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Interview techniques workshop 2018
This document outlines an interview techniques workshop. It provides objectives and content including anticipating questions, preparing, first impressions, question types, and the STAR model for competency questions. Participants practiced interviews in groups with feedback. While practice improved most, one candidate brought inappropriate items and lacked professionalism. The workshop emphasized dressing professionally, researching the role and company, asking questions, and giving clear, evidence-based responses.
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Interview techniques workshop 2018
- 1. Skills Academy 2018 SuccessfulInterview Techniques John McMenamin Careers Consultant Career Development Centre
- 2. Workshop Objectives 1. Knowhow to prepare effectively for interviews 2. Know how to create a good first impression 3. Know how to perform well at interviews 4. Learn what to do and what not to do at interviews
- 3. Workshop Content 1. Anticipatingthe questions 2. Preparing for the interview 3. First impressions 4. Typical and non-typical interview questions 5. How to answer competency-based questions 6. Interview tips 7. Interview practice
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- 5. Anticipating the questions 1.Do your research Know yourself – Re-read your application – Strengths and weaknesses – Why you want the job? Know about the job – What skills do you need? – How can you demonstrate these skills with examples from University, work, outside interests? Know about the organisation & sector – Why do you want to work for that organisation? – What’s happening in the sector right now?
- 6. Anticipating the questions 2.Look at the job description The person specification is often primary source for interview questions
- 7. Anticipating the questions 3.Research questions other people have been asked Student room and Glassdoor are very useful sites for such research
- 8. Preparing for theinterview
- 9. Preparing for theinterview – What will the interview format be? – How will you get there? – Rehearse your answers (We can help you with this!) – Questions for the interviewer – shows interest and enthusiasm for the role + tells you more about the job – take a notepad with you – jot down questions as they occur to you
- 10. Fishing Net Nightmare Atrue story about the worst candidate I have ever interviewed Events described here are exactly as they occurred and nothing has been changed or altered for dramatic effect
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- 21. Interview result Moral ofthe story: – Dress to impress – Don’t bring anything to the interview that you don’t need for the interview – Turn off your phone
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- 23. First impressions – Assumeyour interview starts LONG before you walk into the interview room – The initial visual impression can make or break your chances of success – Dress to impress – Look confident – Be confident (easier said than done) – Don’t take anything into the interview that you don’t need for the interview – Assume that the interview isn’t over until LONG after you walk out of the interview room
- 24. Types of interviewquestions There are 3 broad types of question at interview: Motivational Designed to test your motivation and enthusiasm for the role, the company and your future – Why do you want to work here? – How much do you know about our organisation? – Where do you see yourself in 5/10 years time?
- 25. Types of interviewquestions Technical Relate to your ability to undertake the tasks that you could expect to be given on a daily basis in the role – What systems and software are you competent in? – What do you know about working in a biomedical laboratory? – What experience do you have of using the following… ?
- 26. Types of interviewquestions Competency-based Relate to the skills and competencies you would be expected to demonstrate in order to perform the duties of the role effectively – Can you tell us about a time when you...worked in a team/dealt with a difficult customer/met a deadline? – When answering competency-based questions, you should follow the STAR model…
- 27. The STAR model Ssituation Briefly outline where you were, what was your job? T task Explain the task you encountered, what had to be done? A action What specific actions did you take to overcome the difficulty? R result What was the outcome and what did you learn?
- 28. Example of aSTAR response Describe a time when you have used an innovative approach to solving a problem: Situation Task Action Result This STAR response could equally be used for a question relating to making a reasonable adjustment for a disabled person, going the extra mile for a customer or use of initiative. When I was assistant manager of an IT training workshop at a college in Brighton, we had a student who couldn’t raise her hand to ask questions due to arthritis in her shoulders. She would get very frustrated when she had a problem and even more frustrated when she couldn’t get the attention of one of my staff to get the problem fixed. I went out and bought a set of decorative lights that attach to the sides of computer monitors which could be switched on and off by a button next to the keyboard. I informed her and my staff that if she had a problem, she should switch the light on and then my staff would be able to see that she had a problem and could deal with it accordingly. She was very satisfied with the solution and found the learning experience much easier and more rewarding.
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- 30. Know what thepurpose of the interview is – It’s a marketing exercise You are selling a product to the employer. YOU are the product. Know your product well and sell it as best you can. Support everything you say with evidence – use the STAR model to achieve this.
- 31. Know what theemployer is looking for All employers are looking to answer three questions: – Can you do the job? Do you have the knowledge and skills? – Do you want to do the job? Do you have the motivation? – Will you fit in? Do you have relevant values and personal qualities?
- 32. Know what youhave to offer the employer – Communication skills – Interpersonal skills – Customer service skills – Teamwork – Commercial awareness – Problem-solving skills – Enthusiasm – Motivation – Initiative – Leadership – Commitment – Organisational Skills – IT skills – Others….. Most employers will be looking for a broad range of skills:
- 33. Know what toexpect on the day of the interview – How many people will be on the panel? – What format will the interview take? – Will there be a skills test or psychometric assessment? – Where will the interview take place? – Have you planned for transport problems? – How many other candidates are there? – Have you prepared questions to ask the employer?
