Interview Preparation for the Panel Interview

The Panel Interview

Instead of a single interviewer, a panel interview involves a situation where there are 2 or more interviewers present conducting the interview. Although panel interviews can vary in setting and format, you can normally expect them to be quite formal and to focus largely on behavioural based questions. Panel interviews tend to follow a standardized style and therefore a lot of time, (but not always), a panel interview will be conducted under the auspice of a structured interview format. The panel will conduct the interview with you and then discuss among themselves your eligibility as a worthwhile candidate upon its conclusion. Sometimes certain panel members will be assigned to look at specific areas during your interview. i.e. your body language, job related skills, core competencies: such as teamwork, accountability & dependability, customer focus etc. When participating in a panel interview, its best to place more emphasis on eye contact and expressive body language than you would if you were in a one-on-one interview – so lean in to feign interest whenever a panel member asks you an important question, make confident and expressive hand gestures whenever responding to questions. Also – make sure you speak in a clear and audible tone, as it can be more difficult to project yourself when speaking to several people at once. It’s important you do this because if you’re inaudible or the interviewers feel you haven’t projected yourself well enough you may be marked down quite heavily for it. During the panel interview, you will normally find there is one person who is in charge, with the rest subordinate to them. That person probably won’t introduce themselves as the person in charge as such, so watch the body language of all the interviewers, and by paying close attention you will probably see that the rest will be more deferential when that person is talking and they may also give off other subtle clues by the way they act and talk amongst themselves, as well as by the types of questions they ask you. Identifying the head interviewer in a panel interview can give you a big boost, allowing you to focus an extra amount of attention on that person throughout the interview, which will be duly noted. There may also be other subtle clues to look out for as well, for instance, many times the head interviewer will be seated in the middle of the panel, (where panel interviews with more than 2 interviewers are involved), and many times the person in charge will be the first one to introduce themselves to you as well

If you do manage to identify the person in charge, don’t be afraid to let them know that you know this. While you’ll want to give them a frequent amount of your attention over the course of the interview, it’s also equally important that you give an appropriate amount of attention to whomever you are addressing at the time, as well as making an appropriate amount of eye contact with the rest of the panel members as well. Shift your gaze around the different members, paying the most attention to the person asking you the question at the time, as well as giving close attention to the most senior panel member if you’ve managed to identify them too. (Remember that making eye contact isn’t just about looking directly at someone – it’s the psychological effect this entails. Making eye contact with someone, even for a brief second, from that person’s perspective makes them feel that you are speaking directly to them – even although from your perspective this isn’t necessarily the case). Answering questions with confident, well-constructed responses, and making effective eye contact with all the people on the panel – especially with the person who has the most seniority, and the person with whom you are conversing with at the time, will go a long way in a panel interview. This is partly because a panel interview ultimately has more people involved in the decision-making process, and while the decision-making criteria won’t differ from other types of interviews – the psychological aspect of how these decisions are made will, as there is more of a group dynamic involved, hence why making good eye contact and projecting confident and relaxed body language is more impactful in panel and group interviews than in other interview types

Another effective tactic you can use is to note each panel members name at the start of your interview, (although it can be very difficult to remember the names of several different people at once, especially in a pressure situation), so a more practical way you can attempt to go about this is to ask the panel if they will permit you to use a notepad to take each panel members name, if so, you can put their names on your notepad in the order in which the members are seated and refer to it during the interview

Another facet of the panel interview is the dreaded rapid-fire question scenario – this is where panel members fire a series of challenging questions at you in quick succession in a stress question format. This is the panel interview equivalent of a stress interview.
In the rapid-fire question scenario, you must prioritize answering questions by getting to the point quickly over giving your interviewers a more comprehensive answer. In this scenario, the panel will sometimes throw in one question before you’ve had a chance to fully respond to the current question you are answering. This is done to try and fluster you – so if a panel member interrupts you in the middle of answering a question and asks a different one, you need to then make an instant on the spot decision as to whether or not you feel the rest of what you were saying is important enough for the panel to hear. If yes, simply excuse yourself by saying ‘before I answer you there’s just one other thing I’d like to say regarding that first question’, and if they let you proceed, then finish the rest of what you were saying before continuing onto the other question. Don’t be afraid to be quite forward with the panel in these circumstances, they are testing you to see what you are made of, so if you feel like you need to say something, don’t hesitate to assert yourself as the normal rules of interviewing are slightly different here. The whole purpose of a rapid-fire question scenario is to try and throw you off balance – so if you are able to turn the tables by having a firm understanding of what you want to say and are able to be forward when going about doing this, it is something the panel will definitely take notice of and under these circumstances, it can score you some major points

Panel interviews are normally conducted for candidates interviewing for senior level positions, for highly skilled or technical positions, or for jobs where those candidates will be in important positions of authority. With this in mind, there are many reasons why employers choose to conduct panel interviews over other interview types.
One of the main reasons panel interviews are conducted is due to time constraints. Put simply, conducting a panel interview can save that organization time as they do not have to schedule multiple interviews with different department heads when assessing your skills and qualifications.
Furthermore, conducting a panel interview also brings in multiple people from across several different departments of an organization, each of whom may have different areas of expertise. Having candidates evaluated in this way gives that organization the ability to assess the suitability of the candidate from the needs of different aspects of its operations – the philosophy behind this approach is that by evaluating a candidate in such a way it not only gives reassurance to the organization as a whole, but also gives a lot more certainty to the individuals that compromise the senior leadership and others integral with the running of that organization that they have selected the right candidate for the role.

