Our secretphobia…?CVs andinterviews
IntroductionAbout This ReportExecutive SummaryCVsPre-InterviewInterviewView From The Interviewers DomainConclusionAbout Th...
Aboutthis reportLook up ‘interview advice’ on Google and you’ll get morethan 94 million web entries. Try searching for ‘CV...
1: CVsDespite our ever more time-precious world, two pagesremains the optimum length for a CV, according to 57per cent of ...
Be careful about too much follow up of CVs. While sendingspeculative CVs out into the market is part and parcel ofjobseeki...
PreparationThere is so much information readily available regardingthis subject – but how much is relevant? What can besaf...
Techniques and behaviour duringinterviewHow you start the interview is critical. Use a formal addressto your interviewer u...
Others outline the interview format prior to launchinginto overviews with some asking the candidate for theirunderstanding...
Chapter 4:View from theinterviewer’sdomainBeyond the pale – use of unusualtechniques and questionsSleight of hand, or a le...
ConclusionWe started by saying there is a lot of CV and interviewadvice out there. Hopefully, this report puts some goodha...
Asia Pacific  | Europe  | North Americawww.hudson.com
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Our Secret Phobia - CV and Interview Research


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Our Secret Phobia - CV and Interview Research

  1. 1. Our secretphobia…?CVs andinterviews
  2. 2. IntroductionAbout This ReportExecutive SummaryCVsPre-InterviewInterviewView From The Interviewers DomainConclusionAbout This Research45681012161819
  3. 3. Aboutthis reportLook up ‘interview advice’ on Google and you’ll get morethan 94 million web entries. Try searching for ‘CV advice’and you will receive nearly 17 million results.What does this tell us? A couple of conclusions seem fairlyobvious.That there is a huge demand for help when looking andapplying for a job. That many people don’t feel confidentwhen it comes to penning their CV and aren’t’ surewhat prospective employers most want to see on it. Andthat, when they do get to an interview, they feel evenmore uncertain about what’s the best way to conductthemselves.Nobody really teaches you this stuff. It’s often a life lesson.You learn it as you go along. This is, of course, as true forthe person conducting the interview as it is for the personbeing interviewed – although this is usually forgotten.Most interviewers aren’t experts in CV assessment orinterview techniques themselves. They too have learned asthey go.CVs and interviews are one of those universal rites ofpassage that we all go through. They don’t have to befrightening. They are an opportunity to showcase your skillsand your personality to someone who has a vested interestin, well, being interested.We wanted to get to the truth of some of the basic butimportant questions that candidates frequently ask us.Our report is split into four main chapters. The first tacklesCVs – how long should they be? Should you follow up onthem? The second looks at your behaviour before enteringthe interview room. Do employers assess your bodylanguage? Do they notice if you are friendly to the staff inreception?Chapter three concentrates on the interview formatitself. What is the type of interview most favoured byemployers? Is it an exploration of your competencies? Or isit biographical – more of a review of your background andyour past roles?Finally, we look at what employers said about the interviewquestions themselves? What’s their favourite type ofquestion? How do they like candidates to respond?Throughout, we’ve included some of the interesting andquirky things that employers fed back to us. For example,one employer told us that the most unusual CVs they’dseen was an online “Flash” version, which was emailed tothem and included an animation and a song!Much of this is fun – but there is a serious point here.Following one of the deepest recessions, there aremany people who have been unfortunate enough to findthemselves unemployed though no fault of their own.The job market is more competitive than ever.Lots of the people currently seeking jobs are doing so afteryears of security. They have not written a CV or been for aninterview for a long while. It is absolutely understandableLike, how long should my CV be? Should I really include myhobbies? Or is that frivolous?Have I really already been judged by my handshake andwhether I chatted to the receptionist before I entered theinterview room?And how should I dress for the interview? Is a suit and tieover the top in the modern day?We wanted to find out the answers