So, you’ve reached the first major milestone in your journey to finding a new role: being invited successfully for an interview.

Whilst there is already much to celebrate, arguably the hard work starts now and many recruiters will tell you it all boils down to one thing – preparation (and plenty of it).

There is already much written on the specifics of what kind of preparation you should consider. From researching a business’s digital footprint (including PR, reviews, news articles and social media channels) to connecting with your interviewers on LinkedIn.

But there is also one element of an interview that is essential in not only demonstrating your interest and enthusiasm for the role and company, but actually ensures you are sense-checking job suitability against your own objectives while you’re in the room.

All interviews, whether they are conducted over the phone, over video/virtually, or face to face, will present the opportunity for you as the candidate to ask questions.

Pass up this opportunity at your peril.

We know from our own independent research that the top reasons jobseekers choose to move roles are:

1. Progression
2. Salary Increase
3. Redundancy
4. Relocation
5. Work/life balance

It certainly makes sense therefore to pose your interviewer relevant questions that align with the above and use the interview as an opportunity to conduct your own due diligence of sorts.

Here are 10 smart questions to consider:

1. What are the opportunities for progression within the business?

The question itself is multi-faceted in that by asking it, you are already demonstrating you are ambitious and career-minded and are already in it for the long run. It is also an essential question to pose if you have decided to leave your current role due to a lack of progression opportunities.

As your role’s career path and available opportunities are critical for your professional growth, it is in your best interest to find out where your future lies with the company in question. One way to circumnavigate this topic if you’re concerned about being too direct is to ask instead ‘Where have successful employees in this role moved on to?’ or ‘How are promotions handled?

You can ask if there is specific career-path documentation although don’t be put off if this doesn’t exist in smaller companies. Whilst some roles may not necessarily have an apparent move ‘up’, you may still want to check that there are opportunities to train and upskill more generally.

2.  How will my performance be evaluated?

Whilst we know that salary and remuneration are often a catalyst for moving roles, it is generally a no-no to ask about specifics in your interview – at least initially. That is of course, unless your interviewer brings the topic up themselves.

However, one area of questioning to consider instead which is likely to touch on the subject is around performance.

The question in itself demonstrates that you are eager to make a positive contribution to the business and are once again thinking about your long-term career in understanding how job performance is evaluated.

You may want to probe a little further around expectations in the first 90 days, or the formal review process but should seek to understand any specific metrics or KPIs that you will be measured against.

Whilst this line of questioning doesn’t necessarily touch upon base salary on offer with the role, it is likely any sort of performance-related incentives or bonus will be communicated at this juncture.

3.  What are the company’s plans for growth and development in the next 5 years?

Asking questions about the company’s growth trajectory will certainly impress during an interview. It shows that you are curious about the wider company and its success, rather than a sole focus on your role and the specifics that come with that.

However, the response you get from your interviewer will also give you further insight into progression plans (and where you may fit in with these in the future) as well a general idea of job security – a must if you have concerns in this area or perhaps find yourself on the job market due to a recent redundancy.

You shouldn’t however ask questions on this topic that you could typically find online – on the company’s own website for example. This may include things like their mission statement, their vision or press releases. This will only demonstrate that you haven’t done your homework.

Instead, do an ‘environmental scan’ (a term used by Dr. Lenaghan at the Hofstra University School of Business) to understand what is happening in your specific region or professional sector more generally. The questions you ask then could focus on the broader implications of these on your role and the business you are interviewing with.

4.  How has the company changed since you joined?

Questions that focus on the individual(s) who are interviewing you are a great way to build rapport and that initial relationship – imperative if they will be your direct line manager or supervisor if you are successful in getting the job.

However, this line of questioning is more so about ascertaining what the culture is like at the company in question.

It allows you to sense-check that your own values align with the businesses, and consider your general compatibility and ‘fit’ on a deeper level than just being competent and able to do the job.

Making the transition from interviewee to interviewer isn’t always easy, but it will certainly help to uncover how those individuals view the office environment and helps to build a certain camaraderie from such a personal response.

5.  What are the opportunities for collaboration within this particular role?

Asking questions that focus on your relationship with existing members of the business are great in showing your interviewer that you are a team player that can think outside of the singular job description in front of them.

Questions that probe more generally around the specifics of the position are also worthwhile in understanding more about team dynamics, the structure of the business in question, and scope for growth and personal development.

If the role in question is hybrid or remote, this question also demonstrates that you are looking to cement working relationships regardless of where or how you physically work for the company. This is important as the general sentiment around hybrid working and an apparent ‘gap’ between business leaders and employee preferences continues to widen, according to an article from the World Economic Forum released last year.

The article focuses on research conducted by Ipsos in which over half a million survey responses from 95 countries were analysed revealing attitudes to hybrid working. Interestingly, over 25% said that working remotely improved communication and collaboration (and actually led to decisions being made swifter as a result).

Regardless of your anticipated working pattern, however, this question will also give you an insight into your direct team, individuals you will be working alongside, and other projects or steering groups you could be a part of.

6.  What does a typical day look like in this role?

If you are looking to ascertain or enquire about work-life balance at the company you are interviewing with, then you need to tread carefully. You don’t want to jump straight in by asking questions around working patterns, flexitime, expectations around working outside of contracted hours or holiday allowance (although all of these may certainly be on your mind when considering a new role).

Whilst there will be the opportunity to gain answers to some of these as part of the general hiring process (indeed your Recruitment Consultant can act as a liaison here) in the interview itself, you can certainly assess the work-life balance without projecting a negative impression – even if that means reading between the lines in places.

You might ask the interviewer about their own work schedule over a typical week/month/quarter as well as ascertain if there are seasonal peaks (relevant to certain sectors over others).

There is also a lot to be gained by assessing more generally the interview process itself; was it easy to get the interview arranged or has it been chaotic? Do the other team members in the office (or on-screen) seem relaxed and happy, or distracted and frenetic?

If you are looking for a new opportunity that offers a more suitable work-life balance, then questions that probe around this topic are essential, yet should be handled with care in order to still leave with a good impression and not focused solely on the ‘what is in it for me’ sentiment. A fine balance to strike.

7. How much contact with clients can I expect to have on a daily basis if I’m successful?

If the role in question is a client-facing one or involves overseeing client projects, this question helps to further build a clearer picture of what to expect on a more practical level in a typical day on the job. As your skillset will be better suited to some aspects of the work than others, this question provides the opportunity to gauge how much of the role actually aligns with your key strengths and whether it will ultimately be a good fit for you skill-wise.

If for example, you find that the role involves a lot more of the behind-the-scenes aspects of project management, such as document writing and paperwork than actual face-to-face interactions with clients, it may be best to reconsider the options you’ve got on the table with your recruitment consultant to find out where your preferred work style can be better accommodated.