Panel interviews and group interviews are the two types of interviews that differ from other interview types. Most interviews involve an intense discussion between you and one other person – your interviewer. In these situations there is only ever one person’s attention directly focused on you and no one else. Panel and group interviews differ because of the fact they involve other people. It is a fundamental difference, and it makes them more social than other interview types. This is where your body language can really help you stand out. Make your gestures more expressive and authoritative – whereas if you were talking to only one person this would be interpreted as elaborate, loud, and overly expressive, in a more social type of scenario, these same mannerisms and expressions will be interpreted a lot more openly and favourably.
There is usually a bit more pressure on you during a panel interview because unlike a standard interview scenario, where the interviewer may be focused on asking you a question, or be getting ready to ask you another question, and consequently their attention may be elsewhere for a brief second or two, in a panel interview there will always be one or multiple people watching you at all times. In a one-on-one interview, most of the time you’ll be able to build a certain degree of rapport with your interviewer, however, it’s much more difficult to do this in a panel interview setting. This is because you will never really have a chance for any one-on-one time with any given panel member.

In summarization, the panel interview dynamic is different because there is a lot more scrutiny on you than in a one-on-one interview. Multiple interviewers are observing your responses and are normally ascribed specific roles with different things to look for throughout the course of your interview. That’s why body language and tone of voice is so much more important in this type of setting, and its why making strong, animated gestures that project confidence and authority, using a strong and imposing tone of voice, and making meaningful eye contact with each person in the room will be much more impactful in this type of setting where you are addressing multiple people at once, and you should use these as tools in your interviewing repertoire to impose yourself throughout the panel interview

Below you will find questions and answers to some of the most commonly asked questions in the panel interview. Alternatively, why don’t you look at the link at the bottom of the page for the steps we recommend you take to prepare for your next interview

COMMONLY ASKED QUESTIONS FOR THE PANEL INTERVIEW

1. Can you start by telling us a bit about your past work history?

What is this question
Similar to, ‘can you tell me about yourself,’ the panel are looking for you to start the interview off by talking about your previous work experience. This is a more challenging style of opening question, with a more practical orientation, as it is focused primarily on your job skills, rather than on your personal background. Again, it is a question designed to get you talking, while at the same time giving the panel a good insight into your character, education, and employment history. While it still gives you the opportunity to set the tone and structure for your answer, it is clearly a question more orientated towards your work-related background, and because it is an open-ended one, the challenge will be in how you choose to structure your response

How to answer this
With this question, the panel will be listening to see how well your experience fits the needs of the role, so while the open-ended nature of the question should give you the ability to structure your answer how you want to, it is something that can also make it more challenging to answer too. The best way to approach this question is to structure your answer based around the information on your C.V (you should be well familiarized with your C.V by the time you go for your interview anyway). Start with your oldest job first, working your way up to your most recent/ current one. Try and include dates if you can. Delivery is one of the most important things about this answer, and a smoothly delivered synopsis of your C.V, spoken in a confident tone without pause or broken sentences will captivate the panel and make for a strong opening answer

Because you have the ability to structure this answer how you want to, the key is to only touch on less relevant roles, spending most of your answer not only describing the duties and functions of more relevant roles, but also spending extra time and effort relating those duties to the job you are applying for. For previous roles that match the job duties of the position closely, you should even go as far as to give the panel an insight into your thinking, taking a brief amount of time to go into such detail as to why you wanted to work in those roles, what you liked about them, and how you developed professionally as a result of working in them

Example
‘I started off my career in 2014 as an apprentice working at Sa-ABC Accountancy. This was a role where I was openly encouraged to develop in my capacity as an administrator, and as a result, I learned many new skills and gained lots of valuable experience. I supported my colleagues by processing incoming and outgoing mail, signing for and distributing courier packages, setting up meeting rooms, assisting with the archiving and retrieval of files, and performing general office duties such as faxing, printing, and photocopying. I worked there for one year and four months, and in that time my experiences really honed the direction I wanted to take with my career. From there I moved onto 10 plus, where I took on a professional administrative role in their small, dynamic team. My duties included responding to a variety of queries from clients and merchants, and I found this aspect of the job to be quite fulfilling and a lot of fun, I also noted it aligns closely with one of the main duties required for the role I’m interviewing for here today, which was something that really interested me as liaising with merchants and 3^rd party suppliers is one of the functions I have a lot of experience with and it’s something I not only enjoy but feel I do really well. Other duties I performed in this role included updating and managing client records, taking bookings, managing appointments, and compiling remunerative reports on excel spreadsheets for client accounts. 6 years of working in this role has really helped me hone my skills as a true administrative professional, I’ve worked hard over the years to help my company achieve its goals and establish its reputation as a leader in its field, and I’m now ready to take on a new challenge’.

