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The CV (Curriculum Vitae - lit. record of life) is a personal marketing tool presenting your qualifications, skills and attributes to the employer in a way that demonstrates your suitability for the job. As well as providing an insight into your previous qualifications and experience, it should show the employer the skills and qualities you have that will match the role being applied for. Additionally, it should act as a guide to where your aspirations lie for the future. In compiling your CV you have one objective only - to get an interview in order to get the job.

A CV must be accurate, interesting and up-to-date. It must be presentable so that it makes the best impression possible and gets noticed by the right people. It should be relevant - targeted to the needs of each particular position. This means it should be reviewed and, if necessary, revised rather than re-cycled repeatedly for multipurpose use. Furthermore, your skills and experience are evolving all the time and you need to keep making the most of these.

 

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You need to bring together:
• details of your qualifications - dates, grades, course options covered, etc;
• details of the job itself - job description;
• details of the qualifications and skills required -person specification;
• evidence from your personal profile that matches the employers' criteria. This information will help you to priorities the detail that should be included in your CV.

 

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There are no hard and fast rules about providing a CV, only general criteria as to what it should achieve in terms of matching your skills and promoting your suitability for the job.

For most finalists, a two-page document is the most appropriate; employers will not read through reams of text! It is most usual to lay out qualifications and work experience in reverse chronological order, so that the emphasis is upon the most relevant information. Although there are various ways of presenting the information required in your CV, it is recognised that all CVs should include the following information:

 

Curriculum Vitae (Don't Bother!) Your Name Address Email         Term-time address                                                                                                                       Home address         (Dates when there)                                                                                                                       (Dates when there)         Tel. No                                                                                                                                             Tel. No

 

Worry less about stipulating gender except when your first name does not necessarily indicate this. Nationality is only relevant when it indicates that clarifying your work permit status might be a good idea. Date of birth is less necessary, as is marital status.

Career objective or personal profile: This is optional and short, but usually interesting and often helpful overall. It should tell something of what it is you are aiming for at this stage and what skills you have to offer in relation to your objective. Stating your career objective at the outset makes your job aspirations clear and may encourage the employer to read further.

Education: Clearly very important, especially to the new graduate/finalist and critical where the job applied for is discipline-specific.
• Profile your course - its length, content and your performance. Grades are important but also projects. If you have completed a dissertation, state the title in full, especially if it is relevant to the job being applied for.
• If you spent time studying abroad, include the name of the university and the content of your studies.
It may be useful to refer to the skills or learning outcomes you have gained from your studies, for example you could include reference to your:
• ability to assimilate large amounts of data and extract relevant information;
• ability to understand and interpret statistics and tables;
• ability to construct a database and use a variety of computer packages.

Provide a specific example of how the abilities were obtained in each case.

Your studies are a rich resource, so do not skimp on this part of the CV. It can be tempting to try to cover up a poor grade by not mentioning it at all, but there may be ways of limiting the damage on paper. If you are unsure about how to approach this, then consult your careers adviser.

Work experience: Include all relevant jobs whether casual, vacation work, voluntary or unpaid work. What matters only is that they demonstrate your suitability for the job and potential for success in that career area; that the skills mix shown is one that matches that sought by the employer for the job.

Interests/responsibilities/achievements: Speak of these in an affirmative and confident way, avoiding simply listing activities. Instead, outline your involvement and the extent of your interest. Recognise that any activity successfully completed represents an achievement.

Once again, using the skills-based interpretation of what you have achieved through your range of interests will underline your suitability for the job.

Referees: Usually two are given, one academic and one work related, or a character referee. Give their phone number and e-mail along with their title and full contact address. Always ask for their permission first and remember to keep them in touch with your pattern of application, evolving aspirations etc.

 

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Quite simply, an official offer of employment comes in the form of a letter or document inviting you to accept a specific post. It should be signed by someone in authority, eg a director or manager of the organisation. It is possible that you will receive a telephone call to offer you the job in the first instance, or be told on the day of your interview, but remember until you receive something in writing the offer is not legal. A formal written offer should include the following information:
• your name, and the name of the employing organisation;
• the date of the offer;
• the job title and department/location;
• salary details;
• period of notice required for either party to end the contract;
• your start date (or it may state that this is negotiable).

 

It may also give:
• your hours of work;
• your holiday entitlement;
• details about pension schemes, bonuses, salary reviews, company car schemes and other benefits.

Telephone or write as soon as possible if there is any information you feel you need before accepting the job.

Conditions
The offer may be conditional upon a number of things:
• satisfactory references from your nominated referees;
• a satisfactory medical examination, because of the nature of the work or as a means of meeting the requirements of the company's pension scheme;
• a specific classification of degree. This could be a requirement of the employer or an associated professional body if professional training is part of the job. If you don't make the stated grade, don't assume that all is lost; contact the employer to discuss the situation;
• satisfactory completion of a probationary period. The time should be specified;
• acceptance by a given date. This can pose problems if you have other applications in the pipeline.

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Timing
A common problem for finalists and graduates can be the timing of offers. The employer of your dreams is running later than expected in completing its selection process, but you have an offer from another, less preferred, organisation. Should you cut your losses and secure the offer you have, or take a risk, turn it down, and wait for the one you really want? The following pointers may help.
• It is worthwhile going to see a careers adviser, re-examining the options and weighing up the pros and cons of each. Think beyond starting salaries and look at the total packages being offered. Firm A might offer you a generous joining bonus, but Firm B might offer better training and prospects in the long run.
• Contact your preferred employer and ask how far they have proceeded with your application and when you are likely to hear of their decision.
• Contact the employer who has made you the offer and ask if they are prepared to extend the acceptance date.

• Don't accept an offer that you feel unhappy about. You have successfully secured one offer - you can do it again.

