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Interview Handbook

Pre-Interview Research ................................................................ 4

Prep .............................................................................................. 6

Dress Manners Location Body Language Speech

Types of Interviews ....................................................................... 8

STAR MethodBehavioural Definitions ............................................................... 11

Competency Interview Questions............................................... 13

Traditional Interview Questions .................................................. 16

What to Do if You Trip Up Management Styles Understanding Curveball Questions

Explaining Why You Were Let Go .............................................. 24

Wrapping Up ............................................................................... 25

Questions to Ask Questions Not to Ask Saying Goodbye Following Up

Checklists ................................................................................... 26

Contents

Overview

From what to say to what to wear, there are a lot of things that need to be considered before walking into a job interview. This guide offers a comprehensive overview of everything you need to do to prepare and give yourself the best chance of nailing the interview and securing your dream job.

Over the years, we have accumulated a wealth of information through our quarterly Employment Market Monitors. Many of our findings will be discussed throughout this handbook, but there are a few interview statistics you should bear in mind:

60% of employers admit to putting candidates ill at ease during interviews to see how they’ll react. Be prepared for this, and don’t let anything psych you out.

80% of employers decide on whether or not a candidate is right for the role within the first five minutes of meeting them, so make sure you make a great first impression!

95% of employers prefer practical experience to academic experience. While a combination of the two is your ideal scenario, try to focus on your practical experience wherever possible.

96% of employers say they would choose someone with less pertinent skills but a good attitude over someone with the right skills set, but a bad attitude, so let your personality shine through.

With all that in mind, let’s look at how you can prepare for anything and everything that could come up.

About Cpl

Cpl Resources plc. is Ireland’s largest recruitment agency and a global provider of staffing, recruitment, training and outsourcing services. We recruit across a wide variety of industries and functions including: Technology, Science, Engineering, Office Support, Finance, Legal, Marketing, Administration, Customer Support, Retail, Banking, Construction, Sales, HR, Supply Chain and Hospitality. Our job is to find the best candidates for our clients and to find the best jobs for our candidates.

The group is made up of four key pillars - Recruitment, Healthcare, Learning & Development and Outsourcing – across 38 offices and 10 countries.

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Pre-Interview Research

Conducting thorough research on a company before an interview shows the interviewer that you are enthusiastic and serious about the opportunity at hand. Research also makes it much easier for you to know how to frame your answers, so the more you prepare, the more likely you are to get the job.

WEBSITE

The obvious place to start is the About Us page on the company website. You should also look for a section on the company culture, values etc. and see if they have any brochures or downloadable content you can read.

Blogs or news sections will reflect what they hope to achieve with their public perception, and will also tell you what activities they have been involved in recently. Larger businesses may have Quarterly Business Reviews that cover topics such as investments, risk factors, and strategy. These can provide valuable information, particularly if you are up for a finance or business development role.

SOCIAL MEDIA

Social media gives you an idea of the company brand: the things they talk about on social media will tell you how the company wants to be perceived, and how they talk to their audience. You can check their social pages for comments and reviews from other people. You may also find videos of company activities, sponsorships, events, and overviews that will help you get a better understanding of their brand.

NEWS

Businesses usually only make the news for very good or very bad reasons. Either way, if they’re in the news, you should know. After searching the company name on Google, click the news tab at the top of your browser. You can then click ‘Search Tools’ and choose to see results from the past week, month, year, etc.

Pre-Interview Research

LINKEDIN

Your network is your best source of information, and LinkedIn can help you identify who you know that works in the company in question. Simply search the company name, and on the left, click ‘People’ and ‘1st Connections’. Knowing someone who works in the business will give you an inside view of the company, interview tips, and an idea of the person you’ll be meeting with. If you don’t know anyone in the company, or have a connection to someone who does, ask someone who works in the same sector how that business is regarded.

GLASSDOOR

Glassdoor is a site for current and former employees to review their employers, meaning it can offer unparalleled insight into the pros & cons of a business. Most businesses will have a Glassdoor profile with reviews from current employees, notes on real interviews others have attended there and insight into company wages, which could help when negotiating salary.

KNOW YOUR CV

According to our own research, 4 out of 5 jobseekers lie on their CV, while 2 out of 3 employers have spotted lies on CVs. The best advice we can give when it comes to your CV is never to lie, because it will come up at some stage. Whether you stumble in the interview, or arrive on day one and realise you have no idea what you’re doing, lying will only cause trouble.

Once you’ve cleared your CV of all fibs and exaggerations, you need to make sure you know exactly what’s in it. It may include points that you rarely think about, but that make the interviewer curious. It’s also crucial that you can detail the outcomes of the projects and responsibilities on your CV, not just the duties themselves. Stumbling on a question about your own CV will make you look ill-prepared at best, or untrustworthy at worst, so make sure you know it backwards and forwards every time you go into an interview.

