Interviews

• Is the standard interview dead?

• Preparing for an interview

• Interview checklist

• The video interview

• Tricky interview questions

• Reasons for leaving: the good, the bad and the ugly

• Interview red flags

• Vetting & Screening

• Keeping within the law

 

Is the standard interview dead?

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Over the last few months we have read many articles about the changing face of the interview; how traditional methods are dead and how technology is the future.

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Yes, the face to face interview does have its faults, and may not, in some cases, be a good predictor of future job performance.

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The best and most reliable method is to assess the candidate ‘in post’ but this is not practical in most cases, except for interns who work for free!

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Virtual Reality-AI

Yes, VR and AI are making an impact on recruitment, which should be exciting for the twenty somethings, but a bit daunting for us oldies!

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Telecom giant BT has recently launched a new creative job interview aimed at apprentices and graduates for roles in cyber security, engineering, IT, sales and customer service.

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Be warned though, a recent survey of 18-24-year-olds found that many were feeling bewildered by hiring processes that feature no human interaction.

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Wacky interviews

Some HR Professionals advocate different ways to recruit staff, feeling that the days of the standard interview are long gone.

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New techniques we have heard of include getting candidates to build objects out of straws, come up with a poem or sell a product to assessors. Another firm asked candidates to stand up and describe their most embarrassing moment ever. Great news for the shy and retiring!

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Trust

It seems that candidates don’t always tell the truth in interviews (really?) and the interviewer can’t always judge a candidate objectively (really?) which brings into play competency-based assessments.

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Here, we should base all questions on real life, in-job, scenarios and examples. Easy to say but hard to do, as it may need to involve role-playing, for both the candidate and the interviewer.

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The traditional interview won’t be ditched yet though as it still has its merits, particularly when combined with a few ‘modern’ elements to increase the assessment of the candidates’ competency and suitability for the role and the company.

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This will ensure that the impression you make is based on seeing you do the job, rather than on how good you are at presenting yourself and answering questions.

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It seems that interviewers need help as well…

 

Preparing for an Interview

 

It is highly likely that during your search for a new position you will be asked to attend an interview, either with a Search and Selection Consultancy or with a prospective employer.

 

The interview is a controlled discussion between you and the prospective employer, or the search consultant who is representing the employer.

 

The interviewer is not there to trick you but to find out if you are suitable, that you have the skills that you mention on your CV and that you will fit well into the organisation and team.

 

The meeting should be a two-way exchange of information and a fact finding exercise which will help the interviewer form an opinion about you, and conversely gives you an opportunity to find out about the organisation.

 

Take the meeting seriously - your attitude will show respect.

 

Although in some quarters the interview has been criticised, it still remains one of the most common and popular ways of selecting personnel.

 

So, are interviews effective? No!

 

•              Most people over-estimate their ability to judge others

•              Interviewers are deceived by good ‘interpersonal’ skills of candidates, thinking they will be good at everything

•              Interviewers accept what candidates say without probing further

•              Interviewers can treat different candidates inconsistently

 

Remember, the interviewer has only three key questions that need answering:

 

1.            Can you do the job?

2.            Can you get there?

3.            Do you want to do the job?

 

The interview itself may take a number of different forms; it could be formal or informal, be conducted by one person, a panel or a committee and may follow a number of strategies and techniques.

 

Some companies have standard selection formats, and it is likely, particularly with senior appointments, that the selection process will involve a number of interviews, each having a slightly different format.

 

As well as the selection interview you may also be asked to undertake a number of selection tests, which could include psychometric assessment such as intelligence tests, aptitude and attainment tests and personality tests.

 

Typically, the format will be:

 

• Introduction

• Information gathering, asking you questions

• Discussion of the role and company

• Summary and conclusion.

 

Whatever form the interview takes, every candidate should be offered the same opportunities to give the best presentation of themselves, to demonstrate their suitability and to ask questions of the interviewer.

 

Quite a number of interviews may appear haphazard - don't worry - the interviewer may be unaccustomed to interviewing and could be a little rusty!

 

A structured interview, designed to discover all relevant information and assess the competencies of the applicant, is an efficient method of focusing on the match between job and candidate.

 

It also means that there is a consistent form to the interviews, particularly important if there are a number of candidates to be seen.

 

Conversely unstructured interviews are very poor for recruiting the right person.

