Interviews

This document provides information and web links to help you recognise and prepare for different types of
interviews which may be used by a range of employers. The information in this leaflet will be useful to both
students seeking work experience, a placement or a graduate job.

Types of interview
All employers will use a method interviewing when recruiting to fill vacancies. The format of an interview may
depend on the type of job role, the employer and the overall recruitment process they use as part of their hiring
process. However there are a number of standard types of interviews you may typically be expected to undertake
when seeking a job.

Competency-based interviews (face-to-face or via telephone/Skype)

 These interviews enable candidates to demonstrate they have the skills (or competencies) required to
undertake the job role.
 Require candidates to give examples of situations from their past when they have used a range of skills.
 Examples of typical competencies employers are looking for in students and graduates; communication
(verbal and written), planning & organising, teamwork, customer service, problem solving, adaptability,
commercial awareness, influencing and persuasion.
 When answering these types of questions, use examples from your different experiences e.g. academic
work, work experience, extra-curricular activities etc.
 May typically start with “Can you give an example of a time when…?” or “Tell me about a time when…”
 Try and answer questions using the STAR technique:
Situation – briefly describe the situation you were in when you demonstrated a particular competency.
Task – outline the task/goal you wanted/needed to achieve.
Action – describe the specific actions/behaviours you undertook to show the employer how you
demonstrated a particular skill (this part should be the main part of your answer and shows an employer how
you have used your skills rather than just stating you possess them).
Result – briefly describe the outcome of the task and consequences/achievement of you utilising this
competency.
 Or try the simpler CAR technique:
Context – briefly outline the situation and task
Action - describe the specific action/behaviours you undertook (as explained for the STAR technique)
Result - briefly describe the outcome and any consequences/achievements (as explained for the STAR
technique).
 With these types of interviews it is easy to go off-track, provide too little or too much detail, miss answering
the question properly, or answer it in an unstructured way. Try to use the STAR structure mentioned above to
stay on track.
 Tip: When preparing for this type of interview have an awareness of the skills/competencies the employer is
looking for, and prepare examples to demonstrate how you match these.

Competency questions resources:

1) How to answer typical competency-based interview questions | TARGETjobs
2) Tackling competency interviews | Graduate Jobs, Internships & Careers Advice - Inside Careers
3) How To Succeed In Competency Interviews - [Link]
4) Competency Based Interview Questions | AllAboutCareers
Technical interviews (face-to-face or telephone/Skype)
 These interviews are typically used for more technical or specialist roles e.g. science, engineering & IT.
 In preparing for these types of interviews, try to familiarise yourself with the foundations of your specialist
subject area e.g. go back through module notes to revise key terms/concepts/functions.
 Be prepared to talk about specific projects you may have worked on at university, how you approached the
challenge and applied concepts or techniques.
 If you are asked to apply your technical skills/knowledge in an interview, finding the correct answer may not
be the most important thing. Talk the interviewer through how you would approach the problem and the steps
you would take to reach a solution.
Technical interview resources:
 Technical interviews for graduate roles: the basics | TARGETjobs
 Technical Interview • How can I prepare for a technical interview? | AllAboutCareers
 How to prepare for an engineering job interview – The Engineer The Engineer

Strength-based interviews (typically face-to-face)

 A relatively new format of interviewing used in placement and graduate selection processes. Typically used
by large employers such as Barclays, Nestlé and EY.
 These types of interviews focus on what you enjoy doing rather than what you can do (such as a competency
based interview). They aim to find out a candidate’s innate abilities and what energises and motivates them.
 Based on the idea that if someone enjoys doing something, they perform to the best of their ability, and are
able to quickly learn new things.
 Questions are typically asked in a quick manner in order to receive a sincere response. Questions may not
probe and may also involve closed questions (questions requiring a “yes” or “no” answer).
 Interviewers are trained to observe body language and tone of voice when questions are answered, in order
to gauge what motivates the interview candidate.
 It can be hard to prepare for this type of interview, but applicants are encouraged to consider their
experiences inside and outside university, what they have enjoyed, what engages, motivates and energises
them and why. The organisation ShortlistMe have created a self-reflection strengths questionnaire, which we
have linked below from the Careers and Placement webpages.
 When approaching this type of interview, keep in mind the core values of the employer and the key aptitudes
and attitudes they are looking for in students and graduates.
 The best way of approaching this type of interview is to answer questions honestly.
 Example strength-based interview questions: “What do you enjoy doing in your spare time?”, “what motivates
you?”, “what do you think you are good at?”

