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for sale at the outlet stores (primarily belts and jackets).</em><em></em></p>
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[intro] => Accessories with Gowns When a gown comes in and has an accessory which is included with it then that accessory should be hung with the gown. You may decide that a larger item (like an overskirt) you may wish to hang separately but if noted on the tag then it must be transferred with the gown when the gown goes out.For smaller items they should be placed in an organza bag. The item AND the bag gets tagged with the gown number.The accessory bags for smaller items must be with the gown when they are rehung on the rack. If you find a bag then you should find the missing item and put it with the gown. If you note the gown label has B on it then you must find the bag and accessoryDont leave it to be a problem for the next person. Organza bags are available. Please ensure you use the correct size and colour - they are white and 17cm by 22cm It should also be noted on the large gown label with a letter in the box on the bottom leftB for BagT for TrainS for Skirt (overskirt)V for VeilJ for Jacket When a gown is discontinued then some accessories should be separated for sale at the outlet stores (primarily belts and jackets).
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[content] => [{"layout":10,"content":{"main":[{"value":"<h4>THIS ARTICLE WAS WRITTEN BY LISA DURR</h4><p>GOAL: Finding the perfect gown for each bride so that they want to buy from us!! - <strong>SALES</strong></p><p>REQUIREMENTS: Attention to detail</p><p> Knowledge</p><p> Energy</p><p> Empathy</p><p> Teamwork</p><p>PROCESS: Pre-consult</p><p> Consult</p><p> Order</p><p> Steam check</p><p> Gown view/collection</p><p> Return for dry cleaner</p><p> Maintenance & Presentation</p><p>The\n sale starts from the very first contact with a bride and finishes when \nshe returns her gown for dry cleaning. Everything in between makes the \nsale and therefore needs to be your <em>focus</em>.</p><p>A great way to\n maintain focus is to appreciate how brides respond to us and why they \nrespond the way they do. We are all individually in control of this at \nall time and are therefore responsible for their responses to us.</p><p>An\n easy way to put this into perspective is to think “how would I feel \nabout this if I were the bride”? Whether the response is good or bad, \nthe choice of outcome is yours! How you think and how you feel is \nconveyed just as clearly to a bride as what you say.</p><p>A\n good way to assist you to get a positive response from each bride you \ndeal with, is to TRAIN yourself to always ask - If our brides could hear\n all of our thoughts out loud, listen to everything we say in store, \nwatch all of our actions behind the scenes…..would she be impressed, \nflattered, happy and trust us??? We can’t just switch it on for when a \nbride is in front of us, we have to carry residue happiness and genuine \ninterest into every contact. If she feels your ease and happiness, she \nwill relax and be able to listen and respond how you need her to. They \ndon’t want to know what you do all day and every day and whether it is \ngoing well for you, they just want to know that you are happy to meet \nthem and that you genuinely have their best interest at heart. There are\n many steps in this process!!</p>","field":0,"settings":[]},{"value":"PRE-CONSULT:","level":"h3","field":1,"settings":[]},{"value":"<p>Brides don’t just land in our \nlaps; they are enticed here by our website, social media, wedding \nmagazines and shows. When they make the first contact we must be ready! \nHandling the first contact in a timely and informative manner is a great\n way to start the sale.</p><p>If a bride calls for a \nconsultation appointment, we must answer the phone focussed and ready to\n glean as much information in that initial conversation as we can, to \nhelp us to start painting a picture in our heads of who the bride is and\n what dress she will be wearing on her big day! We are all team members \nof each store, so pre-consults can be taken by any team member for any \nteam member!</p><p>A bit like a jigsaw puzzle, one connecting \npiece will put into place a larger area of the picture starting to form,\n so the more connecting pieces / leading questions we can cover in this \ninitial contact, the easier it is to get an understanding of what the \nend result will look like. Just like a jigsaw puzzle, there are many \npieces / factors that are needed to complete the whole picture when \nrealising which gown is perfect (for both you and the bride), but the \npre-consult is a great start. Handling this well and with enthusiasm \nwill leave the bride in no doubt that she is in the right place and \ntalking to the right people.</p><p>These contact phone calls can\n come into the store or be made in return to an email enquiry, but \neither way, the bride will appreciate a rapid response. She generally \ndoesn’t make that first move to start the gown hunt unless she is ready,\n so, putting her off will not help you make the sale. </p><p>An \nemail response is a little less useful in regards to creating that \npicture in your mind, but it is an opportunity to give information so a \nbride knows what to expect on her visit and a brief explanation of the \nprocess will give her a sound reason to discuss the ideas she has in \nmind, prior to her visit. However, an open invitation to call you back \nwill often be ineffective as getting information the day before is often\n the same as on the day. If you tell her when and why to contact to \nassist with preparing an appointment tailored to her, she will be happy \nto work in with you.</p><p>Why should we know ahead of time what a bride is like and what she is thinking/wanting?? To make it easier on everyone!!</p><p>Just\n as a bride telling you her ideas gives you a bit of foresight into the \nstyling that would suit her, it also makes it easier on her, as she gets\n a feel for how we do things, and there are less surprises or \nunrealistic expectations at her first consultation. It is an opportunity\n to start breaking down some obstacles that may get in the way of a \nsale. If you equate it to painting a room, preparation and removing \nobstacles will always give you a better finish. If your goal is to paint\n the room to change the colour then this approach is going to produce \nthe best result that every one will be happy with, and equally so, if \nyou don’t really care as long as you have a change of colour, it will be\n a waste of your time and energy as the finish won’t necessarily be that\n good and they will most likely go somewhere else with a similar colour \nand nicer finish.</p>","field":6,"settings":[]}]},"settings":{"class":""},"parent":0,"title":""}]
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[value] => <h4>THIS ARTICLE WAS WRITTEN BY LISA DURR</h4><p>GOAL: Finding the perfect gown for each bride so that they want to buy from us!! - <strong>SALES</strong></p><p>REQUIREMENTS: Attention to detail</p><p> Knowledge</p><p> Energy</p><p> Empathy</p><p> Teamwork</p><p>PROCESS: Pre-consult</p><p> Consult</p><p> Order</p><p> Steam check</p><p> Gown view/collection</p><p> Return for dry cleaner</p><p> Maintenance & Presentation</p><p>The
sale starts from the very first contact with a bride and finishes when
she returns her gown for dry cleaning. Everything in between makes the
sale and therefore needs to be your <em>focus</em>.</p><p>A great way to
maintain focus is to appreciate how brides respond to us and why they
respond the way they do. We are all individually in control of this at
all time and are therefore responsible for their responses to us.</p><p>An
easy way to put this into perspective is to think “how would I feel
about this if I were the bride”? Whether the response is good or bad,
the choice of outcome is yours! How you think and how you feel is
conveyed just as clearly to a bride as what you say.</p><p>A
good way to assist you to get a positive response from each bride you
deal with, is to TRAIN yourself to always ask - If our brides could hear
all of our thoughts out loud, listen to everything we say in store,
watch all of our actions behind the scenes…..would she be impressed,
flattered, happy and trust us??? We can’t just switch it on for when a
bride is in front of us, we have to carry residue happiness and genuine
interest into every contact. If she feels your ease and happiness, she
will relax and be able to listen and respond how you need her to. They
don’t want to know what you do all day and every day and whether it is
going well for you, they just want to know that you are happy to meet
them and that you genuinely have their best interest at heart. There are
many steps in this process!!</p>
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[value] => <p>Brides don’t just land in our
laps; they are enticed here by our website, social media, wedding
magazines and shows. When they make the first contact we must be ready!
