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Graduate UK Careers Guide > Assessment > First Interviews

INTRODUCTION

Firstly, let's try and put interviews in context:

a) Interviews are contrived and in some ways artificial encounters;

b) No one, including employers, claim they are a completely precise and accurate means of selection;

BUT:

c) They are the only means by which you will be able to pursue your career objectives and secure offers of employment;

ALSO:

d) there are two 'sides' to each interview;

e) the interests of both 'sides' are best met if the interview is positive and successful: remember, almost all employers want to use interviews in order to select good candidates, rather than reject unsuitable ones;

f) each 'side' can only get the most out of the interview if the other party is adequately prepared and well presented;

g) Remember, the interview is "two way". Just as the interviewer is evaluating whether you are a suitable candidate, so you should be evaluating whether this is the sort of organisation you would like to work for.

Simply put, your strategy should rest on three components:

Positive Attitude
Preparation
Presentation

1. Positive Attitude

A positive attitude is the most important of these because it will underline your whole strategy, sustain your self-confidence (which will definitely be tried!), and determine both the content and the potency of the other two components.

You must develop the confidence that you are a good candidate, pursuing good career posts with good organisations, in the right way and at the right time, etc.

If not, how can you hope to convince the interviewers that such is the case?

It is also worth stating that graduate recruiters form opinions on individual Universities, in terms of both the quality of their graduates and their Careers Service.

Different Universities have different reputations, which may work for or against you.

The vast majority of the employers who recruited on campuses last year (the 'milkround') carried out some form of paper pre-selection; they selected who would be asked for first interview by screening application forms.

Remember that positive attitude - obtaining an interview is a reward for you filing a good application.

2. Preparation

Preparation is important to develop a systematic approach to preparing for the interview.

Not only will you cover routinely all the basic and essential information and data to use at this and later stages of selection, but it will also help you to 'timetable' your careers work with your study and leisure activities, too.

Systematically committing to paper details on individual employers and areas of work will help you to distil, store and reference a great deal more useful information efficiently than will haphazard reading at the last minute. (These are the same skills which you have been developing as a student, of course!)

First, prepare the obvious - assemble the basic background data on the employer.

Much of this you will have carried out already to fill in a good application form; if so, check it over, update it if necessary, reexamine your reasons for applying.

Sometimes the period between submitting an application and attending an interview may be a long one. A new Annual Report and Statement of Accounts may have been published, profits may be up or down, growth or contraction may have occurred. It is up to you to know and ideally, if the information is available, know why.

Being fully-prepared means keeping up to date. If you haven't used the employer's file in the Careers Service for some time, check to ensure new information has not been entered of which you are unaware. Supplement this with the regular reading of the quality press - especially the Financial Times on Saturdays and the 'Quality Sundays' - as well as weekday newspapers. Often a glance at your 'target's' share price can alert you to events.

"What's in a name?" Do you really know the full range of what an organisation makes or does, or who really owns and runs it?

Check "Who Owns Whom". The reason that United Biscuits became The UB Group, and Tube Investments became The TI Group, for example, is because the names no longer adequately described the range of their activities and structure.

You will be expected to know what applies now and, if published, what future plans there are for growth and diversity - not just the history. This general principle applies to all organisations, public and private.

A common shortcoming amongst applicants is that they research organisations in depth, but neglect to research the industry or the sector as a whole, and where organisations fit into them. Not least, who are the leading competitors? Even knowing that can help you avoid some embarrassment at interview!

Most applications are made by stating which function of management or administration you wish to be considered for. The reasons for your preference are obviously going to figure in the interview.

What steps have you taken to both broaden and deepen your knowledge of management accountancy, personnel, purchasing, social work, etc.? What skills are required and what evidence can you show to demonstrate that you have those skills?

Have you visited and spoken to practitioners in these areas, perhaps identified the relevant journals and read them regularly, or even attended open student evenings of, for example, a local branch of the Institute of Cost and Management Accountants, the Institute of Personnel Management or the British Institute of Management, etc.?

Remember, keep a copy of your application form and re-read it prior to the interview.

Next, prepare for the less obvious.

Re-read the employer's literature, but this time look for those subtle hints on 'the type of person(ality)' the employer seems to be looking for.

Indications may sometimes be found in those profiles favoured by a lot of employers in their brochure: "My name is ... and I joined as a management trainee after graduating from ... with a degree in ...".

How does the information compare with what you have gleaned from other enquiries and, most of all, how do your strengths match the employer's requirements?

