Module 1: Interview Foundations

What Interviewers Are Really Assessing

Many candidates prepare for interviews by memorising answers to common questions. That helps a little, but it misses the bigger picture. Every interview question is a tool the interviewer uses to answer a few underlying questions about you. Once you understand what those underlying questions are, you can prepare far more effectively, and you will be able to handle questions you have never heard before.

The three big questions

Almost every interview, at any level and in any industry, is trying to answer three questions:

1. Can you do the job? Do you have the skills, knowledge and experience the role needs? This is about competence.
2. Will you do the job well? Are you motivated, reliable and genuinely interested in this role and organisation? This is about motivation and commitment.
3. Will you fit and work well with us? Will you work well with the team, the manager and the customers? Do your values and working style suit the organisation? This is about behaviour and fit.

Every question you are asked links back to one or more of these. "Tell me about a time you handled a difficult customer" tests competence and behaviour. "Why do you want to work here?" tests motivation. "How do you like to be managed?" tests fit.

Competencies: the employer's checklist

Many employers turn the role into a list of competencies: skills and behaviours needed to succeed, such as communication, problem solving, teamwork, attention to detail, customer focus or leadership. Interviewers often have a scoring sheet listing these competencies and they rate your answers against them.

You can usually work out the competencies from the job advert. Look for:

• Words repeated in the advert (for example "accuracy" appearing three times).
• The main duties listed, each of which implies a skill.
• The "requirements" or "person specification" section.
• The organisation's stated values on its website.

Worked example: decoding a job advert

Mary is applying for a role as a Customer Service Officer at a Nairobi insurance company. The advert says:

"Respond to customer enquiries by phone, email and walk-in; resolve complaints within agreed timelines; maintain accurate records in the CRM system; work closely with the claims team; minimum one year in a customer-facing role; strong communication skills; integrity and professionalism."

Mary turns this into a competency table:

Now Mary knows what to prepare: one strong example for each competency. Whatever questions come, she can draw on these examples.

Beyond the words: how you come across

Interviewers also notice things you do not say: whether you arrive on time, whether you listen to the question, whether you are polite to the receptionist, how you speak about past employers, and whether you seem to have prepared. These are all evidence about motivation and behaviour. Being well prepared is itself a signal that you will take the job seriously.

Common mistakes to avoid

• Answering only the surface question. Ask yourself what competency the question is really testing.
• Talking only about duties. "I was responsible for..." does not prove you did it well. Give results.
• Neglecting motivation. Skilled candidates sometimes lose out because they cannot explain why they want this particular role.
• Criticising past employers. It raises doubts about how you will speak about your next one.
• Treating it as a test you must pass rather than a two-way conversation. You are also assessing whether the role suits you.