Swift Selection Healthcare Recruitment

Making a positive impression

A guide to Interviews, Making Presentations, Selection Testing and Assessment Centres

CONTENTS
Page 1 Page 4 Page 5 Page 7 Winning the Interview Making a Presentation Selection Testing Understanding Assessment Centres

SWIFT SELECTION, SWAN HOUSE, WHITE HART STREET, HIGH WYCOMBE, BUCKS HP11 2HL Phone 01494 510444 Fax 01494 510222 E-mail recruitment@swiftselection.co.uk

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Winning the interview

An interview is a meeting between an employer and an applicant to discuss a job. Whilst job interviewing for most people may not seem to come naturally there is much that can be done in advance to increase your effectiveness as a candidate. Some individuals believe that just being yourself is sufficient for successful interviewing, however, you are participating in a highly competitive selection process. You need to know how to effectively sell yourself, communicate your skills and experience and to portray your personality as one that will fit in with the culture of the organisation. Being properly prepared and informed about the interviewing process can help you positively focus your energies on what needs to be done and help you find the right job.

BE PREPARED
The amount of preparation you do before an interview will make a huge difference on the day. Prepare well and you will find the interview a much more enjoyable and beneficial experience. Find out as much as you can prior to the interview on the key responsibilities and personal qualities required to do the job in question and be able to demonstrate how you might undertake this type of role. Gain a good understanding of the companys products and services and some knowledge of their competitors. Find out all that you can about the organisation you hope to join, be sure of your facts, the interviewer will be expecting you to have prepared well for the interview. If you know someone already employed by the company arrange to talk to them and borrow some company literature. Useful information sources include: Annual Report of Accounts, Company Brochures and Company Web Sites. Prepare questions to ask at the interview. Questioning the interviewer will demonstrate an active and inquiring mind and, most importantly, a genuine interest in the job. At first stage interviews, its better to restrict questions to job content, departmental structure and reasons why the post exists. Salary and benefit discussions are best left for the second interview.

GET YOUR FACTS STRAIGHT

Ensure that you have looked through your CV thoroughly beforehand, so that you can tallk confidently about dates of education and employment, reasons for leaving, etc. Prepare yourself by trying to recall any work experience you have had which you think would be especially relevant to this particular job or speciality. Look at your job history critically through interviewers eyes. Know your strengths and weaknesses and be able to talk about them, turning any negatives into positive attributes.

PREPARE FOR THE PREDICTABLE QUESTIONS

Anticipate questions that may be asked of you in an interview. Prepare and rehearse answers beforehand to difficult or sensitive questions, this does not mean memorising responses or writing a script but planning the points you want to make.

SWIFT SELECTION HEALTHCARE FIRST IMPRESSION COUNTS

Ensure you have a location map and have planned your journey properly taking into account traffic hold-ups in the rush hour and peak holiday periods etc. Plan to arrive 5-10 minutes before your allotted interview time. Dont arrive too early or late. Be dressed smartly, looking clean and neat is obviously essential.

Its a meeting so take your brag file with you, which should include your CV, professional certificates, driving license, sales figures, any correspondence with the organisation, references, any projects or supporting data to demonstrate any tangible achievements in your previous jobs and a list of questions you would like to ask.

THE INTERVIEW
The interview is very much a two way process and the ideal interview will consist of the interviewer assessing your suitability for the job and you determining if the job and company provide you with a challenging and satisfying career. Greet your interviewer warmly, from the moment you step into the interview room you have got to project yourself and build rapport with the interviewer first impressions are very important. What is needed is a self-assured but not pushy manner, maintain eye contact throughout the interview. Dont slouch in the chair, equally dont sit nervously on the edge of it. Do be assertive and highlight your positive features, relevant work experience, relevant courses, projects etc. When talking about your experience, you need to be sure about what youve done and clear about why you did it. Achievements are of particular importance what did you achieve for the people you have worked for. When applying for a sales job, remember that the interview situation is very close to the sales meetings you will find yourself faced with. The only differences being that in an interview you are selling yourself as opposed to a product. This means that you should treat the interview as a sales call use the opportunity to sell yourself.

