How to Nail The 5 Most Popular Public Sector Interview Questions
So, you’ve found your ideal public sector job role.
Now, you need to convince the recruiting manager that you are the right person for that role.
There are many ways you can prepare when job hunting – from working with a reliable and knowledgeable specialist recruiter like Westwood Harris Burns, to preparing a well-crafted CV and cover letter.
It’s also a good idea to make sure you’ve got all the details of date, time and location for the interview ready so you can concentrate on the points you need to get across to sell yourself on the day without worrying about the minutiae.
Of course, the one thing you can’t guarantee in advance is what the questions will be. However, don’t panic - while you may not be able to predict precisely what you will be asked, several questions are frequently used in public sector interviews across the board.
So, what are the questions should you prepare for?
1. Why do you want to work here?
This classic question is designed to check you are a good culture fit for the organisation. Do you match their values and ethics, and will you be a good team player?
Your answer should reflect your skills and passions and how they match their own.
You should focus of the elements of the organisation and role that attract you to the organisation rather than the reasons you wish to move away from your existing role.
2. Why should we hire you?
This is your chance to sell yourself as the ideal candidate for the role!
This question is about your skills and qualifications as listed on the job specification, but it’s also about your Unique Selling Point – that is, what you can bring to the role that sets you apart from the crowd.
So, include any other skills that will make you stand out from other applicants.
For example, additional skills in IT or project management could always be useful to the employer in the future.
Or you may have specialist experience in handling conflict situations at work, working with external agencies, or exceptional soft skills in time-management.
If you’re looking at a Head of Financial Management post, past experience of systems development could be advantageous.
Ensure you can quantify the skills you know the organisation wants with measurable examples.
For instance, if someone who can deliver transformation or drive efficiency is critical in the role, give an example of how you have tackled this issue in your previous position and what the results were for the organisation – positive outcomes only, please!
Numbers and percentages are also useful to have to hand, for example, “I implemented a new software system that increased productivity for my team by 30%.”
3. What do you know about this organisation?
This tests your research and genuine enthusiasm for the role. It enables the hiring manager to discover just how much preparation you’ve done for the interview, so remember to do your homework so you can talk about the organisation.
Is there recent (positive) news or relevant public sector industry trends that you have read about that could affect the organisation?
Do they use the software you are already familiar with?
Preparing for this question will demonstrate to the employer that you have a genuine interest in working for them and allow you to talk knowledgeably in your interview about their latest news and plans, as well as providing an opportunity to reinforce how you would be a good fit into the team.
4. Describe a specific incident where you had to deal with an issue or problem in your previous workplace. What did you do?
This question is designed to check your ability to think on your feet, remain calm and deal with a situation. It gives the interviewer a snapshot of how you may cope in challenging future scenarios.
So, for example, you might talk about a time you helped a team member deal with stress and how you put procedures into place to ensure employee wellbeing and to highlight and combat any future issues that could arise in your team.
It also helps the interviewer see how you reflect on past actions and use them to plan for the future (and if you admit to making mistakes along the way!)
5. What are your greatest strengths and weaknesses?
When thinking about your strengths, make sure you choose one that will be relevant to the job you’re interviewing for.
So, if it’s a job as an HR Manager, it could be about your excellent track record for building professional relationships or your reputation for transparent communication.
Again, illustrate your answer with an example that demonstrates how you’ve done this previously and the positive outcome it had for your team.
When it comes to weaknesses, the question is really about gauging your honesty and self-awareness. Don’t be tempted to say you don’t have any flaws – everybody has some, and the interviewer isn’t going to believe you anyway!
So, strike a balance between being too honest (I’m a terrible timekeeper, I always seem to be a few minutes late) and the downright untruthful (I’m perfect in every way).
Think of something that you currently find difficult but are trying to overcome.
It might be that you are awkward speaking in public, but you are actively volunteering to chair meetings to help you overcome that fear.
Alternatively, that you are a bit of a perfectionist who tends to continually tweak things to get them ‘just right’ but you are monitoring this by setting yourself non-negotiable deadlines to ensure you stay on track.
This will show that you acknowledge your weakness but are engaged in doing something about it.
Use the STAR Method
Finally, when thinking about how to answer interview questions, it’s useful to refer to the STAR method. That is:
S: Explain the “Situation”
T: Talk about the “Task,” and the challenges you faced
A: Describe the “Action” you took to get your result
R: Demonstrate the “Results” of your behaviour
This method provides an excellent framework for your answer, ensuring you answer the question fully by explaining the where what, how and why of any given situation.
It will enable you to demonstrate your capabilities and competencies and nail your next public sector interview.
Westwood Harris Burns are specialists in Executive Search and Senior Finance appointments within the Public Sector; with particular expertise in NHS, Housing and Charity Sectors. With over 60 years combined experience, we have extensive knowledge of the market, proven track records and established networks, allowing us to provide a wide range of services to both clients and candidates alike.
To learn more about how we can support you to either build your team or career, visit our Get In Touch page.
