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First impressions
Types of interview
Competency-based interviews
Traditional interviews
Closed questions
Using examples
Hypothetical questions
Following up
Further information
Getting an interview is an achievement in itself. Only a small proportion of applicants are selected for
interview (often about 10%) so you have already made a positive impression to have got to this
stage! Many people have a fear of interviews, so here are some tips to help you make the most of this
opportunity.
The recruiters will already have an indication of these from your initial application but now the
interview will assess you in person.
It is also your chance to meet somebody from the organization and assess them: are they offering
what you want?
The ability of an interviewee
to articulate their work
There aren't any right or wrong answers to interview experience is more
questions: how you come across is as important as what you say. Be important than the nature of
yourself if you have to put on a completely false act to get through this experience - being
the interview, is this really the right job for you? aware of competencies
developed through casual
work and that this IS of
Preparation for the interview interest to employers.
Research very carefully the career area for which you are
applying. Key messages: apply early,
Remind yourself why you are interested in this career, research the firm and the
and this employer: enthusiasm is important. chosen career path and link
your experience to the
Re-read your application form as if you were the competencies sought.
interviewer. Try and anticipate the questions they will ask.
Think about any awkward points that might be picked up on, KPMG
and how you will handle them.
Plan how you will get to the interview. Leave plenty of time in case of traffic jams or
delayed trains.
Take a small, neat notepad and pen to write down important information the interviewer may
tell you, and after the interview, the questions you were asked, so you can work out better
answers to any you fluffed.
Research the employer - here are some things you may be able to find out from the
employers web site or via Google.
First impressions
These are very important - they set the tone for the rest of the interview.
According to a survey of 1000 recruiters by Fly Research three quarters of interviews are lost
within three minutes of entering the room
25% of interviewers were put off by a weak handshake or lack of eye contact
24% by poor body language
18% by poor posture (e.g. slumped shoulders suggests lack of confidence) or presence
Only 20% waited until the middle of the interview to just a candidate on their knowledge of
the industry and aptitude for the job
One study found a smiling person
According to research selectors make snap judgments was rated as more attractive than
about your trustworthiness, attractiveness, likeability, the same person with a neutral
competitiveness and aggressiveness and spend the rest
expression.
of the interview confirming or denying these opinions.
This was only true when the
smiling person was looking at the
Shake hands firmly and warmly, but wait to be invited
other person; when the person
to sit down. Interviewers relate a firm handshake to an
extrovert and sociable personality: normally desirable was smiling but looking sideways,
qualities in candidates. Also as the handshake is at the the neutral expression was rated
start of the interview, it can set a positive tone for the more favourably. So to attract
rest of the encounter. In practice interviews with 98 someone, smile and look at them,
students, those who gave a firm handshake were more and don't smile too much at
likely to be offered jobs. others!
Smile and keep up good eye contact with the
interviewer.
You may be offered tea or coffee. If you feel this will help you to relax, then fine, but
otherwise it is quite OK to refuse politely.
Try to relax - don't perch on the edge of your chair, but don't slouch either.
Speak clearly and not too fast. Give yourself a moment to think about your replies.
Don't fidget and try to avoid meaningless phrases like "you know", "I mean", etc.
See our body language in interviews quiz for much A trainee accountant once told me
more detail on this. about his interview. The interview
had seemed to be going well
when the interviewing partner
had asked about his interest in
cricket. They were discussed the
The standard method of selecting candidates for jobs is to make
merits (or otherwise!) of the
list of key competencies required in the job and then to match
England cricket team when the
these to the candidate's application. However two US
partner asked him if he could
researchers (Higgins & Judge) followed 100 university students
bowl. He said he was the opening
trying to get their first job. They analysed their CVs for
bowler for his club, at which point
qualifications and work experience and talked to the
the partner mentioned that the
interviewers afterwards. Surprisingly the main factor in
firm's team needed a good fast
deciding which ones were selected was whether or not
bowler and asked him when he
the candidate appeared to be a pleasant individual.
could start!