KNOW YOUR INTERVIEWER

Some job ads will ask you to contact a specific person when applying for the role. If you put thought into the application, you will have addressed it to them specifically. So why not look them up too? Often the person doing the hiring will be working closely with the successful candidate, so it’s a good idea to see what kind of person they are, the role they play in the company, and what their background is. Knowing your audience in an interview makes it a lot easier to know how to connect with them, so find out what you can. Just don’t ask them how their trip to Florence was, or how Alex and the kids are getting on: according to findings from our Q3 2016 Employment Monitor, 47% of employers would reject a candidate for being overly familiar in an interview.

Find out who their biggest competition is by looking at the “People also viewed” section on their LinkedIn page.

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Prep

DRESSING FOR THE JOB

Our Q3 2016 Employment Monitor found that roughly half of employers would reject a candidate for dressing too casually at the interview, so don’t make any assumptions. It’s always better to be overdressed than underdressed. While your clothes may reflect how seriously you take the opportunity at hand, your hygiene reflects how seriously you take yourself. An unsurprising 81% of employers said that they would reject an interview candidate with poor personal hygiene, so if you’re wondering whether or not you’re clean enough to show up, you’re not.

REMEMBERING YOUR PS & QS

There is one mistake interviewees often make that few ever even realise: forgetting that you’re not just meeting the interviewer, you’re meeting everyone along the way too. So if you’re all smiles and compliments in the interview, but you treat the receptionist like the help, you’re not going to get the job. Even if you did, you’re just going to make your work life far less enjoyable. So be respectful from the minute you leave home, not just when you think you’re being watched.

THE HANDSHAKE36% of employers state that they would reject a candidate who has a poor handshake. This might seem like an archaic way of judging a person’s character, but a study published in the Journal of Personality and Social Psychology had 4 judges rate the handshakes of 112 people, and found that they agreed whether a handshake was good or bad 92% of the time. The criteria for judging were strength, vigour, duration, eye contact, and completeness of grip, so practice with a friend and bear these in mind.

FINDING THE LOCATION

If possible, doing a dry run at the same time of day is the best way to ensure you know where you’re going. Otherwise you can use Google Streetview to see if you can identify the building through any sort of signage or clear numbering. Ninety-six percent of employers say being late will cost you the interview, so you should always try to be in the vicinity at least 20 minutes before the interview is due to start, and actually head into the building 10 minutes before. Don’t confuse showing up early with making a good impression. It’s alright to arrive a few minutes early, but showing up way too early will just throw the hiring manager off their schedule.

Prep

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BODY LANGUAGE

Body language can reveal a lot about an individual, and is one of the main aspects of a candidate that an interviewer will focus on. A study by psychologist Albert Mehrabian concluded what we say accounts for about 7% of our overall communication, how we say it makes up 38%, and the remaining 55% is based on our body language. Other studies have also shown that nonverbal communication is about 4 times more influential than verbal communication, so awareness of your body language could make or break the interview.

Eye contact: Avoiding eye contact can make you come across as untrustworthy, while too much eye contact could make the interviewer uncomfortable. Make it clear that you’re paying attention to the interviewer by looking at them and nodding, but don’t stare. Strike a balance to avoid giving the impression that you’re either lying or not paying attention.

Sit up straight: Posture is a primary factor in demonstrating authority. Slouching can come across as indifferent, so sit up straight.

Don’t cross your limbs: Crossing your limbs, particularly your arms, can cause you to look closed off or hostile. Gesturing as you speak will make you come across as more natural and relaxed, while planting your feet firmly on the ground is said to help you switch between creative & logical thought.

LEARNING TO SPEAK

Although the bulk of communication is nonverbal, you still need to be aware of how you speak. Your main goal is to prove that you can be professional, and that you know what you’re talking about. Don’t try too hard to sound fancy, and avoid using lots of buzzwords. Focus on the substance of what you’re saying instead of the words you use, but don’t forget that you’re talking to a potential boss. Research from our Employment Monitor found that 47% of employers would be put off by a candidate who is overly familiar in an interview. It’s always better to err on the side of professionalism, even if the interview seems relaxed. In terms of tone, try to be composed, friendly, natural, and confident. A study conducted at Duke University in which 320 participants were played audio of 64 people just saying “Hello” found that they preferred those with deeper voices over 90% of the time, regardless of whether the candidate was male or female. This doesn’t mean you have to sound like James Earl Jones, but it could help you sound more authoritative and confident to use the lower end of your chords a bit more..

MIRRORINGMirroring is an easy way to make sure that your tone matches that of the interviewer. After meeting the interviewer, take note of what they do with their body, hands, voice, head, and face. Use their actions as a guideline for how to act and speak, such as by slowing down your rate of speech. By letting them set the tone, you’re ensuring that you remain appropriate throughout the interview.

Google Maps’ “Arrive by” feature will calculate your route to a location, taking traffic into account, and reminding you when you need to leave on your phone.

Types of Interviews

Once you know that you’re going in for an interview, one of the most important things to find out is what kind it is. Depending on the line of work you’re in, some interviews may be more practical than conversational, while others could be more casual than formal. The format could change from interview to interview, and while most of what we discuss in this handbook will apply to more or less all of them, it’s a good idea to have an understanding of each.

