Interview Tips
Discussion
Hello
I have a couple of interviews coming up and looking for some tips and advice. As an employer what things impress and also put you off the candidate?
How do you deal with interview nerves, stuck on a particular question etc.
Any good ways of ending etc?
Would appreciate any advice.
Thanks
I have a couple of interviews coming up and looking for some tips and advice. As an employer what things impress and also put you off the candidate?
How do you deal with interview nerves, stuck on a particular question etc.
Any good ways of ending etc?
Would appreciate any advice.
Thanks
Guess it depends on what the job is a lot but these are the things I've always found helpful:
1. (An obvious one) research the company interviewing you, know who their clients are, biggest contracts, plans for the future etc
2. If you get the opportunity take a glass of water and sip it when you need time to think. It'll help slow and calm you down.
3. Have some questions prepared for the inevitable 'have you got anything you'd like to ask us". Just make sure its not something you could find out on their website
4.Another obvious one, turn up on time. I once missed out on a REALLY great opportunity by getting lost going through London on the way to an interview.
1. (An obvious one) research the company interviewing you, know who their clients are, biggest contracts, plans for the future etc
2. If you get the opportunity take a glass of water and sip it when you need time to think. It'll help slow and calm you down.
3. Have some questions prepared for the inevitable 'have you got anything you'd like to ask us". Just make sure its not something you could find out on their website
4.Another obvious one, turn up on time. I once missed out on a REALLY great opportunity by getting lost going through London on the way to an interview.
you need to be able to talk through what skills and experience you have and how that relates to your job history. You should be able to talk on this, without looking at notes for ten minutes*
Practice this, out loud.
Practice this, out loud.
- if you're a fresh grad or don't have much experience, then this time could be reduced a little.
work out who the hiring manager is (unless they've already introduced themselves as is usual) and engage with them. any hr presence is largely superflous. a good interview will be an hour's good humoured, natural conversation. a poor one will involve questioning where you see yourself in 5yrs time. just tell the hr bod what they want to hear and leave the real talk for the hiring manager.
a hiring manager wants someone who is bright, can do the job, has future potential and can bring something his/her team may be lacking. they want someone who is direct but an easy conversationalist so they can slot you into their team or a customer meeting without worry. tick these boxes and be memorable for the right reasons and you're halfway home. IME, if you genuinely have a passion for their role (rather than moving for more $ or a shorter commute etc.) then nerves won't be an issue.
also worth bearing in mind is that no matter how perfect you think you may be for a role, the next guy may be even more so. don't build anything up in your head until you get feedback.
a hiring manager wants someone who is bright, can do the job, has future potential and can bring something his/her team may be lacking. they want someone who is direct but an easy conversationalist so they can slot you into their team or a customer meeting without worry. tick these boxes and be memorable for the right reasons and you're halfway home. IME, if you genuinely have a passion for their role (rather than moving for more $ or a shorter commute etc.) then nerves won't be an issue.
also worth bearing in mind is that no matter how perfect you think you may be for a role, the next guy may be even more so. don't build anything up in your head until you get feedback.
shirt said:
roll them all you like. other than graduate recruitment, please tell me what influence HR have over whether someone will be hired or not? answer: f
k all.
This may be true in some companies, but not all. I am always asked for my opinion on new hires, and if I feel something is off, the person does not get the job. k all. My advice would be:
Research - all employers like to feel you have made an effort to find out a bit about the company
Question - the interview should be interactive so feel free to ask about training opportunities, progression, how the vacancy arose, when are they looking for someone to start, social side of business etc
Consider your answers and don't be afraid to ask them to rephrase the question if you don't understand it.
Don't be afraid to admit if you do not have knowledge of a certain area, but then go on to clarify how keen you are to learn.
When leaving, thank the interviewers for taking the time to see you and tell them you look forward to hearing from them. Shake their hands and make sure it is not a "wet lettuce" handshake. It should be firm but not knuckle breaking.
Good luck
Edited by Firefoot on Wednesday 19th January 09:59
shirt said:
roll them all you like. other than graduate recruitment, please tell me what influence HR have over whether someone will be hired or not? answer: fk all.
Difficult to know where to start with this. Given your obviously entrenched views, I think it unlikely that whatever I say, you either won't believe me or will argue against. k all. In the last six months I have hired over 30 people for my current business, in senior and executive levels, I am asked for my opinion every day.
Of course there are times when my view and a line managers view are different, and you are correct, it is the line managers ultimate decision. But I'd estimate that in the fifteen years I have worked in recruitment I have interviewed around 3000+ candidates. How many has an average line manager seen ?
Naturally you are entitled to your view of f
k all, but this is a little narrow. Much like Lenin's rise to power in Russia, he wasn't the brains of the outfit, he was the general secratary, but he provided the agenda for every council meeting. If I don't put you on the shortlist for a role, line managers never even see the cv Anyway - enough off topic - some tips.
Be prepared to talk about your best career achievement or some difficult tasks where you have had to dig deep and deliver.
Form your answer as a STAR response
Situation - what was he project, or set up of your involvement - eg we were losing customers.
Task - I needed to look at the key reasons behind this, price, competition whatever.
Action - I reviewed our three major competitors prices and spoke to 10 customers
Result - I presented the finding to my boss and I proposed that we introduce volume discounts (whatever)
This type of structure gives a clear, easily understood view of YOUR achievement and delivery within the context of your role.