Praised the company: find something you genuinely like about the organisation.
Asked interesting questions: for example "What is your personal experience of working for
this company?"
Talked about subjects unrelated to job, but that interested the candidate and interviewer.
See the panel to the right.
shown initiative
refuse to compromise
Structured interviews can seem unfriendly and off-putting to candidates. They do not give
opportunities for discussion - when you have answered one question as far as you feel able, the
interviewer will move on to another topic. The advantages of these interviews is that they are
standardised - important when many different interviewers are assessing a large number of graduate
applicants - and that they are based upon the skills essential for the job. See the Competency-based
applications and Competency-based interviews pages for more detailed help with this
"Traditional" interviews
These are more like a conversation - but a conversation with a purpose. It is up to you to show
that you are the right person for the job, so bear this in mind when replying to the questions. These
interviews will probably be based largely around your application form or CV. The interviewer
may focus on areas of particular interest or relevance - such as vacation jobs or projects.
How not to do it:
Candidate brought a
large dog to the
interview.
Candidate wore a
Interviewers often expect interviewees to talk much more than the
candidates themselves expect to. So don't be too brief in your personal stereo and
said she could listen
answers - but don't rabbit on for too long either. Watch the
interviewer and pause from time to time - he or she will either to me and the music
at the same time.
encourage you to continue or will introduce another question.
When asked him
It's OK to pause briefly. A short gap to gather your thoughts shows about his hobbies, he
thoughtfulness, assertiveness and self confidence. stood up and started
tap dancing around
Be polite, but don't be afraid to enter into a discussion and to the office.
stand your ground. Some interviewers will deliberately challenge your
replies in order to stimulate this kind of discussion. Candidate pulled out
a camera and took a
photo. Said he
How to handle questions: collected photos of
everyone who
Typical questions at traditional interviews: interviewed him.
Without saying a
Questions about yourself: your background and your future
word, candidate stood
ambitions:
up and walked out
Tell me about yourself during the middle of
Why did you choose the University of Kent/ your degree the interview.
subject?
Applicant said he was
Explaining gaps on your application form - e.g. year out; so well-qualified that
unemployment; travel if he didn't get the
job, it would prove
How would the experiences you describe be useful in this that the company's
company? management was
incompetent.
What are your main strengths and weaknesses?
Asked her about the
What other jobs/careers are you applying for? many jobs she had
had and she said I
Where do you see yourself in five years time? (This is quite a get bored easily.
common question: read the employer's brochure to get an
idea of the normal pace of graduate career development. Be Interrupted interview
ambitious but realistic) to phone her
therapist for advice
Tell me about your vacation work/involvement with student on how to answer
societies/sporting activities specific questions.
Questions about your knowledge of the employer, or career Dozed off during the
area: interview.
Why do you want to work for us?
Announced she
Why have you chosen to apply for this job function?
hadn't had lunch and
proceeded to eat a
Who do you think are, or will be, our main competitors?
hamburger and chips
during the interview.
What do you think makes you suitable for this job?
Said he would
What do you see as the main threats or opportunities facing
demonstrate loyalty
the company?
by having company
logo tattooed on his
What image do you have of this company?
arm.
Don't panic! Don't try to blurt out your answer. Take a few seconds to think - this shows confidence
and assertiveness rather than weakness.
Don't try to form your whole answer immediately - just try to say one or two sensible things
first - in the example above, you could say that first you would examine the dam keeper's leg to see
how bad the injury was. This gives you time to think further.
There may be many possible solutions to the problem. The interviewer won't be expecting a
perfect answer. What you actually say in answer doesn't matter, so long as it sounds reasonable,
confident and well-thought-out and you show awareness of the issues involved.
Two-to-one interviews may involve both a Personnel and a line manager. This can be more tricky for
the interviewee as the questions seem to come faster, giving you less time to collect your thoughts
between different topics. Don't get flustered.
