THE JOB INTERVIEW






The interview occupies a key role in the job search process. No matter how well you plan your search or how well you may prepare your letters, applications and CV and whatever quantities you send out, it only pays off when you get the job you have been aiming for. And that decision is made as a result of, or even at, the interview, which only adds to the stress of the situation.

When you are invited for an interview, you know that you have been successful in creating an interest in your background and experience. Now they want to meet you, the person behind that information. This meeting will give you the chance to reinforce the positive impression that you have already created. It will also provide you with an opportunity to learn more about the company and the job. The interview is a two-way exchange in which both parties are gathering information, selling and evaluating.

A successful job search should result in two or more serious job prospects. To accomplish that you can expect to have 20 interviews, maybe more. You will probably never become totally comfortable being interviewed and that is probably for the best, since your nervousness can help in getting the adrenalin flowing and provide a spark and edge. Complacency or overconfidence can be perceived as a lack of energy or disinterest and neither is attractive to a potential employer.





Interview Objectives

The primary objective of any interview is to determine whether you meet the criteria established for the job. Will you be able to deliver what is expected and perhaps a little bit more?



It is also an opportunity to assess how well you, as a person, would fit into the organisation. A lot has been written about company culture and there is usually a definite organisational personality. It is important that you fit in if you are to get along with your colleagues and become part of an effective team.

For you, it is an opportunity to find out more about the position on offer - the responsibilities, the expectations, and the way it fits into the larger organisational picture. The interview helps you to assess whether you have the appropriate skills and experience to do the job successfully and a genuine interest in the job. II is thus a chance (or you to consider whether the position is a good match for you.





What are the Difficulties?



Whilst help can be given towards your performance at interview, remember that the people interviewing you may not be trained and be just as nervous as you in managing a process on an infrequent basis. Unfortunately, many people lend to believe that they are good interviewers in the same way that most of us think that we are good drivers. In addition research suggests that using the selection interview alone can be unreliable and of dubious validity.



The problems you might encounter are:



The interviewer may have allowed only 30 minutes for the meeting. A thorough interview would be expected to last 1-2 hours.



The interviewer may talk too much and not allow you to give all the relevant information about yourself.



The "three minute assessment" might apply. In other words, the interviewer will come to a decision about you within the first three minutes of the meeting and then spend the rest of the time looking for evidence to confirm their first impression.



The interviewer may not have a clear understanding of the job or the type of person required.



The interviewer may not be sufficiently well prepared, e.g. s/he has failed to read your CV in any detail.



The interviewer may ask predominantly closed questions to which you are tempted to respond "yes" or "no".



There may be frequent interruptions to the meeting, i.e. phone calls to the interviewer that distract you both.



You may encounter an interviewer who tries to put you under undue stress by becoming aggressive or trying to catch you out on your responses.

It is likely that, during your job search, you will come across both good and bad interviewers. By being aware of the bad ones, you can behave appropriately and hopefully still get across what you have to offer, albeit in difficult circumstances.





TYPES OF INTERVIEW

There are various types of interview that you may encounter during your job search: The "Counselling" Interview

Some search and selection consultants might suggest a meeting, purely to find out more about you and to discuss your career objectives and your job search. It is always worth attending these as they may help in getting you known, enhancing your network and for obtaining advice.

Some may use the opportunity lo give you feedback or advice on your CV. Whether you agree with their comments or not, it is worth considering their point of view and receiving their comments constructively.





The Screening Interview



These can take two forms:



These are usually conducted by a recruitment consultant or by a member of the company's Personnel or Human Resources department. Their objective is to size up your experience, strengths, weaknesses and personality and to compare you with other candidates. They will normally interview 2-3 times as many people as they intend to present for the next stage. In many cases, they will not have a lot of information about the job and possibly no direct experience of it. It is their job to find candidates who are acceptable to the recruiting lino manager making the final choice and so they will try to match you to that individual.

