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Making a Success of interviews

Seeing everybody as a client, not an employer, and promoting the benefits you can bring to them is vital.

There are a number of steps that can help you:

Step 1 – Preparation: Where to start

An interview situation is an opportunity for you to identify yourself clearly as the best candidate for the job.

Your prospective client (employer) has already seen evidence of your competencies within your CV – the challenge now is to really set yourself apart from the other candidates.

Spending time and effort before the interview in preparation provides the following benefits – Five good reasons to take action:

• Firstly it creates a good impression. When you have prepared well it shows you are serious and have a commitment to the company and the position you are being interviewed for
• Being well prepared will help to boost your confidence and provides you with the opportunity to sell yourself in the best way possible
• It displays enthusiasm and proactivity
•You will be better prepared to deal with difficult or unexpected questions
• Finally, if you have prepared well and don’t get the position you want, at least you know you have put in 100% effort – crucial for reviewing your performance constructively.

The reasons why you should prepare are fairly self-explanatory – but exactly what you should prepare can sometimes come as a surprise. Just how much preparation you undertake is entirely up to each individual, but putting time and effort into preparing for interview at this stage will help differentiate you from other candidates and boost your confidence.

And remember that an interview is a two-way process – taking time to consider the position also helps you to find out if this really is the job for you.

The following checklist will provide you with guidance on the range of things you should prepare, all of which are essential in creating the foundations for a successful interview.

Have you created the foundations for success?

THE POSITION	THE PERSON	THE COMPANY	YOU
Start with the original advertisement. What does it say about the company/role?	Look closely at the person specification – could you see yourself as this person?	Where are they located – are they a new company?	Know what you have to offer – what is going to set you apart from other candidates?

What type of person are they looking for? (check the words used to describe that person)	What range of skills are they looking for? Are they categorised into ESSENTIAL (skills you most have) and DESIRABLE (consider skills they would like you to have)	Are they a large/small/medium size organisation? – think of the pros/cons of this	Refer to your skills portfolio and cross-reference it with the skills list created from the person specification. Are there any gaps that you may be challenged on – how well do you fit the description?

How much experience is needed – do you fit these criteria?	Consider the objectives of the position ie – what is it you are expected to achieve?	Have they recently made any changes, eg new markets, expansion, new organisational structure? – make notes if they have	Make a list of potential questions they may ask about – Yourself – Your past experience – Your ability to do the job – Their organisation – Your future career plans

What is the job title – how does it compare to other jobs with that title?	Are you operating as part of a team or alone?	Who are their competitors?	Get a friend to help you compile the questions they may ask (getting a different perspective can sometimes help to challenge your answers).

What type of environment will you be working in – is this different from the one you are in now?	What knowledge and expertise is required? Are you being realistic and positive about your skills and expertise?	Study the company literature – what does it say about them, what language is used?	Compile answers to those questions

Creating the foundations

THE POSITION	THE PERSON	THE COMPANY	YOU
What type of role will you play – is there the chance of increased responsibility?	Will you have responsibility for other staff – what are the implications of this?	Read any current articles relevant to the company – make notes	Prepare questions that you may want to know about: – The position – The company Think also of questions that will create a rapport with the interviewer

Think about what attracted you to this job – what interests you	Consider the person specification – what type of person do you think they are looking for? Looking at it from this perspective will help you to answer questions more effectively and make it client-centred	Visit the company website for up-to-date information or even a company newsletter	Consider your motivations and barriers, strengths and weaknesses and how can you build on one and work on the other

What salary range do you expect?	Research other positions in this salary range – what responsibilities are expected – does the role compare?	Try and identify someone within the organisation who you could contact for further information	Look back at your own progression – how far have you developed and why

Looking towards the future,think about how you can see this role developing	What other opportunities can you identify for the future?	Is the organisation developing –does the role have scope?	Consider your own personal development – where do you see yourself in three to five years time?

Question preparation

One of the most nerve-wracking elements of an interview situation is not knowing what questions you are going to be asked on the day. This fear of the unknown throws most of us into a complete panic.

One sure way to overcome this fear is to anticipate and prepare questions which may be asked.

Again, you need to think from the client’s angle to ensure that the answers you give are tailored to them and they are convinced you are the best candidate for the job.