ONE-ON-ONE

As the name suggests,these are interviews where it’s you and the interviewer in a room, and nobody else. Follow the guidelines in this handbook, and you should be completely prepared for such an interview.

PHONE

Phone interviews are typically used for first round interviews when there are a large amount of applicants, or for roles that involve a lot of speaking over the phone, such as telesales.

• Make sure you’re in a quiet place with good reception. Always choose landline over mobile

• Have your CV and some short notes about the company in front of you

• Since you’re relying solely on your voice, be conscious of filler words such as “um” or “like”

• Use notes for reference only - don’t read pre-prepared answers, it will be obvious in your voice

GROUP INTERVIEW

Group interviews involve one hiring manager interviewing multiple candidates at the same time. They are used when businesses need to hire numerous people into the same role at once e.g. retail.

• Speak up whenever you can to show initiative & friendliness

• Be sure you remember everyone’s name, not just the interviewer

• Questions may be vague in order to apply to everyone, so give specific, detailed answers

• Be prepared for curveball questions, which are very popular for group interviews (see pg 20)

PANEL INTERVIEW

Panel interviews are those in which you meet with several people from the business at once. Panel interviews are relatively rare, usually reserved for more senior positions, or roles that involve working with a number of different people across various areas of the business.

• Know how many people you’re meeting, and who they are

• Research their respective areas, and think about how they relate to the role on offer

• Make sure to speak to and look at everyone equally with each answer

Types of Interviews

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ASSESSMENT INTERVIEW

Assessment interviews typically involve setting the candidate a task, and evaluating their performance. You will be notified in advance if the interview is a test interview, so you should know whether or not you can do what is being asked. Look up some of the most common problems people have with the subject or system you’re being tested on, and familiarise yourself with the solutions. FAQs or support boards such as Quora & Glassdoor are a great place to find out the kind of issues people are having. You could also practice with someone who doesn’t know the subject matter, and walk them through the process. This will help ensure you can explain things in an effective manner.

PRESENTATION INTERVIEW

Although not a hugely popular choice of interview format, presentation interviews do happen. There are a few ways to ensure it goes as smoothly as possible.

• Know how long the presentation should be, with room for questions

• Put the presentation on a USB, Dropbox, and in your email, so you can access it no matter what

• Keep your slides light. Don’t use them as a script, or include everything you’re going to say

• Make sure you cover everything that would come up in a one-on-one interview

SKYPE INTERVIEW

A Skype interview should be treated with the same seriousness as any other interview. But different things can go wrong in a Skype interview, so proper preparation is crucial.

• Have an appropriate username• Update your Skype. Run an internet, video, and

sound test the day before, and on the day • Test call a friend for a few minutes to ensure the

stream doesn’t drop or freeze • Make sure the room is well lit, clean, and tell

anyone at home that you can’t be interrupted • Look into the camera, not the screen, to

establish eye contact • Don’t search for answers online - if you’re

caught, you’ll be ruled out • Close everything but Skype, so no notifications

interrupt the interview

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Types of Interviews

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COMPETENCY-BASED INTERVIEWS

The most common types of interviews today are Behavioural or Situational, otherwise known as Competency Based Interviews. The philosophy behind Competency Based Interviews is that Past Performance is the best indicator of Future Behaviour. Interviewers ask a set of specific questions based on an employer’s requirement for a specific job role and candidates are expected to demonstrate their level of competency by giving examples from their past.

You should answer these questions using the STAR Approach. In doing this you will tell your story to persuade the interviewer you’ve got the right skill and experience for the job. This is a time to talk about yourself. Use “I” alot

By using this step-by-step method you will be able to answer each question in a systematic way without forgetting the important things.

STAR ApproachSituation

Explain the situation by setting the context and be clear and informative with your information. Where were you working, how many people were on your team, who the client was, why it was important and so on.

Task

Explain the Task/Objective of the project. What were you trying to achieve? Why? Who else was involved and what specific aspects of it were you personally responsible for.

Action

Explain what YOU actually did and HOW. Describe the steps you took to complete your task; what were the barriers and how did you get around them; what negotiations you had; who else was involved or impacted; what innovations did you think of and what skills you used to achieve the task

Result

Explain what the end result was. Were things better because of what you did; Any quantifiable improvements or gains; What did you accomplish and what did you learn? What feedback did you receive; What would you do differently next time; What did you learn from this.

Although the skills required to ace an interview will vary from role to role, there are some that can be applied across the board. Familiarise yourself with these behavioural definitions & competency based interview questions by preparing a couple of STAR examples for each one. Then try to weave them into the interview as naturally as you can. Doing this will make your answers more relevant and informative, giving you a much better chance of leaving a lasting impression. See if the company you’re interviewing with has any Core Values, or a Mission Statement, and try to work those points in as well.

