Interviews require a balance—being concise yet compelling, structured yet conversational. One technique that can help you deliver strong answers is the 90-Second Rule. What Is the 90-Second Rule? The 90-Second Rule suggests that your responses should be 60 to 90 seconds long—long enough to provide depth but short enough to keep your interviewer engaged. Studies show that interviewers start to lose focus after 1.5 to 2 minutes of an answer. A well-structured 90-second response keeps them interested and encourages a dynamic conversation. Why It Works Prevents rambling and keeps your answer clear. Demonstrates strong communication skills. Encourages a two-way conversation…
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The first few minutes of an interview are super important. They set the tone for the rest of the conversation and help the interviewer form an opinion about you. No matter what job you’re applying for—corporate, government, or startup—there are some questions you’ll almost always hear. This is the first part of our four-part series on acing interviews. Here, we’ll cover six common questions that interviewers ask to understand your background, motivation, and whether you’re a good fit for the role. We’ll also give you simple strategies and examples to help you answer them confidently. 1. Tell me about yourself.…
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Job interviews can be nerve-wracking. The pressure to stand out pushes some candidates to use questionable tactics—psychological tricks aimed at influencing the interviewer unfairly. But do these methods actually work? And more importantly, should you rely on them? Let’s break it down by understanding what dark manipulation techniques are, whether they’re effective, and the risks involved. What Are Dark Manipulation Techniques? Dark manipulation techniques are psychological strategies designed to sway an interviewer’s perception unfairly. Unlike ethical persuasion, which focuses on showcasing real strengths, these methods rely on deception, pressure, or exploiting biases. Some common manipulation tactics include: 1. Mirroring (Excessive…
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They say, “First impressions matter.” But do they really? Can an interviewer decide your fate within the first 30 seconds of meeting you? The truth is—YES, to a large extent. Interviewers are human, and humans make snap judgments based on first impressions. The way you walk into the room, your handshake (if applicable), your facial expression, and even the way you say “Good morning” can set the tone for the rest of the interview. While your answers and skills still matter, those first moments create an impression that can be difficult to change. Why Do First Impressions Matter So Much?…
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Most people walk into an interview thinking it’s all about having the right answers. But if that were the case, every well-prepared candidate would get selected. The truth? It’s just as much about how you answer as it is about what you say. The best interviews don’t feel like a test. They feel like a discussion—where you and the interviewer are exchanging ideas rather than just running through a script. So, how do you make that happen? By using simple communication techniques that help you connect, engage, and respond naturally. Here are a few that can make a big difference.…
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In our previous post, we explored the STAR method—a tried-and-true framework for answering behavioural interview questions. If you missed it, you can catch up here. But did you know there are other STAR-like techniques that can be just as effective, depending on the situation? Today, we’re diving into frameworks like CAR, SOAR, PAR, and SHARE—methods that build on STAR but offer their own unique advantages. Whether you’re aiming for a corporate job, a role in public service, or even a leadership position at an NGO, these techniques will help you craft clear, compelling answers that leave a lasting impression. Let’s break them down! CAR (Challenge, Action, Result) A…
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Let’s be honest—behavioural interviews can feel a bit intimidating. Whether it’s a job interview, a civil service interview, or even a promotion discussion, chances are you’ll be thrown a situational or behavioural question like: “Tell me about a time you solved a problem at work.” “Describe a situation where you had to lead a team.” “Give an example of how you handled a conflict.” Suddenly, your mind goes blank. You know you’ve got great stories to share, but how do you tell them in a way that’s clear, concise, and impressive? That’s where the STAR method comes in. It’s a simple, structured…