1.

Interview Questions with suggested Answers

Questions 1-3 = Ice Breakers / Opening Questions

Icebreakers are usually asked at the start of an interview. The aim of this type of question is to put you at ease. The icebreaker /opening question is often based around something you have listed in the hobbies section of your resume. The question is usually innocuous; however, it does test your ability to make small talk and a first impression.

1. Tell us about yourself.

An interviewer may ask this question: As a test of your communication skills To give you an opportunity from the start to mention your relevant (i.e. related to the selection criteria) skills, accomplishments, strengths and background To see if you are well-rounded Because one or all members of the interview panel havent looked at your resume for a while and they want you to refresh their memories as to who you are

If you are unclear as to the interviewers motivation for the question, you can ask for clarification. You could ask: Certainly. Which aspects of my background are you most interested in? With pleasure. Would you prefer me to talk about; my work, university or personal achievements?

Ideally, you will have thought this question through before the interview and be able to list at least three relevan t: skills, values, interests, achievements or aspects of your working style. You must have an example to illustrate each claim so you appear credible. If you cannot do this, see your Swinburne Careers Consultant for activities on identifying your skills and values.

2. What do you like to do in your spare time? Tell us about an interest or hobby that you enjoy.
Although this question is an icebreaker, your interests and hobbies will say something about you. No interests or hobbies will leave the employer wondering why you are not interested in anything. It may also leave the employer thinking that given the chance you prefer to do nothing, that you are not industrious. Too many interests or hobbies will leave an employer wondering how you will find time for work. A time consuming hobby - for example being a member of the Australian Olympic Ski team, will also leave an employer wondering how you will find time for work. Controversial interests or hobbies Can have a negative impact, for example: being a member of an extreme fanatical group, and in some instances religious or political groups Interests or hobbies that conflict with your prospective work may worry an employer. For example, you may be applying for a position that involves a significant amount of interpersonal skills. Employers would thus like to see you involved in community groups or something like Toastmasters. However, your hobbies may indicate that you want to avoid all contact with other people, for example, your hobbies may be long distance running, crosswords and reading. If your hobbies dont complement your on-the- job duties, you may want to explain to an employer that your hobbies are a way of creating balance in your life. You love work that involves contact with people, but it creates a need for some quiet time at the end of the day.

Prepared by Judi Green 2006

1 of 1

Avoid bragging or talking for too long when answering this question. It is easy to feel safe with this topic (it is your area of expertise) and to say too much. The difference between Tuscan and Sicilian cooking may be fascinating to you, but it may not be to your employer.

Prepared by Judi Green 2006

2 of 2

3. What do you like to read? Tell us about a book, newspaper or magazine article you have read recently.
This is a two part question. You are asked: (1) What you like to read and (2) Details about one thing you have read. In part 1 you can list many things that you like to read: books; newspapers; magazines; journals and so on. If you are listing a few items, dont only include escapist literature, tabloids and comics. It is not an impressive line up. In part 2 when giving the details about one thing you have read it is safest (but not essential) to pick a book or article that has some correlation with the job you are applying for. It can relate to either the technical side of the job, or generic skills and attitudes or interest. Books - You can explain why you chose to read this book, your interest in the genre, author, theme or topic. Newspapers - Do you (or does your household) subscribe to a newspaper? If so, discuss an aspect that could be interesting; for example, a recent news article on a current event, an article related to your employment area or a journalist you enjoy reading. Magazines and Journals - Mainly stick to technical magazines. Even if this is an ice-breaker, you can appear remarkably unimpressive if you talk about your fantastic collection of Playboy magazines.

Questions 4-13 = General Questions 4. In what kinds of jobs are you most interested?
This type of question is usually asked soon after the ice-breakers. Employers will be listening for some of the following: Do you have a realistic understanding of the job and the organisation? Is the job/career you describe available in this organisation? Do you have realistic expecta tions of where you could be in the company in the next six months to five years? How much initiative and ambition do you have? Do you seem more interested in research, technical or management positions? Are you interested in further training and education?