8. Can you describe a typical client the company represents?

As a bit of a spin-off from the previous question, this one serves a dual purpose here, for your sense-check of each party’s suitability. While you will likely be aware of the company’s values and culture by this point from your own preliminary research about the business, learning what kind of clients the company usually represents can give you an inside look at exactly how well this lines up with what is professed. It can also prove useful in determining whether you are likely to encounter any ethical considerations you might have, particularly if you’re being interviewed by a larger company, as you would likely be working with a more diverse clientele. However, if you’re being interviewed by a smaller business, it can be quite beneficial to gain pointers on which strategies and approaches can be best used to build rapport with clients, considering the type of client you will be working with will be more frequent.

9. How is workload distributed?

Getting a general idea of the distribution of tasks among team members allows you to gauge the level of collaboration, potential stressors, and potential work-life balance within the firm. This question helps to assess if there is a fair allocation of responsibilities, whether there are support systems in place, and how teams collaborate to meet deadlines. Moreover, it signals to the interviewer that the candidate is mindful of the practical aspects of the work environment and is interested in ensuring they can maintain a sustainable level of productivity.

10.  What are the next steps in this process?

Understanding the general timeline and steps that follow the interview is important and shows the interviewer that you are still engaged and wanting to progress (if of course, you decide that you do at this juncture).

Rather than focus however on the ‘yes/no’ decision, or when to expect an invitation for the second/third interview, asking about the onboarding process or what the first few months will look like demonstrates further that you can envisage yourself in the position, and are enthusiastic about starting on that journey.

If nothing else, this line of questioning and the responses you get may indicate the interviewers’ own thoughts on you as a potential candidate through their body language and general fervour when they run through what those next steps look like.

In Conclusion

Asking strategic questions in your interview is always recommended and will undoubtedly impact the chance of you moving on to the next stage in the process.

In the same way that you will spend time researching the company in question, as well as perfecting answers to the most commonly asked questions, preparing for the questions you wish to ask is always worthwhile.

In the very least, it demonstrates that you are engaged in the process and focused on a long-term career with the business. Yet it is also the chance to cross-check against your own objectives and goals when looking for your next employer.

If you are leaving your current role due to a lack of progression – ask about those opportunities at this company. If the catalyst to move is around culture fit, probe a little around that.

As a general rule, you shouldn’t focus too much on the specifics of the role regarding salary and benefits but do use this part of the interview to ask about the elements of the role you’re not sure about, any concerns, or to clarify a point that had been discussed earlier in the interview.

At Clayton Recruitment, our sector specialists help to prepare candidates for interview as standard as part of the service we offer. We already have valued working relationships with the many businesses we work with across the northwest and, as such, can help to get a head start on some of the topics raised here around culture, structure, and remuneration.

If you are considering a move at the moment, our team can help to understand current opportunities in your region and sector specialism, as well as general market conditions and the competitive landscape.

Get in touch today for a confidential, impartial chat and we’ll help you take that all-important first step in the next stage of your career.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

Click here to speak to one of our experienced specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

The practice of virtual interviewing has become far more commonplace across most industries, especially since the pandemic when it was largely the only option on the table. Forbes highlighted recently that rather than a systematic return to face-to-face, virtual interviews are now providing hirers with a sometimes additional step in their hiring process, helping to screen candidates using tech that is now familiar to all parties.

Despite lacking the obvious physical elements, most candidates will agree that any interview, virtual or physical, can be the most daunting aspect of the application process and as such, need thorough preparation. While there are notable upsides to the former that can help ease the nerves, there are also challenges to contend with, such as the added difficulty of figuring out how to make a great first impression without some of the reliable methods a face-to-face interview offers (such as a firm handshake and positive body language), and from an interviewee perspective – assessing whether the company you’ve applied to is a good cultural fit.  

That said, nailing a virtual interview needn’t be as daunting as it may appear.

1. Do Your Homework

Whether an interview is virtual or physical, its fundamental goal is the same – it is an opportunity for candidates and employers to meet, ask questions of each other and demonstrate why you as a candidate will be an ideal hire for the company in question, while you test their compatibility with your skillset & ability to help you develop your career. 

As such, there will always be constants present in the interview process and consequently, your preparation for them. Virtual or not, you can absolutely expect to be asked a number of questions about your professional profile, such as your background, career ambitions, reasons for moving into a new role and suitability for the role and company.  

You can and should start by researching the hiring business, getting to know how it operates and what values and principles guide the business. The best places to get a good idea of these are the company’s website and social media channels, as well as the kind of content the business posts online. 

Remember that the interviewer(s) will want to be absolutely sure the candidate they’re interviewing is meeting the bare minimum standards at the very least by doing their homework, and will be paying attention to how you tie your answers to questions about your suitability to their own core values, ambitions and culture, as well as your general knowledge of your practice area.  

As this largely all boils down to having the basics covered, the hiring manager will be even more interested in what you can do to set yourself apart from the competition and so will be looking for how you can use the opportunity to add to what you’ve said in the interview. This means now is the time to ensure you have up-to-date knowledge of your practice area and the industry in general, and go beyond what is commonly found on the internet, bearing in mind other candidates will be thinking along the same lines. 

This will often come in the form of the hiring manager asking you if you have any questions for them and this is where preparing questions of your own for the interviewer becomes crucial to making as strong an overall impression as possible. A useful tip for candidates is to spend a bit of into the background of the person you will be interviewed by on LinkedIn.  

Although you can’t predict every single question, you can certainly make your answers to ones that you do prepare for foolproof, especially when it comes to competency-based questions. These are questions asked in order to see if the candidate can demonstrate their knowledge and skill in a specific area. Say that is client management for example. You would be asked to describe a situation or scenario where you demonstrated excellent client management skills, and be expected to back it up with the measurable result you achieved. Other competency-based questions to expect include:  

• How do you deal with an X, Y or Z situation? 
• How would you handle a difficult client? Can you share an example? 
• Give an example of a time you handled conflict in the workplace? 

2. Have Your Notes Handy (But Don’t Rely on Them)

It will be standard for the interviewer to ask for the best examples of your work, and so a digital document with bullet points highlighting what you wish to share, along with supporting notes should suffice and should be brought with you to the interview to refer to.

It is common for candidates to make the mistake of writing several pages of notes and then during the interview become overwhelmed by them when fishing around for the answer to a question. This misses the point of bringing notes to a virtual interview – they aren’t meant to be a crutch or a ‘cheat sheet’ to rely on, but rather a supplementary document to use only minimally.

Use them to refresh your memory of points you’ve already looked over and need a reminder on.

3. Practice Makes Perfect  

General preparation for any interview should involve some element of practising your responses to anticipated questions, verbally and non-verbally.

Although what you say in an interview certainly matters, how you say it is also important– as your tone of voice and inflection should convey an air of confidence & enthusiasm for the role. Despite how much focus is often given to the words spoken in a virtual interview and how little body language is thought to be perceived, the majority of information about a person’s attitude, confidence level and interest in the topic will still come from your nonverbal communication. Just like in a face-to-face interview, this is what hiring managers will be paying close attention to when gauging if you are the right cultural fit for the company. 

