How to make your Interview a success - 43 unique tips applicable to any International Organization (Part 3 of 3)

This is the third and final part of our 43 interview tips. If you haven't read the first two parts we encourage you to start reading Part 1 and Part 2 here. In this article we will share our tips 30-43, which will give you more than 10 real sample interview questions that are used by international organizations today. We will also give you a few tips on actions you could take just after the interview.

What are some common samples of competency questions you can get as a candidate? 

 

30.  Common rapport building and motivation question: - "Given the Job description for this position, please share with the panel your motivation for applying for this post." - "What will enable you to succeed in this position?"  -"What challenges do you see in taking on this role?"

 

When evaluating a rapport building question a panel takes note of whether the applicant has a good understanding of the job and has ability to relate key functions to own skills, competencies and achievements; has a good understanding of the work of the organization; has  prepared  for  the  interview;  demonstrates enthusiasm,  motivation,  potential  and  an interest in both the job and the organization. As a candidate, you should think about relevant examples and how to present them to the panel. 

 

31.  Common ethics question: - "Please  give  us  an  example  of  when  you  have  encountered  unethical  behavior  in  your professional  career." - "What  was the  situation?" - "What  did  you  do  and  would  you  have had another approach if you encountered a similar situation today?"

 

When evaluating a ethics question a panel is eager to hear that the applicants is free from prejudice, and will treat everyone with highest respect regardless of gender, nationality, religion, sexual orientation or culture. The applicant should also be aware of own cultural perceptions and behavior and avoids stereotypical and biased expressions 

 

32. Common  question  to  assess  your  knowledge  about  the organization  that  you  are applying for: - "Why do you want to work for Save the Children and not Unicef or UNHCR?" 

 

33. Common  question  to  assess  your  knowledge  about  the organization  that  you  are applying for: - "Given your understanding of [the organization you apply for], please give us three priority areas where we should focus our work in the next few years." - "Given these priorities, where do you see your contribution?"

 

When  evaluating  this  type  of  question  the  panel  seeks  to  find  an  applicant  that demonstrates knowledge of the organization’s strategy and its internal culture, understands the structure and hierarchy of the organization. The panel also wants to hear an applicant that uses formal contacts and more informal structures throughout the organization to achieve objectives. 

 

34.  Common question to assess teamwork (from a managerial perspective): - "Tell us about the most effective team you have built." - "What was the objective of the team and what in particular made the team effective?" - "What was the outcome and what did you learn?"  

 

When evaluating a team work question for managers, the panel is mainly focusing on the applicants ability to build effective teams, bringing diverse backgrounds, skills and expertise to maximize innovation and goal achievement. The panel also seeks the ability to manage and resolve conflicts with individuals and groups both within and outside the organization to create a better working climate; inspires and motivates staff to achieve collective objective and results. 

 

35.  Common question to assess teamwork (from a team member’s perspective): - "Tell us about a time when you have worked in a diverse team that required cultural awareness and sensitivity in order to achieve a result?" - "What was the situation and what was the team’s goal(s)?" - "What was your role in the team?" - "What in particular made this team efficient and what knowledge have you brought with you from this experience?" 

 

When  evaluating  the  team work competency the panel seeks to understand that the applicant works collaboratively with team members, sharing information openly and displaying cultural awareness and sensitivity.  

 

36.  Common question to assess management skills: - "Tell us about a situation when you have had to lead a diverse team, both in terms of work ability and interpersonal skills, to achieve results on a significant project." - "What was the project and what did you do to ensure success in leading the team?" - "What was the outcome and what did you learn?" 

 

When evaluating the management competency the panel seeks to understand how you take decisions and that you take decisions within your own span of control and recognizes issues requiring more advanced judgment and refers them to the appropriate level. The panel wants to learn that you takes various and complex issues into consideration when making a decision.  And  that  you  are  able  to  identify  what  decisions  are  urgent  and  makes  them expeditiously, using available information. 

 

37.  Common question to assess the communication competency: - "Tell us about an unsuccessful communication attempt in a cross-cultural environment." - "What was the situation and what went wrong?" -"What was the result and what did you learn from this experience?" - "What would you do differently if you were communicating a similar message?"  

 

When evaluating the communication competency the panel seeks to understand that you are communicating clearly and effectively and that you seek to understand your environment and how your message is received by a diverse audience with different perspectives and backgrounds. 

 

38.  Common question on self-management: - "Tell us about a time when learned something new about yourself as a result of a challenging situation." - "What was the situation and what did you learn?" - "Give an example what you have done with the new insight?"

 

When evaluating the self-management competency the panel seeks to understand how you act under stress and pressure, how you can stay calm. The panel also wants to understand how you adapt to changing situations, how you overcome obstacles and your ability to recover from set-backs. 

 

39.  Common question on conflict management: - "Tell us about a situation where you felt you had to intervene in a conflict." - "What was the situation and what did you do?" - "What was the result and what did you learn?"  

 

When evaluating the conflict management competency the panel seeks to understand how you maintain calm, collected and patient, when facing conflict. The panel also wants to learn what  abilities you have to resolve interpersonal conflicts by focusing on mutually acceptable solutions. As a manager the panel also wants to understand how you in the past have developed "environments of trust" where conflicts or problems can be addressed and resolved.

 

40.  Common question on decision making: - "Tell us about a tough decision you have made with a positive outcome." - "What was the decision and what did you do?" - "What was the outcome and what did you learn from this experience?" 

 

When evaluating the decision making competency the panel seeks to understand how you as a professional are able to analyze information to make appropriate and transparent decisions. The panel wants to learn how you in the past have demonstrated the ability to make difficult and/or sensitive decisions and how you have adopted a course of action and how you have change the same when required. 

 

What should you do after the interview? 

 

41.  Shall I ask the panel questions at the end of the interview? In almost every interview we have been part of the applicants wants to know the next steps, and in most cases the HR professional in the panel have planned to share that information to all applicants anyway at the end of the interview. Be aware that even if the question you ask is not being scored, it is part of the overall assessment of you. Our advice is to only ask questions that potentially could impress the panel or show them that you have knowledge or an understanding that adds value. Never ask anything that you could find on the external website.  Such question rather shows the panel poor preparations. Never ask about salary, benefits or entitlements during the interview. In case salary is a deal-breaker for you, take that conversation with the HR professional outside the interview. 

 

42.  Shall I send a thank you message to the panel? In several cultures it is expected that you send a thank you message to the panel after the interview. In a UN context this happens time to time, but it is not necessary received as very positive. We would recommend you to not send a message if you have been interviewed for a UN position. Instead, we recommend that you before you hang up or end the interview address your appreciation to the panel for the chance you have been given and for being considered for the role.  

 

43.   Coach  your  references: One strategic thing to do as an applicant after the interview is to talk to your references. The purpose is to coach your references so that s/he knows what questions you have received in the interview and what answers/examples you have given to the hiring manager. By doing so your references can use the same examples in their conversation with the hiring manager, which will increase the validity of your answer during the assessment. 

 

Hence, if you have done something really good that is very useful in the role that you have been interviewed for, encourage the references to share the same examples and confirm your role in that particular achievement.

 

To give a call and coach your references after the interview and have them help you confirm/promote important areas in the interview can be the final tipping point that makes the hiring manager decide to select you for the job