5. What are the most important considerations for you in choosing a job?
Your answer to this question needs to have at least three aspects to it: What are your career aspirations what do you want? What does the employer want? What is the job is offering and how does it link to what you want? You need to convince the employer that you see employment as a two-way relationship. You want to contribute to the organisations needs as well as satisfy your own needs.

Some important considerations for you could be the opportunity for: Training and further study Promotion, career development Using initiative and creativity Leadership

Prepared by Judi Green 2006

3 of 3

A particular management style Independence and responsibility Working in a team Being a part of an organisation that has high standards and high work ethics Using state-of- the-art technology

Do not focus only on pay, fringe benefits, or trivia such as parking facilities and flexi-time.

6. Is your study performance an indication of your ability in this job?

This question seeks to establish whether the applicant will have a similar attitude to work as he/she has demonstrated towards study. Underlying this is the assumption that good marks are a result of hard work, dedication and ability in your field, while poor results indicate a lack of ability, purpose and motivation. If you have a strong or at least consistently solid academic background your answer is easy yes, your study performance is an indication of your ability in this job. Your strong/consistent background demonstrates your persistent, conscientious approach. You have not been unduly affected by personal or work crises as they come along. Just as your results were dependable and steady at University you will be reliable at work. In your next job you will still have an enthusiastic and appropriate attitude and you have the ability to learn the new information which will come along. What do you do in an interview if your academic background is not strong? Remember that the employer has seen your resume, knows your academic background and has still invited you to attend an interview. Therefore, your weak or inconsistent academic background cannot be too serious in the eyes of the interviewer or you would not be here! Should your academic results be poor your answer here must be no, your study performance is not an indication of your ability in this job. Explain why your academic results are low. Perhaps it was because you had other major commitments and activities happening which impacted negatively on your studies but are beneficial for your employment. Activities which an employer may look favourably upon are: employment, leadership roles and community activities. Ideally, these activities will add to your skill base and will no longer be an issue when you begin work. Activities and causes which an employer will not look favourably upon are: a lack of commitment to your studies, poor study skills, a blame mentality and consistently putting your personal life before any study commitments.. Any problem, which caused your poor academic results, which are still an issue for you, will impact negatively on an employers confidence in you.

7. Please outline any previous work experience you have and indicate what value it has been to you.
This is a two part question: (1) outline the work experience and (2) explain the value it has been to you Part 1. Begin by briefly listing all your work experience (paid or unpaid). However, if you have had a lot of jobs you may want to be selective and mention jobs related to your qualification; recent jobs; or jobs where you were given responsibility. If relevant, quantify your experience. Talk about how long you have been at some of the jobs, what contribution you made. Part 2. List the skills you developed from your job be positive no matter how menial, every job has something to contribute to your skill set. Remember the question asks you to indicate the value it has been to you implying all jobs have a value. For instance your job probably means you had to:

Prepared by Judi Green 2006

4 of 4

Accept responsibility Develop customer service skills Work under direction Perhaps give direction or train new staff, that is develop leadership skills Work in a team and enhance your team skills Cope with repetitive work Deal with managers, suppliers, junior staff, colleagues or clients. Each of these situations develops your communication and interpersonal skills. Juggle part time work, hobbies and university. This would mean that you have developed organisational skills, ability to prioritise, and ability meet all deadlines even when under pressure. Have a work ethic, a willingness to work Have self- discipline. Develop attitudes such as: loyalty, respect and trust Use your technical skills

Some tasks and responsibilities of your work may be obvious to you, but may not be obvious to the employer. Candidates sometimes forget that even your current manager may not really understand your job. In the interview, never assume that the employer remembers your resume or understands the work you do. When talking about a past job DONT speak badly about your past employer. DONT say that a job has been a total waste of time. Even bad experiences have a value DONT pretend to have learned every thing from your part time work DONT say that you could not get on with colleagues or your manager.

