An interview is a two-way process, providing opportunities for the selection panel and for you, the candidate.

It provides an opportunity for the selection panel to find out more about you and assess your suitability for the position. It also allows you to find out more about the position, the department or section, and the people you will be working with, and to assess whether you want the job.

Preparing for the interview

Preparing effectively for an interview is vital; the more prepared you are, the better your chances of leaving a positive impression.

Know yourself: your strengths, weaknesses, skills, goals, and personal attributes. Being self-aware allows you to confidently discuss your qualifications and experience.

 Do your research: Gather as much information as possible about the department and the role. Learn about the department such as its size, main areas of responsibility, directions, policies, and challenges.

 Understand the role: Study the job description and selection criteria thoroughly. Identify the knowledge, skills, and experience you bring that match the role, and be ready to talk about them during the interview.

 Anticipate interview questions: Consider the types of questions you might be asked and plan your answers. Focus on aligning your experience with the job requirements, and practice articulating your thoughts clearly and confidently using the STAR method.

 Prepare specific examples: Think of relevant tasks, projects, or situations you’ve encountered that demonstrate your key competencies. Use these examples to highlight your qualifications and achievements.

 Practice answering questions: Rehearse your answers, especially for challenging questions. Practice aloud or with a trusted friend or colleague who can provide feedback and ask both prepared and unexpected questions.

 Take the opportunity to ask questions: Think about questions you might want to ask the selection panel. Helpful topics to discuss include the team, day-to-day responsibilities, objectives and expectations of the position etc. Be sure to thank the interviewers for their time and for the opportunity.

 Arrange a Department visit: Make sure you know detailed directions and have information on parking or public transport options before your interview. If feasible, plan a visit to the campus and building to familiarise yourself.

 Stay calm and confident: Use deep breathing to manage nerves and stay focused. Practice positive self-talk, reminding yourself of your preparation and abilities. Staying calm will help you convey confidence during the interview.

If you require any reasonable adjustments, we encourage you to advise us at the time of application. Alternatively, you can contact us for assistance during the interview process.

Interview questions

Selection panels will typically ask a variety of questions, including at least one from the different categories below. They are especially encouraged to use behaviour-based questions that require you to provide examples of your past experiences. Examples of different types of interview questions:

Open, general questions

The selection panel typically begins interviews with warm-up questions to encourage discussion. Keep your responses brief and concise.

Example: ‘Tell us a little about yourself. What skills can you bring to this position?’

Behaviourally based questions

These questions assess your past experiences in professional environments. Additionally, they may evaluate how you would handle workplace challenges by presenting a scenario you are likely to face in the new position. You are expected to discuss specific details about the situation, your role, the actions taken, and the outcomes achieved.

Example: ‘Describe a time when you had to deal with a particularly difficult client on the phone’

Situational questions

These questions, much like behaviourally-based questions, present you with a hypothetical scenario and ask how you would respond. This method allows the selection panel to evaluate your problem-solving abilities and understand how you would function in specific situations.

Example: ‘What would you do if you had an urgent deadline to meet, the telephone kept ringing, and you were suddenly asked to arrange a series of important meetings for your supervisor?’

Philosophical questions

Here the selection panel is trying to understand your perspectives on issues and how well you might align with the department’s culture. Philosophical questions are often easier to answer if you have researched the department. As with open, general questions, relate your responses to the selection criteria and the job responsibilities.

Examples: ‘What do you think are the key opportunities and challenges the School is currently facing?’

Technical questions

These questions are to understand your specific task-related or technical skills that are the requirements of the position.

Example: ‘Do you have experience in using spreadsheets?’