ADAPTABILITY• Adapting to changing situations

• Thinking on your feet

• Effectively managing changing needs and priorities.

CUSTOMER FOCUS• Emphasis on clients’ needs & perceptions

of the business

• Nurturing client relationships

• Ability to understand a clients’ needs in the context of your expertise

• Going the extra mile

COMMUNICATION• Keeping all relevant people involved in your

work at all times

• Communicating your ideas to others, listening to, and providing feedback on theirs

• Being respectful of co-workers

• The ability to clearly explain a complex concept to others

INITIATIVE• Proactively identifying ways to contribute

to the company’s mission, values and goals

• Achieving results without having to be prompted

• Identifying and acting to address problems and opportunities

RESILIENCE• Working productively in a pressurised

environment

• Keeping emotions under control during difficult situations

• Maintaining a positive outlook at work

• Handling criticism well and learning from it

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Types of InterviewsTypes of Interviews Behavioural Definitions

Behavioural Definitions ORGANISATIONAL AWARENESS

• Understanding of the structure, culture, and operating methods of the business

• Being aware of what’s happening around the business

• Getting involved and working with other departments

• Understanding the business values & goals

• Knowing their challenges & competitors

PROBLEM SOLVING

Step 1: Identifying – Something is preventing a goal from being achieved

Step 2: Analysing – Why is this occurring?

Step 3: Targeting – Setting new goals

Step 4: Examining – Looking at all possible solutions

Step 5: Deciding – Choosing a course of action from the options available

Step 6: Implementing – Putting your choice into action

Step 7: Measuring – Examining the impact of the new course of action

RESULTS DELIVERY

• Focusing on what is being achieved, not what is being done

• Constantly thinking about the end result

• Coming up with innovative new ideas to improve results

• Identifying tasks that are not fit for purpose

• Always looking for ways to self-improve

TEAMWORK

• Friendly, outgoing, and easy to get on with

• Effectively involving and communicating with the whole team

• Identifying strengths & weaknesses

• Knowing where everyone is best placed on the team

• Working as part of a whole

• Supporting the team, regardless of whether you benefit as an individual

PLANNING & ORGANISING

• Clarifies the objectives

• Plans activities and projects well in advance and takes account of changing circumstances

• Manages time effectively

• Monitors performance against milestones and deadlines

Competency Interview Questions

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Here is a selection of competency interview questions you could be asked in an interview:

AdaptabilityTell me about a time when you felt it was particularly important that you adapted your behaviour to suit the situation. • What was effective about the way you adapted your behaviour?• What did you learn from adapting your behaviour? • How were you able to take into account any differences in culture or religion of those involved?

Give me an example of a time when you had to accept a change initiative which came from higher up in the organisation • How did you feel about adapting to the initiative?

• What did you do to ensure the initiative was accepted?

• How successful did you feel the initiative was?

Describe a time when you had to deal with an ambiguous situation at work • What did you find difficult to deal with about the situation?

• How did this affect your performance?

• What would you do differently in future?

CommunicationTell me about a time when you had to have a conversation with a co-worker or customer with whom you had a language barrier? • How did you ensure that you were being understood?

• How did you feel about the process?

Give me an example of how you keep others informed of issues, recurring problems or suggestions for improvement. • Are you more likely to speak to a co-worker/boss?

• How do you share your ideas?

• How do you tailor your communication to who you’re speaking to?

Describe a talk or presentation that you recently gave. • How did you tailor it to suit the audience?

• How did the audience react?

Customer Focus Tell me about an occasion when you had to work hard to meet the needs of a customer. • What steps did you take?

• What was the outcome?

Tell me about a time when a customer or co-worker made unreasonable demands on you. • What did you do?

• How were the demands unreasonable?


• How did it make you feel?

Describe a situation during which you had to deal with an angry customer or co-worker. • Why were they angry?

• What did you do?

• How did you feel about it?

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InitiativeDescribe a situation when you recognised a potential problem as an opportuity. • What did you do & what was the result?

• What, if anything, would you have done differently?

Tell me about a project you initiated. • What did you do & why?


• Were you happy with the result?

Organisational AwarenessDescribe a situation in which you identified a controversial issue within your organisation. • How did you handle the situation?

Planning & OrganisingGive me an example of when you had to work to a tight deadline. • How did you monitor progress?

• What problems did you encounter?

• Would you have done anything differently?

Describe a time when you had to plan a project. • How did you organise it?

• What contingencies did you have?

• What was successful/unsuccessful?

• What would you do differently next time?

Problem Solving Tell me about a time when you solved a difficult problem.• How did you identify the problem?

• How did you go about gathering the necessary information?

• How did you identify the best solution?

Describe a situation in which you recognised a problem & devised a solution to it. • Explain the nature of the problem, the solution you devised & the most difficult obstacle you encountered when solving the issue.

• What did you do to ensure the succesful implementation of the solution?

Resilience Describe a situation where you were working under a lot of pressure.• What was the reason?

• How did you resolve it?

• What did you learn & what would you do different next time?