 

Interviews need not be formal. The length and style of the interview will relate to the job and the organisation. Some vacancies may call for a formal interview panel, some for a less formal, one-to-one interview.

 

The interviewer will be put off by the following:

 

•              Poor appearance

•              Too aggressive, conceited, know it all

•              Poor ability to express answers well

•              No career focus

•              Passive, uninterested attitude

•              Lack of confidence

•              Concentration on the salary

•              Poor diplomacy

•              Closed body language

•              Not asking any questions

•              Lack of preparation for the meeting

 

First Impressions

 

Presentation is all important when you go to meet your prospective employer, and you should dress accordingly.

 

A number of studies have concluded that up to 93% of our first-time impact on others is non-verbal. Others have shown that there is a direct link between what you wear and what you earn. A badly dressed man penalises his earning potential by 15% and a poorly dressed woman by 11%.

 

First impressions do count.

 

A bad first impression with a client can take up to 15 subsequent meetings to correct - if ever.

 

At an interview the wrong impression in the first few seconds could make or break a career.

 

At your interviews you need to appear organised and professional which means wearing clothes that fit properly and look neat and tidy. We assess physical appearance – age, sex, perceived status, attractiveness. Most people will behave more politely if they think the other person has a higher status.

 

So, try to dress conservatively - it is a formal business interview and you want them to remember you for what you said not for what you wore! This means dressing in dark grey or navy; and for the ladies try not to be too upbeat or trendy - you want to be taken seriously!

 

If you pay attention to the details, you can't go wrong: make sure your shoes are clean, your socks match and your tie isn't stained! If you are taking papers with you make sure you use a briefcase or similar bag, which is clean and tidy and looks professional.

 

Body language is very important in the first couple of minutes – we form a quick impression which is lasting.

 

Pay attention to the small talk – tone, volume, pitch and quality. Posture, gesture, touch and facial expression complete the picture. Make sure that first impression counts!

 

Interview Checklist

 

Before the meeting:

 

•              Make sure you know where you are going, who you are meeting and how long it will last. Take the company telephone number with you just in case you are lost or late

 

•              Arrive ten minutes early at reception - this will give you a feel for the organisation and the people at 'front of house'. If you are going to be late telephone and explain. Always apologise to the interviewer in person if you are late- this is courteous and shows respect for their time

 

•              Investigate the company you are seeing - products, services, size, location, reputation - use the internet, reference books, the company itself

 

•              Prepare a set of questions to ask about the role and company

 

•              Prepare your answers to difficult questions (why are you leaving; why do you want to work for us; tell me about a time when you failed and what you did to redeem the situation; why should we employ you etc)

 

•              Remember what you put in your CV - take a copy with you as well as a pad and pen to make notes. Re-read your CV and covering letter - if there is a mistake tell them before the meeting begins to save any embarrassment later

 

•              Know yourself - strengths/weaknesses, areas for further training

 

•              Think carefully about the type of role you are seeking and the type of company you wish to work for

 

On Arrival:

 

•              Prepare your opening move - first impressions are crucial - smile and introduce yourself.

Do not offer your hand to the other person - let them do this. That way you will not have to worry about the firmness of your hand shake nor your sweaty palms! (incidentally, if the other person has an injured hand an over-firm handshake will not go down well, will it?)

 

•              Wait to be asked to sit down

 

•              If you are ill on the day of the interview - don't go - all reasonable employers will wait a day or two

 

In the Meeting:

 

•              Be enthusiastic, show you are informed about the company and role. Try to create a positive impression

 

•              Keep your body language positive - look the interviewer in the eye, don't fidget, cough, slump in your chair, don't use a flat monotonal speaking voice.

 

•              Don't be over confident or arrogant.

 

•              Take note of your own body language - are you alert?
 

•              Make sure you answer the question - do not stray off the point or jump in. Above all do not make it up if you do not know

 

•              Avoid yes/no answers

 

•              Do not criticise current or previous employers

 

•              When answering questions do not rush into it, keep calm and think about what you are saying

 

•              If you do not understand the question, ask for clarification

 

•              Keep a balance between talking and listening

 

•              Do not over rehearse the answers to expected questions - you may sound glib and canned

 

•              Don't ask about salary unless the interviewer brings it up - this will normally be at the end. Money is a tricky subject - all roles have a target salary range and market rate which they will expect you fall within. If your employer pays differently to the norm/average (ie: you are under or over paid) explain this when asked. Be realistic.

