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CV and Interview Skills Workshop
March 2016 CV and Interview Skills Workshop
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Job description Is essential for managing people in organisations
It details the tasks you will be expected to carry out Is required for recruitment so that applicants and recruiting managers can understand the job role Defines a person's role and accountability Without a job description it is usually very difficult for a person to properly commit to, or be held accountable for, a role
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Person specification Describes what experience, skills and qualifications someone needs to do the job The Recruiting team will shortlist by assessing each application against the person specification. It will also help the Recruiting Team to formulate your questions Person specification criteria must: cover the knowledge, skills and behaviours needed for the role be relevant to the duties in the job description; be measurable be specific not be discriminatory
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CV writing…where do we start!!
There are many formats out there! Choose one which is clean, clear and not fussy Keep it real Tailor it – a generic CV may not always be the right way! Include a personal statement Do not leave gaps – give explanations Keep it current Check for errors Tell the truth The Maths??!!?? Make it keyword friendly….but don’t over egg the pudding!!
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Some example formats
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Application forms Standard information required:
Personal details, educational qualification, work experience Skills and abilities section please use this section to explain why you feel you are suited to this job what you can bring to it please include any further information relevant to the person specification, such as which skills, knowledge and experience you have
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And a little more… Write your first draft independent of the application form and check it for spelling and grammar Use spell checks, but be wary of them. If you write ‘from' instead of ‘form', for example, it will not be picked up. Avoid American spellings like ‘organize' and ‘center'. Be careful if you are taking material from another application not to include the name of the other organisation. This is the quickest way to the reject pile. Don't waffle. Keep your answers succinct. Edit them for unnecessary words. Include key verbs relating to the job like Your final check should always be to read it through in every detail
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Some suggestions for key words
Achieved Administered Analysed Built Capable Competent Communicated Consistent Controlled Co-ordinated Created Designed Developed Directed Economical Efficient Engineered Established Expanded Experienced Guided Implemented Improved Initiated Led Managed Monitored Organised Participated Positive Processed Productive Proficient Qualified Repaired Resourceful Sold Specialised Stable Successful Supervised Trained Versatile
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How you are selected for interview
Example of a scoring scale used: Score Description 5 Much more than acceptable 4 More than acceptable 3 Acceptable 2 Less than acceptable 1 Much less than acceptable No evidence
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Preparing for interview
Do your research Be familiar with the content of your application form or your CV Have a look at the person specification – what questions might you be asked? Think about questions you might like to ask
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How are they going to measure this?
Look familiar? Score Description 5 Much more than acceptable 4 More than acceptable 3 Acceptable 2 Less than acceptable 1 Much less than acceptable No evidence
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Interview questions The Recruiting Team are looking to get information from your during the interview which will help them make a decision about your suitability for the job role They will do this by: looking to “measure” your competency looking to “measure” your knowledge looking to “measure” your experience
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Types of interview - unstructured
Unstructured interview Essentially a conversation where the Recruiting Team ask a few questions that are relevant to what they are looking for but without any specific aim in mind Gives an overall impression of the individual Questions are fairly random and can sometimes be quite open The candidate is judged on the general impression that they leave The process is therefore likely to be more subjective
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What sort of questions can you prepare for
Why are you applying for this job? Give an example of where you have worked in a team What has been your biggest achievement to date? Why are you interested in this company? What are your main strengths? What are your main weaknesses? Where do you see yourself in 5 years time? How would your friends describe you in 3 words?
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Types of interview – structured or behavioural
More systematic, with each question targeting a specific skill or competency Candidates are asked questions relating to their behaviour in specific circumstances, which they then need to back up with examples The Recruiting Team will then drill down into the examples by asking for specific explanations about the candidate's behaviour or skills
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Competency based questions
The STAR technique for preparing competency based questions. Situation – sets the context for the question in a particular situation Task – set the context for the question in a particular task Action – what was the candidate doing, how did they react, how did they communicate…. Result – how did it all end?
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Examples of STAR based questions
Give me an example of when you have led or been part of a successful team? Tell me about a time when you have been disheartened with a task Give me an example of when you have gone the extra mile to get a job done Tell me about a time when you overcame a great challenge? Give me an example of when you have dealt with conflict?
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Do you have any questions?
Some suggestions might be... What would my career prospects be like? What training/support could I expect? What would the key objectives be in the first 6 months of the job? How will my performance be measured? But if you have nothing to ask just say “thank you, you have covered everything in the interview”
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At the interview! Body language and effective communication
The Recruiting Team will remember : 10% of what you say 90% of how you say it! Keep you voice at an even speed Try to vary your tone Keep your voice “interested” as you give your responses Try not to be too excited or nervous!!
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At the Interview Body language and effective communication
Our bodies also communicate a lot of information Our posture, facial expressions, gestures send out non-verbal information to other people. In an interview situation we need to appear, relaxed, confident, honest and natural. Eye contact – look at the interviewer keep eye contact without staring Smile - When introduced to the panel keep mouth relaxed, don’t bite lips, clench teeth or grin! Posture - Sit back in the chair, feet on the floor, hands on lap, shoulders relaxed, chin up. Gestures - Try to keep hand movements limited, flamboyance or stiffness may give the impression of something to hide
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At the Interview Avoid speaking too quickly
Body language and effective communication Avoid speaking too quickly Take a few seconds before you answer to give yourself time to collect your thoughts If you are not clear about the question then ask for clarification If you lose your thread ask for a moment to clarify your thoughts Ask if the Recruiting Team needs additional information
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Mock interview question time!!
In groups devise a STAR based question you feel you would ask if you were the Interview Panel…. Situation – sets the context for the question in a particular situation Task – set the context for the question in a particular task Action – what was the candidate doing, how did they react, how did they communicate…. Result – how did it all end?
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And now time for the mock interviews!!!
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Reflecting after the interview!
What went well? What didn’t go so well? What would I do differently next time? How am I going to do it differently next time?
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Any questions?
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