Tell me about a time when you were given unfair feedback• Why was it unfair?

• How did you handle it?

• What steps did you take to reboost your confidence?

• What did you learn from it?


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Results DeliveryTell me about a time you acheived a goal.• How did you approach & achieve it?

• What were the barriers?

Tell me about a time you improved the way things were done on the job.• How did you identify what needed to be changed?

• Who else was involved?

• What was the result of the change?

Describe something you have done to improve the performance of your team.• What was your goal?

• What behaviours needed to change?

• What tools or methods did you use?

TeamworkGive me an example of a time when you had to be particularly supportive to others. • How did you identify what type of support was needed?

• To what extent did you feel you understood their feelings & concerns?

• What factors did you consider when deciding how to support them?

Tell me about a time when you had to adapt to work more effectivley in a team. • How did you approach this?


• What did you do to build team spirit?

STAR METHODThe STAR technique enables you to demonstrate your relevant experience with the interviewer in a methodical manner.

We recommend doing significant preparation in advance of the interview on each of the competencies that are stated in the job spec so that you are fully prepared and have some strong examples to give.

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Traditional Interview Questions

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What has been your greatest achievement?This can be an uncomfortable question for many people but as cliché as it may sound, you have achieved more than you think. Things you consider normal could be viewed as outstanding achievements by other people, so you might have to take a while to think this one over. Winning a trophy at school is just as good of an answer as saying your greatest accomplishment was working two jobs to support yourself, or that you once closed a big deal at work. This question is more concerned with what you consider an achievement and how dedicated you are to your goals than whether you changed the world.

What was your biggest setback?In any interview, you are likely to be asked about problems you overcame to get where you are. Your biggest setback doesn’t have to be work-related. It can be anything that stood in the way of your career, but that you overcame. The purpose of this question is to see how determined you are, and how committed you are to your career. A hiring manager would rather hear that your biggest setback was losing your job and being forced to work two to make ends meet than about a time someone else took credit for your work.

What is your ideal job?This question is, unsurprisingly, used to assess whether or not you would be content in the role on offer. It also tells the interviewer a lot about your work ethic. If your ideal job is one where you don’t start until noon, you’re probably not as dedicated or driven as the person who shows up at seven every

day. So even if it’s true, don’t tell employers that your ideal job is one that involves big cheques and no timecards. Your answer should make clear what you do or don’t like about work, your career passion, and what drives you to keep going until you succeed.

What are your hobbies?This question can give an insight on what you’d be like to work with. Candidates who are big into sport are more likely to be competitive, those with a lot of social hobbies will be likely to get on well with people, while candidates who say they have no hobbies probably won’t fare as well in most job interviews. Whatever hobbies you choose, try and elaborate. Use this as an opportunity to show off your curiosity, dedication, and creativity. There’s always a chance that the interviewer will share one of your hobbies, so be prepared for them to stray off topic a little.

Why should we hire you?This is your chance to brag about yourself and anything you absolutely want them to know. You may not be entirely comfortable doing so, but being too modest will hurt your chances of getting hired. Don’t be afraid to tell them about your achievements, any awards you may have won, and how you learnt the key skills required for the role. Having an answer prepared for this question is crucial, because if you can’t give them a good reason to hire you, then as far as they know, there are none.


Tell me a little bit about yourselfFor this question, it’s important to realise that the interviewer is asking about your professional life, not your personal life. You don’t have to go into any great level of detail, but you should have an “elevator pitch” ready in which you explain your academic & professional background, your current situation, and then a few hobbies that show you are an interesting, intelligent, and friendly person. You don’t want to start the interview off on the wrong foot, so make sure you know what you’re going to say, because this question will come up.

How would your friends/family/colleagues describe you?The key to answering this question is not to simply list off the personal characteristics you think people like the most. The reason this question is framed as such is because the interviewer wants to know how well you relate to other people. For this reason, your answer should highlight how well you work with others, using words like “outgoing”, “considerate”, “team player”, and “supportive” to reassure them that you’ll be able to integrate well into the team.

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47% of employers say they would reject a candidate who is overly familiar in their interview.

Describe yourself in one/three/five wordsDescribing yourself in as few words as possible is one way for interviewers to get you to boil down to the very basics. There is no “right” answer for questions like this, but don’t just pick the best adjectives you can think of. Stick to words that you genuinely believe are applicable to you, and ones you can prove if need be. The most important things you want to highlight are your friendliness, professionalism, dedication, and determination, and you should be prepared to back each of these up with an example. Below are some words that can be used to answer this question.