Handling the first contact in a timely and informative manner is a great
way to start the sale.</p><p>If a bride calls for a
consultation appointment, we must answer the phone focussed and ready to
glean as much information in that initial conversation as we can, to
help us to start painting a picture in our heads of who the bride is and
what dress she will be wearing on her big day! We are all team members
of each store, so pre-consults can be taken by any team member for any
team member!</p><p>A bit like a jigsaw puzzle, one connecting
piece will put into place a larger area of the picture starting to form,
so the more connecting pieces / leading questions we can cover in this
initial contact, the easier it is to get an understanding of what the
end result will look like. Just like a jigsaw puzzle, there are many
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realising which gown is perfect (for both you and the bride), but the
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will leave the bride in no doubt that she is in the right place and
talking to the right people.</p><p>These contact phone calls can
come into the store or be made in return to an email enquiry, but
either way, the bride will appreciate a rapid response. She generally
doesn’t make that first move to start the gown hunt unless she is ready,
so, putting her off will not help you make the sale. </p><p>An
email response is a little less useful in regards to creating that
picture in your mind, but it is an opportunity to give information so a
bride knows what to expect on her visit and a brief explanation of the
process will give her a sound reason to discuss the ideas she has in
mind, prior to her visit. However, an open invitation to call you back
will often be ineffective as getting information the day before is often
the same as on the day. If you tell her when and why to contact to
assist with preparing an appointment tailored to her, she will be happy
to work in with you.</p><p>Why should we know ahead of time what a bride is like and what she is thinking/wanting?? To make it easier on everyone!!</p><p>Just
as a bride telling you her ideas gives you a bit of foresight into the
styling that would suit her, it also makes it easier on her, as she gets
a feel for how we do things, and there are less surprises or
unrealistic expectations at her first consultation. It is an opportunity
to start breaking down some obstacles that may get in the way of a
sale. If you equate it to painting a room, preparation and removing
obstacles will always give you a better finish. If your goal is to paint
the room to change the colour then this approach is going to produce
the best result that every one will be happy with, and equally so, if
you don’t really care as long as you have a change of colour, it will be
a waste of your time and energy as the finish won’t necessarily be that
good and they will most likely go somewhere else with a similar colour
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[intro] => Focus in the role of a bridal consultant THIS ARTICLE WAS WRITTEN BY LISA DURRGOAL: Finding the perfect gown for each bride so that they want to buy from us!! - SALESREQUIREMENTS: Attention to detail Knowledge Energy Empathy TeamworkPROCESS: Pre-consult Consult Order Steam check Gown view/collection Return for dry cleaner Maintenance & PresentationThe sale starts from the very first contact with a bride and finishes when she returns her gown for dry cleaning. Everything in between makes the sale and therefore needs to be your focus.A great way to maintain focus is to appreciate how brides respond to us and why they respond the way they do. We are all individually in control of this at all time and are therefore responsible for their responses to us.An easy way to put this into perspective is to think “how would I feel about this if I were the bride”? Whether the response is good or bad, the choice of outcome is yours! How you think and how you feel is conveyed just as clearly to a bride as what you say.A good way to assist you to get a positive response from each bride you deal with, is to TRAIN yourself to always ask - If our brides could hear all of our thoughts out loud, listen to everything we say in store, watch all of our actions behind the scenes…..would she be impressed, flattered, happy and trust us??? We can’t just switch it on for when a bride is in front of us, we have to carry residue happiness and genuine interest into every contact. If she feels your ease and happiness, she will relax and be able to listen and respond how you need her to. They don’t want to know what you do all day and every day and whether it is going well for you, they just want to know that you are happy to meet them and that you genuinely have their best interest at heart. There are many steps in this process!! PRE-CONSULT: Brides don’t just land in our laps; they are enticed here by our website, social media, wedding magazines and shows. When they make the first contact we must be ready! Handling the first contact in a timely and informative manner is a great way to start the sale.If a bride calls for a consultation appointment, we must answer the phone focussed and ready to glean as much information in that initial conversation as we can, to help us to start painting a picture in our heads of who the bride is and what dress she will be wearing on her big day! We are all team members of each store, so pre-consults can be taken by any team member for any team member!A bit like a jigsaw puzzle, one connecting piece will put into place a larger area of the picture starting to form, so the more connecting pieces / leading questions we can cover in this initial contact, the easier it is to get an understanding of what the end result will look like. Just like a jigsaw puzzle, there are many pieces / factors that are needed to complete the whole picture when realising which gown is perfect (for both you and the bride), but the pre-consult is a great start. Handling this well and with enthusiasm will leave the bride in no doubt that she is in the right place and talking to the right people.These contact phone calls can come into the store or be made in return to an email enquiry, but either way, the bride will appreciate a rapid response. She generally doesn’t make that first move to start the gown hunt unless she is ready, so, putting her off will not help you make the sale. An email response is a little less useful in regards to creating that picture in your mind, but it is an opportunity to give information so a bride knows what to expect on her visit and a brief explanation of the process will give her a sound reason to discuss the ideas she has in mind, prior to her visit. However, an open invitation to call you back will often be ineffective as getting information the day before is often the same as on the day. If you tell her when and why to contact to assist with preparing an appointment tailored to her, she will be happy to work in with you.Why should we know ahead of time what a bride is like and what she is thinking/wanting?? To make it easier on everyone!!Just as a bride telling you her ideas gives you a bit of foresight into the styling that would suit her, it also makes it easier on her, as she gets a feel for how we do things, and there are less surprises or unrealistic expectations at her first consultation. It is an opportunity to start breaking down some obstacles that may get in the way of a sale. If you equate it to painting a room, preparation and removing obstacles will always give you a better finish. If your goal is to paint the room to change the colour then this approach is going to produce the best result that every one will be happy with, and equally so, if you don’t really care as long as you have a change of colour, it will be a waste of your time and energy as the finish won’t necessarily be that good and they will most likely go somewhere else with a similar colour and nicer finish.