Conducted by a recruitment agency - in this context, you may not be interviewed for a specific vacancy but the objective is to discover more about you so that they can ascertain for what jobs on their books. It might be worthwhile submitting your CV. They may well briefly discuss different jobs with you, but do not expect an in-depth briefing.





The In-Depth Interview



The in-depth interview may be conducted by a search/selection consultant or by a line manager within a prospective employer. It will expand on what is covered in the screening interview and probably last between 1-2 hours, going into depth on your background and experience. If conducted by the line manager, it will usually be more "technical" in content, concentrating on specific aspects of the job, real life situations and how you would handle them.





Competency Based Interview

In recent years, many organisations have started to use structured, competency based interviews. These are designed to help interviewers make comparisons between candidates on predetermined criteria related to the requirements of the job. It is a 'backward looking" interview, based on the premise that the best predictor of future behaviour is past performance. Questions are based on competency requirements for the role. For example, if the interviewer wanted to assess a candidate's planning and organising ability, s/he would ask a question such as, "Can you give me an example of a time when you have planned a particularly complex project?" The candidate should then begin lo recount an example and the interviewer would pick up on issues as they emerge. By asking for real events, a skilled interviewer should be able to pick up competency evidence as well as whether the candidate is just "talking a good game". The candidate's answers are later analysed and marked against the behavioural indicators relating to each competency.

To prepare for this type of interview, it is useful to identify in advance some good examples of where you have demonstrated the competencies relevant to the role. Being specific and giving answers that support the competency will help you to manage this type of interview effectively.





The Free Form Interview



This appears to be conversational but can be a trap. The interviewer may start with a question, such as "Tell me a little bit about yourself”. So, what should you say? Do not just regurgitate your CV. Prepare and rehearse a crisp statement that covers:



A brief statement about your educational and professional background.

Your most recent experience and achievements.

Other past experience which may be different to what you feel you have to offer the company.



This type of interview requires careful handling because there is a temptation for you to say too much in an effort to anticipate what the interviewer wants you to cover. To check that you are along the right lines, when you have given some information you could ask a question in return, e.g. "How does the sort of work experience I have described match with what you are looking for in this job?"





The Panel Interview



These are more commonly found in the public sector than in the private sector. A panel of three or more people, generally a senior manager, line manager and a representative from Personnel/HR will interview you.

When answering questions, reply primarily to the interviewer who has posed the question but return your attention to the chair of the panel at the end of your response. You will need to keep your wits about you, as questions may not follow a logical sequence, which makes it more difficult to respond in a structured way. In this kind of interview, it is more difficult to make it a dialogue and it is better not to try.





The Presentation Interview



This may be included as part of another interview format. You could be asked to prepare and make a presentation on a specific subject. Usually, the presentation topic will be given to you but in some cases you will be asked to select a topic of your choice - in which case make it job relevant'. If you are asked to give a presentation, make sure that you find out:

What visual aids you can use

Who will be present

Time allocated to the presentation





The Technical Interview



This is very similar to the in-depth interview by a line manager but might well be conducted by a consultant who is knowledgeable about your function and market place and will probe you on technical points to assess your ability. Whilst some questions might well be on real life incidents from your experience, others will be hypothetical, for example. "If such and such were to happen, what would you do?"

The danger of a technical interview is that, whilst the interviewer may well know their subject, they may not be a trained interviewer. This may lead the interviewer to disagree with your answers to hypothetical questions based on a totally different view of how they personally would have handled the situation.

Handling this is not easy. On one hand, you do not want to be seen as weak (i.e. agreeing with the interviewer) but on the other hand you don't want to get into a confrontational situation. If this should occur, try to stay calm, accept their point of view but explain why you have opted for your response, pointing out the advantages and disadvantages of each.

The Psychometric Interview.

This will include the interviewer giving you feedback on any psychometric tests (see section on selection tests) you have been asked to undertake. The interviewer will explore your responses in more detail.





















