YoPE Preparation Programme Workshop 3 200405

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YoPE Preparation ProgrammeWorkshop 32004/05

• Ann Doris
• Careers Placement Adviser
• for the School of Computer Science

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How to Succeed at InterviewOverview

• Criteria for interview
• Aims of the Interview
• Interview Guidelines
• Types of Interview
• Body Language
• Knowledge of Yourself
• What should you ask?
• After the Interview
• Tips for the successful Interview
• Employer Views
• Assessment Centres

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How to Succeed at InterviewOverview

• Being short listed for interview means that an
• employer believes you have the potential to do
• the job because you have the right
• qualifications, skills and experience, and is now
  
• narrowing the selection by criteria to see
• whether you have all the requirements.

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Criteria for Interview
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Criteria for Interview

• Vary from job to job but typically
• Your intellectual qualities
• Your level of enthusiasm
• Your ability to get on with people
• Your ability to express yourself
• Whether you fit into the organisation

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Aims of the Interview
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Aims of the Interview

• Your aims in the interview are
• to demonstrate that you are the right person for
  the job
• to discover if the job on offer is right for you
• The aims of the interviewer are
• to discover how far you match their requirements
  for the job so that they can choose the best
  candidate
• to ensure that you, the candidate, understand
  their job and organisation sufficiently to decide
  whether the job is right for you.

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Interview Guidelines
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Interviews Guidelines

• The key to success is in the preparation
  beforehand.
• Practical matters
• Confirming your attendance at the interview by
  telephone or email
• Checking the format of the interview if it is not
  clear from your invitation
• Transport and cost, making sure you will arrive
  at least 15 minutes early

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Interviews Guidelines

• Dressing appropriately, looking professional and
  smart, creating the right impression
• What to bring with you map, CV or application
  form, presentation materials if you have been
  asked to give one
• Preparation for Questions 
• You will have to prepare for the types of
  questions you will be asked at the interview.
• The recruiter will want to learn more about you,
  about your knowledge of the company and your
  ability to do the job.

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Types of Interview
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Types of Interview Chronological/Biographical

• Chronological or Biographical
•  
• This type of interview is largely based on your
  CV or
• application form and allows you to explain and
  expand on
• what you have written.
• Very few interviews are still like this as
  recruiters find that the structured interview is
  more successful.

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Types of Interview Criteria/Competence Based

• Criteria or Competence Based
•  
• Most interviews are criteria based these days.
• All candidates are asked more or less the same
  questions and are matched against 6-8 criteria.
• Questions are detailed and maybe increasingly
  in-depth.
•  
• Example
• If the interviewer is examining your abilities
  against the criterion leadership skills then
  this is the likely pattern of questioning. 

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Types of Interview Criteria/Competence Based

• Level One
• The Question Would you describe yourself as
  having leadership skills?
•  
• Level Two
• The Evidence You are asked for specific, real
  life examples
•  
• Level Three
• The Personal Contribution Your own role is
  examined, and your own feelings, thoughts and
  opinions sought. What was your individual
  contribution to this activity? What did you learn
  from the experience? How would you do it
  differently next time? What would have happened
  if you werent there? 

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Types of Interview Criteria/Competence Based

• Level Four
• The General The criterion is looked at more
  generally to test your powers of analysis. What
  makes a good leader? Have you ever witnessed
  something that was badly led? Why is it important
  for our own company to recruit with this skill?
• Level Five
• The Challenge Your ideas and thoughts are
  challenged Surely what you have just described
  show you have not been as successful as you might
  have been or I dont agree. Dont you mean
•  
• Level Six
• And back to the start Thank you, thats very
  interesting. How else could you convince me that
  you are a leader?

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Types of Interview Technical

• Technical Interviews
•  
• If the job requires technical skill then you can
  expect to be asked about specific knowledge and
  skills.
• You might be asked to interpret a diagram or
  decipher a computer programming code.
• Read the job description carefully. If there is
  a term you do not understand or have never came
  across before, find out what it means.

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Types of Interview General

• 1. Open the Interview
• The interviewer will introduce themselves and
  explain how the interview will be conducted.
•  
• 2. Walk through the CV/Application Form
• Here the interviewer will identify how and why
  career changes have occurred. They will explore
  the transition between jobs and any gaps or
  dates that dont match.
•  
• 3. Overview the Person current position
• Explores current activities and obtains a
  picture of the candidate e.g. what they do, how
  they are coping, time management, projects etc.

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Body Language
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Body Language General

• You can expect that anything between 70-90 of
  your communication messages are conveyed through
  non-verbal aspects.
• Your body language gives a lot away about you and
  how you feel about yourself.
• In important situations such as interviews or
  social events it is vital to get the balance
  right.
• Body language often speaks louder than words.

