Career Won: BUNCH OF 5 - MORE COMMON INTERVIEW QUESTIONS

Career Won: BUNCH OF 5 - MORE COMMON INTERVIEW QUESTIONS: "1. Tell me about a problem you have had with a supervisor? This is a trick question! This is a test to see whether you will speak ill of a..."

BUNCH OF 5 - MORE COMMON INTERVIEW QUESTIONS

1. Tell me about a problem you have had with a supervisor?

This is a trick question! This is a test to see whether you will speak ill of a previous supervisor. Remember, behavioural based recruitment is built on the premise that past performance predicts future behaviour. Turn the question around and mention the admirable qualities of your superiors.

2. Tell me what has disappointed you about your last role?

Avoid trivialities and negativity's. Clever responses may relate to:

- not enough challenge

- not enough responsibility

- skills under utilised

3. Tell me about your ability to work under pressure?

State that you thrive in a pressurised environment and provide a real life example that relates to the position that you are applying for. Be sure to detail a STAR response: Situation, Task, Action and Result

4. What motivates you to do your best work?

You need to reference a personal trait - some examples might be Challenge, Achievement & Recognition

5. Tell me about a time when you helped to resolve a dispute between work mates?

Pick a specific STAR example and be sure to detail the problem solving technique that you employed, as opposed to focusing on the actual dispute

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INTERVIEW DRESS CODE

Irrespective of what role you are applying for, there's one general rule when it comes to what to wear: Dress Up!



The consensus amongst the career-crowd is that dressing to impress for that first job interview not only tells the interviewer that you are serious about the job, but you are also serious about yourself.

Even in cases where the company culture dictates that a more casual style of dress is the norm, I advocate that you step it up a notch or two for the all important initial interview. You have but one chance to make a positive impression.

For an office-based corporate role a suit and tie for men and skirt / pant suit for women would be an ideal choice. Unless you are looking to work in the fashion industry, avoid wearing sandals and open toed shoes.

In less formal environments, a crisp clean buttoned shirt with either trousers or pants will suffice. Again, opt for closed in shoes / boots and ensure that all of your clothing and footwear is spotlessly clean.

Common sense dictates that you need to pay careful attention to your grooming when attending a job interview; avoid visual distractions such as loud / novelty ties, chipped nail polish, heavy make up / poorly applied make up, large earrings and jewellery that jangles, unwashed hair that falls into your eyes or causes you play with it.



Go lightly on the fragrance and resist the temptation to light up a ciggie before your interview; if you do, your cigarette will become your fragrance.

Lastly wear clothes that you are comfortable in, that suit your shape and allow the interviewer to focus their attention on what you are saying, not what you are wearing.

If in doubt, I have one last tip which although a wee bit sneaky, works a charm...check out what other employees are wearing in the workplace and build on that as a start.

For all of your job-search support needs visit www.onestopresumeshop.com.au

BUNCH OF 5 - COMMON INTERVIEW QUESTIONS

1. Tell me about yourself...

This question may be used to assess your personality, presentation and communication skills and ability to thing on your feet. Prepare a list of what you do (from your current or previous role),your strengths (stick to the ones that were featured in the application), and a brief summary of your career pathway to date. Finally link your experience to the job that you are being interviewed for.

2. Why are you looking to leave your current role/ employer?

Always respond positively...eg: better career advancement, further challenges, increased responsibility and greater variety in work



3. Why do you want to work for this company?

This is an opening for you to demonstrate your knowledge of the company and reemphasize your suitability for the role.


4. Do you work well under pressure?


Respond with a 'yes' and provide a specific example of a time when you were under pressure and how you rose to the challenge and delivered a successful outcome.


5. Where do you see yourself in five years time?

This is an assessment of the extent of your ambition and career planning. You need to demonstrate that your long term goals are appropriate to the position being discussed. You also need to state your commitment. Ultimately, the employer wants to hear that you will be with them in the long term and that they will get a strong return on their investment in you.

For all your job searching support needs go to www.onestopresumeshop.com.au

Behavioural Based Interviewing Demystified

I would like to share with you the BEST interview advice ever. Believe me, this information will stand you in good stead for the future...

Prepare a list of examples from your work, volunteer and educational activities that highlight the following skills:

1. Communication
2. Teamwork
3. Leadership
4. Problem Solving
5. Initiative and Enterprise
6. Planning and Organising
7. Self-management
8. Learning
9. Technology

When considering these scenarios, identify the Situation, Task, Action and Result. You challenge is to come up with a complete STAR example from each of the competencies above. Armed with this information, there is very little that can be asked of you during an interview that you are are ill-prepared for.

