Interview Tips

(1) Think about yourself

It is important before an interview to think about all the reasons why you are attending it and what you have to offer the organisation. Be ready to discuss both short and long term career goals in general terms.

(2) Gaps in CV

You will also need to explain gaps in employment. If you worked in a temporary capacity but didn’t put it on your CV, know the details of which companies you worked with, what you did for them and the length of the assignments. If you did not work but did search for a job give some examples of the research you did regarding job opportunities and the process you went through to find the position.

(3) Reasons for leaving

Prepare to discuss the reasons you left your previous jobs. If it was for a better opportunity, explain how it was an opportunity. If you left involuntarily, present the reason in the most positive light you can. Make sure your responses are honest and be positive.

(4) Research the job

Before attending any interview it is a good idea to research the organisation and familiarise yourself with the following:

• Size of organisation, number of employees
• History, how long have they been operating – do they have any affiliated organisations or belong to an umbrella group?
• General information about their services/products/aims etc
• Major competitors or other organisations operating in the same field
• Job description – understand the skills required for the position

Employers use interviews to confirm that an applicant has the required knowledge, skills and willingness to contribute and fit into the organisation’s culture. They also want to see if your career goals are in line with opportunities available with their organisation. They are looking for the potential in prospective employees and consultants to become valued, trusted, productive team members of their organisation.
You must try to consider how you can display your skills and experience in a good and honest light and provide employers with the evidence that you are the right person for the job.

(1) Here are some brief points to consider:

• Are you a self-starter, able to work without constant supervision?
• Can you be depended upon in critical situations and follow work through to completion?
• Are you enthusiastic and easy to work with?
• Can you work under pressure?

(2) Hiring managers look for an objective analysis of your abilities.

For strengths, they want to know why you think it is a strength and where it has been demonstrated. For weaknesses they want to know what steps you could take to improve.

You will rarely be working alone so being able to work as part of a team is one of the most valuable skills you can have.

• Can you work well with a variety of people?
• What would you do to help a team of people work together better?

(3) Hiring managers need to know what drives you to want the job and why you want to work for their particular organisation.

• Can you manage your time effectively?
• How do you structure your day’s work?
• How do you plan your day and week?
• How did you handle sudden unplanned work or crisis?
• Can you handle constructive criticism in a productive manner?
• Are you objective in evaluating yourself and others?

Be prepared with answers to the traditional interview questions. Rehearse your answers with a friend who will give you honest feedback about the content of your answer and body language.

• Aim for clarity, brevity and above all, honesty. Give honest answers with a positive tone.
• Concentrate on the employer’s needs, not yours.
• Emphasise how you can help the organisation achieve its goals.
• Describe your past responsibilities and accomplishments.
• Explain why you approached projects in a certain ways.
• Explain how the skills you bring will benefit the organisation.
• Don’t downplay your accomplishments or attribute them to luck.
• Be specific in your answers. Avoid rambling or getting off on a tangent.
• Ask for clarification if you are unsure of the question.

There are several different types or styles of interview that you may come across amongst our clients. It is important that to remember that no two interviews are the same and that you can always improve you interview style and preparation.

Below you will find some general hints and tips on the most common and frequently used interview techniques that you are likely to encounter:

(1) The traditional interview

Sometimes interviews follow a more traditional format (quite common with people who are not used to interviewing). The following is a list of typical interview questions that may arise in one form or another. It is a good idea to reflect on the sort of answer you might give before an interview but it is unwise to learn answers off pat as you risk coming across as unnatural and not genuine. It is also a good idea to back your answers up with examples taken from your own work experience.

sample questions:

• What did you do on a day to day basis?
• What do you not like about the job?
• How did you make a difference to your last organisation?
• How successful are you?
• What was your greatest success and how did you achieve it?
• What has been your biggest failure?
• How could you improve yourself?
• How did you progress in your last job?.
• How do you handle criticism?
• How do you work with others?
• Do you need other people around to stimulate you?
• Are you accepted into a team quickly?
• Give me an example of when you took initiative to solve a problem?
• What motivates you?
• Are you competitive?
• What problems did you encounter and how did you overcome them?
• Do you feel you are ready to take on greater responsibilities?
• What are you like under pressure?
• How many hours are you prepared to work?
• What are your career goals?
• How did you get on with your last manager/colleagues?
• Do you prefer to work in a small, medium or large organisation?
• What would be your ideal job?
• Why do you want this job?
• What qualities do you think this job requires?
• Why do you want to work for this organisation?
• What have you got to contribute?
• What can we offer you that your previous organisation cannot offer?
• How long have you been looking for a new job?
• What do you know about this organisation?
• What interests you about this organisation?
• What are you looking for in a new job?
• What sorts of jobs are you considering at the moment?

(2) The team interview - how to cope with them

In an effort to get a well-rounded perspective on job candidates, many companies ask numerous people to participate in the selection process. Depending on the level of job you are seeking, you may interview with an HR specialist, the hiring manager, the hiring manager’s boss and even staff members who would be your peers.

In small companies you may have to sell yourself to the entire staff. This team approach means that many different people interview you and then get together to debate whether they like you well enough to hire you.

Sometimes, each person on the interview asks a different lot of questions. Other times, they all ask the same thing. This can happen by design, if the organisation wants to see whether you change your answers along the way.

Hints:

You will need to be sure to connect with each person. Be sure to have eye contact with the person asking the questions and to glance at the other team members while answering the question to be sure that you are connecting with each individual.

Be sensitive to the dynamics in the team.If they seem to want to control the interview, relax and flow with it, on the other hand be sure to offer information and ask questions.

Take responsibility for ensuring that the group understands what you have to offer. The best approach is to be sensitive and adapt your approach to the group. Don't be overly aggressive and take over, yet do interact and show your enthusiasm.

Each person’s opinion can be weighted equally; in some cases, just one team member’s opposition can disqualify a candidate. Sometimes it is unclear what role or position the person holds therefore you need to be respectful of everyone you meet.

(3) The behavioural interview – some tips

The interviewer asks specific questions seeking information about a candidate's skills, character and preferences based on examples of past behaviour. During the Behavioural interview, questions are directed toward specific experiences.

Some examples:

• "Tell me about a time when you had to deal with a difficult person at a work."
• "What proactive steps have you taken to make your workplace more efficient and productive? Specifically describe a policy, project or system you created or initiated."
• "Describe a high-pressure situation you had to handle at work. Tell me what happened, who was involved and what you did in terms of problem solving."
• "Some situations require us to express ideas or opinions in a tactful way. Tell me about a time when you were successful in this type of situation."

The key in behavioural interviewing is to paint a picture of the reasons and thinking about the decision or behaviour without bringing in unessential details. It is expected that forming an answer will take time. Think your examples through.

Be aware of the tendency to become too relaxed and reveal information that you didn’t intend to share. You need to do your part to foster the conversational tone, but don’t become so relaxed that you start straying from the point.

Be friendly, stay professional!

Try to think of some questions to ask at interview. If you have researched the company well, you should be able to come up with plenty of questions. You may also like to find out more about your responsibilities in the role, the organisation’s long and short-term aims, training opportunities, overall organisational structure and what they would hope you achieve in the first six months.

Other things to remember:

• Find out what happens next with the interview process and express your interest (if it is genuine!)
• You may consider writing a letter to thank the interviewer for their time and to express your interest again.
• Let your consultant know your feedback as soon as possible. It is important for us to know what you thought of the organisation, the role, the people who interviewed you and your impression of how you performed in the interview.