Human Resource Management

Topic: Interview tips

Interviews tips - for interviewers

 You must make notes of the questions you intend to ask - otherwise you'll forget.
 Decide the essential things you need to learn and prepare questions to probe them.
 Plan the environment - privacy, no interruptions, ensure the interviewee is looked after while they wait.
 Arrange the seating in an informal relaxed way. Don't sit behind a desk directly facing the interviewee - sit
around a coffee table or meeting room table.
 Clear your desk, apart from what you need for the interview, so it shows you've prepared and are organized,
which shows you respect the situation and the interviewee.
 Put the interviewee at ease - it's stressful for them, so don't make it any worse.
 Begin by explaining clearly and concisely the general details of the organization and the role.
 Ask open-ended questions - how, why, tell me, what, (and to a lesser extent where, when, which) to get the
interviewee talking.
 Make sure the interviewee does 90% of the talking.
 Use 'Why?' often to probe reasons, thinking and to get to the real motives and feelings.
 High pressure rarely exposes hidden issues - calm, relaxed, gentle, clever questions do.
 Probe the cv/resume/application form to clarify any unclear points.
 If possible, and particular for any position above first-line, use some form of psychometric test, or graphology,
and have the results available for the interview, so you can discuss them with the interviewee. Always give
people the results of their tests. Position the test as a helpful discussion point, not the deciding factor. Take care
when giving the test to explain and reassure. Ensure the test is done on your premises - not sent in the post.

Interviews tips - for interviewees

 Research as much as you can about the company - products, services, markets, competitors, trends, current
activities, priorities.
 Prepare your answers for the type of questions you'll be asked, especially, be able to say why you want the job,
what your strengths are, how you'd do the job, what your best achievements are.
 Assemble hard evidence (make sure it's clear and concise) of how what you've achieved in the past - proof will
put you ahead of those who merely talk about it.
 Have at least one other interview lined up, or have a recent job offer, or the possibility of receiving one from a
recent job interview, and make sure you mention it to the interviewer.
 Make sure your resume/cv is up to date, looking very good and even if already supplied to the interviewer take
three with you (one for the interviewer, one for you and a spare in case the interviewer brings a colleague in to
the meeting).
 Get hold of the following material and read it, and remember the relevant issues: the company's sales brochures
and literature, a trade magazine covering the company's market sector, and a serious newspaper for the few days
before the interview so you're informed about world and national news. Also worth getting hold of: company
'in-house' magazines or newsletters, competitor leaflets, local or national newspaper articles featuring the
company.
 Review your personal goals and be able to speak openly and honestly about them and how you plan to achieve
them.
 Ensure you have two or three really good reputable and relevant references, and check they'd each be happy to
be contacted.
 Get into an enthusiastic, alert, positive mind-set.
 Try to get some experience of personality tests. Discover your personality strengths and weaknesses that would
be indicated by a test, and be able to answer questions positively about the results. (Do not be intimidated by
personality testing - expose yourself to it and learn about yourself.)

Sample Q&A:
 What will you bring to the job/company if we employ you?
Purpose:
 This tough interview question is an opportunity for the interviewee to relate their strengths and capabilities
to the priorities of the job function, and to the aims and priorities of the organization.
 The interviewee must therefore demonstrate an understanding of both sides of the question - the needs of the
employer, and how to apply their own skills, capabilities, experience, style and strengths to the situation.
 It's a good question, and also a great opportunity to show how good you are, and how you will add positively to
the mood and attitude of people you'll work with.
 This question invites good specific solutions and suggestions in response to stated organizational requirements.
 As such it will quickly show up the candidates who understand what's needed in the role and how to make it
happen.
 Certain interviewers and situations will also be seeking indications of the candidate's personal style when
working with others - notably whether the candidate will be an asset to the team in terms of motivation and
morale.
 If you are the interviewer make sure you explain earlier in the interview what the situation requires in terms of
results, parameters and attitudinal factors.

