2. 1. Types of interview
including video, face to
face, skype, telephone
2. Types of questions and
how to approach them
3. Preparing for interview
and handling nerves
4. Questions and further
What we will cover:
3. …you will be able to approach interviews more confidently
and may even start to look forward to them!
What concerns do you have about interviews?
By the end of the session…
4. Why have an interview?
Interviews are designed to find out :
•Can you do the job? – experience and skills
•Will you do the job? – motivation
•Do you fit in? – culture and team
5. Types of interview
Find out what type of interview you are having
One to one
Interviews can include: selection tests, presentations, case
studies, technical interview.
6. • Arrangements for interview are scheduled
• A tutorial will provide instructions on the webcam
and the interview
• Between 4-15 questions related to the job
• Typically, the candidate will have 30 seconds to read
questions and 2 minutes to respond
• The Big Interview – practise video interviews!
he big interview
7. • Internet/phone signal
• Quiet room, no
• Camera position
• Test call
8. Screening principles akin to
Check application concerns
Fit with, and interest in, organisation
•Why are you interested in this
•What interests you about this
•What interests you about this
11. •Use ‘past behaviour indicates future success’
•Objective way of comparing you to others
•Relate to skills and behaviour needed for the role
•Interviewers decide beforehand which type of answers
score positive points
•They look for structure
•Use real scenarios
Competency based questions
Can you give me an example of when you had to solve a
Describe a time when you had to explain something
complex in simple terms?
Give me an example of a time you have worked in a team?
What was your role?
13. Designed to test your
technical knowledge –
You may be asked to solve a
particular technical problem
• How much reuse do you get out of the code that you
develop, and how?
• Which do you prefer; service oriented or batch oriented
14. Strength based questions
Competencies can be defined as “what you CAN do”,
Strengths are “what you really ENJOY doing”
What are you good at?
What comes easily to you?
What do you learn quickly?
What did you find easiest to learn at school or university?
What subjects do you most enjoy studying?
15. What things give you energy?
Describe a successful day you have had.
When did you achieve something you were really proud of?
Do you prefer to start tasks or to finish them?
Do you find you have enough hours in the day to complete all
the things you want to do?
More strength based questions
16. Anticipating questions
•Identify the competencies for the job you
•Compare these against your background
•Find your best example for each and
prepare this in advance
•Keep the answer concise
17. • Give answers structure, don’t
• Define the context
• Be prepared with specific
• Your chance to paint your own
• Don’t be afraid to ask for a
minute to think
18. Various approaches:
• Top down
Start with the main point you want to get
across and then expand with some
• Number your points
For example ‘I have three points to make’
Useful for competency based questions
Remember the question and what you
are trying to demonstrate!
19. Situation: give a context by
describing the situation
Task: what was your goal?
Action: tell the interviewer your
specific actions – this should be
the biggest part of your answer
Result: shows yourself in a
good light, even if the overall
project was not a success
20. In groups:
• Mark on the job description key qualities, skills
and experience that are being sought
• What question could you ask to find out more
about one of these skills or qualities in an
21. Be prepared!
• Find out about the organisation
and the interviewer
• Rehearse your answers to typical
questions with examples
• Know your CV/application inside
Before the interview
22. • Who are their main competitors?
• Who are their customers/clients?
• Who are the key players in the
• What are the hot topics at the
Resource you could use:
• Speak to people who work there:
careers fairs, events, alumni
• Twitter feed
Research the company
25. •From as soon as you walk in the building
•Walk tall and straight
•Be grounded before you speak
•Make eye contact and smile
•Say who you are clearly
•Remember to breathe
26. “Created poor initial impression’’
“Didn’t sell themselves effectively”
“Didn’t elaborate on responses to questions”
“Couldn’t discuss things they had put on their application”
“Appeared not to know anything about the organisation”
“Showed no interest in either the job or the organisation”
Nottingham Trent University website
Quotes from employers
27. Sit reasonably upright
Keep hands on show
Maintain good eye contact
Keep an open posture
Minimise things you do when
Remember to breathe
During the interview
28. What you say:
• Use examples
• Be informative – structure your answers
• Boast modestly
• Take time over difficult questions - ask for
clarification if necessary
How you say it:
• Think about the words you use
• Talk about I rather than we
During the interview
30. What would an average day be like?
How would my work be monitored and how often would I be
What career paths have other graduates followed in this company?
Will I have any opportunity to use my foreign language skills?
Will I be working in a team? What is the make-up of these teams?
What are the company’s development plans and targets over the next
When am I likely to hear back from you?
Do you support study for external qualifications?
32. Careers and Employability Centre support:
• For 3 years after you graduate
• Short interview with a careers adviser:
Mon – Fri from 9am ‘til 5pm
• Vacancies – part time, work experience, internships, graduate jobs
• Briefings and workshops
• Career Hub
• Attend events – listed on CareerHub
Follow us on Twitter & Facebook
How we can help you
CONGRATULATIONS!!! You’ve done well – you’ve got an interview and they want to find out more about you!
It’s a 2 way process – you need to make sure you fit with the organisation too.
Addressing answers to a panel?
You can book an interview room in Careers if you need a quiet space for video or telephone interviews.
Examples of competency based Questions could include:
Tell us about a time when you worked as part of a team- what was your role?
Can you give us an example of when you demonstrated your communication skills- what did you do?
Now used by many graduate recruiters
The theory behind strengths interviewing is based on positive psychology- everyone has strengths they are born with but few people know what these are. By identifying your strengths and matching yourself to the role, you will enjoy it more and perform better that those who have to try hard to fill the role
One of the beauties of strengths based interviews is that you can't do so much preparation and are less likely to come up with the hackneyed answers candidates think interviewers want. Think about what you love doing both inside and outside work and be prepared to be open: don't try to be something you're not. Be honest about what tasks you don't enjoy doing and think about how your preferences might fit with the organisation's culture and the job requirements
General questions – like, Tell us a bit about you?