8. Why did you choose your course?

There are a variety of reasons why any student selects their course. When answering this question, concentrate on your planning and the positive reasons for choosing the course. You need to indicate that your course selection was a result of: motivation, resolve to enter your field, thorough research and that you are serious about your career. If you backed up your career choice with reality testing, such as related work experience, mention it. Positive reasons for choosing your course which you may want to discuss include the following: Your skills, interests and values matched the course Discuss the skills, interests and values you discovered and developed before you attended Swinburne. Whether you came to Swinburne from school, TAFE or employment, you must have begun to identify what you were good at, what you liked and what was important to you before you enrolled. This background is an essential and credible part of your decision making. The specific course You may have selected your specific Swinburne course as it offered a particular subject or group of subjects that were of interest to you. Swinburne University Swinburne University may have been an important part of your course selection. Perhaps the practical approach, the opportunity of IBL, the quality of the lecturers, the facilities, the content and structure of the course is what you wanted. The lecturers The reputation of the lecturers may have attracted you. You heard them talk or read about their research and wanted to study under their influence.

Prepared by Judi Green 2006

5 of 5

The job opportunities Your reasons for selecting your course could be due to the job opportunities and careers available at the end. A generalist course which provides broad training will allow you to spring-board in to many types of jobs. A technical or specialist qualification will have specific employment outcomes that may have been appealing to you.

Reasons that are not impressive, that you are better off not disclosing are; that you didnt receive an offer to anywhere else; your friends went to Swinburne and you wanted to be with them or it was the closest University to your parents house and you dont like to travel.

9. Which one of your subjects have you found most interesting so far? What have you learned?
Be prepared! Go over your subject list before the interview. Think about which subjects are most relevant to the job you are applying for and which subjects you enjoyed. You may want to explain that you found several/most of the subjects interesting but you choose to discuss this one because(mention a reason related to the position you are being interviewed for). Be positive, passionate and enthusiastic about the subject. If you select a subject which does not directly relate to the job you are applying for you need to explain why. Perhaps the subject emphasised practical skills, perhaps the learning style was important or you may have found the subject an interesting balance to your usual subjects DONT say that you havent learnt very much because you are only a second year student or only a graduate. DONT say that you havent found any of your subjects interesting DONT speak badly about your lecturers or the course structure DONT only compliment the entertainment value of some of your lecturers. You need to have some interest and found some intrinsic value in the subjects themselves.

10. Tell us about your weaknesses

Before you introduce any weakness be sure you can also talk about the strategy you use to ensure that it doesnt affect your work. There are many approaches you could take when answering this question, four of them are: 1. Exaggerate a strength and explain how it can be a problem or a weakness. Strength to Exaggerate Weakness Problems connected with the strength You take on responsibility for all aspects of a project You are a perfectionist You take on too much You spend too much time on some tasks and/or Strategy to solve the problem Learning to delegate appropriately You always meet deadlines and/or You work out of hours to see things are done to your standards and/or Co-workers might not share your desire to work to such a standard You are mindful of your coworkers approach and can maintain team harmony

Prepared by Judi Green 2006

6 of 6

2. Rephrase the question, changing the word weakness to area of improvement. For example you could say, I dont know that I would consider it a weakness, but I have an area where I would like to improve. This puts a positive spin on things as we should all be committed to our life long learning. However, dont talk about your need to improve in an area that is an important part of the work you are trying to find.

Approach
Area for improvement State why you want to improve in this area Strategy to solve the problem How this helps

Example 1
I want to learn a new computer program I found computer graphic skills useful in my last job I bought a book and took a course I can spot an area for improvement in computer graphics and fix it

Example 2
I want to become more comfortable when public speaking I found that I had some ability in this area but I would like to improve I enrolled in Toastmasters to improve my skills and confidence I am beginning to really enjoy public speaking and the feedback I have received recently is extremely positive.

3. Pick a weakness which will have no impact on your job. For this answer you must know all the selection criteria related to the position and come up with something that could never be a problem in your work. For example, your fear of flying could be discussed, provided you are confident that you will never need to fly to meetings, conferences and the like, as a part of the job. 4. Try to be light-hearted, a little flippant. Your weakness could then be eating too much chocolate, your backhand in tennis or lack of exercise. You may get away with this approach, then again you may be asked to take the question seriously. Therefore, you still need to be prepared to answer this question properly.

