good at.
Answering the following questions will help you analyse your job performance and will assist you
in highlighting qualities that could be attractive to future employers.
· What achievements/ notable successes were highlighted in your annual review?

· Which parts of your role do you most enjoy? (We tend to like things that we are naturally gifted)
· What do colleagues seek your advice on? (We are normally asked for advice on areas in which
we excel)
Bear in mind that strengths can be both technical and interpersonal in nature:
· Technical skills: Fluency in a language, advanced Excel skills, system implementation skills etc
· Interpersonal skills: Planning and organisational, leadership, team playing, ability to work under
pressure, initiative, conflict management, analytical, communication, project management etc
Evidence Based Approach
When you are describing your strengths, make sure to back up your answer with examples. An
employer needs to know that you are not only self aware, but that you understand the value of
your strengths and can use them to benefit the company.
For example, if you have chosen the following three strengths “man management, initiative and
adaptability “you could expand by saying:
“Because of my strong man management skills, last year I was given responsibility for a team
which had low morale and a high staff turnover. By creating clearer lines of communication and
giving clear and constant feedback – within six months productivity had increased by 20% and a
good atmosphere was restored”
“Throughout my career I have come up with many ideas that have created efficiencies. In my
current role, by cross training staff, I was able to reduce annual overtime rates by 20%”
“I am also a very adaptable person. I was recently asked to cover for my manager for six months
and was able to continue my regular duties in addition to taking on many new responsibilities.
This was a steep learning curve and a very pressurised time for me but I really enjoyed the
challenge and met all deadlines.”
Keep your answer concise and high level. The interviewer can probe you for more detail if
required.
Conclusion
Remember that the secret of success is playing to your strengths and becoming more of who you
already are.
Understanding your own unique talents and communicating how these will benefit a future
employer will help position you as an insightful, action oriented individual who would be an asset
to any company.

ABOUT TEAMWORK
In a recent survey, teamwork and communication skills ranked amongst the top five qualities
sought by employers.
Many companies are now focusing on team building as a way to differentiate themselves from
their competitors in the belief that it will positively impact their bottom line.
They recognise that team work brings about synergy – “the sum of the parts being greater than
the whole” and if implemented correctly, teambuilding can make a company more productive,
increase staff morale and foster innovation.
As a result, questions based on team building skills are now starting to feature strongly in
interviews. To successfully answer these questions, it is first essential to understand the
characteristics inherent in a successful team player.
So what are the qualities of a good team player? Although not an exhaustive list, all good team
players share the following six characteristics:
Honest and open communicator
Good communication is essential to success in the workplace. We have all had experiences of
hearing the wrong message, assuming incorrectly, misinterpreting others’ behaviors and feeling
offended. That is why it is important to use clear communication, as well as active listening skills
with fellow team members. Don’t just seek to be understood, but also seek to understand.
Reliability
It is important to be able to rely on fellow team members. When a commitment is given, work
should be done to deadline and to a high standard. Consistency is crucial.
Positive Mindset
To be a good team player, you have to be the type of person others want to be around. Good
team players celebrate the successes and learn from the set backs. They recognise the
importance of giving positive feedback and are open to receiving constructive criticism.
Flexibility
Flexibility is an important trait when working with others. If you are rigid in your approach to new
concepts or change, then others will be negatively impacted. A flexible team member can
consider different points of views and compromise when needed.
Getting Involved
Good team players are active participants. They are fully engaged in the work of the team and do
not sit passively on the sidelines. Team members who function as active participants take the
initiative to help make things happen, and they volunteer for assignments. They adopt a can-do
approach.
Problem-solver
Good team players are willing to deal with all kinds of problems in a solutions-oriented manner.
Team players get problems out in the open for discussion and then collaborate with others to find
solutions and form action plans.
In conclusion, in tougher economic times, where companies are leaner, teamwork and flexibility
are seen as essential qualities in ensuring a company’s survival and ultimate long term success.
Being able to demonstrate these skills effectively in an interview should give you the edge
required in the selection process and lead to a successful outcome in your job search.
HOW TO ANSWER QUESTIONS ABOUT