Panel interviews could involve a panel of half-a-dozen or so interviewers. They are relatively rare but
are most likely to be found in the public sector. Direct your attention to whoever is speaking: when
answering questions, begin by directing your answer to the person who asked the question, but try
and include the panel as a whole.
Why am I here?
Do you send your managers on external training courses?
How much discretion do you give graduate trainees to make their own decisions?
How would you see this company developing over the next five years?
Following up
After the interview, jot down some notes of the questions asked and anywhere that you felt
you could have responded better. You may want to work on these points before your next interview.
The interviewer will probably let you know when you can expect to hear the result of your interview.
This may be within a couple of days ... or weeks.
Not every interview will result in an immediate job offer: the next stage may be a second interview or
selection centre.
If you are turned down for the job, you may pick up some useful tips to improve your performance
next time by telephoning your interviewer to ask politely what - if anything - you did wrong. Not all
interviewers are willing to provide this feedback but it's worth a try. Sometimes the information you
get will be vague and basic: often along the lines that you were a good candidate but others were
slightly better.
You can consloe yourself that at least you were selected for interview. Less than one in five of
appliacants are typically intervewed, so you were probably in the top 20 percent!
A study by the University of Texas and Sonoma State University found that levels of extroversion,
self-esteem, and how religious you are can be judged from your physical appearance. (Vol
35, p 1661, Bulletin of Personality and Social Psychology)
A survey conducted by TheLadders.co.uk management careers company found for senior male and
female executives conducting interviews. 37% had decided against hiring a candidate due to the way
they were dressed. Traditional formal interview dress is the most likely to impress them whereas the
biggest turnoffs involved casual casual dress,
36% felt co-ordination of colours and styles was an important indicator of the candidates
personality whilst 75% wanted clothes appropriate for the circumstances. 33% considered
whether the candidates style suited their organisation.
Orange was the worst colour to wear at interview (95%) of executives felt it unacceptable, with
red 84% and pink 83% also thought inappropriate. Stains and dirty marks turned off 59% of
executives.
Stick to safe corporate colours navy, black. Wear a suit or dress and jacket. Keep heels elegant
rather than teeteringly high. A skirt suit is more feminine than trousers. Keep make up soft, do not
wear too much jewellery. Beware of showing too much flesh, cleavage or leg and of dressing too
casually. Aim to be well groomed, elegant and professional, you will have more confidence and this
will come across to the interviewer.
Senior executives
conducting Male candidates Female candidates
interviews.
The basics for interview dress for men and women are:
BODY LANGUAGE
While you don't need to book an appointment in the "His socks compelled one's
beauty parlour the attention without losing one's
respect" Saki
day before the interview, it is a good idea to:
Have your hair cut and styled.
Make sure your nails are trimmed and clean (for that first handshake ...)
Keep make up light and unobtrusive (this is often seen as looking more businesslike than no
make-up); don't overdo it.
Women should not be allowed to drink in I would have been more successful if
cocktail bars nobody had snitched on me
Commercial Awareness
What is it?
Why is it important?
Motivation-based interviews
Further information
Why is it important?
It is a major criteria for selecting candidates (see the table below). A survey by the CBI and
UUK in 2009 found that 35% of employers were dissatisfied with the business and customer
awareness of graduates.
One major consultancy felt that a detailed
understanding of the company, the issues % of
The Top Ten Skills
facing the industry in which they operate, employers
professional qualifications offered and job shortages among
surveyed
roles within the company was even more graduates
important at interview than answers to
competency-based questions 1 Commercial Awareness 67%
It shows your commitment to the job you are
applying for. 2 Communication Skills 64%
Who are our competitors? What are the differences between them and us?
What is the current Bank of England base rate? Eight candidates were interviewed
but only one of these was put
How many euros would you get today in exchange for forward to the final round.
10?
The candidate put forward had an
What is the FTSE 100? Did the FTSE go up or down average academic record and
yesterday? although pleasant, didn't seem to
have any skills or attributes that a
What was our share price this morning? number of the other candidates
didn't also possess.