2. How did you hear about the position? 

What is this question
This is another icebreaker question. It keeps the conversation between you and the panel moving forward, it keeps you talking, and in doing so helps you feel a bit more at ease. It also enables the panel to start building a bit of basic rapport with you, which is desirable from the panel’s point of view as once you start to open up it will help them more accurately assess you. Another more practical reason for this question is that companies spend a good deal of time and effort to attract quality talent, so they ask this simply because they want to know how effective their recruitment methods are, and are interested to hear about other useful recruitment sources that might be out there. The panel will also be listening to see if you mention anything regarding friends or family too. In the vast majority of industries being referred by, or knowing someone, who works for the company is a big plus. Employing a friend or family member of someone who works at a company is seen as a good hiring practice, (such candidates are regarded as having the potential to be more loyal and reliable because they already have an established connection to the company through a friend or family member).
That’s why you will frequently come across referral schemes in various places of work that offer incentives to their employees who refer a friend or family member

How to answer this
Keep your answer brief and simple, a straightforward answer is all that is required here. If you saw the advertisement on an online job site, say so. If you heard about the opening through a friend or family member, definitely tell the panel this. A good way to think of it is that any time you’re given the opportunity to respond to a question, it gives you a chance to put your own positive spin into the answer

Example
‘I heard about this job through my friend, Marco, who works here in your corporate planning department. He’s told me some great things about the company that have really got me excited about working here. For starters, the new project management system you’ve recently implemented sounds like it will make working with clients so much more enjoyable. He’s also told me a lot of other great things about how the company works, and I’m so delighted to have gotten this opportunity to meet with you all and discuss this position here with you today’.

ALTERNATIVE ANSWER

3. What attracted you to apply for a position with us?

What is this question
Another iteration of similar styles of questions, such as, ‘what made you apply for a job here? Or, ‘why do you want to work here?’ The question, ‘what attracted you to apply for a position with us?’, gives the panel a sense of what your career goals are, and if you have plans to stay with them over the longer term. The orientation of this question is based on establishing if you have long-term plans to stay with the company, and in establishing whether or not you have a genuine interest in working in that particular role

How to answer this
A great way is to start this answer off is by mentioning a positive fact or accomplishment that you’ve come across while researching the company. From there, you can lead easily into listing off 2 or 3 things that you really like about the role or about the company in general. These can be things like its values, reputation, its successes, or the quality of the goods/ services it sells, etc. (Note. When giving your answer you need to be mindful of the distinction between expressing an interest in the company, and expressing an enthusiasm for the role in particular, because some interviewers will listen for you to do both)

Next, go on to highlight your career aspirations; these should be aligned with the position you are applying for as referenced through the job description.  You can then close your answer off by giving the panel an insight into why you’ve applied for the role, or about why you think the role would be a great fit for you

ALTERNATIVE ANSWER

4. What challenges are you looking for in this role?

What is this question
This question gives the panel a feel for what kind of things you are expecting from the role. From here they can better assess whether or not you’re a good fit for it also gives them a great feel for whether or not you have a good understanding of what that role entails

How to answer this
The key to providing an effective answer here lays in making sure you are well familiarized with the job description. It’s also essential that you are well familiarized with your own C.V too. You should be able to answer this question quite intuitively provided you’ve put an appropriate amount of thought into the work history outlined on your C.V and into what you want from a career beforehand as well. A great way to structure this answer is to start by listing some of your most impressive accomplishments from previous/ current jobs first, then from there go on to explain what challenges you are looking for in a new role. This is a question that is best answered intuitively, and that answer comes from knowing yourself, and from knowing what your goals and aspirations are. If you are stuck for an answer, you can also think back to challenges you’ve faced in previous roles and use those for examples as an answer to this question, ensuring any examples you give are strictly aligned with the job description

Example
‘In my previous role, one of the biggest challenges I faced was finding creative ways to meet our client’s expectations. One of my biggest strengths has always been the ability to listen to people and find creative ways of solving their problems for them, that’s why in my previous role, when it came to my clients, I was always able to meet their expectations by having a firm understanding of what those expectations were and by drawing on my wealth of experience and unique problem-solving abilities to consistently meet those expectations. For me, it was one of the most rewarding aspects of that role. That’s why one of the things I’m most looking forward to in this role is being challenged to collaborate with my colleagues in order to meet the needs of our clients. I believe being challenged in this way will not only ensure a stronger, more enjoyable working environment, but will also ensure greater satisfaction for our clients too’.