‘MANAGEMENT STYLE’
As mentioned in previous articles, success in an interview requires careful preparation. You must
anticipate questions that will be asked; prepare concise answers, have examples to support your
responses and hone your delivery style.
In this article we will focus on management skills and investigate what an interviewer is looking
for when they ask you to describe your management style. This is becoming a fairly standard
question in interviews.
Those going for management roles fully expect to be probed on their leadership skills, but
regardless of your level in an organisation or the role you applied for, employers are keen to spot
candidates with potential to advance and assume managerial positions.
Qualities sought by an employer
When preparing for any question, it is always worthwhile pausing to reflect on what an employer
is actually looking for. In this instance, they will be assessing your ability to perform the following
· motivate and develop a team,
· delegate effectively
· maximise team productivity
· manage poor performance
There is no “right” answer here. Management styles vary depending on the situation involved.
For example, an experienced member of staff will be managed very differently to a trainee;
management styles in an expanding economy may also be quite different to those required in a
contracting economy.
What if I am lacking in management experience?
If you have limited management experience you should be honest and state this. You should,
however, draw on the relevant experience you do have and demonstrate how these skills are
transferable to a larger team environment. Graduates for example, who may have limited work
experience, should draw on management skills gained in the sports arena (e.g. if they have
captained a hockey, soccer team) to demonstrate their future potential.
Citing examples
Citing examples always strengthens an answer and makes the interview much more personal
and engaging. An effective way to illustrate your ability is to refer to a situation where you needed
to manage an underperforming member of staff. After all, it is easy to manage good people, but
your true management skills only shine when you are challenged. Choose your example
carefully….you want to put your best foot forward!
When giving an example, you should structure your answer carefully.
· Describe the situation: set the background, specify how the employee was under performing
and the impact this was having on the team etc.
· Describe the action you took: recount how you approached the employee, what you said and
what their reaction was etc.
· Describe the result: detail the outcome and how the employee’s performance improved and if
the situation arose again etc.
Benefits of interview coaching
To attain the maximum impact in an interview, questions should be well rehearsed. A

professional interview coaching session enables you to practise your responses in a safe
environment and benefit from the feedback and expertise of a seasoned recruiter. Objective,
professional advice before an interview helps build confidence and leads to a winning interview
performance
THE BEST INTERVIEW TIP? THINK LIKE THE

EMPLOYER
When preparing for an interview, put yourself in the shoes of your future employer. What qualities
would you be looking for if you were leading the recruitment process? The following points will
help.
Tailor your application:

Unless you make it clear to an employer that you have all the requirements for the role, your
application will be overlooked. Spend time crafting a strong impact CV. The fist page needs to
make a very strong connection between your skills and the job requirements.
Results focused
Employers are looking for people who can ultimately save/make money by helping identify better
ways of doing things, solving problems or thinking creatively. Demonstrating that you can do the
job is no longer good enough, you need to show how you have brought value added to previous
employers. This can be as simple as reorganising the filing system, scanning everything on to a
computer thus saving the company money in both storage costs and the time taken to retrieve
information. You need to be fully aware of the strengths you’re bringing to the table and give
strong examples to back them up.
Positive attitude
Smiling in an interview and presenting yourself as somebody who’s a “can do” person is hugely
important. During the interview, the employer is assessing how you will interact with clients,
customers, peers and senior management. Once they know you can do the job, they’ll focus on
how well you’ll fit into the company.
Demonstrating an interest & knowledge about the company

Why is this important? It’s a well know fact that when you’re interested in something, you’ll spend
more time and energy on it and achieve better results. Research the company and its wider
business environment. Understand the challenges facing the industry sector and how the
company is positioned against their competitors.
Questions
Clients often make their final decision based on the quality of the questions asked at the end of
an interview. This is particularly the case where there is very little to distinguish between the final
shortlisted candidates. The opposite is also true – candidates have been rejected from an
interview process as they did not have any questions to ask. Why? The employer assumed that
they were not interested in the job.
Conclusion
As always, the key to success is in the preparation. Happy interviewing!
HOW TO MANAGE THE INTERVIEWER

Interviewing is a complex process where personal dynamics take centre stage. By developing an
awareness of the main personality types, you can help you improve your ability to adapt to the
interviewer’s individual style. Developing such a flexible approach can impact on the direction
and style of the interview and ultimately its outcome.
Below are the four most common personalities you are likely to encounter in your job search:
Friendly and Relaxed