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5.4pt;\n\tmso-para-margin-top:0in;\n\tmso-para-margin-right:0in;\n\tmso-para-margin-bottom:10.0pt;\n\tmso-para-margin-left:0in;\n\tline-height:115%;\n\tmso-pagination:widow-orphan;\n\tfont-size:11.0pt;\n\tfont-family:\"Calibri\",\"sans-serif\";\n\tmso-ascii-font-family:Calibri;\n\tmso-ascii-theme-font:minor-latin;\n\tmso-hansi-font-family:Calibri;\n\tmso-hansi-theme-font:minor-latin;\n\tmso-bidi-font-family:\"Times New Roman\";\n\tmso-bidi-theme-font:minor-bidi;\n\tmso-fareast-language:EN-US;}\n</style>\n<![endif]--><p><strong>NOTES FOR CANCELLED WEDDINGS</strong></p> <p><strong> </strong></p> <p><strong>This policy assumes the person reading it is familiar with the contract signed by the brides at the time of purchasing their gown.</strong></p> <p><strong> </strong></p> <p>When a bride rings up to say her wedding is cancelled it is normally a very distressing time for them.The first initial point of contact is to sympathise with them and let them talk about the reason for the cancellation as much or as little as they want.</p> <p>We do, of course, feel for our brides and realise that this is an upsetting time for them.They may portray their feelings as sadness, anger, resentment.We can sympathise with them without taking responsibility for those feelings or thinking that we have to do something to make it up to them.</p> <p>Talk to them about what other brides do when their wedding is cancelled.This is good for letting them know they aren’t the only one this difficult thing has happened to.</p> <p>With regards to a balance due, you might decide to say “thank you for letting me know, I will be in touch shortly to discuss the procedure for your gown from this point on”.</p> <p>Or if the bride is not upset then just say that unfortunately the balance is still due.Work with them to determine if they can still carry on with their committed payment plan or if they need to have something else arranged.</p> <p>Do not offer to talk to head office for the bride, or make any comment that might be construed as being able to get them a refund.This is will just put you in an awkward situation when you have to tell them they can’t have one.</p> <p>Key points are:</p> <p>Sympathise</p> <p>Explain what other brides do in this situation</p> <ul><li>Reselling gown</li><li>Trademe</li><li>Keeping it</li></ul> <p>Remind them they must still pay and collect the gown (not necessarily in the first conversation)</p>","field":0,"settings":[]},{"value":"","field":6,"settings":[]}]},"settings":{"class":""},"parent":0,"title":""}]
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<![endif]--><p><strong>NOTES FOR CANCELLED WEDDINGS</strong></p> <p><strong> </strong></p> <p><strong>This policy assumes the person reading it is familiar with the contract signed by the brides at the time of purchasing their gown.</strong></p> <p><strong> </strong></p> <p>When a bride rings up to say her wedding is cancelled it is normally a very distressing time for them.The first initial point of contact is to sympathise with them and let them talk about the reason for the cancellation as much or as little as they want.</p> <p>We do, of course, feel for our brides and realise that this is an upsetting time for them.They may portray their feelings as sadness, anger, resentment.We can sympathise with them without taking responsibility for those feelings or thinking that we have to do something to make it up to them.</p> <p>Talk to them about what other brides do when their wedding is cancelled.This is good for letting them know they aren’t the only one this difficult thing has happened to.</p> <p>With regards to a balance due, you might decide to say “thank you for letting me know, I will be in touch shortly to discuss the procedure for your gown from this point on”.</p> <p>Or if the bride is not upset then just say that unfortunately the balance is still due.Work with them to determine if they can still carry on with their committed payment plan or if they need to have something else arranged.</p> <p>Do not offer to talk to head office for the bride, or make any comment that might be construed as being able to get them a refund.This is will just put you in an awkward situation when you have to tell them they can’t have one.</p> <p>Key points are:</p> <p>Sympathise</p> <p>Explain what other brides do in this situation</p> <ul><li>Reselling gown</li><li>Trademe</li><li>Keeping it</li></ul> <p>Remind them they must still pay and collect the gown (not necessarily in the first conversation)</p>
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[intro] => Cancelled Weddings NOTES FOR CANCELLED WEDDINGS This policy assumes the person reading it is familiar with the contract signed by the brides at the time of purchasing their gown. When a bride rings up to say her wedding is cancelled it is normally a very distressing time for them.The first initial point of contact is to sympathise with them and let them talk about the reason for the cancellation as much or as little as they want. We do, of course, feel for our brides and realise that this is an upsetting time for them.They may portray their feelings as sadness, anger, resentment.We can sympathise with them without taking responsibility for those feelings or thinking that we have to do something to make it up to them. Talk to them about what other brides do when their wedding is cancelled.This is good for letting them know they aren’t the only one this difficult thing has happened to. With regards to a balance due, you might decide to say “thank you for letting me know, I will be in touch shortly to discuss the procedure for your gown from this point on”. Or if the bride is not upset then just say that unfortunately the balance is still due.Work with them to determine if they can still carry on with their committed payment plan or if they need to have something else arranged. Do not offer to talk to head office for the bride, or make any comment that might be construed as being able to get them a refund.This is will just put you in an awkward situation when you have to tell them they can’t have one. Key points are: Sympathise Explain what other brides do in this situation Reselling gownTrademeKeeping it Remind them they must still pay and collect the gown (not necessarily in the first conversation)
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5.4pt;\n\tmso-para-margin-top:0in;\n\tmso-para-margin-right:0in;\n\tmso-para-margin-bottom:10.0pt;\n\tmso-para-margin-left:0in;\n\tline-height:115%;\n\tmso-pagination:widow-orphan;\n\tfont-size:11.0pt;\n\tfont-family:\"Calibri\",\"sans-serif\";\n\tmso-ascii-font-family:Calibri;\n\tmso-ascii-theme-font:minor-latin;\n\tmso-hansi-font-family:Calibri;\n\tmso-hansi-theme-font:minor-latin;\n\tmso-bidi-font-family:\"Times New Roman\";\n\tmso-bidi-theme-font:minor-bidi;\n\tmso-fareast-language:EN-US;}\n</style>\n<![endif]--><p class=\"MsoNormal\" style=\"mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;\nline-height:normal;mso-outline-level:1\"><strong>The top 5 motivation\ninterview questions to ask candidates</strong></p><p>When recruiting for a role, there’s much more than skillsets, behaviours and\ncultural fit to look for among your shortlisted candidates – you should also\nfind out what excites them.</p><p>SEEK Talent Acquisition specialist Melanie Whitehouse says knowing a\nperson’s passions enables you to get the best out of them.</p><p>Do they desire career progression? Does chasing targets give them a buzz?\nAre they excellent collaborators?</p><p>If they’re driven by money, or are just sick of their old job, what’s to say\nthey won’t leave your company the moment a better offer comes along?</p><p>Understanding what they value can be very valuable to your business.</p><p>Harrison McMillan Director Dani Cuff says a candidate who is highly motivated\nto work for your organisation will have lower absenteeism, high retention and\nhigh employee satisfaction.</p><p>She says changing jobs can be scary and the candidate may put a lot on the\nline to move companies.</p><p>“If their motivations don’t fit with your company,” says Cuff, “you could be\nsetting them up for failure – which is not fair to the candidate and costly to\nyour business.”</p><p>Data from the <a href=\"https://insightsresources.seek.com.au/page/interview-building-tool\"><span style=\"mso-fareast-font-family:&quot;Times New Roman&quot;;mso-fareast-theme-font:major-fareast\">SEEK\nInterview Builder</span></a> – which offers a selection of best-practice\nquestions for designing an interview template – revealed questions about\nmotivation made up 37% of all questions asked. That’s more than those relating\nto skills, behaviour or specific situations.