5. How would you describe your work style? and why?  

What is this question
This question is specifically designed to help the panel assess how well you will fit into the culture of the company, as well as how well suited you are to carry out the duties associated with the job

How to answer this
The easiest way to answer this question is by giving a straightforward and honest answer. Again, like so many of the questions you will be asked during an interview, a firm understanding of the requirements of the role, along with a strong familiarization with your own your C.V, will help you give the interviewer an answer that they will be highly impressed with. Vague and generalized statements such as, ‘I’m a good communicator’, or ‘I’m a hard worker’, will not qualify as satisfactory responses for the interviewer. When giving your answer you will need to provide a detailed explanation of how you work. Being familiar with the requirements of the job will help you do this as it will ensure your examples are relatable to the role. For instance, do you like to take the initiative and operate with minimal instructions? Or are you a person who always seeks out clear directives from their superiors before getting underway with an assignment? Are you able to regularly maintain a high standard of work while under pressure or working to tight deadlines? If so, how are you able to do this? Do you work better alone or as part of a team? And what are the reasons behind this? Are you able to go the extra mile to get the job done and finish a project? Are you willing to commit the time your employer needs at the times when they need you most? How do you go about performing your daily job duties? Are you organized, methodical and prepared? Or do you take a more relaxed and flexible approach to your work? These are the sorts of things you need to think about when answering this question

Example
‘I would describe myself as having a very organized and intelligent way of working. I am very disciplined and always pay close attention to detail. I also like to go into any task or assignment fully prepared. While I am comfortable working both under my own initiative or as part of a team, I feel communication is fundamental in any way of working, and I’ve seen first-hand how it helps everyone complete their tasks more efficiently while at the same time also being great for morale. I take my work very seriously and when I start something it is important to me to always finish it, and while I don’t consider myself to be a perfectionist, I always want my work to be the best it can be, and I’m willing to commit extra time and effort to any endeavour I start to ensure this always happens’

6. In your opinion, what sets you apart from other candidates who are qualified for this role?

What is this question
This is a question that embodies the interviewer mindset perfectly. A large part of what any interviewer does during an interview is to evaluate a candidate to see what they can bring to the company – in particular, how much they might be able to improve that working environment. This type of mindset goes hand in hand with another common directive that many interviewers are set before the interviewing begins. The employer describes to the interviewer a specific challenge or problem that their company has, and the interviewer then needs to match a candidate to the role who is best suited to solving it. In this way, the answer you give will go a long way to helping them distinguish how well suited you might be for that given role when compared against other candidates

How to answer this
The panel is giving you an opportunity to sell your strongest points to them, so take advantage of the open-ended nature of this question to highlight your strongest attributes and key skills as a candidate. A very open-ended question like this is one that’s best answered intuitively. Remember that having a good familiarization with the job description and a good familiarization with your own C.V is the best way to answer such intuitively based questions. Also remember that the most important thing is not the skill or quality itself, it’s about relating how you use this skill or quality to the panel that counts. You can answer this question by giving the interviewer an explanation of how you apply a personal trait or skill you possess in a unique way within the workplace, or if you can think of one, you can provide them with an example of a duty you’ve performed or an action you’ve undertaken that is unique from the norm and sets you apart from all the rest

While always preferable, if you’re struggling to think of something work related, don’t hesitate to go into academic qualifications or life experiences – remember, how you relate the trait or quality to the interviewer is more important than the trait or quality itself. If you have unique skills or life experiences that you feel make you stand out, be very verbal about expressing them when answering this question. Again, ideally the examples you give will be directly related to the duties associated with that role, but if nothing immediately comes to mind, you can fall back on transferable skills such as being able to speak a foreign language, or having experience of dealing with people from different backgrounds after having lived in a foreign country. Often candidates applying for the same role will be highly skilled in a number of similar areas, so it can be a useful tactic to acknowledge this fact first before giving your answer as it can make your response sound a lot more genuine (see the example below)

ALTERNATIVE ANSWER

7. If hired, what can you bring to our company?

What is this question
This is another very direct and challenging question where you’re asked to prove your worth to the company. Understanding the interviewing mindset will help you give an answer that stands out from other candidates, because as a general rule, if an interviewer feels you can’t improve upon the skills and experience already available within the workplace, they won’t consider offering you the position

How to answer this
This is a very direct question, as opposed to an open-ended one, so it will make your answer much more effective if you can give a structured example when responding. Having said this, forming a competency-based structure using the S.T.A.R response method for an answer you haven’t practiced for can be challenging at best – and will start to become highly detrimental if there are too many long pauses or corrections in what you are saying. That’s why to this end a short, emphatic statement highlighting your strengths and accomplishments should work just as well. Do this by focusing mainly on your experience and accomplishments in a work-related capacity, making sure you include a solid example of an achievement in this same work-related capacity to reinforce your answer