CLOSING THE INTERVIEW

Dont leave without closing that is, end the interview on a positive note. The close of the interview usually sticks in the memory of the interviewer and therefore getting it right can make all the difference. Say something you are comfortable with use your own words. For example, you might like to reiterate your interest, ask if you fit the criteria, whats the next stage? Have I got the job? Dont worry if you dont get a straight answer the fact that you asked the question is good. Remember at the end of the day your interviewer wants somebody of good appearance, who can speak up for themselves, is cheerful and who has a degree of self confidence. Therefore, demonstrate strength of character and let your personality show through. The interviewer does want to assess your corporate image, but they will also want to see what type of personality you have too. Bear in mind that interviewers will have their own personal style or technique and these vary enormously. The secret is to be prepared for any style or technique and dont be put off if you encounter a technique that isnt familiar to you. Remember to thank the interviewer for their time and consideration of you.

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Please contact Swift following your interview; we will be very interested in your feedback and comments. We will then contact the company on your behalf to give you an early decision on your application.

SOME COMMON INTERVIEW QUESTIONS

Tell me about yourself Keep your answer to one or two minutes do not ramble. What do you know about our company? If you have prepared properly, this wont cause
you any problems. As a general rule of thumb, project an informed interest, but let the interviewer tell you about the company. If you are seriously considering joining this organisation, it is in your interest to have researched them well.

Why do you want to work for us? Dont talk about what you want, talk about their needs
and the contribution that you can make to specific company goals.

What would you do for us that someone else cant? Relate past experiences that show

youve had success in solving previous problems that may be similar to those of a prospective employer.

What do you look for in a job? An opportunity to use your skills, to perform and be
recognised.

terms of your training. You need to convince them that their investment will be worth while.

How long would you stay with us? This company will be making an investment in you in

establish how organised and self-motivated you are. Use examples to demonstrate how you have previously set objectives. Talk also about how you met the objectives the interviewer will want to be reassured that you can complete the tasks that you have set yourself.

How do you set your own objectives? The interviewer will ask you this question to

What did you achieve in your last job? The interviewer will want to know that you have
been successful in previous jobs. This is very important and it is up to you to provide evidence and talk confidently about your successes.

What are your strengths and weaknesses? This is an opportunity for you to show your
strengths and you must be clear about what they are. When talking about weaknesses, try to turn the negative points into positives. For example, I am very precise and sometimes get frustrated by others who dont share my high standards

Where do you see yourself in five years? This is to establish how ambitious you are. If

you are applying for a sales job, the interviewer could be assessing your drive and determination, which are essential qualities of a Medical Representative. Your answer here will depend on the job that you are applying for and the prospects that are open to you, and your own ambitions. The best way to deal with this question is to demonstrate a degree of direction and focus in your career, which is in keeping with the role you are applying for.

Why do you think youd make a good sales person? (Sales applicants only) If you have spent a day on the road with a Medical Representative (and we highly recommend that you do this) talk about your observations, matching your skills and experience to the sales environment.
When you think about it, they are all legitimate questions. You may not have done sufficient soul searching to strategize handling them well, but each presents you with an opportunity to sell yourself.

SWIFT SELECTION HEALTHCARE SOME DOS AND DONTS:

Do be observant. Dont be familiar. Do show that you can listen. Dont just say yes and no. Do encourage the interviewer to do some talking. Dont be irrelevant. Do be alert for signals. Do ask about the job. Do boast modestly, but dont overstate your qualities. Do show that you can laugh. Dont be over detailed.

Making a Presentation
Get the interviewers attention Attention is greatest at the start of a presentation and rises again at the end of the presentation, when the audience picks up cues that you are about to wind up. Therefore, it is vital to seize the first moments of a presentation to capture the audiences interest.

OPEN WITH A BANG

Think of an opening remark, which is striking and gives an indication of the meat of what is coming later. Write down this first sentence or two to memorise it. Increase the amount they remember Audiences typically only retain about 10 percent of what has been said. There is no point in giving detail in the expectation that it will be remembered. Try to put all detail in handouts. To increase the amount remembered, apply the following rule: 1) Tell them what you are going to tell them (i.e. introduction) 2) Tell them 3) Tell them what you have told them (i.e. summarise) Visual aids The brain is divided into two halves. One half processes letters and numbers, the other processes pictures and diagrams. You can increase the audiences retention if you use visual aids which stimulate both sides of the brain i.e. combine words with symbols and pictures.