Ideal Answer:
 Imagine what your objectives will be if you were in the role, and orientate your answer towards meeting them,
on time, on budget, and with style (especially to improve motivation and morale and to avoid unnecessary
disruption and unhelpful side-effects).
 Try to focus on the particular priorities and requirements of the role, the targets and aims, (which means
you need to ask what they are if your are not told) and also if possible, focus on working style and behavior
attributes that fit the preferences of the interviewer, since most interviewers prefer people like themselves.
 For example (assuming that the points illustrated are relevant):
"I can see clearly that quick results are a priority - and that's something I'm good at generating, because I have
good abilities and experience to interpret situations, and then a strong focus on activities which will achieve
change and results in the necessary areas."
"I'm diplomatic with people too, which means I can generally bring people along with me; if needs be though I
can be firm and determined enough to convince people who need a bit of extra encouragement."
What do you want to be doing in 2/5/10 years time? Or Where do you want to be in 2/5/10 years time?
Purpose:
 This is a common tough interview question, and it commonly trips people up into making over-ambitious
claims about their future potential and worth. It highlights feelings of delusion, and a need for security if they
exist.
 The question encourages the interviewee to think and express their plans and aspirations, future direction, needs
and wishes. Some people find it more difficult to answer than others, depending on their personality.
 Some people are able to plan and see clear steps along the way, which would be more commonly exhibited by
people whose work involves this approach.
 Job roles which require a higher level of adaptability and flexibility are unlikely to attract candidates who are
meticulous planners.
 The question is a powerful one because it prompts the interviewee to think and visualize about themselves and
how they expect and want to change.