</p><p>It identified the five questions interviewers most commonly ask to find the\nreasons, drive and enthusiasm behind a job application.</p><h2>The top 5 most-asked motivation interview questions</h2><h3>1) Why are you interested in working at this organisation?</h3><p>This question is looking to see if they are connected to your business\npurpose, says Whitehouse.</p><p>Someone with a passion for your industry, who can show they are genuinely\ndrawn not just to the role but your company’s overall goals, will leave you\nwith a better impression than an answer that suggests any job will do, she\nsays.</p><h3>2) What’s your understanding of the role and why are you interested?</h3><p>An interview is a two-way street, reminds Cuff, so the first part of this\nquestion is ensuring you both have the same expectations about the role.</p><p>The second part seeks to tap into what they value – and help you identify\nwhether you can give them what they are looking for.</p><h3>3) Tell us about a team you’ve worked in that enabled you to do your best\nwork? What was it about the team that made you do your best work?</h3><p>This gives an insight into the type of environment your candidate wants,\nsays Whitehouse.</p><p>You’re looking for an indicator of how they like to work, what attributes\nthey possess and if your cultures align.</p><p>“It’s not just about working well with the team,” says Whitehouse. “You are\nwanting to understand if they will be able to add value to what is already\nthere.” \n </p><h3>4) What work achievement are you most proud of?</h3><p>Finding out what genuinely delights a potential employee will help you\nrecognise opportunities to ignite that passion, explains Whitehouse.</p><p>Did they chase goals? Come up with innovative solutions? Show persistence to\novercome a challenge? Do they thrive on personal pride or the public\nrecognition they received?</p><p> “You’re not so interested in how well they performed, but why it is\nthey feel proud of what they have achieved. If you uncover this you can\nunderstand how and if the candidate will be satisfied in the role you are\nhiring for “ says Whitehouse.</p><p>“What you are listening for is what they are passionate about, what makes\nthem feel like they are contributing to the organisation and what recognition\nthey value.”</p><p>Don’t be put off by the candidate that talks about their accomplishment\nusing a ‘we’ rather than ‘I’.</p><p>Cuff says while some people are comfortable to talk openly about individual\nsuccess, others are not. So, if you don’t get the answer you hoped for, dig\ndeeper.</p><p>She says hiring managers and recruiters should always keep in mind the\npossibility of gender, cultural, environmental and personality perspectives\ninfluencing a response.</p><h3>5) What parts of your current role do your really love?</h3><p>Beware the candidate who hasn’t got a good word to say about their current\njob, warns Cuff, and listen for answers that align with what your role is\noffering.</p><p>If it doesn’t, your business may not be able to give even the most skilled\ncandidate their best chance to soar.</p><p>Cuff says we’re in a competitive market – and that means you should expect\ntheir current employer to offer incentives to stay.</p><p>If the candidate has walked out excited by what you’ve put on the table,\nsays Cuff, they’re less likely to be tempted by a counter offer.</p><h2>Motivation matters</h2><p>Motivation questions are about getting to know your candidate – not just\ntheir skill set.</p><p>“Candidates are not robots who will just come in day in and day out to do a\nrole,” says Cuff.</p><p>“They are people with feelings, so by understanding what drives them you can\nbetter understand your people and increase employee satisfaction.”</p><h1>The top 5 situational interview questions to ask candidates</h1><p>Imagine you’re interviewing a potential new employee.</p><p>They’ve got a great resume and can give you well-rehearsed examples of their\npast behaviour, but can you feel confident in how they’ll perform for your particular\nbusiness?</p><p>That’s where the situational interview question comes in.</p><p>Jody Dickenson is one of SEEK’s Talent Acquisition Specialists. She says by\ngiving a candidate a specific scenario they are likely to face in the role, you\ncan gain an insight into the things they consider before they act.</p><p>“You’re looking for problem solving, their ability to think through a\nsituation and how they engage with stakeholders and colleagues,” says\nDickenson.</p><p>It’s a handy tool, particularly if the role or organisation is different to\nwhat they are used to.</p><p><a href=\"https://insightsresources.seek.com.au/page/interview-builder.\"><span style=\"mso-fareast-font-family:&quot;Times New Roman&quot;;mso-fareast-theme-font:major-fareast\">SEEK’s\nInterview Builder</span></a> helps hiring managers and recruiters customise an\ninterview template. Using this data, we’ve identified the questions that are\nmost commonly asked to test how a candidate acts in a specific situation. </p><h2>The top 5 most-asked situational interview questions</h2><h3>1) If you had two important deadlines coming up, how would you prioritise\nyour tasks?</h3><p>This question covers problem solving, communication and a person’s ability\nto be aware of the bigger picture, explains Andy Marsland, Business Manager\nwith Stellar Recruitment.</p><p>“You’re hoping they show an awareness of risk, and of the broader\norganisational goals,” he says.</p><p>“You’d like to hear what extra resources could potentially be brought\nin to break it down into manageable chunks.”</p><p><strong>2) What steps would you take to make an important decision on the job?</strong></p><p>Ask this to find out if your candidate can think broadly, and consider a\nrange of factors such as the who, the how and the what it will impact, says\nDickenson.</p><p>“You are looking to see if they will take into account what is most urgent,\nwhat will have the biggest impact and what will affect the most people, rather\nthan make a decision based on just one factor.”</p><p><strong>3) You realise that an early mistake in a project is going to put you\nbehind deadline. What do you do?</strong></p><p>Integrity and trust is key in any business, and that’s the underlying reason\nthis question ranks so highly, according to Marsland.</p><p>“Someone who says they have never missed a deadline or pushes the blame onto\nothers would be a red flag.”</p><p>A good response, he says, would acknowledge a mistake has been made,\ncommunicate with the people affected and, better still, explain how they intend\nto get it back on track.</p><p>Dickenson also warns against the candidate who declares they’ll work long\nhours to fix it.</p><p>She says that’s a reactive response based on panic. A better answer would be\none that takes action early and shows they will own the mistake and fix it\nrather than try to cover it up.</p><p><strong>4) How would you handle working closely with a colleague who has a\ndifferent working style to you?</strong></p><p>The value of a diversified and inclusive workplace is widely accepted. It’s\nwhy this question, which looks at a person’s cultural fit, is a popular one.</p><p>Dickenson says it can be a real eye-opener about a person’s empathy and\nability to consider other people’s views.</p><p>“It’s an indicator of how they will manage any potential conflicts – you\nwant to know if they are going to be someone who will cause issues.”</p><p><strong>5) What would you do if you made a strong recommendation in a meeting,\nbut your colleagues decided against it?</strong></p><p>You are hiring someone for his or her expertise, says Marsland, but it can’t\nbe to the detriment of the team, or business goals.</p><p>What you hope to hear, he says, is someone who will influence with facts\nrather than emotion, can accept other people’s opinions and will revisit the\nidea once they’ve identified solutions to the concerns raised.</p><p><strong>Silence is golden</strong></p><p>Dickenson says employers and recruiters should think about what traits they\nmost value for this role – is it empathy, self-awareness, communication? - and\npick the situational question or questions that will best test for it.</p><p>It requires on-the-spot thinking by the candidate, but don’t be scared off\nby someone who sits in silence for a while.</p><p>“There is no right or wrong answer, what you are looking for is how they\nthink through it,” says Dickenson.