Three approaches not to take include:

DONT confess to weaknesses that make you unemployable! You will not talk about your poor communication or technical skills, your problems in getting on with other people or the fact that you are always late. You do need to be honest; you dont need to commit interview suicide! DONT pretend to be perfect. You are expected to have some personal insight in to your weaknesses. Some employers may think you a little arrogant for not being able to see any faults in yourself. DONT give a long answer

11. How do you operate under pressure?

In brief, employers want to know that under pressure you can work calmly and efficiently. However, this question is also asking about your skills in: problem solving; decision making; organisation, time management and your ability to work under stress. Ideally, your strong organisational skills will ensure that you are not often put in a situation when you need to work under pressure. You may be one of those people who enjoys working under pressure. You may find working under pressure makes you feel: alert; stimulated; efficient; and motivated. You may like being busy or having a big workload. Give an example of a time you have worked under pressure and enjoyed it. You need to explain that when you did work under pressure, the situation did not arise because of your poor planning or poor time management.

Prepared by Judi Green 2006

7 of 7

Most people prefer not to work under pressure. You could explain some of the following methods you use to manage pressure (and reduce the chance that you will need to work under pressure) include: Organising yourself well Planning your workload ahead Time management Conducting a needs assessment on the project so all points are planned for ahead of time Delegating. Your ability to be a self starter Not procrastinating Setting goals Prioritising Devoting adequate and appropriate amounts of time to each project. Having clear routines and keeping other work in control

From time to time, no matter how good your time management and planning, you will need to operate under pressure. As a University student, you will need to juggle many timelines for your projects; exams; work commitments; social commitments and more. You need to convey to the employer that when the pressure arises, you can manage it, keep calm, remain professional and have the ability to maintain performance in the face of pressure

12. If we were your manager how would we get the best out of you?
Some university students have trouble with this question as they have not had a professional job, and dont know what they want from a manager. Should you be in this situation consider your university experience to be your job and your lecturers and tutors to be your managers. You can then go on to describe situations where you have excelled in the past, perhaps when you were allowed to: Work with a certain type of team Have autonomy over a project Understand the objectives, whilst being given only broad instructions on how to approach the problem Take responsibility for the outcome of the project Be given highly specifi c criteria and boundaries for a project Speak to your manager/lecturer frequently for feedback Demonstrate initiative, be a self- starter, entrepreneurial Take charge of other people, delegate Be hands on

If you do know the management style of the organisation for example, it could be sink or swim or supportive with mentors and training, then it would be best to tailor your answer to the company culture. If you dont know what the employer is offering in terms of its management style, you may want to play it safe. There are some management styles that most companies want employees to aim for. If you know that you have specific requirements from a manager and you know from history that you are unlikely to succeed without then, you need to be honest at the interview. For instance, you may require specific and clear instructions, or you may require access to a manager for feedback. Should this be the case you are best off discussing this at the interview. It is a time when you can find out if this management style can be built into your job.

13. Arent you overqualified for this job?

This frustrating question may be asked of applicants at almost any level from certificate to PhD holders. It is likely to occur when the job permits applicants with lesser qualifications to be eligible. Assuming that interviewers dont

Prepared by Judi Green 2006

8 of 8

like to waste their time, you are in the interview as you are considered eligible for the job and that your qualification does not exclude you! The question is asked to see how you feel about your qualification in relationship to the job. To agree with the interviewer that you are over qualified is the same as saying you dont want the job. You should not apologise for your qualifications or discuss the difficulties of job opportunities in your field. A better approach is to talk about your willingness to start on the ground floor or at the grass roots to get to grips with the realities of the job. Your qualifications should be presented as a bonus to the employer. They are receiving your analytical skills, problem solving skills, ability to acquire new knowledge methodically and quickly at no extra cost!

