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JOB NEWS from PERFECT CVs |
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Being nervous at interviews is one of the prime reasons why perfectly suitable applicants get rejected. We reckon the nervy reject rate is as high as 60% for junior roles and around 30% for more senior posts. Many interviews, particularly first interviews and telephone interviews are “CV based”, ie the recruiter is asking for the CV to be verbalised and a little more detail added. It is therefore fairly easy to predict the questions and prepare. The important thing however, whatever questions get asked, is to act a bit like a politician and make sure the information you want the recruiter to know is stated. The preparation for this, in most cases, will ensure the interview is a discussion and not an interogation which dispells the nerves and allows the applicant to feel comfortable answering questions and being more in control of the interview. Some of the likely questions are:
Tell Me Something About Yourself and Your Career
This is a difficult question to answer without preparation as many people just don’t know where to start and tend to just burble out whatever enters their mind. Actually, this is a huge opportunity to sell yourself to the recruiter. Tell the recruiter what your ambitions and career objectives were at various stages of your career, tell them what motivated you to take the positions you did, what achievements you accomplished, promotions / recognitions gained etc. particularly emphasise the skills you learned whether hard technical ability or soft people management skills and give examples. if possible relate the above to the specification of the vacancy as written in the advert.
This question also gives the opportunity of telling the recruiter what you are like as a person; team player, enthusiastic, family oriented, loner, leader, etc etc and if relevant skills for the vacancy in question can be demonstrated by activities outside work, e.g. running clubs, community work etc
What Are Your Strengths?
This question is manner from heaven! but the question to actually answer is “ What strengths do you have that make you suitable for this vacancy?” Focus on specific tasks that are required and in which you are genuinely strong. Back up the statements with examples and explain how you approach the type of tasks cited. This will distinguish you from most of the other applicants. It’s a good idea, at then end of your answer to ask the recruiter if the strenghts described are appropriate for the vacancy. The questiona has a number of objectives, firstly to turn the interview into a discussion which will allow rapport to be built up and make the recruiter “ comfortable” with you; secondly if the answer is anything than a positive yes, then you need to find out what strengths the recruiter is seeking and then explain how you meet those; and lastly if the interviewer confirms you have the right strengths, express pleasure that lets the interviewer know you are really keen to be selected. One last point: if you have undertaken a psychometric assessment at any time, tell the recruiter the strengths it revealed about you as this verifies what you will already have said but from an independent source.
What Are Your Weaknesses?
This is best answered by quoting weaknesses that are not important to the vacancy and as above if you have information from an assessment, then state it. Hence, if the key role requirement is people skills then its OK to say that you are not technically minded, or if high level IT skills / literacy is important its Ok to say that you are relatively week at admin etc. Don’t treat this question lightly, many candidates are ruled out of short lists on this question and don’t offer trivial answers such as “can't get up in the morning” or “ can't give up the cigarerettes”.
Do You Have Any Questions About Our Company?
The answer should always be yes but phrase your questions in such a way that demonstrates you know about the organisation. e.g. when asking about future plans: “ growth rate over recent years has been X%, is that likely to continue and what activities will drive growth?” Ask about the company structure, how you would fit into it, the opportunities for promotion, or what training is provided etc. in the same way. Most important is to ask a question about the Company culture / any company wide Competency Profile and this is your opportunity of discussing with the recruiter your personality and style and how it would be appropriate to the organisation. Show that you are genuinely interested in the hiring company.
Where will you be in 5 / 10 years time?
Unless you have an exceptionally mapped out career plan and can demonstrate how the vacancy would progress the plan, its best not to answer this question directly. However, this is an opportunity to tell the recruiter the value that you would bring to the organisation and ask what career paths and training would open up for someone with your credentials.
Why did you leave or wish to leave your last / current employer?
This is your opportunity to spell out career progression so wherever possible explain that acquiring new skills and experiences, cultures, environments etc were the prime motivators in moving but avoid giving the impression of a job hopper and avoid the temptation to speak badly of your former employers whatever you may think. It is OK though to cite e.g the lack of promotion opportunity or exposure to new situations etc as reasons for leaving and in some cases remuneration package particularly if involving bonus / commission payments. Give the impression that you have a plan but a flexible one and show that you have been loyal to and productive for previous employers.
Closing the Interview
Take the lead in winding the interview up. Ask whether the recruiter feels he / she has a clear understanding of what you have to offer. Ask about money and benefits. Ask about next stages and if your application will be progressed further. If the answer is anything but a definite yes, explore why and answer the doubts but don’t be too pushy.
Julie French