Questions about your work experience
What skills did you develop from your work experience? I asked the selector why this
Any transferable skills? individual had been selected. She
What would you do differently if you worked there said it was quite simple. He had
again? spent a day at a hospital
shadowing a senior manager and
What was your experience of working in a team? his knowledge of the NHS and
how it works was far better than
What is the management structure of the company? any of the other candidates she
had interviewed.
How effective is this structure?
Have there been recent changes in the industry the company operates in?
For help answering these see our Answers to 150 common interview questions
Motivation-based interviews
Some organisations such as the Financial Services Authority (FSA) have changed their whole
selection process to focus on motivation. The FSA reviewed their graduate selection process as
applications had increased 300% due to the recession, costing more staff time and money.
Analysing candidate performance revealed that competency-based questions were no longer a
reliable indicator of a candidates ability. Assessors were also surprised by the number of
candidates who were unable to say
As motivation and business acumen were the root cause of these issues, they looked at
methods to test this at earlier stages in selection.
Candidates were then asked to pick two issues and to talk about these in depth:
What action should the FSA take to deal with Never say, I want to be in
this issue? Why? What might the implications publishing because I love books.
be?
Of course that is important but
Addition of motivation questions as part of the telephone
you need to make it very clear
interview and face to face interview. that you understand publishing is
a profit-orientated business like
The recruitment team could screen out candidates who had not any other
carefully considered the FSA as an employer or who did not have
the capability to be successful.
.... Being clued up on the issues
facing the industryfrom the
Making the form harder also meant that candidates making changing role of the author to
lots of ill-considered applications (the scattergun approach) did digital rights and intellectual
not even complete the form: they had over six thousand propertyis impressive to an
unsubmitted applications. employer and work experience is
often the best way to develop this
This also resulted in: commercial awareness".
The Bookseller
25% more applications rejected at application and online test stage saving 30K in telephone
interview costs alone
70% of those reaching final stage assessments received an offer, resulting in happier
assessors and candidates.
HOW IT WORKS IN
Some other companies have reviewed their recruitment methods PRACTICE
to take this into account. In these companies interviewers drill A Kent graduate applied for an
down to the core motivations of the candidate, leading to a internal audit position with an
higher percentage of offers of employment being accepted accountancy firm. We advised her
rather than applicants waiting for a better offer to do in-depth research on what
internal audit involved using
Companies want to see that the applicant has gone the Google.
extra mile of meeting people on campus and has made a
well informed decision on the companies they will apply At interview candidates were
to. asked to explain what they knew
about internal audit and she
How to get commercial awareness: managed to speak for nearly five
minutes about this. Later she was
It may seem obvious but read the employer's
told that none of the other
brochure and check their web site for background
candidates knew enough about
information - don't just look at the "careers" section but
internal audit to talk for more
also at the sections for clients, potential clients and staff.
than a few seconds, and they had
Review their annual report
been greatly impressed that she
Find out who the organisation's competitors are:
had found out so much.
you may well be asked this and which ones you have
applied to! Also try to find out the size of the workforce,
the turnover and profits of the company, its share price She was offered the job.
and key activities which interest you.
Read the business press - the business pages of the major broadsheet newspapers should
cover most of the background that you need, but the FT and the Economist will be essential if
you are applying for a research/analysis sort of post.
During your reading, look out for stories that will affect the organisation to which you
are applying, or its clients, directly or indirectly. Current issues (2010) could include climate
change; the forthcoming UK general election; banking reforms and banking bonuses and
whether the economy is emerging from recession.
The professional press: Accountancy Age, The Lawyer, etc will keep you up-to-date with
developments in the relevant sector. See our I want to work in ... pages to find out information
sources for a range of career areas. Graduate publications such as Real World magazine,
TARGET magazine and sector-specific titles such as Lawyer 2B can also help - many of these
are available free from the Careers Advisory Service
Do a SWOT analysis on a company or sector of interest to you. Analyse the market sector in
which a specific company works who are its competitors? See
www.kent.ac.uk/careers/EmployerSearch.htm for useful information sources.