SECTION 3 QUESTIONS 15 19 BEHAVIOURAL INTERVIEW QUESTIONS

Behavioural Interview Question General Background Most employers today now include at least one Behavioural Interview Question when interviewing and the trend is growing stronger amongst HR professionals. Behavioural interview questions are based on the assumption that your past behaviour is the best predictor of your future behaviour. In other words, if an employer wants to know how you'll respond to a future situation in their company, he or she can get a good indication by finding out how you've responded to similar past situations. In preparation for these questions the interviewer will have decided on the exact competencies they are looking for. Competencies are measurable and objective behaviours. Examples include: communication skills, commitment to a task; dealing with ambiguity; decision making; leadership skills; group skills, problem solving; and so on. In preparation for these questions, you the interviewee will need to develop brief factual examples from your past, highlighting the competencies the interviewer will be looking for. Discussing these examples or stories will be much easier if you've thought about them ahead of time and you don't have to "wing it" during the interview. You can usually find the competencies which will be covered in the interview listed in the position description, job advertisement or in the general literature/web site provided by the company. For each story or example, you intend to introduce, make sure you can cover the following three specific areas: The Situation or the Task you had to perform. Be able to: a. Describe a situation or problem you have encountered and the context b. Describe the task you undertook and your ideas for solving the problem 2. The Action you took in response to the situation or task. Be able to: a. Describe the steps you took b. Obstacles that you had to overcome 3. The Results or Outcome of your actions. Be able to: a. Highlight outcomes achieved You can use the acronym STAR (situation, task, action, result) or SAO (situation, action, outcome) to remember these story elements, each of which the interviewer will be looking for specifically. 1. Some interviewers will prompt you through each stage of the series of questions. However, some employers will introduce you to all aspects of the question and then leave you to answer it yourself. In the second scenario, the employer is usually looking to see if you naturally complete the story and discuss the results and outcomes. Most employers make the assumption that people with a business orientation will always include outcomes and results (the bottom line) as a part of a complete retelling of an event. They will assume that people with an academic

Prepared by Judi Green 2006

9 of 9

orientation will be more concerned with the process (situation, tasks and actions) than the outcome/results. Employers want a business approach, so do include all aspects of the event including the outcomes. When discussing the situation or task the interviewer will want a real and specific example including activities, dates and names. Ensure that your facts are correct as some employers will go on to do reference checks to validate the specific situations, events and examples that you provide.

14. Tell me about a time when you failed to complete a project on time, despite your best efforts. What did you do to fix the situation? What was the outcome?
The interviewer wants to see how you manage your time and why you failed to meet your deadline. Behavioural interview questions often ask you to talk about a time when you did not succeed. Follow-up probes could include questions like: What was your specific role? "How did you decide which task to do first?" "How did the outcome affect others?" "What could you have done differently?" "How has that experience affected the way you manage timelines today?"

In answering this question you need to think of a time when you did not meet a deadline. The example should not be too damaging, that is dont make it seem like you routinely miss deadlines. For those students who genuinely have met all deadlines, you can discuss this with the interviewer. Perhaps your example might include a situation when you were stretched for time and the quality of the work you had to submit was affected. That is, you met the deadline but had to compromise the standard. Your answer should include the following points: That your time management skills are of a high standard and missing this one deadline was an unusual, one-off event Explain why you missed the deadline; perhaps it was a technical or health reason. (The old computer problem excuse is wearing thin with most people and is really something th at should be accounted for in most project planning). Dont spend a lot of time on the excuse stage of your story, most people have heard every justification before; you will sound as credible as Bart Simpson if you spend too long on this phase. That the result or outcome was not too serious. Perhaps your contribution was not critical in this instance, perhaps an extension was allowed because of your faultlessness or because the reason was out of your control. Be clear about what you learnt from this situation and how you managed it. The missed deadline should be a time to learn and time to develop better strategies, not a time to be devastated. There is a common viewpoint that the only people who dont make any mistakes are those who do nothing. Some employers will encourage you to take calculated risks and take on a lot of work. The downside of this is that something will go wrong along the way. The employer wants to have confidence that you will cope with situations should you be unsuccessful, that you will have the personal resilience to go on and the professionalism to fix things as well as possible at the end. Your attitude needs to stay positive, dont be bitter. Resilience is the capacity to cope with adversity and disappointment, and maintain effective performance and attitude.