from the horse’s mouth.So we asked a whole host of organisations, from a crosssection of industry, and have compiled the results into thisreport.We hope you find it useful.that these people feel apprehensive about having tonow put pen to paper or finger to keyboard and describethemselves, their experiences and skills. It is inevitablethat they will find an interview situation one for which it isdifficult to prepare.They will be asking, have things changed? After all, the lastdecade saw us move into the internet age. People haveless time than before to read content for their day job, letalone CVs from prospective employees. We’re told thatpeople’s attention span is shorter, thanks to email, instantmessaging, text messages and social networks. Manycompanies only accept online applications.What might the impact of all of this be on the jobapplication process? Should CVs be shorter than mighthave been the case in 1990 or 2000? Have interviewstyles changed?As well as being interesting and, in some cases, fun, thisresearch is designed to answer these questions andreassure candidates who are nervous about the wholejobhunting process.Introduction4 5
  4. 4. 1: CVsDespite our ever more time-precious world, two pagesremains the optimum length for a CV, according to 57per cent of employers. In fact, a surprising 38 per centof people surveyed said that three pages is ideal –suggesting that, when it comes to assessing a candidate’ssuitability for a job, people are prepared to put in theproper time to screen people at the CV stage. This is not aprocess that employers want to skip over.Employers strongly believe that a CV should include a mixof responsibilities and achievements, with an appropriatebalance. One or the other is not really good enough formost organisations.Perhaps surprisingly, only 13 per cent of respondents saidthey are likely to read the ‘education’ section of a CV. Thiscould be a consequence of years’ of media criticism of‘slipping standards’ in national qualifications such as Alevels or GCSEs. Whether this is true or not, it seems clearthat relevant experience is more critical than ever: 88 percent of employers say they read this section.We looked at the issue of speculative CVs, the act ofsending a CV to an organisation that is not advertisingon the off chance they may be interested. The majorityof employers see speculative CVs as proactive , althoughnearly a third (30 per cent) say they find people that followup with a call or email after a couple of days “a nuisance”.Even for an advertised role.There are some absolute CV dos and don’ts. Accordingto our survey, any gaps should always be explained anda professional summary at the top is a very good idea.Including logos of companies you’ve worked for, and other‘visual’ flourishes can, by contrast, backfire.2: First impressionsIt is still true that your interview starts the moment youenter the building – not the moment you sit down acrossthe table from your interviewer.Formal business attire is still rated as important, along with,unsurprisingly, good hygiene. Practising a firm handshakeis also wise – 125 out of 184 people rated this asimportant or highly important.In the interview room itself, body language is noticed, socandidates should keep those arms uncrossed, laugh, smileand generally look enthused. Sarcasm is a big no no. And,in a very modern twist, employers’ most hated behaviouris… leaving the mobile phone on.3: The interview – styleThere are no major surprises in terms of the thingsemployers wish to see here: they want candidates todemonstrate knowledge of the company and give answersrelevant to the job.Executivesummary offindingsNearly three quarters (71 per cent) of employers prefera competency-based interview, seeking to draw out theareas in which a candidate excels, the traits that will fit withand contribute to the company. Nearly half (49 per cent)like to start with informal chat. Building a rapport during theprocess is rated as highly important, as is sharing a senseof humour, and avoiding yes/no answers.The results back up the sense that ‘hard-nosed’ interviewsare largely a thing of the past. Interviewers today are rarelytrying to ‘catch anyone out’ or see how people performunder stress. Two thirds (68 per cent) say they wouldprompt or help a candidate that was taking a long time toanswer a question, for example. However, 28 per cent ofinterviewers did admit that they would consider “testing”a candidate by seeing how they respond to an aggressivequestion.Conversely, 90 per cent say they would never testa candidate to see how they respond to deliberateunfriendly/cold behaviour.Overall, it