Some interviewers have a relaxed, almost casual approach to interviews. This is a very good
way to put applicants at their ease but if you are not used to this style, it can be very easy to be
let your guard down and perhaps to reveal a little more than you intended.
When faced with a “chummy” interviewer, always maintain a professional approach. Don’t get too
comfortable and keep in mind the key strengths you would like to communicate during the course
of the interview.
Nervous and Inexperienced
It is easy to forget that many interviewers have not had any formal training. This is particularly
true in small and medium sized enterprises, where interview skills are often learnt “on the job”. If
an interviewer appears uncomfortable or nervous, this is probably because they are
inexperienced and are out of their comfort zone.
Frequently, inexperienced interviewers talk liberally about the company and role and leave very
little time for the job applicant to expand on their experience. Other times, the interviewer may
ask closed questions that really only require a yes or no answer.
In these situations, try to take the lead. Expand on what skills and experience you are bringing to
the table. This is delicate balancing act as you do not want to appear too forceful.
Distracted
If an interviewer has a large volume of candidates to interview, they may well become tired and
consequently less engaged towards the end of the day.
Another thing to bear in mind is that interviewers are often under pressure to meet other work
deadlines and consequently may appear distracted at the initial stages of the interview as their
mind is still on other projects.
In these situations, your best approach is to maintain your self confidence and to concentrate on
giving concise answers – highlighting your achievements and backing them up with solid
examples. Remember to show your enthusiasm for the job.
Stress interview
Stress interviews are designed to see how you act under pressure. Questions are asked to throw
you off balance and to see how you can cope with the unexpected.
When faced with such questions, it is important to remain professional and not to not take the
line of questioning personally. Regardless of what question is asked, it can be turned to your own
advantage.
For example when asked “Why have you been out of work so long?” your initial reaction might be
to become upset or indeed indignant. Instead why not focus attention on what you have achieved
since leaving your job?.e.g. Doing an advanced Excel course, getting involved in your local
business association etc. Stay calm and positive.
Conclusion
In an ideal world, interviewers would all be trained on how to conduct the perfect interview. They
wouldn’t get tired, lose concentration, or recruit in their own image. The reality is, however, that
interviewers are human with their own quirks and idiosyncrasies. Understanding this, and
adapting your style to each unique situation, could ease your path and greatly enhance your
performance on the day.
THE TOP 5 INTERVIEW MISTAKES

Being told that you were unsuccessful in interview is a brutal blow but it is important to view each
interview as a learning experience, quickly identify where you fell down and make the necessary
changes to ensure that next time round you get over the line.
To help you critically assess your performance, I have outlined below the five most common
interview mistakes.
Not getting specific
Talking in generalities is the death knell of any interview. To get the interest of your future
employer, you will need to give strong, concrete examples of your strengths, highlighting your
achievements in quantifiable terms.
For example – if you are outlining you change management skills – back it up with an example of
where you reorganised the work flow of a team and by what percentage this increased
productivity/ quality/ efficiencies. Once an employer can visualise your contribution, you will
capture their undivided attention.
Thinking it is all about you
In a recessionary environment, employers take a risk adverse approach to recruitment and need
to be reassured that you tick all their boxes. So when asked the question “Why did you apply for
this position?” instead of focusing on how the role would enhance your skill set and how you
would love the opportunity to work in a multinational company; you should focus on how closely
your experience and skill set matches their requirements and how you could quickly hit the
ground running.
Discussing Salary
Avoid the salary issue, particularly in first interview. Your goal at this stage is to convince the
employer that you are the ideal candidate – once they have bought into you, then salary can be
broached. If you are asked the direct question – “what are your salary expectations?”, subtly side
step the issue by highlighting this is an important career move for you and that money is not your
main driver.
Not researching the company
Why is this important? Let’s face it, we all have egos – even large corporations. Showing you
have taken the time to research an organisation not only is very flattering, it also shows that you
have a genuine interest in them and have invested time in getting background information in
them, their competitors and the industry sector.
It helps position you in a more strategic, commercial light which will prove that not only are you
good for the immediate role but that you could be groomed for future development in the
company.
Know Thy Self
When we have been in a job for a number of years, we learn from our vast experience, react
intuitively to situations and instinctively know the correct action to take.
However, for the purposes of an interview we need to reflect on our behaviour, break down what
processes we followed and examine the reasons why we pursued a particular course of action. It
is only by reflecting on and understanding our own behaviour that we will be able to convince an
employer that we have the required skill sets for a job.
For example, if asked to describe a situation where you worked under significant pressure – the
employer is not simply interested in the situation and outcome – instead they will be focusing on
the tools you used to effectively manage this pressure (prioritising, organisational skills,
delegation, keeping a calm head etc).
Conclusion:
Interviewing is an acquired skill and it takes time and effort to perfect your technique. By being
open to constructive feedback and ready to learn from your mistakes, success will soon follow.
THE TOP TEN INTERVIEW QUESTIONS