Strength-based interview resources:

 Strengths-based interviews for graduate jobs | TARGETjobs
 Strengths-Based Interviews - Expert Advice and Practice Q's ([Link])
 EY | strengths-based assessment | TARGETjobs

Telephone interviews
 Typically used early in a selection process after the application stage, or may be even just after the online
employer tests stage.
 Used as a way for an employer to assess early on whether a candidate initially meets their requirements.
Telephone interviews help employers decide whether it is worth inviting you to a face to face interview stage
and/or assessment centre.
 Usually last approximately 20 – 35 minutes and may involve asking questions around motivation for applying
for the job role, as well as assessing some of the required competencies. They may provide an initial
indicator of professionalism and communication skills.
 Telephone interviews can be quite difficult as both the interviewer and interviewee are unable to see each
other. A high percentage of communication involves non-verbal cues/body language. Both are absent.
 You should prepare for a telephone interview in a similar way to a face to face interview. Prepare to answer
questions around motivation for applying for the role/employer, as well as providing examples of
demonstrating a range of key competencies required by the employer. You should refer to the job
information/description (advert) and person specification if available to help you do this.
 Questions may be asked to assess your level of commercial awareness (knowledge of the company and the
wider sector in which the employer is based). This could include questions around competition, issues and
challenges facing the sector, or questions directly aimed at assessing your knowledge of the employer and its
operations/functions.
 Consider your wider environment when involved in a telephone interview. Make sure to take part in the
interview in a room where there is good mobile phone network coverage. Choose a quiet location and close
the door to outside noise if you can. If taking the call from your home inform housemates/family members etc.
beforehand so they know to respect your privacy.
 It may be useful to sit at a desk or have some space around you to have any notes/a copy of your CV which
you may have prepared beforehand.
 Nerves are common for this type of interview so try to stay calm. As you cannot see the interviewer there can
be a temptation to rush providing answers. Speak clearly and slowly. If the interviewer is silent don’t be put
off by this, it is likely they are allowing you to talk so they can hear and understand what you are saying, and
so they can make some notes.
 If you don’t hear a question or you are not sure what was said, it is ok to ask the interviewer to repeat the
question. Once a question is asked it is ok to take a few seconds to consider your answer before speaking.
State to the interviewer that you would like a few seconds to consider your answer.
 Some interview candidates have mentioned that dressing as though they were due to attend a face to face
appointment made them feel more confident and professional.
 As with a face-to-face interview, as part of your preparation, consider a small number of questions that you
could ask at the end, if you are given the opportunity to do so. E.g. questions around specifics of the role and
responsibilities, training and development, work culture and expectations etc. can be good starting points to
consider for this.
Telephone interview resources:
 How to handle a telephone interview | TARGETjobs
 Top Tips for a Telephone Interview - [Link]
 Telephone interview tips: dos and don'ts | [Link]

Video/Skype interviews

 This type of interview is a fairly recent addition to student and graduate selection processes. Similar to
telephone interviews this type of interview is used in the early stages after an application stage or just after
the online employer testing stage.
 They may focus on motivation, competency or commercial awareness questions, similar to telephone or face
to face interviews.
 If the interview is to be done via Skype, just be aware of your Skype name. Make sure it isn’t too informal and
makes a good first impression.
 Practising for this type of interview is important and strongly recommended. It may feel strange answering
questions when there isn’t an actual person in front of you. Questions may be presented on a screen or may
be asked via a recorded video of an interviewer.
 Practice in front of a web cam or using a smartphone to video record yourself. This can help you to get used
to being filmed, and allow you to see how you come across in terms of your tone and body language.
 Make sure you speak to the camera and not look away or down. Ask a friend, family member or placement
co-ordinator or careers consultant to review it.
 If using Skype, make sure to allow for any time delays that might occur due to the internet connection.
 Try to test your internet connection before the recording, so as to ensure there won’t be any technical issues.
 Make sure you find a quiet place where the telephone interview can take place. As with telephone interviews,
make sure to give advance notice to housemates and family etc. so they can respect the fact that you have
an interview.
 Think about what you are wearing as first impressions are important. Try to avoid casual dress. Some
candidates have reported wearing formal business wear for a video interview.

