Admin Officer

Ideally you have some real work experience that you can talk about. Talk in some detail about what you did and why it was great. If you have no direct work experience then talk of an event where you helped a friend to resolve a problem and that these skills can be used in administration and customer care work.

If you have experience, mention the packages you have used. If not, get some training in the most important packages before your interview. Ask your recruitment consultant what are the best packages to learn.

Answer that by staying organised and keeping a strict diary you find that stress does not become a real issue. As soon as you identify a possible delay due to high work volumes you raise this with your manager to see if the work can either be reallocated or given priority.

Meeting people and speaking to customers is often a vital part of being an administrator. Say that you enjoy talking to people and that interaction with other people is often what makes the work most interesting.

Multitasking is a necessary part of an administration job, so say that you enjoy multitasking and the challenge of ensuring that multiple functions and jobs are completed accurately and on time is part of what motivates you in your work.

Being positive is important because often a person's attitude to their work can come across in their writing and presentation. Administrators sometimes provide the first impression a customer has of a business, so a positive and professional outlook is needed at all times.

This is similar to the strengths/weaknesses questions - what you like least must be turned into a positive trait. Say that you enjoy the challenge of meeting deadlines and of working in a team environment. For what you like least, say that you do not like it when you see disorganised work and a poorly managed diary; you feel the need to help organise and manage the workload.

Here is your chance to run through all of your experience. Be concise and if you have done multiple roles, mention something specific for each one. Show that you have a lot of experience and are flexible.

Don't be one of those managers who inadvertently makes an employee feel like they're bothering you when they bring up a question or concern. Instead of seeing it as another crisis to manage, look at it as an opportunity to show your employee how much you want this organization to be a fulfilling place to work.

Always remind people that if they have any questions or concerns, you're ready and willing to listen. Maintaining an open channel of communication will make you aware of problems quickly, so that you can fix them as soon as possible.

As your workers begin to take on more responsibility and demonstrate that they're capable, give them tasks that will expand their skills and help them take more ownership of their work. Not only are you finding out how much your employees can handle, you're making them more valuable to the company.

Let them take credit for their own achievements. This motivates them to continue to chase after success. The successful manager is like a conductor. He orchestrates the music so that each element sounds as good as possible and resonates with the group as a whole. A great conductor will lead by example, blending into the background.

Always try to Start small. Give people tasks that, if performed incorrectly, can be fixed. Take the opportunity to teach and empower your employees. Then gradually give them tasks with greater responsibility as you come to understand their strengths and weaknesses.

Just go out and say it. Ask them out for a cup of coffee and tell them what you appreciate about them.

✫ They're a hard worker

✫ They effectively motivate other people

✫ They're easy to coach

✫ They're disciplined or go the extra mile

✫ They always cheer you up, etc.

Don't mince words just tell them straight out. An employee who knows just how much they are appreciated will work harder, enjoy what they do more, and pass that psychic happiness along to other employees.

A key to successful administration is the relationship between the admin and his or her staff. It's the manner in which admin manage people that separates the ordinary from the good and the exceptional.

If you're good to your workers and they're happy with their jobs, they'll pass that kindness on to customers and invaluably bolster the image of your company. Or, they'll do the same for their employees and maintain a positive corporate culture.

Suppose when one of your underlings employee makes a mistake, don't lord it over them, assume the mistake as your own, even if it isn't technically yours. What you're doing is creating a culture where your employees feel comfortable making mistakes. This is a very important concept:

Doing this allows your employees to innovate and, ultimately, to learn or grow. Workers who learn from their mistakes will grow to become better workers; those who fail to make mistakes in the first place usually play it too safe, never venturing out into deep water.

We all know the kind of manager who constantly shouts or bitterly complains when mistakes are made but gives himself a 'pass' when he fails. Don't be this kind of manager. Ideally, be harder to on yourself than you are on your employees. This can have a trickle-down effect: Employees see the types of goals and standards you set for yourself and want to emulate you because they look up to you.

The best way to stay organised is to keep a log of every request and each task completed so that nothing is accidentally left to go past a deadline. Mention any software that you use for this purpose.

Good relationships are based on trust, commitment and engagement, and a good managers essential role is to build these relationships for the benefit of the organisation, so that the tasks that are set are completed with enthusiasm, effectively, on time and with the energy to do more.