Whilst it is impossible to anticipate all the questions that might be asked in interview, you should
however prepare for the most common ones that professional interviewers tend to rely on. I have
outlined below the ten most popular interview questions and given some guidelines on how to
best answer them.
Tell me about yourself
This question is often used to put candidates at their ease, before the interview “proper” begins.
Because the question is so unstructured, it can be quite challenging…… what do you
include/leave out, do you focus on your professional or personal life? To answer this question
well, you need to bear in mind the following:
· Keep the answer concise – it should last for no longer that two minutes
· From word go, get across your enthusiasm for the role
· Do not simply run through your whole CV – instead focus on 3 or 4 key areas that would be of
most interest to the employer for this particular position
· Keep the primary focus on your professional life
Why did you apply to this position?
Many people when asked this question focus on the benefits they will accrue from joining the
company. You need to turn the tables and explain how your background is closely aligned with
the job specification and how you would add value to the employer.
What do you know about this company?
By showing a deep knowledge of the company, you will convince the employer that you do not
just want any job, but want a role in their company. In a period of high unemployment, this is
crucial. Research the company website, read around the company by doing a search of archived
articles in the Irish Times/ Irish Independent/Financial Times or trade journals.
What have you been doing since your last position?
If you are immediately available, you need to be able to account for your time. An employer
needs to know that you are motivated and have a strong work ethic. You could cite doing
volunteer work, doing a course to update your skills, going to networking events ……..make sure
that you present yourself as a forward thinking, dynamic individual.
What are your strengths?
To answer this question effectively, you need to firstly analyse the job specification to understand
the most important qualities sought by the employer. Then identify your own strengths and
highlight those that most closely match the employer’s needs. I would suggest highlighting three
of four strengths and having a small example to back each one up.
What is your biggest weakness?
Unlike strengths, you only need to choose one weakness! I would advise against using the old
clichés such as “I am a perfectionist” as they sound a bit glib. Whatever weakness you choose,
be clear to let the employer know that you have focused on this developmental area and have
now successfully overcome it. Employers want to know that you are self aware and always
looking for ways to develop and do things better.
Where do you see yourself in five years time?
Emphasise that you want to be within the company and develop significantly in your career.
Remember all companies invest time and resources in new employees and need to see a return
on investment.
How would your colleagues describe you?
Don’t be afraid to blow your own trumpet. You could mention your positive “can do” approach,
your willingness to get involved in areas outside your immediate scope of responsibility, your
reliability…perhaps you have a calm head under pressure.
What are your salary expectations?

This is a tricky question as you do not want to undersell yourself and yet do not want to price
yourself out of the market. Side step this question by saying that the role is much more important
to you than salary and that you are open to all reasonable offers.
Do you have any questions you would like to ask us?
You need to have 2 to 3 questions up your sleeve. From an employer perspective, this shows
genuine interest in the role. You could ask for clarification on information given earlier in the
interview or you could ask questions on structure of department you would be working in,
reporting lines, IT systems etc. Do not ask question on salary or terms and conditions of
employment.
HOW TO PREPARE FOR A PANEL INTERVIEW