Accountable | Accurate | Adaptable | Alert | Ambitious | Analytical | Articulate | Artistic | Attentive | Calm | Careful | Committed | Competitive | Confident | Consistent | Constructive | Cooperative | Courageous | Creative | Decisive | Dependable | Determined | Diligent | Diplomatic | Dynamic | Effective | Efficient | Encouraging | Energetic | Enthusiastic | Entrepreneurial | Fearless | Flexible | Focused | Friendly | Helpful | Honest | Inclusive | Industrious | Insightful | Instinctive | Leader | Logical | Loyal | Mature | Motivated | Objective | Optimistic | Organised | Original | Outgoing | Patient | Perceptive | Persistent | Personable | Persuasive | Positive | Proactive | Productive | Professional | Punctual | Quick | Reliable | Respectful | Responsible | Sociable | Supportive | Trustworthy


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How would you deal with an irate customer?Customer service is a key aspect of any business, so employers need to know that you won’t do anything to upset their clients. Avoid the funniest or most interesting story you have. Instead consider the worst situation that you successfully deflated, because that’s what they’re looking to hear.

What is your method for…?Some jobs, such as writing or design, involve a lot more creativity than others. If you’re applying for such a position, you may be asked to explain your method for working. Taking a few minutes to identify what your method is will not only make you look more prepared, but also more polished and refined as an artist. Just make sure your method isn’t in direct conflict with the environment. If you can only write at home in bed with the curtains drawn, you’re probably not the right fit for the role.

How do you define success?How you define success goes a long way towards telling an interviewer whether or not you’re the right person for the job. Your definition of success will make your goals and motivations clear. What they’re really asking you is at what point you stop trying to accomplish more. So if your definition of success is holding the number one slot on the office leaderboard, or closing a minimum amount of deals a day, they know that you’re not going to consider something a success until it reaches a stage that they’re also happy with.


What other companies are you interviewing with?When interviewing for a role within a company, you probably don’t want to tell them about all the other companies you’re meeting with. But if the interviewer wants to know, it’s best not to lie. While it can feel as though you’ve just told someone on a date that you’re seeing several other people just in case, interviewing with other companies shows that you are serious about making a career move. It can also put a bit of pressure on the interviewer to move the process along faster if they think you’re the right fit. So while it might seem counterintuitive, be upfront about your other interviews. You haven’t committed to anything yet.

If you were an animal, which one would you want to be?This question may be so tried-and-tested that it makes us tired-and-testy, but it is an easy choice for people looking to gain a deeper understanding of the person they’re interviewing. While it might seem like a cliché icebreaker with no real value, how you answer can alter an interviewer’s perception of you entirely. Saying that you’d like to be a cheetah so no prey can outrun you will give a very different impression than saying you’d like to be skunk so everyone will leave you alone. This question may not be difficult to overcome, but it can be easy to trip up on, so pick a good animal with desirable traits before you go in. Get caught off guard, and you may end up trying to explain why you consider the platypus to be majestic.

Where do you see yourself in 5 years?The aim of this question is to see whether your long-term career goals line up with the role on offer. This gives the interviewer an indication of how seriously

you will take the job, so don’t shy away from explaining how it will help you in the long-run. This is your opportunity to prove that you have thought ahead and planned for your future, which will show the interviewer that you are serious about working for them, and not just taking any job that comes along.

What is your biggest weakness?Whatever you do, don’t say you’re “Too much of a perfectionist”. Pick a weakness you have already started to work on, and tell them about the steps you have taken to improve. For example, you might say that you have a tendency to try and please everyone, but realised that this doesn’t work and just slows down the process, so you’ve started bringing people in at the beginning to get their opinions, and negotiating what matters most. This shows the interviewer that you are an open and involved worker, but that you can communicate effectively and put your foot down if needed.

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WHAT TO DO IF YOU TRIP UPJust because an interview doesn’t go perfectly doesn’t mean it’s a lost cause. Not every mistake is make-or-break, so don’t let yourself get blindsighted by anything once you’re in the room. The first and most important thing to remember if you do make a mistake is not to panic. This will be immediately obvious, and could spoil the rest of the interview.

The next thing to be aware of is talking for the sake of talking. When we make mistakes, especially in high-pressure situations, we have a tendency to go into overdrive to try and make up for it. This usually doesn’t go too well, as people start saying anything to distract from their mistake. You don’t want to start making stuff up, or rambling incoherent nonsense, so take a moment before responding and really think about what you’re going to say. Avoid the temptation to rush through your response, and don’t start apologising profusely. Remember, they’re probably meeting with a lot of people about the role, and you’re not going to be the only one who makes a mistake. So stay calm and confident, because it’s probably not as bad as you think.


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Why is there a gap in your CV?If your CV has a gap of more than a few months, the likelihood is that you’ll be asked about it. One course of action you can take to minimise this is to make sure that you’re only including the most relevant work experience. If you were in a job more than ten years ago, or that’s unrelated to your current line of work, you can feel free to leave it off. Similarly, if you left a job unexpectedly after a short period of time, you can omit that as well.

If you have a gap that is too large to be ignored, then you’ll need to have your answer well-prepared before the interview. If your reaction to this question is flustered and surprised, it won’t look good. Make sure you can explain why you left your last role, and explain how you used the time off to grow and improve your knowledge of your field. For more on this, see our section on Explaining Why You Were Let Go later in this handbook.

