Interview

6/2/2018

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Simulation

Interview Course

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It's not what we do, it's how we do it!

The Interviewer

Someone you don't know manages this process. Prepare for every eventuality.
Firstly it's important to research which type of organisation you would like to work for. Managing your expectations is key to the interview process.

Questions often originate from your CV .... Make sure your CV is better than your competition.

NEW CV

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As you can appreciate, neither you or I know who you will be interviewed by nor do we know what interview technique they will use. That does complicate the process somewhat however with practice you can prepare for any eventuality.

Course Objectives

To develop confidence
To provide realistic simulations
To target key vocabulary
To prepare for CBI questions
To practice for traditional questions

Traditional
C.B.I
Video
NEWS

Traditional

Questions

While some organisations prefer to use traditional questions, most adopt either a mix of CBI formats and usual questions. The later is more challenging and designed to draw out the truth from an answer.

Traditional Questions

Tell me about yourself.
What are your weaknesses
Why should we consider you for this position?
What interests do you have outside work?
Where do you see yourself, five years from now?
Why do you want to leave your current position?
What do you consider to be your core strengths?
Why are you interested in this position?
What motivates you to succeed?
What are your salary expectations?
Are you willing to relocate?
What is your most noteworthy professional accomplishment?
Who is your mentor?
How do you manage stress?
What are your career goals?
Are you a leader or a follower?

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Interview Magazine

THE PROCESS

Open publication - Free publishing

The Interview Course

CBI Interview Questions

S.T.A.R.

Star is a technique that helps candidates to answer CBI style questions. Situation, task, action and result forms the basis of structure.
While some organisations prefer to use traditional questions, most adopt either a mix of CBI formats and usual questions. The later is more challenging and designed to draw out the truth from an answer.

Star is a technique that helps candidates to answer CBI style questions. Situation, task, action and result forms the basis of structure.

Competency 1 - Service

1. Tell me about a time where you had to work over and above the expectations of a client.
a. What action did you take?
b. What was the outcome?

2. Tell me about a time when you had to build a relationship with a new contact.
a. What was the significance of this contact?
b. How did you build this relationship?
c. What was the outcome?

3. Describe a situation where either a colleague or client made unrealistic demands.
a. Why were they considered unrealistic?
b. Describe the result?
c. How did you feel at the time?
d. Was this situation unique or was it a general situation?

Competency 2 - Analytical Thinking

1. Tell me about a time where a problem was so big that you had to solve it by looking at the components.
a. Describe what approach you took?
b. What was the result?

Competency 3 - Critical Thinking
1. Describe a situation where you had to interpret policy or procedure to reach an outcome.
a. How did you interpret it?
b. What result did you reach?

2. Describe a situation where you found a connection between two unrelated things.
a. How did you discover the connection?
b. What action did you take?

3. Tell me about a time that you found a solution to a problem that no one else could.

Competency 4 - Problem Solving/ Decision Making

1. Describe a time where you had to identify an issue.
a. How were you made aware of the problem?
b. How did you find a solution?

2. Tell me about the most challenging decision you have made in your professional career.
a. Why was it the most challenging?
b. What action did you take?

Competency 5 - Communication

1. Describe a scenario when you discovered a problem, disagreement or issue that was uncomfortable or sensitive to talk?
a. What action did you take?
b. What were your colleague's reactions?

2. Describe a time where you encountered a language barrier with either a colleague or a client.
1. What action did you take to ensure that they understood?
2. How did you feel about the process?

3. Give me an example of how you keep people informed of issues and problems.
1. How do you share ideas?

Competency 6 - Time Management

1. Tell me about a time that you had to multitask.
a. How did you prioritise?
b. How did you track the progress of a task?
c. What time management tools did you use and how did you use them?

2. Describe a time where a schedule or plan changed due to unforeseen circumstances.

3. Describe a situation where quality was sacrificed for a deadline.

Competency 7 - Influence

1. Describe a situation where you had to negotiate with someone.
a. What was the compromise?
b. What was the outcome?

Competency 8 - Integrity

1. Describe a situation where you followed company policy even though it would have been easier not to.
2. Describe a situation where you made a mistake.
a. Who did you inform?

Competency 9 - Accuracy

Describe a task or project which you had to complete with a very high level of attention to detail.

Latest Templates

The latest HR approved template from One2one is clearly laid out, easy to read and had a real focus on design. Colours can be modified to requirement. Produced in PDF format, links to LinkedIn and email are live.