Professional Documents
Culture Documents
Interview Methodology:
It is important to remember that when you are interviewing you are being assessed on 3
criteria:
1. Do you have the right skillset to do the job?
Most of the time the answer to this question will be an obvious yes! You are being
interviewed based on your CV which documents your skillset. Occasionally there may be
more demanding technical skills that you need to get across for a specific role.
2. Are you the right fit for the organisation?
Are you going to fit in well with the team, your management team and your
subordinates?
Do you embody the mentality of the company?
Always give positive reasons for taking the new job, not negative reasons for
leaving a previous role. If you cant think of positives, flip round the negatives
from the position that you left to be positive reasons that you joined the new
company.
The interviewer will test your mentality do you take responsibility for your
actions or use an excuse based mentality? Always take responsibility!
Nothing on your CV will stop you getting the job. You are being interviewed, how
the questions are answered will determine if you get this role or not.
Research your particular experience sectors and what the market is like in this
environment
Working with bigger clients (if applicable)
Career Progression opportunities
Standard & Values/ Core Competencies/ Mission Statement (How the company
operates)
Turnover
Business interests
Expansion
Working methodology
Continued training
Career Progression
Anything which can show you have thoroughly considered this company as your
future employer.
It is especially important to align yourself to the companies Standards and Values i.e. if
one of the values is integrity why is that important to you, why do you also work with
integrity?
Their will be specific information on the company locally and internationally. Find out
local and global i.e. are they growing, new clients, press releases etc.
Training/ career progression- there will be information or their website. If you know about
progression in the future and what the future prospects are talk about this positively.
You have to sell positively the reasons why you want this particular role and why you
feel your experience matches what they are looking for (match the job spec to what you
have been doing and speak honestly about your positive points).
What are your goals/ What do you want from your career?
They want to know what you want in the long term to see if they can offer it to you long
term.
Separate it into short term/medium term/long term.
Short term next 2 years (ie this role and how you are going to be successful)
Medium term 2-5 years (ie succession planning for where you may go next within the
business and how you are going to come about making this move)
Long term 5 years + (where you aspire to be are you ambitious enough?)
- always fit this to what you know about time frames from the client side.
What is your ultimate goal?
could go.
Weaknesses: Do not use the usual spiel. Talk about weaknesses you had in the past,
that you have improved and are now strengths.
E.g.
Delegation Found it difficult to ensure the quality of work I wanted was done to my
standards by direct reports. As a result I was taking on too much work and I was not
training the staff effectively. In order to overcome this I made sure that I set up a
system that I regularly reviewed the staffs work to make sure there were no issues
and encouraged them to come to me with any problems. I also prioritised the
training of the staff to make sure that they were able to do the work effectively and
now as a result of this I have not only become a good delegator but a good trainer as
well.
Lead by example
Open door policy
Excellent at assessing peoples skill sets
Realising the importance of training, not only to train skills but also to motivate
The importance of recognition the single most powerful tool to motivate staff