This interviewing style is called behavioural - based interviewing and is by far the most preffered recruiting method in practise today. The reason behavioural based recruiting is widespread is because it lets the interviewer know your pattern of behaviours. Behavioural based interviewing is built on the premise that "past performance predicts future behaviour". Rather than speculating on what you would do in a situation, you are called upon to state what you did do in a given situation. We are all creatures of habit and tend to do things in the same way.

Typically, behavioural based interview questions will start with... "Tell me about a time when..." Listen for this cue and draw upon one of your STAR examples. Here are some common behavioural based interview questions:

1. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. (COMMUNICATION)


2. Describe a time when you were faced with a stressful situation that demonstrated your coping skills. (SELF MANAGEMENT)


3. Give me a specific example of a time when you used good judgment and logic in solving a problem. (PROBLEM SOLVING)


4. Give me an example of a time when you set a goal and were able to meet or achieve it. (INITIATIVE & ENTERPRISE)


5. Tell me about a time when you had to use your presentation skills to influence someone's opinion. (COMMUNICATION)


6. Tell me about a time when you had too many things to do and you were required to prioritize your tasks. (ORGANISATION / PLANNING)


7. Give me an example of when you showed initiative and took the lead (LEADERSHIP)

A large number of interviewees will fall into the trap of stating what they would do, as opposed to what they have done. This can be avoided by ensuring that you carefully listen to the question. It's also common for candidates to not detail the result / or the outcome related to the example. Be mindful of book-ending your response in way that leaves a lasting positive account of your achievements.

After answering a question, some interviewers will ask you "If you had to do this over again, what would you do differently?" If you state that you would do it the same, you run the risk of looking like you don't learn from experience. I advocate that, irrespective of the outcome, you should always seek to improve!

If you're gearing up for an interview, prepare your STAR examples ahead of time, practise delivering them and I guarantee you will radiate confidence and professionalism.

For more specific interview coaching, log onto www.onestopresumeshop.com.au

GROUP INTERVIEWS

More and more, group interviews are becoming the norm for employers who conduct large scale recruitment. A Group interview usually it involves a number of interviewers - potential managers or supervisors, human resources, even future co-workers and a group of candidates all together in one room.

Group interviews are an effective recruitment tool for employers because information is communicated to all the candidates in an economical and time-saving manner. Importantly, it gives the interviewers an opportunity to conduct an initial screening of the candidates as they observe the candidates' behaviour and interaction with each other, their communication skills and the impression they make

A typical format for a group interview is:

• Introduction by company representative describing the company/organisation, it’s culture, values, mission statement and goals
• Open Forum: candidates are encouraged to ask questions of the company representatives

Group interviews can be more involved than this. Candidates may be required to participate in work-simulation exercises. These can take the form of group problem-solving sessions where each candidate's contributions and participation is noted. Discussion groups take a similar form.
Other exercises include splitting the candidates into teams and each team is given a work-related task to complete. Each team then presents their results to the whole group.

During these team exercises the interviewers closely watch and listen to the candidates. They may also ask questions of individual candidates and take notes.
The skills been observed include communication and interpersonal ability, persuasiveness and the ability to influence others, leadership and delegation, organizational and planning skills and the ability to work and contribute as a team-member. Other observable behaviours include the ability to handle stress, to deal with feedback and give feedback and to analyse and problem-solve. Levels of individual knowledge are also noted.

Often, the situational exercise is not work related. Candidates are given a controversial hypothetical situation, such what 10 essential items they would take on a deserted island. These exercises are intended to promote rigorous discussion, conflict and provide a perfect platform for interviewers to observe how candidates manage conflict, stress and pressure. Furthermore it showcases an applicant’s capacity to interact, influence and reach decisions.
When participating in a group interview, first and foremost, you need to be your true authentic self. Cultural fit is an important factor for both you and the interviewer – faking it will not cut it!

Here are some tips for tackling group interviews:

BEFORE

• Before the interview, prepare some well thought out questions to ask – expect that at some stage during the group interview you will be asked if you have a question; you will leave a positive impression if you ask insightful questions the company to help you plan your questions and interview answers
• Comprehensively research the company / organisation beforehand – an intimate understanding of the company, its customers and competitors, will serve you well

DURING

• Before you begin the interview introduce yourself politely to the other candidates. You will be observed from the word go
• It’s a great idea to ask about people’s backgrounds as you may be able to draw on a person’s expertise in a group-based activity
• It is important to be seen as an active participant rather than merely an observer. Contribute your views and ideas while also listening to the other candidates
• Be considerate of other candidates and allow everyone the opportunity to have a voice – advocate for people who appear shy or quiet
• Appear confident but avoid coming across as aggressive – try and strike a balance
  Avoid dominating the conversation and don't interrupt the other candidates
• Make sure that you take criticism and give feedback constructively
• Offer praise when possible and acknowledge valuable contributions from other candidates
• Avoid obvious power conflicts as these will make you appear uncooperative and unprofessional
• Remain calm, confident and measured in your approach
• Be aware of your body language. This is something that will be carefully observed. Make sure you are sending the right non-verbal messages
• With many candidates all trying to contribute, someone may make your point first. If this happens, think of a statement that adds to this point. This demonstrates that you listen actively and think on your feet
• Be aware of the interviewers throughout so you can catch any important cues

AFTER:

• As a rule, immediately follow up with the interviewers and thank them for meeting with you.
  

