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Common Questions Asked in Internal Audit Interviews

23/04/2020 by Andy Winterburgh

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Based on feedback from candidates over the years, we have compiled a list of generic and Internal Audit Specific questions that you should be prepared to answer in your interview.

Generic questions

  1. Tell me about yourself
  2. What do you know about what we do?
  3. Why do you want to work with us/ for our company?
  4. Why are you interested in this vacancy?
  5. Why do you want to leave your current firm?
  6. What do you want to do next?
  7. What are the most important things you are looking for in your next role?
  8. Where do you see yourself in three/five years?
  9. Why should we hire you? What will you bring to the role?
  10. Can you provide some examples of cultural adaptability?
  11. What are your salary expectations?
  12. Do you have any questions for me?

Internal Audit Specific Questions

  1. Why are you interested in Internal Audit?
  2. What do you expect to be different moving from External Audit to Internal Audit?
  3. What are the key risks in your current business?
  4. Talk me through an audit you have been involved in/led?
  5. Tell me about a control you had to test?
    1. Why did you test that control?
    2. What did you find?
    3. Why was it important?
  6. What are the key risks for this type of line of business?
  7. If you had 5 minutes with our CEO, what would you tell him his top 3 risks are?
  8. Can you walk me through the audit process?
  9. How would you prepare an audit memo?
  10. If you were doing an audit of X what would you include in the scope?
  11. Which audits have you led?
  12. How do you personally manage the team on fieldwork/delivery?
  13. How do you establish effective relationships?
  14. How do you deal with landing difficult issues with senior stakeholders?
  15. Can you give examples of a time when you
    1. had a stakeholder disagreeing with a rating
    2. had a difficult close out meeting
    3. had to stand your ground professionally
    4. demonstrated integrity

Behavioural or Competency questions

In addition, for behavioural/competency type questions such as 'Tell me about a time when.." or "describe an instance when‚..."  we recommend applying the STAR interview technique whenever possible which lets you talk about the achievements listed on your C.V rather than just the tasks and responsibilities.

STAR stands for

Situation: An event, project, or challenge faced

Task: Your responsibilities and assignments for the situation

Action: Steps or procedure taken to relieve or rectify situation

Result: Results of actions taken.

Take the time to break down your responses in line with these 4 stages to ensure you're giving the best response possible.

  • Tell me about a time you had an underperforming colleague on an audit.
  • Tell me about a time when you had a difficult stakeholder meeting.
  • Tell me about a time a suggestion you made for your department wasn't implemented.
  • Describe an instance when you didn't achieve what you had hoped to?