Are you eyes darting about as you look at your notes off screen, or worse – your phone? Do you move about a lot on screen or appear agitated? Body language still matters even if you’re not there in person, so be mindful of how you conduct yourself. 

Try practising with a friend or colleague, and keep an eye on things like your posture (which should be upright and not slumped forward or lax), eye contact (maintained when you or the interviewer is speaking), hands (gesturing when speaking but not overdoing it or fidgeting) and facial expressions (smiling regularly). Practice active listening when listening to your friend/colleague’s responses, nodding your head to give affirmation of your attention and understanding to them, and asking questions for clarification when necessary. 

 The practice you put in will be the foundation of your confidence when you hop on camera or send that recording to the hiring manager, and will be your biggest help in keeping the nerves at bay both during and after the video interview. 

4. Get Comfortable – And Competent – On Camera 

Whilst you may be asked to have a virtual interview on screen as part of the general hiring process, many companies now ask for a piece-to-camera as part of the initial screening process too. This may be to simply introduce yourself and highlight your skills and suitability for the role, or more often than not, to answer pre-set questions by the hiring team itself.

The obvious advantage here is the opportunity to record and retake as necessary to ensure you present yourself in the best possible light. 

Two common cameras used for this purpose are webcams and smartphones but regardless of whichever you prefer, there are a few things to note about both:  

When it comes to video technology in general, smartphones do a far better job, but will need to be used in conjunction with other accessories (such as a stand to avoid any shaking when recording, and a lav microphone to better capture your voice and avoid choppy audio) – in order to improve the overall quality of the video. With the use of video technology now widespread, they are a relatively inexpensive investment.  

Another thing to note – and this applies whether you’re using a smartphone or webcam – is your background and lighting. Make sure you’re recording in a well-lit room with a plain, clutter-free and fairly quiet background that doesn’t have a window behind you in the frame. If you’re struggling to find a room that ticks the above boxes, you can use virtual or custom backgrounds instead.  

Similar principles to the above apply when opting for a webcam, as these can often be plugged onto a monitor screen or already be part of your computer, should the video quality be good enough. Audio quality should be tested ahead of time, whether you’re using wired earphones, wireless ones or a lav microphone. Try to avoid using headphones or gaming headsets if possible, as they don’t give the most flattering impression and can be restrictive when you’re moving.  

If it hasn’t been emphasised enough, practice is crucial, prerecorded video or not, as your first video recording is unlikely to be your best version and a rushed or poorly prepared video is easily noticeable. Apply the same tips mentioned above when recording, maintaining eye contact, and adjust your gaze when either you or someone else is speaking to get a good view of the body language they’re sharing. If they seem bored or look like they’re waiting for you to finish, chances are they are, so it’s best to avoid waffling when giving lengthy answers. 

5. Don’t Neglect Your Appearance 

Treat your appearance as you would in a physical interview and dress to impress, while keeping it polished, tidy and professional. While you can be a bit more relaxed with bottom wear – considering your top half is very likely what will be seen by the interviewer the whole time – avoid wearing anything informal or inappropriate – in case you’ll need to get up to adjust a cable quickly – as you may not be aware at that moment that it will be visible to the interviewer.  

6. Sort Out the Technical Details – And Master Your Platform 

Lastly, the software you’re using is also something you should be confident in using on the day of the interview, so be sure to verify what that will be with the hiring manager, and familiarize yourself with the platform ahead of time by practising the features you will be using, such as receiving calls, turning on your camera, setting up the virtual background (if you’ll be using one), sharing documents through the chat feature and screen sharing.

Be sure to double-check that your internet connection quality is working perfectly in advance, and notify the interviewer well ahead of time if you anticipate any issues. A thorough quality check can go a long way in calming the nerves before the video interview and minimise tardiness due to any technical difficulties.  

That said, the best way of ensuring you show up on time and avoid letting the nerves take over, is to simply arrive early, like you would at a face-to-face interview, about 10 minutes before the set time. That way, any issues you do run into technical-wise, you will encounter while waiting, with enough time to resolve it, rather than at the very minute you’re expected to already be ready to start the interview. 

In Conclusion

The shift towards virtual interviewing in the industry has brought with it a new and unique set of challenges for candidates to navigate and regardless of the format, interviews remain a crucial and often nerve-wracking part of the job application process. But a confident, well-thought-out and well-practised approach can make them work to your advantage.

If you are using the services of a specialist recruiter as part of your job search, the likelihood is that you will also get the chance to ‘meet’ them on camera too as part of your introduction and registration. Use this as practice for your interview with the company in question – and don’t be afraid of asking your recruitment consultant for help, advice, and constructive criticism – or even a mock-interview on screen so you can ensure you are fully ready and prepared. 

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability. With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, are unsure of opportunities in the market, or need a hand brushing up on your interview skills – we can help.  Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

Embarking on a job search can be an exciting yet daunting journey, not least for those individuals that may be entering the job market for the first time in years. The process itself is marked by numerous crucial decisions and considerations, whether this is your first role after qualification or training, or a move well into your career.

And, whilst it may be tempting to jump into the process with both feet, it’s always worth taking a small step back, and approach the task at hand with a strategic mindset.

The critical factor here is doing the work needed to get organised and implement your ‘project new role’ plan – even if time is short.

To help kickstart the process, we have outlined an 8-step roadmap, focusing on key actions to take at each stage that can help to make it both easier and significantly enhance your prospects from the get-go.

Step 1: Consider what you want from your new role

Before beginning your job search, it’s important to sit down and have a think about what exactly you’re looking for. You might be instinctively looking for a role that is similar to your current one, or you might have had a change of heart and are looking at a role in a different sector or area of specialism. Regardless of what your initial preference might be, it’s important that you take some time to re-evaluate your career progress, goals, how close you are to achieving them and what steps you can take to get you there. Have your priorities changed since you last considered looking for work? If so, what are those boxes your new role should absolutely be ticking career and personal-wise? Having a clear idea of what to look for in your job search will help to make it a much more fruitful venture. 

Step 2: Enlist the help of a specialist

Once you’re set on the direction and purpose of your search, the next logical step is to decide whether to go it alone and spend time researching opportunities in the market, your region, and your practice area and apply to vacancies advertised.

The alternative is to enlist the help of a reputable recruitment specialist who will search the market on your behalf, and present you with (often exclusive) roles that are designed to be the absolute best ‘fit’ for you and your requirements from your next employer.

An experienced recruitment agency will be particularly helpful if you are aiming to carry out your job search with discretion while currently employed. Not only will they help you do the  above but they can also ensure you are fully informed and in the know about the culture, vision, and values of the businesses that you have in mind as well as provide guidance on how best to approach the other parts of the hiring process, including interview preparation, how to handle your notice period, and leave on good terms with your current employer. 