For more information on Group Interviews, and all your job search needs, go to: www.onestopresumeshop.com.au

Social Networking and Job Searching

Online social networkers BEWARE....before we start, I'd like to pose a few questions...

Have you ever googled your name? If so what appears?
Who has access to your Facebook Profile?
Are you a random collector of Facebook Friends?
Do you actually know your Facebook Friends?
Is your image squeaky clean?

Don't think that an employer is not going to look into your background....are you going to be happy with the information that is unearthed about you?

I espouse the virtues of preparing for an interview by conducting prior research on the industry, company and people involved in the recruitment process. Where do I start this process? In a word - Google. Google has furnished me with a wealth of information, some of which I have used to build rapport during the interview. On one occasion, I recall being asked about my participation in extra curricular activities btw what the employer really wanted to know in asking this question, was whether I had a healthy work/life balance or perhaps was a couch potato. Before the interview, I Googled the name of the person conducting the interview and I found out that she was a triathlon fanatic...I skillfully incorporated this 'pearl' of information into my reply and was pleased to observe her very positive reaction to my answer. This experience serves example of how to use online research to support your job search activities...

I am trying to make the point that it is completely and utterly naive to think that a potential employer will not Google you - just as you have Googled them. So please pay attention to what you post online and ask yourself the question - does this reflect the image that I want to portray to an employer? Will your online past serve to help or impede your opportunities?

My advice, if in doubt, err on the side of caution an install the appropriate screening and security measures to protect your personal information - otherwise it might come back to bite you.

Interested in Fast Tracking Your Career? Log onto http://www.onestopresumeshop.com.au

Interview Faux Pas

As an experienced interviewer I can attest to having observed the full spectrum of behaviours from the most amazingly gifted candidates right through to some who are somewhat "challenged"...here are some of my most memorable (and not necessarily in a good way) experiences...

Mid way through answering a question regarding her sales experience, the candidate paused and asked me what type of hosiery I was wearing. She then went on to notice that my hosiery, unlike hers, shiny. After a period a what seemed eternal silence, she said: "I'm not going to get this job am I - is it because I don't have shiny legs". At which point she extended her hand and attempted to stroke my leg. Surprisingly enough (and to her dismay) she was not shortlisted for the role.

Another candidate, when asked to provide a real life example of the best customer service that she had ever provided stated: "Well as you know I work in a restaurant and every time I spill a glass of wine on a patron - I always replace it. Every time."

I typically ask candidates whether they have any questions toward the end of the interview, on one particular occasion, the interviewee responded openly.."Like, how long do youse need to work before youse get free stuff 'n that?"

Interviewing candidates is a sobering experience; I hope and I know that by sharing these experiences you have a snapshot of what it's been like in my world...

For the latest interview coaching services go to http://www.onestopresumeshop.com.au

When to talk salary...

A question that I am commonly asked relates to negotiating a salary...when is it ok for me to ask about salary?

The short answer is not until the employer mentions it - typically this will be discussed at the latter stage of the recruitment process. Employers are reluctant to go down the pathway of negotiating your salary until they are confident that you have the requisite skills, experience and personal attributes to perform in the role.

There a benefits for the candidate in waiting to negotiate a salary...namely you can leverage an employer's interest in you and negotiate a more attractive salary package. In order to do this you need to undertake some research on what the market is paying for staff in your field; knowing this serves to provide you with a ballpark - you goal is to match your salary with your experience - the http://www.hays.com.au/ have a brilliant resource in their 2010 Salary Survey - this is a great place to start your research.

The aim is to provide an employer with a realistic salary band with which to commence your salary discussions - shoot too high and you risk being eliminated from the candidate pool, shoot too low and you may be perceived as lacking commercial business acumen. I'm a big fan of the transparent approach and advocate that you share your research findings with the employer...

"My research regarding salaries for Account Executives with my experience, qualifications and track record of results suggests that I would be looking to earn between $70 000 and $80 000 per year". Tell me does this fall within your salary range?

If you've accessed the right statistical data on salary and you can show that you meet the expectations of the position, then don't be afraid to nominate the upper scale of your band; the worse thing that can happen is that an employer negotiates downwards. On the plus side, you'd be amazed at how frequently an employer will meet your salary requirements - to get the right person, with the right skill-set and the right attitude, it can be a smart investment to pay a little more...