Winning at Interviews
Signaler
Partager
•1 j'aime•578 vues
Winning at Interviews
•1 j'aime•578 vues
Signaler
Partager
Télécharger pour lire hors ligne
Careers adviser presentation, November 2014
Contenu connexe
Tendances
Tendances(18)
En vedette
En vedette(20)
Similaire à Winning at Interviews
Similaire à Winning at Interviews(20)
Plus de University of Sussex, Careers & Employability Centre
Plus de University of Sussex, Careers & Employability Centre(20)
Dernier
Dernier(16)
![114. BP International [2023]](https://cdn.slidesharecdn.com/ss_thumbnails/114-231201133928-80c4bc93-thumbnail.jpg?width=768&fit=bounds)
Winning at Interviews
- 1. Careers & Employability Centre Winning at Interviews
- 2. Types of interview • 1 to 1 • Panel • Phone • Skype • Assessment centre • Case study • Technical
- 3. Types of question Can you do the job? Ideal Candidate Will you do the job? Will you fit in? Are you eligible?
- 4. Types of question • Biographical • Motivation • Competency • Situational • Self awareness • ‘Random’ • Technical • Strengths-based
- 5. Biographical Are you eligible? • Traditional approach • Know your CV/application thoroughly • Prepare your story • USPs • Gaps and blips
- 6. Competency Can you do the job? • Research = no nasty surprises • ‘Tell us about a time when/give us an example of…’ • Examples can come from anywhere in your life • Develop your competency grid
- 7. STAR • Situation • Task • Actions • Results Can you do the job?
- 8. Non-verbal behaviour Will you fit in? • Dress • Tone of voice • Body posture • Eye contact • Breathe!
- 9. Your questions • Have several prepared: • Career development • Working conditions • Training • Don’t be afraid to ask during the interview • Don’t be silent if they’ve already been covered
Notes de l'éditeur
- This session will arm you with practical techniques to use both before and during your interviews to maximise your chances of success. We are covering interviews today, not all the aspects of an assessment centre – book a 1:1 if you have one of these Ask questions whenever they occur to you, don’t feel the need to wait until the end.
- On the left are typical first interview formats, on the right those which tend to come at subsequent stages.
- We are going to cover biographical and competency questions in detail in a moment. Motivation – ‘why do you want this job/to work for us?’ – must have done your research and worked out why they are a good fit for you – be specific about experience, skills, values, etc. Situational – what would you do if…often no right answer, looking for judgement and good instincts. Self awareness – what is your greatest strength/weakness? How would a friend describe you? Go through how to choose a weakness answer. Random – no apparent link to the job content – who is your favourite character from fiction and why? There is usually a connection to the underlying nature of the role/organisation, e.g. in the example above, from Withers (private client law firm) – a way to express your personality, which will be very important in forming relationships with clients. Technical – admit if you don’t know the answer but if possible, highlight some learning you do have around the subject, or how you would go about developing the necessary skills/knowledge. Strengths-based: new approach based on the skills you most enjoy using – less preparation possible than for competency answers (see http://targetjobs.co.uk/careers-advice/interview-techniques/275395-strengths-based-interviews-for-jobs-and-grad-schemes for more information).
- This is the longest established type of interviewing, and still popular You could be asked about anything on your written application/CV – make sure you know this; if you have claimed that you are a regular reader of the FT, make sure you can back it up USPs (unique selling points) – work out what your strengths are relative to the job description and employer, be ready to assert your own agenda Have a positive account of any blips or gaps
- It should be possible to work out what competencies a role requires: job description/person spec, organisation’s website, Prospects job profile, etc. Give out copies of the skills grid – explain how it works – something to do at home
- Too much time is spent on Situation Actions are the heart of the answer Result – should be positive, can include learning points
- Don’t try to be someone you are not – but be aware of these things Pitch and tone of voice – lively but not manic Sit reasonably upright – danger of too much hand movement or fidgeting Maintain eye contact Practise deep relaxed breathing if this is likely to be an issue