is about getting to know the person you arelooking to hire – and seeing if they would be a positive fitwithin the organisation.4: The interview – questionsAsking sensible, relevant questions is one of the thingsrated most important by employers. So far, so good – thatseems fairly logical.Respondents were completely split, though, when it comesto one of the age-old quandaries: at what point should youfirst query the salary and benefits of the job?One quarter (27 per cent) think candidates should haveasked before the interview, but 25 per cent say the firstinterview stage is the more appropriate time. 23 per centsay you should wait until the second interview and another20 per cent think you should wait even longer – rightup until the offer stage. This uncertainty highlights theadvantage of candidate’s working through a recruitmentcompany as consultants will almost always have the salaryinformation available and candidates’ should always ask forthis before moving forward with a vacancy.There is no consensus and this is one area wherecandidates will need to make their own judgement callbased on the particular job they are applying for. Ingeneral, our advice would normally be to investigate basicremuneration details before applying – after all, it seemscommon sense to want to know this information in order tomake an informed decision as to whether you are right forthe job, and if it is right for you.6 7
  5. 5. Be careful about too much follow up of CVs. While sendingspeculative CVs out into the market is part and parcel ofjobseeking – particularly in a tough and competitive climatesuch as we have endured the last two years – someemployers can find follow ups by phone or email anunwanted nuisance.It is naturally tempting to want to follow up if you havenot heard anything from a company you have applied for.While we wouldn’t discourage candidates from doing soas a rule of thumb, it’s important to apply discretion. Nearlyone third (30 per cent) of employers we asked told us thatthey would see a candidate that makes follow up calls anuisance rather than proactive.CV style - how do employers react to the following?0%10%50%30%70%90%20%60%40%80%100%CreativeuseoffontsCreativeuseofcolourCareer descriptioninshort bulletsCreativeuseofimages/graphicsCareer descriptionindetailedparagraphsThe quality of your CV - how do these things affect an employer’s perception of you?0%10%50%30%70%90%20%60%40%80%100%Size matters. How long should mine be?We see CVs of all shapes and sizes. Some are fitted neatlyonto a page. Some are crammed onto the page – withmargins and font sizes slashed to within an inch of their lifein order to make room.Others stretch for pages, every job title, course undertakenand qualification gained explained in impressive detail.Most are somewhere in between.What’s the best?According to our survey – definitely try and stick to twoneat, succinct pages. BUT – don’t try and cram. If therereally is too much to fit on the two sides of A4, and youabsolutely can’t edit it down, then don’t feel too bad aboutstretching to three. Three sides of easy-to-read copy isbetter than two pages chock-full of text.What should be on my CV?Simple: your experiences. 70 per cent of respondents saidthat when a candidate outlines their experience within,it should be described in terms of “responsibilities” and“achievements.”Experience rates as more important than education, with88 per cent of employers preferring to read the experiencesection first. Employers are fairly neutral when it comes tohobbies and interests. The screening decisions are basedpredominantly on experience – but also on accuracy andstyle.Chapter 1:CVsSpelling mistakes, incorrect grammar, use of jargon should all be avoided at all costs.“What’s the mostunusual thingyou’ve seen on aCV?”“Pictures of an aeroplanedesigned to show what a highflyer they were.”“Family photographs!”“The first sentence started...‘We moved to Coventry whenI was four...’ It was 64 pageslong!”“A hobby of ‘taking drugs’(think it was meant to bea joke!).”“A tea bag attachedso that I could have acuppa whilst reading it!”“An online ‘Flash’ CVwhich included animationand a song.”What is the ideal number of pages of a CV?57%1%0%38%4%What should be on your CV?Shoulda CVhaveaprofessional summary?DoyoureadHobbies &Interests?Shoulda CVincludereferencecontact details?Shoulda candidateincludelogos ofthecompanies they haveworkedin?Doyoureadcover letters?Shoulda candidateincludea companysummary of thebusinesses they haveworkedin?Shoulda CVincludeacandidate’s salary details?Shoulda candidateexplainany gapsintheir employment ontheir CV?0%10%50%30%70%90%20%60%40%80%100%YesDon’t knowNoThecandidateincludes aphotographof themselfSuspect spellingand/orgrammarUseof jargonCVis writtenin3rdpersonCVwas sent by post insteadof emailCVis receivedby email inaformat other thanMSWordLargenumber of jobs/contractsSimilar hobbies &interests as yourselfPositively Not at allNegativelyOneThreeFive or moreTwoFourPositiveNeitherNegative8 9