PREPARING FOR THE INTERVIEW



Before any interview, you should prepare thoroughly, as you would for any other business meeting when you are selling yourself.

You will already have gained a better understanding of yourself, your strengths and weaknesses, your interests, short and longer-term goals, plus the type of job you are looking for. By rehearsing them, you will be in a better position to discuss them during the interview and put them across in a positive manner.



Know the Organisation



Research the organisation beforehand and find out as much as you can about:



Company size, location and structure

Products and services

Company reputation, philosophy, culture and values

Competitors in the same market place

Financial history and growth

Recent developments



You may be asked. "Why do you want to work for this company?" Your research will be valuable in allowing you to respond effectively and also to ask insightful questions.

Less than 50% of candidates attending interviews conduct any research at all. Therefore, by knowing your facts, you will stand out from the crowd. In addition, the extent to which your have done your research may well be one of the company's evaluation criteria. Don't just rely on the information you may have been provided with by a recruitment consultancy (they will have given this to other candidates they are putting forward). Try to find out additional information that would not be easily available to other candidates.



Use the following sources when carrying out your research:



Directories and information sources mentioned above

Company websites

Annual reports

Newspaper and magazine articles

Product/service catalogues

Using your network/contacts

Talking lo customers, suppliers and customers



If you are attending an interview for a specific job with a recruitment consultant and do not know the company for whom they are acting, telephone the consultant prior to the interview to ask. Do not be pushy, but say something like. "I am coming in to see you next week, ideally. I would like to do some research about the company before I come in. Is it possible for you to tell me the clients identity at this stage?" There may be occasions when, for reasons of confidentiality, the consultant cannot tell you. However, they are likely to note positively that at least you showed the initiative to ask!



Other tips in preparing for the interview:

Dress in smart business attire that is appropriate to the job for which you are applying. Err on the conservative side but make sure you feel comfortable. Make sure that your clothes are clean and well ironed. Remember that some interviewers have specific prejudices, such as:



For men

Loud ties

White or brightly coloured socks

Brown shoes or moccasins

Dirty shoes

Long hair

Overpowering aftershave



For women:

Laddered tights/stocking

Very short skirts

Low cut tops

Untidy hair styles

High stiletto heels

Overpowering perfume

Make sure you know where you are going. If in doubt, phone beforehand and get directions. Make sure you allow sufficient time for your journey and contingencies.



Aim to arrive 10-15 minutes early for your interview appointment. You will put yourself at a disadvantage if you arrive hot and flustered with seconds to spare. Also remember that your interviewer is likely to be operating to a tight schedule so if you arrive 30 minutes late, your interview might get curtailed, thus putting you at a disadvantage. Likewise, don't arrive an hour early as this may make the interviewer feel uncomfortable and under pressure.



Be polite to commissionaires, security guards, receptionists and secretaries. Aggressive or rude behaviour is invariably fed back to the interviewer. Remember that the personal assessment of you begins the moment you walk through the reception door.

Manage the first impression. This is crucial and the first few minutes will strongly influence the interviewer's impression of you. In particular:



Smile as you are greeted

Maintain eye contact

Use a firm but not crushing handshake

Follow the interviewer's lead on whether first names are to be used

Look to the interviewer to guide you into the interview room and where to sit



During the Interview

Getting it right means striking a balance between getting across all the information and allowing the interviewer to control and enjoy the meeting. Remember that if you make the interviewer feel uncomfortable as a result of your taking the lead or giving too much information, you may create a negative impression.

The interview is a two-way process during which you need to demonstrate that you can both speak and listen.



When speaking :

Keep it jargon free - your previous employer may well have terminology or abbreviations that others do not understand

Be specific about what you have done, rather than talking in generalities. "I did "

is much stronger than "I would "

Be open but not indiscreet (if you betray confidences about a previous employer, you might do the same thing in the future!)

