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let's talk about how to pass the video
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interview for
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Shell what's up guys it's Mike from job
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read English here with another video to
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help you get hired today we're going to
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be talking about the oil and gas giant
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shell popularity of this video in 2022
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and 2023 really shocked me I must admit
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we don't really cover a lot of oil and
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gas companies uh we covered shell we
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covered BP and of course you'd have
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other massive companies like Exxon or Co
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but it's not really in our wheelhouse
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having said that sh has consistently
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been one of our most popular videos
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around the world so we thought it was
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time for an upgrade and of course we
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always want to deliver content that you
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want as our audience So today we're
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going to be talking about the first
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round video interview process for Shell
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I'm going to start off by telling you
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five fast facts about shell then I'm
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going to talk to you about the process
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that you can expect as a graduate to go
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through for first round video interview
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and then we're going to cover of the
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most common questions that came up based
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upon our research and how to think about
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answering these questions in a no BS and
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direct way so let's get started here are
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five fast facts about shell fact number
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one shell is investing 10 to5 billion in
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low carbon utilization Solutions fact
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number two shell has built the UK's
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first electric vehicle only charging Hub
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based in Fulham in London
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and it currently has a utilization rate
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of
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44% fact number three shell Is On Target
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to be carbon neutral by 2050 going
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through a fre stage process fact number
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four shell operates in 99 countries has
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44,000 petrol stations and produces
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3.7 million barrels of oil per day and
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finally fact number five shell breaks
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even when crude oil is priced at $30 a
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barrel and anything above that sh is in
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profit so let's talk about the format of
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the video interview that you can expect
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and there were a couple of interesting
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things about this this is a new process
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sometimes when I make Pary interview
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videos the companies most of the time
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won't really change um the reason being
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is companies have to spend a lot of
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money
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investing into uh a new technology a new
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process and then rolling this out across
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you know lots of different countes so
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most companies will change their process
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at best every 2 to 3 years uh that's a
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little tip if you're kind of wondering
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well is it the same as last year the
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answer is probably of course we've being
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quite General across the time top 100
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graduate companies now shell has changed
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their process in what they call the
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virtual job triy out which is split into
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three parts and we're going to call this
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the first part the second part the first
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part has two discrete sections which is
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a personality test and ranking sjt
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questions I highly recommend that you
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use job test prep and we're going to put
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links to Shell's online tests which you
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can practice through job test prep down
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in the description below the second part
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is an OnDemand video interview where you
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can expect as was self-reported free
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questions but I would prepare for more
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now the really cool thing about Shell's
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process for 2023 and probably for 2024
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see as have just changed it is that you
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can re-record your answers as many times
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as possible would this count against you
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is this something that they'll measure
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and analyze we don't know but what I
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would say is you really want to go in
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and be prepared rather than go in see
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the question and then spend an hour
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trying to prepare and re-record it again
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I think that is something that would be
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measured in terms of how much time it
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took you to complete the whole test and
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that is an assumption based upon
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previous experience let's go through the
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six most common questions that you can
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expect to find in the Shell video
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interview question number one tell me
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about a time when you had a different
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opinion to somebody else now a lot of
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candidates reported that the breakdown
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of questions was like two competency
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questions and one motivation question
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something to always bear in mind is that
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processes can change you could get more
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questions it does differentiate between
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roles very often a lot of the comments
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that I don't post and I don't respond to
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are people saying yeah but what about a
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software engineer in Botswana I don't
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know I'm trying to make a general video
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for a multinational company to help as
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many people as possible but you're
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probably going to need to do a little
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bit of homework yourself in order for
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you to be successful seeing as it is
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your job that you're applying to it's
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not my job right so with this question
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and behavioral questions in general you
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want to think about the hierarchy of
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experience and I explain this you know
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much better in the courses contained in
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our shell past the interview pack which
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is in the description down below the
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hierarchy of experience goes work
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extracurricular activities and
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volunteering
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academic personal why because you're
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applying for a job so the most
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applicable experience is work experience
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then the most applicable experience is
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experience outside of studies and
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personal life you may not have gotten
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paid for it but also it's not something