 

•              It is unlikely that expenses will be offered unless the interview required international travel.

 

The video interview

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Zoomed, Hungout, TEAMED, WhatsApped or Skyped?

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Over the last four/five years this was probably the only way you got to 'meet' an employer or business prospect.Even today, the chances are that when the company you are keen to join tells you they want to see you, it will probably be by video link initially, followed by a face to face meeting if you are successful.

 

So, does this alter how you prepare for the 'meeting' or should you treat this as a ‘proper’ interview?

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If you have never been video interviewed before it could turn out to be far more nerve racking than meeting them face to face, starting off with making sure you can connect with them through their preferred media.

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In today’s connected world with fast communications technology video conference interviews are much better than they used to be, with limited delays and great picture and sound quality.

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All laptops, tablets and smart phones (is there any other type

nowadays?) have a webcam, so you shouldn’t need any new kit.

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What you will need to check is that your device (particularly your phone) has the right app on it to let you connect.

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But how should you approach the interview? 

As with any interview, preparation is key. First off make sure that you confirm the time and date and give them your email address so that they can mail the invite to you, and check whom you will be 'meeting'.

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Next, take time to consider where you will be when the interview takes place.

 A quiet room is best where you will not be disturbed and you can fully focus on the meeting.

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Take a look at what will be behind you since you don’t want them to see a messy background that distracts from you.

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Make sure the room is well lit and that you can sit comfortably.

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In terms of dress code, wear what you would to an actual face to face interview.

You want to make a good impression and demonstrate that you are taking it seriously and showing respect to the interviewer and their company. So, no pyjamas or onesies!

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If you are not used to doing video meetings find a friend who can help and call them to practice.

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This will help you get the lighting and positioning of the camera correct (you can see yourself in the corner of the screen) and get you used to the time delay, if any, you may experience during the conversation.

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You can adjust the height and angle of the camera so that it is at eye level which gives a more flattering view of you!

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As with any interview eye contact and body language are important.

So sit up straight and focus on what the interviewer is saying and only answer when they have finished so that you don’t talk over them. 

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There may well be more than one interviewer in the call - you can see who is there by their pictures in the corner of the screen - so, smile and listen ‘actively’ so that the interviewer(s) can see that you are focused on them.

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Try to look at the camera, rather than the picture on the screen, to ensure ‘eye’ contact and avoid looking at yourself in the corner of the screen, which can be difficult due to the distraction of checking yourself!

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Depending on the quality of your camera and internet connection the subtleties of your body language and speech may not come across strongly so speak clearly and think about the tone and pace of your voice in order to convey a positive message. 

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Being on screen will make most people feel a little uncomfortable to start with and this may affect your natural interaction with someone, so it is important to try to overcome this so that you give a great first impression. Relax and be yourself! 

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Remember though that the interviewer may not be a veteran of video interviews either so bear with them as well – feeling confident on camera takes practice!

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Your goal is to make a good impression and get through to the next stage! 

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Tricky interview questions

Why do you want to work for us? And other tricky interview questions.

 

So, you’ve turned up for your interview all enthusiastic, well-groomed and prepared – until, that is, they ask you one of those awkward ‘tricky’ interview questions.

 

You know the sort:

 

• ‘tell me what you do’

• ‘why do you want to work for us'

• ‘what do you know about XYZ’

• ‘what can you bring to our company that the other candidates can’t’

• ‘where do you see yourself in five years’

• ‘why are you leaving your company’

• ‘what are your strengths and weaknesses’

 

…and so on (we shall discount those banal questions such as ‘what kind of animal are you?’).

 

All guaranteed to make you sweat!

 

So how do you answer these questions?

 

Obviously, you need to be honest, open and enthusiastic with your answer, rather than contrite, contrived and automated (I am sure most interviewers have heard it all before!).

 

But what will make you stand out and help the interviewer to make their decision in your favour?

 

The ‘tell me what you do’ question is one of the hardest, since where do you start?

 

You need to analyse the reason behind the question (is it just to get you talking, to start the conversation, or a great way to find out if your skills and experience match their needs?).

 

In this situation many candidates freeze, become tongue tied and mumble their job title and a couple of sentences on what they do for their company and then stop and look at the interviewer for guidance on what to say next. Not a good start you may think.