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Body Language General

• The first step to changing your body language is
  awareness.
• Start by observing other people as it is usually
  easier than observing yourself.
• Once you are aware of body signals, then you can
  begin slowly correcting yours. 

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Body Language

• Assertive
• Direct eye contact
• Open body
• Body is still and
• relaxed
• Hand gestures
• emphasise words
• Shoulders straight and
• posture upright
• Voice appears warm
• and firm

• Aggressive
• Looking bored
• Pointing finger
• Hands on hips
• Sarcastic tone
• Loud or too soft
• voice
• Body closed off
• Invading personal
• space by standing
• too close

• Non-Assertive
• Looking away
• Fidgeting with
• hair, jewellery etc
• Whining voice or
• difficult to hear
• Smiling
• inappropriately
• Shoulders
• slumped and bad
• posture

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Knowledge of Yourself
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Knowledge of Yourself

• Read through your CV or form to remind yourself
  of the
• impression already conveyed and make a list of
• questions that are likely to appear
• Why do you want the job?
• Why do you think you are a suitable candidate?
• What are your ambitions? What are your interests?
• What are your strengths and weaknesses?
• How would your best friend describe you?
• What are your relevant skills and experiences?
• Why should we select you?

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Knowledge of Yourself

• What is the most exciting thing you have ever
  done?
• What did you gain from your degree/placement/part-
  time job?
• Describe projects, difficult situations you have
  experienced, how you managed your time on
  university.
• What are you looking for when you graduate?
• What did you like and dislike about your degree
  course?

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What should you ask?
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What should you ask?

• Your questions can demonstrate your awareness of
  the company.
• Ask about recent developments, training
  opportunities and things which occur to you as
  you read the literature or website.
• Dont ask anything that has been previously
  explained in the brochure.

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What should you ask?

• Where does this position fit into your overall
  organisation?
• To whom should I report?
• What do you see as the priorities for someone in
  this position?
• How are employees evaluated and promoted?
• What type of on-the-job training is available?
• How will your performance be assessed?

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What should you ask?

• Does the job involve travel? If so, how much?
• Does your company encourage its employees to
  undertake further education and training?
• What are the companys plans for the future?
• What are the biggest challenges facing the
  company?

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After the Interview
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After the Interview

• There are some things you should do as soon as
  you
• can after the interview
• Write down all that you can remember
• what you said
• what you did
• what went well
• what could have been better
• Make a note of any questions you could not answer
  and ensure you can answer them next time
• This will help you assess and improve your
  interview
• performance.

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Tips for the Successful Interview
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Tips for the Successful Interview Do

• Do 
• Prepare well
• Rehearse/role play if you can before the
  interview
• Arrive in good time - check out journey details
  beforehand
• Shake hands warmly - adopt a friendly open
  approach to the interviewer
• Smile when you feel it is appropriate and so
  generate some warmth

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Tips for the Successful Interview Do

• Do
• Sit comfortable and try to look confident
• Listen carefully
• Look directly at the interviewers
• Appear open and approachable
• Wear appropriate but comfortable clothes
• Let the interviewers take the lead
• Use positive phrases such as 'I am confident
  that...' rather than 'I think I could..

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Tips for the Successful Interview Do

• Do
• Emphasise the positive aspects of the things you
  have done - play down the negative
• Elaborate on something the interviewer seems
  interested in
• Have a mental list of things you still need to
  know about the job. If relevant, ask these at
  the end of the interview eg about job content,
  training, future prospects
• Ensure that you have told the panel everything
  that you feel is relevant to your application
• Check when you are likely to hear the interview
  result, if you havent been told.

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Tips for the Successful Interview Its okay to

• Its okay to 
• Ask for a question to be repeated if you have not
  heard it, or to be rephrased if you have not
  understood it
• Allow yourself thinking time
• Have time-gaining phrases up your sleeve such
  as
• That is a difficult/interesting question
• That is an important point
• I am not sure how I would answer that could I
  give it some thought?
• Butif you really do not know the answer to a
  question, say so.

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Tips for the Successful Interview Try not to

• Try not to 
• Sit on edge of chair or fidget
• Whisper responses or waffle
• Appear over-confident or be too laid back
• Clutch a newspaper, umbrella, briefcase, etc
• Sit facing a window if there is a choice of where
  to sit
• Say you can do something you cannot substantiate
• Underplay your abilities and achievements

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Tips for the Successful Interview Try not to

• Try not to 
• Give one word, or very brief answers. Instead,
  amplify and support your statements, giving
  examples of relevant experience
• Allow yourself to get flustered or show
  irritation
• Ask questions about the job which you
  could/should have found out answers to before eg
  conditions of service, hours, etc.
• Have a long written list of questions to put to
  the panel

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Sample Questions
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Sample Questions
Sample questions can be accessed under this
weeks lecture notes on the Careers YOPE
website or collect a copy at todays class
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Employer Views
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Employer ViewsWhat three skills are you looking
for at interview?

