Direct Employers

When it comes to interviews, there are two factors you must remember:

• Interviews are your main chance to sell yourself as a potential employee of that company. You must sell your experience, skills, personal strengths and achievements, and do this in a way that is directly relevant to the position for which you are applying.
   
• An interview is a mutual exchange of information. Remember that it is an opportunity for you to assess whether you would like to work for that particular organisation.

Interview style

There are many different styles of interview, which can differ significantly depending on the type of job and the individual interviewer. One interview can include more than one style. Some of the different styles are outlined below:

• Structured. This is the most widely used style. The interviewer will generally focus on the content of your CV and your interest in the position. They will ask about your education, recent work history, skills, strengths, weaknesses, achievements and interests.
   
• Competency-based. Some interviewers seek to elicit information about your actual behaviour to predict how you could cope in future work situations. They do this by asking you how you have behaved in different circumstances. For example, ‘what is the most stressful situation you have been in and how did you handle it?’ Competency based interviews are widely used in traineeship and summer placement interviews.
   
• Behavioural. Similar to the competency-based, behavioural styles also seek to predict how you would handle future situations. They do this by asking how you would react in hypothetical situations. For example, you might be asked ‘if you knew your line manager had been distrustful to senior management, what would you do?’
   
• Conversational. These interviews are generally more relaxed. Questions are asked in the form of requests for information. For example, ‘what did you most enjoy about …?’ or, ‘what was it like to …?’ It can be easy to forget to sell yourself in such conversations, but you must still sell yourself and your competencies.
   
• Stress. These interviews are uncommon, and generally reserved for sales positions. The interviewer tests you by appearing angry, disinterested, asking difficult questions and challenging everything you say. They are looking for someone who can handle tough situations with competence, confidence and assertiveness.
   
• Panel. This is where more than one interviewer is present (any number from two to six). They are generally used to gain an objective opinion of candidates, as they don’t just rely on one opinion, and panel members can discuss their choices. Usually, each panel member will ask questions in turn, or one will do most of the talking while others take notes. There is likely to be a mixture of styles depending on the preferences of the different interviewers.
   
• Telephone. Organisations generally use telephone interviews to screen large numbers of candidates for initial face-to-face interviews. However, some may use this method if they are especially pushed for time. It is important to be as prepared as you would for a face-to-face interview and to communicate clearly and professionally.

Preparing for interviews

• Prior to any interview, you must consider what you are going to say to best sell yourself and how you are going to say it. Familiarise yourself with your CV. Make sure you can talk about everything mentioned in a way that draws out your competencies. You are likely to be asked difficult questions such as about any time gaps present, or periods when you were only in a job for a short time.

• Be honest in your answers, but remember to focus on the positive and not to dwell on anything negative.

• Think about yourself. What have you done and achieved? What skills have you used? What are your strengths? Look back at performance reviews, diaries, and past assessments to remind yourself of what you have achieved.

• Think of real examples where you can demonstrate different competencies, such as leadership, teamwork, creativity and autonomy. Think of the types of skills you will need in the position and organisation you are applying for (refer to the job description for guidance) and prepare examples of where you have demonstrated these skills.

• Prepare answers to the basic interview questions (refer to the list below). If you think your answer is woolly, it probably is. Try to think of a different example, or refine you answer. Familiarise yourself with the job for which you are applying. This way you can tailor your answers to demonstrate you have the competencies they require. Carefully consider the job description and person specification. What duties, skills and qualifications are required? Research information about the company, for example from annual reports, libraries, trade magazines, the internet, etc. This way, you will be able to demonstrate your knowledge and interest in working for them. What sets the employer apart? What is their history? What challenges are facing them? Who are the main players in the industry?

• Prepare questions to ask at the end of the interview. You should aim for a maximum of three questions, but prepare about five, as some are bound to be answered through the course of the interview. Prepare questions but be prepared to ask questions based on the interview. For example, you may want to question the interviewer further on some information they have given. You might like to ask, for example, about additional responsibilities; where the position could lead; how the position fits into the whole organisation; or about training.

• Consider asking a friend to ‘interview’ you and give feedback, this is even more effective if you video record it (now easy to do with phones and cameras built into PCs and laptops). This will give you real insight into how you perform in interview. If you are still at university your careers office may be able to offer this kind of service and / or mock interview appointments. Contact your careers adviser to find out more.

If you have interviews that do not lead to a job offer, consider some professional advice from a recruitment consultant.

Don’t:
• ask elementary questions, such as ‘what does the organisation do?’
• ask questions the interviewer has already given you the answer to
• ask about salary or benefits (this should only be asked when you have been offered the job)

Arriving at interviews

You generate a first impression within moments and a lasting opinion within half a minute to four minutes, so it is important that your first impressions are positive.

Interviewers generate an impression of you within the first few minutes, and spend the rest of the interview looking to confirm this.

• Allow sufficient time to get to the interview. Aim to arrive 10 minutes early.

• When you first meet the interviewer(s), smile confidently, stand and shake their hand when offered. Make eye contact and be polite and friendly.

• Your appearance is very important. People make judgements on how you look and how you conduct yourself and, surprisingly, only to a small extent on what you say. Make sure you are well groomed, appropriately dressed and display confidence.

The interview

Once the interview has begun, you can gauge the level of formality or informality and adapt your style accordingly. Let the interviewer set the tone and pace.

• Remember that interviewers generally recall the start and end of interviews most prominently, and anything unusual or out of the ordinary. They are also influenced more by the negative, so try to avoid pointing out your limitations.

• Answer the question. This may seem obvious but it is a common downfall. Make sure you listen carefully to what is being asked, and ask for clarification if you are unsure of the question. Also, don’t start answering the question and go off on a tangent. Try to keep the question in mind when giving your answer.

• Judge the length of your answers. This can be difficult as you don’t know the format of the interview. They might ask a few open questions, or many questions requiring shorter answers. Either way, you don’t want to run out of examples, or miss any out. Try to judge as early as possible the style of the interview.

• Use specific examples to prove your strengths.
 
• Answer all questions with enthusiasm and confidence. It is easy to become bored of the answer if you have been practising, or have attended a few interviews, but this interviewer still needs to see your enthusiasm.

• Don’t give ambiguous answers, e.g. including ‘I think I could’, ‘maybe’, or ‘probably’.

• Speak clearly.

• Be aware that some interviewers ask questions to test whether you can think on your feet. For example, real ones that have been asked are ‘what makes you laugh’, ‘if you were an animal, what would you be and why?’, ‘when was the last time you cried?’

• Be aware of your body language. Leaning back may make you look too relaxed, but you can project confidence and interest by leaning forward slightly. Crossing your arms can be a defensive, nervous gesture, so pick a neutral position, such as placing your hands on your knees.

• Avoid nervous gestures such as fidgeting or giggling. Maintain sincere eye contact. Break eye contact from time to time to avoid staring. Aim to have eye contact about 70% of the time.

Don’t:
• be overly negative about past jobs
• talk extensively about personal details
• be late
• dwell on the name of a mutual contact – show you can get the job on your own merit
• get angry or swear
• chew gum
• sit down before you are invited
• take notes
• lie
• give one or two word answers

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