Step 3: Get your documentation in order  

Even in a world where 91% of all employers now use social media as part of their hiring process, the CV/Resume is still one of the most important tools any candidate has.

It is the first thing most employers will look at before even thinking about inviting someone to an interview. It’s also your best chance to immediately introduce your education and experience. Used correctly, your CV can improve your chances of getting the ideal job.

Unless you are searching for your very first role, you will need to make some time to update any existing or old documents, adding in your most recent experience and any new skills you’ve picked up (that are relevant for the role you want of course).

When listing previous roles, don’t just describe your responsibilities. Rather use it as an opportunity to showcase results you produced, and can produce for prospective employers by detailing your achievements in the role you’re describing. 

What you want to do here is take this opportunity to convince a hiring manager you’re the right fit for the role in question, and avoid the common mistake of using your CV as a catch-all document for every potential role. If you want to write a killer CV that stands out to prospective employers, it must be relevant to them. Research the company, look over the job description and make a note of all the important qualities and experiences they value and then, tailor your CV accordingly.  

Step 4: Include a Cover Letter 

At Clayton Recruitment, we’ve long been advocates of the humble cover letter to create standout for our legal candidates and provide that golden opportunity to add personality and interest in the role, over and above a CV.

Without a cover letter, your job application is just another sheet of paper, or another PDF file on the computer screen – one often lacking in personality and excitement. It is also much more likely to be skimmed over and discarded; worse, not read at all.

However, that’s not to say that any old cover letter will do. Crafting a compelling cover letter seems to be somewhat of a dying art in recent times, and whilst it has certainly evolved, it is still a worthwhile document to have in your job-seeking armoury.

Whilst we have a number of top tips when it comes to cover letter etiquette, in short, keep it short. Keep it readable. Keep it relevant to the job offer. Get someone to check it. Above all, put some serious effort into making sure it’s as good as it possibly can be, as a lack of effort will rarely open the door to an interview.

Step 5: Carry out your due diligence

If you are considering moving into a different sector altogether, it goes without saying that you need to ensure you do your homework. Find out as much as you can about your chosen area of specialism by thorough research and attending relevant webinars and workshops, and consider what evidence there is to show that a different practice area can actually provide what you’re looking for. Networking can prove incredibly useful to this effect. Leverage professional networks, both online and offline, to connect with individuals that possess a background & experience you could greatly benefit from, and consider joining trade associations and special interest groups to stay informed on what opportunities that switching may or may not provide you. 

If you’re moving into a different kind of role – managerial perhaps, look at a range of job profiles in detail and prepare to demonstrate your suitability and knowledge of what will be involved. Linking this back to your own CV here is key.

Step 6: Get your digital footprint in order 

If you don’t already, ensure that you harness the power of LinkedIn in your job search as it will not only help to expand your network but also help to build a winning personal brand with a presence compelling enough to catch the eye of employers. This is what makes your LinkedIn profile one of the most important assets in your search. As a platform that provides immense value for professional relationships, learning how to utilise it can facilitate eventual life-long connections with potential mentors and employers. 

If you already have a strong online presence (be that on LinkedIn or in a personal capacity on other platforms) you should also make some time to check your digital footprint. Are there any posts or content that you wouldn’t want a potential employer to see? Consider your privacy settings in the very least and give everything a thorough review with fresh eyes (profile pictures, bios etc).

Step 7: Prepare, prepare, prepare

Landing a new role is all about confidence. The more confident you are in yourself, the better chance you have of securing a new position when you get to the all-important interview stage.

This is where preparation is a non-negotiable.

Practising and preparing for potential and/or upcoming interviews equips you with not only the skills, but also the readiness to go into the interview room and effectively communicate your suitability to employers. Begin looking at the most common questions candidates are asked in interviews and draft your answers to match what they’ll be looking for in your responses.

On that note, it is worth practising adjusting your body language and facial expressions as those can often impact the first impression you’re trying to give more than what you actually say, considering it is something hiring managers will also pay particular attention to. There are also common mistakes to avoid in your preparation too, which we delve into here.  

In Conclusion

Entering the job market can be daunting – whether at the start of your career, or part-way through (when you will have been through this process before). And, even if you find yourself back here after many years of employment, don’t assume the steps to success are the same as they always were.

The market continues to evolve for jobseekers and hirers alike – be that from a tech perspective, or the general landscape impacting decisions throughout the process.

That’s where enlisting the help of a specialist recruiter will undoubtedly pay dividends in the long run as they can help to map out your plan of attack, support with your documentation, and really help to elevate your profile in front of your next employer. And, if you’re still a little step behind and just want to weigh up your options, many will be more than happy to chat through market conditions and the opportunities out there at the moment.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

Interviews can be nerve-wracking at the best of times. If you’re applying for an amazing new job opportunity in  your sector, the pressure to present yourself as a reputable, trustworthy, skilled and reliable individual can quickly get on top of you, no matter how confident you usually feel.

While most interviewers expect to see a few signs of nerves in candidates, making certain mistakes during this crucial conversation could mean you miss out on a fantastic role.

Whether you’re meeting with an employer through a video conference or participating in a face-to-face interview, it is key to be prepared.

So here are some of the most common interview mistakes you should always avoid.

1.  Not Being Prepared

Perhaps the biggest cardinal sin any  candidate can commit is failing to prepare fully for the interview. It should always be your number one priority, before going into any interview, to research the company thoroughly. Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you.

Study the company’s website to get a feel for its culture, vision, and values, and try to incorporate these factors into your answers too. Check the company’s social media channels, and ask your recruitment agency for advice. The support and guidance that they offer during these times can be invaluable.

2.  Dressing Inappropriately

Times have changed, although not that much that dressing appropriately for an interview no longer matters. Most interviewers won’t give you a specific dress code to follow before you turn up for the conversation, so it’s up to you to use your common sense. If you’re unsure whether the company is generally a bit more “laid back” about dress codes, dress professionally.

You don’t necessarily need to wear a suit for every interview, but you should focus on letting the level of professionalism you want to bring to the interview show through your dress code. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Dressing properly will show your interviewer that you’re taking t the interview seriously.

3.  Talking About the Wrong Things

For hiring managers, an interview is a chance to get to know candidates better, evaluate their competency for the role, and determine whether they will fit the company’s existing culture well. The things you discuss in your interview should highlight why you’re a good fit for the position and business.

With this in mind, make sure you don’t start talking about the wrong things. Don’t immediately jump into a discussion about salary (you can ask about this later), and try not to get too caught up in small talk at the beginning of the interview, either.

Most importantly, never criticise former employers or colleagues. Talking negatively about a previous place of employment will make you look petty.

If you’re asked questions like “Tell me about a time that you didn’t work well with your manager”, don’t try to pin the issue entirely on them. Focus on the communication issues or other problems which contributed to the situation.