Emphasise what is important, avoiding too much detail or trivia

Answer the question that is asked. If you want to add something else, make a separate statement

If you are unsure about a question, check what the interviewer means

If you need time to think about an answer, lake it but let the interviewer know by saying something like. "That's an interesting question. I'd like to take a moment to think about it".

When listening:

Look interested in what the interviewer is saying. Maintain eye contact without staring

Don't interrupt

Don't leap in to fill silences

• Listen to see if the interviewer has understood what you have said. Interview Content

Manage the time effectively. If possible, find out how long the interviewer has allocated. This will allow you to pace your answers. If the interviewer asks you to "Run through your career to date", ask how much detail they would like. You can say to the interviewer that you will run through your career in outline but perhaps they can let you know if they would like you to expand on particular points.

When running through your career, ensure that:



You bring out experience relevant to the job

You cover progression/promotions

You explain why you left one job to go to another

You remain positive about your previous employers. By all means, cover problem areas but avoid sounding bitter. Avoid giving the impression that "it was all their fault!"



• Look for opportunities to make your points about how you can contribute. Concentrate

more on the present and recent past, rather than experience that you had 10-15 years ago.

You may be asked about your early family life and upbringing. This is rarely a trick question. It is much more likely that the interviewer wants to get an idea of how you have progressed to where you are today and how hard or easy it has been for you to reach your current situation.

You may be asked about your interest outside of work. Do not fabricate these to impress the interviewer - you may get caught out if the interviewer turns out to be an expert in that field! Likewise, ensure that you cover sensible and balanced interests and hobbies. Particularly intense enthusiasm for external interests may create the impression that they will detract from your commitment to do the job.











Factors that can Cost you the Interview/Job

Being unprepared for the interview - you should always prepare thoroughly before any interview (this will also make you feel more confident at the interview).

Poor/limp handshake - always a bit of a no-no.

Saying unfavourable things about previous employers - the employer will be wondering what you will say about them when you leave their employment.

Not being able to communicate clearly and effectively.

Being aggressive or acting in a superior way - nobody likes this so please don't do this.

Making excuses for failings.





Job Interview Afterthoughts

If you're not getting the job offers you desire then you need to look carefully at your interview performance. You should try and get as much feedback as possible from the people who have interviewed you. If you have been unsuccessful in obtaining a job ring up the interviewer and ask them where they think you fell down and how they think you could do better. Once you have got feedback you can modify your interview technique and hopefully do better at the next interview.



























































HOW TO ANSWER INTERVIEW QUESTIONS



The heart of any interview is the question and answer session on which a large element of the decision to take your application further or to offer you the job v/ill depend.



Tell me about yourself/experience

This is a very open question - the danger with it is that you ramble on or don't know where to start. Start by giving a brief summary of your education, early experience and then expand on your most recent experience or that which is most relevant to the job you are being interviewed for. Alternatively, ask the interviewer "Which aspects of myself/experience would you prefer me to concentrate on?"



What were your responsibilities in your last job?



This question is asking what you were responsible for, rather than just listing all the things you actually did. Pick out relevant areas to the job for which you are applying. Don't forget to avoid using jargon or terms that your interviewer may not understand.



What did you like most/least about your last job?

Try lo highlight "likes" which are relevant to the job in question e.g. working as part of a team of people; developing new business; solving problems etc. Avoid expressing "dislikes" which might be a prime requirement of the vacancy e.g. dislike of cold calling in a sales job! Give at least two or three "likes" but only one "dislike" - otherwise you might sound like a moaner. Keep your answers short and positive.



What are your strengths?

What experience could you bring to this job?

Why should we offer this job to you?

These questions provide an excellent opportunity for you to sell yourself! Pick out the skills and experience you have which are most relevant to the job in question. Also, it is useful to mention personal qualities such as hardworking, reliable, conscientious, honesty, determination, stability, as these are all attributes which are sought by employers, in addition to job skills and experience. You don't have to give a long list - pick out the 2-3 that are most relevant and give an example of each e.g. "I'm reliable and stable - I have worked for only two employers in the last fifteen years but I am flexible and have worked with three different systems in the last two years".