Within this section on preparation we have included twenty of the toughest questions you could be asked in interview, together with an explanation of what the employer is looking for in asking the question. Once you determine what this is and have thought about your response your confidence will grow as you are more able to answer proficiently and confidently.

Questions

Tell me about yourself

Employers are looking for a quick snapshot of you (both your background and your personality) and how well you sell yourself and your capabilities. Don’t ramble on – be concise but make sure you get the main points in.

Why did you apply for the job?

This looks at your levels of motivation and commitment. Make sure you research thoroughly what the job entails. State the benefits you can offer them, and then what they can provide for you. Say why you want this job – not why you are leaving your present one.

Tell me what you do in your spare time

This has a double purpose. To make sure you have a rounded lifestyle – and to ensure your interests won’t interfere with your job. Go over your outside interests quickly, highlighting any job relevance and outlining the skills you have developed through them. The employer will be trying to establish whether the type of satisfaction these activities give you can be provided by some elements of the job – thus ensuring job motivation.

When have you been involved in teams?

Employers want a team player – so give examples of your role within teams (eg, creative, promoter, developer, organiser, producer, inspector, maintainer, adviser).

Underline what you learned and how it has made you more effective in a team. Link your answers directly to the job you’re after – check if they’re looking for a creative, resourceful team member, a detail-orientated person who will see tasks through or a positive team leader. They may ask about conflict in teams so be prepared with an example where you handled the conflict well and the team still operated effectively.

What are your main strengths and weaknesses?

This revolves around self-awareness. Again, link your strengths to the particular job. Employers want someone who knows what they are good at and where they need to improve. Everybody has weaknesses but employers want to know what you are doing to improve. Choose allowable weaknesses and turn them into strengths, eg, ‘I’m a bit of a perfectionist, - but that’s good for quality’. ‘My financial skills aren’t as sharp as I’d like – but I’m attending a bookkeeping night class’.

Why should we employ you?

Which of your skills or your experiences could add value to the company? Make brief but telling comparisons between the job description and your ability to meet their needs. State briefly what you can offer and back up anything you say with facts.

What has been your biggest achievement?

This reveals what motivates you and what matters to you (family, work, education or leisure?) Choose something that makes you stand out and involves positive characteristics, eg, you developed determination, strength of character.

What have you learned from your past work experiences?

This focuses on skills developed in previous jobs (vacation, part-time, full-time). Think about those jobs. Did you have any responsibility? Pull out the positive elements and focus on benefits to the employer.

When did you last work under pressure or deal with conflict – and how did you cope?

This is aimed at discovering if you can deal with problems quickly and efficiently – and confront a situation if you become frustrated.

The best technique is to think of an example and explain how the situation arose – then say how you dealt with it. If asked directly if anything made you annoyed or frustrated, be truthful but avoid appearing negative.

What is the biggest problem/dilemma you have ever faced?

Try to choose something that will show you in a positive light and that you are prepared to discuss at interview. How did you get over it? What did you learn? This will not only show how you cope under stress but also your decision-making ability and strength of character.

What other career opportunities are you looking at?

This will illustrate how well you have researched, planned and thought through your chosen career area. It will also show an employer how much you really want the job.

If you just list a long series of unrelated career options, it will cast doubt on your motivation. If you’re doing nothing it indicates a narrow perspective and lack of forward thinking.

Where would you like to be in five or ten years time?

Again, if you have a clear idea, it will show your commitment and vision. If you do have some insight into where you are heading, think of some of the functions and responsibilities you would hope to have.

When have you had to ….?

Employers want real-life evidence that clearly demonstrates you have particular skills. Draw up a list of key skills required for the position (found by dissecting the job ad, job description and person specification) and highlight at least two situations or achievements that prove you have each skill. Practise talking through each example and present a concise, hard-hitting case. Avoid waffle and keep it sharp.

What would you do in… situation?

Hypothetical questions are used to test your overall style and approach. Carefully prepare by listing all the roles you’ll potentially undertake in the new position and think up awkward questions yourself.

So sell me this product

Role-play questions really make you think on your feet. Once again, do your homework. Be prepared to demonstrate your skills in action.

What salary do you expect?

Work out a salary range you consider reasonable – job ads in the national and local press will give you an idea. Don’t undersell (or oversell) yourself. Give a range to indicate you’re prepared to negotiate.

How competent are you at …?

