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Contents Back to Basics: Hypothetical interview questions; what they are and how to answer them Application Tip: Selection criteria introductions Reader Questions: If I don’t get the job should I ring and ask why or is this considered pushy? Feature Article: Selection criteria responses Interview Tip: Who sets the tone of the interview? Product Spotlight: 101 examples of statements addressing selection criteria sent to you on USB flash drive - 40% off! Coming Next Newsletter How to Subscribe Back to Basics Hypothetical Interview
Questions
A
hypothetical
(sometimes referred to as “situational”) question
is one
where you are presented with a hypothetical situation and are asked to
come up with a solution. For example:
“You arrive at work one morning and your manager is sick, and their manager is interstate on a business trip. You have a heavy workload, and minimal resources to complete your tasks. A client calls and requests immediate action on something that you do not know much about. What do you do?” The panel is looking for a response that shows them the process you use to work through various situations, and the tools and strategies you have developed in your working career to deal with different situations. These questions are a great place for you to demonstrate your potential. One danger with hypothetical questions is making assumptions and responding as such when the panel have not given you a lot of information to go by. If the interviewer does not give you enough information, or provide more information if you ask for it, you should list various options for courses of action and explain under which circumstances you would use each option. For example, if you are asked “what would you do if you had too much work to complete in one week?” there are various responses, including: • Stay late • Ask for overtime payment • Take some work home • Ask a colleague to help • Explain to my manager that they work won’t be completed on time • Ask my manager for extra help • Get a temp in for a week to help out Any of these answers could be correct, however some may be more appropriate than others depending upon the workplace’s policies and general culture. In some organisations it might be common for people to do overtime. In others, they may have a strong work-life balance policy where not completing work on time is seen as better than having a stressed out workforce. Unless you know the organisation you shouldn’t make any assumptions about how they operate, and therefore listing a range of possibilities is going to be better than picking one and focusing on that. If you have faced this situation in real life, you could also talk about not only what you would do in the future, but what you have done in the past and what you have learnt from this experience. Other hypothetical interview questions might look like this:
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Application Tip Before
launching into an
example of your skills and abilities when addressing selection
criteria,
it can be helpful to provide a paragraph or sentence about where you got your skills and abilities or a further explanation of your opening sentence. This information can come straight from your brainstorming exercise (Step 2 of addressing selection criteria in our guides) or be a brief explanation of your career history in relation to the criterion. This will help set the scene for your examples that follow. |
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Q. If I don’t get the job should I ring and ask why or is this considered pushy? A. No it's not pushy, and you should always ring and ask why you didn't get the job! Providing feedback to applicants is one of the selection panels' responsibilities, so it is not considered pushy at all. Even if you didn't make it to interview stage you should call the selection panel and ask if you can have some feedback about your application. If you don't, how do you know what you should improve for next time? Considering the time and effort you have put into writing your application in the first place, a five minute phone call is nothing in comparison. So, put away the nerves and embarrassment and call the selection panel for some feedback, who knows, you may get a piece of advice that helps you to land your next job! |
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Feature Article
Selection Criteria Responses By Glenn Ayrton Have
you ever looked at
a job application pack and were totally overwhelmed by the prospect of
writing the selection criteria responses? You believed you had the
necessary qualities and experience they were looking for; however, you
baulked at having to write about what the employer considers essential
or desirable for the position.