PRESENTATION STYLE
Eye contact Look at the audience, they will attend better if they feel they are part of a two way communication process. Aim for 100 percent eye contact when you are speaking, but not with just one person. Try never to look down or away when youre saying the parts of your sentence, which carry most weight. Never lose the impact of the end of your sentence by beginning to take an OHP foil or turn to the next page of the flipchart. Voice Be audible. Use pauses, volume and tone of voice to emphasise points or to regain their attention. Dont mumble or drop your voice at the end of sentences. Vary the speed with which you talk to keep their attention. Sound enthusiastic. Monitor and try to cut down use of um and er. Distraction Dont fiddle. Try not to get in a muddle with visual aids e.g. tripping over wires etc. Dont move too much. Move only for emphasis. If youre nervous and trying hard not to fidget, beware that you dont rock or sway from side to side. General manner 4

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Like your audience. Confidence If you appear to be confident, the audience is more likely to believe in what youre saying. Confidence is built by preparation and rehearsal You will be confident if you believe that you are saying the most relevant, appropriate and helpful things to your audience, if you are in command of the relevant facts and if you know your presentation so well that you wont lose your way. What should you do in preparation

Allow enough time. Churchill said, I need 10 minutes to prepare a 3 hour speech and 3 hours to prepare a 10 minute speech Find out about your audience. Who and how many people will be attending? Are they friendly or hostile? What are they looking for? Content Decide what is your basic message. To inform, to instruct, to persuade, to sell, to
motivate, to entertain or to inspire. Identify three main points, which support your message. Brainstorm for examples to illustrate these points. Make your message CONCRETE not abstract.

closing.

Plan the structure of the presentation. Introduction, clear middle, conclusion and upbeat Plan what visual aids you will use and be creative in their design. Rehearse, rehearse, rehearse.

Selection Testing
Many employers are now using psychometric tests there are two main types of psychometric tests: personality questionnaires and aptitude tests.

PERSONALITY QUESTIONNAIRES
These are often referred to as tests, but this is misleading since they do not have pass or fail scores. They are designed to measure attitudes, habits and values. They are rarely timed. This type of questionnaire is often incorporated into the employers application form, or it may be used during the second stage selection procedure. If you are faced with a personality questionnaire, then simply answer the questions honestly. Attempts to guess the correct answers can often be spotted when your answers are being analysed, or may result in your being offered a post in an area of the company that you are unsuited to. Preparation or practice will not affect the outcome of this type of questionnaire, but will raise your levels of confidence and familiarity. So relax: follow the instructions and be yourself. ( They are looking for you at work so when you sit down to fill in the questionnaire think of a really successful day at work and answer the questions in that frame of mind )

APTITUDE TESTS
These are designed to give an objective assessment of a candidate's ability in, for example, verbal understanding, numeracy or spatial/diagrammatic reasoning skills. These tests are marked, and in some cases have a cut-off point, above which you pass, below 5

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which you either fail or will need to be reassessed. Normally these tests are timed, with time pressure often being a crucial factor in the effectiveness of performance in the tests. You can prepare for these tests in several different ways depending on the type of test. Incidentally, the more you practice for the tests, the higher the scores you will obtain, although this is subject to the law of diminishing returns.

WHAT SORT OF APTITUDE TESTS WILL YOU HAVE TO DO

This varies widely from employer to employer, but in most cases involves a mixture of verbal and numerical tests. Diagrammatic tests are favourites in aptitude test books, but are not so popular in employers tests. For specialist posts, tests may concentrate on specific skills; for example, spatial reasoning tests may be used for jobs, which require 3dimensional perception.

VERBAL TESTS
The most basic types of verbal tests may involve spelling, giving synonyms (words with the same meaning) or antonyms (opposites), or finding the odd one out in a set of words. More complicated are analogy tests, where you need to recognise the relationship that exists between the words in a word pair and then identify another word, which displays a parallel relationship. Other tests involve filling in words to complete sentences, or interchanging two words in order to make a sentence read sensibly. Many verbal tests are used to assess logical reasoning, e.g. determining the correct sequence of a set of sentences. In order to test verbal analysis and comprehension, you may be asked to answer questions, which relate to a given passage.