15. Tell me about a time when you had to work as a part of a team and you had a team member who wasnt being very cooperative or

Prepared by Judi Green 2006

10 of 10

productive. What did you do to help rectify the situation? What was the result?
Remember to use the STAR (Situation, Task, Action and Result) approach when answering behavioural questions. Situation /Task This question is asking about your interpersonal skills and what you are like as a team player. Think of a time when you had a team member who wasnt being very cooperative or productive. Some examples of the situation could be a team member who: Avoided responsibility for deadlines Didnt work to an acceptable standard because they did not have the skill level required Wouldnt help Did not share the high work ethic and commitment held by the rest of the group, When explaining your situation dont spend too long on what happened or allocate a lot of blame elsewhere. Action The example must be one where you had the opportunity to contribute to the positive outcome of the situation. You (and your group) need to have had an approach or method which worked. It is appropriate to put in examples of your ability to motivate others and your leadership potential, basically this question is asking you about your team skills. Therefore, you should be using the term I as well as we in your answer. Examples of being a good team member you may want to mention: Willingness to listen Willing to contribute Respectful and encouraging of others ideas Team spirit

Result/Outcome You need to select an example which has a happy ending, outcome or result. Ideally you will have learned from this situation, and will have even better interpersonal skills and techniques next time you are in this situation. Talk about the interpersonal techniques you have picked up in your group work. Perhaps you now know the importance of spending time at the start developing the teams ability to achieve: Commitment to the project objectives and approach before you more through each stage Consensus from all members to each stage of the project An audit of each team members strengths and weaknesses in order to appropriately delegate the work.

16. Some times adjusting to change can be very difficult. Can you think of a specific time when you needed to adapt to change and what steps you took in order to be successful at it? What was the outcome?
This question investigates your flexibility and ability to adjust to change. You need to be able to handle change as most businesses are about change; for example in technology, leadership, personnel, business structure, services and products Situation / Tasks Some examples of change you might want to consider The transition to University after many years at school The transition to University after many years at work

Prepared by Judi Green 2006

11 of 11

Moving out of home Moving to Melbourne from the country, another state or overseas Changing jobs Different university classes as they mean different: lecturers; teaching styles; topics; expectations; standards; and students

Action Your answer needs to indicate an optimistic attitude, and a planned approach. The employer will be looking for an active approach, where you took steps to ensure a positive outcome. Being passive and reactive, will not impress, even if the outcome was satisfactory. The question specifically asks you what steps you took. You need to have taken control of the situation so that you made the most of the new opportunities. What resources where available to you? How did you find out about them? Which resources did you select to use and why? Results / Outcome As the question states, the employer is looking for a successful outcome where you managed the change well. Employers will believe that you will make your own success and luck. They will also believe that if your were successful in approach and style in the past at adjusting to change then you will be highly likely to be successful at it again when you make the change from your University degree to the job they are offering.

17. Describe the biggest problem you have solved in the past year. How did you handle it? What was the result?
Situation / Task The question asks you to state your biggest problem within your answer you could discuss your biggest accomplishment or project. Consider a meaningful project or major goal you have set yourself. The example must demonstrate how you get things done; it can be personal or professional in nature. Professional examples which every university student has are: Selecting a university degree, majors or subjects Completing your education Finding an appropriate job These examples indicate you are serious about your career and employment outcomes. Personal examples are often not as good as professional ones but can be used. Examples include; House renovating Raising a family Relocating Long term care of a relative Planning a big event wedding

Action Your actions to solve the problem could be structured around the problem solving skills listed in the Identify your Skills activity. They include: Observe and analyse Examining data, people or things logically Hypothesise Putting forward a possible explanation Apply information - Grasping abstract ideas and using these to solve current problems Ability to see the big picture - Managing large or diverse amounts of information and combining in to a coherent plan Test and evaluate Measuring a project against valid criteria and coming to a conclusion

Prepared by Judi Green 2006

12 of 12

Result / Outcome As always in a behavioural question, your result or outcome needs a positive angle to it. For example: The actual result of your problem needs to be positive; or Your actions resulted in the best outcome possible under the circumstances, or You learnt from the experience and you will be better placed to deal with the problem next time

