Recruiters - what if I can't answer an interview question?

[SunshineNDaisies]

I have an interview tomorrow for a high level position. Looking at the job description its a lot more complex than I thought and I don't think I'll get it although I did get an interview (tomorrow at 9am). I think maybe I got the interview cause of the GIS.

I'm now panicking that they might ask me a high level complex question that I can't answer. What do I say or do if that happens?

I know all about STAR and I've got competency examples all prepared but I'm still nervous. Its a managerial position and I haven't managed before either.

I left my previous job due to bullying and discrimination and this would be my first interview in nearly 18 years so I'm very nervous. My self esteem is shot and I fear entering a similar environment too.

If you do any recruiting or work in HR and someone struggles to answer a question - what would be a good way of saying "I don't know". Obviously I hope that doesn't happen but what if it does? I thought maybe I could say something like "I'm willing to learn" but that could put them right off me.

I sound totally hopeless don't I?

Any news yet? Hope one of them works out for you

No news yet. They said I'd hear either Friday or start of next week.

I have two other interviews next week. One on Tuesday that I really really want and one on Wednesday which sounds a bit of a nightmare to be honest. A presentation (10 mins) and 9 competency questions.

The presentation topic is "in light of the BLM movement, your team has asked for the next team meeting to be an opportunity to discuss this. The team is ethnically diverse. How would you approach this, structure it and the issues to consider. it would be conducted online"

I'm a white woman. Whilst I know everyone should take responsibility for addressing race equality, I'm quite anxious about how to approach that presentation! Tips welcome!

and that wouldn't even be the final stage.

They should be expecting that an ambitious candidate will need some development, in fact they should be expecting to provide cpd for any candidate. I always think that if the job is easy in the first 6m you took the wrong one.

If it's just one particular technical area you don't have experience of, say so and say how you would go about getting the knowledge and what you'd need from the company. If they're not prepared to support that, you don't want the job anyway.

Op with the BLM meeting the key issues are ensuring you give everyone a safe place to speak, and getting some discussion going, but you need some structure so have some open questions that you can use to prompt the discussion.

Perhaps start with a quick recap of why you are there, the objective of the meeting, maybe a couple of stats & then first question & open it up to the group. You may also want to go round the room & do introductions or ask people to introduce themselves as they speak.

Make sure you note who speaks so you can go to those who don't speak up (but may want to eg "x did you want to add anything to what's been said so far?" (some minority groups don't push themselves forward).

The group are likely to be motivated to speak if they are there so that's always a good start anyway! Good luck op x

Some good ideas there. I was anxious that it would be more complicated!

Ask them to repeat the question. Take your time thinking. If you still can’t answer or wing it say ‘that’s a really interesting question but I just can’t think of how to answer it. Could we come back to it?’

I’ve had to admit to not knowing some facts in job interviews but still got the jobs!

The presentation topic is "in light of the BLM movement, your team has asked for the next team meeting to be an opportunity to discuss this. The team is ethnically diverse. How would you approach this, structure it and the issues to consider. it would be conducted online"

Not an expert, but I would first want some clarification on what the meeting is actually about eg the movement itself, time off to attend protests / work rules on using personal social media to promote BLM (or the opposite), or is it about diversity and inclusivity in the workplace?

Issues to consider would include being familiar with workplace policy on D&I and what's already in place ie training etc, giving everyone a platform to speak and being open to all ideas, seeing before the meeting if any particular staff members wanted to help you shape the agenda and lead the meeting - depending on size of your team could you oversee the putting together of an inclusivity taskforce, maybe providing an anonymous survey to all employers canvassing thoughts if appropriate as not everyone will feel able to speak up etc in a live zoom.