Why do you want to get into this type of work?

Why do you feel you will be good at it without any experience?

These questions are further chances for you to push the skills and personal qualities you have, particularly those which are most relevant to the job in question. Stress your willingness to learn/receive training lo overcome any of experience. Promote any inexperience as a possible strength e.g. by saying, "l can be more flexible than someone with experience as l am not set in my ways". Give any examples of situations where you have picked up new skills very quickly. All this will show that you have thought carefully about the type of work and why you want to do it.



What did your last appraisal say about you?

How would people who have worked with/for you describe you?

Again, these types of question give you the chance to highlight your skills, strengths and achievements. Pick out the things that support your suitability for the vacancy. Try to turn any negative comments or weaknesses into possible strengths (see next question).



What are your weaknesses?



This is a direct invitation to put your head in a noose, which you should avoid at all costs! One option is to give a weakness that is ultimately a positive characteristic "I tend to have very high standards and can get frustrated when I see other people not pulling their weight. However, I am aware of this and try to overcome it by encouraging them to do better". Alternatively, you can put the weakness in the past and describe how you overcame it e.g. "When the computer system first came in, I was very nervous of new technology and tended to avoid it. However, once I'd had some training. I soon recognised how easy it was to use and cannot imagine how I coped with all that paper". You could also mention a very minor weakness that you can easily address e.g. "I have not used this type of computer system before but with my experience on the AS400, I am sure I will pick it up in no time". Finally, always admit to one weakness - otherwise you might come across as arrogant!



What is the most difficult situation you have had to deal with at work?



Choose an example which will show your strengths e.g. determination; ability to deal with conflict; problem-solving skills. The key here is to demonstrate how you have coped positively and successfully with adversity.'



Did you ever fail at any job you tried to do? What happened?

Handle this question along the same lines as admitting weaknesses (see above). The best approach here is to select an example from the past where you can show you have learned from your failure and can now demonstrate a success in the same area. This way you can turn a potential negative into a positive.



Have you ever been subject to a disciplinary procedure at work?

If you get asked this question, be honest but make sure you package your reply in the best possible light, for example by making it clear that the problem is now behind you or that you have successfully overcome the weakness e.g. "Yes. I was warned two years ago about my timekeeping. I was having some personal problems at the time and I let them affect me at work. However, they are now behind me'.



Tell me about your school/college.



Stay brief and lo the point and just focus from secondary school onwards. Mention basic information about size and type of school plus any areas of strength.



Which subjects at school were your best? Which did you find difficult?

Go for 2-3 good subjects which might support your strengths in relation to the job in question e.g. "I was best at English and languages and I think these have helped to develop my communications skills". Choose only one difficult subject - one which has no relevance to the job in question e.g. "I found history the most difficult but have had no need to use it since then, thank goodness!"



Why did you leave your last job? .

Don't say, "I was made redundant" as the interviewer might think this is a negative reflection on you and your abilities. Describe the business reasons for the decision and any alternative positions you were offered to ensure that the interviewer is aware that it was not to do with you as a person or your ability/performance.





What do you want from a job?

It is best to concentrate first on the aspects of a job which are likely to give you job satisfaction e.g. working as part of a team; being busy; a varied workload; having responsibility. Then add 'of course, the money/benefits are important, too!"



What do you know about our company?

Concentrate on history, products/services, size, turnover, reputation, goals, culture and values, management style, people, current issues.



Why do you want to join our company?

This type of question is much easier to answer if you have done a bit of research about the company prior to the interview. Pick out elements which will compliment the company e.g. "a growing company"; "high quality products"; "good reputation/name in the area". Highlight any specific contribution you can make lo specific company goals/issues.

What can you do for us that someone else can't? Why should we hire you?