Many employers now like to assess candidates using scoring grids within a work-based framework. This makes it important to quote practical examples showing your level of competence.

Are you pregnant/gay/etc?

Yes it’s an outrageous question – but always be on the alert for it. It may be designed to shock you and assess your reactions. It may equally reflect the fact that some employers lack formal training in interview techniques and fall back on crude stereotypes. Whatever the reason, it’s vital not to lose your cool – just write it off to ignorance.

You haven’t been much of a success so far, have you?

The aggressive approach may also throw you. The reasons could be the same but this time it is more likely to be a deliberate attempt to unnerve you. Again, keep your composure – it’s probably the reaction they are looking for.

Do you have any questions?

Always expect this one – so prepare a list. Include a few probing questions to show you’ve done your research. Don’t be afraid to write them down and take them to the interview with you. You’ll find some suggestions below:

Suggested interview questions for the applicant

How has the job vacancy arisen?

Allows you to find out more about any organisational changes and the people you may be working with.

How will my performance be measured?

Allows you to set personal targets and to assess company standards. It also lets you know exactly what is expected of you.

Who would I be working closely with?

You get a better idea of team dynamics and potentially the size and range of teams in the company.

What are the key things I would be doing within the first six months?

Again you will show an interest in the range of projects that will be your responsibility. It also can give an indication of your awareness of project management and prioritising.

What would my future career prospects be like?

Showing commitment towards staying with the company and an interest in the potential of furthering your career and personal development with the company.

What training could I expect to get?

Showing interest in training and development again displays enthusiasm for the position and how you could further develop in that role.

What happens next? When will you be able to let me know your decision?

It is important for you to know when you will be notified.

When to talk about salary?

Use your judgement here – never bring the subject up too soon. Your main priority is to promote yourself as the most suitable candidate in order to place you in a strong negotiating position. But be clear in your mind what you really want in terms of money/package as well as experience.

Questions you ask are another opportunity to create a rapport with the interviewer showing some interest and enthusiasm. Don’t forget: It is still important for you to add to these for each particular position and anticipate questions specifically related to:

• Yourself/skills/experience
• The company
• The position
• The person specification

Seeking feedback

At the end of the interview seek permission (in a positive way) to ask for feedback at a later date. This provides you with a valuable ‘hook’ for future contact and ensures you leave the door open even if you’re rejected.

Mock interviews

At this stage you may also want to put your preparation to the test. Find a friend/colleague who would be happy to take you through a mock interview situation. Make sure you choose someone who is comfortable with this process and who can provide you with constructive and objective feedback.

Taking yourself through a mock interview at this stage provides the following benefits:

• An opportunity to test your preparation up to this point
• An opportunity to face any personal barriers in a non-threatening interview situation
• Use of the review sheet lets you gain valuable feedback on your personal performance, answers and overall approach

If you need more practice, or require a range of perspectives on your performance, this process can be repeated with different people. However, preparing for a mock interview does take time, so plan well in advance. Also remember to treat it like the real thing – and act positively on the feedback given.

Mock interview review sheet

Stage 2 – Checking your balance of skills

For each interview check your list of skills and ensure you take a client-centred approach, tailoring your skills and experience to those required by the employer for the position.

Remember to continually improve your skills portfolio by:

•Taking a close look at your list of skills and achievements – start to think about how they match what the client is looking for
• Thinking about your balance of skills – are there any areas needing development?
• Asking if you are well enough prepared to be able to sell those skills effectively at interview
• Re-checking your balance of skills – is it right for you/your client or do areas need developing?
• Referring back to your preparations stage – have you prepared enough to be able to sell these skills effectively at interview?

Stage 3 – Making the connection

This is where the depth of your preparation in Steps 1 and 2 is really challenged. Step 3 is about selling the benefits and making sure that each answer within the interview can be backed up with:

• Depth of evidence of the skills and qualities displayed
•Breadth evidence (one or two examples) of situations when you have had to use those skills

Becoming client-focused

Considering the employer as your client and not the other way round can be the crucial link to gaining success in interview. Moving to this client perspective you will be more able to promote the benefits you can bring to them. You need to make sure you tailor your analysis of evidence to their requirements and not your own.