4.  Not Being Punctual

A well-known quote says, ‘the way you do anything is the way you do everything.’

Therefore, an interview is the first opportunity to demonstrate how you ‘do’ things and what kind of employee you will be to your potential employer. Arriving late is never a good sign, as it shows you’re not well-organised, punctual, or good at time management – even if you have a valid excuse.

Ensure you’re going to arrive on time or early for your interview by planning your route and setting off early if you’re concerned you will be affected by traffic. If you’re taking part in a pre-screening interview over video or your interview is a video conference, make sure you check all of your software and hardware is working in advance.

When the interview begins, don’t rush off to grab your CV and other resources before you can start talking. Show you’re well-prepared by having everything you need in front of you. If you can’t avoid being late, call your hiring manager to let them know what’s happening as soon as you’re aware you’re not going to arrive on time.

5.  Poor Body Language

Around 55% of communication is non-verbal. It’s not just what you say that your hiring manager will be paying attention to in an interview, but how you present yourself too. Slouching in your seat, constantly checking the time, or fidgeting all show your potential employer you’re distracted or uninterested in the role.

Before an interview, take a few deep breaths to focus. Concentrate on regularly making eye contact with the people you’re talking to, sitting straight, and maintaining confidence. Keep your hands in front of you on the table or in your lap, and never check your phone during a meeting.

If you’re worried about what your body language might be saying about you, it could be helpful to practice some “interview scenarios” with friends before you go for the actual meeting.

6.  Not Listening Properly

Employers want their staff to be passionate, engaged, and attentive. With this in mind, you should always show your hiring manager that you’re listening carefully to every word they say. If you feel your attention slipping during a particularly long interview, make an extra effort to stay engaged. Lean forward slightly, make eye contact, and focus.

If you’re not sure whether you’ve understood a question correctly, ask your hiring manager about it. It’s okay to double-check that you know what they’re looking for when they query something. Just try not to ask your hiring manager to repeat themselves constantly.

A good way to show you’re actively listening is to rework the question into your answer. For instance, if someone asks you to “tell them about a situation where you acted as a leader”, you could say, “I think I showed my leadership qualities best during…”

7.  Failing to Ask Questions

Preparing for an interview doesn’t, of course, bring an end to learning about the company in question. There is also another element of an interview that is essential in not only demonstrating your enthusiasm and interest for the role and company but actually ensuring you are sense-checking job suitability against your own objectives while you’re in the room.

All interviews, whether they are conducted over the phone, over video/virtually, or face to face, will present the opportunity for  you as the candidate to ask questions.

Pass up this opportunity at your peril.

In Conclusion:

Interviews can be an anxiety-provoking experience, even for the most confident people. Not only must you show your best side to your potential employer, but you also have to find a way to stand out from the competition, and the pressure of presenting yourself correctly can quickly get on top of you.

But by avoiding these common pitfalls and getting your preparation right, you can significantly increase your chances of making a positive impression on the hiring manager and landing that role.

At Clayton Recruitment, our sector specialists help to prepare candidates for interview as standard as part of the service we offer. We already have valued working relationships with the many businesses we work with across the northwest and, as such, can help to get a head start on some of the topics raised here around culture, structure, and remuneration.

If you are considering a move at the moment, our team can help to understand current opportunities in your region and sector specialism, as well as general market conditions and the competitive landscape.

Get in touch today for a confidential, impartial chat and we’ll help you take that all-important first step in the next stage of your career.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

Click here to speak to one of our experienced specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

Irrespective of whether you are moving into a new private client solicitor role or you are a superb legal secretary looking for their next opportunity, this is still a key career move; at least for now.

You actively applied for this role because you believe it will deliver you closer to your career and broader life goals.

By giving the interview process the respect it deserves, you will increase your chances of being successful and securing the role.

To truly succeed at a legal interview and confirm to your hiring manager you have the appropriate skills, traits and you are a good culture fit, you will need to be ready.

Poor planning delivers poor results.

Therefore, we aren’t talking about a quick look through their website the night before. Instead, we are referring to being fully prepared and ready by making the most of the 72-hour preparation window you need before your interview begins.

Three days is the perfect length of time to deliver you to the interview primed and ready in a calm and confident fashion.

Here is where we suggest starting.

1. Research and a Conversation With Your Legal Recruitment Consultant

In the current legal recruitment market, it’s likely that you will have found your role through a specialist legal recruitment company like Clayton Legal.

That being the case we, your recruiting partner, should be your first port of call when it comes to knowing as much as possible about the specific legal role in question and the company you could potentially join.

It is imperative to do this sooner rather than later, as this will enable you to carry out additional research as necessary, to stand out. Alternatively, this will let you know about gaps you might have that must be addressed in how you communicate your value to your future employer.

Google is naturally your friend here.

Look at any news about the sector of law you will be involved with. For instance, earlier this month I was looking at information about collaborative law and came across a post from a press release by a Bath law firm who were offering free mediation information sessions to people considering divorce, as part of Family Mediation Week.

A talking point maybe? Though your skills and experience are critical, your wider knowledge of the law is important too.

Research the company online. Learn as much as you can from the website, including all their specialisms and any bigger cases they are working on and what their plans might be.

Review all their social media profiles and anything they have published on LinkedIn’s article platform.

If the website has staff profiles and an ‘Our Story’ page, so much the better. If you can, find out how many employees they have and who is part of the leadership team.

During this research stage, you will be able to prepare good questions to ask that will demonstrate you are a serious candidate who’s done their homework. You would be surprised how many candidates don’t make an effort in this regard, and you’re likely to stand out by doing this.

If you are working with a professional legal recruitment consultant, they will be able to help you with most of this too. So, it’s critical to discuss the job description in detail and how you can demonstrate your value, which leads me onto the next point.

2. Know And Demonstrate Your Value

In today’s legal field hiring managers are looking for skills and abilities, yes; though they are also looking for the value you can add.

Imagine some of the questions you might be asked and prepare your answers that communicate how you have added value in the past. For instance, it might be a new system you initiated on creating court documents that improved the process, or the updated advice process you developed that has generated positive testimonials and referrals.

Ask your recruitment consultant to tell you what is behind the job specification and what are the crucial skills to demonstrate and communicate.

Finally, if you have a ‘brag’ file or letters of commendation or an end of year review that is positive and recent, take them with you and USE them.

It has been known for hiring managers to comment that James or Tania brought in a briefcase and never opened it!

Which left them wondering if they had missed something? No, but James and Tania missed the opportunity to demonstrate yet another validation of why they should get the role.

Remember to use everything at your disposal to position yourself as the logical choice.

3. Practical Logistics

With the best will in the world, we can all misjudge time. Double check the time and location of the interview, as well as the name of the hiring manager.

If you haven’t already been to check out the venue, prepare your route by car or train leaving plenty of time to get there in case you end up experiencing one of those annoying traffic jams that come from nowhere.

