Re-interviewing for own job, any ideas on questions?

Limeskies345

Hi All, recently been told that my role is at risk of redundancy and I will need to interview for my role. Any idea suggestions/ideas on what type of questions could be asked? 

My company have informed me that there will be technical, non technical and competency based questions. The role is a sales role.

any help would be appreciated 😊 thanks 

Alter_ego

I'd ask, How would you save the company a million pounds? How would you go about doubling sales? What would you change about your role? What do you think we do best/worst? etc etc

SonOfPearl

Do you have an up to date job description (or person spec?). Many employers will use this as the basis for questions. Take each point of the job description and think of examples from your actual experience where you did that. I remember being taught the STAR method: S for situation that you were in, T for the task that had to be done, A for the action you took, and R for the result. 
I've had to interview for my own job before too. Not pleasant, but good luck!

Limeskies345

SonOfPearl said:

Do you have an up to date job description (or person spec?).

Thank you! That sounds great, unfortunately they haven’t provided us with a job spec yet (interview on 2 days) I’m hoping to get something soon so will look at the STAR technique 

Sandtree

Whilst I understand wanting reassurance from others you know your job, what you do, what you are trying to sell, who you sell to, the challenges the team/department/company are facing etc and so you are in a much better position to work out what the likely questions are going to be about.

Add on top of that the normal competency based questions about having to deal with conflicting deadlines, someone you dont get on with, an awkward client etc. 

Whilst we tend to focus on the negatives there are the occasional positive questions thrown in during an interview. Thinking of appropriate questions for you to ask the interview is potentially harder in this scenario though.

getmore4less

In some cases this is an exercise,  they probably already have the list of those involved and a pecking order of those they want to keep, which might get adjusted a bit by interview for those in the middle.

How many do they want to cut the staff by and where do you think you are in the pecking order.

Don't forget this  is 2 way process make sure you understand what the jobs will be like moving forward and what plans are there to recover the place.

Might be you may prefer to cash in and go some where better if they are struggling..

gwynlas

I was interviewed for my own role a number of times as they kept issuing short term contracts until permanent funding agreed,
One piece of adice that I was giiven was to look at the process as though you were an external candidate and do not assume that they know you, rather that you have to demonstrate that you have the knowledge experience and capabilities that they are looking for. Draw on what you have done so far by responding that in your current role you are responsible for whatever using STAR method outlined previously. It might be that they are being entirely fair and open in their choosing candidates to stay.

Emmia

As well as the STAR approach, there is also SOAR (situation, obstacles action, result) or CAR (challenge,  action, result) approach to questions - sometimes I find examples work better with those structures rather than STAR.