Explain X to a childThis technique is used primarily to vet candidates for roles that require patience and/or the ability to teach, so if you are asked to explain something complex to a “child”, you need to remember that you are trying to convey knowledge. For this reason, it’s important to speak slowly & clearly, avoiding any complicated words. Most importantly, make sure you are engaging the person by asking them if they understand, or if what you’re saying makes sense. Remember that the point of this exercise isn’t to explain how something works, it’s to show how well you can teach.

What stood out to you about our website?Interviewers often use this question to see how much time you actually spent on their website. If you can’t name something that stood out to you, it suggests that you quickly flicked through to get a general idea, and that’s it. Familiarise yourself with their site, and keep an eye out for anything particularly innovative or unusual that they may want people to notice.

What are your salary expectations?Of course, the main point of this question is to gauge whether or not your expectations line up with what they can afford, but it also shows how much you value yourself. It’s important that your response to this question is well-informed. If you’re too far off in either direction, it could raise some red flags. They may end up thinking you are too misguided or unrealistic to even consider, so do your research and make sure you know what a realistic salary for such a role would be. Cpl’s annual Salary Guide is a good starting point. This will give you a ballpark figure to work with, which is much better than just saying a number that you’d like to earn and hoping for the best.

One major pitfall to avoid with this question is coming across as greedy, or as someone who is only concerned with money. While you have every right to fight for the wage you deserve, have your expectations and your rationale for them ready. The first time they ask this, it really is mainly to gauge whether or not they’ll be able to afford you. If you make it further along the interview process, you’ll know that not only can they afford you, but they want you. Then you can start to negotiate.


What is your management style?If you’re going for a managerial role, you’ll need to know about the different styles of management first. These are:

It is crucial to clearly understand not only what kind of manager you are, but why. Did you try chaotic, but find consultative got better results? Being able to both identify and justify your style of management will demonstrate a clear understanding of the topic at hand, and highlight your level of professionalism.

Why did you leave your last job?There are three things that interviewers want to know when they ask this question: how was the quality of your work, how was your work ethic, and did you get on with the team? The best way to approach this is to explain how your last role was not beneficial to your long-term career goals. This could be due to there being no opportunity for upward mobility, or because the role didn’t line up with what you want.

Just be clear that you’re making a move based on rational thought, and not unpredictable emotions. This will show the interviewer that they have no reason to think you might be a risky hire.

If you were let go from your most recent position, see our section on Explaining Why You Were Let Go.

Avoid: Saying you hated your boss, that you didn’t get on with your team, that the workload was too much, that you didn’t get enough time off.

Tell me one thing you would change about your last jobThis question requires some skilful maneuvering to avoid

putting your foot in your mouth. If you’re not careful, you could end up committing the cardinal sin of slandering a previous employer during an interview. Remember, no matter how bad they were, don’t deride your last boss or workplace.To avoid that minefield, you should pick problems that are more systemic than anything else, can be easily changed, and probably don’t affect the company you’re interviewing for. Saying that a lot of time was lost because of outdated equipment is less of a red flag than saying you hated everyone in the office, so think before you speak.

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MANAGEMENT STYLES

Autocratic The Because I said so approach

Chaotic The Be your own boss approach

Consultative The Can I get your opinion on something approach

Democratic The Majority rules approach

Laissez-faire The I’ll step in if need be approach

Management by The I overheard your idea… approach Walking Around Persuasive The You’ll do as I say, but let me explain why approach


What motivates you?The aim of this question is straightforward: they want to know what drives you to do a good job. If money is your primary motivation, you could move on as soon as you get a better offer. If career progression is your motivation, then it’s more likely that you’ll stick around and work hard. To answer this question, think about what the role entails, and what parts of it you’re looking forward to. It could be hitting targets, inspiring your team, meeting new clients. It doesn’t matter too much what your motivation is, as long as you show enthusiasm, and that you are focused on achieving results for the business.

Have you ever had a bad experience with an employer?This question may seem like a trap, because it is. As we have mentioned several times already, speaking ill of a previous employer is one of the worst things you can do in a job interview, so don’t do it, even if you’re asked to. If faced with this question, you need to give more than a simple “no”. Try to frame your story in a positive light, and steer clear of showing any blame or resentment to your previous employer. If you had a situation where the business was severely understaffed, you could quite easily frame it as a learning experience, even though it was difficult at the time. If you have ever lost a job, see our advice on Explaining Why You Were Let Go.

Why do you want this job?A common response to this question is to tell the interviewer why you like the company. While it is a good idea to show that you have researched the company and understand their agenda, don’t waste your time telling them facts they already know.

Instead, use this question to explain your own career goals, and how they line up with the company and the role in question. If the interviewer knows that the role will help you advance your own career, they know you’re much more likely to take it seriously.