• Liberty IT
• Communication We are looking for candidates who
  can communicate confidently and with interest
  about
• themselves and their skills
• Organisation Is the candidate organised in their
  approach to their academic studies and their
  leisure time?
• Problem Solving Can the candidate approach a
  problem in a structured fashion and bring clarity
  and judgement to the situation?

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Employer ViewsWhat three skills are you looking
for at interview?

• Northbrook Technology NI
• Excellent communication skills
• Being able to demonstrate team player skills
• Being adaptable and flexible
• Intel Ireland
• Assertiveness
• Organisation and planning
• Written/spoken communication

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Employer ViewsWhat three skills are you looking
for at interview?

• Singularity
• Effective communication skills
• Team working working co-operatively rather than
  competitively with others for a common goal
• Influencing others using a personal style which
  helps to positively persuade others

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Employer ViewsWhat makes for success at
interview?

• Liberty IT
• Someone who has obviously researched the company,
  and where possible has talked to an employee.
  These candidates impress us with their personal
  motivation and desire to join the company as
  opposed to those who treat it as just another
  interview
• Intel Ireland
• Good appearance
• Well prepared
• Confident and enthusiastic

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Employer ViewsWhat makes for success at
interview?

• Singularity
• Dress to impress and be confident
• Be able to articulate ideas
• Do some research show an interest in the
  company
•   
• Northbrook Technology NI
• If the applicant listens to the question and then
  answers correctly
• Asking for clarification if the question is not
  understood
• Providing a clear and structured answer
• Smartly dressed, good eye contact, erect posture,
  shakes hands at beginning and end of interview

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Assessment Centres
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Assessment CentresQA

• What features would you expect to find in an
  Assessment Centre?
• Why do employers use Assessment Centres?
• Which competencies are they assessing?

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Assessment CentresWeek 6 Overview

• Overview
• Group Exercises
• Presentations
• Aptitude Tests
• Panel Interviews
• Case Studies, In-tray Exercises Role Plays
• Lunch/Dinner
• Technical Interview
• Before, During After the Assessment Centre

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Overview
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Overview

• Second stage selection lasts from a couple of
  hours to 3
• days, depending on the method used.
• You may receive an invitation to
• Another interview
• An assessment centre

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OverviewCriteria

• What are employers looking for?
• The qualities that the team of assessors will be
• concentrating on during the selection procedure
  are
• detailed overleaf. The tests, exercises and
  interviews
• which make up the selection centre are
  opportunities for
• you to demonstrate how you meet their criteria.
• Different exercises are used to test you on
  different
• things.

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OverviewCompetencies sought

• Competencies sought
• Creativity Decisiveness
• Drive Commitment Flexibility
• Influence Working with Others
• Team Leadership Planning Organisation
• Customer Orientation Interpersonal Sensitivity

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Overview
Refer to OHP
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What can happen?

• What can happen?
•  
• Group Exercises
• Presentations
• Aptitude Tests
• Panel Interviews
• Case studies, in-tray exercises and role plays
• Lunch/Dinner
• Technical Interview

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Group Exercises
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Group Exercises

• Can involve
• The ice breaker
• The discussion group
• The leaderless task
• The leadership task
• good leader
• delegates
• uses the strengths of others
• knows what is going on
• takes decisions

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Group Exercises

• Some tips for effective group work
• Watch out for people with clipboards
• Its quality not quantity that counts
• Complete the task
• Never seek to destroy
• Know how and when to compromise
• You cant be assessed if you cant be heard
• Focus on team work, not pure leadership
• State your views clearly
• Be prepared to compromise  

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Group Exercises

• What recruiters expect from candidates
• Ability to listen, discuss points and keep to the
  subject
• Ability to interact with others without
  dominating
• Good communication and team working skills
• Leadership skills

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Presentations
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Presentations

• Presentations
•  
• Every presentations needs a structure
• 2 most common structures
•  
• 1 A beginning 2 Situation
• A middle Complication
• An end Resolution

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Presentations

• Some tips for presentations
• Be ruthless with the content
• How you come across is more important than what
  you say
• Dont start until you are ready
• Master the visual aids
• What recruiters expect from candidates
• Ability to prepare concise and relevant
  information
• Good communication skills

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Aptitude Tests
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Aptitude Tests

