Interview Techniques.

Interviews are intended to answer three fundamental questions:

• Do you have the right skills for the role?
• Are you a good cultural fit for the company?
• And, do you really want this job?

Your chances of convincing an interviewer that the answer to each question is 'Yes,' will be greatly enhanced if you devote time to thinking about the interview before it happens.

Here's how -

Do you have the right skills for the role?

Here interviewers are looking for objective proof of your ability to add value and perform tasks associated with the job you've applied for. To prepare, you can familiarise yourself with two things:

• A detailed description of what the job involves and the skills it requires. Ask your recruitment consultant for as much information as possible regarding the role.
• Pertinent examples of situations in which you have successfully done something similar and/or demonstrated similar skills. Use facts and figures to back yourself up.

Questions associated with this part of the interview include:

• Tell me about your qualifications for this job.
• In what way do you think that you can contribute to our company/department?
• Tell me about a time when you tried and failed.
• Tell me about yourself.
• Tell us about your analytical skills.
• Describe your achievements to date.
• Are you a good cultural fit for the company?

Here interviewers are trying to establish whether you're likely to get on well with your potential colleagues - or whether you're liable to disrupt the happy equilibrium of their team.

Some companies perform multiple rounds of interviews to ensure the 'fit' is right.

To prepare for this part of the interview you need to think about the company's culture. For clues, look on its website, particularly at statements of corporate values. You also need to consider the kind of person you are, and how you want to present yourself.

Questions you may be asked include:

• Tell me about yourself.
• What is your biggest weakness/strength?
• What motivates you?
• What things make a good team member?
• What do you do at weekends/ Tell me about your interests?
• Why did you choose this career?
• Do you really want this job?

Bringing in a new employee is an expensive business. Recruiters therefore need to ensure that you're truly interested in the position on offer. To convince them of your seriousness you will need to prepare two things: detailed information on the company you're attempting to join (found in annual reports, company websites, news articles); and a list of convincing reasons why you want to do so.

Questions you may be asked include:

• Why do you want to change jobs?
• Why do you want to leave your current position so soon?
• What difficulties and challenges do you foresee in making this move?
• How will you overcome these?
• Would you relocate?
• What are your short and long term career aspirations?
• Why do you want to work for this company?

Questions you should ask:

To demonstrate your enthusiasm you should also ask some questions yourself. These might be:

• Where are the company's strengths and weaknesses compared to its competition?
• Tell me about your background and your time at your current company.
• Could you explain the organisational structure?
• What is the company's policy on training? 
• What is the policy on transfer overseas? 
• How has this position become vacant? 
• How will my performance be monitored? 
• Who will I report to? 
• Will anyone report to me? 
• Where is the company going? Expansion plans? 
• What sort of person does well here? 
• How might I influence my own future in the company?

Finishing the interview:

If you are interested in the role, then ask the interviewer about the next stage in the interview process. Ensure that you thank the interviewer for their time.

After the interview:

After the interview it is essential that you provide honest feedback to your consultant about the interview. In most cases the consultant will not have feedback from the client before speaking to you however any delay in providing feedback may slow down the whole process. Feedback from the client is passed on to you by the consultant. Regardless of whether this feedback is positive or negative, it is essential that you accept it as constructive and use it to your benefit for future interviews.