It could be the case that you have an interview approaching with an employer who you view on equal grounds as the one making the offer, but would still like to go to the interview to find out more. Explain to employer A that you have another interview and, in order to make a fully informed decision, you would like to attend. If the interview with employer B is several weeks away, contact them explaining that you have another offer and can the interview be moved forwards. As long as you keep both employers informed and work to reach a decision as soon as possible, they should be happy. It can cost a company over £10,000 to recruit a single graduate, and it is important for recruiters to secure the right candidates. If they do insist on your making a decision quickly, you might ask yourself whether you want to work for an organisation which is pressuring you to make a hasty and ill-informed choice. Remember, however, that you can't stretch their patience forever - they need to know your decision so that they can offer the position to someone else, if necessary.

Multiple offers
If you are fortunate enough to have several offers, and there appears to be little between them, you may need to revisit your original list of needs and reflect these against the current offers in terms of location, company culture, approach to training, how you felt at interview, and so on. It is probably worth trusting your instincts, but you still have time to do some extra research if it will help you to make a better decision. Again, talk the situation through with a careers adviser if you can.

Try to answer these questions
• What are the responsibilities, pressures and demands, both intellectual and physical, of each job? Does the work that you will be expected to do conflict with your values?
• Will you be given training? Few employers expect you to be 100% effective from the start and most expect to train you while you are working for them. What form will the training take? Who pays the fees? Is study leave given where appropriate?
• What will the salary be? How much of your salary will be commission or performance-based? Are there shift allowances or overtime payments? Are there any fringe benefits? What are the opportunities for promotion and salary increases?

Remember that if you accept a job, and later find you have made the wrong decision, all is not lost. Applying for other jobs in the light of this experience and with a greater knowledge of your needs usually results in a positive outcome. After all, if you were successful in being offered a job which you did not, in retrospect, want, you should be able to obtain the job that you really do want and to which you feel your skills, experiences and values are best suited.

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Accepting an offer
A contract of employment has two parts:
• the letter offering you the job;
• your letter of acceptance.

Write to thank the person making you the offer, mentioning any reference number they have given you and enclosing any information that has been requested. You should also mention the date of the letter and quote the full job title and the starting date if stated. Say that you wish to accept the offer and that you are looking forward to starting work with the organisation. Keep a copy of this letter as, along with their letter, it forms your contract of employment. As the word contract implies, if you accept the offer you are making a legal undertaking. You should not accept a job with the intention of rejecting it later if something better turns up.

 

Declining an offer
If, after serious thought, you decide that the job is definitely not for you, write back thanking the organisation for the offer and politely declining it. You might find yourself working with or even applying to that organisation again at a later date, so it is worth remaining on good terms. Try to send the letter as soon as possible so that they can offer the job to someone else.
 

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If you are getting invited to interview you can safely assume that, on paper, employers consider you capable of doing the jobs for which you have applied, but that once at interview their opinion is changed in some way. There are two areas to consider here - are you able to back up and substantiate in person the messages you have given in your applications, and are you presenting a professional, confident image at interview? Look again at the sections in this booklet on preparing for interview and ask yourself whether you have been making adequate enough preparation. Be honest with yourself and replay in your mind some of the answers you gave, particularly the ones you found more difficult. Be very honest with yourself and consider whether you are actually pursuing the right career.

It is always worth asking an organisation for feedback after an interview; at worst they will say no, and at best you will receive a detailed critique of your performance. It may be that the impression that the interviewer formed of you strikes a chord with your own reflections, but it may be that they have rejected you on entirely different grounds, which you can now address. If it isn't obvious how you can improve your performance in future interviews, visit your careers service and see if an adviser can run through the interview with you. It may be possible to arrange a mock (or practice) interview with an adviser, so that you can discuss where you're going wrong. These are sometimes videotaped, so that you can see yourself in action afterwards and learn from any mistakes you are making.

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It's worthwhile making some notes of your own, whilst they are still fresh in your mind, about areas in which you did well and areas where in retrospect you could have done better. Most firms who ask you to selection centres will give you feedback on your performance. If you were faced with a similar situation again, would you react differently and how could you demonstrate the qualities which they were looking for?
 

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You are still likely to encounter either one-to-one or panel interviews at assessment centres. These are likely to probe any doubtful areas that may have emerged at a first interview, so it is worth reflecting back and thinking about how to handle them. Interviews at this stage are likely to be much more in-depth than those you experienced during the first stages of selection, and could be with someone from the department/division to which you are applying, or even with the person with whom you would work if you got the job. Questions may refer back to your first interview, to assessment centre activities or to aptitude test results; be prepared to be challenged on your answers, but keep calm, consider your answers, and avoid being defensive. You may be asked many of the same questions that you were asked at first round. Don't assume that your interviewer is familiar with the answers you gave at that stage, but treat this subsequent discussion independently. Whatever the type of interview, the same principles mentioned earlier apply.

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These are timed tests, taken under examination conditions, designed to measure your intellectual capability for thinking and reasoning, particularly your logical/analytical reasoning ability. More and more organisations are using these tests at a much earlier stage in the selection process and it may be that you are not tested at the assessment centre itself. The tests should be carefully designed for the role for which you have applied, and are meant to be challenging, but do not depend on your having prior knowledge or experience of that role. It is more important to get the right answers than it is to finish. Most tests are designed so that only very few candidates both finish and get the correct answers. Most tests are multiple-choice in format, and you should be given sample questions with your letter of invitation.

Before the testing session begins you have the opportunity to work through some example questions, which are not taken into account when the tests are marked, but are there to ensure you understand what is expected of you.

If English is not your first language or if you are dyslexic, you are advised to declare it before doing the test, as the organisation might be able to allow you extra time or grade your results more appropriately. Test materials can be adapted for the visually or hearing impaired, but you need to alert the assessors of your circumstances in advance.

Practice tests are available on the websites listed in the Information sources, and may be available through your careers service. These give you an indication of your likely performance as well as familiarising you with the types of questions posed. Whatever your experience:
• pay careful attention to the instructions;
• ask for clarification if you don't understand the examples;
• work as quickly and accurately as you can;
• skip over any questions you get stuck on, but make sure that you record the answer to the questions in the correct boxes;
• practise working without a calculator as you may not be allowed to use one, and revise basic mathematical operations if you haven't done numerical work for a long time; your careers service may be able to suggest some useful books.