Relate your own experience to business. You may be doing casual bar or retail work
purely to earn money but this can also be used to gain an insight into business. What are the
good and bad points about your employer? Who is its target market? Who are its main
competitors? How would you improve the company's image or profitability?
If all this sounds like a lot of work - these are competitive areas which need thorough
preparation to have any chance of success - and your workload once you join any of these
organisations will be even heavier!
What are the top
ten skills that
employers want?
Working Abroad
NEGOTIATING & Able to influence and convince others, to discuss and reach
PERSUADING agreement.
NUMERACY Multiply & divide accurately, calculate percentages, use statistics & a
calculator, interpret graphs & tables.
SELF AWARENESS Awareness of achievements, abilities, values & weaknesses & what
you want out of life.
LIFELONG LEARNING Continues to learn throughout life. Develops the competencies needed
for current & future roles
INDEPENDENCE Accepts responsibility for views & actions and able to work under their
own direction & initiative.
DEVELOPING Pays care & attention to quality in all their work. Supports &
PROFESSIONALISM empowers others.
ACTION PLANNING Able to decide what steps are needed to achieve particular goals and
then implement these.
INTERPERSONAL Recognizes and respects different perspectives. Open to the ideas &
SENSITIVITY views of others.
Everyone understands the tasks they have to do and help each other.
It has a coordinator who may adopt a leadership style from autocratic to democratic
depending on the circumstances. Different people may assume the role of leader for different
tasks.
There is a balance between the task (what do we need to do?) and the process (how do
we achieve this?)
There is a supportive, informal atmosphere where members feel able to take risks and say
what they think
The group is comfortable with disagreement and can successfully overcome differences in
opinion.
There is a lot of discussion in which everyone participates. Group members listen to each
other and everyone's ideas are heard.
Members feel free to criticise and say what they think but this is done in a positive,
constructive manner.
The group learns from experience: reviewing and improving performance in the light of
both successes and failures.
Members ideas are dismissed or even ridiculed and their views are ignored.
There are arguments between members of the group (as opposed to constructive
differences of opinion).
One or two members dominate the others and make the decisions.
Some members are unhappy with decisions and grumble privately afterwards.
There is a lack of clarity regarding goals and specific tasks are not agreed.
Members don't talk about how the group is working or the problems it faces.
SUMMARISER/CLARIFIER
Calm, reflective individuals who summarise the group's discussion and conclusions. They
clarify group objectives and elaborate on the ideas of others. They may go into detail about
how the group's plans would work.= and tie up loose ends. They are good mediators and seek
consensus.
RECORDER
The recorder keeps the group focused and organised. They make sure that everyone is
helping with the project. They are usually the first person to offer to take notes to keep a record of
ideas and decisions. They also like to act as time-keeper, to allocate times to specific tasks and
remind the team to keep to them, or a spokesperson, to deliver the ideas and findings of the group.
They may check that all members understand and agree on plans and actions and know their roles
and responsibilities. Acts as the memory of the group
1. A graduate applying for pilot training with a major airline was asked what he would do if, after
a long-haul flight to Sidney, he met the captain wearing a dress in the hotel bar. What would
you do?
2. What can you hold in your right hand, but not in your left?
3. If you have two coins totaling 11p, and one of the coins is not a penny, what are the two
coins?
4. How many animals of each species did Moses take into the Ark?
5. A man built a rectangular house, each side having a southern view. He spotted a bear. What
colour was the bear?
6. If you were alone in a deserted house at night, and there was an oil lamp, a candle and
firewood and you only have one match, which would you light first?
7. What can you put in a wooden box that would make it lighter? The more of them you put in
the lighter it becomes, yet the box stays empty.
9. The 60th and 62nd British Prime Ministers of the UK had the same mother and father, but
were not brothers. How do you account for this?
