Candidate Resource Hub.

At MCS we use Behavioural based interviewing, also known as ‘competency-based interviewing’ to assess a candidate’s fit for the role. That is, we assess a candidate’s ability to meet the job requirements based on their previous experience.

Here are some examples of behavioural-based questions:

• Tell me about a time when you got results even though some major external factors shifted on you
• Tell me about a time where you resolved a difficult situation with a client or vendor?
• Tell me about a time you made a mistake that affected a customer. How did you resolve the problem?

When answering a behavioural based question, you want to create an easy-to-follow story with a clear conflict and resolution. Choose an appropriate example from your experience and use the STAR formula to keep your story on track:

• Situation – where, when, and context of your example, eg, “In my previous role as Architect, my team was facing a significant backlog of work which was causing stress for my team and affecting morale”
• Task – the task or problem to be solved, eg, ” As a team leader, it was my role to not only ensure my team met our deadlines, but also to communicate bandwidth to other departments and keep my team motivated”
• Action - how you solved the problem, fulfilled the task or handled the situation. What did you do and how did you do it? eg, “I set up a formal creative request process including project timeline estimates to set better expectations. I scheduled weekly meetings with account managers to discuss my team’s bandwidth and share progress updates.”
• Result – the outcome achieved as result of your action/s? Quantify the result. eg, ” By providing more transparency into my team’s processes and setting better expectations with the account managers, we were able to re-prioritise the design team’s to-do list and complete everything in our backlog. The following quarter, we shortened our average project timeline by two days.”

Spend approximately 80% of your time talking about your actions, as this offers the most convincing evidence of your skills.

• Practice using the STAR method to answer the behavioral-based interview questions listed above, incorporating examples against our values and leadership ethos
• Ensure each answer has a beginning, middle, and end. Describe the situation or problem, the actions you took, and the outcome.
• Prepare short descriptions of a handful of different situations and be ready to answer follow-up questions with greater detail. Select examples that highlight your unique skills.
• Have specific examples that showcase your experience, and demonstrate that you’ve taken risks, succeeded, failed and grown in the process.
• Specifics are key; avoid generalizations. Give a detailed account of one situation for each question you answer, and use data or metrics to support your example.
• Be forthcoming and straightforward. Don’t embellish or omit parts of the story
• Do your research and prepare questions in advance – remember this is as much your opportunity to interview us!

• Check-in: Arrive 15 minutes early and check in for your interview with reception.
• Location: Detailed instructions will be sent to you via email.
• Dress code: Dress smartly. We don’t expect you to dress in a full suit and tie but think dress pants and a collared shirt.
• What to expect: Interviews will be a mixture of questions and discussions regarding your previous experience and challenges you’ve encountered. Be ready with detailed examples — concise, structured answers are ideal.
• Interviewers: Depending on the role, you will meet with anywhere from two to four team members. They will likely be a mix of managers, team members, and key stakeholders from related teams.
• Resume or CV: Interviewers will have a copy, but feel free to bring one as well.
• Duration: Each interview session usually lasts from 45 minutes to an hour.
• Virtual Interviews:

Your recruiter will check in with you immediately after the interview to debrief.