Remember to:

• Ask yourself exactly what they are looking for (refer back to the preparation stage and check job description, advert, company literature etc)
• Put yourself in the shoes of the client – how are you going to demonstrate clearly that you are the best candidate – exactly what is going to set you apart?, What are your unique selling points?
• Check that your answers (from Step 1 and mock interview) are focused and clearly demonstrate:
- Your skills/qualities/experience
- The benefits they offer the client/organisation
• Look at your research on the company again – is it in-depth enough, is it up-to-date and current?

This client-centred approach lets you take time out before the interview to double-check that your preparation has been focused on the needs of the client and not just your needs.

Stage 4 – Practical application

The interview

Marketing and selling ourselves rarely comes naturally, and for many of us an interview situation can generate anxiety and feelings of stress.

Putting time and effort into your preparation will have already removed some of this stress by boosting your confidence and reassuring you that you know what your client wants and what you have to offer.

There are other practical techniques that can help too.

Tips for reducing stress and anxiety:

Nerves affect people in different ways in interviews. They can affect the way we communicate, how we present ourselves and even our thought patterns. Typical symptoms are:

– Dry mouth
– Stumbling over words
– Hot flushes
– Sweating
– Mind goes blank
– Lose the thread of answers
– Feel over-emotional
– Difficult to maintain eye contact
– Shaking
– Nervous twiddling (with hair or clothes)

Ways of dealing with this include:

PREPARE – Feeling confident in your research and the depth to which you know yourself, the position and the company, to boost your performance.

ORGANISE – Lack of organisation is also a major cause of anxiety. Make sure you check:

– Time and place of the interview
– Any information you need to take with you
– Car park facilities (do you need change?)
– Your route by road or train times
– Allow time for unforeseen delays

VISUALISE – Yourself walking into the room, introducing yourself and delivering questions in the interview with confidence. Mentally rehearse this sequence, it will help you to remain positive and help you focus on what you need to be successful.

PRACTICE – You will have already taken the opportunity to go through a mock interview situation – review how this went. What were your areas for improvement? Repeat this as often as needed.

BREATHE – When you feel nervous, you may not be breathing deeply enough. Make sure you sit up straight, but relaxed and inhale deeply a number of times.

RELEASE TENSION – Unreleased energy may cause hands and legs to shake. Before standing up to give a presentation, it is good idea to try to release some of the pent-up exercise by doing simple, unobtrusive muscle (isometric) exercises.

PREPARE WHAT YOU WILL WEAR – Make sure you are appropriately dressed and feel comfortable in what you are wearing (plan this in advance).

Making an impact

Remember always to think of the interviewer as the client. Throughout Steps 1 to 3 we have looked at making yourself stand out. This can be further enhanced by:

• Looking positive as you greet the interviewer/s (firm handshake, direct eye contact and smile!)
• Acting and appearing professional from the first minute – remember that first impressions count. This will boost your confidence throughout
• Being confident and concise with your answers (this is when all the preparation pays off)
• Leaving the interview with the same professionalism as you entered

Stage 5 – Review and improvement

Gaining feedback

Whether you are successful or not, it is crucial to learn from experience. Knowing what you did right is just as important as knowing what you didn’t. Follow up the interview and:

• Ask for specific feedback if you were unsuccessful – have questions in mind
• Ask to be kept on file (other vacancies may occur)
• Consider whether you really wanted the job (if so, apply again if another position comes up)
• Be realistic about your own performance. What did you do well/what could you have done better?
• If some areas need developing go back to the preparation step and put together a plan of action
• Don’t be too negative about yourself – use it as a learning experience for next time

Whether you have been successful or not, go back to your list of skills and achievements and reflect on how much you have achieved so far.

Reflecting and taking time to assess your performance after interview is an essential part of managing your career and will enable you to learn and keep on moving forward through the career management cycle. Successful or not, there will be learning outcomes and areas for improvement after every interview.

There’s nothing more certain in a successful career than being rejected. The people who get rejected the most are those who are the most proactive. They usually develop to become successful on the basis of this. But rejection can leave you with low confidence, self-esteem and motivation. That’s why it is vital to take stock of the situation and rebuild your confidence. This will help you to:

• Improve your self-image
• Help you deal positively with rejection
• Encourage others to believe in you and your abilities
• Let you move forward and provide you with areas for development

The following ‘morale boosters’ may help you to maintain your confidence and keep yourself going.