Interview Insights

Interviewing for a role can be an extremely daunting process, so it is no wonder that a lot of people’s nerves get the better of them. The team at Rusher Rogers always strive to make candidates feel as comfortable as possible in an interview, as we all know the pressure that is on someone to do well in this situation.

We have put together some interview questions that the Rusher Rogers Consultants often use during their interviews and why, in order to give you a bit of insight into what you can expect and how to be as prepared as possible.

Claudia – Temp Consultant

“I like to ask questions around the work environment the candidate has worked in, including the size of the team, and I always ask them to describe the work culture. Then I ask what they liked or disliked about it. Or, I might ask them to expand on any negative experiences they mention so I can understand how resilient they are to ‘office politics’ or workplace challenges. This helps me understand what kind of environment they enjoy working in/how adaptable they are and whether they might be a good fit for the organisation/s I’m recruiting for. Also, as a temp, you need maturity and resilience so I like to get a feel for how they will deal with challenges on assignment.”

Susie – Perm Consultant

“Tell me about your most enjoyable role and what was it that made it so?

This question helps people break down the elements of a job that make them happy. By the same token I like to ask what their least enjoyable role was and what made it so.

The next question though is crucial.

Which role did you learn or grow the most?

This helps people understand that just because a role may take you out of your comfort zone, it may have been the role that allowed you to take the next progressive step so not all bad. All these questions allow a candidate to stop and think about the impact of each of these employment experiences and help inform what move is going to best fit for the next role.”

Matts – Temp Consultant

“I like to ask behavioural questions regarding the previous roles they have worked in:

How did you show initiative in your role? Give me an example of when you had to deal with a difficult co-worker or customer? Give me an example of when you worked well under pressure? Give me an example of a time when you were confronted with a problem that you had to find a solution for?

Depending on the answers to these questions I may ask more questions about why they chose to take the described action instead of another, or what the outcome of their decision was, such as, did it benefit the organisation? This allows me to understand the ways in which a candidate will respond to situations within an organisation and how they work in an office environment. As a recruiter this gives me an insight into whether the candidate is the right culture fit for the organisation or if they will be able to undertake and excel in the role we are interviewing for.

Behavioural questions are SO important as they help to give the interviewer examples of how you work, you are showing that you can do the position, or the tasks required for the position rather than just telling us you can. By giving the interviewer examples you are giving them more confidence in your abilities, making them believe you can take on the position.”

Mac – Temp and Perm Consultant

“These two questions are ones that often candidates struggle to provide a succinct answer to and the answers are really dependent on the candidate doing their diligence and research as opposed to applying for everything and not having the core skills, experience or competencies for success.

Why are you the best person for this role?

You will be surprised at how uncomfortable this question makes a candidate… The intention for this question is to see whether you can market your skills and abilities effectively, and position your candidature to fit the role. The role-fit and culture-fit is being assessed here. It also demonstrates that you have taken the time to do your research on the Company and the role and compared this to your own skills and experience.

Consider this as a response: Speak to your job-related competencies, skills and experience, as they are crucial to the position you have applied for. Give examples from your professional background and key achievements where you have used your skills and experience to achieve success. Also mention your soft skills, such as working effectively within a team or sense of humour as examples. In short sell yourself!!!

What are your salary expectations?

You will be surprised at how many candidates say ‘I don’t know’, or ‘I am flexible!’ The reason for asking this question is again, to find out if you know your salary value in the job market and can often provide insight into how close your experience is to the job you are applying for.  Salary structures or salary bands for positions are pre-determined in most organisations, so your answer will rarely influence the interviewer into paying you more or less than the determined package. It also indicates that you have again done your own research into the market, have a comprehensive understanding of your value in relation to the role and your past experience.

Consider this as a response: Ask the interviewer in the first instance by asking what the salary band is for that particular role and then follow up that you would be comfortable in that band based on your skills and experience and qualifications (given you have an understanding of your own value). This way you and the interviewer are clear and better equipped to negotiate moving forward based on facts.”

These insights are from professional recruiters, who conduct interviews on a daily basis. Hopefully you will find them helpful when you are preparing for your next interview.

We are currently in the process of putting together Work-Ready Workshops, to start in 2019. These will give you an even deeper insight into interview preparation and generally how to prepare yourself for a job hunt. Keep your eyes peeled for more information in the New Year!

For further reading, click here to read and download our recruitment e-books! 

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