Interview Top Tips

Be prepared
You should research the company and prepare positive answers to any potential questions about the information you have supplied. Make sure you have prepared at least four good questions for the end of the interview.

Know your key skills
Read your own CV and highlight key skills that you feel match the role you are applying for and think of 2 examples within the workplace to demonstrate your capability of using a particular skill.

Prepare for competency-based questions
Do not get caught out by competency-based questions such as ‘Give an example of a time when you have shown strong leadership skills’. This type of question is widely used by interviewers to assess candidates.

Rescue the interview if necessary
Be aware of an interviewer asking you questions which only require a yes or no answer. This should be a ‘red alert’ signal which indicates the interviewer is inexperienced in this area. The candidate will need to rescue the interview and become far more assertive in explaining to the interviewer how their experience is relevant to the role in question.

Some interviewers are unprepared
You should be aware that some interviewers, even though they are brilliant line managers, fall short when it comes to taking direct responsibility for recruitment. If you are aware of this, you can try to avoid the deflation that follows an interview where the interviewer is unprepared.

Know how your experience relates to the job
Above all, if you prepare well and understand your own skills and experience and how they relate to the job you are applying for, you have done as much as you can.

Psychological and aptitude tests are used by a significant proportion of organisations in their selection process for new recruits.

Aptitude tests will examine your ability to think and reason logically, with definite right and wrong answers, while personality tests help the employer to find out how you might deal with, and react to, certain situations.

While you can’t really prepare for these tests, you could take the following steps to help maximise your performance:

• You should never be dishonest in a personality test or try to put down answers you think the employer is looking for. The tests normally have in-built ways of catching you out.
• Make sure you read the wealth of information already available on how to pass psychometric tests, as well as doing some practice tests which are available on-line.
• Concentrate on listening well to instructions and, if you are given a practice test on your arrival for interview, make sure you ask any questions this raises before you have to do the actual test.
• Be wide awake and do your best to answer as many questions as possible in a short time but, if you get stuck, move on!
• Try to improve your mental maths and literacy skills if you are unsure about your ability.

Many employers have a competency framework in place for their organisation which helps them define the core skills a candidate will need to ensure they perform well in their job.

Up to 12 competencies might be applied to each job
Employers may give up to 12 competencies to the job you are applying for which they will then try to identify in candidates at interview. These will range from communication, people management and team skills, to customer service, results orientation and problem solving.

Past performance predicts future success
It is much harder to ‘bluff your way through’ in competency-based interviews which push harder for concrete examples of how you have used the skills they are looking for in previous jobs – the idea being that past performance is the best predictor of future success.

Possible Questions
Here are two examples of competency- based questions:

Q. About people management: Describe a situation where you have had to lead a team of people through a challenging problem. What contribution did you make to motivating and helping your team to resolve the issue?

Q. About teamwork: Give an example of a time when you have been a member of a team and explain how you had a positive impact on them by working towards a successful outcome or goal?

It is always wise to prepare answers for the following questions which are regularly used by interviewers across a range of sectors:

Q1. Can you tell me something about yourself?
Explain the skills you have which are relevant to the job you have applied for. Do not waffle through your autobiography. Ask the interviewer what he/she would like to know, keep your answer to 2 minutes, and use this opportunity to let them know why you are the best candidate for the job.

Q2. What do you like and dislike about your current job?
Make sure your ‘likes’ are in line with the skills your interviewer is looking for. Try to avoid any focus on the negative about people or specific activities in your current role. Employers are not looking for critical people who cannot work in a team!

Q3. What are your strengths?
Be ready with examples of how your strengths relate to the job you are applying for which may cover: technical proficiency; ability to learn quickly; determination to succeed; positive attitude; your ability to relate to people and achieve a common goal.

Q4. What are your weaknesses?
Try to think of a weakness which could also be one of your strengths such as, ‘I like to work in a methodical, organised way’ and explain the steps you have taken to improve in this area. ‘Perfectionism’ is often cited as a weakness by interviewees but is predictable and probably overused.

Q5. Why are you leaving your current job?
Never give the impression you are leaving due to personal conflict. Your response should be truthful, but might focus on your career aspirations and how the job you are applying for can give you the opportunity to reach your full potential.

Q6. Where do you want to be in three years time?
Let them know you have studied their vision and see their company as a long term career solution to help you achieve your goals. Never give the impression you are after the interviewer’s job and don’t feel that you have to be ambitious!

The questions you ask can decide the final outcome!
The questions you ask at the end of an interview can often decide the final outcome, but some candidates overlook this in their interview preparation.

Managers learn about you from the questions you ask.
Managers often learn as much about you and your priorities from the questions you ask at the end of an interview, as from the responses you give to their own questions.

Ask intelligent questions and stand out!
Asking ‘intelligent’ questions will give you the opportunity to stand head and shoulders above the rest by demonstrating your experience and expertise.

You should never use these questions as an opportunity to explore your holiday entitlement, salary or benefits package. You need to convince employers you have a genuine interest in the role and are motivated by more than money.

So what key questions should you ask?

• How do you feel I can add value to the role and your business?
• What will my main objectives/priorities be in the role over the first three months?
• Can you explain the day to day duties I will be required to perform and any duties which are not already in the job description?
• How will you measure my performance; what training opportunities do you offer and is there a clear career path?
• How would you describe the culture of your organisation including your style of internal communication and management?
• What type of person has been successful in this role before; why did the last incumbent leave and where did they go to?

Interviewers are trained to assess your body language from the minute you meet them and their first impression of you will be based, to a large extent, on your non-verbal communication.

So here are some top tips on how to manage your body language so you feel more confident and composed:

• Always give a firm handshake (preferably not sweaty) and look your interviewer in the eye as this will convey confidence. If you avoid eye contact you can look like you have something to hide.
• Sit at a reasonable distance so you don’t invade your interviewer’s personal space. Make sure you are not directly facing the interviewer as this can feel confrontational.
• Sitting up-right or slightly forward means you are paying attention and interested in the role. Leaning back in your chair or sitting with your ankle resting on your knee (for men in particular) will convey arrogance, over confidence or disinterest!
• Some women have a tendency to redden under pressure, especially around the neck area, and they might consider wearing a scarf.
• Don’t fold your arms across your chest as this looks hostile and defensive. Some open handed gestures might help to convey an open personality, but don’t over do it.
• Do not lean on your elbow or, worse still, lean on the interviewer’s desk.
• Smile!