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Q: I’ve been offered six months in a company where I would really like to build a long-term career. It is a temporary project with a September deadline. Once that’s over, I’ll be gone. Any tips for how I can make a name for myself and possibly stay on after the six months now that I have my leg in the door? (AR, Email)

Q: The interview panel asked a scenario question: “what would you do if somebody turned up for work with a smell of drink?” I was going for a job as manager of a retail store and despite working in the sector for almost ten years, I have never encountered this type of situation. I made a bad job of answering it and I didn’t get the job. How was I expected to answer that question? (TR, email)

Q: I froze in the interview. There is no other word for it. I was going great guns until they threw a question at me that caught me off guard. I stumbled through that and knew from their reaction that it hadn’t gone well. For the rest of the interview, I was a mess. I couldn’t get out of the hole I had dug for myself, even though, in fairness to them, they moved on to other topics. How can I avoid this happening again in the future? (DC, email).

Q: I did a job interview last week and one of the things that surprised me was the extent to which they cross-examined me after my answers. Every time I gave an answer, they had at least one follow up question – e.g., how I felt I did in the scenario, what I learned from it and what I would do differently next time. I found it quite off-putting. Is this standard? (RC, email).

We now come to the fifth and final article in our series on the START method. To recap, START is a storytelling method you can use in competency-based job interviews. It stands for Situation, Task, Action(s), Result(s) and Them.

Continuing our series on the START method, this week we come to Results. As you will know from the previous columns, START stands for Situation, Task, Action(s), Result(s) and Them.

Many of us did it over the years, and many are still doing it: leaving our west of Ireland homes to travel elsewhere on this island or overseas for study and work.

This is the third in our series of five columns explaining the START answering method that candidates find useful in competency-based job interviews. Typical competency-based questions start with ‘tell me about a time when you [were asked to lead an under-performing team / established a new process, etc.] …’ or ‘outline when you made a mistake and what you learned from it…’

In this column, we continue our series breaking down the START answering method that will stand to you in one of the most common type of interviews, namely the competency-based interview. In the first column in the series, we explained how START stands for the five key steps of an answer – Situation, Task, Action, Result and Them.

Q: Of late I’ve been hearing a lot about competency-based interviews. Indeed, you have referred to them on a few occasions. I hadn’t done gone for a new job for years until this summer and the whole interview world has changed. All tips would be appreciated. (FG, email).