 

You might also be asked ‘open’ questions which are designed to uncover your behavioural traits in the workplace and your personality type. These may include such questions as ‘how do you deliver unpopular decisions to your team’ or ‘how do you handle difficult customers’.

 

If you are not prepared these can be a nightmare to answer. Whatever questions you are faced with, if you have done your research on the company and on the interviewer you should not get phased by any of these questions.

 

You can check the interviewer’s LinkedIn profile and any articles/news items they appear in across the web.

 

Make sure you read the job profile thoroughly and take a good look at yourself since everyone has weaknesses and areas that they need more training in.

 

A trawl of the internet will bring up many pages of example interview questions and how to answer them, although you should make sure it is your answer and not someone else’s – imagine the embarrassment if the other candidate had read the same web page!

 

After you leave the meeting write down any questions that you found difficult and then practice your answer for next time.

 

Reasons for Leaving

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Do you disclose your ‘real’ reason for leaving or do you not? A conundrum…

Here is our take on the good, the bad and the ugly…

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More so than ever it is important that you have a ‘good’ and a ‘real’ reason for leaving your job or moving on and not just one that sounds good. 

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Companies today are keen to find to find out everything they can about a candidate and some firms will use third parties to ‘dig’ into your background. If you are reluctant to say why you are leaving or the reason you give it doesn’t sound plausible this will set the alarm bells ringing and your application may be downgraded or rejected.

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It is always one of the first things that candidates get asked at interview and may be phrased in several ways as they try to find out what is motivating you to move:

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• What is/was your reason for leaving?

• Why did you leave your last role?

• Why would you move from your current role?

• What might tempt you to move on?

• Is there anything missing in your role at the moment?

 

These questions are designed to find out what motivates you, whether you can work in the new company's environment or culture and whether you are likely to leave in the future if similar circumstances arise.

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More importantly, whether the situation at the new company is the same as where you are now.

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Most people don’t put why they are leaving, or have left, their current employer on their CV, covering letter or on-line Profile (LinkedIn) so you can assume that at some point – during an interview - you will be asked. So, what do you say?

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This is where the fun starts for recruiters because, believe me, we have heard everything over the years from being rude about your employer to showing how good you think you are versus reality!

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Obviously, with the current economic situation it may be that you simply cannot afford to stay in your current role and need a higher paid one...however...here is our light hearted look at some reasons for leaving.

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Here are some ‘good’ reasons for leaving:

• Redundancy

• Your company is relocating and you can’t move

• Your company has merged/been acquired and you are surplus to requirements

• You are moving back to the area/country

• Your commute is currently two hours each way

• You are on a contract and this is permanent

• This role is a step up – ie: you want to be promoted

• This role is with the number one company in your sector

• The role will use more of your core skills

• It is in an area that you want to get into but your current employer is not

 

A few ‘bad’ reasons for leaving:

• Redundancy (you were the Sales Director and the company sank through lack of orders)

• ‘I was headhunted’ (more of that later)

• Higher salary (you think you are underpaid and an offer may get you a rise)

• You ‘fancy a change’ (undoubtedly not the real reason)

• Personal reasons (unspecified!)

• To go travelling around the world

• This is a lower level role but you want to go back to the coalface (you are a terrible manager or you are about to be fired))

• It’s a lower salary but your lifestyle has changed so you don’t need as much (you are about to be fired)

• ‘I don’t really want to move but I’m looking at opportunities’ (all of the above plus you hate your boss)

• You’ve been there over twenty/thirty years and fancy a change (no you don’t – something has happened to upset your comfortable existence. A new boss perhaps that you do not like?)

 

And now for the ‘ugly’:

• ‘I was headhunted’. So, if a stranger calls you up and says come join my company, you do, just walking out the door and leaving your employer in the lurch. If you are approached you still need a legitimate reason for moving, even if you weren’t looking!

• Personality clash with the new boss ‘we didn’t see eye to eye’ (he made you accountable and do some work which you reacted against. How do we know you’ll get on with your next boss?)

• You are in Sales and want to leave after 10 months as ‘the company doesn’t support the client’ (we are all allowed one career mistake but if this is a recurring theme then perhaps it’s your sales ability…)

• Anything that involves theft, bullying, fighting, racism, harassment, refusing to work longer/flexible hours…

 

Interview Red Flags

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Those interesting and annoying things, or lack of them, that frustrate you!

