Job Interview Techniques
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Preparation
You probably wouldn't sit an exam without doing some homework and you probably wouldn't go to an audition without rehearsing. So why go to an interview without preparing for it?
To prepare for the interview there are certain things you will need to ask:
What does the role involve? The more you know, the more prepared you can be; with examples of previous relevant experience and current knowledge.
What does the company do? Some background knowledge can help in establishing rapport and demonstrating enthusiasm.
Who is interviewing you? Is s(he) an agency account manager, a departmental manager, a project leader/manager, or a Human Resources manager? If you can find this out you will be better able to answer ...
What is the purpose of the interview? Obviously, knowing what to expect gives you some idea of where to focus your interview preparation. Generally interviews fall broadly into two types:
Interview Types
The screening interview - Often conducted by an agency or a Human Resources representative. The aim of this interview is essentially to verify your experience and credentials and ensure that they match the requirements of the role. Typically this interview is not technically in-depth, but will thoroughly examine your working history; verifying your CV details against your personal account, filling in any gaps and questionning any discrepancies. Your interpersonal skills and attitude will also be assessed. If you are being screened by an agent, you can probably expect the interview to be broader in scope; determining your personal aims, preferences and ambitions, with a view to future role suitability. In this kind of interview, your goal is to learn more about position, and to obtain an interview with the decision maker.
The deciding interview - Often conducted by the hiring manager, and may include other company representatives such as other senior or technical team members. In this interview you are more likely to be asked technical questions, so brush up on all technical knowledge that sounds relevant to the role. Remember that the interviewers will be envisaging the possibility of working with you, so in addition to appearing competent, your interpersonal skills are important. Try to establish a rapport with the interviewer(s). Your goal in this interview is to learn more about the position, and to persuade the decision maker to decide in your favour.
General Advice
Be punctual! If, for some unforeseen reason, you are going to be late, ring the interviewer, apologise and ask if they would prefer to reschedule.
Great the interviewer with a firm handshake and a warm smile.
Memorise the interviewers name(s) and ensure that you pronounce it correctly.
LISTEN to the interviewer.
Answer their questions fully, accurately and keep to the point.
Be sensitive to the interviewers reaction to what you are saying; if you notice that they seem to be impatient or checking the time, then keep your answers brief. If they seem unsatisfied with your answer, ask them if they would like more detail, or if you have answered to their satisfaction.
If you dont understand a question, ask for clarification. This can also be a useful stalling technique while you prepare an answer to a difficult question.
Ask questions that demonstrate an interest in the role, the company and career prospects, not only in salary and conditions.
If the interviewer seems to be rude or abrupt, continue to be courteous and don't take it personally, they may be testing you (or just having a bad day).
Be courteous, relaxed, confident and positive - do not be negative or critical about previous employers!
Make eye contact with the interviewer(s), particularly while listening to them.
Don't fidget, cover your mouth, or slouch.
Try to enjoy the experience!
Common Questions
Below are some of the general types of questions you can expect to be asked, and some notes on how to handle them.
Prepare answers for open-ended questions, such as "why do you want to work for us?", "tell me about yourself", "where do you see yourself n years from now?", and the old favourite "what are your strengths/weaknesses?". If asked about your weaknesses, present them in a positive framework - either by saying what you are doing to improve the situation, or noting a beneficial "flipside" of the same characteristic.
Many interviewers will use Behavioural Questions. Essentially these ask you to give specific examples from your past experience which illustrate certain competencies identified as important to the role. They will often begin with "tell me about a time/situation when/where...". In answering these questions, it is important to be use real, not hypothetical, examples and to talk about your involvement (ie, talk about "I" not "we"). Practice helps : based on what you know of the job, try to think of the key competencies the interviewer may be looking for, and then think of relevant examples from your experience where you demonstrated these competencies. Be prepared to tell the story of the situation, what steps you took, and what was the outcome. You can find more on behavioural interviewing here.
Be prepared for questions that pose a 'problem' or 'scenario' and ask for your reaction. These are often posed to test your negotiation & decision-making skills. Try to quickly identify what the interviewer is hoping to learn from your response, and if necessary ask qualifying questions before answering. Sometimes this kind of question can be test of character, (eg. "how would you feel if someone working for you was promoted above you?"). Remember that there is often no single or right answer. The key is to come across as believable (ie, of course you have feelings) but also as reasonable.
When asked your reasons for leaving a previous job, try to present it positively. Resist the urge to be critical of your former employers!
If asked a technical question which is outside your area of expertise, be honest in admitting your ignorance. You can still turn this into a more positive impression by showing enthusiasm for learning the new skill and citing instances where you have demonstrated the initiative and ability to acquire skills rapidly. You can also try to shift the focus back to your strength in other relevant skills.
