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If you have had a first interview with an employer which lasted 30-40 minutes and consisted of a chat with one or two company representatives - either on campus, or at a local premises - and you have been invited for a second or "final stage" selection interview, you should be prepared for a much more intensive procedure.

This, in addition to one or more further searching interviews, may involve any of the following:

• Group selection activities
  
  
• Making a presentation
  
  
• Written tests
  
  
• Aptitude/Intelligence tests
  
  
• In tray exercises
  
  
• Personality inventory
  
  
• Tour of the Company premises
  
  
• Visit to the Department where you would be working

Second interviews give an opportunity for exploring in much greater detail the potential match between yourself and the organisation, and will usually take place at the organisation's premises.

Some companies will tell you in advance what is in store, others do not.

However, if there is anything you don't understand, ask questions. This action demonstrates your interest in the organisation, and it can be helpful to try to remember the names and titles of the people you meet. Jot them down if you can.

Most employers go to considerable effort and expense to select the right candidate and therefore the second interviews are likely to be longer and more searching - they may last an hour or two, or extend over two or three days.

You are more likely to do yourself justice if you have some idea of what to expect, you recognise the purpose behind the various exercises, and you are prepared.

By the middle of the procedure you may begin to feel somewhat jaded. Second interviews can be a real test of good humour and endurance but remember that the final interview is usually the most important so keep going.

Preparation for Second Interviews

Always reply promptly to an invitation to a second interview.

If the date is not convenient, ask for an alternative most companies should be able to offer a second date.

Make sure you know how long the procedure will last, whether it will involve an overnight stay and, if so, who is booking the accommodation.

If you have an early interview, an overnight stay is recommended so you are as relaxed as possible.

Check your travel arrangements well in advance. Almost all organisations pay travel expenses for second interviews and accommodation expenses where necessary, so keep a record (with receipts if possible) of all expenses incurred. Make sure you have enough money for expenses and plan your wardrobe with appropriate clothes for the length of the trip.

Reacquaint yourself with the employer's recruitment literature and read all the information your University Careers Service has on them - this may include a second stage interview questionnaire filled in by an earlier applicant which will tell you what went on then.

Re-read your original application form and any other papers. If you are given things to prepare in advance (e.g. a discussion topic or a presentation), it is vital that you do a thorough job, even to the extent of making notes that you can revise from the night before. It may also be useful to carry some means of identification, e.g. a driving licence or your Union card.

Make sure you prepare for the interview by thinking of questions you may wish to ask the employer, and review your answers to probable questions, e.g. why have you applied to this organisation. Reconsider your own presentation of your personal skills and objectives.

The Evening Before

Some organisations invite candidates for refreshments and informal discussions the evening before. Most employers regard this as a pleasant social introduction to the firm, as a chance to get to know people, meet young graduate managers and hear the views of middle or senior managers who may speak after dinner.

It may be stated that this is not part of the selection procedure but they are likely to be making some assessment, however informal the occasion seems.

It is a chance to assess what impression the company makes on you, as well as considering what impression you are making. Big meals, free drinks, late nights and unfamiliar surroundings are not necessarily factors designed to produce sharp responses the morning after, so…

• Dress smartly
  
  
• Ask intelligent questions
  
  
• Avoid eating and drinking too much you will need a clear head in the morning
  
  
• Don't tell them what the firm can do for you.

Introductions

Early in the day candidates may be asked to introduce themselves and outline their career to date. Observers will be watching the general demeanour, the level of confidence and sense of humour.

Try to avoid undue nervousness and rushing through what you have to say.

Stay calm and take your time. Flippancy and cynicism should also be avoided.

Interviews

You may be interviewed by one person, a panel, or by a series of one-to-one interviews. Some of the questions asked will be a repeat of those covered in the first interview but are likely to be more in-depth. Be consistent - the employer will have kept notes on the first interview.

Types of Interview

There are at least four types of interview in on-site situations:

Group Selection Activities

People may react differently in a one-to-one than in a group situation. The aim here is to see how you work with others, and how quick and shrewd you are in summing up people and evidence.

Group discussions and exercises can vary, but the following exercises are fairly common:

a) Group Discussion (with no leader).

The group selects or is given a topic and the observers will be looking to see who takes the lead, who has ideas, who encourages others, and who is listening carefully.

They will be assessing the quality of your contribution, so try to participate throughout the discussion. Always try to follow through on the point you want to make, and express yourself clearly and concisely.

Whatever the topic given, it is likely to require analysis, discussion and decision make a constructive contribution and if possible play a leadership role. Avoid arguing dogmatically, be polite and tactful when presenting an opposite view.

Don't make personal comments. Don't criticise the question/task. Stick to the question and lead the group back if it strays. Support and praise others' viewpoints when they merit it, and avoid making fools of them. Stay calm, composed, and good humoured. Above all - listen!

b) Group Discussion (rotating leadership)

Discussions where each participant in turn is asked to take the chair, and to bring the meeting to a conclusion.

The idea is to see how you get other members involved and how you cope with the need to build a consensus in a limited time.

c) Role-play

Here individuals are assigned 'parts' in a realistic work situation and have to work together to solve a problem, e.g. industrial relations, analysis of production, marketing or financial strategy.

d) Joint/Team activity

This can be anything from building Lego towers under cost and time constraints, to planning an expedition across inhospitable terrain.

The way individuals work together to solve the problem is more important than the solution. But think before you act many candidates are far too impetuous and begin to build straight away good planning is always the key.