NUMERICAL TESTS
These tests appear in a wide range of different forms, but are all designed to measure numeracy and logical thought. A popular form of test involves completing a series of numbers, series of letters of the alphabet, or a row of dominos. Simple arithmetic calculations, without the use of a calculator, are becoming more common. Related tests involve estimating the answers to arithmetic problems when there is insufficient time to calculate exact answers. Many employers tests include interpretation and utilisation of data from data from tables, charts or graphs.

WHAT CAN YOU DO TO GIVE YOUR BEST PERFORMANCE

For verbal tests, prepare by doing crosswords and verbal puzzles. For numerical tests, practice doing arithmetical calculations without using a calculator. Practice can improve your test scores for all types of aptitude tests, so try as many examples as you can. At the end of this section, there is a list of websites, which have a wide range of examples of the different types of questions asked. A wide range of examples of questions and timed tests of numerical and verbal reasoning can also be found on www.shldirect.com. Before a test session, make certain that you get a good nights sleep, and arrive in plenty of time. At the session listen carefully to any instructions, including information on time limits, and do exactly as you are told. Dont waste time on difficult questions; move on to the ones you can do more easily. Find out whether or not marks are deducted for incorrect answers. If not, then make certain that you answer every question, even if only guessing. If you have time, check your answers and change any that are incorrect. Dont panic if the test appears to be very difficult; some tests have relatively low pass marks you may be doing better than you think.

SWIFT SELECTION HEALTHCARE USEFUL SITES

Saville and Holdsworth: www.shldirect.com The Keirsey Character Sorter: www.keirsey.com www.acc.scu/edu/~tnahal/psych.html provides an extensive selection of computer-based tests. Human Resources Centre of Australia: www.hrinfo/tests/individuals/sample.html www.humanmetrics.com provides tests on line www.namss.org is another good resource for free tests and advice.

Understanding Assessment Centres

The Assessment Centre is a process where several candidates are assessed at the same time. The process will generally involve a number of exercises that have been designed to replicate the tasks and demands of the job for which you are being considered. There is usually a common theme or scenario running through the different exercises that relates directly to the type of business undertaken by the organisation to which you are applying. The assessors will observe you while you do the exercises (which may be completed individually or in groups). Your performance will provide evidence on the likelihood (or otherwise) of your making a success of the role.

ASSESSMENT USUALLY COVERS

1) 2) 3)
4)

A range of assessment techniques to measure different dimensions: e.g. teamwork, leadership skills, problem solving abilities, etc. A number of assessors or observers Several candidates being observed together A consensus hiring decision

With some planning and thought about what recruiters are looking for, you can improve your chances of performing well. A recruiter needs to assess how well a candidate is able to make decisions, interact with others and develop people's potential, so candidates will find their behavioural skills put to the test. The main groups of attributes that are sought by employers and tested at assessment centres are:

Action - leadership, motivation, flexibility, drive. Relationships - teamwork, interpersonal skills, oral communication, awareness of others Judgement - analytical reasoning, decision-making, commercial awareness, strategic planning Presence - self-confidence, calmness political awareness, communication skills.

WHAT AM I LIKELY TO HAVE TO DO AT AN ASSESSMENT CENTRE

As a rule, assessment centres comprise group discussions, personality tests, ability tests, presentation skills, team tasks and role-plays. 7

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HOW DO I PREPARE FOR ATTENDANCE AT AN ASSESSMENT CENTRE

Review what you know about the company and what they might be looking for in an employee. For each exercise try and think about the competencies that the assessors might be looking for and how you could demonstrate your competence in these areas. Undertake any specific preparation if you have been instructed to do so. If you have been told that you will be required to take a psychometric assessment as part of the selection procedure, do some further reading in the relevant area. Reduce stress by making sure you take everything with you that you need - paper, pens, calculator, etc. Make sure that you have a good night's sleep.

