CGC Ebook 5.0

A Action I used all of my resources (LinkedIn and Facebook connections) as well as Google searches to find several options for each category. R Result As a result, I was able to book two very different but talented bands and found a service that contracted with freelance caterers and photographers. The event was a great success and we raised £2,000. Situational / Scenario Situational or scenario-based interviews look at hypothetical situations where you are required to resolve a problem. In general employers are looking at how you analyse the situation, behave and problem solve the issue described to you. They are also looking at how quickly you work out what action to take. The question deliberately puts you under a little bit of pressure as it is unexpected. Take your time to process, ask supplementary questions if necessary and work your way through the scenario giving reasons for your decision.

Behavioural Behavioural interviews are used by employers to learn about your past behaviours and how you acted in specific situations. They are conducted with the belief that past behaviour is a good indicator of future behaviour. You can prepare by reviewing past experiences that demonstrated a particular task. Use the STAR technique to plan some answers. You do this by recalling a specific situation (S), explaining the task (T) that needed to be done, what action (A) you took and what the result (R) was. The tell-tale sign for this type of question begins with, “Describe a time when…” Example “Give me an example of when you had to work under pressure.” S Situation I was asked to help organise the logistics of a 250-person fundraising event. Two weeks before the event, my co-coordinator left for a new job. T Task I had to try and secure two music bands, a catering service and a photographer.