Personality inventories
These assess what you are like as a person and how you might react in different situations. They are not usually timed, have no right or wrong answers, and are often used to help ensure you would fit into the employing culture and to identify a working situation which would suit you. You cannot practise for these tests, but you should answer honestly and avoid trying to second-guess correct answers. There are several personality inventories available across the Internet, but these are of variable quality and won't, in any case, affect your performance in a recruitment situation.

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In this kind of exercise you are given a set of papers relating to a particular situation and asked to make recommendations in a brief report. The subject matter itself may not be important; you are being tested on your ability to analyse information, to think clearly and logically, to exercise your judgement and to express yourself on paper. 'The exercise was very time-pressured and I made the mistake of reading all of the information given before starting to write anything down. I got the impression that not all of the info was supposed to be relevant and that they were testing our ability to sift through written material to extract the most important things.'

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In this type of business simulation exercise you are given a heaped in-tray full of company memos, telephone and fax messages, reports and correspondence, together with information about the structure of the organisation and your place within it. You are expected to take decisions on each item: deciding priorities, drafting replies, delegating tasks or recommending action to superiors, and so on. The exercise is designed to test how you handle complex information within a limited time, and gives you the chance to show you have the communication and planning skills necessary for the job. Some organisations also want to know why you have made certain decisions and may ask you to annotate items in the tray or discuss your decisions later.

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You may be asked to prepare a short talk for presentation to the other candidates and/or the selectors. Sometimes you are asked to bring a prepared presentation to the assessment centre, but usually it has to be prepared on the day. You may be given a subject or have completely free choice; it can be worthwhile to have a brief presentation on a subject dear to your heart already prepared. Whatever the case, try to avoid talking about anything too commonplace or technical. Remember that you could be asked supplementary questions, so it needs to be a subject on which you have further information to hand. Again, the subject matter is not necessarily important in itself; the organisation wants to know whether you can structure a talk and put information across effectively.

• Plan your presentation carefully along A-B-A lines: Tell them what you're going to tell them, tell them, and then tell them what you've told them.
• Limit your points to no more than six main messages.
• Pitch the level of your talk at your audience and keep it clear. Don't give too much detail.
• Support your ideas and themes with anecdotes, examples, statistics and facts. Don't be afraid to use humour appropriately.
• Aim for a conversational delivery and talk from notes, rather than memorising or reading from a full script. You may find it helpful to fold or cut notes to hand size (5"x 4" index cards are just right).
• Make eye contact at some point with all members of the group.
• Talk to the group, not at it.
• Keep to time. Bear in mind that your nerves can speed you up or slow you down on the day.
• Speak clearly, don't gabble or mumble, and talk louder than you think necessary.
• Be aware of your body language and don't fidget as you talk.
• Try to get someone to listen to you talk beforehand, so you know if you have any annoying habits, or if you repeat words like 'OK', 'er...' or 'you see' too often.
• If you are using an overhead projector, avoid walking in front of the screen, or reading the transparencies out loud to your audience. Refer to them by all means, but let them illustrate/back up/summarise what you are actually saying -images are generally more effective than words.
• Handle any questions using the mnemonic, TRACT - Thank the questioner, Rephrase the question for the rest of the audience, Answer the question to the group, Check with the questioner that they are satisfied, and Thank them again.

If you have been asked to prepare a presentation beforehand, make sure that you do and practise it in front of an audience. Even the most confident presenters come unstuck if they have not prepared sufficiently.

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Most graduate jobs involve you working with other people in some way, and most assessment centres involve a substantial element of groupwork. Whether you have to complete a practical task or take part in a discussion, the selectors are looking for your ability to work well with other people. It is important to remember that good teamworking is not necessarily about getting your ideas taken forward, but listening to, and using, others' ideas. There are some basic rules to follow in this type of exercise.
• Get a good grasp of any information you are given, but don't waste time on minute details.
• In the light of the information given, decide your objectives and priorities, then make a plan and follow it.
• Be assertive and persuasive, but also diplomatic.
• Remember that the quality of what you have to say is more important than how much you have to say.
• Actively listen to what everyone else has to say, through nodding, smiling and eye contact, and try to get the best contribution from everyone in the group. Don't assume that shy or quiet members have nothing to contribute.
• Find the balance between taking your ideas forward and helping the group to complete the task set constructively.
• Keep your cool and use your sense of humour.
• Make sure the group keeps to time.

Don't be put off if a member of your group takes over and dominates the conversation not allowing anyone else to have a say. The worst way to deal with this type of candidate is to try and compete and shout over them. A better way of dealing with the situation is to listen to what they have to say and then calmly suggest that other members have some input too. Even if this doesn't stop them the selectors will have heard you trying to include all members of the team, which will reflect well on you, much more so than just making your voice heard.

Group activities - practical tasks
As a group, candidates may be asked to use equipment or materials to make something - a paper clip and pipe cleaner bridge capable of taking a golf ball from one table to another, for example. The selectors are more interested in how the group interacts than in the quality of the finished product, but they are also assessing your planning and problem-solving skills, and the creativity of your individual ideas. As with any group activity, get involved - however silly you consider the task to be.

Group activities - discussions and role plays
You may be asked to take part in a leaderless group discussion, or in a more formal role-playing exercise where you are given a briefing pack and asked to play the part of a particular person. The assessors are looking for your individual contribution to the team as well as your verbal

communication and planning skills. 'Everyone was given a different company to represent, all of which wanted money from a central charity fund. We had to hold a board meeting to decide which were worthwhile in the area (we were given some information about this) and which met the criteria, and how much to give everyone.'

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For most candidates, an assessment centre represents the final round of selection activity, although some employers might invite you back for another interview or round of interviews. It is normal for an organisation to let you know when they expect to have made a decision and how you will be notified of that decision. Do not be afraid to ask if this has not been made clear.