</p><p>“Allow them to take time if they need it and don’t try to fill in the gaps\nfor them.</p><p class=\"MsoNormal\">“It can mean that they have been listening to what you asked\nand want to give you a thoughtful, articulate response.”</p><h1>The top 5 behavioural interview questions to ask candidates</h1><p>It’s a commonly held view in recruitment circles that past behaviour is a\nstrong predictor of future behaviours, but how can you tell how your future\nemployee is likely to act?</p><p>It’s one thing for a candidate to know the theory, another to actually do\nit, so the key is to ask the candidate to recall a past experience and explain\nhow they handled it.</p><p>SEEK Talent Acquisition Specialist Michael Blythe says behavioural-based\nquestions are an important technique for evaluating a candidate’s suitability.</p><p>“The CV is like the script – it identifies the hard skills and can be\nwritten with fact or fiction,” says Blythe, “but the interview is where you can\nexplore the soft skills and bring the CV to life by asking the candidate to\nshare real experiences. “</p><p>The <a href=\"https://insightsresources.seek.com.au/page/interview-building-tool\"><span style=\"mso-fareast-font-family:&quot;Times New Roman&quot;;mso-fareast-theme-font:major-fareast\">SEEK\nInterview Builder</span></a> features a selection of best-practice\nquestions employers and recruiters can use to design their own interview\ntemplate.</p><p>These are the five questions most commonly asked to assess behaviour:</p><h2>The top 5 most-asked behavioural interview questions</h2><h3>1) At times you will be asked to do many things at once. How do you\nprioritise your tasks?</h3><p>Launch Recruitment’s Principal Consultant, Karen Aldrich, says this question\ncan reveal how outcomes focused a person is.</p><p>“Many people can be busy but not achieving what they need to achieve,” she\nsays.</p><p>“You want to hear them talk through the process behind their decision and\nshow that they will think strategically to align those priorities to the goals\nof the organisation.”</p><h3>2) Have you ever worked in a role where priorities and goals have changed\nfrequently, what were they and how did you ensure you were successful in that\nenvironment?</h3><p>In a fast-paced world, organisations need agility to keep up with changing\ntrends, new technologies and competitors.</p><p>Aldrich says this question is a good one to ask if you need a candidate who\nis adaptable and able to manage the stresses and conflicts that can arise when\ntargets, goals and projects are altered.</p><p>“If you are asking this question it is important to your business, so you\ndon’t want to hire someone that will be unhappy because of it,” she says.</p><h3>3) Can you share with me some constructive feedback you’ve received and how\nyou’ve used that feedback to chance the way you work?</h3><p>This is all about self-awareness and honesty, says Blythe.</p><p>It can be a tough one for candidates because it requires them to show\nvulnerability and put their ego aside, but a good candidate, says Blythe, will\nown the feedback and show a growth mindset.</p><p>Red flags, however, would be someone who shows defensiveness, ego or says\nthey have never had constructive feedback.</p><p>“It reveals a lack of coachability,” says Aldrich.</p><h3>4) Tell me about a time when you’ve given a team member feedback? How did\nyou approach it and what was the outcome?</h3><p>Empathy and professionalism are key things to listen out for in this\nquestion.</p><p>You want to hear someone has emotional intelligence, is a team player and\nwhether they took someone aside to have a chat or talked to them out on the\nfloor, and if they put thought into their approach or blurted out the feedback\non the spot.</p><p>“That’s the stuff that causes massive conflict in a workplace,” says\nAldrich. ”If I’m hiring someone I want to know if they are going to be a\nconflict causer.”</p><h3>5) Tell me about a project or idea that was implemented or executed upon\nsuccessfully because of your efforts?</h3><p>A candidate who can show influence, execution, problem solving and a\nproficiency at navigating road blocks will leave you with confidence in\ntheir ability to initiate new ideas for your organisation, says Blythe.</p><p>The best responses, he says, will consider the impact to others and\ndemonstrate an enhanced or innovative way of doing things.</p><h2>Why behaviour matters</h2><p>A highly-skilled employee can be a valuable asset, but not if they are going\nto create disharmony.</p><p>Gaining an insight into the way they behave can be critical to their success\nin the role and is why behavioural-based questions are so popular with\nrecruiters.</p><p>“The difference one person can make to the culture of the business is huge,\nespecially in small to medium enterprises,” says Aldrich.</p><p>“You want to know if they are going to come in and ruffle feathers.”</p><p>Blythe says you can minimise the risks if you take the time to consider the\ncore competencies needed for your role - such as time management, leadership or\nadaptability - and match those with behavioural-based questions you hope will\nidentify and highlight those wonderful attributes you are looking for.</p>","field":0,"settings":[]}]},"settings":{"class":""},"parent":0,"title":""}]
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<![endif]--><p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;
line-height:normal;mso-outline-level:1"><strong>The top 5 motivation
interview questions to ask candidates</strong></p><p>When recruiting for a role, there’s much more than skillsets, behaviours and
cultural fit to look for among your shortlisted candidates – you should also
find out what excites them.</p><p>SEEK Talent Acquisition specialist Melanie Whitehouse says knowing a
person’s passions enables you to get the best out of them.</p><p>Do they desire career progression? Does chasing targets give them a buzz?
Are they excellent collaborators?</p><p>If they’re driven by money, or are just sick of their old job, what’s to say
they won’t leave your company the moment a better offer comes along?</p><p>Understanding what they value can be very valuable to your business.</p><p>Harrison McMillan Director Dani Cuff says a candidate who is highly motivated
to work for your organisation will have lower absenteeism, high retention and
high employee satisfaction.</p><p>She says changing jobs can be scary and the candidate may put a lot on the
line to move companies.</p><p>“If their motivations don’t fit with your company,” says Cuff, “you could be
setting them up for failure – which is not fair to the candidate and costly to
your business.”</p><p>Data from the <a href="https://insightsresources.seek.com.au/page/interview-building-tool"><span style="mso-fareast-font-family:&quot;Times New Roman&quot;;mso-fareast-theme-font:major-fareast">SEEK
Interview Builder</span></a> – which offers a selection of best-practice
questions for designing an interview template – revealed questions about
motivation made up 37% of all questions asked. That’s more than those relating
to skills, behaviour or specific situations.</p><p>It identified the five questions interviewers most commonly ask to find the
reasons, drive and enthusiasm behind a job application.</p><h2>The top 5 most-asked motivation interview questions</h2><h3>1) Why are you interested in working at this organisation?</h3><p>This question is looking to see if they are connected to your business
purpose, says Whitehouse.</p><p>Someone with a passion for your industry, who can show they are genuinely
drawn not just to the role but your company’s overall goals, will leave you
with a better impression than an answer that suggests any job will do, she
says.</p><h3>2) What’s your understanding of the role and why are you interested?</h3><p>An interview is a two-way street, reminds Cuff, so the first part of this
question is ensuring you both have the same expectations about the role.</p><p>The second part seeks to tap into what they value – and help you identify
whether you can give them what they are looking for.</p><h3>3) Tell us about a team you’ve worked in that enabled you to do your best
work? What was it about the team that made you do your best work?</h3><p>This gives an insight into the type of environment your candidate wants,
says Whitehouse.</p><p>You’re looking for an indicator of how they like to work, what attributes
they possess and if your cultures align.</p><p>“It’s not just about working well with the team,” says Whitehouse. “You are
wanting to understand if they will be able to add value to what is already
there.”