Relate past experience which represents success in solving previous employer problems which may be similar to those of the prospective employer. Highlight your skills and abilities relevant to the job.

What is it about this position that you find most and least attractive?

List three or more attractive factors. List only one minor unattractive factor.

Can you work under pressure, deadlines, etc?

Yes. it is a way of life in business today. Give 2-3 specific examples of when you have done so.



What do you look for in a job?

Keep your answer opportunity orientated, i.e. what it will give you. Talk about the opportunity to perform and be recognised. Do not talk about money!



You may be over-qualified or too experienced for the position we have on offer



Emphasise your interest in a long-term association and the other ways in which the job meets your criteria. Point out that the employer will get a faster return on their investment because you have more experience than required.



Why haven't you found a new posftion before now?

Finding a job is one matter but finding the right job is less easy. Emphasise the importance you place on finding a good fit and that you want a long-term association, not a quick fix.

Will you be out to get your boss's job?

Not until you succeed in the job on offer.

What kind of salary are you looking for?

Never feel embarrassed about discussing money or asking for what you want. It is helpful before going for an interview to have a clear idea of how much money you need to earn (as a minimum) and of the market rate for the sort of job you are looking for. Then say. "I think that a salary around £XXXX recognises the skills/experience I have. How does that fit in with the salary you have in mind?" If you have to take a drop in pay because you are moving to a different type of work or have no recent experience, don't be afraid to ask about the salary prospects: "I realise I may have to take a drop in salary at first. How might my salary increase once I have gained the relevant experience?"



What other jobs are you considering?



It is best to give the impression that you have a number of options, without sounding desperate or that you are applying for every job that comes along! Show that you have thought carefully about the sort of job you want compared with the skills/experience you have to offer. Stick to ones in the same or similar field to the one for which you are being interviewed.

What is your management style? How do you motivate your team?



Most employers will be looking for someone who is a good communicator, able to motivate a team and involve them, but not to the extent of being a "soft touch" or unable to take control. Stress how any management skills training you have received has helped you to develop these skills. Give examples of how you have put these skills into practice.



Describe the people you like to work with.

Describe someone you find it difficult to get on with at work?

The key here is not to come across as someone who is intolerant or inflexible. Use these questions as opportunities to promote your own strengths e.g. "I enjoy working with people, like myself, who want to do a quality job, work hard and be good team players. It's also nice to work with people from different backgrounds, age groups etc. However. I find it difficult to get on with people who are slackers or who don't follow procedures".



How do you react when people disagree with you?



Most interviewers will be looking for evidence with this question that you are able to state your point of view without getting into an argument. A model answer might be "l am not afraid to state my views but I am also prepared lo listen to what other people have lo say. I would never fall out with someone over having different views. It's usually a matter of talking it through and being prepared to compromise". Then give an example of how you have demonstrated this in the past.



What do you think of your former boss?

Try to concentrate on your boss's strengths and what you learnt from him/her. It is best not to be critical, especially if you being interviewed by the person you might be working for - it might sound disloyal!



How flexible are you? Give me an example.



Employers prefer people who are not resistant to change and not set in their ways. Find an example where you have had to change plans or approach to meet the needs of a particular situation.



How would you describe your health?

How much time off have you had in the last two years?

Be honest, brief and specific with your answers about health e.g. "My health is generally good. I did have ten days off last year with a bad back but I'm fully fit now and see no problems handling this type of work. I'm happy to take a medical, if this is required". The interviewer will be reassured if any problems are in the past or are not job-related.



What are your main interests outside of work?

Keep your answers brief and to the point, possibly linking your interests to job-related skills or qualities e.g. "I play five-a-side football not only because it keeps me fit but also because I enjoy being a team player". Mention any voluntary or committee work you do in support of your organising or communication skills. Don't list too many outside activities in case your interviewer starts to wonder how you make time to come to work!

PREPARING FOR THE 'DIRTY DOZEN' QUESTIONS





1. What did you like most/least about your last job?

What are your strengths? And your weaknesses?

