Interview Questions & Answers – Part III

What will you bring to the job/company if we employ you?

“I can see clearly that quick results are a priority – and that’s something I’m good at generating, because I have good abilities and experience to interpret situations, and then a strong focus on activities which will achieve change and results in the necessary areas.”

“I’m diplomatic with people too, which means I can generally bring people along with me; if needs be though I can be firm and determined enough to convince people who need a bit of extra encouragement.”

Tell me about the culture at your last company/employer.

“The culture encouraged people to develop, grow, take responsibility. People were coached and mentored towards quality and productive effort. All of this helped me a great deal because I identify with these values, and respond to these opportunities.”

Tell me about your life at College or University (or even your time in your previous job).

In your answer, emphasise the positive behaviour, experience and achievements (ideally backed up with examples and evidence) which will impress the interviewer because of its relevance to the role requirements.

It’s a trap for interviewees who look regretfully or negatively on past experiences, criticise or attribute blame, or display ‘someone else’s fault’ attitudes.

College and University are environments which provide lots of opportunity. Good applicants will be able to demonstrate that they have used the opportunity to learn and develop, whether their experiences were all positive and successful or not.

What do you want to be doing in 2/5/10 years time? Or: Where do you want to be in 2/5/10 years time?

“Making a more significant contribution to whatever organisation I’m working for. To have developed new skills, abilities, maturity – perhaps a little wisdom even. To have become better qualified in whatever way suits the situation and opportunities I have. To be better regarded by my peers, and respected by my superiors as someone who can continue to increase the value and scale of what I do for the organisation.”

“I’d like more responsibility, because that’s a result of personal growth and progression, and it’s important for my personal satisfaction.”

“I have no set aspirations about money and reward – if I contribute and add value to the organisation then generally increased reward follows – you get out what you put in.”

“Long term I want to make the most of my abilities – if possible to build a serious career, but in this day and age nothing is certain or guaranteed; things can change. I’ll do my best and believe that opportunities will arise which will enable me to keep contributing, increasing my worth, and developing my ability in a way that benefits the organisation and me.”

Interview Questions & Answers – Part II


How do/would you optimise performance and lift standards in a team?

[related questions – Explain your approach to maintaining high standards and improving poor performance in a team]

“The role of every good leader is to develop a successor, alongside which is the aim to develop team maturity so that it can self-manage. This approach fosters high standards and great performance because the team is being empowered. Open clear positive two-way communications help to establish team understanding and agreement of aims and direction (and standards). Involve and consult and enable and coach, rather than decide and direct and control. People perform and achieve best when pursuing their own goals and aims, not the ones imposed from outside. The trick therefore is aligning people with work, so it’s meaningful and important”.

Have you ever dealt with a customer making an unrealistic demand?

[related questions – Can you give me an example where you’ve had to deal with a customer who has made an unrealistic or unreasonable demand? or How do you deal with difficult customers?]

“Central to this process is being able to fully understand the customer’s position and feelings, without necessarily agreeing with them. Explaining this difference between understanding and agreeing at the interview helps the interviewee to demonstrate capability to deal with these types of difficult situations. Good sympathetic questioning skills, and a good understanding of the options available to the supplier organisation in solving problems, are also vital for being able to adapt and develop mutually agreeable solutions”.

How would you respond if you were offered the job?

Think before the interview and during the interview: How would you actually respond to this question? If you’d accept the job and you are really happy and free to do so, then say so. You have little to gain from being evasive. If you have other options or commitments that need proper and fair consideration before accepting the job offer then say so (it does not put you in a very good light if you demonstrate that you are prepared to treat an existing employer or another potential employer badly). If you need more information (about package, expectations, responsibilities, etc) then say so. If the interviewer is being aggressive or provocative (as can happen in certain sales interviews particularly) you could say that actually the only way to find out for sure is to make the offer, ie., “…make me the offer and I’ll tell you…” (the interviewer will not normally fall for that one of course but at least he/she will see that you can stand up for yourself, which most tough-nuts will respect).

What would you do if you had to deal with an angry customer?

“Empathise, understand, and as quickly as possible obtain the customer’s trust in your promise to try to resolve the matter. And then set about finding the facts and resolving it, working within whatever policies and processes are in place for the particular problem. The important thing is to remember the difference between understanding and agreeing – you need to understand without necessarily agreeing or pre-judging the outcome (unless of course you can actually resolve it an agree it there and then). And you need to apologise without pre-judging whatever investigation you need to do or arrange. Finally, take responsibility for seeing the issue through to the finish, when at the end of it hopefully the customer is more delighted than they have ever been, (which is often what happens when you do things properly).”


