Structure of interviews...

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There are a number of different formats for interviews and you may encounter a number of these as part of the whole recruitment process:

 

• One to One - most common type of interview structure.

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• Panel - common in the public sector or charity sector, likely to be a panel of 3-7 with each interviewer assigned questions.

 

• Round Robin - a series of interviews where you are interviewed by a number of people individually to gather different impressions and views.

 

• Telephone Interviews (1-2-1) - generally initial screening to cover general areas.

 

• Competence Based Interviews - used to make selection as objective as possible, usually carried out in pairs, with one asking questions and one note taking responses. Designed to gather evidence about relevant job competencies.

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Many interviewers will give detail about what to expect during the interview. This could include:

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• Interview length

 

• The interviewer

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• The type of questions you will be assessed on e.g. competency-based or strength-based.

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• Use this information to help you in your preparation. If you have any questions or concerns before the interview, you should be able to get in touch with the recruiter or organisation.

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Listening

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This is an essential skill during an interview.  You need to understand what the interviewer is asking and answer appropriately.  If at any point you are unsure of a question or an aspect of the interview, seek clarification before answering.

 

When the interviewer is talking, always allow them to finish their question or point before responding, if you continuously cut them off this can be off putting. It can be useful to jot down some key points as you prepare to respond. It is normal to wait a few seconds before answering each question.

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Revisiting the job description and your application

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Ahead of your interview, look at details of the role.  Identify what aspects you are interested in and why.  You could pose some questions around this at the end.  Look at the person specification and highlight the evidence you used to meet the criteria, this could be a combination of technical and key skills.  

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If you applied for the role with a CV, cover letter, supporting statement or application form, print these documents and familiarise yourself with them ahead of the interview as you could be asked about certain aspects of them.  You want to sell yourself in a clear, concise and confident manner. 

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For roles requiring professional qualifications, demonstrate how your knowledge is transferable and if you have excelled, use this as a selling point.  Where experience is essential, highlight achievements and build on what you outlined in your application.

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Practicing the STAR technique

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Consider using STAR to outline how you meet certain competencies.  Draw on a range of examples and think about the tone of your voice when marketing yourself.  You need to be enthusiastic about your examples.  Be mindful of the length of the interview and practice telling your stories in a timely manner.  This could be on the phone with a friend or family member, a careers professional or recording a voice memo on your smart phone. If teamwork is important to the role, think about your best examples.  Where did you demonstrate this? What steps did you take to ensure you worked well with others? What did you achieve?

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Exercise

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The STAR technique: 

 

Think about what was the Situation Task Action and Result

In preparation for your interview, try some of the tasks below.

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List all the essential and desirable criteria for the role and practice your examples using STAR with keywords as prompts.  

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Arrange a practice telephone interview with someone you trust.

Practice your communication skills - body language, tone of voice and listening.