Example
‘There is a lot I can bring to your company that will help it grow and expand its client base. To start with, I will be bringing over 7 years of experience working with some of the most dynamic names in this industry as such ANE and MAXIIMAS. I will also be bringing a proven track record of success that involves the ability to confidently advise and demonstrate to customers the features, functions, and benefits of our client’s products, as well as a natural ability to persuade people into my way of thinking. For instance, in my previous role, shortly just after joining the company, I was able to effectuate a measurable increase in qualified client leads by over 5 percent in the first and second quarters of that year, and because of this, in recognition of my hard work and determination, I was given a handful of junior corporate accounts to look after. Because of my relentless persistence, and the natural ability I possess for sales and client management, by the end of the year I had been trusted with the responsibility for maintaining over a dozen corporate client accounts. On top of my natural ability to get leads and sales from prospective customers, I’ll also bring into the role a solid educational background that includes an MBA in business management from one of the leading business schools in the country, along with an unshakeable can-do attitude and an insurmountable work ethic’.

ALTERNATIVE ANSWER

8. If hired, how long do you expect to work here?

What is this question
This is a very straightforward question. The panel is trying to determine how long you plan to stay in the job. Unless it’s temporary, an employer is almost always looking for an employee who is aiming to stay with them for the long term.
(This makes sense when you consider the time and costs associated with hiring and training new employees, as well as the quality and experience that longer serving employees provide a company with)

How to answer this
While this is a very straightforward question to answer, it’s also a very important one too. From the panels perspective, if you’re not looking to be there for any given length of time, there’s not much point in them considering you as a serious candidate for the role. In an interview, you should always strive to answer all questions honestly. To this end, you can rationalize your response to this question in the following way – if you’re not expecting to be with the company for any given length of time, you probably shouldn’t have applied for the position or gone to the interview in the first place. With this rationale in mind, you should be looking to give the interviewer an answer that is positive and upbeat – try and sound enthusiastic about your future with the company, and you can do this by elaborating on what you want from a career with them. Following the interview preparation steps 1 and 2, researching the company and familiarizing yourself with the job description, it should enable you to provide a strong, convincing answer that will allow you to talk about the things you like about the company, as well as how long you intend to stay there for

Example
‘It would be a dream come true for me if I’m able to land this role, therefore if I’m successful I’m intent on staying with you for as long as I can. This is exactly the type of job I’ve been looking for; I think it’s great that you’re expanding your business and trying to grow your customer base, and I love the ethos this company has of creating high-quality bespoke products at affordable prices. I’d love to make a career for myself here, and I’m willing to invest my time and expertise to commit to your company’s success’.

ALTERNATIVE ANSWER

9. Can you tell us about some of the things you liked and disliked about your previous job?

What is this question
What you say about your previous job tells the panel a lot about you. That’s why with this question, they are trying to get a feel for the type of person you are. On top of this, what you say will also give them a good insight as to how well you’ve gotten on in previous roles

How to answer this
Like with almost any answer you give, try and relate as much as you can to the role that you’re interviewing for. You should start the answer off by mentioning a positive aspect of a previous role, and you should end this answer in the same way. This is a challenging question, because the panel is asking for both positive and negative points regarding a previous role. Comprise your answer mainly of positive talking points, these should be varied and touch on as wide a variety of different subjects as possible, ranging from things such as people you liked, to the company work environment (the company culture), to work related functions of that role. That way from the panels perspective, the answer you give will seem more holistic and they will feel like they have learned more about you. You should limit this answer to one negative point only. As always, you need to follow one of the main rules of interviewing when answering this. Any negative points you make should be put across in the most constructive way possible. Also try and keep negative points as neutral and impersonal as possible too. For instance, you could center any negative examples around work-related processes and how you feel they could have been improved, or areas you noticed in customer service shortcomings that the business might’ve addressed. Remember that the worst thing you can do when responding to a question is get yourself caught in an incriminating answer that will reflect negatively on yourself and detract from an interviewer’s overall assessment of you, (it’s for this reason that you should put any negative points across in the most constructive light that you can).
Again, remember to end this answer on a positive note