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(Example from a major graduate employer)

Preparation
• Visit the website and read our recruitment brochure and any other recent information you can about us.
• Draw up a list of your main strengths, particularly those which you feel may be applicable for the area to which you have applied.
• Consider any areas that could be improved and think about how you will address them.
• Think of questions you may want answered at this stage.
• Plan your journey carefully so that you arrive in plenty of time for the start of the assessment centre.
• Try to make conversation with other candidates - it will help you when it comes to the group exercises if you have already formed relationships.

What to expect
• You will be one of six to eight candidates and four assessors - these are usually managers from the part of the business to which you have applied.
• You will be interviewed, asked to take part in a number of exercises, and given a numerical reasoning test. The exercises will be based on the type of work for which you have applied.
• The exercises, usually undertaken with a number of other candidates, will take the form of an in-tray or case study exercise, a presentation and a group discussion.
• At the end of the assessment, we will ask you for feedback on the process. This will have no impact on any decisions we make about your performance and we will encourage you to be honest in your comments.

Your performance
• You do not need to prepare for the assessment centre - we are not assessing what you know, but how you think. Be yourself - at your best.
• Listen carefully to the instructions given to you at the start of the day, and always read the information you are given carefully.
• Not everyone is good at certain exercises, but remember that the assessment centre will give you a number of chances to meet our criteria.
• Remain focused and motivated for the whole day. You will find it tiring, but we will be assessing your level of motivation throughout the assessment centre.
• You are not in competition with the other candidates, but with pre-determined criteria; it is quite possible that every candidate will achieve the standard, in which case offers will be made to all.
• Have fun and enjoy the day!

You will learn
• About how you react in different situations - you may identify strengths of which you were not previously aware.

• More about the company - recruitment is a two-way process. You will have the opportunity to talk with the assessors, and to meet a number of young graduates with whom you can talk informally over dinner. The dinner is not part of the assessment but will give you a chance to learn what life in the company is like and whether it is for you.
• More about the type of activities in which you may be involved if you are offered a position with us - the assessment is loosely based on samples of real work.

Criteria
We will assess your performance against predetermined criteria that we have identified as being important in our organisation:
• interpersonal skills;
• team working skills;
• communication skills - both written and oral;
• leadership skills;
• time management skills;
• listening skills;
• motivation and enthusiasm;
• data analysis skills;
• decision-making skills;
• influencing skills;
• creativity;
• integrity;
• initiative.

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Interviews are a crucial part of the recruitment process for most organisations. Usually applicants are interviewed after sending in an application form or CV for a particular position. The purpose of an interview is to give the selector a chance to assess you and for you to demonstrate your abilities and personality. It is also an opportunity for you to assess them and to make sure their organisation and the position are what you want. Don't forget that to have reached the interview stage you have already impressed the recruiters and they believe you have the ability to do the job. All you need to do is show them they are right!

The recruitment process for most organisations is designed along the same path; applications are received, either via an online application form, a postal form or a CV. Candidates are shortlisted and invited for interview. The interview format can vary considerably, as we discuss later, and can include assessment centres. The number of interviews also varies. Some companies are satisfied after just one interview whereas others will want to bring back a further shortlist of candidates for one or more interviews. If you are successful at the interview stage you will receive an official letter offering you the job. This booklet describes what you can expect at interviews and assessment centres, and takes you through to making a decision about any offers that may result.

Interview format
The nature of any interview is determined by the nature of the organisation to which you have applied, but there are various standard formats.

Chronological interviews
As the name suggests, these interviews take you chronologically through your life to date, and are likely to be based on your CV or completed application form.

 

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Telephone interviews
Telephone interviews are increasingly used by companies as an integral part of the recruitment process. Most commonly they are used as a method of initial screening, but some use them as far down the line as third or fourth interviews. The majority of companies inform you in advance and usually pre-arrange a time with you, but be prepared for those who just ring!

The important things to remember about telephone interviews are:
• It is just as important to make a good impression on the telephone. As with face-to-face interviews, first impressions count!
• Be aware of how you sound; there are no visual clues. Practise on the telephone with a friend, or record practice answers on a tape recorder.
• Make sure you allow enough time. Interviews can take up to an hour.

Be prepared. You could be called at any time so make sure:
• The message on your answering machine is suitable;
• Flat-mates are briefed to take a detailed message;
• The telephone is answered in a sensible manner - no silly comments by flat-mates, or loud music in the background;
• Keep a list of job applications by the phone, plus a copy of your CV, pen and paper, a diary in case you are invited to a meeting, questions to ask a potential employer.

Types of telephone interview
• Unannounced. Someone from the organisation, or a recruitment agency acting on their behalf, calls you after receiving your CV or application form. Questions are often similar to those asked at a first face-to-face interview.
• Prearranged. Here you are contacted beforehand to arrange a time to carry out a telephone interview. You are likely to be fully briefed as to the style of questions at this stage. It is possible that you could have an automated interview, where you are sent a Personal Identification Number (PIN) and asked to call the company within a specified time period. You are then required to respond to various statements via a touchtone telephone. The time you take to respond may be taken into account.
• Sales interview. This is only likely if it is appropriate to the job you have applied for. You are asked to try and sell something to the interviewer.
• Research interviews. Some companies ask you to carry out a piece of research prior to the telephone interview and ask you questions on it. For example if you have applied to the graduate recruitment scheme of a supermarket, they may ask you to carry out some customer research on a certain product or aspect, such as store layout, and then ask for your findings.

Video interviews
Although rare, these are not unknown, particularly if you have applied for a position overseas. As far as possible, you should treat them as traditional interviews; dress as you would for a conventional interview, address your answers to the interviewer (ie to the camera rather than the display screen) and listen carefully to the questions and instructions, asking the interviewer to repeat anything that you don't understand.

One-to-one interviews - As the name suggests, this is a meeting between the candidate and one interviewer. Try to develop a rapport between yourself and the interviewer.

Sequential interviews - In this case you have several interviews in turn with different interviewers. Usually each interviewer asks questions to test different sets of competencies. However, this is not always the case. You may find yourself answering the same questions over and over. If this does happen make sure you answer each one as fully as the time before.

Panel interviews - In this type of interview you are questioned by several people sitting on a panel. The actual number of interviewers can vary, but there is usually a chairperson to co-ordinate the questions, a specialist who knows about the job in detail and a personnel manager. Such interviews are popular in the public sector.
 

