Interview Preparation

Before the interview…

 Find out exactly where the Company are based.

• Is there parking available?
• Do you need to call ahead in order to get past security for the building?
• Do a trial run to ensure you leave in plenty of time to get to your interview at least 15 minutes before the time state More importantly, this will give you an indication of how long you will be travelling on a daily basis and if this will fit with your personal circumstances.

 Find out exactly who you will be meeting and their position within the Company.

• Find out if they are on LinkedIn/ Facebook so you have an advantage over other candidates and know what to expect.

Do your research on the Company!

• Get as much information as you can from your consultant; previous candidates they may have placed at the Company, their background, what is good about the working environment.

• Take a look at the Company website, particularly the “About Us” and “Careers” pages. Make sure you have some information so that you are able to demonstrate your interest in the Company.
• Research the Companies competition

• If you already work in the industry speak to existing employees and ask them why they like working for the Company.

Go through the job specification with a fine tooth comb!

• Pick out the key words in the specification and prepare examples of when you are demonstrating these skills in your current role.

• Are there any points in the specification that you have not covered before or do not have experience of? Be prepared to answer questions related to this in your interview.

Know your CV!

• Make sure you know your CV inside out; dates, reasons for leaving each role and most importantly your achievements in each position.

• Be prepared that if you felt it important enough to put in your CV- they will find it important enough to ask you about it at interview!!

Find out the structure of the interview:

• Will it be an informal chat with the line manager?
• Will you be meeting the Director if you are successful?
• Will the interview contain Competency based questions?
• Are there any tests involved?

 

Do you need to prepare anything specifically for the interview? And are there any materials you use in your current role which you could present in your interview to demonstrate your skill set?

Ensure you have prepared answers to all standard interview questions. Think of some questions to ask them.

As well as researching the Company, try to look at any recent news articles and changes to the Company so that you are able to ask your interviewer what effects this has had on the business/ industry.

Questions the Interviewer may ask you…

• Strengths & Weaknesses
• Why do they want the job?
• What do they know about the company?
• Examples of Customer Service and how they have handled situations
• Aspirations / Where do they see themselves in 5 years?
• If they were an animal what would they be and why?
• What do you want to achieve in life?
• Why do you want to work for this company?
• What did you learn most in your last job?
• If I obtained a reference from your last employer what would it say?
• How do you spend your free time?
• Of all the jobs you have done, which did you enjoy the most and why?
• What has been the most difficult career decision you have had to make?
• What is your greatest achievement to date?
• What motivates / demotivates you?
• What makes you angry / frustrated?
• Tell me about yourself
• How would you deal with an irate customer?
• How would you persuade your current Manager to spend money on new equipment?
• What major challenges did you face in your previous role? And how did you overcome them?
• What are your salary requirements?
• Tell me about any issues you’ve had with a previous boss?

 

For our downloadable interview tips and preparation,  Click Here: http://www.veryimportantpersonnel.co.uk/InterviewTips.pdf 

GOOD LUCK!

 

The UK Recruitment scene is on the verge of a huge growth spurt as the economy has dramatically improved this year which has urged employers to be a little more adventurous. This change is great news for both employers and employees. This means job activity is on the rise for the very near future and this goes for most industries as opposed to the decline back in 2008/09.

So what can we expect to happen?

The truth is that it is highly unlikely that enough good candidates are out there to meet demand. If employer attraction strategies and recruitment processes don’t change then employers can expect to face a far tougher future. In a hotter market, these shortages will become more severe; because as employers find recruiting more difficult, it becomes more tempting to simply invest in current resources. The buyback, where an employer tries to entice a current employee to stay at the point of resignation, was a rarity in recent years but is now very much in the spotlight again.

To get ahead of a rapidly rising market, employers are going to need to alter their ethos significantly and be prepared to make big changes to their attraction, selection and on boarding processes.

What does the changing landscape look like?

Job boards and social media outlets, such as Facebook, Twitter and LinkedIn, have significantly changed candidate attraction strategies; yet most employers aren’t prepared for what happens when these become less effective for attracting the best talent.

High calibre candidates are looking for employers to come to them. Even if that initial sell which draws them into the process is persuasive, most employers’ recruitment processes are reminiscent of a recessionary mentality and have the bureaucracy to match. If an employer really thinks it can win the war for talent by asking prospective candidates to fill in forms, wait for weeks for feedback, attend lengthy assessment centres and then accept lowball offers, they are mistaken.

Employers need to be more responsive. Having processes which attract and select the best talent is an out-and-out no-brainer, mainly due to the fact that many candidates realise how they are treated through the interview process which is an indicator of how they’ll be treated as an employee. UK employers need to be smarter, more decisive and more flexible if they want to get the best candidates on board. It is much better to focus on the one superb candidate and put them in front of the CEO after a first meeting, rather than gear up expectations, both internal and external, to a lengthy ‘robust’ process with many interview stages and paperwork only to obtain a mediocre hire at the end of it.

Candidates are now looking to engage with their employer in a very different way than they did previously and are expecting a relationship which is more personal, flexible and equal than ever before. Take Sir Richard Branson and his new “Flexible Holiday Entitlement Scheme”; a huge reminder to all UK employers that valuing an Employee’s needs is key to retaining and attracting staff. A big advertising budget, slick processes and improved technology will all help, however if an employer can successfully engage with its potential employees, then they can look forward to a brighter future.