11. Why can't a man living in Canterbury be buried west of the River Stour?
13. To the nearest cubic centimetre, how much soil is there in a 3m x 2m x 2m hole?
15. If you drove a coach leaving Canterbury with 35 passengers, dropped off 6 and picked up 2 at
Faversham, picked up 9 more at Sittingbourne, dropped off 3 at Chatham, and then drove on
to arrive in London 40 minutes later, what would the name of the driver be?
16. A woman lives on the tenth floor of a block of flats. Every morning she takes the lift down to
the ground floor and goes to work. In the evening, she gets into the lift, and, if there is
someone else in the lift she goes back to her floor directly. Otherwise, she goes to the eighth
floor and walks up two flights of stairs to her flat. How do you explain this?
17. A window cleaner is cleaning the windows on the 25th floor of a skyscraper, when he slips and
falls. He is not wearing a safety harness and nothing slows his fall, yet he suffered no injuries.
Explain.
18. The band of stars across the night sky is called the "...... Way"?
21. A farmer has 15 cows, all but 8 die. How many does he have left?
22. If a red house is made of red bricks, and a blue house is made of blue bricks, what is a green
house made of?
24. The Zorganian Republic has some very strange customs. Couples only wish to have female
children as only females can inherit the family's wealth, so if they have a male child they keep
having more children until they have a girl. If they have a girl, they stop having children.
What is the ratio of girls to boys in Zorgania?
25. If a plane crashes on the Italian/Swiss border, where do you bury the survivors?
26. If the hour hand of a clock moves 1/60th of a degree every minute, how many degrees will it
move in an hour?
27. How many hands does the clock of Big Ben have?
28. How many degrees are there between clock hands at 3.15 pm?
30. John's mother has 3 children, one is named April, one is named May. What is the third one
named?
31. A cowboy rode into town on Friday, spent one night there, and left on Friday. How do you
account for this?
32. How can you throw a ball as hard as you can, and make it stop and return to you, without
hitting anything and with nothing attached to it?
33. Using just ONE straight cut, how can you cut a rectangular cake into two equal parts when a
rectangular piece has already been removed from it?
34. A man went into a store to buy an item. He asked the assistant:
"How much does it cost for one?"
The assistant replied 2 pounds, Sir"
"And how much for 10?"
The assistant replied "4"
"How much for 100?"
He got the reply "6"
What was the man buying?
Answers:
1. Offer to buy her a drink! The captain was of course a woman. Many airlines are now hot on
equal opportunities and a candidate who had difficulty envisaging that an airline captain might
be female would not go very far!
2. Your left hand, forearm or elbow.
5. White. Only at the North Pole can all four walls be facing South.
6. The match!
7. Holes
8. The outside
9. Churchill was Prime Minister twice, from 1940 to 45 and from 1951 to 55.
10. One
16. The woman is of small stature and couldn't reach the upper lift buttons.
19. Milk
20. Water. After the previous two questions, did you answer milk?
21. Eight
22. Glass
24. About 1 to 1. Any birth will always have a 50% chance of being male
or female.
26. One
27. Eight: there are four faces on Big Ben (see the picture to the right)
28. Not zero degrees as you might at first think. The minute hand will be at 15 minutes (90
degrees clockwise from vertical) but the hour hand will have progressed to one quarter of the
distance between 3 pm and 4 pm. Each hour represents 30 degrees (360 / 12), so one
quarter of an hour equals 7.5 degrees. So the minute hand will be at 97.5 degrees: a 7.5
degree difference between the hands.
29. 22: the minute hand will go round the dial 24 times, but the hour hand will also complete two
circuits. 24 minus 2 equals 22.
30. John
33. Cut it horizontally half way up (i.e. parallel to the top) . See
right
Score
Over 30. You are a true lateral thinking Guru. Edward De Bono would be proud of you. Or
maybe you are the man himself.
25 to 30. Very good.
15 to 19. Average.
Under 15 - watch The Matrix, the Simpsons and Dr Who a few more times.