Session 1: 9 Types of Job Interviews
show morePhone Interview
A preliminary screening interview conducted over the phone.
Usually, 15-30 minutes long to assess basic qualifications and interest.
May lead to a face-to-face or video interview.
Video Interview
Can be live (via Zoom, Microsoft Teams) or pre-recorded (where you answer set questions).
Increasingly common, especially for remote jobs.
Requires good lighting, a quiet space, and a professional setup.
Informal/Coffee Chat Interview
A casual, conversational meeting often used for networking or early-stage discussions.
Common in industries like media, startups, and creative fields.
While informal, you should still prepare and present yourself professionally.
One-on-One Interview
The most traditional format, where you meet with one interviewer (usually a hiring manager or recruiter).
Can be formal or casual, depending on the company culture.
Typically used in the final stages of hiring.
Panel Interview
Involves multiple interviewers (e.g., HR, department heads, or team members).
Common in government roles, corporate jobs, and senior positions.
Focuses on assessing your skills, experience, and cultural fit from different perspectives.
Behavioural Interview
Uses the STAR method (Situation, Task, Action, Result) to evaluate your past experiences.
Example question: “Tell me about a time you dealt with a difficult customer.”
Common in many industries, especially in customer service, management, and healthcare.
Technical Interview
Assesses your job-specific skills, often through problem-solving tasks, case studies, or coding tests.
Common in IT, engineering, finance, and technical roles.
May include live coding, whiteboard exercises, or system design discussions.
Group Interview
Multiple candidates are interviewed at the same time.
Often used for customer service, retail, and graduate programs.
Employers assess leadership, teamwork, and communication skills.
Case Study Interview
You’re given a business problem to solve, sometimes on the spot.
Used in consulting, finance, and business roles.
Tests analytical thinking, problem-solving, and communication skills.
Session 2: Interview Preparation Tips
show moreBefore The Interview
Research the Company: Dive into their website, LinkedIn, recent news, and press releases. Understand their mission, values, and culture.
Understand the Role: Align your skills with the job description. Use keywords from the posting in your answers.
Practice Common Questions: Prepare for questions like “Tell me about yourself” (elevator pitch) and behavioural questions using the STAR method (Situation, Task, Action, Result).
Dress Appropriately: Match the company’s culture—when in doubt, lean professional.
Be Yourself
(But Your Best Self)
Show personality, not just qualifications—they want to know you’re someone they’ll enjoy working with.
During The Interview
Be On Time (or Early)
Aim for 10–15 minutes early. For virtual interviews, log in 5 minutes early.
Make sure your mobile phone is on silent or turned off.
First Impressions Matter: Firm handshake, smile, and eye contact. Sit upright and avoid fidgeting.
Be Clear and Concise
Don’t ramble—aim for focused, 1–2 minute answers unless the interviewer digs deeper.
Stay Positive: Frame challenges as learning opportunities. Never criticise past employers.
Ask Insightful Questions
Things like:
“What does success look like in this role?”
“What are the team’s biggest challenges right now?”
Avoid salary/benefits talk in early rounds.
After The Interview
Follow Up: Send a thank-you email within 24 hours. Mention a specific discussion point and reiterate enthusiasm.
Reflect: Note what went well and areas to improve. Track companies/applications in a spreadsheet.
Other Tips
Mindset: Treat it as a two-way conversation—assess if the role fits you.
Authenticity: Be genuine; cultural fit matters.
Silence is Okay: Pauses show thoughtfulness.
Social Media Cleanup: Ensure LinkedIn and other profiles are professional.
Avoid Common Pitfalls:
Rambling answers: Practice brevity.
Overlooking body language: Mirror the interviewer’s demeanour subtly.
Forgetting to ask questions: Prepare 3–5 thoughtful ones.
Session 3: Sample Interview Questions & Tips
show moreIntroductory Questions
Tell me about yourself.
Why are you interested in this role?
What do you know about our company?
What are your career goals for the next 5 years?
Why are you leaving your current job (or why did you leave your last job)?
Tips
Be concise: Focus on professional achievements, skills, and alignment with the role and use the Present–Past–Future structure: who you are, what you’ve done, and what you’re looking for.
Tailor your answer: Link your background to the job description.
Show enthusiasm: Highlight why the role/company excites you.
Notes: Interviewers assess cultural fit, communication skills, and motivation.
Behavioural Questions
Describe a time you resolved a conflict in a team.
Describe a situation where you had to meet a tight deadline.
Tell me about a project that failed. What did you learn?
Tell me about a time you took the initiative on a project.
Share an example of a goal you achieved under pressure.
Tell me about a time when you had to handle multiple priorities.
Describe a time you received critical feedback. How did you respond?
Tips
Use the S.T.A.R method: Situation, Task, Action, Result.
Quantify achievements: “Improved efficiency by 30% by implementing X…”
Focus on your role: Emphasise actions you took and choose recent and relevant stories.
Notes: Evaluates problem-solving, dedication, initiative, teamwork, and resilience.
Technical/Skill-Based Questions
Can you walk me through a recent project you worked on and your role in it?