  6. 6. PreparationThere is so much information readily available regardingthis subject – but how much is relevant? What can besafely disregarded? Remember, you never get a secondchance to make that desired good first impression.Unsurprisingly, our survey indicated overwhelminglythat good hygiene and cleanliness was a major factor inRemember that the interview is very much the main event.It doesn’t start with the first question you are asked. Itdoesn’t even start when you enter the building. It startspromoting a good first impression, with 69% of employersciting this as highly important.Formal business attire also figures highly with prospectiveemployers. More than half (52%) rate this as important.Unless specified, candidates should always dress uprather than down. Ask friends or relatives for feedback andadvice on how you look and how you could improve yourpresentation. Make a conscious effort to project success.with your preparation prior to that. How you prepare signalshow you will handle the prospective position.Chapter 2:Pre-interviewIt’s true! Firstimpressions reallydo countResearch the company via their website: what it does, whoits competitors are, its history.Study any sent corporate literature; relating to it asa passing reference could make a difference to theinterviewers impression of your enthusiasm for the job.Obviously, be conversant with your own CV, practiceanswers to questions you think may be asked. In planninganswers ensure they are succinct.Be certain of the route to the interview and allow plenty oftime prior to arrival to compose yourself.A considerable percentage (32%) of employers ratedtalking with the receptionist or secretary prior to theinterview as important. A personable and informal chat willmake a good impression and also put you at ease prior toentering the interview room.Always, always ensure your mobile phone is off! Some78% of employers surveyed were extremely unimpressedby this lapse.Entering the lion’s denIt’s almost a cliché that we judge people on a handshake,but a firm handshake was rated as important by 53% ofemployers. And, despite society today being more relaxedand informal than ever before, the majority (51%) ofemployers remain reasonably conservative, saying that it’simportant clothing isn’t too revealing.On meeting with interviewers, two thirds (64%) ofrespondents would be impressed with the candidatestanding up straight and smiling.Attempts to promote friendly chatter impressed some 57%of employers. Such informal banter can do much to settlenervousness prior to the interview proper.How important are first impressions?Behaviour in the interviewWearingformalbusiness dressGoodhygieneandcleanlinessFirmhandshakeAvoidingtoomuchmake-upRecent haircutAvoids a clear smell of aftershave/perfumeEnsuringthey donot haveasweaty/damphandshakeDoes not wear revealingclothingStands upstraight andsmilesTalkingtoreceptionistSpeakspositivelyaboutcurrent/lastemployerSpeaksnegativelyaboutcurrent/lastemployerSomearroganceExtremelyprofessionalConfidenceExtremelyfriendlyPooreyecontactSarcasmShortsharpanswersLengthydetailedanswersAttempts tomakefriendly chatter withyouWafflingLeavingthemobilephoneon0%10%50%30%70%90%20%60%40%80%100%Highly UnimportantUnimportantExtremely unimpressedHave some doubtsNeutralHighly ImportantImportantNeutral reactionExtremely impressedHave a positive interest0%10%50%30%70%90%20%60%40%80%100%10 11
  7. 7. Techniques and behaviour duringinterviewHow you start the interview is critical. Use a formal addressto your interviewer unless invited to do otherwise. Thiswould be the professional approach, favoured by some58% of employers surveyed.Remember basic body language. Leaning on the tableor desk is probably a bad idea – this is the interviewer’sprivate territory! A high 59% of employers told us theywould harbour doubts over perceived negative bodylanguage.The three ‘e’s are vital!Maintain eye contact, exude energy and enthusiasm.Energy and sureness of self-expression can count higherin interview than your accomplishments. Some 84%of interviewers said they would react positively to this,whereas appearing unhappy would cause three quarters ofpotential employers (77%) to harbour doubts.Qualitative attributes can substitute for experience. Alwaysstress the prime