Final Preparation

Many of the questions in the interviews you have will be drawn directly from the information you have given on your application form so, as you approach the interview, look at the copy of your form again. This time try to see it from the employer's perspective.

Time spent on this can help enormously both in improving your performance at interviews, and in avoiding misunderstandings between you and the interviewer.

Some questions in the interview will be predictable, 'Why do you want to enter X?', 'Why are you interested in this organisation?', 'Why are you interested in this [industry]?'.

Good, well thought out, answers to these questions, based on your experience, qualifications, interests and personal strengths are very important. But not all interviewers will ask these questions directly, and many other unpredictable, (sometimes very unpredictable!) questions will arise.

All of these points help you approach interviews with both a positive attitude and more confidence, but - a word of warning. Total confidence is very rarely justified and can, in fact, create hostility in the interviewer. So, be yourself and be prepared to learn from the real thing - that is the practice which makes perfect.

Throughout your research, and before (and during) your interviews, discuss your progress and strategy with your Careers Adviser, who will be able to suggest or provide contacts and sources of information.

Remember that your own demonstrable initiative and positive attitude are vital throughout.

3. Presentation.

How should I look? What should I wear?

It would be possible to go on at length about why this is important, but most students in the past have realised why, and there should be no need to labour the point here. Please discuss this with your Careers Adviser if you have any unresolved questions.

Sex	Comments
*Men*	A suit is important - do not spend a fortune, but try to ensure that, in colour and style, it suits you and your 'frame'. Make sure you have a shirt, tie, shoes and socks (not white), to match. If you wear a watch make sure it looks respectable (the strap as well). Carry a 'good' pen, leave the disposable one with the chewed end at home! Avoid such jewellery as ornate cuff links, rings, etc.
*Women*	Consider a suit, or good combination jacket and skirt, or a well cut dress (all in restrained colours). Blouses should be simple and of good quality. Frills and lace, etc. should be minimised or absent. Shoes should be smart but comfortable. If you wear make-up, the best sort is that which is not too noticeable. Keep jewellery simple and of good quality. If you carry a handbag, make it a good one that matches the rest of your costume. Like the men, if you wear a watch, let it and the strap be respectable, and carry a 'good' pen.

Punctuality

Without exception, be early by at least 10 minutes for every interview. This is especially important if you are having an interview off campus and travelling schedules have to be added to your planning.

If it is necessary to report for interview do so. Leave your 'outside' clothes and 'clutter' outside the room in which you are being interviewed. Use the spare minutes to compose yourself, adjust your dress and warm up or cool down if necessary. Find out from the interview schedule the name of the person who is to interview you and remember it.

It is more than likely you will have some anxiety or nervousness at this time. Remember, this can be a valuable asset in giving a good performance at interview, providing it is not too strong and inhibiting.

If you are having interviews off campus, be prepared to talk (not chatter) to the receptionist or secretary if she has the time and inclination. You may pick up some useful information. You should remember that secretaries have more than a passing interest in who may be joining the organisation and their opinions may be sought or offered after you have gone.

The Interview

This usually begins with your name being called. React with a smile. Give a firm and positive handshake and greet the interviewer by name if you are given the chance. Allow yourself to be shown to the room, and wait to be told to sit down and where.

Once you are settled, think about your posture and how it looks to the interviewer.

The journey from the waiting room and the first minute or two of the interview may involve small talk; use the opportunity to talk to the interviewer informally, but remember that they are already forming impressions.

At this stage, remind yourself that the interviewer is a human being with a job to do and vacancies to fill. He or she is looking for the best people he or she can find, and genuinely hopes you may be one of them. There must be grounds for hope or you would not be talking to each other. Try to relax, not too much (and as quickly as possible). It may not be possible later in the interview.

Do not smoke or chew in an interview, and try to keep any nervous mannerisms to a minimum. When talking, use gestures (though not too much), and ensure good eye contact with the interviewer at all times, without staring or glaring.

In the course of the interview use the interviewer's name, i.e. Mr/Mrs/Miss X - not first names. Try to avoid using slang expressions, e.g. hassle, real drag, ace, hang up, cock up, great. Avoid "you know". Speak well, clearly but concisely, and to some purpose. Remember that those who talk too much often say too much.

Above all BE ENTHUSIASTIC THROUGHOUT and remember this is a career interview not a confessional sell to your strengths.

CRITERIA BASED INTERVIEWS

Increasingly employers are using what is called "Criteria based" selection.

With criteria based selection, the employer identifies certain common characteristics (Criteria) which exist in successful people in a particular organisation or function. This is usually done by consultant psychologists.