Look them in the eye, firm handshake, on time, looking smart, feel confident and challenge at least on thing. (eg - why did you join this company and what keeps you here)
Good Luck
Be prepared to talk about your best career achievement or some difficult tasks where you have had to dig deep and deliver.
Form your answer as a STAR response
Situation - what was he project, or set up of your involvement - eg we were losing customers.
Task - I needed to look at the key reasons behind this, price, competition whatever.
Action - I reviewed our three major competitors prices and spoke to 10 customers
Result - I presented the finding to my boss and I proposed that we introduce volume discounts (whatever)
This type of structure gives a clear, easily understood view of YOUR achievement and delivery within the context of your role.
Look them in the eye, firm handshake, on time, looking smart, feel confident and challenge at least on thing. (eg - why did you join this company and what keeps you here)
Good Luck
Gargamel said:
shirt said:
roll them all you like. other than graduate recruitment, please tell me what influence HR have over whether someone will be hired or not? answer: fk all.
Difficult to know where to start with this. Given your obviously entrenched views, I think it unlikely that whatever I say, you either won't believe me or will argue against. k all. In the last six months I have hired over 30 people for my current business, in senior and executive levels, I am asked for my opinion every day.
Of course there are times when my view and a line managers view are different, and you are correct, it is the line managers ultimate decision. But I'd estimate that in the fifteen years I have worked in recruitment I have interviewed around 3000+ candidates. How many has an average line manager seen ?
Naturally you are entitled to your view of f
k all, but this is a little narrow. Much like Lenin's rise to power in Russia, he wasn't the brains of the outfit, he was the general secratary, but he provided the agenda for every council meeting. If I don't put you on the shortlist for a role, line managers never even see the cv 
i knew you were all stalinists at heart! okay, o/t still and sorry for getting your back up, i realise i was being flippant.
my comments are valid for any role i expect the OP will be going for. i can imagine how HR's view may have validity for executive level positions, but i would hope noone at such a level requires interview tips.
there's obviously a difference between sectors, but i stand by my comments for the bulk of jobs out their and more so as the specialism increases. convincing HR i'm right for a role is easy, convincing a line manager of my worth to him/her is not. your last line is especially telling for this, its ridiculous how easy it is to get an agency to put me forward for a role i'm not experienced enough to perform well.
my views are not entranched, i was merely trying to be concise and helpful. i have experience in recruiting/vetting grads myself, and speak first hand about how easy it is to tick the HR boxes when you know what they want to hear. it's all about marketing yourself to them well, then showing the real you to the guy you're looking to work for.
One I have been using in my last interviews is this. When the interviewer is telling you about their certain process or how their department works, I re-iterate what they have told me. i.e "ahhh, so you do X,Y and Z and in turn use the outputs of those tasks to report the findings to blah blah blah. Ok good."
Shows
1. That you are listening
2. Can pick up new ideas or info and can process it.
Also, breaks up the monotony of the interviewer talking all the time.
Learned if off Peter Day on his "In Business" podcasts from radio four. He does it all the time.
Shows
1. That you are listening
2. Can pick up new ideas or info and can process it.
Also, breaks up the monotony of the interviewer talking all the time.
Learned if off Peter Day on his "In Business" podcasts from radio four. He does it all the time.
No problem, Whilst I was a Headhunter, I held very similar views about the Human Remains department.
Like any area of business, some are good and some are dreadful, no commercial sense whatsoever. In fact many of them aren't even any good at interviewing...
I only focus on recruitment, so I have strong views on this, and actually given that the company pay me to interview on their behalf, it would be daft wouldn't it, if they didn't listen to what I was telling them.
If you are nervous talking about money, consider how much you want before you go in. Be ready for the question - "how much money do you want?"
Reread and understand their job spec - do you fit the bill? Be prepared to address any shortfalls in your skills.
Be honest.
If it is a small business and you are being interviewed by the owner/manager then asking about training may give the impression that you are going to cost them more ££££. I always buy training books myself.
It has been a long time since my last interview but at the "have you any questions" stage I advised them that in previous roles I did not leave at 5pm on the dot, and that I am able to work better by staying a little later sometimes. If appropriate to your job ask if the office is open late/if you can become a keyholder in future or if remote access is available to allow this.
Reread and understand their job spec - do you fit the bill? Be prepared to address any shortfalls in your skills.
Be honest.
If it is a small business and you are being interviewed by the owner/manager then asking about training may give the impression that you are going to cost them more ££££. I always buy training books myself.
It has been a long time since my last interview but at the "have you any questions" stage I advised them that in previous roles I did not leave at 5pm on the dot, and that I am able to work better by staying a little later sometimes. If appropriate to your job ask if the office is open late/if you can become a keyholder in future or if remote access is available to allow this.
shirt said:
convincing HR i'm right for a role is easy, convincing a line manager of my worth to him/her is not.
You shouldn't be convincing HR you're right for a role - that's not why they're there. You should be convincing them you're right for the company as a whole. And that's only easy if you're up against a fairly poor HR admin who asks you what type of animal you'd be etc.Too many companies use HR to interview as a tick in a box. They should be governing the company strategy in terms of personnel. A good HR exec will do this. Even for non-management employees - as often these are the people who actually make or break the company.
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