Let’s be frank, interviews are stressful enough, so there is no point adding to that unnecessarily by getting lost and certainly not by turning up late. Hint: hiring managers dislike latecomers.

Most people reading this post understand dress code and how what you are wearing does have an impact; you do, don’t you?

I will explore this briefly in a minute.

Firstly let’s talk about confidence and what you wear. I am not suggesting you head out and buy a new outfit or shoes. Instead, think about the outfit that always makes you feel good.

I have a few outfits I love, and I always wear them if I want a boost of confidence. Perhaps you have had this experience too?

No matter how many presentations you have given, or appearances in court; never underestimate interview nerves and their unexpected impact.

Finally, remember the goal of the interview is to leave the interviewers talking about your skills, attitude, and law experience and potentially how well you would fit into the team.

A fascinating fact I discovered last year is that over half of the population has a visual preference and a keen sense of smell and though we all like to think we don’t judge, we sometimes do.

The last thing you want to have your interviewers chatting about at lunch is how strong your perfume was or questioning if you smoked, or crikey how did you manage to walk in those heels?!

If you follow the steps in this post you have a template to impress the hiring manager with the depth of your knowledge in the company, and how confidently prepared you are.

About Clayton Recruitment

Clayton Recruitment has been partnering with business’ across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would more help on preparing for your interview download our interview checklist here.

After growing significantly before the COVID-19 outbreak, the job market in the UK was in a strong position.

While coronavirus has temporarily slowed down recruitment in some sectors, some are still thriving. But with many furloughed employees and the fact that it is unclear how long the lockdown measures will last, there is still some uncertainty in the job market.

However, once lockdown has been eased and ended, we know that there will be a sharp increase in recruitment, meaning plenty of opportunities for those who are looking for a new role.

Until then, whether you’re still working full-time, part-time, on furlough, or have unfortunately been made redundant – upskilling is one way to increase your career prospects going forward.

Today, I want to share with you seven of the best ways to upskill in the current rapidly changing job market.

1. Develop Your Interview Skills

First things first, if it’s been a while since you looked for a new role, working on your interview skills is a great way to make yourself feel confident when speaking on the phone with new prospective employers or your recruiter.

Practising speaking on the phone, rehearsing your interview skills, especially on a video call such as Zoom, will help you significantly when it comes to interviewing time. Ask a family member or friend to act as an interviewer, over the phone, or on a video call. With extensive remote working, it is highly likely that your interviews will be virtual.

Remember, in challenging times employers will be looking for dependable employees, rather than loose-canons that they might take a risk on during other more secure economic times. Knowing that you have been in your current role for some time will be a positive for many employers.

2. Network

Networking is free, and can increase your future job prospects – now is the perfect time to engage with your peers and enhance your personal brand.

LinkedIn is still the number one tool for online networking and is a great way to feel connected to others, especially if you are feeling the effects of isolation.

You can start small, by ‘liking’ and commenting on posts from colleagues, peers, as well as clients and businesses you work with or companies you would like to work for.

Keep your posts professional and positive – networking is about getting your name seen and heard, for the right reasons.

3. Training

By law, furloughed workers are not able to undertake any work for their employer; they can, however, complete training.

If you have been furloughed, ask your employer for as many training resources as they can provide. Explore what courses, workshops or seminars your employer can give you access to. At the same time, demonstrate your proactivity. Many professional bodies and training organisations are providing access to free webinars and training. Let me explain further.

4. Take a Course

Furloughed workers are being encouraged by the government to take advantage of free courses that have been made available.

The courses, which have been launched by the Department of Education, are on a collection of job-related skills such as numeracy, coding, internet and digital skills.

Education Secretary Gavin Williamson said that he hopes the free courses will improve employees’ knowledge, build their confidence and support their mental health.

Several companies are providing resources such as The Open University – you can find out more about the courses here.

5. Work on Your Productivity

Switching from the office to working from home has been a big shock for many people. Some have found it easy to adapt to remote working, while others have found it challenging for a variety of reasons. You may be homeschooling children, or have the special person in your life working from home and juggling when you can do Zoom calls, all can and will impact your productivity.

If you have been struggling to feel and stay positive, which has impacted your productivity, then explore what you can do to change how you are feeling and responding to the situation you find yourself in. Firstly, take the time to review the following:

• Your working habits – notice what is and isn’t working for you.
• What worked for you when you were in your workplace? What can you replicate at home?
• How is your working space set up – is it supporting your productivity?
• How are you planning your day – if you have children at home you may need to talk with your employer and discuss being flexible with your time?
• Are you batching tasks?

Once you get into more productive habits, it’s surprising how your mood lifts as you begin to feel better about yourself. Taking time to work on your personal and professional development will support you to improve your performance as well as enhance your job prospects for the future.

6. Self-Development

Similar to upskilling your productivity muscle, there are other aspects of self-development you can work on too.

These could include learning a new language (which boosts brain activity and can positively affect other aspects of your life), starting a journal about your career goals, reading books on subjects that interest you or could help you in your career.
It could be a fitness goal or to improve your sleep routine. The happier and more confident we are in ourselves, the brighter our future looks.

7. Explore New Options

Finally, if you have been furloughed, made redundant or if the last few weeks and months have made you rethink where your career is going, it might be time to consider some different options.

When we slow down, we can take stock of where we are in life, and where we want to be. If your current role is not fulfilling you, or if you decide to explore new opportunities in an area you have been interested in for a while, we can help.

We have a range of vacancies across the North West for talented individuals, and we can help you find a role that suit – get in touch with us here to find out more, or browse our vacancies here.

What Next?

If you’re upskilling right now intending to land a new role, we can help – get in touch with us today.

We are still here, remotely working to help find candidates new roles in which they will thrive.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989. During that time, we have built up an excellent reputation for trust and reliability.

We have specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

You’ve got an interview for a new accountancy role – whether it’s an Accounts Assistant, a Bookkeeper or Semi Senior Accountant, possessing the knowledge to have your most successful interview ever will help significantly on the day.

Interview nerves can affect all of us, but this shouldn’t be a barrier to your success.

The ideas included in this article are tailored to accountancy candidates hoping to impress in your upcoming interview.

So, let’s get started.

1. The Practicalities

Firstly, you will only be able to give an excellent interview when your mind is free to focus on your answers – this means eradicating any worry about the practicalities of the day.

It is an unfortunate fact that candidates sometimes turn up late for interviews; they are unsure exactly where the interview is taking place or how long it takes to get there. A tip I like to give candidates is to be on time – and this means being early!

Plan your time before the interview carefully, make sure that you are 100% happy with what you are wearing (this will help with your confidence) and you know the names of who will be interviewing you. Using their website and social media, plus the help of your recruiter, research the company thoroughly and be aware of current issues going on in the business – I will talk about how important this is in the next section.

