Your Interview Coach

23/09/2026

Are you using the STAR method correctly when preparing for an interview? A common problem I see a lot when I’m coaching is “front loading” specific examples. Let me explain…

Candidate’s spend three or four minutes explaining the background, the problem, the politics, the structure of the organisation, before finally telling you what they actually did.

The problem?

The Situation and Tasks are not evidence of your competence…at this stage, it’s just a story.

The Situation and Task should provide enough context to understand the objective, and the rationale. The majority of your answer should focus on your Actions and the Results you achieved.

Interviewers want to hear about WHAT you did and HOW you did it.

Too many experienced professionals tell an interesting story without any compelling evidence…

If you’re preparing for an interview, ask yourself this simple question after every example:

“Have I spent more time describing the problem than demonstrating my contribution?”

This small shift can make a big difference to how interviewers assess your answers.

Let me know how you get on in your next interview ☺️

23/09/2026

Well, this was a nice surprise… ☺️🫶🏻

Your Interview Coach has been named #11 in FeedSpot’s Top 25 Job Interview Blogs for 2026 💙

“I personally give you a high-five and want to thank you for your contribution to this world. This is the most comprehensive list of Top 25 Job Interview Blogs on the internet and I'm honored to have you as part of this!” Founder of FeedSpot panelists.

Thank you, FeedSpot!

21/09/2026

When my interview coaching clients book a call with me, they often ask: “How does interview coaching work?”

It’s a good question.

And, it’s taken me some time to find an accurate way to describe what happens during one of my coaching session.

📌 I help you prepare, but it’s more than that.

📌 I give you space to practise, but it’s more than that.

📌 I give you feedback, but it’s not just generic interview tips.

The value I bring comes from more than a decade of experience as an in-house recruiter and interviewer…

Interviewing thousands of candidates and supporting hundreds of hiring managers across a wide range of disciplines.

So what do I do?

✔️ I challenge your examples and ask lots of questions.

✔️ I probe beneath your initial answer to uncover the evidence that really matters.

✔️ I help you identify the detail that demonstrates your capability, and impact.

✔️ I challenge again when your answer is too broad, too brief or too focused on what “we” did rather than what you did.

Because a strong interview answer isn’t simply about telling a good story.

It’s about giving the interviewer the evidence they need to make a decision.

And often the evidence is there.

You just need someone to know how to find it ☺️

19/09/2026

The most common statement I used to hear during an interview was, “We completed the project on time, and within budget.” And, that result is simply not enough evidence in an important interview…

A good interview result should show the difference your actions made.

That difference might be tangible:

• Increased revenue
• Reduced costs
• Saved time
• Reduced waste
• Improved productivity

Or it could be intangible:

• Improved morale and engagement
• Built capability and improved performance
• Strengthened relationships
• Increased productivity

And, there’s an important distinction.

The project being delivered on time and within budget is the outcome.

The interview evidence comes from being able to explain and quantify your contribution.

That’s what makes a result meaningful in an interview.

I’ve written more about what good interview results actually look like in my latest blog - see the link below in the comments 💙

06/08/2026

Are you using the STAR method correctly when preparing for an interview? A common problem I see a lot when I’m coaching is “front loading” specific examples…let me explain…

Candidate’s spend three or four minutes explaining the background, the problem, the politics, the structure of the organisation, before finally telling you what they actually did.

The problem?

The situation and tasks are not evidence of your competence…at this stage, it’s just a story.

The Situation and Task should provide enough context to understand the objective, and the rationale. The majority of your answer should focus on your Actions and the Results you achieved.

Interviewers want to hear about WHAT you did and HOW you did it.

Too many experienced professionals tell an interesting story without any compelling evidence…

If you’re preparing for an interview, ask yourself this simple question after every example:

“Have I spent more time describing the problem than demonstrating my contribution?”

This small shift can make a big difference to how interviewers assess your answers.

Let me know how you get on in your next interview.

Many candidates believe they are using the STAR interview method but only tell the story. Learn how to provide evidence that wins job offers.

25/07/2026

Even the most seasoned professionals, with years of achievements and leadership experience, sometimes walk out of an interview feeling puzzled and frustrated. They know their track record speaks for itself, yet interviewers aren’t convinced.

Discover why even highly experienced professionals fail interviews and learn practical strategies to close the evidence gap.