qualities of willingness, motivation andenthusiasm. And don’t be afraid to ask for feedback. Infact, often, this is a good strategy. It can stimulate theinterviewer’s thinking process and help you to determinewhether to supply further information or improvepresentation.Ask questions that demonstrate the sophistication of yourthought processes. The interviewer would want to see yourability to achieve results. Translate past accomplishmentsinto qualities that relate to the employer’s requirements forthe position. Ensure your answers relate to the job positionunder discussion as this was rated highly important by 51%of employers surveyed.Stay on top of the game. Use your imagination to expandthe employer’s expectations for the position into futurepotential.Be positive without exuding over-confidence. Assert yourassets. Focus on your willingness and ability to acceptchallenges and master complex change. Some 85% ofemployers surveyed had a positive feel about a candidate’sability to show confidence. Even a candidate who is notblessed with natural confidence can do this by focusing ontheir strengths and highlighting their achievements.Prepare for the unexpected. There is a growing tendencyamong employers for a more interactive form of interviewto stimulate a more open discussion along the lines of aproject meeting. This gives the opportunity to promote aproactive attitude offering insights into your abilities todevelop improvements.Inject humour as appropriate (without reverting to yourtrusted stand up comedy act!), rated important by 72% ofemployers, but never lapse into sarcasm. An overwhelmingnumber of interviewers would harbour doubts and/or beextremely unimpressed by this trait.Chapter 3:InterviewWaffle is not great. It shows uncertainty and lack of focusand clarity. Also, avoid the temptation to go on too long.It is a fine line between emphasising your abilities andoverstating your case. Some 57% of employers stated thiswould give them cause to doubt with 42% being extremelyunimpressed.Unless you have something vital to add, let the interviewertake the lead in any inter-question pauses.If an opinion is invited over some sensitive issue, beware!Sometimes it is good to appear opinionated (if you can backyour viewpoint up) but an interview is rarely the place to geton your soapbox. Strongly expressed opinions are unlikelyto do you any credit. Present a balanced viewpoint on suchissues.Don’t leave the interview empty-handed. Should theemployer indicate there are other candidates for interview,try to find out as much information about the process aspossible. How many stages? Any further testing? Who elseis likely to conduct interviews? Armed with this information,it can put you at an advantage when preparing for furtherinterviews. The interviewer may indeed conclude by invitingquestions. Anticipate this with pertinent query’s related tothe position, not necessarily about salary or benefits (seebelow).On leaving, thank the interviewer, emphasising how muchyou enjoyed the experience and how confident you feelabout having the ability, skills and experience to meet therequirements of the position.Interview techniquesOne of the reasons we undertook this project was to beable to offer candidates statistical reassurance about howan interview is likely to proceed. Knowing what to expect,after all, will help with confidence and preparation.The good news is that most employers like small chat.They want to get to know the person they are interviewing– even if on an initially superficial level. Only a smallpercentage of employers say they move straight intointerview without any kind of preamble. Nearly half (49%)of those surveyed opting for informal chatting, some 26%opting for an overview of their company and 15% for anoverview of the position.Which interview format have you foundto be the most useful?70%13%12%4%BiographicalSkills Based InterviewCompetency Based InterviewDon’t know12
  8. 8. Others outline the interview format prior to launchinginto overviews with some asking the candidate for theirunderstanding of the role they had applied for.A biographical approach to interview is a historicaldiscussion on your career. This format was favoured by12% of employers whereas an overwhelming 71% optedfor competency-based approach which will focus on thejob’s key competencies and the candidate’s ability inrelation to them. 13% prefer a skills based format. Thismeans that you are best preparing how you will tell your‘story’ in terms of the things you are good at, knowing whatthe interviewer is looking for – the areas of competencethat will benefit an employer… and how.The big