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Interview Success
This document provides guidance on preparing for and succeeding in job interviews. It discusses the importance of researching the company and role, being prepared to answer common question types like motivational and competency-based questions, and making a strong first impression through body language, eye contact and a firm handshake. The STAR model is recommended for structuring answers to competency questions. Interviewers assess a candidate's fit based on whether they can, will and fit the job. Being confident, speaking clearly and providing concrete examples from past experiences are keys to interview success.
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Interview Success
- 1. Careers & EmployabilityCentre Interview Success
- 2. What we wantto achieve By the end of the workshop you will be able to: • Describe how best to prepare for an interview • Understand the different types of interviews and questions • Feel more confident about interviews
- 3. Why interview candidates? Interviewsare 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
- 4. Types of interview Askwhat sort of interview to expect! First interview Second interview Telephone interview 1 to 1 or panel interview CV or Application Form based Competency based Case study Academic or technical Selection tests Assessment centre
- 5. Before the interview Beprepared! • Find out about the organisation and the interviewer • Rehearse your answers to typical questions with examples • Know your CV inside out
- 6. Preparation Practical preparation –how to get there, what to wear Research preparation – research the job, the organisation, think of examples to illustrate your suitability Psychological preparation – positive mindset, dealing with nerves
- 7. Research the company •Who are their main competitors? • Who are their customers/clients? • Who are the key players in the industry? • What are the hot topics at the moment? Website Speak to people who work there – careers fairs, events, alumni LinkedIn Twitter feed Google alert
- 8. Types of questions •Motivational questions • Competency based questions • Strength based questions • Technical questions • General questions
- 9. Motivational questions Examples: •Why areyou interested in this role? •What interests you about this company? •What interests you about this career?
- 10. Competency based questions •Use‘past behaviour indicates 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
- 11. Competency questions • Identifycompetencies for the job you are seeking •Company website •Advert •Job descriptions • Compare these against your background • Find your best example and prepare this in advance • Keep the answer concise
- 12. Competency questions Examples: •How wouldyou deal with a team member who is underperforming? •Describe a time when you had to find a solution to a problem
- 13. Technical questions Designed totest your technical knowledge - engineering, IT… May be asked to solve a particular technical problem eg: • 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?
- 14. Strength based questions Competenciescan be defined as “what you CAN do”, while 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. More strength basedquestions What things give you 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?
- 16. Answer the question •Give answers structure – don’t ramble • Define the context • Be prepared with specific answers • Your chance to paint your own portrait
- 17. STAR model Situation: givea context by describing the situation Task: what was your goal? Action: tell the interviewer your specific actions Result: shows yourself in a good light, even if the overall project was not a success
- 18. Initial impressions arecritical You make an impression as soon as you meet someone:
- 19. The impact youmake •50% Body language •40% Voice •10% Words
- 20. Initial impressions • Walktall and straight • Be grounded before you speak • Make eye contact and smile • Shake hands • Say who you are clearly • Remember to breathe
- 21. During the interview Whatyou say: Use examples Be informative – 5 points you want to tell them 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
- 22. During the interview Sitreasonably upright Keep hands on show Maintain good eye contact Keep an open posture Minimise things you do when nervous Speak clearly Remember to breathe
- 23. Further help Short interviewwith a careers adviser 10 – 5 Mon – Fri Book through Careerhub Events Website www.sussex.ac.uk/careers www.sussex.ac.uk/careers/jobs/applyingforjobs/interviews
- 24. Examples of questions.. 1.What has been your greatest achievement? 2. Describe a situation where you have dealt with confrontation (for example a difficult customer). 3. What do you look for in a job? 4. Why did you choose your university and degree subject? 5. Tell me about yourself. 6. Describe a situation in which you led a team? 7. Is a jaffa cake a cake or a biscuit?
- 25. Your questions……… What wouldan average 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?
Editor's Notes
- #2 Ask group about experiences of interviews so far- any particular concerns? Good experiences? Bad experiences?
- #3 General introductions Different types of interview and how to prepare Tackling difficult questions Practise interviewer/interviewee
- #4 Interviews are also a chance for you to decide if you want to work for the organisation & find out more about their culture. Its not a one way process. You might also experience good interviewers and bad interviewers! Increasingly recruiters are using strength based interviews questions and we will look at these in more detail as we go through.
- #6 Look at your application form again, read the person specification & job description- research the employers website Think about a range of examples from the range of your experience
- #11 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
- #13 The weakness question- key to answering this is to keep your example positive and end on a positive note.
- #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
- #18 Avoid ‘you know’ ‘like’
- #21 Be grounded- be balanced!
- #22 Avoid ‘you know’ ‘like’