Video interviewing resources:

 How to Maximize Video Interviews ([Link])
 Top tips for Skype interviews | Guardian Jobs ([Link])
 Video interview tips: most recruiters now use video interviews ([Link])
Case Study interviews
 A range of employers may use this type of interview however they are typically used for consulting/business
roles.
 They aim to assess problem solving/analytical skills, as well as your listening and communication, creativity
skills and commercial awareness.
 A case interview is typically based on a business problem, or may be unrelated to the particular employer or
business sector in which it operates – this is where the ability to problem solve comes in.
 Getting the right answer in a case interview is not necessarily the most important thing. How you went about
solving the problem is key. This includes the way you go about approaching the case as well as the
questions you may ask the interviewer.
 Within this type of interview it is important to speak aloud your thought processes in solving the business
challenge/issue that has been presented to you.
 There is no set way to approach this type of interview. However do consider breaking the case down into the
suggested sections below. This could help you to structure your thoughts in a logical way.
 The case may not be presented to you in written format, but spoken/read aloud to you.
 Suggested initial approach: Summarise the case as you understand it. This shows your listening skills, and
also ensures you have understood the content of the case as it was intended. Ask questions to clarify any
points mentioned in the case, or to enable you to find out any more information/context you may feel is
relevant to helping you when generating a solution.
 Speak aloud your thoughts and assumptions and talk it through with the interviewer in a structured way. This
shows the interviewer how you have gone about approaching the case, and how you have come to your
solution.
 If a pen and paper is provided, do make use of this to gather your thoughts.
 Example themes that may arise in case interviews: increasing profits, starting a new business or venture,
decreasing costs, responding to competitors etc.
 To help prepare, read up on business terminology, read up to date articles/news regarding the relevant
business sector.
 Practice your basic numerical skills – show your workings out/formulas in the interview. This demonstrates to
an employer how you have approached the task of problem solving.

Case study interviews resources:

 How to Prepare for a Consulting Interview | The Muse

 Interview Preparation ([Link])
 Assessment Centre Guide: Case Study Exercises ([Link])
 Careers at Boston Consulting Group | BCG jobs

Panel interviews
 Some interviews will be conducted by a panel (a group) of interviewers. You may be told in advance who will
be on the interview panel, and what their roles are, so you may be able to do some research into their
particular responsibilities and areas of interest.
 Panel members might include the person who will manage the successful candidate, a person who will work
in a team with the successful candidate, someone from the Human Resources (HR) department.
 The person chairing the interview panel will usually welcome you into the room and ask you to sit down. They
will then introduce the interview panel members, who will take it in turn to ask you some questions.
 Direct your answer at the person who asks you the question but occasionally move your head so that you
make eye contact with the other panel members.
 Panel members may make a note of your answers, often on a pre-prepared chart alongside headings such
as "skills" and/ or "competencies".
 You can generally gauge what they will be looking for by reading the job description (and the person
specification if there is one).
Portfolio based interviews
 Typically used if a role that requires creative skills - e.g. graphic design, animation, creative writing,
journalism.
 You may be asked to provide a portfolio of your work. Depending upon the nature of your skills, this may be
required in paper-version, online, on a DVD etc. - check what format the company requires.
 Before the interview, prepare what you want to talk about e.g. your inspiration/influences; the process used to
develop them, any writers/designers/artists whose work you admire the most, your aspirations. For example,
do you want to focus on a particular aspect of work or are you keen to be involved in a range of activities.

Interviews for postgraduate courses

 Questions posed during an interview for a postgraduate course are likely to cover some or all of the following
areas:

1. Your previous study e.g. Why did you choose the course? Did you make the right decision? What did you
learn?
2. Your dissertation or a final year project e.g. What did you focus upon and why? What did you learn? What
would you do differently?
3. What you learned, more generally, from your time at University
4. Your interest in, and suitability for, the postgraduate course
5. How the course fits with your career plans.
6. How you intend to fund your postgraduate study. It's okay to ask whether any funding is available through
the institution itself, but this shouldn't be your only option.

 It can help if you demonstrate that your application is based upon an informed decision: one that is based on
reflections about your own abilities/ interests and on research that you have undertaken into the
course/University/role.
 Make sure to research the department that you are applying to e.g. What are its current research projects?
What is its research rating? What attracts you to study there e.g. staff specialisms; research areas?

Additional interview resources:

 Online Tools | Aston University
 Various books on interview technique and managing nerves available to borrow from the Careers Library, 1st
Floor, South Wing

Last updated: August 2021