The employer then goes out to try and recruit people who can demonstrate evidence of these particular characteristics. The selection process is based solely on evidence the premise being that "past behaviour is the best predictor of future behaviour".

Thus in a criteria based interview, rather than following a chronological pattern there will be a series of pre determined questions designed to elicit evidence of a particular criteria. Once these have been completed the interviewer will move on to another set of questions to elicit evidence of another criteria, and so on.

This sort of interview is rather more difficult to handle than a chronological interview, in that, with a chronological interview you have some idea of the pattern of questions when you have finished talking about school, you are going to go on to talk about University how you chose your degree course, etc., etc.

With a criteria based interview, the questions appear to be much more random and you do not quite know what to expect next.

The great thing is to keep your wits about you and not panic. Otherwise all your answers will be centred around that holiday in Europe you organised last summer and you will thus come over as not having done anything other than this - and thus totally uninteresting.

Remember, the interviewer is seeking evidence all the time of how you reacted or performed in different situations - no more but no less.

Examples of Criteria-Based Questions:

Questions

Possible Criteria
Being Investigated:

Describe a situation where you have worked in a group or a team.

- What was your role in the group?

- How did this role link with other team members?

- In what ways were the efforts of the individual members co-ordinated?

- What part did you play in this?

Team working
Persuasive skills
Ability to gain respect and confidences

Describe a situation where you have organised an activity which involved a fixed deadline.

- What was the situation?

- What did you do?

- What was the outcome?

Ability to withstand pressure
Planning
Prioritising
Organisational skills

Describe a situation where, as leader of a group, you set directions for them, gained their commitment and led them to achieve outstanding results.

- What was the task?

- What actions did you take?

- What was the outcome?

Organisational skills
Team working
Delegation
Listening
Awareness of group working

Describe a complex problem you have had to think through.

- What steps did you take in tackling the problem?

- What help, if any, did you seek?

- What was the outcome and how did you feel about it?

Analytical skills
Planning/Prioritising
Weighing up alternative solutions

Describe a situation where you have had to convince someone else of something that was important to you.

- What was the issue and why was it important?

- Who did you have to persuade?

- What did you do and what was the result?

Persuasive skills
Prepared to take responsibility
Personal credibility

Describe a project you have completed.

- What problems did you meet and how did you overcome them?

- What have you learned from this?

Planning
Prioritising
Realistic problem solving

What is the most difficult problem you have had to solve whilst at University?

How did you deal with the situation?

What did you learn from the experience?

Problem solving
Planning/prioritising

Describe a situation where you have had to develop good working relationships with people from different backgrounds, or with differing views.

- What was the situation and what were you trying to achieve?

- How did you tackle it and what problems did you overcome?

- What was the outcome?

Personal credibility
Ability to gain respect
Confidence

Describe a situation where you have overcome setbacks to your plans or ideas.

- What did you do and what was the result?

Resilience
Ability to withstand pressure
Ability to rise to a challenge
Independence

Describe a situation where you have had to delegate work.

- What was the situation and who did you delegate to?

- How did you approach the situation?

- What was the outcome?

Delegation
Team working
Organisational skills

Describe a situation where you have been part of a team and did not feel involved or motivated.

- What did you do?

- What was the result?

Awareness of the process of team working

THE REVIEW INTERVIEW

What can you expect in terms of questions?

Period:	Be ready for questions about:	Remember:
Your Past	Your home and family background, parents, brothers and sisters. Your schools, patterns of studies, qualifications obtained and how you rated the schools and the people there. Leisure time interests and involvement, what you have joined, what you contributed - and achieved. Holiday jobs or previous employment - what you have learned, successes and achievements (even if minor).	No one is perfect. Be prepared to admit to some of your failures, ideally those from which you have learnt something and can say what.
Your Present	University - why you are reading your particular degree, your department, your studies, your colleagues, etc.	Most employers look for evidence that you can organise your time between work, leisure and self-preservation with some level of organisation. Equally they may learn more about you as a person from your leisure time activities, involvements and achievements, than anything else. Be prepared for questions which seek to identify your opinions, beliefs or general attitudes on a wide range of issues. Without losing your self control or getting 'stroppy', be prepared to respond or rise to challenges the interviewer may make. Keep your sense of humour close at hand!
Your Future		Hopefully your answers to questions related to your ambitions, objectives and lifestyle equate with what someone working in the employer's organisation could reasonably expect, in the time scale you are discussing. Your research and reading of the employer's literature should help you here.
The Job/Career		This is the area where you have to convince the employer (having first convinced yourself) why you wish to work for them; what you have to offer that you are sure they will value; why a particular function within the organisation and how this matches your skills, aptitudes and personality; how you see your career developing as well as having a good view of the organisation in the industry/sector it belongs to. Remember, the interviewer will be looking throughout for evidence of your ability to meet and solve problems and also your motivation, which is evidenced by how you have thought your way through the various choices which have been open to you, and which have led you to apply to this organisation. Be ready for the 'Are there any questions you would like to ask me?' Have these ready, and handle yourself with confidence the interviewer is putting you in charge and watching how you handle it. Well prepared and thought out questions on important aspects of the job and the organisation, training and development (not holidays, pensions and salaries at this stage!), can go a long way to convincing an employer about your motivation and suitability for the organisation.

