This Question Bank is a resource for interviewers to prepare for job interviews. The purpose of this is to provide you with a comprehensive list of common interview questions for conducting an effective interview.

This is a comprehensive collection of questions that have been carefully curated to help our recruitment process run smoothly. The questions have been categorised based on our values and various skill sets, making it easy for us to find the right questions for each candidate in order to:

  • Streamline our interview process

  • Provide a consistent and fair evaluation of each candidate

  • Help us identify the right fit for our company culture and values.

You can check the Question Bank here.

How to Use the Question Bank

Review the questions in the bank to familiarize yourself with the types of questions.

  • Use the questions in the bank to create a customized interview plan for each role.

  • Take note of the candidate's responses during the interview and evaluate their answers against the job requirements and our company's values.

  • After the interview, use the notes you took to make informed hiring decisions.

Tips for a Successful Interview

  • Create a welcoming and professional atmosphere for the candidate.

  • Be clear and specific when asking the interview questions. (see STAR method below)

  • Listen actively to the candidate's response and avoid interrupting them.

  • Evaluate the candidate's response objectively and fairly, considering both their actions and the outcome.

  • Take the time to debrief with your team after each interview to compare notes and make informed hiring decisions.

By using the Question Bank, you'll be well-prepared to conduct a successful and effective job interview.

The STAR method is a popular and effective way to evaluate a candidate's past behaviors and experiences during a job interview.

It stands for Situation, Task, Action, and Result and can be used to ask behavioral interview questions.

How to Use the STAR Method:

  • Identify the job requirements and determine the behaviors and experiences that are critical to success in the role.

  • During the interview, ask the candidate to describe a specific situation, task, action, and result that relates to the job requirement you are evaluating. For example:

Situation: A customer service representative received a complaint from a customer who was unhappy with the product they received.

Task: The customer service representative was responsible for resolving the customer's issue.

Action: The representative listened carefully to the customer's concerns, apologised for the inconvenience, and offered a solution that satisfied the customer.

Result: The customer was pleased with the resolution and thanked the representative for their excellent customer service.

By using the STAR method, you'll be able to gain valuable insights into a candidate's past behaviors and experiences and make informed hiring decisions based on their qualifications and potential for success in the role.