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Preparation is a key part of the interview process, but one to which many fail to commit enough time. Remember you only have one chance to make a good impression! It is normal to feel nervous at the prospect of an interview but preparation helps you handle these nerves once in the interview. There are three main areas to cover in your preparations: practical, mental and psychological.

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Here are some practical things you need to consider before you start thinking about mental and psychological preparation. It is useful to prepare a checklist to make sure you don't miss anything.

What format is the interview?
Try to find out:
• how long will the interview last?
• are there any group exercises?
• do I need to prepare anything?
• are there any other tests or selection methods being used?

Don't be afraid to ask if it has not been covered in the letter. Finding out as much as possible not only helps with your preparation, but also puts your mind more at ease.

Where is the interview?
Make sure you:
• know how to get to the venue and how long the journey takes;
• have maps, train times, etc in advance;
• check for any planned disruptions to road or rail services;
• leave plenty of time so you are not rushing;
• find out if travel and overnight accommodation are paid for, if necessary;
• check the physical access to the premises if you have a disability, and indicate any additional support that you might require in the interview, eg a communicator for the deaf.

What to take?
Plan what you want to take with you so that you can pack your bag or case in plenty of time. Things to consider taking are:
• the interview letter, with the name(s) of the person or people you are meeting and the address and phone number of the venue;

• a map of how to get there. Look at Streetmap if you have not been sent a map;
• a copy of your CV and/or your application form;
• key points you want to make and questions you would like to ask;
• money for a taxi in case you are running late;
• money to make a phone call if necessary, or a mobile phone (but remember to switch it off when you arrive);
• mints to make sure you smell fresh, a bottle of water - travelling can make you thirsty and you don't want to be running around trying to find a shop before your interview - and some tissues.

What to wear
Make sure you are dressed appropriately for the position you are being interviewed for. Some companies have a much more relaxed approach to dress than others, but always make sure you wear a smart version of the clothes usually worn by the people in the role for which you have applied. If in doubt wear a suit. You won't be criticised for being too smart, but they will make a note of it if you come in wearing a pair of jeans and a t-shirt!

Check the letter carefully, particularly if there is a social element to the interview (perhaps a dinner for candidates the night before), and be guided by any instructions that are given to you.

The following tips from employers should help:
• Ensure that you maintain impeccable standards of personal hygiene, but avoid using overpowering deodorants, aftershave or perfume;
• Appropriate dress - traditional rather than high fashion;
• Ensure your hair is neat and tidy;
• Ensure that your shoes and clothes are scrupulously clean and maintained. Unpolished shoes and missing buttons will not create the desired impression;
• Avoid inappropriate jewellery. Unless you are entering an extremely unconventional environment, the interview is not the place for obvious body piercings, ankle chains or personalised necklaces. Men should restrict any jewellery to cuff links, and a signet or wedding ring.

Men should:
• avoid short sleeved shirts;
• avoid gimmicky ties or socks. Socks, by the way, should never be white.

 

Women should:
• avoid very short skirts or very high heels - these can give the wrong impression;
• avoid appearing overly made-up;
• wear a jacket to look fully dressed for interview.

It is important that you look smart for your interview, but equally important that you feel comfortable. Wearing a brand new suit for the first time after three years in jeans may not be easy. If it is rare for you to dress up, get used to the feel of it; practise sitting down and walking upstairs, and generally 'break in' your new outfit, particularly shoes. Make sure that your interview outfit is ready the night before, get a good night's sleep and set off in good time.

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Try not to make the common mistake of learning parrot-fashion answers to questions you expect to be asked. Not only will it be obvious to the interviewer, but it is also likely that you will become flustered when you are asked a different question to one you expected or have to answer in a different way to how you had prepared.

It is important to think about the interview beforehand and how you may answer certain types of question, but prepare in relation to the competencies they are looking for (as detailed in the job description/person specification/advert) rather than actual questions. Think about how you will provide evidence of certain competencies and qualities. For example, if you are asked about being a team player, what evidence will you use to show this?

Make sure you cover the five areas below in your mental preparation.

Knowledge about yourself
It is important to remind yourself of the messages you have conveyed to the employer through your CV/application form, and to be prepared to discuss anything you have told them. Read through your application and imagine you are the interviewer. What questions would you ask in their shoes? Make sure that you can give at least one example (and preferably more) for each of the skills and attributes that the employer is looking for, and that you can talk about those experiences in a positive way. Ask yourself these questions:
• Why do I want this job?
• Why should this company select me?
• What are my ambitions?
• What are my strengths, weaknesses?
• What have I gained from my degree?
• What skills have I gained from my academic, work-related and extra-curricular activities?

The issue of if, when, and how to declare a disability is one which concerns some students when preparing for interview. It is important for you to think carefully about what information you want to get across about your disability and how you can best highlight the coping strategies you have developed. These will convey positive messages about your competence, motivation and perseverance.

Knowledge about the job itself
It sounds obvious, but it is important that you know what job you are applying for. It will be hard to explain how your qualifications, skills and experiences relate to the opportunity on offer if you do not have a clear understanding of what the job involves. Read professional journals, and try to speak with people already doing this work. Increasingly employers are putting profiles of employees on to their website, which can provide an insight into the day-to-day activities of certain roles.

You do not need to know to the second what you would be doing but an understanding of the types of activities you would be involved in is necessary. Ask yourself:
• What does the job involve?
• What skills will I need to perform?
• What skills, interests and motivation do I have for this job?
• What examples can I give from work, academic study or outside interests to show I have the skills the employer is looking for?

Knowledge about the organisation
This knowledge will demonstrate your interest and enthusiasm for working for this particular organisation and enable you to prepare some questions of your own to ask at the interview. Most employers will expect you to display some understanding of their business, its size, products/services, and the sector in which it operates. Memorising this year's financial performance is not necessary, but it is important to read some recent information about the organisation and to have an awareness of its competitors.