- 34. Questions to askyour interviewer(s) – Demonstrates an interest in the job and the employer. No questions = no interest. – Prepare at least six questions to ask at the end – If all of your questions have been asked, say “I did have several questions but you have actually answered them all for me already” – show them the questions too!
- 35. Questions to askyour interviewer(s) – Why has the position become available? – What are the main objectives and responsibilities of the position? – How does the company expect these objectives to be met? – What are the measures used to judge how successful I am in the role? – What obstacles are commonly encountered in reaching these objectives? – What is the desired time frame for reaching the objectives? – What can I expect from you in terms of development and support? – What aspirations do you have for me at the company? – Where will the job fit into the team structure? – What is the main thing the organisation expects from its employees? – How do you build good relationships within teams? – What is the turnover of staff like throughout the company? – Are there any plans for expansion? – How would you describe the company culture and management style?
- 36. Create a goodfirst impression Dress – Appropriate business dress clean shoes! What to take – Certificates/portfolio if needed, copy of CV/application Arrive on time – Plan the route – Leave extra journey time for problems Meeting the interviewers – Relax, but remember you are being observed Body language – Handshake – firm, dry, confident – Eye contact – Avoid closed gestures – Vary your tone of voice – Smile!
- 37. 10 tips fora bad interview 1. Demonstrate a lack of knowledge of company/field/industry 2. Show a lack of enthusiasm 3. Turn up late to the interview 4. Being overconfident or casual 5. Discussing salary or asking administrative questions 6. Talking too much / not listening 7. Fidgeting 8. Demonstrating a lack of confidence 9. Sweaty palms syndrome 10. Being negative about anything D
- 38. 10 tips fora good interview 1. Assume the interview starts the moment you leave home 2. Greet everyone with a smile 3. Handshakes: Firm. Not bone-crushing or wet lettuce leaf. 4. Listen to the questions and answer them, ask for clarification if you are unsure what they are asking 5. Engage all interviewers in eye contact when giving your answers C
- 39. 10 tips fora good interview 6. When answering competency-based questions always give a specific example rather than a general one 7. Avoid taking notes in with you and certainly never read from them if you do 8. Always have questions ready for the end 9. Know what you’ve said in your application and be prepared to discuss the details 10. Switch your mobile off! JOHN’S DAD’S BONUS TIP: Take a few deep breaths before you enter the interview room C
- 40. Interview practice – Groupsof 3 – 3 rotations of 10 minutes – In each rotation you will take on the role of: – interviewer, interviewee or observer – Once all questions have been answered in a rotation, the interviewer and observer should provide feedback to the interviewee – By the end of the third rotation you should have had an experience of each role – There will be different questions for each rotation
- 41. Interview practice –Rotation 1 – Describe a time when you worked as part of an effective team, what did you do and what was the outcome? – Describe a time when you solved a difficult problem. What did you do and what was the outcome? – What was your biggest failure? What did you learn from it? – What factors have influenced your career choice? Feedback checklist for interviewers/observers: – Did they use the STAR model effectively? – Were their examples backed up with evidence? – Did they engage in eye contact?
- 42. Interview practice –Rotation 2 – Describe a time when you dealt effectively with a difficult client or customer? – Describe a time when you had to teach someone something? How did you ensure that they understood? – What are your career plans for the future? – What qualities does a good manager have? Feedback checklist for interviewers/observers: – Did they use the STAR model effectively? – Were their examples backed up with evidence? – Did they engage in eye contact?
- 43. Interview practice –Rotation 3 – Describe a time when you had to organise your time and workload effectively to meet multiple deadlines – What are you really good at? – What are you really bad at? – What advice would you give to your 16 year-old self? Feedback checklist for interviewers/observers: – Did they use the STAR model effectively? – Were their examples backed up with evidence? – Did they engage in eye contact?
- 44. Feedback and summary –What was the worst question? – What was the easiest question? – Did anyone have/hear a really good answer to a question? – Do you have any questions for us?
- 45. Interview - butno job offer? – Did I prepare thoroughly? – Did I get feedback on my performance? – Am I right for the job/organisation? – Do I need advice?
- 46. Useful links Engage – Searchfor jobs, book yourself in for appointments and events, search through the growing bank of careers resources. http://engage.westminster.ac.uk Engage Plus – Interview simulator https://engage.westminster.ac.uk/students/abintegro/InterviewSimulator Monster – Careers advice – Features lots of advice, instructional videos and an interactive mock interview http://career-advice.monster.co.uk Prospects – UK graduate careers website, lots of information and advice http://www.prospects.ac.uk Target Jobs – for sector-specific advice http://targetjobs.co.uk/career-sectors
- 47. Further information andguidance Career Development Centre services: – 20-minute quick queries: CV, covering letter, application form checks – 45-minute individual guidance interviews: detailed career guidance, mock interviews – Book your appointments using the Engage system Our resources: – CV Guide – available to download as a resource on Engage – Free sector-specific and general careers publications
- 48. Contact Career DevelopmentCentre www.westminster.ac.uk/careers engage.westminster.ac.uk T: 020 7911 5184 E: careers@westminster.ac.uk First floor, 101 New Cavendish Street (next to Cav St campus) Also at Harrow – Maria Hewlett building
- 49. Slides from today https://www.slideshare.net/cdcwestminster Slidesfrom this session: https://www.slideshare.net/cdcwestminster/interview- techniques-workshop-2018