In group exercises bear in mind that you will be rated on your enthusiasm, co operativeness, originality of thought and your ability to put your ideas across persuasively.

Contribute as early and as much as possible whilst recognising the contributions of other candidates. Beware of suppressing others excessively, employers will not be impressed by this approach. Don't fall into the trap of thinking that domineering behaviour equates with leadership!

Observers will be looking to see:

• Who talks the most;
  
  
• Whose points are accepted;
  
  
• Who encourages others to join in;
  
  
• Who introduces new ideas;
  
  
• Who strays from the subject;
  
  
• Who listens before contributing;
  
  
• Whose arguments are ignored;
  
  
• Who insists on being dominant, interrupts or squashes others' contributions;
  
  
• Who builds on the ideas of others;
  
  
• Who is insensitive to the feelings of others and;
  
  
• Who doesn't talk at all.

By way of preparation, set out to observe groups of people and see how they are interacting. Set up a practice discussion group with rotating observers and participants. Be aware of the process that is going on (how the group is functioning) as well as the content.

e) Presentation

You may be given a topic, which could be analysis of a burning issue of current affairs, or you may be allowed to choose your own. You may be given several weeks' warning or only 15-30 minutes, and have to speak for 5-15 minutes.

Advice:

• If you are notified of this in advance, decide whether a few slides would enhance your presentation.
  
  
• If you find the prospect daunting don't be tempted to cover your embarrassment by flippancy - the selectors will take it seriously. Prepare well, sort out your thoughts and ideas and make notes beforehand, if possible.
  
  
• Present your topic with interest and enthusiasm, and if you are allowed to choose your topic, choose one that you can sustain for the allocated time rather than one you think will impress the selectors.
  
  
• Attempt to capture your listeners' interest from the start and try for a lively delivery.
  
  
• Try to speak clearly and confidently, and keep within the allotted time.
  
  
• Give a structured talk, with an introduction, and conclusion.
  
  
• Only make statements you can defend if questioned, and refer to brief notes do not read a talk but instead jot down key phrases to remind yourself of what to say next.
  
  
• By way of preparation prepare at least one talk and present it to friends and/or tape record it.

Psychometric Tests

Tests are designed to assess your intelligence, logic, reasoning ability, numerical ability or use of English, and companies use a wide variety of tests including:

Few employers will decide to appoint or reject a candidate solely on the basis of a psych ometric test (unless the test is specifically related to the job). However, test results will be weighed in the final balance.

For more information on Psychometric Tests, click here.

Written Tests/Individual Assignments

You may be asked to do something along these lines:

Essay

Write an essay on a topic of your choice or a given subject, e.g. to an irate customer

Project

Undertake a project, e.g. to produce publicity material for a company product

Recommendations/Report

You could be presented with a set of documents relating to a situation and asked to make recommendations in a brief written report. Your ability to think clearly and logically, your judgement and ability to express yourself on paper will all be tested.

In-tray

You will be presented with a heaped in-tray and given a limited time to deal with it. You will be expected to take a decision on each item deciding priorities, drafting replies, delegating, etc.

The moral is be prepared for anything!

Personality Inventory

You may be asked to fill in your responses to questions covering a wide range of topics.

It is impossible to guess the 'ideal' answers, so be honest and don't agonise too much over it.

Tour of the Company Premises/Visit to the Department where you could be working

At an on-site visit you will be meeting a number of people who will work with you if you are selected. Try to keep in mind that everyone you meet is evaluating your 'fit' for the position and the organisation.

Be sure therefore to present yourself as professionally as possible throughout the visit.

During the visit you should be collecting as much information as possible. This will assist you in evaluating the opportunity should the position he offered to you.

QUESTIONS FOR YOU TO ASK:

The position:

• How is success in this position measured and rewarded?
  
  
• Which parts of your job are most challenging?
  
  
• What skills make one successful in this job?
  
  
• How long do people stay in the job?
  
  
• Where do they typically go when they leave?
  
  
• What responsibilities would I have?
  
  
• What is the expected rate of promotion?
  
  
• What other areas of the organisation does your department interact with most of all?
  
  
• Do employees socialise together a great deal? Is it expected or encouraged.?
  
  
• What kind of input do you have on decisions which affect your department?
  
  
• Which areas of the company are growing fastest?
  
  
• How is job performance fed back to you? How often is performance measured?
  
  
• How much autonomy do you have in doing your job?

Lifestyle questions to ask:

• Where will the job be located?
  
  
• Do you foresee any required relocation in the future?
  
  
• How much do you travel and to where?
  
  
• What is the cost of suitable accommodation in this area to rent or buy?
  
  
• What hours do you find yourself working? Is shiftwork involved?
  
  
• What cultural and leisure opportunities are available in this area?
  
  
• What are the social opportunities here for making new friends and contacts?

WHEN IT IS ALL OVER

Try to learn from the experience but don't agonize too much over 'mistakes'.

When you return home take time to write a letter of appreciation. This demonstrates your continued interest.

Complete a second interview questionnaire for the Careers Service to keep them updated of your progress

At the end of the interview, some statement should be made by the interviewer regarding how long you will have to wait before hearing further. If this information is not forthcoming, you should make a point of asking.

If you have not heard from the organisation within the time stated, allow an extra few days for possible postal delays, etc., and then write enquiring about the status of your application.

If this produces no reply, the next stage is to ring and find out the position. If you still have problems, consult your Careers Service who will be pleased to help.

This content is © The University of Hull. Edited and reproduced with kind permission from John Franks - Head of Hull University Careers Service. All Rights Reserved.