Selection criteria responses are like a mathematics problem in an exam. They initially grip you with fear and trepidation. It can take a while to master the art of compelling and effective responses. It can also take up huge chunks of time to complete. The good news is that if you complete written responses by following certain guidelines or enlisting the help of specifically-designed tools, you will be well on your way to acquiring that dream job. Awareness of Key Terminology in Selection Criteria Responses It is important that a candidate is familiar with the intricacies of the government job application process prior to writing responses. Sometimes, job application packs appear to have their own unique set of jargon. Some have general meanings, others do not. It is therefore important to be aware of these terms when tailoring your written responses, including: • The types of criteria. There are different categories of selection criteria, such as: education and qualifications; experience; knowledge; and, skills. Written responses must to cater to these differences. • The value of the selection criteria responses. This includes essential and desirable. Although desirable selection criteria are not essential, they can be the difference between winning the job or not. Don't be deceived. You need to spend as much time in writing the desirable selection criteria responses. • Key concepts, such as knowledge, awareness or experience. Knowledge in terms of selection criteria responses refer to both formal and informal learning. The candidate is able to draw on knowledge that they have gained from a qualification or on-the-job experience. Awareness is another key term the candidate will come across when writing effective responses. This relates to the candidate possessing a small amount of knowledge but not actually having experience. Another common term in selection criteria responses is that of experience. This relates to performing the task in prior roles. The candidate must provide real examples to support their claims. Tips for Writing Compelling Selection Criteria Responses Tip 1 Don't make any assumptions, particularly if you either know or work with members of the interview panel. Ensure that your written responses are very clear and articulate step by step details of your skills, experience and positive outcomes achieved Tip 2 Use their language in your responses. Carefully scan the position description and selection criteria statements for the most important keywords and phrases and use these in your written responses Tip 3 Make reference to position specific processes, procedures and legislation where possible. These can be easily located through the Department's website Tip 4 Contact the panel chair before you begin writing your application. This is a vital step that most applicants don't take advantage of. One key benefits of contacting the chair is that applicants can potentially discover information that may not appear in the position description Tip 5 Ensure that your written responses clearly address all requirements of each statement. Carefully review each statement and check that your responses clearly detail your skills, experience and at least one detailed practical example from either your current or previous work roles Writing Effective Responses - An Easier Way? The writing of high quality responses can be difficult. Having to learn the fundamentals of penning effective selection criteria responses before actually writing can be burdensome, not to mention the actual writing. Many government job applicants have discovered that there is infact a much faster way to writing responses by using software that guides users through easy to use templates that can significantly reduce the time it takes to write high quality responses that appeal to panel members. About The Author Glenn Ayrton is an Australian nationally accredited workplace trainer and assessor with over 20 years experience in local and state government. He has performed a range of roles including project management, government recruitment and training including interview technique and job application writing. He is also the designer and creator of Australia's first software package that assists in writing government job applications called 'Selection Criteria Writer'. For more information please visit http://www.selectioncriteriawriter.com |
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Interview Tip
Do reflect the interviewer’s communication style. Allowing the interviewer to set the tone of conversation and mirroring their style can vastly improve your chances of making a favourable impression. |
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Product
Spotlight
Selection Criteria Exposed: 101 Examples of Statements Addressing Selection Criteria  This
month we are offering
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Normally valued at $69.95, you can now have one of our best selling ebooks sent to you on a USB flash drive for only $39.95! With free postage! Be quick, we only have 20 copies available and this offer ends on Monday 7th June! All orders will be posted in the mail on Tuesday 8th June. PLUS, as an added bonus we’re going to include all 101 examples as individual word documents for you to use as templates, in addition to the PDF ebook. These word templates are valued at $7.95 each and you’re getting all 101 of them for only $39.95! Here is what you get on
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If you can't wait for your USB to arrive in the mail you can also be using Selection Criteria Exposed in less than 10 minutes by accessing your free download after your purchase - our automated system serves you 24 hours a day, 7 days a week. 1. Order your ebook.2. Check your email (don't forget to check your junk/spam folders!) 3. Download your publication. 4. Receive your USB in the mail! Read more about Selection Criteria Exposed here. Buy
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This product is sold out. Please check future newsletters for more product specials. Important
information - please read carefully:
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Coming
Next Newsletter
Selection criteria; getting back to basics, how to best address selection criteria that ask about your skills and abilities, when a position should be avoided, plus more! |
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