Colliers Interview Process: Stages, Questions & How to Pass

What to Expect from the Colliers Interview Process

Colliers International is a global commercial real estate services firm operating across advisory, transactions, project management, and investment management. Competition for roles — whether in surveying, agency, property management, or corporate functions — is consistently strong, so understanding the typical interview structure gives you a meaningful head start.

While exact processes vary by team, location, and seniority, candidates typically move through two to four stages: an initial HR or talent screening call, one or two competency-based interviews, and sometimes a final-stage conversation with a senior leader or divisional head. Graduate and apprenticeship schemes may also include an assessment centre element with group exercises or written tasks.

• Stage 1 – HR or recruiter screening (phone or video, 20–30 mins)
• Stage 2 – Competency-based interview with a line manager or team lead
• Stage 3 – Technical or commercial discussion, sometimes combined with Stage 2
• Stage 4 (graduate/senior roles) – Panel interview or assessment centre

Core Competencies Colliers Typically Assesses

Like most professional services firms, Colliers uses competency-based interviewing to evaluate how candidates have demonstrated key behaviours in the past. Understanding which competencies matter most lets you select and shape your examples before the interview, rather than scrambling to recall them under pressure.

Across client-facing and operational roles, interviewers commonly explore the following areas: client focus and relationship building, commercial awareness, collaboration and teamwork, problem-solving under pressure, and entrepreneurial initiative — the last of which aligns with Colliers' own emphasis on an enterprising, collaborative culture.

• Client focus: How do you build and sustain trusted relationships?
• Commercial awareness: Can you demonstrate understanding of the real estate market or your relevant sector?
• Collaboration: How do you contribute to cross-functional or multi-disciplinary teams?
• Initiative and enterprise: Have you identified and acted on an opportunity without being told to?
• Resilience: How do you handle setbacks, demanding clients, or competing priorities?

Common Colliers Interview Questions (and How to Approach Them)

Below are the types of questions that regularly surface in commercial real estate interviews, including at firms like Colliers. They are grouped by theme so you can prepare a bank of targeted examples rather than memorising individual answers.

Competency questions will almost always begin with 'Tell me about a time when…' or 'Give me an example of…'. Technical questions — particularly for surveying or agency roles — may probe your knowledge of current market conditions, valuation methods, or recent transactions in the relevant sector.

• 'Tell me about a time you managed a difficult client relationship. What did you do and what was the outcome?'
• 'Describe a situation where you had to persuade a stakeholder who initially disagreed with your recommendation.'
• 'Give an example of when you identified a business development opportunity and took action on it.'
• 'How do you stay up to date with trends in the commercial property market?'
• 'Tell me about a project where you had to work across different teams or departments to deliver a result.'
• 'What do you know about Colliers' service lines and how they differentiate from competitors?'

How to Use STAR to Structure Your Answers

The STAR method — Situation, Task, Action, Result — is the most reliable framework for answering competency questions clearly and concisely. Interviewers at professional services firms are trained to listen for evidence of specific behaviours; STAR ensures you give them what they need without rambling.

Here is a worked example for the question: 'Tell me about a time you built a strong client relationship from scratch.'

• Situation: 'I joined a graduate rotation in commercial agency and was assigned to support on a large industrial portfolio with a client the team had recently won. The client had previously worked with a rival firm for several years and was cautious about the transition.'
• Task: 'My role was to act as the day-to-day point of contact for routine queries, freeing up the lead surveyor while also demonstrating our responsiveness and attention to detail.'
• Action: 'I set up a weekly update call, created a shared tracker for outstanding actions, and proactively flagged a lease expiry the client hadn't realised was approaching within 18 months. I researched comparable rents in the area and presented a brief market note before they asked for one.'
• Result: 'The client commented directly to the partner that I had added genuine value beyond what they expected at my level. By the end of the rotation, we had been instructed on an additional two assets within the same portfolio.'

Technical and Commercial Preparation

For real estate-specific roles, demonstrating genuine market knowledge is as important as behavioural competence. Interviewers expect candidates — even at junior level — to arrive informed about current conditions in the sector they are applying to work in.

Read recent commentary from sources such as Colliers' own published research reports, CBRE market outlooks, and EG (Estates Gazette) to understand the themes shaping office, industrial, retail, or residential markets right now. Be ready to give a view, not just recite facts — interviewers want to see that you can form a commercial opinion.

• Review Colliers' own sector research and press releases on their website before your interview
• Know the key demand and supply dynamics in your target asset class
• Understand basic valuation concepts relevant to the role (yield, capital value, rent review cycles)
• Be ready to name a recent transaction or market trend and explain why it matters
• For non-real-estate functions (finance, HR, marketing), replace sector knowledge with awareness of how Colliers' business model generates revenue

Practical Tips for the Interview Itself

Preparation is only part of the equation — how you present yourself on the day (or on screen) matters too. One-way video interviews are increasingly common at screening stage across professional services firms. If Colliers or their recruitment partners use this format, you will typically be given a question, a brief preparation window, and a set recording time. Many candidates underestimate how different this feels compared to a live conversation.

Practising your answers to camera under realistic time constraints — using a tool like ScreenReady, which simulates timed one-way video interviews and gives AI feedback on your responses — is one of the most effective ways to sharpen your delivery before the real thing. Beyond format-specific preparation, a few behavioural habits will serve you well in any interview.

• Do: Prepare three to five strong STAR examples that can flex across different question themes
• Do: Research the specific team or service line you are joining, not just the firm overall
• Do: Prepare two or three thoughtful questions to ask — focus on the team's current priorities or how success is measured in the role
• Don't: Use vague, general answers ('I always try to…') — always anchor your response in a specific example
• Don't: Neglect the 'Result' step — quantify outcomes where you can (revenue generated, time saved, client retained)
• Don't: Speak negatively about a previous employer or manager, even if prompted

Questions to Ask Your Colliers Interviewer

Asking well-considered questions signals genuine interest and helps you assess whether the role is right for you. Avoid questions that are easily answered by the job description or Colliers' website — these suggest you have not done your research. Instead, aim for questions that open a real conversation about the team's direction and your potential contribution.

If you are interviewing for a graduate or early-career position, asking about development, mentorship, and progression shows ambition without being presumptuous. For experienced hires, questions about strategic priorities and client base are more appropriate.

• 'What does success look like in this role after the first six months?'
• 'How does this team collaborate with other service lines across the business?'
• 'What are the biggest opportunities or challenges the team is focused on right now?'
• 'How has the team evolved over the past couple of years and where do you see it heading?'