Make sure that you have read the graduate recruitment brochure and website and if possible get hold of a copy of the annual report. There are several websites, such as Vault and Wet Feet, which allow you to search for sector and company information. You can also use the Internet to search for information from newspapers (such as the Financial Times) and professional journals. IT-based tools such as Lexis-Nexis may be available through your careers service or university.

Questions to ask yourself:
• What do I know about this organisation/function/subject?
• What attracts me to this organisation/function/subject?
• What relevant work experience/degree modules/research project have I done?
• What experience do I have of relevant technical skills/techniques?
• What kind of training/additional skills would I like to gain?

Make sure that you are up-to-date with developments in the sector to which you are applying. What issues are affecting it? Is it in a state of growth or decline? How is the market changing or developing? How are the organisations in it responding? Be aware of the world you are seeking to enter and be ready to express your thoughts and ideas about what is happening.

Current affairs/commercial awareness
You may be applying for a job as an accountant or a marketing trainee, but do not be surprised if you are asked for your views on current affairs and issues of the day. An interview won't be a general knowledge test, but you should have an understanding of what is going on in the world at large. It is a good idea to listen to good news programmes and read a quality newspaper every day in the lead up to your interview.

Your questions
It is always good to prepare two or three questions that you would really like answered and that will show your genuine interest and demonstrate your knowledge. It can also be a good opportunity to reveal positive aspects about yourself that the interviewers' questions may not have elicited. Good questions to ask are those which demonstrate your keenness to develop within the organisation and take on responsibility. Questions about training or what the process is for moving up in the company are always good. A word of caution though - make sure these are relevant to the organisation. If you are being interviewed for a position in a company of ten people, then saying you would like to develop to managing director as quickly as possible is not realistic and may put an interviewer off as they will know your expectations are unlikely to be met. It can also be an opportunity for you to demonstrate your research into the organisation by asking about relevant articles you may have read. For example you might say 'I read in the newspaper last week that you are expanding into Europe. Is the company thinking of expanding into any other markets?'

Remember:
• Show interest. Ask about the job, organisation, employees, products, processes.
• Don't ask about pay, pensions, other perks. It is not appropriate at this stage.
• Don't ask questions which have already been answered in the graduate brochure or other literature sent out with the invitation to interview.

Taking your questions with you to the interview can make you appear organised and well researched. Make sure they are typed and are in a folder to keep them neat. Pulling out a screwed up piece of paper from your pocket will have the opposite effect!

It is worth remembering that the interview is also a chance to find out more about the role and the organisation so that you can make an informed decision if it is offered to you. You might want to ask:
• How will I be assessed/my performance appraised?
• What factors distinguish successful employees from less successful ones?
• What has happened to previous post-holders in terms of development?
• I see (for example) that you are expanding into Europe, what would be the chances of me working there at some point?

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Many people feel nervous when invited to interview. Ensuring that you have prepared yourself in practical and mental terms will go a long way to making you feel more confident on the day, as will reminding yourself that you have already done very well to get this far.

Approach the interview with confidence and a positive frame of mind. Selectors like to see enthusiasm, but they will not expect a word-perfect performance; if you make a mistake just forget it and go on. If you are very nervous, you may want to investigate ways to relax before your interview. Your careers or counselling service might be able to recommend suitable books or techniques to help you.
• Try breathing deeply and silently repeating the number 'one' to yourself at every exhalation.
• Try visualisation exercises as part of your preparation. Simply relax and visualise yourself being enthusiastic and successful at the forthcoming interview. Imagine yourself confidently answering questions and the interviewer being pleased with your performance. Preparing yourself for success can make success a more likely outcome.
• Try positive affirmations to eliminate any negative feelings. Identify your main concern about the interview (eg 'Everyone else will be better than me') and write yourself a positive statement, in the first person and in the present tense, to address it. In this situation you might come up with, 'I am the strongest candidate for the job'. Relax and say your positive affirmation to yourself - out loud if you can - at the start of the day, and repeat it whenever you are feeling nervous. Don't rush it, but think about what you are saying; affirmations can really work.

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The fact that you have been invited to interview is a sign that the selectors are already impressed with what you have to say. The next step is to show them that you are as good, if not better, than your application has suggested. All your preparation will stand you in good stead, but there is obviously a lot you can do to improve your chances on the actual day.

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First impressions are very important. An interview may well continue for 30 minutes or more, but studies have shown that someone forms judgements about you within four minutes of your meeting and that these judgements inform their subsequent impressions. Research shows that the first impression is made up as follows:
• 55% visual impact, ie dress, facial expressions and other body language;
• 38% tone of voice;
• 7% from what you say.

 

This doesn't mean that all is lost if you are very nervous at the outset, but try to create the best first impression you can. A warm smile and firm handshake always help. It is worth remembering that you need to make a good impression on everyone you meet, so be courteous to all.

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Body or non-verbal language might be defined as 'what we say without saying anything'. Much of the impact you create at interview is based on your non-verbal presentation.

Non-verbal presentation is composed of:
• How you look - This was covered in the practical preparation section.
• How you walk, sit, act - Sit reasonably upright. Slouching or leaning too far back in a chair can give the impression that you are too casual and laid back about the whole thing. If you have a tendency to flap your hands around a lot then try to hold them together lightly on your lap. However, don't cross your arms as it can make you appear defensive. Moderate hand movements are perfectly acceptable and can bring the conversation to life.
• Your eye contact - Good eye contact is essential. It is an excellent way of conveying your interest in the job. Looking downwards or at anything other than the interviewer can make you appear disinterested and insincere. Maintaining good eye contact can also help you gauge the interviewer's reaction to what you are saying and whether you should be expanding on your answers. Panel interviews are more difficult. The best advice is to look at and answer the person asking the questions, with a glance from time to time at the other interviewers. One word of caution - try not to stare! A good tip to avoid doing this is to have a glass of water to sip, enabling you to look away when you pick it up. This is also a good technique for providing 'thinking time', as we will come on to later.
• The style, tone and delivery of your voice -Try not to talk too fast and keep your tone moderate. This can be difficult when you are nervous, but take a deep breath before you start to answer a question and work on keeping your answers concise. Practice beforehand is very useful in monitoring your speed and tone. Also make sure you don't use any slang and watch out for too many ers and urns. Again, practising beforehand, especially in front of someone, can help you identify any habits.