three questionsIn terms of preparing for interviews, we get asked somequestions a lot.One is how to respond to questions about previous jobs.Our advice is always clear – and our research backs itup. Basically, if asked about previous jobs, avoid criticismof former employers at all costs! A very significant 60%would view this as unattractive while 78% of interviewerswould respond positively if you spoke favourably of a pastemployer.Another is, ‘What do I do if I don’t know the answer to aquestion?’First of all – don’t panic. Interviewers rarely expect peopleto know everything. And, sometimes, your mind doesjust go blank. Most employers we asked said they wouldsupport a candidate that is struggling - some 68% of thosesurveyed would offer help or prompt if you were obviouslystruggling with a question.That said, don’t go into any interview without alreadypreparing answers for obvious questions. Nearly all (89%)respondents said they would be likely to ask candidates tocomment on their own strengths and weaknesses.Finally – the biggie. Salary. Convention has it that thesalary and benefits should not be discussed at interviewstage. Most people tend to find this out earlier. However,this survey indicated that employers are evenly split on this.One in four (27%) employers expect some form of queryprior to interview, but 25% expect it at first interview stageand 23% at second interview. The candidate should use hisown intuition to gauge the mood of the particular interviewand assess when would be the appropriate time. Of course,when going through an agency, always make sure you askyour consultant for the salary details beforehand and thiswill save you the worry of when to ask the hiring company.What would/do you do if a candidatetakes more than around 30 seconds toanswer a question?At what stage should a candidate firstquery the salary/benefits of the job?69%25%21%23%4%27%5%20%5%1%Prompt/help the candidateMove onto the next questionContinue to wait for an answerOther (please specify)Before the interviewSecond interview stageOffer stageFirst interview stageAdditional interviewsNever14 15
  9. 9. Chapter 4:View from theinterviewer’sdomainBeyond the pale – use of unusualtechniques and questionsSleight of hand, or a legitimate interview tool? Well, the juryis out but some 27% of respondents admitted to havinggone down this road. As always, prepare and beware!Techniques used varied from telling candidates they‘cannot be seen’ in the particular role, playing the ‘good copbad cop’ routine, trying to put the candidate off the job ….even holding the interview in a pub or station!Surprise questions have been bounced on candidates suchas being asked what they are passionate about, droppingin random general knowledge questions, asking candidatesto imagine they are a biscuit ….. even asking the candidateto tell a joke!It’s a minefield! Candidates will have little insight intowhat is coming when they enter the interview room. Ashighlighted throughout this report prior preparation andcomposure before the event are key.Beyond a joke – interviewers on thereceiving endRemember – the person(s) in front of you haven’t alwaysoccupied the high ground! Respondents gave insights intohow they had been wrong-footed by candidates. Beyondparody – or a message as to where not to go …….read on!Some of what the interviewers have had to put upwith – candidates have: Applied as a man but appeared atinterview as a woman, left part way through the interview‘to get some fresh air’, walked into the interview room witha can of Red Bull, worn sunglasses throughout, one personeven spent five minutes on the phone!Some candidates have displayed extreme arrogance orrudeness, have cried, fainted and tapped pens continuallyon the desk. Some have even asked the interviewer fora date, sent a relative with better English skills, broughttheir mother, requested biscuits ……one candidate evenconducted his interview as a member of the StarshipEnterprise!A light-hearted insight maybe and candidates woulddo well to follow the lead of interviewers and file theseexamples away under ‘experience’. But be aware that theextreme does not sit well with employers and adjust yourgame-plan accordingly.It’s too late if you leave the interview room thinking ‘if only Ihadn’t’ ……!Off-piste tactical questioningWe’ve all heard stories of ‘horrible’ interviews, wherecandidates have been instructed to tell a joke, or sell theinterviewer a paperclip, or some other such unhelpfuldemand.In the 21st century, are these urban myths or do employersthink such tactics have their place?Aggressive questioning seems to be largely a thing ofthe past, with 