Page 125 - You're Hired! Interview Answers

You’Re hiRed! inteRview anSweRS n how flexible your style is – whether can you be democratic or more
directive, as the situation needs.

As in the earlier sections, we will use the CaR model (Circumstances, Action,
Results) as a way of encouraging you to build good answers, so you may want
to refer back to Chapter 1 for a quick reminder of how to use this approach. As
before, questions and answers will be pitched at different levels and we will go
through them to identify the main ‘dos’ and ‘don’ts’ of framing strong answers
to these tough questions.

Employers will be looking for a range of people skills and balance in your
interpersonal style. Choose your examples accordingly.

Recognising people-based questions

Look out for words or phrases like these to help you recognise that the
interviewer is looking for a people-based answer:

influence persuade inspire motivate team
challenge disagreement engagement culture succession
talent cooperation performance appraisal communication
management
team building attitudes personality personal rapport
impact

credibility trust

questions containing words or phrases like these are likely to require an
answer based on your perceptions of people and on your own awareness of
your style with other people. People-based questions are trying to get at things
such as:

n do you recognise your own impact on other people?
n are you typically cooperative – a team player – or are you more

independent?

n perhaps most importantly – will you fit in?

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