Example
‘There are lots of great things that I liked about my previous job. To begin with, there were tons of great people in my office who were really nice to talk to and who I really enjoyed working with. I worked in an environment that actively promoted team engagement which I thought was wonderful, and they also had a volunteering program to help local community causes which was very noble and worthwhile and I always put my name forward for this whenever the chance arose. I also loved the fact that there were so many opportunities to train and learn additional skills, I always took full advantage of these and I definitely feel they’ve helped me to grow as a professional. One of my favorites was a magic words training course where we spent 3 days learning all about positive word association and the keywords that customers identify with most. There were however some areas I felt the company could have done better in. One of these was the businesses policy towards the raising of and managing of customer complaints. This was something I felt was too politicized, and it sometimes seemed like this was done more to satisfy industry regulators than to create a better customer experience – consequently it felt like we would spend a lot of time logging and managing complaints without being able to provide a meaningful resolution, whereas our time might have perhaps been better utilized providing a more satisfying experience in other areas, and many of my colleagues that I worked with used to express this sentiment too. Happily though, it was a great company to work for, and the business did a great job investing money in its people and infrastructure and I felt that because of this we were not only able to grow our customer base, but that we were able to provide a better experience to our customers overall. I’m proud to say that I have very fond memories of my old employer and you can be sure if I land this role that I’ll give the same 110% commitment to making your company a success that I gave to them’.

10. Can you tell us about something you have done to improve yourself in a work-related capacity in the past 6 months?

What is this question
The panel is looking to see how much of an interest you take in your own personal development. Lots of employers will actively encourage you to do this as most roles nowadays will require you to take some sort of initiative when it comes to the duties that you’re required to perform. Asking this question gives them a good idea of what you might make of the job once you are in it, and it also allows them to glean important information about your career aspirations and desire to progress within the role

How to answer this
‘In a work-related capacity’ delineates how the panel expects you to orientate your answer. Ideally you should center this around something by way of training, education, or additional duties and responsibilities you have taken on either to help out in the workplace, improve your career prospects, or to improve upon the skills and knowledge that you use in the day-to-day functions of your everyday role.
The basis for your answer here lays in an intuitive response. You should look to provide an example of a time where you’ve taken steps to seek out additional training or responsibilities in a work-related capacity, demonstrating a willingness to improve yourself within that job role. Don’t concern yourself too much with the timescale for doing this; your main focus should simply be on delivering an effective answer to this question. If you cannot think of a work-related example, try to think of a personal example where you’ve taken on an additional responsibility or commitment, (this could be educational, such as doing an optional assignment in order to improve your chances of success, it could be family-related, such as caring for someone, or it could be something even more basic such as doing chores, volunteering for a task, or joining a club) any answer you can give that will show the panel how its improved you as a person – and you should relate as much of this answer as you can to show how it could help you perform in a work related capacity. To make your answer as strong as possible, you should also try and provide an insight into your motivations as to why you’ve taken these steps to improve, to do this you might choose to emphasize key traits such ambition, the desire to learn and improve, or the desire to help customers and support colleagues in your role

Example
‘I’ve done a great deal to improve myself, not just over the last 6 months, but throughout the course of my career in general. This field of work is very technical; therefore I’ve taken great effort to gain as many additional qualifications throughout my career as possible. This way I can improve on my job effectiveness, as well as give myself as many opportunities to progress throughout my career as possible. This has included me seeking out additional certifications in Microsoft Infrastructure, ISO/ BSI and ITIL frameworks, and more recently within the last six months or so I have been upskilling myself through refresher training in Oracle Fusion and Erp/ Crm systems.
Many of my friends say that they are happy as they are, which is fine; but the truth is, there’s always something we can be doing to improve ourselves if we are willing to make the time and effort to do so. I am very ambitious, I want to succeed at everything that I do, and I’ve chosen this career because I love the work. I believe in self-improvement and when it comes to my professional life, I assure you I’m always going to put in 110% percent’.

11. Can you tell us about a problem you solved in a creative way (Competency-based interview question)

What is this question
This question is asked when an interviewer is trying to understand your problem-solving abilities, specifically your ability to solve problems in a creative way. For this type of question, the panel is looking for a specific example of a time when you demonstrated your capacity for this

How to answer this
This is a competency-based interview question. Interviewers ask such questions because they want to know about a real-life experience where you were challenged or where you excelled at doing something. Answering competency-based interview questions is very important because the interviewer will take what you have said as evidence that you have the requisite experience performing those competencies, and what you should keep in mind is that those competencies are almost always essential for the job you are applying for. When answering a competency-based question you should be utilizing the S.T.A.R technique. This is where you construct your answer in a purposefully structured way. The structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or skillset you used to resolve the difficulty or challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any competency-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

12. Have you ever had to defend a customer’s point of view? What did you do? Why? (Behavioural-based interview question)

What is this question
The panel is looking for some particular qualities that are either exhibited or inherent in your personality by asking this question. What these particular qualities are may vary depending on the requirements of the given role. However, the nature of such a question means we should be able to make a generalized assumption about at least some of the qualities the panel is looking for. A question like this indicates to us that the panel is looking for a candidate who always acts with integrity, and for someone who does what’s right for the customer. It also indicates they want someone who is able to take the initiative, and who is not afraid to make challenging decisions or choices.
Overall, what the panel is expecting to hear is a positive response, one in which you provide a specific example as an answer to this question