QUESTIONS TYPICALLY ASKED BY
EMPLOYERS DURING INTERVIEWS

Subject	Typical Questions
Educational Record	Why did you choose your 'A' level subjects? Were your 'A' level grades as expected? Why did you choose to go to University? Why did you select this University? Why did you choose your degree subject? Do you regret choosing this subject? What course subjects do you enjoy most at University? What course subjects do you enjoy least and why? If you could do so, how and why would you plan your academic study differently? If you could make changes in your University, how and why would you do so? Do you consider that your results, so far, indicate your academic potential? Could you explain what your project is about? Do you have plans for further study? What have you got out of academic life? What have you learned from participation in extra curricular activities? What other skills do you have? (e.g. numeracy, languages, computer skills, etc.) What accomplishments have given you the most satisfaction at University?
Personal Characteristics	Describe your most rewarding experience. What lessons have you learned from your holiday jobs? Is there anything you dislike very much what makes you feel angry? How would you sum up your strengths and weaknesses? What motivates you to your greatest effort? How would you describe yourself? How do you think a friend who knows you well would describe you? Describe the most important problem in personal relationships that you have encountered and how you resolved it? What is the most important mistake you've made and what did you learn from it? How do you determine or evaluate success? What lessons have you learnt from holding positions of responsibility? What evidence, other than academic, can you provide regarding your ability to work under pressure? Do you prefer working alone or with others?
Interests/ Activities	What has your membership of the [cricket] committee involved? Have you had to deal with awkward people in organising these activities? Do you enjoy being Captain?
Career Motivation	How has the University prepared you for a (e.g. business career)? Why have you applied for this kind of work/career? What do you really want to do in life? What do you see yourself doing in five/ten years' time? What short term career goals have you set and why? What long term career goals have you set and why? What preparations are you making to achieve the above goals? What satisfaction are you seeking in employment?
Knowledge of Career Area	What do you know about a career in…? How would you define…? What rewards are you seeking from a career? What qualities do you have that you think will make you successful in ... ? Do you think you can cope with the professional examinations? What pressures do you see resulting from the training programme? If you were a graduate recruiter for this (company), what three qualities would you be seeking in candidates for this type of work?
Knowledge of Organisation	Why are you seeking a position with this company? What do you know about our business? What do you think of our application form/brochure? Who do you see as our major competitors? What do you consider to be the main difficulties facing the company? Why should this organisation employ you? What contribution do you think you can make to (the ....Group)? What do you think it takes to be successful in (…plc)? What evidence do you have that you could handle our different customers? What new developments has our company been associated with recently? What measure of growth is our company enjoying? How do you see recent Government legislation on .... affecting our company? What impact will recent trouble in (Nottingham/Africa/Asia) have on our business? What sort of working environment are you seeking? What do you hope to gain from working in an organisation with our size and structure? In which of our locations would you be happiest to work? How will you cope with the possibility of re locating every year for the first four years (or longer)?
Mature Students	Do you think you can cope with the amount of study required? Are you fully mobile geographically? You are over-qualified, aren't you? How will you get on when all the other recruits are 10+ years younger than you? Our salary scales are age related. Why should they pay you more than most other new recruits? How would you like your boss to be younger than you? How would you handle resentment from staff who have worked their way up?