</p><h3>4) What work achievement are you most proud of?</h3><p>Finding out what genuinely delights a potential employee will help you
recognise opportunities to ignite that passion, explains Whitehouse.</p><p>Did they chase goals? Come up with innovative solutions? Show persistence to
overcome a challenge? Do they thrive on personal pride or the public
recognition they received?</p><p> “You’re not so interested in how well they performed, but why it is
they feel proud of what they have achieved. If you uncover this you can
understand how and if the candidate will be satisfied in the role you are
hiring for “ says Whitehouse.</p><p>“What you are listening for is what they are passionate about, what makes
them feel like they are contributing to the organisation and what recognition
they value.”</p><p>Don’t be put off by the candidate that talks about their accomplishment
using a ‘we’ rather than ‘I’.</p><p>Cuff says while some people are comfortable to talk openly about individual
success, others are not. So, if you don’t get the answer you hoped for, dig
deeper.</p><p>She says hiring managers and recruiters should always keep in mind the
possibility of gender, cultural, environmental and personality perspectives
influencing a response.</p><h3>5) What parts of your current role do your really love?</h3><p>Beware the candidate who hasn’t got a good word to say about their current
job, warns Cuff, and listen for answers that align with what your role is
offering.</p><p>If it doesn’t, your business may not be able to give even the most skilled
candidate their best chance to soar.</p><p>Cuff says we’re in a competitive market – and that means you should expect
their current employer to offer incentives to stay.</p><p>If the candidate has walked out excited by what you’ve put on the table,
says Cuff, they’re less likely to be tempted by a counter offer.</p><h2>Motivation matters</h2><p>Motivation questions are about getting to know your candidate – not just
their skill set.</p><p>“Candidates are not robots who will just come in day in and day out to do a
role,” says Cuff.</p><p>“They are people with feelings, so by understanding what drives them you can
better understand your people and increase employee satisfaction.”</p><h1>The top 5 situational interview questions to ask candidates</h1><p>Imagine you’re interviewing a potential new employee.</p><p>They’ve got a great resume and can give you well-rehearsed examples of their
past behaviour, but can you feel confident in how they’ll perform for your particular
business?</p><p>That’s where the situational interview question comes in.</p><p>Jody Dickenson is one of SEEK’s Talent Acquisition Specialists. She says by
giving a candidate a specific scenario they are likely to face in the role, you
can gain an insight into the things they consider before they act.</p><p>“You’re looking for problem solving, their ability to think through a
situation and how they engage with stakeholders and colleagues,” says
Dickenson.</p><p>It’s a handy tool, particularly if the role or organisation is different to
what they are used to.</p><p><a href="https://insightsresources.seek.com.au/page/interview-builder."><span style="mso-fareast-font-family:&quot;Times New Roman&quot;;mso-fareast-theme-font:major-fareast">SEEK’s
Interview Builder</span></a> helps hiring managers and recruiters customise an
interview template. Using this data, we’ve identified the questions that are
most commonly asked to test how a candidate acts in a specific situation. </p><h2>The top 5 most-asked situational interview questions</h2><h3>1) If you had two important deadlines coming up, how would you prioritise
your tasks?</h3><p>This question covers problem solving, communication and a person’s ability
to be aware of the bigger picture, explains Andy Marsland, Business Manager
with Stellar Recruitment.</p><p>“You’re hoping they show an awareness of risk, and of the broader
organisational goals,” he says.</p><p>“You’d like to hear what extra resources could potentially be brought
in to break it down into manageable chunks.”</p><p><strong>2) What steps would you take to make an important decision on the job?</strong></p><p>Ask this to find out if your candidate can think broadly, and consider a
range of factors such as the who, the how and the what it will impact, says
Dickenson.</p><p>“You are looking to see if they will take into account what is most urgent,
what will have the biggest impact and what will affect the most people, rather
than make a decision based on just one factor.”</p><p><strong>3) You realise that an early mistake in a project is going to put you
behind deadline. What do you do?</strong></p><p>Integrity and trust is key in any business, and that’s the underlying reason
this question ranks so highly, according to Marsland.</p><p>“Someone who says they have never missed a deadline or pushes the blame onto
others would be a red flag.”</p><p>A good response, he says, would acknowledge a mistake has been made,
communicate with the people affected and, better still, explain how they intend
to get it back on track.</p><p>Dickenson also warns against the candidate who declares they’ll work long
hours to fix it.</p><p>She says that’s a reactive response based on panic. A better answer would be
one that takes action early and shows they will own the mistake and fix it
rather than try to cover it up.</p><p><strong>4) How would you handle working closely with a colleague who has a
different working style to you?</strong></p><p>The value of a diversified and inclusive workplace is widely accepted. It’s
why this question, which looks at a person’s cultural fit, is a popular one.</p><p>Dickenson says it can be a real eye-opener about a person’s empathy and
ability to consider other people’s views.</p><p>“It’s an indicator of how they will manage any potential conflicts – you
want to know if they are going to be someone who will cause issues.”</p><p><strong>5) What would you do if you made a strong recommendation in a meeting,
but your colleagues decided against it?</strong></p><p>You are hiring someone for his or her expertise, says Marsland, but it can’t
be to the detriment of the team, or business goals.</p><p>What you hope to hear, he says, is someone who will influence with facts
rather than emotion, can accept other people’s opinions and will revisit the
idea once they’ve identified solutions to the concerns raised.</p><p><strong>Silence is golden</strong></p><p>Dickenson says employers and recruiters should think about what traits they
most value for this role – is it empathy, self-awareness, communication? - and
pick the situational question or questions that will best test for it.</p><p>It requires on-the-spot thinking by the candidate, but don’t be scared off
by someone who sits in silence for a while.</p><p>“There is no right or wrong answer, what you are looking for is how they
think through it,” says Dickenson.</p><p>“Allow them to take time if they need it and don’t try to fill in the gaps
for them.</p><p class="MsoNormal">“It can mean that they have been listening to what you asked
and want to give you a thoughtful, articulate response.”</p><h1>The top 5 behavioural interview questions to ask candidates</h1><p>It’s a commonly held view in recruitment circles that past behaviour is a
strong predictor of future behaviours, but how can you tell how your future
employee is likely to act?</p><p>It’s one thing for a candidate to know the theory, another to actually do
it, so the key is to ask the candidate to recall a past experience and explain
how they handled it.</p><p>SEEK Talent Acquisition Specialist Michael Blythe says behavioural-based
questions are an important technique for evaluating a candidate’s suitability.</p><p>“The CV is like the script – it identifies the hard skills and can be
written with fact or fiction,” says Blythe, “but the interview is where you can
explore the soft skills and bring the CV to life by asking the candidate to
share real experiences. “</p><p>The <a href="https://insightsresources.seek.com.au/page/interview-building-tool"><span style="mso-fareast-font-family:&quot;Times New Roman&quot;;mso-fareast-theme-font:major-fareast">SEEK
Interview Builder</span></a> features a selection of best-practice
questions employers and recruiters can use to design their own interview
template.</p><p>These are the five questions most commonly asked to assess behaviour:</p><h2>The top 5 most-asked behavioural interview questions</h2><h3>1) At times you will be asked to do many things at once. How do you
prioritise your tasks?</h3><p>Launch Recruitment’s Principal Consultant, Karen Aldrich, says this question
can reveal how outcomes focused a person is.</p><p>“Many people can be busy but not achieving what they need to achieve,” she
says.</p><p>“You want to hear them talk through the process behind their decision and
show that they will think strategically to align those priorities to the goals
of the organisation.”</p><h3>2) Have you ever worked in a role where priorities and goals have changed
frequently, what were they and how did you ensure you were successful in that
environment?</h3><p>In a fast-paced world, organisations need agility to keep up with changing
trends, new technologies and competitors.</p><p>Aldrich says this question is a good one to ask if you need a candidate who
is adaptable and able to manage the stresses and conflicts that can arise when
targets, goals and projects are altered.</p><p>“If you are asking this question it is important to your business, so you
don’t want to hire someone that will be unhappy because of it,” she says.</p><h3>3) Can you share with me some constructive feedback you’ve received and how
you’ve used that feedback to chance the way you work?</h3><p>This is all about self-awareness and honesty, says Blythe.</p><p>It can be a tough one for candidates because it requires them to show
vulnerability and put their ego aside, but a good candidate, says Blythe, will
own the feedback and show a growth mindset.</p><p>Red flags, however, would be someone who shows defensiveness, ego or says
they have never had constructive feedback.</p><p>“It reveals a lack of coachability,” says Aldrich.</p><h3>4) Tell me about a time when you’ve given a team member feedback? How did