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that you have to do to get your degree
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for example then it's academics then
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personal
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now pretty much everybody watching this
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video will have some form of academic
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experience so you can use that and you
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would only use personal experience if
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you had no academic experience so what
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about a time when you had a different
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opinion to somebody else when using star
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to answer these types of questions
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situation task action result you want to
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think that the majority of your answers
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should be in the action so let's talk
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about having a difference of opinion
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well there's nothing wrong it's just a
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different way of doing something so you
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have a project a task something that
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needs to get done and you have somebody
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who has a difference of opinion so what
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do you do next um well first of all it's
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not about winning it's about being
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successful at the matter of hand so you
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would try and understand their point of
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view where they're coming from what is
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the basis for the difference of opinion
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is it personal is it professional is it
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based on data is it just anex anecdotal
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are you just based upon a story or their
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own experience and also if you're trying
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to get somebody to come around to your
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opinion or perhaps you change your
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opinion to suit the other person then
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you want to explain that process that
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you go through by clearly matching that
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up with the result that you're looking
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to achieve at the end of this
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process question number two tell me
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about a time when you received feedback
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from someone to your benefit this is
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super interesting and a lot of people
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will have received you know feedback for
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academic work um ideally this would be
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for you know General work and something
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to think about is to your benefit can
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actually be just constructive feedback
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it could be like hey Mike this is really
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good this report that you put in but
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actually there's a couple of things I
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want to go through with you because I
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know that you're new and I just want to
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break down the way that we do things
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here this is a process that I'm quite
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familiar with not just through ones to
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ones but also through hiring people
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through our businesses and what will
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generally happen is when I I try to take
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the time uh if a manager is not
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available to sit down with somebody and
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give somebody feedback and the way that
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I would do that is by clearly outlining
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the task that needed to be done the way
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that we do things I.E the culture the
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system the processes and just outlining
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the things that they would need to
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change and also giving a really
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realistic expectation because it takes
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people about 3 months to get used to a
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new role so something that I'm you know
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you're not going to do when you're
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giving feedback is be really harsh or
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really critical you're always a good
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manager or a good leader will always
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bring the responsibility back to
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themselves and think well have I
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communicated effectively is it clear
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what you needed to do could we improve
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our systems and process it's only much
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later down the line you might think well
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is this person clearly not fit for
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purpose have we made a mistake question
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number three why do you want to work for
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Shell so I already went through these
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five fast facts uh and interestingly
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I've been doing a lot of onetoone
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consultations where you know uh somebody
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will book us a half an hour or 60 Minute
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session with me generally through um
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watching a video of mine on YouTube and
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then clicking one of the links down in
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the description and this has been a
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question that a lot of people really
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struggle to answer and I'm going to be
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really honest with you as to why they
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struggle laziness it takes 10 15 minutes
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to pick out facts about a company now if
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it's a publicly traded company like
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shell you can just go and look at their
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investor relations and then look at
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their Media or press packs shell also
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does something called an investor day
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every year where they share news about
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the business and what they're doing it's
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so easy to find five unique facts if you
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want to make it a little bit better then
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you can find one of the facts that
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relates to you personally so you can
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inject a little bit of personality into
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what is essentially a list question
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number four what do you do when you
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receive negative feedback now negative
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feedback is really when somebody says
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this could have been better you know it
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could be something where you know
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somebody is really upset or they're
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having a bad day or they're like oh my
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God this is awful but I think for most
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people negative feedback is just look
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this needs to be improved perhaps you
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need to go away and do this again or you
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just completely didn't understand the
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task that was at hand and what you
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needed to do now understanding negative
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feedback is first of all I always say
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when I have received negative feedback
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or I give this to somebody else the most
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important thing to communicate is number
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one what's wrong number two how do you
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fix it so if you've received negative
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feedback what you're going to be
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thinking is okay I know what I did wrong
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and then I'm going to ask that person
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well how can I fix fix this how can I
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make this better now maybe that person
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gives you that answer or maybe they