• How confident you appear to be - Try to relax. Much of an interview is about deciding whether you will fit into the organisation, so try to smile and establish a rapport with your interviewer.

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With thorough preparation, you are in a good position to display your knowledge of yourself, the job and the organisation to which you are applying. Remember that, although they are asking most of the questions, some interviewers are inexperienced and untrained. Not only does this mean they may be nervous too but also may not be practised in getting the best out of you, so you need to make sure you are providing all the information they want to hear in your answers. A question commenting on your choice of university, for example, provides an ideal opportunity to highlight your ability to weigh up several options and to exercise your judgement, as well as to mention any other motivating factors that you feel reflect well on you. The following points may help.
• Be yourself. If you adopt a new persona for the interview the result is likely to be insincere and transparent. Even if you are offered the job, you may discover later that it's not right for the 'real' you.
• Remember that honesty is the best policy and if it is discovered later that you have been dishonest you are very likely to be dismissed. Admitting, for example, to a period of poor motivation during your A-levels shows more integrity than blaming someone else for poor grades, so don't feel that you should cover up these incidents, rather present them positively as learning experiences. Having said that, the interview is not a confessional, and although you have an obligation to tell the truth, you do not have to tell the whole truth.
• Be prepared to talk; avoid yes/no answers and expand as often as possible. Don't, however, over-communicate; it can be tempting to talk too much. Take your cue from the interviewer, and if you are not sure that they have heard enough, ask, 'Would you like me to continue?'
• Pace yourself and try not to talk too quickly.
• Ask for clarification if you need it; this not only helps you to answer the question that has been asked, but also demonstrates confidence and control.
• If you need a moment's thinking time take a sip of water, if available, providing you with an opportunity to think.
• Try to use examples from several different experiences rather than concentrating on just one aspect of your life. Employers like to think that there is more than one thing that motivates or interests you.
• Smile and try to appear relaxed and confident.
• Above all, be positive. Don't say 'but'. If you need to have a 'but' in a sentence the words after it are not positive, so don't need saying. Many people play down experiences they have had saying things like, 'yes I have worked as part of a team, but this was only in a bar at weekends'. The experience you gain working in a bar can be invaluable, so a more positive way of saying this would be, 'I worked in a busy bar at weekends with three other staff and we needed to make sure we worked well as a team in order to keep the queues down and keep our motivation up'.

Remember that recruiters lay themselves open to legal action if they discriminate on grounds of gender or race, and that you can politely decline to answer direct questions about, for example, your marital status or whether you have a girl/boyfriend.

Difficult questions
You may feel that there are certain questions which would completely flummox you. Questions often perceived as particularly difficult include those which appear to be an invitation to shoot yourself in the foot, such as:
• What is your biggest weakness?
• What would you say has been your greatest failure?

... and those which ask you to think about yourself in a different way, such as:
• How would your friends describe you?
• If you were an animal/biscuit, what would you be?

The rules for answering these are the same as for any other question, and one of the reasons that they are asked at all is to see how you react. Relax, be honest, keep in mind the points that you want to make about yourself, and turn the matter around so that you can emphasise the positive whilst minimising weaker areas. You might, for example, in answer to the first question, say that you tend to be a perfectionist which can cause time management problems, but that you have realised this and now ensure you allocate your time effectively to meet deadlines. You could go on to explain how you have done this, maybe through a time allocation chart. This answer demonstrates that you have accepted you have a weakness and have adapted your working style to turn it into a positive.
 
The strategy can also be used with questions in the second category, most of which ask you to think about yourself in a different way. It is unlikely that your friends, when asked to describe you, would highlight all of the strengths that you yourself would like to lay claim to, but the question focuses very much on your relationships with other people, particularly those close to you. Your answer could easily cover your loyalty, your understanding or your readiness to help. The problem is that it is sometimes difficult to say, 'My friends think I'm loyal...' without sounding rather presumptuous, and you may find it easier to preface these glowing attributes with, 'I think that my friends would say...' or, 'I hope that my friends would say...'.

Remember the power of silence, and don't talk yourself out of a job whilst you are trying to fill silences left by the interviewer. These silences are rarely as long as they feel at the time, and whether the interviewer is simply gathering their thoughts or, more deliberately, seeing how deep a hole you can dig for yourself, it is up to you how much and what you say.

 

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This is the chance to ask those questions you prepared earlier. If they do not give you the opportunity, assert yourself politely and say you have a number of things you would like to raise and ask if this is the appropriate time to do so. Alternatively, you may feel that there are key points you have not been given the chance to make. If it feels right to you, thank the interviewer for their time and reiterate your enthusiasm for the job for which you have applied. Above all, end the interview on a positive note.

What next?
If the employers have not already made the next step clear in terms of when they expect to let you know the outcome, go ahead and ask them.
 

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As online recruitment grows, the traditional paper form is becoming less important - not just with IT firms or global multinationals. Candidates increasingly expect to find online procedures in place as a means of assessing how effectively organisations run both recruitment and their businesses.

 

Recruiters believe that the Internet often works better than the traditional method, particularly in terms of speed.

 

'Employers are beginning to realise just how frustrating it is for students to fill in a four to five page application form and then wait weeks... Web-based applications can make the whole process far quicker and easier. A response within a day will soon be the standard all employers will need to strive for.'

 

What is important to remember is that the basic rules of recruitment remain the same - the job still comes through a job advertisement, or through your details being on a database.

 

All the Internet does is widen the access and enhance the application procedure for both parties. There are three facets to online recruitment - the job site, the corporate site and the database site.

The job site is the equivalent to the situations vacant pages of a newspaper with some offering thousands of vacancies globally (The Monster Board, Stepstone, Total Jobs).

Once you have decided you are interested in a post, a job site will ask you to send your CV via the Internet or fill in an online application form. But be sure that the site is established and reliable - there have been examples of sites listing fictitious vacancies, and then forwarding the CVs received, without permission, to hundreds of employers. So ideally the sites you use should have established user protection through password control.

