1. P REPARING FOR I NTERVIEWS

2. A IMS OF SESSION To increase your understanding of the types of questions you may face during an interview via a practical activity. By the end, you will have: Prepared questions as if interviewing candidates for the Graduate Management Trainee position Used the STARR approach to prepare your own answers to these or other ‘typical’ questions Practised interviewing/ being interviewed Identified some interview ‘dos and don’ts’

3. D IFFERENT TYPES OF I NTERVIEW  Telephone  One to One  Panel  Sequential (One after the other)  Interview plus other selection methods (e.g. tests, presentations = assessment centre)

4. W HAT IS T HE PURPOSE OF AN INTERVIEW ? The employer aims to:  Assess whether you meet their requirements  Obtain EVIDENCE of your skills and suitability  Determine if you will fit in with their culture and ethos You aim to:  Persuade the panel you have the skills/qualities for the position they are offering  Demonstrate your enthusiasm for the job & organisation  Demonstrate your knowledge of the job role and sector

5. V IDEO http://www.careerplayer.com/tips-and- advice/general-advice/interview-tips.aspxhttp://www.careerplayer.com/tips-and- advice/general-advice/interview-tips.aspx As a reminder from the earlier session, what do employers look for?

6. E MPLOYERS LOOK FOR ? Knowledge Experience Education Enthusiasm Voluntary Personality Well presented Life Interests Skills Motivation Professional Work Job Sector Commercial Awareness Inter-Personal skills Timekeeping

7. E MPLOYERS LOOK FOR Candidates who can –Communicate their skills and experience confidently –Demonstrate an interest in the area of work –Show motivation for working in their organisation or company So, how do they work out what questions to ask?

8. G ROUP A CTIVITY Imagine that you going to interview candidates for the GRADUATE MANAGEMENT TRAINEE post Prepare a list of ‘core’ interview questions that you would ask everyone. TIP: refer back to the Person Spec!

9. REVIEW OF A CTIVITY Give an example of a question that your group would ask. Thinking of the ‘criteria’ on your Person Spec - is this question likely to get you the ‘evidence’ you need? Does it encourage the candidate to talk?

10. D ID YOU USE ANY OF THESE Q UESTION T YPES ? Analytical/motivational questions Focus on motivations/reasons for career and employer choice Long term career objectives Competency based questions Focus on skills and abilities required for the position Some employers use ‘strengths’ questions Questions relating to the profession/sector Keep up to date with the news and be commercially aware

11. T YPICAL A NALYTICAL / M OTIVATIONAL Q UESTIONS Why do you want this job? What do you consider to be your most important personal or professional achievement? What would you like to be doing in 5 years time? Why should we give you this job? Tell me about yourself? What have you gained from your qualifications? Why did you choose this Company? What attracted you to this type of work? What did you do to prepare for this interview?

12. T YPICAL C OMPETENCY Q UESTIONS Can you give me an example of a time when you have demonstrated excellent communication skills? Can you tell me about a time when you have had to build a relationship with someone that you have never met before? Can you give me an example of when you have had to work as part of a team in order to achieve a task? What was your role in this?

13. T YPICAL ‘ STRENGTHS ’ Q UESTIONS Based on positive psychology – tend to be short and quick-fire. Can be quite random. Used by several large companies (e.g. Ernst & Young, Aviva, Royal Mail, Unilever). However, COMPETENCY ones are still the most common. What are you good at? What do you learn quickly? What subjects do you most enjoy studying? What things give you energy? Describe a successful day you have had. Imagine you have a wardrobe full of shirts. How would you organise them?

14. HOW TO ANSWER COMPETENCY QUESTIONS! IT IS ALSO A GOOD WAY OF ANSWERING QUESTIONS IF YOU ARE BEING INTERVIEWED BY AN UNSKILLED / UNTRAINED INTERVIEWER.

15. STARR – S KILLS E XAMPLES Situation - Where were you? Task - What did you have to do? Actions - How did you do it? Results - What were the results? Reflect - What did you learn? Would you do anything differently next time?

16. I NDIVIDUAL T ASK Pick 2 of the Interview Questions you drafted in your group that are competency/skills. Using the STARR handout sheet write down your answers to the questions. Alternatively, write out examples of when you have demonstrated the following skills –Effective Communication –Team Working –Problem Solving

17. GROUP ACTIVITY In pairs (or trios with an Observer), take it in turns to interview each other. InterviewEE – tell your interviewer which questions you have prepared. Interviewers – listen carefully to the answer. Then ask a follow-on, ‘probing’ question e.g. ‘Tell me more about …’ ‘What exactly was your contribution..? ‘With hindsight, what would you do differently ?’

18. T HE DO ’ S Arrive on time Be polite and well presented Look interested and smile Listen carefully to the questions Promote your skills Give evidence using up to date, specific STARR skills examples Be succinct and precise with your answers Use a wide range of experiences Leave a good impression

19. T HE DON ’ TS Be unprepared Leave your mobile phone switched on Never answer or take calls on you mobile Forget the name of the Company Use dated/old skills examples Undersell your skills by just describing situations and not talking about your personal actions, achievements and results Waffle or repeat answers Lie !

20. DOS AND DON’TS - Y OUR OWN QUESTIONS Do ask a question if given the opportunity Examples ‘Do’ What induction programme will I receive? What do you most enjoy about working here? DO NOT Ask about salary, company perks, time off, until you’ve got the job! Ask something they’ve already answered Ask something basic about the job that they’ll expect you to know

21. D OS AND D ON ’ TS Anything different/ extra for telephone interviews compared with face-to-face?

22. ABOVE ALL, DO PREPARE Yourself  Re-read your CV/application form  Match your skills/experience to employer’s criteria  Prepare your STARR skills evidence  Consider practicalities eg clothes, travel, contact telephone number The company/industry  Research the organisation/company  Research the sector The Questions  Predict questions and practise answers  Prepare your own questions

23. R ESOURCES http://www.prospects.ac.uk/interview_tips.htm http://www.careerplayer.com/tips-and- advice/general-advice/interview-tips.aspxhttp://www.careerplayer.com/tips-and- advice/general-advice/interview-tips.aspx http://www.careerplayer.com/tips-and- advice/general-advice/granular-interview- technique.aspxhttp://www.careerplayer.com/tips-and- advice/general-advice/granular-interview- technique.aspx http://www.careerplayer.com/tips-and- advice/general-advice/curveball-interview- questions.aspxhttp://www.careerplayer.com/tips-and- advice/general-advice/curveball-interview- questions.aspx The Graduate Jobs Formula by Paul Redmond –ISBN 978-1-84455 211-5

24. FOR REFERENCE: C OMMERCIAL A WARENESS Q UESTIONS What do you know about [organisation name]? What attracts you to [organisation name]? Choose a company that according to you could improve their business? How could they further develop their business? Name a company that you feel has grown in the last few years? Describe 2 factors that are important to its expansion? How are they performing financially?

25. FOR REFERENCE: P ROFESSIONAL A WARENESS QUESTIONS How do you keep your knowledge up to date? What are the current issues affecting the [profession] at this present time? How do you think that the current economic downturn will affect your profession in the coming years?