Describe a time when you had to quickly learn a new system, software, or method.
What challenges have you faced in [specific skill or software] and how did you overcome them?
(Software Engineer) Explain the difference between SQL and NoSQL.
(Project Manager) How do you ensure a project stays within budget and on schedule?
Tips
Review fundamentals: Study core concepts related to the job.
Think aloud: Walk through your problem-solving process.
Ask clarifying questions: “Are there constraints I should consider?”
Notes: Tests expertise, analytical thinking, and practical application.
Situational/Problem-Solving Questions
How would you handle a disagreement with a manager?
Tell me about a time you had to make a difficult decision with limited information.
If a client is unhappy, what steps would you take?
How do you adapt to sudden changes in priorities?
How do you prioritize multiple problems that all seem urgent?
Tips
Structure your answer: “First, I would assess the situation by… Then, I’d…”
Align with company values: Research their culture (e.g., collaboration, innovation).
Thinking process: Highlight your thinking process, not just the solution.
Notes: Assesses judgment, adaptability, initiative and alignment with company values.
Teamwork & Leadership
Describe a time when you had to collaborate with a difficult teammate or stakeholder. How did you handle it?
Give an example of how you motivated a team during a challenging time.
How do you handle disagreements or conflict within a team?
Tell me about a time when you had to delegate tasks. How did you ensure the work got done?
Tell me about a time when your team failed to meet expectations. How did you respond as a team member or leader?
How do you build trust and maintain strong communication within a team?
Tips
Use the STAR method: Focus on clear, structured responses using Situation, Task, Action, Result.
Be specific: Give real examples—not generic statements. Highlight your role, even in a group setting.
Show adaptability: Good leaders and team members adjust based on personalities, goals, and conditions.
Balance “I” and “We”: Show your contribution without ignoring the team’s effort.
Highlight soft skills: Communication, empathy, active listening, and conflict resolution are key in teamwork.
Quantify impact: Whenever possible, include measurable outcomes (e.g., deadlines met, costs saved, morale improved).
Mention lessons learned: Show growth and self-awareness from leadership or teamwork experiences.
Strengths & Weaknesses
What’s your greatest strength?
What’s your biggest weakness?
What motivates you at work?
How do you deal with failure?
How do your colleagues describe you?
Tips
Strengths: Tie to the role (e.g., “I’m detail-oriented, which helps me catch errors early”).
Weaknesses: Frame positively (e.g., “I sometimes overprepare, but I’ve learned to balance efficiency”).
Be honest but strategic: Avoid clichés like “I’m a perfectionist.”
Notes: Tests self-awareness and honesty.
Questions for the Interviewer
What does success look like in this role in the first 6 months?
Can you describe the team culture?
What are the biggest challenges facing the team right now?
How do you support employee growth and development?
Tips
Ask insightful questions: Avoid yes/no or easily Googleable queries.
Show curiosity: Ask about growth opportunities or upcoming projects.
Notes: Demonstrates engagement and critical thinking.
Final Tips:
Tailor answers to the role, and practice storytelling to make responses memorable.
Confidence + preparation = success!
Session 4: Salary Negotiation & Employment Rights
show moreSalary Discussions During Interviews: What You Need to Know
While your primary focus in an interview should always be demonstrating your skills, experience, and cultural fit for the role, there are times when the interviewer may raise the topic of salary expectations. If this happens, it’s important to be prepared.
Why it matters:
Employers often ask about salary to gauge alignment with their budget.
Prematurely prioritising pay over your value can undermine your candidacy.
Tips for Setting Salary Expectations
1. Know Your Boundaries
Before entering salary discussions, determine the lowest salary you’re willing to accept. Knowing your boundaries helps you make confident, informed decisions.
2. Research and Benchmark
Leverage your research to propose a reasonable salary range based on industry standards and your level of experience. Open a dialogue with your interviewer to ensure your expectations align with theirs. Students and recent graduates can explore salary data through Graduate Careers Australia, while professionals may refer to industry associations or salary surveys from major recruitment agencies.
3. Be Realistic and Justify Your Value
While a strong resume and impressive experience are important, requesting a salary above the market average requires a solid justification. Be ready to demonstrate why you’re worth the additional investment.
4. Consider the Full Package
Salary is just one part of your overall compensation. Evaluate other benefits such as performance bonuses, additional leave, higher superannuation, professional development allowances. Identify which aspects are most valuable to you.
5. Allow Room for Flexibility
Maintain openness to negotiation by stating that your salary expectations are flexible. This shows willingness to collaborate and find a mutually agreeable outcome.
6. Evaluate Job Offers Holistically
If you’re fortunate to receive multiple offers, look beyond just the pay. Consider growth opportunities, training and support, workplace culture, and industry reputation. Remember, your starting salary doesn’t define your long-term earning potential.
Dos & Don’ts:
Dos:
Research salary ranges for your role.
Practice polite, value-focused negotiation.
Know your legal rights and red flags.
Get offers in writing before resigning.
Don’ts
Accept the first offer without negotiating.
Discuss salary before the employer does.
Answer discriminatory or irrelevant questions.
Lie about experience or visa status.
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