Interview Questions & Answers – Part I

Interview Questions & Answers

We have compiled the answers to the questions from actual interview scenario after consultation with leading HR Managers of various airline companies. However, students need to exercise due diligence before answering interview questions considering the interview scenario and these answers should only be treated as a guide and do not repeat it verbatim, give answers according to the interview situations based on our suggestive answers, this way you can never go wrong.

How do you measure talent?
[related questions How do you measure talent in an organisation (or company or team)? or How do you grow/develop talent in an organisation (or company or team)?]

“That’s a very significant question. Its implications affect the future health of all organisations – probably now more than ever..”

“The reason why this is such a difficult question for modern organisations to address and resolve, is that while some organisations and leaders know how crucial ‘talent’ is for their survival and competitive effectiveness, you can’t actually measure and grow anything until you can define exactly what it is, which is the real challenge. I believe that you can only begin to measure and develop anything when you can define exactly what it is. Talent is prime example. The concept of ‘talent’ alone is completely intangible. It means all sorts of different things to different people and organisations. Therefore the key to measuring and growing ‘talent’ is first to define exactly what ‘talent’ is – to understand and describe what it means, what it looks like, how it behaves and what it can achieve. And these definitions will be different depending on the organisation. Talent in a bank will have a quite different meaning to talent in an advertising agency, or in a hospital. So that’s the first answer to the question: First you need to define it and agree the definition, which is likely to be quite and involved and detailed task, because it’s such a deep and serious concept…”

“Aside from defining what talent is, the organisation needs to acknowledge the importance of talent, (according to the agreed organisational definitions). This requires a commitment from the very top, which must be transparent and visible to all. Then people will begin to value talent more fittingly and preciously. A similar thing happened with the ‘total quality’ concept, when leaders woke up and realised its significance. But they first had to define it and break it down into measurable manageable elements before they could begin to improve it. Talent is the same.”

Practice that Interview

Like most disciplines, solid interviewing skills are developed through repetition and evaluation for gatecrashing those air hostess job interviews.

The following practice techniques are very effective ways to prepare for your interviews.

Live Session: By far, the most economical way to practice interviewing is to have a friend or family member play the part of an interviewer. Ideally, you should set up a part of your home to resemble the interviewing environment – perhaps an office with a desk, so you can incorporate as much realism as possible into the interview practice session. The “interviewer” should ask you the questions provided in the Interview Questions section and critique your responses, body language, etc. If you are preparing for an open interview, practice your answers in front of a large group of friends or family members and ask for their feedback.

Tape-recorded Session: The advantage of using an audio cassette recorder is that you do not need anyone else to help you. You can dictate your responses to each question and then play them back for analysis. Be particularly attentive to your use of what we call “useless words,” such as “You know,” “Ya know,” “like,” etc. These words have no place in an interview setting. A variation is to record the interview with a friend asking the questions. Here again, you can benefit from someone else’s feedback.

Videotaped Session: This is the most effective form of interview practice that is used by many employment consulting firms, but if you own a camcorder, you can achieve the same results for a lot less money. To be most effective, you should have another individual acting as the interviewer. You should create an interview “set” and go through all the motions you would during an actual interview, from the introduction to the final handshake. The results of your videotaped interview can be very surprising. Very often, you will notice personal negative habits that you were perhaps never aware of. You should repeatedly tape the session until you are satisfied with your performance. Then, the actual interview should be a lot easier.

In the Choosing an Airline section, we discuss how important it is for you to thoroughly research every airline that interests you. Not only will this help you decide which airline you would most like to work for, but it will help you immensely during the interview process. The more you know about a specific company, the more prepared you will be to not only answer the interviewer’s questions, but you will be able to ask your own, equally intelligent, questions.


Knowing answers to the following questions will give you a competitive advantage over fellow applicants.

What is the airline’s category?

How large is the airline relative to its competitors within the category?

What are the names of the senior management team?

What was the airline’s total annual operating revenue for the previous year?

What is the airline’s growth rate with respect to revenue?

What is the airline’s employee growth rate?

How many employees does the airline have?

How many air hostesses does the airline have?

What equipment does the airline fly?

What is the primary route structure?

How many destinations does the airline fly to?