Interview Success!

Everyone approaches a job interview with some degree of apprehension. But if you believe in yourself, it will be easier to convince the interviewer to believe in you!

The most important factor is preparation!

During the Interview

According to research, employers’ impressions are made up in the following way:
1.         Body Language and Image (70%)
2.         Tone of Voice (20%)
3.         What you say (10%) 

From the very first moment, you are being judged and measured.  The impression you create in the first few seconds is crucial.
Look the interviewer in the eye, but don’t make it a staring contest.  The way you act, your posture, gestures and facial expressions will reveal a lot about you.  Research has shown that interviewers make decisions within the first 5 minutes of an interview.
Carefully analyse the interviewer’s conversation, body language and style.  Without making it obvious, gently reflect key words, attitudes or phrases back to the interviewer.  If executed with extreme care this will produce a positive reaction. 

Do’s and Don’ts:
DO try to build up rapport with the interviewer as quickly as possible
DO be enthusiastic, but without sounding false
DO maintain eye contact
DO believe in yourself, your abilities and the value you can bring to the company
DO speak with confidence and be clear
DO be positive with your answers
DO keep to the point and be mindful of time
DO try to be honest and open
DO avoid yes and no answers
DO take your time to answer questions if necessary
DO smile when appropriate
DO listen and keep your concentration levels at their optimum
DO be prepared for the unexpected question that is designed to see how you cope with the unexpected
DO ask relevant questions, but try not to repeat information already discussed earlier during the interview 

DON’T be late
DON’T vigorously shake the interviewer’s hand or go overboard by gripping the offered hand like a vice-grip!
DON’T sit down until you are offered a seat
DON’T go to the interview laden down with bags
DON’T slouch or sit defensively with your arms and legs crossed
DON’T waffle or avoid questions
DON’T fidget or play with your hair, clothing, items in your pockets etc
DON’T use negative phrases such as: ‘I don’t know’ or ‘I’m not sure’
DON’T indicate that you are desperate for a job
DON’T get into discussions about your personal life, and decline any bait to mention secrets of your present employer.  The interviewer should respect your trustworthiness and integrity
DON’T go to the interview smelling of strong odours for example garlic, alcohol or even perfume / aftershave
DON’T wear lots of jewellery
DON’T embellish answers or lie!  Be as honest as possible
DON’T forget to thank the interviewer for their time

Qualifying and Closing
Ask qualifying questions to gain commitment and to assess how things are progressing.  This allows you to measure the interviewer’s impression of you.  When asked are there any final questions, ask the interviewer how they see things progressing from this point. 
Will you be invited to attend the next interview?
Do they see you making a contribution to the team?
Have they any reservations as to your ability to do the job at this stage?  If they have reservations, this is your one and only chance to prove that you are the person for the job.  If the role is a sales position, you must demonstrate your sales and closing techniques. The interviewer will be disappointed if you fail to do so.

Types of Interviews
There are 4 types of interviews – telephone, one-to-one, panel interview, assessment centre or a combination.  Employers are increasingly turning to psychometric testing, which we will also cover in this section.

Telephone Interview
This is a cost effective way for employers to pre-screen applicants prior to face-to-face interviewing.  Employers benefit from the ability to interview candidates from a wide geographical spread in much greater numbers than a face to face interview would allow, whilst at the same time, minimising on cost and time spent on the process
It is important to avoid distractions and ensure you have your CV, the job description, company information, pen and paper close to the telephone.  Remind yourself of why you think your skills and achievements match this position.
Remember to relax as much as possible and ensure that you speak clearly and concisely.
A telephone interview can involve periods of silence.  Don’t be tempted to fill in.  Let the interviewer keep control over the situation.
Telephone interviews can be particularly daunting, especially if this is the first time you have experienced one.  It is important to remember that the employer will put a great deal of emphasis on your tone and manner of voice in order to build up a mental picture of you.

One-to-One Interview
This is the most common type of job interview you are likely to experience.  It consists of just you and a single interviewer.  As with any interview, the key to success is the preparation you put into the process both before and during the interview.

Panel Interview
Panel interviews generally consist of between two and six people drawn from a range of positions within the company and will normally include:
         One person with a detailed working knowledge of the requirements of the position, usually a supervisor or manager
         One person trained in selection techniques, perhaps a HR professional, and
         One person from executive or general staff
Panel interviewing is favoured by many employers as it tends to be less subjective than a one-to-one interview and affords the opportunity to gain a broader opinion basis from one interview situation.  From the job seeker’s point of view, it can also work to your advantage by allowing you to build up rapport with at least one panel member.
Remember to maintain eye contact with the person who asks you a question and as you continue, move your eyes along the panel to make eye contact with the next person and so on, finish your answer back with the person who originally asked the question.  This method will ensure that each member of the panel is encouraged to listen to your answer and provide an opportunity for you to establish rapport.  Remember to smile and convey enthusiasm at all times.

Assessment Centres
Assessment centres normally involve a group of candidates who are assessed over a period of time, lasting anywhere between a couple of hours to a couple of days.  The content of an assessment centre interview can vary dependent on the type of role you are applying for.
Group Discussions – designed to assess how well you work with and integrate with others
Role-Plays – to recreate a particular aspect of the role you are applying for i.e. dealing with a difficult or angry customer
Presentations – to assess your ability to clarify and present information either individually or as part of a group

Psychometric Assessments
Psychometric assessments are tools often used by employers as part of their selection process.  They are used to assess the character strengths and weaknesses of a candidate, providing accurate profiles of their suitability for a position.  Employers can use these tests at any point during the selection process.  Sometimes they are used at the beginning, as a way of screening out unsuitable candidates.  Other employers prefer to use them towards the end of a selection process….but don’t panic…psychometric tests are almost always used in conjunction with more traditional selection methods.
Psychometric tests normally take on one or more of the following:
Ability testing – measures an individual’s potential for specific skills, focusing on what a person is capable of achieving as opposed to what they may have achieved in the past
Aptitude testing – very similar to ability testing, the main differences being that Aptitude testing is used to measure a specific ability such as computer programming and ability testing is used to measure your general ability
Personality testing – used to measure the key personality traits of a potential employee.  It is import to ensure that you answer the questions posed in an honest manner to ensure that your personality type will fit into the organisation and vice versa
Psychometric tests generally have a number of in-built mechanisms designed to spot inconsistencies in your answers.  Try not to answer as you think the employer would want you to but concentrate on how you would respond to a given situation or have responded to an actual situation in the past.

The Informal get-together at the Pub to Meet the Team
There is no such thing as an ‘informal get-together at the pub to meet the team’.  It is another form of interview to measure you and to see how you behave.  In spite of what the interviewer may say, this meeting is not off the record.  At this meeting they will certainly offer you drinks to relax you and to see what you are made of and how much you drink.  Your drinking capacity will lose you points, encourage you to let your guard down and almost certainly increase the odds of the offer going to another more prudent candidate!

Whatever form they take, interviews will always cause some apprehension. But they are a great opportunity to stretch yourself, identify what your strengths are and refine your ability to sell yourself to others. There are candidates out there who get offered every job they apply for and they are not doing anything that you cannot learn to do yourself. Preparation is the key, get it right and you will have companies running after you!