2. Develop a Connection With the Interviewer

The most successful interviews all have one thing in common – the interviewer and the interviewee have a connection.

The way to do this is to listen carefully. Pick up on anything that the interviewer says either during the interview or from your research beforehand.

Has the business recently been taken over? Is the head accountant new in their role? Is there anything on their website that relates to you personally?

They might have posted a news article about a recent project or topic that you have also worked on recently. Accounting firms generally aren’t as self-promotional as businesses in other sectors, so it will make your research more difficult if they haven’t updated their website for a while or they aren’t active on social media. In this case, working with a recruiter will allow you to find out helpful information about the business that will help you to strike that all-important ‘spark’ with the interviewer.

3. Be Commercial

Being a successful accounting candidate is all about demonstrating your commercial awareness and current knowledge of the accounting industry.

Tax, IR35, interest rates, the budget – there are plenty of topical issues that affect the lives of accountants and their businesses. Your interviewer will want to know that you are not only a shrewd accountant, but that your awareness of current issues will make you an asset to their team.

Keep up to date with the Financial Times, Accounting Web, Accounting Today and ACCA Global to equip yourself to talk about current issues.

4. Communicate Effectively

Some accounting candidates think that all they are needed for is their accounting skills. While this is true to a point, your employer will require you to be able to communicate your ideas clearly to other members of the team.

The interviewer will be looking for a confident individual who can communicate effectively, whether that is presenting your ideas or findings to a group, or relaying technical information to members of non-accounting teams. So use a mix of professional and personable language, and don’t focus too much on the technical.

5. Demonstrate Why You Want to Work for This Firm

Finally, one of the essential elements of a successful interview is to let the interviewer know why you, over the other candidates, are the right choice.

This involves being able to explain your career goals and how you fit into the company’s growth plans.

Show them that you want to grow with the company but also that you are the right ‘fit’ for their culture.

It would be best if you had a good idea of the company’s culture from the information that you are given before the interview and throughout the recruitment process. 73% of professionals have left a job due to a poor culture fit; this can be a frustrating time for an employee and can damage your earnings. Working with a recruiter ensures that you are only applying for a role in a company in which you will thrive – don’t run the risk of taking a chance on a company who you think will be right for you, only to be disappointed shortly after you start.

What Next?

Are you looking for your next accounting position? This article should have helped you to ace your next interview, but if you need any extra guidance, talk to us today. We help accounting candidates in the North West find their perfect role and guide them through every step of the recruitment process – get in contact to find out more.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, Nursing, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Let’s be honest; we all at some point or another think we know how our significant other might respond in a given situation.

They will choose that off the pub menu, or they won’t be happy about x doing y, or they won’t want to take a flight on Monday, and the list goes on.

Often, we are correct because our years together have taught us how they generally react. We have taken the time to listen and understand them. They might be an oddball, and they are our oddball whom we have grown to love and adore; quirky habits and all.

Now let’s think about the workplace.

Ever been surprised by the reaction of a colleague in your team or department? I suspect so.

It’s probably because you haven’t taken the time to get to know them well and are making assumptions.

Now let’s take this one stage further and think about the interview process and how, on very little information, we make snap decisions.

It’s related to a phenomenon known as unconscious bias.

What is Unconscious Bias?

It’s a recognised phenomenon which is hitting the headlines more than ever as all organisations are becoming aware of the need to embrace diversity in their organisations.

Unconscious bias refers to a preference that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations.

Unconscious bias is influenced by our background, cultural environment, and personal experiences. We all have these biases and research has shown that they heavily influence how we evaluate people in the interview process and more often than not, put minority candidates at a disadvantage.

Let me explain.

Though you think tattoos are fine or nose studs are OK in other organisations, deep down when Jonathan appears across the table from you at the interview, there is something that doesn’t quite feel right.

Alternatively, maybe Amanda looks almost identical to Amy who didn’t work out earlier in the year and somehow your gut is saying; don’t make the same mistake again.

Then maybe Sean appears who looks exactly like your favourite brother and even supports MUFC as you do. During the interview, he fluffed a couple of questions though he looks like he will fit in with the rest of the guys in the team, so let’s say yes.

Common ways unconscious bias appears that you might also recognise is the halo effect.  The phrase was first coined by Edward Thorndike, a psychologist who used it in a study published in 1920 to describe the way that commanding officers rated their soldiers. So, if you assume that someone is nice, or friendly, you are highly likely to assume that they would also be clever, smart or good at their job: Beware, this is a huge assumption.

The horn effect is the opposite and is likely what is happening to Jonathan and his tattoos. This is where first impressions create an unconscious bias. If, for instance, a person is seen to be too loud, or too shy, it could also be assumed that they will not be smart or clever, or good at their job. Crazy I know, and it happens regularly.

Does any of this sound familiar?

I suspect it does because at some point all of us can be under the effect of unconscious bias in an interview situation.

Why It’s A Good Idea To Minimise Bias

Bias creates the ‘same old same old’, which stifles growth. Research by McKinsey over the last three years has confirmed that a diverse workplace is more effective, and diverse organisations perform better.

One further report by McKinsey called Delivering Through Diversity showed that gender diversity in management positions increases profitability even more than previously thought. In the firm’s previous analysis, companies in the top 25th percentile for gender diversity on their executive teams were 15% more likely to experience above-average profits. The latest data showed that the likelihood has grown to 21%.

Companies with a more culturally and ethnically diverse executive team were 33% more likely to see better-than-average profits.

So, how can you start to remove bias in your interview process?

Set Tasks

If you know that the role requires a specific set of tasks to be completed, include this in the interview process. The halo effect can often result in wasted time when people join your company who can’t do the job. Maybe if you asked Jonathan and Sean to complete the same task and assessed them based on this, Jonathan could turn out to be an amazing find.

Plan Out Your Interview and Questions And Stick To IT

If you are hiring for a specific commercial role, decide on the questions you will ask and who will ask them.

Ensure everyone is asked the same questions by the same person and score answers too. You will be surprised how this starts to standardise the process and remove bias.

Then finally…

Have At Least Two Interviewers

More if you can. Human beings are all different and view things differently. Ideally, interview with someone who is opposite to you; I know that is a stretch but well worth it.

Ensuring that at least two people conduct each interview will help to get a more rounded picture of the candidate.

Unconscious bias as the name implies is just that, outside of our awareness. So reading this post is an excellent first step.

At the end of the day consider how someone will help your business not just where they come from or their friendly demeanour.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

It’s perfectly natural to feel nervous and slightly uneasy in an interview, after all, it’s an important process and one that could shape your career prospects for years to come. Getting a job, as we all know, can change lives – particularly if it’s one you’re desperately keen to get – so it’s hardly surprising that for many people, interviewing can be highly stressful.

However, it helps to get inside the head of an interviewer and put yourself in their shoes. If you were hiring for your own company, what traits and skills would you look for?

Are they who they say they are?