on March 9, 2011 |
Most people find any interviews, let alone a panel interview a daunting prospect. However, do
not let this put you off; you can still prepare yourself as well as possible to face this challenge.
In today’s job market most interviews are conducted by more than one person to ensure fair-play
and equality, therefore, preparation for a panel interview is no different to any other interview
preparation and indeed, it is all about preparation!
There are a number of things you can do to prepare yourself for a panel interview and listed
below are a few of the top tips.
Try to establish how many people are on the panel prior to interview and their role in the
organisation. This information should be accessible from the Human Resource department but is
also often included on the paperwork you receive inviting you to interview. Having prior
knowledge of panel members and their role in the organisation enables you to prepare in such a
way so that during the interview you can address your question to the relevant person by name.
Do your research on the job. Try to talk to the named person on the advert so that you can gain a
better understanding of the role. If you can make an informal visit, great. You can then use this
information during your panel interview.
When preparing your answers, look to highlight your skills and abilities in relation to the role,
pulling on your strengths and remember the interview is your opportunity to demonstrate your
excellent communication skills.
Practice asking yourself questions and then answering them pulling out relevant information in
relation to that question. Remember to answer the question asked and keep checking that your
answers make sense in relation to the question. If possible, get some friends to act as a panel so
that you can practice answering the question, making eye contact with each member of the
panel. Try to use the name of the panel member who has asked the question at the start and
finish of your answer.
Practice speaking slowly and clearly, taking your time to ensure you are understood. Practice
breathing and perhaps counting to five before answering a question so that you can compose
yourself and steady your nerves
Practice using relevant examples of your previous work or skills to demonstrate what it is you can
bring to the position applied for. Often it is worth trying to think of your answer from the panelist’s
point of view. Let’s say the panelist asking the question is from Finance, try to incorporate an
aspect of Finance in your answer. If you can practice linking your answers also, this is even
better. For example, “To expand on my answer to Paul, I have also worked in…” This will
demonstrate to the panel that you have been listening and that you have the ability to link
themes.
Pull together a number of questions that can be addressed to different panel members in relation
to their role in the organisation. For example, you could address a question about staff
management responsibilities to Human Resources or the line manager. This way you can
demonstrate that you are confident asking questions and that you have done your homework in
relation to the role.
These are a few tips to help you prepare for a panel interview and this list is by no means
exhaustive. However, if you follow these simple tips you should be well on your way to
completing a successful panel interview.
-ends-

How To Prepare For A Competency Based Interview

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HOW TO PREPARE FOR A COMPETENCY BASED INTERVIEW..............................................3

HOW TO PREPARE FOR A COMPETENCY

There are many different types of interview.

An example of a competency would be “presenting and communicating”.

Some final tips

• Be as succinct as possible and know when to stop.

LONG TIME SINCE YOUR LAST INTERVIEW?

This is the competency based interview process. You are expected to be able to relate issues

 Fully prepared for any questions

 Able to respond to almost any question with total recall

 Able to provide an example of your involvement in a similar event

1. Questions about your past work – Your career history

2. Questions about you as a person – Your skills

WHAT SHOULD YOU DO AFTER AN

They say, “Thanks for coming in to see us today, we’ll be in touch”.

Either way you are doing the wrong thing.

AFTER AN INTERVIEW TIPS

Before taking your leave, you should do two things.

1 . Tell them how interested you are to the job on offer.

HOW TO GET YOUR INTERVIEW BODY

There is little doubt that body language plays a part in that.

INTERVIEW BODY LANGUAGE TIPS

Shake hands and leave.

Know who will be interview you

Know where you are going

Don’t forget your CV

Walk in ready to go.

HOW TO CALM INTERVIEW NERVES

Do you suffer from interview nerves?

Therefore take each section of the interview process and prepare.

1. The company who has invited you to interview

2. Who will be interviewing you?

Exactly as in No. 3 above

5, An in-depth, total and intimate knowledge of your career history

WHAT’S THE BEST ANSWER TO THE

The key to a positive interview is preparation.

• How do your skills match the job requirements/specification?

On completion of your preparation, you will be in a position to be able to summarise your

INTERVIEW DOS, DON’TS AND NEVER

Every opportunity means interviews, and lots of them.

6. Do ask a few pertinent questions pleasantly and with a smile.

7. (One extra Do, I nearly forgot. TURN OFF YOUR PHONE!)

3. Do Not ever be personal, familiar or start a joke.

4. Do Not ever ask about salary.

The Never Ever’s

5 TIPS FOR DOING A GREAT INTERVIEW

1. You are the Product

3 Focus on topics not questions

4. Know your interviewer

5. Take notes

• Am I correct in saying you are asking me X?

HOW TO ANSWER THE INTERVIEW

You feel confident and believe it’s going your way.

Then up pops the negative question;

– What kind of people do you not get along with?

And so the list goes on and on.

The interviewer will simply tick the NO box beside the;

‘Gets along well with colleagues’ question.

What are you not good at?

WHAT SHOULD YOU DO AFTER AN

I am often asked “What is the correct etiquette or protocol after an interview?”

INTERVIEW QUESTIONS ABOUT TECHNICAL