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

13. Can you tell us about a time where you had to make an important decision quickly. What did you decide? What were the results? (Behavioural-based interview question)

What is this question
The panel is looking to see how competent your decision-making ability is. In particular, they are looking for evidence that you are able to make decisions quickly in circumstances where you’ve been under duress or facing challenging situations

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

14. Tell us how you would deal with an angry or upset customer? (Behavioural-based interview question)

What is this question?
The panel wants to know if you can deal with angry customers or situations that are challenging and difficult. They are seeking evidence that you have the qualities needed to perform in that role such as effective communication skills, an ability to remain calm and empathetic, and the ability to conduct yourself in a professional manner

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

15. Have you ever gone above and beyond to help a customer? What did you do? (Behavioural-based interview question)

What is this question
The panel is trying to understand the level of service you are capable of providing.
The answer you give will tell them not only if you are a candidate who can perform their duties well, but whether or not you are willing to take the initiative to try and exceed expectations in your role. If so, that indicates to them that you are someone who takes pride in your work and who cares about the duties you perform. This is important, because the panel will be looking for indicators that you will be able to add value to that team or department. When answering this try and focus on the motivations that led to you taking the actions you did. Bringing up empathetic qualities is a big plus. Also emphasizing your desire to go above and beyond in your role and linking this to the pride you take in your work is another great thing to add to this answer

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

16. Tell us how you would go about persuading another college to accept your point of view? (Behavioural-based interview question)

What is this question
The panel wants to know how effective your persuasive abilities are, and they will draw heavy inferences from this answer regarding your character. They will also relate your answer to your leadership abilities as well. An effective answer to this question will naturally incline the panel to adopt the disposition that you have the leadership abilities necessary to perform the job in question

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

17. Can you give us an example of a time when you took the initiative to get something important accomplished? (Competency-based interview question)

What is this question
Not only is the panel looking for evidence that you can exhibit the competence necessary to complete tasks within the workplace on your own, but they are also trying to determine your level of aptitude for doing so. In essence, they are trying to see how well you can think for yourself.
(Remember that a company saves valuable resources by hiring competent employees who are able to perform their duties with minimal supervision or guidance)

How to answer this
This is a competency-based interview question. Interviewers ask such questions because they want to know about a real-life experience where you were challenged or where you excelled at doing something. Answering competency-based interview questions is very important because the interviewer will take what you have said as evidence that you have the requisite experience performing those competencies, and what you should keep in mind is that those competencies are almost always essential for the job you are applying for. When answering a competency-based question you should be utilizing the S.T.A.R technique. This is where you construct your answer in a purposefully structured way. The structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or skillset you used to resolve the difficulty or challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any competency-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

18. In hindsight, is there anything you would have changed or done differently in any of the roles you’ve performed up to this point?

What is this question
The panel is probing for any weaknesses or problem areas, and this is a more subtle way of them doing so. The way this question is phrased allows them to gain a better understanding from your response in terms of how you deal with your shortcomings, and more importantly what measures you take on a personal level to try and readdress these

How to answer this
This is a very challenging question, because it’s an opened-ended one that pertains to negative aspects of current or prior roles without specifying what it wants you to cover, and because of this, it compels you to be open and honest about these negative aspects without giving too much away. In order to respond to this effectively, it requires you to be both shrewd and discerning, meaning that you’ll need to provide a detailed example that’s relevant to the role as well as one that comes across as being both honest and constructive. There are many potential avenues you can go down when answering this – it could be a situation where you didn’t do something correctly, an action you’ve taken that could’ve been done better, a skill you possess that you’ve not fully been able to utilize in prior roles, or a personal quality that’s not fully manifested itself until this point in your career.
Although this question specifies a work-related example, like so many other interview questions, if you can’t think of one, don’t hesitate to fall back on a personally related example instead. Following parts 2 and 3 of our recommended preparation steps, reviewing the job description and studying your resume respectively, should help you intuitively come up with an answer that is both effective and relevant to the role are applying for.
The overriding goal here is to keep your response constructive. That is the main tactic you should always utilize whenever answering any question that involves a negative topic in an interview, and for this question, you can do that by emphasizing what you’ve learned, or by highlighting how much you’ve improved after overcoming the situation or challenge you’ve initially outlined in your example   

Example – Technically based
‘I would’ve liked to have applied the skills I have in Microsoft word, excel, and PowerPoint, as well as the skills I’ve accumulated on other web-based applications, to a greater extent in some of the roles that I’ve had. I’m the type of person who feels it is important to know your job from the inside out in order to perform it most effectively. Over the years my skills in Microsoft office packages has improved, yet the functions I have used these in have been limited to CRM, email, and word application prerogatives. That’s why I’m very excited to be applying for this role here today that will enable me to utilize this knowledge in other various aspects of my duties as such…(refer to the job description)’

Example – Behaviourally/ Personality based
‘Earlier on in my career I was always apprehensive to put myself forward for opportunities within the workplace. Looking back now, I feel I could’ve taken much better advantage of the things that presented themselves, such as putting myself forward whenever they were looking for someone to take on additional tasks or responsibilities. This was mostly due to a lack of experience, but I’m a much more experienced and accomplished person now, and my skillset has vastly improved over the years. I feel I’ve grown from these earlier shortcomings and its now one of the main reasons why I always make a point of being the first one who puts their name forward to volunteer if any additional opportunities arise to get more involved or take on additional responsibilities within the workplace, and it’s why I also make a point of making my supervisors aware of how eager I am to contribute and get involved in any way I can whenever I enter a new role’.