HOW TO TACKLE ROLE PLAYS

Remain calm. Think about what the assessors are looking for; often the role will place you in a difficult or confrontational situation to see how well you handle it. Be flexible in your approach; an example might be one of your employees who have been under-performing. Rather than just shouting at them you will impress more by listening and hearing discovering the source of the problem, and then dealing with it from a position of understanding.

GROUP DISCUSSIONS
It is important to try and strike a balance. Find a happy medium between being a shrinking violet with little to say and being overbearing, taking over others and dominating the group. Think about body language - people will be watching as well as listening. There is a fine line to tread between showing your-self to be a good leader, capable of directing a discussion, and coming across as arrogant and insensitive to others' feelings. To this end be aware of other people's contributions - praising good ideas will show the assessors that you are a team player, as can resolving disputes in the group. Remember that any criticisms you level at other candidates must be constructive - never be tempted to use your greater knowledge of a particular subject to embarrass your fellow candidates. Express your views in a calm, assertive manner. Always try and reach a conclusion as a group, even if it is not unanimous.

IN-TRAY EXERCISES
To simulate the administrative aspects of a job, you will be asked to deal with a range of items. The most important thing is to prioritise - work out what needs doing first, then do it. These tests measure your ability to prioritise, to act effectively, communicate and perform under pressure.

PRESENTATIONS
You may be asked to give a talk or presentation to a group of people - typically fellow candidates and assessors. You may be given a subject and information to present and you will be given some time in which to prepare. The talk will probably be expected to last about 10-15 minutes and you will be rated on various dimensions. Always stick to the time limit given.

SWIFT SELECTION HEALTHCARE PRACTICAL TEAM EXERCISES

These may involve being asked to construct bridges, towers etc. They are aimed at identifying action attributes such as leadership, motivation, creativity and so on under less formal circumstances. Psychometric Tests There are two types of psychometric tests; ability, which will typically involve verbal reasoning, numerical and diagrammatic (spatial) tests and personality. You cannot really prepare for these tests - it is ultimately not in your interests and in any case it is practically impossible to hide your true persona over the course of several days' assessment. The questionnaires are concerned with your typical or preferred ways of behaving, the ways in which you relate to others and approach problems. When used with other methods, it is believed that they can explore how well you are suited to particular job. However, they can provoke anxiety in candidates so it is important to remember they are not a test of your ability or your worth as an individual. Socialising Socialising with the assessors and senior members of the company can be unnerving as it is not really possible to rehearse. Remember to take your cues from them - particularly regarding the level of conversation and informality. Afterwards If you have been successful - well done! However, if you have not, it is a good idea to get some feedback. Firms should tell you how you did and if they don't then ask. Use any feedback to identify which areas you should concentrate on in order to be prepared next time.

TIPS ON THE DAY

Be aware of your body language. Don't make assumptions about the way in which you should respond. Remember - always be yourself. Don't push yourself forward at the expense of others; the assessors will be looking for a variety of skills. If you feel you have performed badly in one exercise all is not lost - your performance overall will be taken into account. Try not to let other candidates intimidate your or make you anxious; remember that although you will be compared to the others being assessed at the same time, you should not give the impression that you are competing against them. Most companies are looking to see how you work as part of a team.

GOOD LUCK! PLEASE CALL US ON 01494 510444 WITH YOUR FEEDBACK

GO ON WE KNOW YOU'RE A WINNER

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FINDING INFORMATION
PHARMACEUTICAL RELATED SITES www.abpi.org.uk www.nelh.nhs.uk www.emc.vhn.net www.druginfoozone.org www.nice.org.uk www.doh.gov.uk/pharmacyfuture NHS RELATED SITES www.nhs.uk www.nhsdirect.nhs.uk www.doh.gov.uk/nhsplan www.nhspurchasing.com www.procurnet.co.uk OTHERS www.nursingtimes.net www.healthcare.org.uk www.allaboutmedicalsales.com ABPI Web site National Electronic Library of Health The Electronic Medicines Compendium Username: Lyons Password: Dolphin Up-to-date information on pharmaceuticals NICE Pharmacy Plan NHS NHS Direct NHS Plan NHS Purchasing Information NHS Purchasing information Nursing Times Excellent for trainees looking to get into medical sales

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