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.

• 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.
• Dress code: Dress smartly. We don’t expect you to dress in a full suit and tie but think a collared shirt.
• 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.

In most cases, your interview will be conducted in person and in one of our offices. However, in the event that you are asked to conduct a virtual interview, we have outlined the process below.

Prior to your remote interview:

• Your recruiting contact will send you an invite to attend the interview via Microsoft Teams
• If a remote interview via teams is not fully accessible for you, please discuss with your recruiting contact so they can offer a workaround
• Explore our candidate hub to help you prepare for your remote interview.

On the day of your interview:

• Conduct your interview in a well-lit and ideally quiet environment that is free of distractions.
• Test your internet connection to ensure it’s strong and working.
• Confirm that your webcam works properly. If you don’t have a headset, be prepared to mute your microphone when you aren’t talking.
• If you are using a laptop, cellphone, or tablet, fully charge your device prior to the interview.

Troubleshooting:

• If you experience technical difficulties during your interview, closeout and re-enter the teams a.
• If you still have trouble connecting, dial in from your mobile phone using the toll-free number in the interview invite.
• Call your recruiting contact immediately if you are unable to connect

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