This may sound obvious, but you’d be blown away by the number of people who openly lie on their CV. It’s easy to make yourself sound employable on your application if you just lie and any experienced hirer will likely want to run through your CV to clarify that you are who you say you are and that you’ve done what you’ve said you’ve done. They’ll probably want to throw a few open ended questions at you to allow you to talk through your CV in your own time and – as long as you are telling the truth – this should come naturally. It’s important to remember to consider how your past experiences can help you carry out the role. So rather than simply stating what you did, try and use examples and make a link with what you’ve done in your past and how it could help you in the position you’re applying for.

Cultural fit

One of the hardest things for an interviewer to gauge is whether the person sitting opposite them will fit into their current line-up. There are two distinct schools of thought. Some people like building teams with ‘disruptive’ characters who can challenge the status quo and create results and innovation by being different. Others recognise the value of employing people who can get on with their current employees and won’t upset the apple cart. Unfortunately, there’s no golden solution to this and if the employer doesn’t think you’ll work at their company for whatever reason, they’re unlikely to take you on. Your best bet is to be yourself. Your true personality will reveal itself further down the line and putting on a persona only raises the risk of you not actually being well suited to the organisation.

Are you up to the job?

Finally – and perhaps most obviously – the interviewer will want to know whether you’ve actually got the skills to do the job. This is where pinning examples to things you’ve done in your past really becomes valuable. If you can actually highlight times when you’ve made a difference to your former employer it saves them the task of linking your skills with the job specification and working out whether you’re cut out for the role. Others will do it in their interview and if a hiring manager has an obvious fit for a role, they’re hardly likely to think about other candidates quite so much. It also doesn’t come down to what you just say. If the role involves a lot of interaction with senior partners or associates then you’ll want to consider your speech patterns and ways of communicating. In addition, you should consider any obvious reasons why the company wouldn’t hire you and don’t let the interviewer jump to their own conclusions (which they will). If your CV shows signs of job hopping, for example, then provide reasons for why you’ve done so ahead of being asked.

For other tips, check out our career advice pages 

You’ve crafted a great CV, made a stellar application, and you’ve been selected for interview. Congratulations! You can rest assured that your personal brand is working well if you’ve made it this far. However, don’t be complacent. According to experts, only 2% of job seekers will be offered an interview. And just because your personal brand looks great on paper, don’t fall into the trap of thinking that an interview guarantees success. The work to secure your ideal role is only just beginning.

Acing an interview is not about being a business or an industry genius, it’s about the small practical things you can do that will give you the best chance at success. View the interview as an opportunity to enhance your personal brand further – our interview checklist will help you prepare for the challenge and to secure the best outcome.

Here’s a brief overview of what you need to know.

Practicalities

First of all, arrange time off with your current employer. Don’t just go AWOL on the day, as you want to retain good relations with the company that is currently paying your wages. Gather all of the relevant information from the recruiter – the who, what, when, where and format of the interview. Allow plenty of time to reach the destination and factor in time to find a parking space – don’t let traffic woes stress you out ahead of the important meeting with those you’re trying to impress.

First impressions count for a lot, so make sure you are dressed appropriately for the work environment you’re hoping to join. Even if you’re entering a creative field, anything too ‘out there’ is unlikely to be appreciated. Be smart – iron your clothes, clean your shoes and make sure your hair is freshly washed. Smile, and shake the interviewer’s hand firmly to portray a confident, relaxed demeanour.

Research, research, research. The best way to ensure interview success is to be clear what the job involves, and what is being asked of the candidate. If it’s a multi-stage interview process, ensure you have plenty of examples to showcase your skills as repeating the same anecdote will risk you sounding like a one-trick pony. Demonstrating that you have a wide range of skills and experience is much more impressive to company bosses and HR personnel. They want to see that you can cope with a range of everyday demands and situations.

The interview

There are plenty of steps you can take to enhance your interview success. If you have a phone interview speak slowly and clearly. You may well be on a speaker phone in a meeting room – not favourable acoustics at the best of times – and you want to make sure that everyone in the room hears you properly. A phone interview may be the first time you speak to a potential employer – put across what you need to well, and it won’t be the last.

Whatever interview stage you’re at, bear these tips in mind:

• Hone in on your skills and have the job spec in front of you – or at least review it before your interview. Relate your past experience to what the new company is looking for.
• Be specific when talking about your experience. The STAR method helps you to answer questions fully while staying focused. It stands for Situation, Task, Action, Result. Explain the situation you were faced with, the task that needed to be done, what action you took, and the end result.
• Asking about development opportunities is fine, as this shows that you want to stick around, but do not ask about salary or benefits!
• Your reasons for leaving may be a question the interviewer asks, so have a professional answer prepared. It’s OK to be honest but do frame it in a positive light – saying that the business was moving in a different direction to where you wanted to go, or that you feel you’ve achieved all that you can in the role will be sufficient.
• Don’t talk down your current employer. Following the previous point, this is absolutely vital. Any unprofessional or personal comments will not win you brownie points with the interviewer.
• Ask the interviewer questions, for example: how they plan to grow, or where the leadership want to develop key business areas. It’s important you show an interest in the employer you may work for.

Popular interview questions still revolve around the topics of: teamwork, sales ability, planning and organisational skills, customer focus, initiative, and motivation/drive for results. Prepare for questions you may be asked ahead of time. Just make sure that you answer the question you’re asked on the day, and you’re not just shoehorning what you want to say into the conversation. Consider these interview questions and how you might answer them. We’ve put some tips and tricks to give you a head start:

1. Tell me about one of the toughest groups you’ve had to work with. What made it difficult? – What did you do?

Talk about why the group was tough, without talking down other people. Was there a deadline, or a mix of abilities and experience in the group, for instance? Focus on your actions, not other people’s.

2. Tell me a situation in which you were able to turn around a negative customer? – What was the issue? – How did you accomplish the turnaround?

Again, don’t vent about the customer. Explain how they came to be upset. Demonstrate that you took positive actions, like listening and being patient, to resolve the situation.

3. Give me an example of when a mistake you made provided you with a learning experience?

This isn’t a trick question – we all make mistakes, so don’t say you haven’t! Focus on how your rectifying the mistake resulted in a better way of working for you, the team or the business.

Celebrations and learnings

So, you excelled at the interview and have been offered a position – great news! However, if you didn’t receive an offer this time, don’t panic! You can still take a lot away from the experience. Ask the interviewer or your recruitment consultant for feedback – understanding areas where your interview performance could have been better gives you insight into what you need to change next time.

Our interview checklist for candidates is full of practical tips and information to help you make the best of an interview. From preparation to the big day, it has everything to help you land your dream job. Visit our website or call 01772 259 121 to request your free copy.

And if you enjoyed this blog, you may also like to read our blog on ‘What is your interviewer actually thinking?’. Don’t forget to have a look at our recent job vacancies too.