72% of those surveyed not condoning it.However – it would be prudent to be wary, as 28% didadmit they might test a candidate in this fashion.Similarly, while the vast majority (89%) of respondentswould not use a deliberately cold or unfriendly attitude asa means of testing a candidate, a not-insignificant 11%indicated they would.Beyond the expected – interviewtechnique changesWhen questioned about interview format changes in thelast 12-18 months some 73% of respondents indicated nochange but 27% had instigated change to some degree inthat period.Changes varied – some dependant on type of position thatthe post warranted and some were rolling changes due toincreased competency on the part of the interviewer. Moretechnical questions were introduced in some cases, dueto internal ‘resistance to ‘the right buzzwords’ while othersasked less straight-out questions to let the candidate ‘feeltheir way’ to the answer.But beware – some respondents were using more in-depthprobing, re-defining competency based questions and evenadding role-play for certain positions.“What is themost unusualsituation you haveexperienced wheninterviewing acandidate?”“When a candidate had agap in their experience, theyclaimed to have been travellingin Europe. When asked wherein particular, they replied “hereand there”. Even after furtherprobing they could not expand.”“The candidate who had justcompleted an 80 hour week inan American law firm who didnot seem to remember her ownname.”“Candidate spent five minuteson the phone!”“I was conducting atelephone interview witha candidate who wasshopping and at thecheckout who seemedto think this wasacceptable.”“Someone who’s hobbywas bee keeping and theyspoke about bees for anhour.”“Someone who identifiedHitler as their hero.”“Candidate fainted!”Would you ever test a candidate byseeing how they respond to aggressivequestioning?Would you ever test a candidate tosee how they respond to deliberateunfriendly/cold behaviour?YesNoYesNo28%11%72%89%16 17
  10. 10. ConclusionWe started by saying there is a lot of CV and interviewadvice out there. Hopefully, this report puts some goodhard data behind some of that, suggesting that a lot ofwhat you should do and say is common sense.What’s also worth remembering is that interviewing ishard for the interviewer as well. We talk to lots of businessleaders, and he or she will usually admit firstly to feelingunconfident when interviewing job applicants, and secondlyto having made bad errors of judgement when assessingthe suitability of a person for a role.The truth is interviewing will never be a piece of cake. Mostpeople find it tough. And that’s perhaps not a bad thing.It shouldn’t be easy. That’s not to say it should be a badexperience, but let’s not forget that you are supposed to betested, asked questions that will identify whether you areright for the organisation – and if it is right for you.For candidates, following the simple advice we’ve laid out inthis report will help you know what employers are lookingfor at CV and interview stage. For employers, seeingwhat other interviewers say and do will reassure you thateveryone faces the same challenges and uses, to a largedegree, the same tools.Talk to us if you want more advice.We have been helping candidates and employers for many,many years. And our new interactive online career portalwill make the job seeking process, including interviewfeedback, simpler than ever.my.hudson.com is your designated personal, securearea within our website that allows you to manage yourapplications, set up job alerts, access personal careeradvice, search for international jobs and monitor yourprogress.II Set up job alerts and be the first to know about ouropen positionsII Control your profile and access your applicationhistoryII Log in to see updates on how your application isprogressingExplore it now at http://jobsearch.uk.hudson.com/Aboutthe researchWe surveyed 233 of our clients and contacts acrossEngland, Scotland and Ireland during December 2009 &January 2010.The majority of companies have roles in the HumanResources department of their organisation, so wereideally placed to comment on CV and interview techniques,but we also surveyed people working in other areas of theirorganisation, from finance and IT, to sales and marketing.Where are you located?What is your job role?41%14%12%17%16%33%9%2%4%3%8%6%12%9% 9%5%England SouthEngland NorthIreland (including N. Ireland)England MidlandsScotlandWalesAccountingHREngineeringSalesLegalBankingSupply Chain/LogisticsITProcurementMarketingOther (please specify below)0%18 19
  11. 11. Asia Pacific  | Europe  | North Americawww.hudson.com