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Interview Skills
This document provides an overview of interview skills and preparation. It discusses: 1. The types of interviews including face-to-face, video call, phone and Skype formats. 2. How to prepare for different types of common questions, like motivational, competency, and technical questions. The STAR model is introduced to structure answers. 3. The importance of researching the employer, practicing answers, maintaining a confident body language and tone, and asking thoughtful questions. Proper preparation and presentation of skills and experiences are emphasized as key to performing well in interviews.
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Interview Skills
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- 2. 1. Types ofinterview including video, face to face, skype, telephone 2. Types of questions and how to approach them 3. Preparing for interview and handling nerves 4. Questions and further help What we will cover:
- 3. …you will beable to approach interviews more confidently and may even start to look forward to them! What concerns do you have about interviews? By the end of the session…
- 4. Why have aninterview? Interviews are designed to find out : •Can you do the job? – experience and skills •Will you do the job? – motivation •Do you fit in? – culture and team
- 5. Types of interview Findout what type of interview you are having One to one Panel interview Telephone interview Video interview Skype interview Interviews can include: selection tests, presentations, case studies, technical interview.
- 6. • Arrangements forinterview are scheduled • A tutorial will provide instructions on the webcam and the interview • Between 4-15 questions related to the job • Typically, the candidate will have 30 seconds to read questions and 2 minutes to respond • The Big Interview – practise video interviews! he big interview Video interview
- 7. • Internet/phone signal •Quiet room, no interruptions • Desk/table • Microphone • Lighting • Camera position • Test call Technical preparation
- 8. Screening principles akinto applications Check application concerns Personality Fit with, and interest in, organisation 20-25 minutes Telephone interviews
- 9. Types of questions •Motivationalquestions •Competency based questions •Strength based questions •Technical questions •General questions
- 10. Examples: •Why are youinterested in this role? •What interests you about this company? •What interests you about this career? Motivational questions
- 11. •Use ‘past behaviourindicates future success’ •Objective way of comparing you to others •Relate to skills and behaviour needed for the role •Interviewers decide beforehand which type of answers score positive points •They look for structure •Use real scenarios Competency based questions
- 12. Examples: Can you giveme an example of when you had to solve a problem? Describe a time when you had to explain something complex in simple terms? Give me an example of a time you have worked in a team? What was your role? Competency questions
- 13. Designed to testyour technical knowledge – engineering, IT… You may be asked to solve a particular technical problem • How much reuse do you get out of the code that you develop, and how? • Which do you prefer; service oriented or batch oriented solutions? Technical questions
- 14. Strength based questions Competenciescan be defined as “what you CAN do”, Strengths are “what you really ENJOY doing” What are you good at? What comes easily to you? What do you learn quickly? What did you find easiest to learn at school or university? What subjects do you most enjoy studying?
- 15. What things giveyou energy? Describe a successful day you have had. When did you achieve something you were really proud of? Do you prefer to start tasks or to finish them? Do you find you have enough hours in the day to complete all the things you want to do? More strength based questions
- 16. Anticipating questions •Identify thecompetencies for the job you are seeking •Company website •Advert •Job descriptions •Compare these against your background •Find your best example for each and prepare this in advance •Keep the answer concise
- 17. • Give answersstructure, don’t ramble • Define the context • Be prepared with specific answers • Your chance to paint your own portrait • Don’t be afraid to ask for a minute to think Answering questions
- 18. Various approaches: • Topdown Start with the main point you want to get across and then expand with some detail. • Number your points For example ‘I have three points to make’ • STAR Useful for competency based questions Remember the question and what you are trying to demonstrate! Structure
- 19. Situation: give acontext by describing the situation Task: what was your goal? Action: tell the interviewer your specific actions – this should be the biggest part of your answer Result: shows yourself in a good light, even if the overall project was not a success STAR model
- 20. In groups: • Markon the job description key qualities, skills and experience that are being sought • What question could you ask to find out more about one of these skills or qualities in an interview? Your turn!
- 21. Be prepared! • Findout about the organisation and the interviewer • Rehearse your answers to typical questions with examples • Know your CV/application inside out Before the interview
- 22. • Who aretheir main competitors? • Who are their customers/clients? • Who are the key players in the industry? • What are the hot topics at the moment? Resource you could use: • Website • Speak to people who work there: careers fairs, events, alumni • LinkedIn • Twitter feed Research the company
- 23. Practical preparation: • howto get there • what to wear Psychological preparation: • positive mindset • dealing with nerves Preparation
- 24. Initial impressions arecrucial! • 50% Body language • 40% Voice • 10% Words
- 25. •From as soonas you walk in the building •Walk tall and straight •Be grounded before you speak •Make eye contact and smile •Shake hands •Say who you are clearly •Remember to breathe Initial impressions
- 26. “Created poor initialimpression’’ “Didn’t sell themselves effectively” “Didn’t elaborate on responses to questions” “Shy” “Couldn’t discuss things they had put on their application” “Lacked enthusiasm” “Appeared not to know anything about the organisation” “Showed no interest in either the job or the organisation” Nottingham Trent University website Quotes from employers
- 27. Sit reasonably upright Keephands on show Maintain good eye contact Keep an open posture Minimise things you do when nervous Speak clearly Remember to breathe During the interview
- 28. What you say: •Use examples • Be informative – structure your answers • Boast modestly • Take time over difficult questions - ask for clarification if necessary How you say it: • Think about the words you use • Talk about I rather than we During the interview
- 29. http://www.sussex.ac.uk/careers/jobs/applyingforjo bs/interviews From CareerPlayer, GraduateJobs and Career Advice on video Preparation is key
- 30. What would anaverage day be like? How would my work be monitored and how often would I be appraised? What career paths have other graduates followed in this company? Will I have any opportunity to use my foreign language skills? Will I be working in a team? What is the make-up of these teams? What are the company’s development plans and targets over the next five years? When am I likely to hear back from you? Do you support study for external qualifications? Your questions…
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- 32. Careers and EmployabilityCentre support: • For 3 years after you graduate • Short interview with a careers adviser: Mon – Fri from 9am ‘til 5pm • Vacancies – part time, work experience, internships, graduate jobs • Briefings and workshops • Career Hub • Attend events – listed on CareerHub Follow us on Twitter & Facebook www.sussex.ac.uk/careers How we can help you
- 33. Thank you foryour participation!
Editor's Notes
- #4 Why do employers want to interview candidates?
- #5 CONGRATULATIONS!!! You’ve done well – you’ve got an interview and they want to find out more about you! It’s a 2 way process – you need to make sure you fit with the organisation too.
- #6 Addressing answers to a panel?
- #8 You can book an interview room in Careers if you need a quiet space for video or telephone interviews.
- #12 Examples of competency based Questions could include: Tell us about a time when you worked as part of a team- what was your role? Can you give us an example of when you demonstrated your communication skills- what did you do? Analytical skills Communication Problem solving Teamwork Leadership Creativity Adaptability Influencing
- #15 Now used by many graduate recruiters The theory behind strengths interviewing is based on positive psychology- everyone has strengths they are born with but few people know what these are. By identifying your strengths and matching yourself to the role, you will enjoy it more and perform better that those who have to try hard to fill the role One of the beauties of strengths based interviews is that you can't do so much preparation and are less likely to come up with the hackneyed answers candidates think interviewers want. Think about what you love doing both inside and outside work and be prepared to be open: don't try to be something you're not. Be honest about what tasks you don't enjoy doing and think about how your preferences might fit with the organisation's culture and the job requirements
- #16 General questions – like, Tell us a bit about you?
- #18 Addressing answers to a panel