Interview Preparation
There are various ways in which a company may interview you. Good interviewers should supply you with a breakdown of the interview programme. If you didn't get one – DO ask what's involved when you call to say you're definitely coming; good preparation is crucial.
Various formats can include:
- Interview by a panel - usually about two to four people (see The Interview)
- One-to-one interviews with different people (see The Interview)
- A presentation. Common for most jobs where you'll be making presentations to clients or colleagues.
- Group activities with other candidates. These test your teamwork, your ability to listen and communicate, to motivate others, to cope with pressure and to come up with solutions.
- Assessment Tests of aptitude, personality or specific abilities, such as manual dexterity. For example, your hand / eye co-ordination.
Presentation Skills
- Practise and prepare. You need a clear idea of what you want to accomplish in your presentation, so thoroughly organise your notes, practise in front of the mirror, time yourself, practise in front of friends and family, memorise as much as you can and think about which questions might come up. That way you'll be ready for anything.
- Set up the room. Get there early and check that all the equipment works (projector, sound system, computer, air conditioning, lighting, etc.).
- Control your nerves. Take the edge off your fear by breathing deeply for a few minutes, visualising your audience clapping appreciatively, chatting with people who arrive early, or listening to some calming music - whatever you feel helps. If your legs are trembling, perch on the edge of a table. If your hands shake, put your notes on postcards, rather than A4 paper. But remember... your nerves won't show half as much as you think they will!
- Set the ground rules. Let your audience know very briefly what you'll be covering and, if you want them to ask questions during or at the end of the presentation, say so and get their agreement.
- Get their attention. Grab the audience by doing something effective. You could discuss something relevant that's happened very recently, you could show them an amazing visual. Never be afraid to be creative.
- Keep their attention. Keep your audience interested by varying the pace and tone of your presentation, using props or visuals every now and again, smiling and making eye contact, moving around the room, and using humour and stories to emphasise points.
- Go with the flow. If you miss something out, don't panic - they don't know your script. If it's an important point, slot it in later. If you run short of time - cut something out that's less important. You're in charge, so you can chop and change your presentation as you please.
Assessment Centres
Assessment centres are places where two or more of the techniques below are applied to a candidate, one after the other. They normally last between half a day and two days. Employers use them to gain a range of information about your mental agility, your personality, your skills and experience. The best thing about an assessment centre is that no one part of the day is taken in isolation. So if you mess up one exercise, forget it and move on.
Group exercises and role plays
- These simulate the types of situations you might find yourself in.
- You'll be given a task and a timescale to complete it.
- The employer is interested in assessing your skills and not just how long you take.
- They are looking at how good your communication skills are when expressing your views to others.
- Show your ability to co-operate and accommodate others' needs, views and skills in order to achieve a goal.
- In preparation - try to find out about the everyday tasks of the job you've applied for before going to the assessment. The exercises set for you will probably simulate one of these activities and so you won't be as surprised by what you are asked to do.
Psychometric Tests
A psychometric test is a reliable measure of human ability and behaviour. There are broadly two types:
- Type 1 - Ability/aptitude tests.
- Type 2 - Personality questionnaires.
Type 1 - Ability/aptitude tests
- These look at the speed and accuracy of processing verbal, numeric or abstract info.
- They last between 30 and 50 minutes.
- They're usually a paragraph of text, figures or a graph about a subject. You have to choose the correct response from a number of options.
- You might be given examples to practise before you take the test.
- You need to work as quickly and accurately as you can.
- Take your time with the examples and ensure you understand how the questions work.
- If you don't understand, ask.
- You are only assessed when the clock starts ticking.
- If marks are not deducted when you get an answer wrong, attempt all the questions - you'll stand a better chance of getting more marks than if you leave any answer blank.
Type 2 - Personality tests
- These try to gain an insight into your characteristics.
- Think about your friends, it's easy to describe characteristics that make them different from everyone else. Personality tests help your interviewers get to know what makes you tick.
- They take between 15 and 50 minutes to complete. It's in both you and your future employer's interests that the job suits your character and that you will fit in with the existing staff.
- Try to answer the questions honestly and give your gut response to each question. You don't want a job that you will be miserable in. Give them a true picture of what you're like and let them judge whether you are suited to the position.
For more information:
prospects.ac.uk
Career Services
Jobsite
BBC - One Life
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