• Aptitude Tests
•  
• Ability Tests
• Tests your innate ability in key work related
  areas.
• Most common tests Verbal reasoning
• Numerical reasoning
• Logical reasoning
• Answers are either right or wrong
• Time limit
• Questions get progressively harder
• Tests always start with example questions
• Practice ability tests before the selection
  centre

www.prospects.ac.uk www.shldirect.com
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Aptitude Tests

• Personality Inventories
• Tell the organisation nothing about your ability
  but quite a lot about the type of person you are
  and what you want out of life
• There are no right or wrong answers
• There is no real time limit
• You often get a chance to talk over your
  profile with the assessors
• Answer personality inventories honestly

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Aptitude Tests

• What recruiters expect from candidates
• Honest answers rounded personality
• Good verbal reasoning
• Good numerical ability

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Panel Interviews
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Panel Interviews

• Panel Interviews
•  Extend your knowledge further than the company
  brochure and annual report
• Be aware of any current news stories about the
  organisation or the industry its in
• Study your application form
• Expect a grilling on your knowledge of subject if
  you are applying for a technical job
• Have a high level of enthusiasm for the job and
  be very clear exactly why you should be offered
  it
• Dont disappoint them

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Panel Interviews

• Summary
• Panel interviews, if you dont panic, are a fair
  test of your suitability
• Expect a more testing interview and prepare
  accordingly
• What recruiters expect from candidates
• An interest in the job
• Suitability for the job
• Relevant specific skills
• Relevant work experience

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Case studies, in-tray exercises role plays
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Case Studies

• Case studies
• Test your ability to assimilate written material
  and draw out the important points
• Folder containing lists of information
• Read it
• Make a number of proposals or recommendations
• What recruiters expect from candidates
• Thoughtful, common sense solutions
• Bright ideas
• Ability to analyse data

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In-tray Exercises

• In-tray exercises
• Are used to test not only your ability to
  understand complex written material but also how
  well you prioritise tasks
• Given pile of documents
• Told it is Mon morning and you have 30 mins to
  read through them all and decide what you do
  first, second, third and so on

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In-tray Exercises

• Preparation for in-tray exercises
• Usually carried out against the clock
• Decide quickly what is important
• Its best to glance through everything to get an
  overall picture before you study the contents in
  detail
• Keep calm
• Tests your understanding
• Expect a logical answer

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In-tray Exercises

• What recruiters expect from candidates
• Time management skills
• Ability to organise and prioritise workload
• Ability to problem solve
• Self-organisation

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Role Plays

• Role Play Exercises
• Simulation of real life working incidents one
  step further than case studies or in-tray
  exercises
• An unrehearsed duet with an assessor
• Be aware of the background to the role play,
  but never make up your mind in advance what is
  going to happen
•  
•  

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Role Plays

• What recruiters expect from candidates
• Good communication skills
• Ability to work under pressure
• Ability to form arguments
• Good negotiation skills
• Creativity 

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Lunch/Dinner
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Lunch/Dinner

• Socialising with candidates, recruitment staff
  and
• senior management.
• Advice
• Be polite and friendly
• Dont eat or drink too much
• If in doubt, ask
• What recruiters expect from candidates
• Good communication skills
• Social graces and manners
• Interest in others

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Technical Interview
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Technical Interview

• Can be an interview or a practical task.
• Advice
• Prepare well
• Answer questions confidently
• What recruiters expect from candidates
• Relevant technical skills
• Suitability for the job

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Before, During After the Assessment Centre
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Before the Assessment Centre

• Preparation
• Be proactive before the day
• Clarify the date, time, location, travel
  arrangements, dress code and accommodation
• Ask who will be present in terms of both the
  assessors and the other candidates for the job
• Clarify how the centre fits into the selection
  process
• Practise mock interviews, trial runs at
  psychometric tests, presentations etc
• Research re-read your application, review
  recruitment literature and monitor the
  organisations activities, market and competitors
• Ask if there are any practice tests that you can
  study. 

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At the Assessment Centre

• Vital advice
• Be yourself at your best and most positive.
  Demonstrate your skills and how they can add
  value to the organisation
• Keep focused concentrate and contribute all the
  time. Time is limited so listen to, and read,
  instructions carefully.
• Think teamwork listen to others, build upon
  their ideas and be inclusive.
• Nothing is off record dont truly relax until
  you are away from the actual event.
• Ask for feedback after the event.

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After the Assessment Centre

• After the Assessment Centre
• Usually receive a letter within a week or so
  telling you their decision
• Sometimes you are informed on the day
•  
•  

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Lecture Notes

• All Workshop notes can be accessed at
• http//www.cs.qub.ac.uk/yearout