The corporate site is bound to be helpful for research prior to making an application. Many of those listing vacancies on the site ask you to leave your details there, so they can e-mail you back if interested in taking matters further.

The database site is the fastest growing type of site, run by the bigger Internet-based recruiters. They ask candidates to complete an extensive online questionnaire that builds a profile of their skills, which is then matched against employers' requirements.

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• You need to take the usual length of time for form filling - even if the invitation on site is to take 15 minutes to apply. All the usual rules apply - finding out as much as you can about the job and the employer and matching your skills and qualifications to their requirements.
• Pay attention to the instructions - register by creating a password that you should note so you may return to it later.

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Expect the online selection process to extend to tests of various kinds also in the future - aptitude tests, self-assessment/personality tests. When this happens, you will have one chance only to answer the question, usually with no going back available; make sure to follow the instruction carefully and set aside sufficient time without distractions around. Using Prospects Planner - the careers services career choice program - gives good practice in working this way.
 

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Extracurricular activities: 'Give details of your main extracurricular activities and interests to date. What have you contributed and what have you got out of them?'

These activities provide opportunities to develop skills that would be useful in the workplace and your answers should show you recognise this. Listing things that look good is less important than supplying evidence. Give examples of how your interests/hobbies have developed your skills, for example in teamwork, business awareness etc. Try to show results in terms of objectives set and achieving improvements.

Problem-solving skills: 'Give an example of a problem requiring analysis. What methods did you use and what conclusions did you reach?'

Your answer here should concentrate on the process through which you worked to solve the process, rather than giving an account of the problem itself. Highlight examples of, eg initiative, creativity you showed in solving the problem, as well as introducing any teamwork dimension.

Setting yourself a goal/overcoming obstacles: 'Give an example of when you set yourself a demanding goal and overcame obstacles to achieve it'

'I was a committee member of our local charity. We had a target of raising £20,000 for a new children's play area. I recognised the opportunity for gaining sponsorship from local companies and set a personal target of £10,500. I developed a personalised letter to the firms offering them the chance to sponsor pieces of play equipment (from £5.00 for a book to £1,500 for a climbing frame). I followed up each letter with a visit to present my proposal. I raised £13,000 by my efforts.'

Career choice: 'Explain why you have applied'.

The answers you give here need to show awareness of the skills and qualities needed in the job. You should show how you have developed these and give specific examples. This is where any research you have undertaken related to the job or organisation will pay off.

This response succeeds through supplying concrete evidence on the situation, the actions taken and the results achieved.

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• Leave it for a while, before re-reading it.
• Check for spelling, gaps etc. The form should be well presented with concise full sentences.
• Read again (out loud is best), particularly the free-writing sections.
• Be sure that the form carries your name, address etc correctly.
• Staples are better than paper clips for any additional sheets of paper
• Enclose a letter of application/covering letter if you decide it is necessary.
• Use an appropriate size of envelope and make sure to address it correctly, using the right form for the right employer.
• Photocopy the completed form and hold on to it with the advertisement.

 

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Many universities now provide the opportunity for students to participate in career and personal development planning. This is excellent preparation for job/career applications as it enables you to consider the skills, strengths and abilities that you possess and have developed that are required by employers. If you have not had the opportunity to undertake this then take the time to do a careful review or self-assessment of what it is you have been doing and the skills you have acquired. This will make it easier for you to demonstrate a match with the employers' requirements. Before attempting an application form or CV, your self-review should analyse every aspect of your life and experience in terms of the skills you possess. This process is made simpler if you consider the key events in your life so far:
• academic achievements;
• responsibilities - past/present;
• course projects/dissertations;
• learning outcomes;
• work experience;
• voluntary work;
• extracurricular (clubs, societies).

Consider each activity in terms of the skills developed and list them. What exactly did you have to do? Work in a team? Communicate verbally or in writing? Lead or manage a group or project? Deal with the public? Solve a problem? Adapt to another culture, perhaps using another language?

Once you have mapped your thoughts on paper you can develop and organise them into a clear profile of your skills and achievements. This will help you to provide the necessary evidence to meet the employer's requirements.

If you find yourself short of ideas when undertaking these activities try this as an example of considering your personal skills.

Advising individuals	Counselling people
Arranging social events	Delegating responsibility
Calculating numerical data	Dispensing information
Checking for Accuracy	Drafting Reports
Classifying records	Editing documents
Coaching individuals	Handling customers' complaints
Compiling figures	Inspecting
Constructing buildings	Interpreting data
Co-ordinating Events	Interviewing People
Corresponding with Customers	Managing Staff
Mediating between People	Maintaining Records
Motivating others	Recording data
Operating equipment	Repairing mechanical equipment
Organising People and Work	Reviewing
Persuading others	Running meetings
Planning agendas	Selling products
Preparing Charts or Diagrams	Serving the Public
Programming microcomputers	Setting up demonstrations
Promoting events	Speaking in public
Protecting property	Supervising staff
Raising funds	Teaching
	Using Computers

 

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You will achieve most success with your applications if you have thought through which careers might offer you greatest fulfilment, matching your skills, interests and motivation. There are many attractive or fashionable careers (eg media, banking, publishing), which seem glamorous, well paid or unusual. However, are they right for you?

Consider the following:
• Which skills and abilities do you most enjoy using?
• Do you prefer to work with people - the general public, individual clients or in a team?
• How important are high earnings?
• What about security?
• Do you want a career that requires you to be mobile, or do you prefer to remain based in the same place?
• Is your subject important in choosing a career?

These are the kinds of questions that help you understand your needs in work. There is plenty of information available in your careers service to help you answer them and identify your requirements in work. Important among these is Prospects Planner. This is a computerised guidance system that will enable you to match your personal profile against a database of over 400 occupations, suggesting which will fit your interests, motivations, degree subject etc. If you take the time and trouble to assess yourself in this way before you make any applications you should make better career choices, save some valuable time and effort and be more successful.