Why should we offer this job to you?

Why have you changed jobs so much?

Why did you leave your last job?

Why were you made redundant?

















7. You may be over-qualified or too experienced for the position we have on offer.







8. Why haven't you found a new position before now?







9. Will you be out to get your boss's job?







10. What do you think of your former boss?







11 How do you take direction''





12. How much lime off have you had in the last two years?

























INTERVIEWING THE INTERVIEWER



The job interview should be seen as a two-way process. It's not "just a chance for the interviewer to assess whether you are the right person for the job; it's also an opportunity for you to find out whether the job and the company are for you. Your questions to the interviewer could give you key answers to help you decide whether the company is one you want to work for if the job is offered to you.



Remember, this is your best chance to find out exactly what the job is like, and when it comes to negotiating an offer this information will be invaluable.

More importantly, to succeed in an interview you really need to ask a lot of probing questions which opens the door for you to sell yourself and gives you a greater idea of what sort of candidate they're looking for. This will help you to answer their questions more impressively. Intelligent and unique questions leave a big impression on the interviewer and helps set you aside from other candidates.

An important part of completing a successful interview is the preparation you do, not just about the job you're applying for, but also the company. You need to find out some history of the company, its structure, management style and market position. As well as illustrating your enthusiasm to the interviewer, thorough research will help you to feel more confident with the questions you ask.



What questions do I ask and how do I ask them?



Your questions may fall into the following categories:

What sort of responsibilities the job entails

Challenging or routine/mundane aspects of the tasks at hand

What support and guidance is available, such as managerial assistance, flexibility, size of budget, mentoring etc.

How often your performance is reviewed and details on any bonus schemes

Training and development opportunities

Scope for promotion and career path enhancement Extra expectations of the employer such as travel etc

Timing is everything. During the interview you need to look for opportunities to be proactive and ask your own questions or try to lead the discussion where appropriate. Be careful not to dominate the discussion or take up too much time. Generally interviewers will give you an opportunity to ask questions, but even if they don't actually ask you directly if you have any questions, it pays to have a few prepared.

Questions should reflect your keenness to work for the company and generally you should try to limit yourself to asking just a couple of the most significant questions you have. You don't want to make the interviewer feel browbeaten with a long list.



Significant questions to ask about the job:



Why has the job become vacant?

What are the key tasks and responsibilities of the job?

How was the job handled in the past?

What is the largest challenge facing staff at present? How do you review performance?

What support and guidance is available?

What training will be available?

Find out what the company's long-term strategy is. Are there plans for expansion? What new product plans are in the pipeline? These kinds of questions will be essential in helping you to decide whether this is the company you would like to work for, it will also demonstrate your true keenness for the company and not just the job.



Here are some of the pertinent aspects of the company to ask about:

Structure of the organisation

Competitive environment in which it operates

Staffing: is it growing, contracting, outsourcing etc?

Decision-making process and line of authority

Success of the organisation, its profitability and product portfolio

Future strategies and development





Making an impression

Keep your concentration levels up during the interview and make sure you listen to the responses the interviewer gives you. The worst mistakes happen when people end up asking questions about topics that have already been covered in the interview or don't hear or understand what the interviewer has said. For that reason your questions need to evolve with the interview. But don't be afraid to ask for something to be explained in more detail.



Key points to remember during the interview:



Make sure you give the interviewer your full attention

Wait for them to finish speaking, before you ask the question. Make sure you ask open questions, to ensure you get full answers. Check you understand everything that has been said

Show the interviewer that you would relish the challenge of working in their environment and make it clear that you feel confident in being able to rise to that challenge.



At the end of the interview find out what the procedure is after the interview.



Key questions:

When will I hear from you?

How will I be informed?

Do you need any more information from me?

Is there anyone else I should speak lo?

Don't forget to show appreciation for the time the interviewer took to interview you before you leave.