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At In2view Recruitment, we partner with you to ensure that we provide the best experience and the best chance to secure your perfect role. Our experienced consultants will be with you every step of the way to ensure that you are presented with the best opportunities and are kept well informed throughout the recruitment process.

At in2view Recruitment, we can provide you with advice and guidance in the following areas:

  • Resume preparation
  • Cover letters
  • Interview preparation
  • Professional grooming & presentation
  • General advice regarding your next career move

Interview tips

Be on time – You will not get a second chance to make a good first impression. If travelling by public transport allow for buses, trains etc., to run late.

Presentation – You should be in professional office/suitattire and your overall appearance neat and tidy.

Greeting – Do not forget a firm handshake when meeting the interviewer(s) and again at the conclusion of an interview. Don’t forget to smile!

Eye Contact – Maintain eye contact throughout the interview. This displays confidence and demonstrates your level of interest.

Body Language – Be aware of your posture. No slouching! Place your hands on your lap or on the table if you are known to fidget.

Practice – Write down and practice interview questions and be ready to support past career accomplishments with specific information targeted towards the organisation’s needs. Interviewers often seek examples of past behaviour, which assists in demonstrating your capabilities.

Documentation – Whilst the interviewer(s) will have a copy of your application and resume, always ensure you have a copy with you, just in case. Also bring along any evidence of previous employment, copies of relevant qualifications and Visa details (if applicable).

Listen – It is okay to be nervous. Often just ensuring that you listen intently and take your time before answering a question assists. Remember that some silence is okay. Verbalising your nervousness can also assist – “Sorry, I have not had an interview for a while and I am a little nervous today.”

Ask Questions – Don’t forget that you are also interviewing the interviewer(s). You need to ensure that this is the job and organisation for you! Have some questions in mind before you enter the interview.

Do I ask the salary question? For some people, this is the awkward part of the interview. Don’t initiate any discussion about salary at the first interview. Let the interviewer(s) ask the question. Often they will ask for your salary expectations. Be honest and if you are interested in the position let them know that you are happy to negotiate.

Where to from here? Always ask, “what is the next step after this interview” or “when will I expect to be notified of the outcome of my application?”

Do your Research – Could you answer the question ‘what do you know about our company’? Make sure you have a good look at the company website prior to your interview.

Be prepared – Overall, preparation is the key to a successful interview.

Interview Styles

Behavioural questions are different from hypothetical questions, which focus on what you would do if a particular situation occurred. A question such as ‘What would you do if you had to give a presentation and left your notes at home?’ doesn’t ask you to provide a specific example of when that happened and what you actually did.

It is wise to remember that employers appreciate examples, as these can provide evidence that you meet the selection criteria for the job. Even if a question isn’t what you’d call a behavioural question, providing a credible example for each answer is good practice.

Some behavioural questions can sound a little negative, in that they can ask about possible failures or conflicts you’ve experienced. For instance, you could be asked for an example of when you failed to meet a deadline or had conflict with a team member. Don’t take the tone or content of these questions personally as they’re often asked to determine whether you can learn from unfortunate situations and improve your skills. Workplaces need people who are willing to learn from their mistakes and as a result improve their own and the organisation’s performance. Be prepared for this type of question and remember that in the workplace things don’t go well all the time and that nobody is perfect.

The key is to provide a credible example with a positive result in terms of what you’ve learned and/or improved.

The STAR formula is a useful method for answering behavioural interview questions, ‘STAR’ being an acronym for Situation, Task, Action and Result. This formula will also help you to address selection criteria in job applications, so it’s a useful formula to remember.

Behavioural versus non-behavioural interview questions

Preparing for a behavioural interview

  • Understand what the employer is seeking. What specific competencies and skills do you think the employer will want to see demonstrated? At the very least, you should have read and understood the Job Description. Do some research on the company and if at all possible, talk to someone who already works there.
  • Remind yourself and write down a range of work experiences that you can talk about if questioned. Try and recall experiences that match closely with what you understand the employer is seeking. You should have a variety of experiences that highlight your key strengths, showcase some of your positive outcomes and key achievements and demonstrate how you have turned a potentially negative or challenging situation into a positive result. Your examples should be as recent as possible.
  • Review your resume. Firstly this should trigger a number of potential situations and experiences that you can draw upon. Secondly, it ensures that your experiences are consistent with what you have written about yourself.
  • Practice! Mental rehearsal is the best way to improve your interview performance. Choose a selection of behavioural interview questions and ask someone to role-play an interview with you.

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