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don't you know I've Heard lots of
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feedback given to other people where
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someone has just pointed out what
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they've done wrong and given them no
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kind of way to fix that they're just
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problem orientated and not solution
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orientated so maybe you go away you talk
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to your colleagues you use the internet
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you go to uh forums where other people
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like you are talking about the feedback
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that was given and the nature of the
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problem of the task that you're doing
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and then you figure out a way to get
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better at this thing and then you finish
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off your answer by explaining and the
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next time I did this thing I did much
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better cuz I'd Incorporated ABC from the
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feedback to improve my
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result question number six explain a
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time when you have faced challenges now
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I would actually slightly modify this
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question so that it's easier to to
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understand is explain a time when you
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faced your biggest challenge now a big
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challenge is a big challenge sometimes
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when I hear people answer this question
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they'll kind of say like well you know I
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was a little bit late to work or I had a
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deadline and I also had to submit an
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essay and I'm like is that the biggest
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challenge you faced in your life not
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being funny but your life's all right
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big challenges for me tend to be
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multiple things that have to be done in
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conjunction a good example of this is
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I'm studying for my exams I have a
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part-time job and I also needed to do
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something else they tend to be two or
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three pronged potentially more hopefully
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not more in which case maybe you're just
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doing too much what's really important
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when answering this question is clearly
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outline what the challenges are and how
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you sequentially fix this problem a
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concept that's come up quite a lot from
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my consultations in October
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is getting people to understand that
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they are not talking they are teaching
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and by teaching I mean for example with
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a question like this you're teaching
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somebody how to face that challenge when
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you're thinking like a teacher you're
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much more likely to break stuff down
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into individual steps to make sure that
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it's sequential and logical you're not
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going to go oh I had this problem and
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then I fixed it and now it's all better
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well that's not helpful that's not
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helpful for the inter interviewer for
00:13:29
the video interview and also that
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wouldn't be helpful if you were teaching
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someone be like here's a mass problem
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and I solved it right get on with it you
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wouldn't do that would you you'd be like
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right okay so this is how we think about
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this problem and this is the framework
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that we would use Let's do an example
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together blah blah blah so think about
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that with competency questions if you're
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struggling to add more to the action
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part of star it's because you're talking
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you're not teaching question number six
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explain a time when you've had to
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overcome cultural diversity now this is
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an interesting question I liked it
00:14:05
because actually it's it's pretty
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relevant and it's quite true in the
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workplace so what does cultural
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diversity mean it just means
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geographically or psychographically
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actually dealing with people who have a
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different way of doing things you know
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culturally as a Brit I have a different
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way of doing things to my friend who is
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from Kenya to another friend who is from
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Belgium to another friend who is from
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the United States and this can be
00:14:35
observed through the way that we
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communicate the way that we hear things
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the language that we use and the way
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that we may get things done over time I
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think a really important way of
00:14:49
overcoming cultural diversity in the
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sense of making sure that we work
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together well is having a really clear
00:14:57
plan initially making sure that once
00:15:00
you're you know kicking something off or
00:15:02
getting something start it's like okay
00:15:03
guys um this is the project that we've
00:15:06
got to do it's got to be during 3 months
00:15:08
these are the stages of the project
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these are the rough timings this is what
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everyone's going to be doing explaining
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to those people what they would do and
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being very clear in your Communication
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in your strategy in checking up on
00:15:22
people in the sense of saying hey how's
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it going are you all right do you need
00:15:26
any help is there anything that you do
00:15:28
don't understand I find one of the
00:15:30
biggest mistakes that people make is
00:15:33
that they assume because they understand
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other people understand now most people
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don't like to say that they do not
00:15:41
understand because they don't want to
00:15:43
look stupid I know that's stupid but we
00:15:48
need to be realistic in that approach so
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very often I will consistently ask
00:15:54
people lots of questions and be like is
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that all right do you want me to explain
00:15:58
that again is there anything that you
00:15:59
want me to go through um do you remember
00:16:03
that you know while I'm say if I'm in a
00:16:06
meeting and I'm talking to somebody or a
00:16:08
group of people I'll send them messages
00:16:10
at the same time and I always check that
00:16:13
people understand I'll be like is that
00:16:14
okay do you do you understand what I'm
00:16:17
saying to you uh do I need to give you
00:16:19
any more detail questions are so
00:16:21
important to just capture understanding
00:16:24
and also to read people's body language
00:16:27
because
00:16:29
sometimes I'll ask people if they
00:16:31
understand stuff and I just know they
00:16:33
don't um this happens quite a lot when I
00:16:36
have new people join the team because of
00:16:40
you know status and hierarchy even
00:16:42
though we're fairly um flat company
00:16:46
which the people have been with me you
00:16:48
know for years already know but if I'm
00:16:50
talking to somebody and they're new
00:16:52
they're a bit like oh my God he's the
00:16:54
boss I have to look uh intelligent and
00:16:58
one thing that I kind of really
00:17:01
emphasize when when I first meet
00:17:03
somebody or after I've had you know been
00:17:05
been a part of their final interview if
00:17:07
I'm even involved in that process just
00:17:08
say dude look if you don't understand
00:17:10
something just say if you can't do
00:17:12
something just say cuz it's just quicker
00:17:15
like no one's going to punish you no
00:17:17
one's going to shame you no one's going
00:17:19
to say oh my God I can't believe you
00:17:20
don't know that it's just going to allow
00:17:22
us to have a much more accurate
00:17:24
understanding of where you're at so that
00:17:26
we can provide you the resources that
00:17:28
you need to be successful to help us
00:17:31
guys I hope that you enjoyed this video
00:17:33
please if you did uh consider liking
00:17:36
this video dropping us a comment down
00:17:37
below let me know uh how's your
00:17:40
interview um have you got an interview
00:17:42
coming up and how did you get on and
00:17:44
join the many many hundreds if not
00:17:47
thousands of people I think now who we
00:17:49
have helped get hired over the years
00:17:52
good
00:17:57
luck