18. Tell me about a time when you effectively lead a group? How did you do this? What was the result?
Situation / Task The interviewers are asking if you have the ability to lead a group, that is; can you manage, guide or direct other people. To really convince the interviewers that you do have leadership skills you need to give a real and recent example of a time you have lead a group. In this situation, it doesnt really matter if the example is from University, work or elsewhere. You could select an example when you were on a committee for a club, society or organising a social event Action Discuss your leadership style, and your method of leading the group toward the accomplishment of a goal or task. Examples of a good team leader include: Open to discussion Able to recognise potential in team members Vision Inspirational Organised Able to make difficult decisions Approachable and respected by the team Concerned for those they are leading Takes responsibility for own actions and for those whom they are responsible Confidence Good communication skills Self sacrificing Able to delegate Able to resolve negative conflicts, should they arise

Result / Outcome Your result does not need to be dramatic, but it does need to be realistic. Discuss what your goal was and whether you achieved it. Were you happy with the outcome? How was it viewed and evaluated by others? Was it completed at high standard and in a timely fashion? What was the relationship between you and the rest of the group like at the end of the project?

QUESTION 19 INAPPROPRIATE QUESTIONS 19. There are many examples of inappropriate questions eg:How old are you?

Prepared by Judi Green 2006

13 of 13

or Which political party do you plan to vote for in the next election?
These are examples of inappropriate questions. An employer should not ask your age or which political party you vote for. It is inappropriate and usually unlawful for an employer to ask questions about your religion, race, ethnic origins, age, politics, sexual preference, physical appearance, marital status, plans to have children or disabilities. A whole myriad of laws, legislations and acts affect the hiring process today, including: - Federal; Sex Discrimination Act, Disability Discrimination Act, Racial Discrimination Act and State; Industrial Relations Act, Affirmative Action Act, State privacy guidelines. You need to know your rights! Should an employer ask you an inappropriate question you can view it in one of two ways: Assume that the interviewer is asking the question innocently, and is not aware of legislation in this area. An inexperienced interviewer may even ask an inappropriate question (perhaps about your age) as an ice breaker at the start of the interview. You should still be careful with your answer as the employer may still use the information you provide in an inappropriate way. You dont want to open the door for an interviewer to collect inappropriate information by playing along with the interviewers innocent question. Assume that the interviewer is asking the question as they want to discriminate for an inappropriate and unlawful reason.

Specific information for the inappropriate age question Some employers will have concerns or prejudices connected with your age. They might assume that if you are too young you will be immature, inexperienced, keen to change jobs once you have some experience (that is when you become a productive employee), unable to get on with the older staff or likely to be more concerned with your social life than the job. They might assume that if you were too old you would be unable to get on with the younger staff, resentful of taking orders from a younger manager, stuck in your ways and unwilling to learn new practices. Should you choose to respond to the employers questions about age, it may appear that you are concerned with the age factor. Refusing to answer a question or making a joke of it can also reduce your chance of being selected. Listed below are some responses made by interviewees when asked questions about their age: Is age important for this position? Will my age improve my opportunities in this job? I have all the vitality I had at twenty, but more experience Fitting in and age are not related I dont judge the manager by their age but by their behaviour and ability. It wont be relevant if the manager is significantly older/younger I have many years experience developing the relevant skills I am now at a perfect age to achieve the following goals and list some activities appropriate to the job

At the end of the day you may decide you dont wish to work for an employer who discriminates, or you may wish to refer discriminatory practices to the appropriate legal body.

QUESTIONS 20 -21 YOUR QUESTIONS

Prepared by Judi Green 2006

14 of 14

20. Before we finish, is there anything else you would like to add to your application?
This is your last chance to discuss any point you have not had a chance to discuss in your interview. Use the opportunity to include any achievements or experiences you think may be relevant.