Ideal answer:
 It's not easy to answer this in terms of job expectation - no-one can realistically predict what job will be required
in 5-10 years, let alone whether they will be right to do it, so avoid specific job aims or claims, unless you
actually have a very clear plan, and are seeking a job and career which clearly offers predictable and structured
progression.
 For most people and roles, which are largely unpredictable, this question is best and easiest answered in terms
of the sort of situation you'd like to be in, which should reinforce all the other good things about yourself, for
example:
"Making a more significant contribution to whatever organization I'm working for. To have developed new
skills, abilities, maturity - perhaps a little wisdom even. To have become better qualified in whatever way suits
the situation and opportunities I have. To be better regarded by my peers, and respected by my superiors as
 someone who can continue to increase the value and scale of what I do for the organization."
"I'd like more responsibility, because that's a result of personal growth and progression, and it's important for
my personal satisfaction."
"I have no set aspirations about money and reward - if I contribute and add value to the organization then
generally increased reward follows - you get out what you put in."
"Long term I want to make the most of my abilities - if possible to build a serious career, but in this day and age
nothing is certain or guaranteed; things can change. I'll do my best and believe that opportunities will arise
which will enable me to keep contributing, increasing my worth, and developing my ability in a way that
benefits the organization and me."
 Employers will respond well if they see that you are mature, independent, self-motivated; that you will make a
positive and growing contribution, and that you understand that reward (financial, promotion, responsibility,
etc) will always be based on the quality and value of your input.
Why do you want this job?
Purpose:
 Opportunity to sell yourself and show you understand what they're looking for in the role. Make sure you hit
both of these hot buttons. It's a touch question if you've not prepared the answer.
Ideal answer:
 Reflect back the qualities required and job priorities as being the things you do best and enjoy. Say why you
think the company is good, and that you want to work for an organization like it.
What are your strengths?
Purpose:
 Shows whether candidate has self-awareness, and can identify what strengths are relevant to role. Shows if
candidate has thought and planned. A glaring omission if not planned as this is such an obvious question that
everyone should be prepared for. Strengths should obviously relate to the needs of the employer and the role.
Ideal answer:
 Prepare three that are relevant to the requirements of the role. Be able to analyze why and how you are strong in
those areas. Mix in some behaviors, knowledge and experience and well as skills, and show that you understand
the difference. Style should be quite confidence rather than arrogant or over-confident.
What are your weaknesses?
Purpose:
 A tough question if answered without proper thought. A trap for the unsuspecting or naive. Will show up those
who've not prepared as this is another obvious question to expect. Will also prompt follow-up questions probing
what the candidate is doing to improve the weakness, which is worth preparing for also.
Ideal answer:
 Start by saying that you don't believe you are actually 'weak' in any area. Acknowledge certain areas that you
believe you can improve, (and then pick some relatively unimportant or irrelevant areas). If you must state a
weakness these are the clever ones that are actually strengths: not suffering fools gladly; sometimes being
impatient with other people's sloppy work; being too demanding; refusing to give in when you believe strongly
about something; trying to do too much, etc, etc.
Tell me about a big challenge or difficulty you've faced; how did you deal with it?
Purpose:
 Can expose emotional raw nerves or sensitivities. Opportunity to show proof of being able to achieve results in
the face of difficulty. Is this person actually experienced, are they just saying they are?
Ideal answer:
 Avoid anything deeply personal or seriously emotional unless you are in complete control of your feelings
about it. Try to prepare an example that's work-related and relevant to the role.
Give me some examples of how you have adapted your own communicating style to deal with different people and
situations.
Purpose:
 Exposes single-style non-adaptive communicators, who don't understand or adapt to different people and
situations.
Ideal answer:
 Prepare this as one of your strengths, as there's not a single job that won't benefit from good adaptive
communication skills. Give examples of how you've been detailed and given written confirmation for people
 who need it. Give examples of how you verbally enthuse and inspire the people who respond to challenge and
recognition. Think of other examples of adapting your style to suit the recipients. Give examples when you've
had to be task-driven, process driven, people-driven, and how you change your style accordingly. A chance for
you to truly shine.
How do you plan and organize your work?
Purpose:
 A great opportunity to shine and show management potential. Planning and organizing is one of the keys to
good work at any level so it's essential to acknowledge this. Exposes unreliable people who take pride in flying
by the seat of their pants.
Ideal answer:
 Planning and writing a plan is very important. I think how best to do things before I do them, if it's unknown
territory I'd take advice, learn from previous examples - why re-invent the wheel? I always priorities, I manage
my time, and I understand the difference between urgent and important. For very complex projects I'd produce
quite a detailed schedule and plan review stages. I even plan time-slots for activities that aren't in them
organized, like thinking time, and being creative, solving problems, etc.
How to do measure your own effectiveness?
Purpose:
 Exposes people who are not results orientated - more concerned with process, relationships, airy-fairy
intangibles.
Idea answer:
 By the results that I achieve, and that I achieve them in the most positive way. If there isn't an existing measure
of this I'll usually create one.
What personal goals do you have and how are you going about achieving them?
Purpose:
 Exposes those with little or no initiative. People who don't plan or take steps to achieve their own personal
progress will not be pro-active at work either. People who don't think and plan how to progress will tend to be
reactive and passive, which is fine if the role calls for no more, but roles increasingly, call for planning and
action rather than waiting for instructions.
Idea answer:
 Prepare for this - be able to state your personal and career goals - keep them reasonable, achievable and
balanced. Explain how you see the steps to reaching your aims. An important part of achieving progress is
planning how to do it. Be able to demonstrate that you've thought and planned, but also show that you are
flexible and adaptable, because it's impossible to predict the future - the important thing is to learn and develop,
and take advantage of opportunities as they come along.
Tell me about yourself.
Purpose:
 Will show whether applicant has self-awareness - a critical skill that not everyone possesses. Will also show if
applicant can think and present a complex case clearly and to the point. Also shows confidence and security
levels, and 'grown-upness'.
Ideal answer:
 You must rehearse this one. Have ready a descriptions of yourself and why you're like it. Don't just spout a lot
of standard adjectives; say why you are like you are. Don't ramble on and tail off. make a few clear statements
and finish.