19. What would your first 90 days look like in this role?

What is this question
This is a great way for the panel to assess how well you might fit into the culture of the company, as well as for them to assess how well suited you are for the role by getting a sense of how you feel your initial time in the job will go. It will also allow them to assess how you perceive the role and will help them understand the things about the job that are most important to you

How to answer this
This answer can vary wildly depending on the nature of the role you are applying for. As with most interview questions you will encounter, having a firm understanding of the job description will give you a solid base from which to build your answer.
An answer that gives the panel insight into your emotional outlook and underlines the personal approach you take toward your duties is normally an effective tact to employ. From there, you should strive to outline any objectives and quantify any goals you can think of to finish your answer off

Example
‘People are the most important facet of any job, that’s why I feel it’s so important for me to get to know and build an effective relationship with the people I will be working with, and that will be one of the first things I’m looking to do within my first 90 days in the role. I also believe it is crucial to have a good working knowledge of my job duties and another one of my main goals within the first 90 days is to learn the job well so I can perform my duties diligently. After having studied the requirements of the role, it seems to me that knowing the processes for filing invoices, utilizing a methodical approach when performing document control, and having a reliable internal reporting method are some of the key facets of this job, and I intend to put as much effort as I can into learning these areas, as well as into all the other duties that constitute the job too. I also feel it’s very important to value the input and advice of colleagues, especially within this initial period, and I’ll be listening closely and taking onboard everything that they have to say. On top of that, I also intend to make it one of my priorities to have a good talk with my immediate supervisor so I can get a first-hand understanding of how they work, and of what they are looking for from me. One of the last things I hope to do within the first 90 days is to learn more about the internal workings of the company, including the culture within the workplace. I feel that doing this will give me a better understanding of what is required as an employee and will also help me understand where the company is going as a business. Knowing these things will help me plan a career path within the company and not only do I aim to create a solid personal development plan for progression within my role, but by the end of the first 90 days I also want to have a firm understanding of what I can do to better support the business within the role I am performing’.

20. Do you have any questions for us?

What is this question
This question should always come at the very end of your interview.
The interviewer is extending you the courtesy of asking if you have any questions for them. They are doing this to give you the opportunity to get answers to any queries you might have, or to clarify anything you’re unsure of

How to answer this
You never want to respond by telling the interviewer you have no questions at all. This question is all about having something to say when you are asked. Having something to ask the interviewer shows them that you have been engaged in the topics you’ve covered during the interview, and it also signals to the interviewer that you are interested in the job itself. Not having anything to ask signals the exact opposite. The interviewer is giving you this opportunity to clarify any points, clear up any concerns, and most importantly to ask about things that interest you about the role and the company. That’s why you should always prepare and rehearse 2 or 3 questions to ask them at the end of your interview.
There are a few effective tactics you can employ when composing your questions. To start with, you can base some of your questions around what you learn about the company during STEP 1 of your interview preparation – Research the company. Also, you can choose questions from Interview Professionals Top List of Questions for the Interviewer. Ideally, any questions that you ask should tie in with yourself and reflect well on your motivations and aspirations for the role. Be sure to stay away from asking about salary or benefits, and make sure the questions you ask are open-ended to give your interviewer the chance to respond with long, well thought-out answers

(If you think of another question before the interview starts, or if you pick up on something that is said during the interview that you want to clear up (outwith salary and benefits related questions), don’t be afraid to deviate from the list of rehearsed questions that you’ve prepared. Remember that the interviewer is giving you this opportunity to clarify any points and clear up any concerns that you may have about the role. So while it is fine to take this opportunity to impress upon the interviewer that you are not only interested in the role, but that you are looking to make a name for yourself within the company, don’t neglect to ask questions regarding genuine concerns or issues that you have as well)

Example
‘Yes, thanks for asking, there are a few questions I have for you. Firstly…’

Now that you’ve seen some of the most common questions asked in the panel interview and the most effective ways to answer them, next, why not have a look at the steps we recommend you take to prepare for your next interview in the link at the bottom of the page

INTERVIEW PROFESSIONAL’S – RECOMMENDED PREPARATION STEPS FOR YOUR NEXT INTERVIEW