21. Thank you for answering our questions. Before we finish, do you have any questions you would like to ask us?
You DO need to ask questions because: An interview is a two-way activity; there is an expectation that you will ask questions as well as answer them You will find out if this job fits your requirements It is an opportunity to show that you can fit in, do the job and meet the company/job requirements. It is an opportunity to impress the interviewers with your interest, intelligence and preparation The more relevant your questions, the more impressive you will seem

If you havent any questions to ask: State that everything you wanted to ask has already been covered in the interview, employer brochures or homepage. Perhaps say that you were interested in finding out more about topic XXX but it has already been covered in the interview. Some questions to ask in an interview: How would a typical day be spent in the job? What will be the greatest challenge in the job? What induction/initial training is available? What staff training and development is available? Does the organisation encourage further study? What provisions are made? Are there performance standards which must be met? Who evaluates my performance? What criteria are used? How often would I be appraised? What is the possible career path structure open to me? What are the conditions of employment? Reporting relationships, ie. to whom will I be responsible? Could you explain the organisational structure? What is the management style? Will I be working alone or in a team? Describe the team? How do you see the future of the industry? How have other people handled this position? What did they do well? Why is this position available? What has happened to the previous occupant of the job? Is this a newly created position? How many employees are there in the department? Are there impending technological or organisational developments which may affect the work?

Prepared by Judi Green 2006

15 of 15

Is taking responsibility encouraged? If so, in which areas, by which methods, when appropriate? May I have a look at the work environment? What is the organisations attitude towards...........................................? How are priorities established? When will you be making your decision? Some questions to avoid Avoid only asking questions about the pay and conditions as this will leave the employer with the impression that you are only interested in this aspect of the job. You need to build on information given to you, dont ask questions which have been covered in the interview, employer home page or employer brochures. Finishing off the interview Ask about the next stage in the selection process, agree on who should take the initiative for the next contact, schedule a call-back time. In your concluding comments, you may want to allay any interviewer concerns by covering the following three points: Your are really interested in the job You will do great work You wont let the employer down For example you could say - I am very keen to be given an opportunity to demonstrate my capabilities and enthusiasm for the work. Naturally, the wording has to be yours; you need to feel comfortable with what you say. ALWAYS THANK THE INTERVIEWERS FOR THEIR TIME!

Additional Interview Questions to Practice

Your motivation to work in this organisation Why did this position appeal to you? Why would you like to work for our organisation? What interests you about our products or services? What do you want to be doing in your career five years from now? Why? How long would you stay with the company? How long would it take you to make a contribution? What do you think determines a persons progress in an organisation? Have you ever had any part-time or vacation employment or previous experience in this field? Whats on your shopping list for your fist job? Your motivation to work in this career Why did you choose this career? What are you looking for in a job? What are your major motives for working?

Prepared by Judi Green 2006

16 of 16

How ambitious are you? What subjects caused you most difficulty? How did you overcome this problem? Is this career your one option at this stage? If not, what other types of careers interest you? Which jobs / assignments did you enjoy most? Why? Your skills and abilities Tell me about yourself Why should I hire you? Can you get recommendations from your previous employers? What would they say about you? What have you learned from some of the jobs / assignments you have held? What is your major weakness? What have you done about it? What are your greatest strengths? Have you ever done any public speaking? What feedback did you get? How good are your listening skills? What qualities do you perceive as necessary to be successful in you field? Do you have those qualities? What entrepreneurial activities have you been involved in? How do you ensure that your work is of the highest standard? Your working style Under what conditions do you work best? Can you work under pressure? How do you handle stress? How can you tell when you are stressed? How do you plan your daily activities? Tell me about an experience in your career that really challenged you How do you define doing a good job? How have you benefited from your disappointments? What does teamwork mean to you? What is your idea of a good leader? What leadership qualities do you think are important? Do you prefer working alone or as a part of a team? Provide examples of difficult decisions you have made in recent times. Why were they difficult? Behavioural Questions Tell me about a situation in which your work was criticized. What did you do? What was the outcome? All jobs have their frustrations and problems. Describe some examples of specific job conditions, tasks or assignments that have been dissatisfying? Why? Describe a situation when you wished youd acted differently with someone at University / work?

Prepared by Judi Green 2006

17 of 17

Describe a situation in which you were able to influence positively the actions of others in a desired direction? What have you done which demonstrates your initiative and willingness to work? Tell me about a really good team you have worked in. What part did you play in its success? Tell me about a time when you had to alter your own priorities with little or no notice due to changing demands? What did you do? Tell me about a time where you were able to effectively motivate your team. How did you do this?

Prepared by Judi Green 2006

18 of 18