YOUR QUESTIONS TO THE INTERVIEWER

The questions you ask will depend on the course of the interview, and will vary according to circumstances but here are a few possibilities:

How do you define the training period for graduates?
Can you give me a fuller picture of your training programme? (Assuming this is not made clear in the literature).
Do you send your managers on special training courses possibly Business Schools?
Where would I be based is this particular function located solely in .... ?
How frequently would you expect me to be moved?
Do you find accommodation for young graduates is a problem where do they live?
What rate of progress should I make?
I understand your firm operates performance appraisals how often is one's performance reviewed?
What would be a typical career pattern for a young graduate entering .... ?
Will I be working in a team if so, will there be other young graduates?
What has happened to the graduates you have recruited?
What percentage of your graduates are in management positions is it increasing?
Is there a high turnover of graduates in your company?
Are there opportunities to work overseas?
What are the possibilities of using my languages?
Is your firm planning a new programme of expansion or are you entering a period of consolidation?
How do you see the company performing over the next few years?
According to the newspapers, you plan to open a new unit in Crawley. Can you tell me a little about it?
What are your plans for expanding the (sales) department?
Does your company support or have any involvement with the local community?

THE END OF THE INTERVIEW

When 'the end' arrives, don't get in the way of it.

Remember it is perfectly acceptable to ask (in a reasonable and polite way) what the follow up/decision time is likely to be.

Finally, thank the interviewer for the opportunity and his/her time, and express your interest in their opportunities.

Rise well, shake hands, and exit carefully.

One critical point to remember is never leave the interview without knowing the interviewer's name (including correct spelling), title and address.

If you are not comfortable asking the recruiter directly, consult the Careers Service for this information or contact the company directly.

Don't rely on information from someone else who had an interview with the same recruiter because that information may be erroneous.

Once back in the waiting room, no matter how you feel, contain yourself!

AFTER THE INTERVIEW

As soon as possible after the interview construct a full and dispassionate evaluation. Note where you scored well, where you fell down, what elements of preparation were useful, and what was missing. Store the information on your file for that employer for future reference.

You may wish to discuss individual interviews or a series of interviews with your Careers Adviser, as Careers Services request employers to provide evaluations, and many do so.

HOW YOU ARE APPRAISED

Employers will tend to appraise your performance at interview on the following:

Criteria	How Criteria Is Measured
Physical Characteristics	Smart, appropriate appearance Level of impact Social confidence and fluency Initial impression
Educational Qualifications	Secondary Education: A Levels choices and why, parental influence, any resits? Higher Education: choice of degree, University, course. Postgraduate education choice/motivation.
Intellectual Ability	Generally numerate, expresses verbal and written opinions clearly and concisely. Applies commonsense. Creative: provides evidence of some degree of originality/ initiative in thought/actions. Judgemental: recognises problems, establishes priorities, makes good decisions, produces workable solutions. Analytical approach to study/learning. Ability to sort through complex data. Examination record. Special aptitude.
Communication	Communicates effectively and mixes easily at all levels. Seeks to understand and be understood. Organises and expresses thoughts clearly, orally and verbally. Involves others. Recognises cultural differences. Knowledge of foreign languages level of fluency. Knowledge of computers depth of knowledge, ability. Numeracy basic/advanced.
Interests/ Other Activities	Participates in sports/social activities, forms good positive relationships, interacts well Experience of organising others leadership potential revealed in record, using variety of resources effectively, sets and achieves goals. Evidence of team work/team building.
Disposition	Ability to get on with others. Demonstrates integrity and high personal standards. Builds effective working relationships, even in difficult situations. Organises work to best standard and gets best results. Self-confident, enthusiastic and responsive. Criticizes constructively, lack of arrogance. Delegates and accepts delegation. Ability to meet deadlines, ability to work alone energy and persistence in achieving objectives. High standards and good use of time. Identifies and develops opportunities. Keen, alert, with finishing power. Directs own efforts accordingly. Recognises important issues and makes effective plans. Ability to work under pressure remains stable and self controlled under stress. Adaptable to change. Reliable, conscientious, contributes positively. Leadership potential keen to take on responsibility, sets direction and builds the commitment of people to achieving goals. Inquisitive/Flexible mind evidence of priority setting.
Previous Work Experience	Any previous permanent employment. Holiday work undertaken.
Motivation	Knowledge of firm/company. Knowledge of Careers Area knowledge/skills to undertake job. Commercial awareness company's position, competitors. Activities demonstrating motivation: work experience, visits, investigations, etc.
Commitment	Domestic commitment working regular office hours, office based, in clients office, away from home, irregular hours, exams, evening work, etc. Geographical limitations.

A nice position to be in!

Q. Should I cancel first interviews on campus, to attend second interviews off campus

A. NO. You have earned your interviews, don't throw the effort away.

Employers should not really hold second interviews in term time, but sometimes it is unavoidable

In all cases talk to your University Careers Service who will either ring up the employer to arrange another more convenient time or, more often, make a free phone available for you to do so.

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