Interview Tips
A lot of factors are involved in the job selection process. Perhaps the most crucial is the face-to-face session - the interview. Because it's a one-off, no-second-chances-situation, it's vital you're at your best in the interview.
You may hear people say "I interview badly" as if there's nothing they can do about it. In fact, there's plenty you can do. "Interviewing well" is all about preparation and practice. This section is divided up into the following, self-explanatory categories. All are designed to help you improve your performance in interviews:
- Preparing for your interview
- On the day
- Anticipating potential questions
- Questions to ask
- Concluding the interview
Preparing for your interview
You can never prepare enough for an interview. Your central aim should be to find out as much as possible about the company interviewing you, including:
- Its people
- Its products and/or services
- The industry sector in which it operates
- The value chain and distribution channels
- Competitors
In addition to the briefing you receive from your consultant, it is always a good idea to do some leg-work of your own. Ideas include:
- Visit the company's retail or service outlets
- Phone in as a customer
- Talk to suppliers, distributors and customers
- 'Experience' the product or service if this is practical
- Source annual reports
- Scan newspapers, libraries, the internet and info search sources.
Remember, keep an open mind. If a company is experiencing difficulties, this could be the very reason why they need your skills and expertise.
One of the first questions often asked by an interviewer or panel is "what do you know about our company?" If you have prepared well, you'll reply confidently and feel on top of things. It will also demonstrate your interest in the role and your information-seeking skills.
Remember, keep an open mind, use a suggestive approach, eg "If I understand correctly..." as opposed to a 'know-it-all attitude'.
Assemble relevant samples of your work to take to an interview. These can be powerful tools in an interview situation when used to illustrate such skills as spreadsheeting, presentations, design, writing, planning, photography and so on. They are involvement devices that can help you stand out from other candidates. Ensure these props clearly illustrate the point and are well tested if interactive.
Study the job description, taking time to anticipate potential questions and those you want to ask. Remember to focus on the required outputs and key performance indicators.
On the day
Don't be disappointed if the client doesn't ask for samples of your work or for you to explain everything you know about the position or company. The interviewer may lack experience in these areas. What is most important is that you sell yourself as best you can.
This is a pivotal part of the selection process. Remember the old adage: 'You only get one chance to make a good first impression'. Be professional in your preparation and approach.
Here are some pointers to help you perform to the best of your ability:
- Confirm the location and timing for the interview. If you are unsure, check out the location so you know exactly where it is and how you will get there on the day, ie cover off transport and parking.
- Plan to arrive on time or even a few minutes early.
- Never restrict yourself on time. The interviewer(s) may want you to meet other members of the organisation or take you on an impromptu site tour - all positive signs in terms of their level of interest.
- Ensure you know the interviewer's full name, how to pronounce it correctly and his/her title.
- In addition to the forward preparation you have done, take time to refresh yourself with details of your present and past employers.
- Dress in a business suit, paying careful attention to all facets of your personal grooming. Have the suit pressed, shoes polished, even a new haircut. These are simple things, yet subtle in the message they send.
- Never smoke, even if offered, and never go into an interview smelling of smoke. It is a guaranteed turn-off.
- If given a choice, choose an interview time that you know will allow you to be at your best.
- If presented with an application form, fill it in as requested. This is often a standard procedure and may be required by the company's procedures to comply with the Privacy Act. Avoid being pedantic and ask questions only if you genuinely have difficulty over a particular point(s).
- Follow the interviewer's direction on where to be seated. Sit upright, look alert at all times, know when to talk and when to listen.
- Ensure you look the interviewer in the eye and if there is more than one interviewer, maintain eye contact whilst listening or answering questions.
- Don't answer questions with a simple "yes" or "no". Always use examples wherever possible and distinguish clearly what part you played versus the collective "we". Better still, as part of your preparation, use the props that you have assembled such as designs, brochures, maps, spreadsheets or even a sketch pad to illustrate your point.
- If an interviewer doesn't have a formal structure he/she may want to break the ice by asking: "Tell me about yourself". If faced with such an open question, ask "where would you like me to start?" in order to get a more definite starting point.
- Never be derogatory or 'bad mouth' previous managers or companies. This may be seen as an excuse for poor performance or lack of ability.
Anticipating potential questions
Modern competency-based interviewing techniques, such as those used by Momentum consultants, are designed to seek previous behavioural events that illustrate a particular competency or skill set.
The question will be typically prefaced by "give me an example of..." or "tell me about a time...". These events will then be probed further with: how?, why? and what?
Rehearse examples of previous situations and events. You'll need to explain clearly how you approached these situations, why you used that particular method or action, and what was the outcome or achievement.
In addition to a series of competency-based questions relating to skills required, be prepared to answer questions such as:
- What do you know about our company? Our products? Our services?(Remember, this is your opportunity to demonstrate all the preparation you have done).
- What is the ideal role for you?
- Where do you want to take your career in the next 5 years? 10 years?
- What have you enjoyed most in your career to date?
- What management style gets the most from you?
- What motivates you?
- What does teamwork mean to you? Or tell me when you have felt part of a team?
- What has been your most notable achievement(s) to date?
- Why did you choose this particular vocation?
- What are your strengths?
- What are your limitations or weaknesses? (Remember to think of these as areas for development and further training and turn a potential negative into a positive).
- What are your interests, hobbies, sports? (These can be used to illustrate a certain skill an/or achievement orientation).
- Are you able to undertake travel in relation to your work?
- Are you willing to relocate?
If asked about your remuneration expectations do not place too much emphasis on money. Your consultant would not have shortlisted you for the position if there was a mismatch in your expectations and that of the company. What is important is for you to be consistent from the outset, adopting a flexible approach and trusting the skill of your consultant to facilitate this part of the selection process.
Questions to ask
Asking relevant questions about the job and the organisation is another opportunity to demonstrate the preparation you have put into the interview.
Emphasis should be placed on what is expected of you and not what you expect from the company.
Suggested questions include:
- What is the reason for the vacancy?
- What is the vision for the organisation and how will an individual in this role be expected to contribute to that goal?
- What is the nature of the induction and ongoing training programmes?
- What is the culture of the organisation?
- What makes a successful person in this organisation?
- Describe your management style or how you like to manage people.
Concluding the interview
This is your opportunity to ensure you have a clear understanding in your mind of the job requirements. A suggested question is:
- What do you expect the successful candidate to achieve in this position within 6, 12 months? or 2 years?
In turn, anticipate the interviewer may well ask at the conclusion of the interview:
- What is your understanding of the role and the outcome(s) required?
If you are interested in the role, state your interest and ask "what is the next step?" If you are offered the job and you want it, accept on the spot, subject to viewing an employment contract. If you would like some time to think it over, remain positive, be tactful and agree on a definite time and date when you can provide an answer.
Don't be discouraged if no definite offer or salary is discussed. The interviewer(s) may need to consult with others in his/her organisation and may have further applicants to interview.
Thank the interviewer for his/her time and consideration.
Immediately after the interview, call the consultant at Momentum who recommended you for the role. This is an important feedback loop and will be seen as a clear signal of your interest in the role. It may also be appropriate to send a follow-up email to the employer. Discuss this with your consultant.