you approach it and what was the outcome?</h3><p>Empathy and professionalism are key things to listen out for in this
question.</p><p>You want to hear someone has emotional intelligence, is a team player and
whether they took someone aside to have a chat or talked to them out on the
floor, and if they put thought into their approach or blurted out the feedback
on the spot.</p><p>“That’s the stuff that causes massive conflict in a workplace,” says
Aldrich. ”If I’m hiring someone I want to know if they are going to be a
conflict causer.”</p><h3>5) Tell me about a project or idea that was implemented or executed upon
successfully because of your efforts?</h3><p>A candidate who can show influence, execution, problem solving and a
proficiency at navigating road blocks will leave you with confidence in
their ability to initiate new ideas for your organisation, says Blythe.</p><p>The best responses, he says, will consider the impact to others and
demonstrate an enhanced or innovative way of doing things.</p><h2>Why behaviour matters</h2><p>A highly-skilled employee can be a valuable asset, but not if they are going
to create disharmony.</p><p>Gaining an insight into the way they behave can be critical to their success
in the role and is why behavioural-based questions are so popular with
recruiters.</p><p>“The difference one person can make to the culture of the business is huge,
especially in small to medium enterprises,” says Aldrich.</p><p>“You want to know if they are going to come in and ruffle feathers.”</p><p>Blythe says you can minimise the risks if you take the time to consider the
core competencies needed for your role - such as time management, leadership or
adaptability - and match those with behavioural-based questions you hope will
identify and highlight those wonderful attributes you are looking for.</p>
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[intro] => Read this before you Interview The top 5 motivation interview questions to ask candidatesWhen recruiting for a role, there’s much more than skillsets, behaviours and cultural fit to look for among your shortlisted candidates – you should also find out what excites them.SEEK Talent Acquisition specialist Melanie Whitehouse says knowing a person’s passions enables you to get the best out of them.Do they desire career progression? Does chasing targets give them a buzz? Are they excellent collaborators?If they’re driven by money, or are just sick of their old job, what’s to say they won’t leave your company the moment a better offer comes along?Understanding what they value can be very valuable to your business.Harrison McMillan Director Dani Cuff says a candidate who is highly motivated to work for your organisation will have lower absenteeism, high retention and high employee satisfaction.She says changing jobs can be scary and the candidate may put a lot on the line to move companies.“If their motivations don’t fit with your company,” says Cuff, “you could be setting them up for failure – which is not fair to the candidate and costly to your business.”Data from the SEEK Interview Builder – which offers a selection of best-practice questions for designing an interview template – revealed questions about motivation made up 37% of all questions asked. That’s more than those relating to skills, behaviour or specific situations.It identified the five questions interviewers most commonly ask to find the reasons, drive and enthusiasm behind a job application.The top 5 most-asked motivation interview questions1) Why are you interested in working at this organisation?This question is looking to see if they are connected to your business purpose, says Whitehouse.Someone with a passion for your industry, who can show they are genuinely drawn not just to the role but your company’s overall goals, will leave you with a better impression than an answer that suggests any job will do, she says.2) What’s your understanding of the role and why are you interested?An interview is a two-way street, reminds Cuff, so the first part of this question is ensuring you both have the same expectations about the role.The second part seeks to tap into what they value – and help you identify whether you can give them what they are looking for.3) Tell us about a team you’ve worked in that enabled you to do your best work? What was it about the team that made you do your best work?This gives an insight into the type of environment your candidate wants, says Whitehouse.You’re looking for an indicator of how they like to work, what attributes they possess and if your cultures align.“It’s not just about working well with the team,” says Whitehouse. “You are wanting to understand if they will be able to add value to what is already there.” 4) What work achievement are you most proud of?Finding out what genuinely delights a potential employee will help you recognise opportunities to ignite that passion, explains Whitehouse.Did they chase goals? Come up with innovative solutions? Show persistence to overcome a challenge? Do they thrive on personal pride or the public recognition they received? “You’re not so interested in how well they performed, but why it is they feel proud of what they have achieved. If you uncover this you can understand how and if the candidate will be satisfied in the role you are hiring for “ says Whitehouse.“What you are listening for is what they are passionate about, what makes them feel like they are contributing to the organisation and what recognition they value.”Don’t be put off by the candidate that talks about their accomplishment using a ‘we’ rather than ‘I’.Cuff says while some people are comfortable to talk openly about individual success, others are not. So, if you don’t get the answer you hoped for, dig deeper.She says hiring managers and recruiters should always keep in mind the possibility of gender, cultural, environmental and personality perspectives influencing a response.5) What parts of your current role do your really love?Beware the candidate who hasn’t got a good word to say about their current job, warns Cuff, and listen for answers that align with what your role is offering.If it doesn’t, your business may not be able to give even the most skilled candidate their best chance to soar.Cuff says we’re in a competitive market – and that means you should expect their current employer to offer incentives to stay.If the candidate has walked out excited by what you’ve put on the table, says Cuff, they’re less likely to be tempted by a counter offer.Motivation mattersMotivation questions are about getting to know your candidate – not just their skill set.“Candidates are not robots who will just come in day in and day out to do a role,” says Cuff.“They are people with feelings, so by understanding what drives them you can better understand your people and increase employee satisfaction.”The top 5 situational interview questions to ask candidatesImagine you’re interviewing a potential new employee.They’ve got a great resume and can give you well-rehearsed examples of their past behaviour, but can you feel confident in how they’ll perform for your particular business?That’s where the situational interview question comes in.Jody Dickenson is one of SEEK’s Talent Acquisition Specialists. She says by giving a candidate a specific scenario they are likely to face in the role, you can gain an insight into the things they consider before they act.“You’re looking for problem solving, their ability to think through a situation and how they engage with stakeholders and colleagues,” says Dickenson.It’s a handy tool, particularly if the role or organisation is different to what they are used to.SEEK’s Interview Builder helps hiring managers and recruiters customise an interview template. Using this data, we’ve identified the questions that are most commonly asked to test how a candidate acts in a specific situation. The top 5 most-asked situational interview questions1) If you had two important deadlines coming up, how would you prioritise your tasks?This question covers problem solving, communication and a person’s ability to be aware of the bigger picture, explains Andy Marsland, Business Manager with Stellar Recruitment.“You’re hoping they show an awareness of risk, and of the broader organisational goals,” he says.“You’d like to hear what extra resources could potentially be brought in to break it down into manageable chunks.”2) What steps would you take to make an important decision on the job?Ask this to find out if your candidate can think broadly, and consider a range of factors such as the who, the how and the what it will impact, says Dickenson.“You are looking to see if they will take into account what is most urgent, what will have the biggest impact and what will affect the most people, rather than make a decision based on just one factor.”3) You realise that an early mistake in a project is going to put you behind deadline. What do you do?Integrity and trust is key in any business, and that’s the underlying reason this question ranks so highly, according to Marsland.“Someone who says they have never missed a deadline or pushes the blame onto others would be a red flag.”A good response, he says, would acknowledge a mistake has been made, communicate with the people affected and, better still, explain how they intend to get it back on track.Dickenson also warns against the candidate who declares they’ll work long hours to fix it.She says that’s a reactive response based on panic. A better answer would be one that takes action early and shows they will own the mistake and fix it rather than try to cover it up.4) How would you handle working closely with a colleague who has a different working style to you?The value of a diversified and inclusive workplace is widely accepted. It’s why this question, which looks at a person’s cultural fit, is a popular one.Dickenson says it can be a real eye-opener about a person’s empathy and ability to consider other people’s views.