- Attain information about the job/position description,
- Memorize your work background, major strengths and weaknesses, short term career interests, and long-term aspirations,
- Identify areas that are compatible with job requirements,
- Anticipate interviewer’s questions,
- Prepare suitable responses and anecdotes to illustrate how your work experience/attributes match those specified in the job description.
- Your personal presentation is about communicating an image and impression to the interviewers,
- Always confirm with your recruitment consultant the client’s expectation of work attire, and dress appropriately,
- First impressions are important and your presentation may provide non-verbal information about your confidence, self-esteem, and attention to detail.
- Listening is paramount,
- To listen effectively, it is essential you resist distractions, suspend judgement, and rephrase to clarify or communicate understanding,
- Have a clear picture of what you want to say, and wait before responding,
- Express yourself clearly, and ensure responses are relevant and simple as opposed to complex.
- Highlight past achievements, relevant projects, and how you added value in previous jobs,
- Importantly, describe what you can bring to the organisation and how you can add value,
- Ask questions, this is the opportunity to demonstrate your knowledge of the job and organisation.
The Greeting-Departing Effect
- Create an impact at the beginning and also at the end!
- Interviewers are more likely to remember what will happen in the beginning and the end, rather than the middle.
- Make eye contact with the interviewer, smile, and ensure your handshake is firm.
TIPS FOR ANSWERING STRUCTURED/EVENTS BASED QUESTIONS
When going for an interview you may be advised the interviewer will ask you formal questions called either:
- Behavioural-based questions,
- Targeted selection questions, or
- Events/scenario based questions.
Essentially, these questions will encourage you to discuss specific past experiences and accomplishments.
The questions you are asked will depend on competencies required in the role you apply for.
Check your position description or speak to your recruitment consultant to determine this list, so you can prepare some examples or anecdotes.
Competencies may include:
- Problem Solving,
- Team Work,
- Communication Skills,
- Interpersonal Skills,
- Influencing and Negotiation,
- Planning and Organisation,
The key to answering these questions is to describe:
- Concrete and specific examples of past events at work,
- Actions you took to deal/ cope in these specific events,
- Outcome achieved
Make sure you utilise the word “I” in your response. This demonstrates it was you and not your team or colleague who was accountable for handling the event.