Many job seekers who attend interviews get wound up and frustrated by the employer, either from the information given (or not) beforehand, or answers given during the interview.

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These include:

• Not being forthcoming, or vague, about the salary package
   

• Changing the time, day, place of the interview more than once
   

• The role is not ‘quite’ what the advert said it was
   

• Being asked irrelevant questions
   

• Being asked far too many personal questions
   

• Lack of preparation by the interviewer
   

• Being asked ‘daft’ questions – see above
   

• The interviewer not answering your questions fully
   

• Vague information given about why the vacancy has occurred
   

• Talking down their employer and co-workers too much
   

• Conversely, talking up their employer and co-workers too much
   

• Being told you have to work 60 hours a week including most weekends

 

Try to do your research on the company, the people who work there, the reputation of the organisation and reason for the vacancy before you get there, so that you can anticipate what you may be told, and it doesn’t come as too much of a surprise.

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Obviously, things may have moved on, or changed since you applied for the role, but they should be upfront and honest about this.

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Interviews: keeping within the law

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Interviewing isn’t what it used to be; you can no longer have a cosy conversation with the candidate about who they are, what they do in their spare time, what they get up to with their family if they have one, when they left school, why they want to join your company at their age (whether young or old) – essentially having a chat to get to know them.

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Why? Because most of these questions are now unlawful since they could be construed as discriminatory.

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Imagine the scenario: you (a female) are asked how old your children are and whether the job location is commutable. Simple questions you might ask someone you meet socially.

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However, if you are not offered the job you may be able to claim discrimination (on the grounds of being a female with a young family) since you implied that commuting might be a problem with a young family, which obviously it wouldn’t be to a man?

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See how easy it is to fall foul of the law?

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It is unlawful to discriminate against candidates on the grounds of age, disability, gender (including gender reassignment), religion/faith, race, pregnancy or marital/relationship status.

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This means that you can’t be asked any questions related to any of these, nor can any terms such as salesman or waitress – anything gender specific in fact – in an advert or application form be used.

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Nor can any terms that are age related such as ‘mature’, ‘young’ or ‘school leaver’, be used and being asked for ‘twenty years’ experience, is out of the question as it precludes someone who is too young to have got that many years’ experience!

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Obviously, there are a few exceptions, such as jobs that are physically demanding and require you to be fit and able-bodied.

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If a candidate is disabled then the employer shouldn’t assume they cannot do the job – they should look at the skills and competencies required for the role and find out if the candidate has these, before discounting them.

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For more information go to:

https://www.gov.uk/employer-preventing-discrimination/recruitment

https://www.gov.uk/guidance/equality-act-2010-guidance

 

 

Vetting and Screening: how far can they go?

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The employer has done all the interviews, spoken with colleagues, agonised over teams, personalities, potential and development, and finally picked the one – you – and offered you the role which you have accepted.

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What next?

Well, the company could do the ‘old fashioned’ thing and ask you for a couple of references (which they may or may not take up), or they can undertake full pre-employment vetting and screening.

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With the internet and easy access to information – which they can find themselves or engage a ‘vetting’ company to do it – it is quite simple to thoroughly check an individual is who they say they are and has done what they say they have done. And much more besides, which is where the problem can lie.

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Why check a potential employee anyway?

For the security, reputation and financial standing of the business. At the end of the day, they may have met you for two to three hours at best and taken on trust everything you have said and written about yourself.

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You would check thoroughly a potential customer that wanted a £million credit line so why would the employer not check a potential employee who may cost them more than that?

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So, what can they check?

• Criminal record/history

• Identity

• Credit/financial history

• Validation – Directorships, DVLA, media and social media for ‘online’ presence

• Education history and qualifications

• Membership of Associations and Institutes

• Employment history – dates, positions, responsibilities

 

But why should they check all of this?

The jury is out on whether what you get up to in your private time is relevant to your job: cases can be found where job offers have been withdrawn because of comments, opinions and photos found on a candidates’ social sites.

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Many employers today do not give references, only confirming that an individual has worked there and for how long, so how do you check their history?

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For the relatively small sums charged by vetting agencies, this is going to become a more common practice.

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The moral of the story?

Beware what you say on your CV and be careful over what you post online…

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Download our Ultimate Guide to Interviews

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