“It’s an indicator of how they will manage any potential conflicts – you want to know if they are going to be someone who will cause issues.”5) What would you do if you made a strong recommendation in a meeting, but your colleagues decided against it?You are hiring someone for his or her expertise, says Marsland, but it can’t be to the detriment of the team, or business goals.What you hope to hear, he says, is someone who will influence with facts rather than emotion, can accept other people’s opinions and will revisit the idea once they’ve identified solutions to the concerns raised.Silence is goldenDickenson says employers and recruiters should think about what traits they most value for this role – is it empathy, self-awareness, communication? - and pick the situational question or questions that will best test for it.It requires on-the-spot thinking by the candidate, but don’t be scared off by someone who sits in silence for a while.“There is no right or wrong answer, what you are looking for is how they think through it,” says Dickenson.“Allow them to take time if they need it and don’t try to fill in the gaps for them.“It can mean that they have been listening to what you asked and want to give you a thoughtful, articulate response.”The top 5 behavioural interview questions to ask candidatesIt’s a commonly held view in recruitment circles that past behaviour is a strong predictor of future behaviours, but how can you tell how your future employee is likely to act?It’s one thing for a candidate to know the theory, another to actually do it, so the key is to ask the candidate to recall a past experience and explain how they handled it.SEEK Talent Acquisition Specialist Michael Blythe says behavioural-based questions are an important technique for evaluating a candidate’s suitability.“The CV is like the script – it identifies the hard skills and can be written with fact or fiction,” says Blythe, “but the interview is where you can explore the soft skills and bring the CV to life by asking the candidate to share real experiences. “The SEEK Interview Builder features a selection of best-practice questions employers and recruiters can use to design their own interview template.These are the five questions most commonly asked to assess behaviour:The top 5 most-asked behavioural interview questions1) At times you will be asked to do many things at once. How do you prioritise your tasks?Launch Recruitment’s Principal Consultant, Karen Aldrich, says this question can reveal how outcomes focused a person is.“Many people can be busy but not achieving what they need to achieve,” she says.“You want to hear them talk through the process behind their decision and show that they will think strategically to align those priorities to the goals of the organisation.”2) Have you ever worked in a role where priorities and goals have changed frequently, what were they and how did you ensure you were successful in that environment?In a fast-paced world, organisations need agility to keep up with changing trends, new technologies and competitors.Aldrich says this question is a good one to ask if you need a candidate who is adaptable and able to manage the stresses and conflicts that can arise when targets, goals and projects are altered.“If you are asking this question it is important to your business, so you don’t want to hire someone that will be unhappy because of it,” she says.3) Can you share with me some constructive feedback you’ve received and how you’ve used that feedback to chance the way you work?This is all about self-awareness and honesty, says Blythe.It can be a tough one for candidates because it requires them to show vulnerability and put their ego aside, but a good candidate, says Blythe, will own the feedback and show a growth mindset.Red flags, however, would be someone who shows defensiveness, ego or says they have never had constructive feedback.“It reveals a lack of coachability,” says Aldrich.4) Tell me about a time when you’ve given a team member feedback? How did you approach it and what was the outcome?Empathy and professionalism are key things to listen out for in this question.You want to hear someone has emotional intelligence, is a team player and whether they took someone aside to have a chat or talked to them out on the floor, and if they put thought into their approach or blurted out the feedback on the spot.“That’s the stuff that causes massive conflict in a workplace,” says Aldrich. ”If I’m hiring someone I want to know if they are going to be a conflict causer.”5) Tell me about a project or idea that was implemented or executed upon successfully because of your efforts?A candidate who can show influence, execution, problem solving and a proficiency at navigating road blocks will leave you with confidence in their ability to initiate new ideas for your organisation, says Blythe.The best responses, he says, will consider the impact to others and demonstrate an enhanced or innovative way of doing things.Why behaviour mattersA highly-skilled employee can be a valuable asset, but not if they are going to create disharmony.Gaining an insight into the way they behave can be critical to their success in the role and is why behavioural-based questions are so popular with recruiters.“The difference one person can make to the culture of the business is huge, especially in small to medium enterprises,” says Aldrich.“You want to know if they are going to come in and ruffle feathers.”Blythe says you can minimise the risks if you take the time to consider the core competencies needed for your role - such as time management, leadership or adaptability - and match those with behavioural-based questions you hope will identify and highlight those wonderful attributes you are looking for.
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money.So the budget can suddenly be $4,000 when they don’t like lower priced gowns.</p> <p><strong>The wedding is too close</strong> so we can’t get anything for them.With over 1000 stock gowns and the ability to sell off the rack this is simply not true!</p> <p><strong>They got a free consult</strong> so are just playing.We proved statistically in 2015 that this is not correct.Nearly every staff member asked thought that free consults don’t buy – but the conversion rate for free consults is higher than paid consults.</p> <p><strong>She is Mormon or Bretheren</strong> and they don’t buy from us.This is simply not true – we have proved over time that if we are respectful of their religious requirements they love us.</p> <p><strong>She is only trying one gown – </strong>this can be a bonus, they are in love with the gown so it may be the easiest sale you ever made.Or she doesn’t love it but it gives a great opportunity to convert her to a full consult bride and then an Astra Bridal devotee.</p> <p>During the consult we must also be aware of judging what we think a customer should wear.We might think that gown A is the most flattering, but if she prefers the look of gown B then she is right – it is her wedding after all!We shouldn’t say to the customer any comments about the gown before we put it on them.“You won’t like this it doesn’t have the straps you wanted…………..”.Often the customer doesn’t know what they want until we show them.Yes they have photos saved and preconceived ideas, but it can all change after the first gown.</p> <p>But she said she didn’t want strapless in the preconsult discussion – yes she sure did and now she loves it.The point of the preconsult is to get a sense of direction and demonstrate to the customer our commitment to finding the perfect gown for them.It doesn’t mean we are only sticking to the letter of what they say they like.</p><!--[if gte mso 9]><xml>\n <o:OfficeDocumentSettings>\n <o:AllowPNG></o:AllowPNG>\n 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[intro] => Customer Prejudging CUSTOMER PREJUDGING This is a hard topic to write about as it means different things to different people. We definitely don’t judge people based on their ethnicity or their dress standard. But there are far more habits we slip in to that we need to be aware of. It is virtually impossible to sell a gown to a girl if we have decided she isn’t going to buy! We might think she isn’t ready to buy as her wedding is two years away – but to my mind a girl that shops 2 years ahead is someone that wants to be prepared.So we just have to reassure her that being prepared is great and it isn’t too soon to commit. We might think that as she told us she only has $2,500 to spend that she won’t find a gown with us – but a. we have lots of gowns at this price point and b. often they make up a number before they have researched what you get for your money.So the budget can suddenly be $4,000 when they don’t like lower priced gowns. The wedding is too close so we can’t get anything for them.With over 1000 stock gowns and the ability to sell off the rack this is simply not true! They got a free consult so are just playing.We proved statistically in 2015 that this is not correct.Nearly every staff member asked thought that free consults don’t buy – but the conversion rate for free consults is higher than paid consults. She is Mormon or Bretheren and they don’t buy from us.This is simply not true – we have proved over time that if we are respectful of their religious requirements they love us. She is only trying one gown – this can be a bonus, they are in love with the gown so it may be the easiest sale you ever made.Or she doesn’t love it but it gives a great opportunity to convert her to a full consult bride and then an Astra Bridal devotee. During the consult we must also be aware of judging what we think a customer should wear.We might think that gown A is the most flattering, but if she prefers the look of gown B then she is right – it is her wedding after all!We shouldn’t say to the customer any comments about the gown before we put it on them.“You won’t like this it doesn’t have the straps you wanted…………..”.Often the customer doesn’t know what they want until we show them.Yes they have photos saved and preconceived ideas, but it can all change after the first gown. But she said she didn’t want strapless in the preconsult discussion – yes she sure did and now she loves it.The point of the preconsult is to get a sense of direction and demonstrate to the customer our commitment to finding the perfect gown for them.It doesn’t mean we are only sticking to the letter of what they say they like.
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