What can you tell me about this company?Research information that is relevant to the role on offer. Choose facts that will highlight your industry knowledge by putting them in context or contrasting the company with competitors. Be familiar with the kind of work the company does. Watch a few of their ads online so you understand which aspects of their public persona they’re trying to highlight, but don’t feel as though you must pretend you’re a lifelong customer. If you’ve never used their service, just say so. If you have, be honest about your experience. If you had a negative experience with them, present it in a way that doesn’t place blame, but offers a new perspective.

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How do you think this company could improve?If faced with this question, avoid insulting their service or proposing something they can’t change. Remember, if they like your idea, they may ask you to follow through on it when you start. Choose something small, and explain why you think it needs to be changed. Explain what’s wrong, and why your experience has enabled you to identify it and improve it.

What are you looking for in a new role?The first step in preparing for this question is to see what it says in the job spec. You should know which areas are making you hum and which are making you ha, so note those down and clarify as much as you can. You should also think about the aspects of your current or most recent role that you did or did not like. Most importantly, you should explain your career plan and see what you need from this role to make sure you keep moving forward.

Avoid: saying you’re looking for a pay rise, more days off

UNDERSTANDING CURVEBALL QUESTIONS

A common tactic used by interviewers is to throw in a few unexpected curveball questions like “What kind of animal would you be and why?” Our own research has found that 60% of employers like to put candidates ill at ease during interviews to see how they’ll react.

Glassdoor is an example of a company that has become well-known for its difficult interview questions, such as “How many windows are in New York?” The reason they ask questions like these is to see how you react to a challenge, as well as how you approach your work. If you panic and can’t answer, it suggests that you don’t react well to unexpected situations. If you give an overly simplistic answer like “1 million”, it looks like you don’t think things through.

While you probably don’t know how many windows are in New York, they want to understand how you think. Forget the absurdity of these questions, and treat them as if they are legitimate tasks.

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Explaining Why You Were Let Go

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Explaining that you were let go from your previous position can feel like you’re closing the door on any possibility of a successful interview. Fortunately, this is not the case. There are countless reasons people are let go, so don’t rule yourself out straight away.

The most important thing to remember when explaining this is that no matter why you were let go, you shouldn’t lie about it. Ever. Even if you manage to slip through the interview without getting caught out, there’s always the risk that you will be. Apart from the fact that this will make you look far guiltier than anything else, it will always be in the back of your mind. You don’t want to spend the rest of your career worrying and looking over your shoulder, and the only way to avoid this is to be upfront.

Before you even think about how to explain that you were let go, you need to come to terms with the fact that it happened. If you think explaining that you were let go is awkward, then the last thing you want is to well up as you do. If you think there’s a chance this might happen, make sure you talk through what happened with a friend, or your recruiter. It’s not the end of the world, so don’t let it be the end of the interview.

If you were let go for non-performance related issues, such as cutbacks, then you have nothing to worry about. If you were let go because of your performance, you still need to be honest. Explain what happened, and how you have learned and grown from the experience. Make sure you accept responsibility, and don’t blame others for your misfortune. More importantly, don’t blame or badmouth the employer that let you go. This will not only make the interviewer wonder if you will do the same to them, it will also make it much harder to believe your side of the story.

You may be asked follow up questions, such as why you failed to hit targets or what steps you have taken to prevent the same mistakes, so be prepared for these as well. You should keep your answers as short and sweet as possible, but don’t rush either. Get everything out in the open now, and move on to the next subject when they’re ready.

QUESTIONS TO ASK

At the end of the interview, you’ll be asked if you have any questions for the interviewer, and the answer is always “Yes”. This is a chance for you to show your enthusiasm for both the role and the company, so take it. You don’t want to come across as disinterested or eager to leave, so be sure to have a few questions ready.

Examples include asking what qualities they’re most looking for in a candidate, which will also give you a good indication of whether or not you’ll actually be a good fit. Alternatively you could ask if they have any concerns about you, what a typical day would be like in the new role, or about challenges facing the company right now. This is also an opportunity for you to show off a little bit of industry knowledge by asking a well-informed question. You can even just ask what the next steps in the process are or if they need anything else, which will hopefully give you an indication of how things went or when you can expect to hear back.

QUESTIONS NOT TO ASK

Even though you should always have questions to ask, you shouldn’t always ask the questions you have. Asking about things like time off or salary will indicate that you’re not really dedicated to the work, and more interested in personal than professional gain. Once again, avoid getting overly familiar or nosey. Don’t ask anything that the business wouldn’t want to be known publically (remember, you’re not an employee yet), and certainly don’t ask anything you wouldn’t ask your boss, because if you’re lucky, that’s what you’re doing.

SAYING GOODBYE

Once you’ve asked your inoffensive, well-informed questions, it’s time to wrap things up. Remember not to seem eager to leave, and to thank the interviewer for their time. Ask them if they need anything else, remember to get your handshake right, and to say goodbye to the person who greeted you when you arrived. The hardest part might be over, but your interview doesn’t end until they can no longer see or hear you.

FOLLOWING UP

You should follow up each interview with an email thanking the interviewer and reiterating your interest in the position. This will not only show professionalism and politeness on your part, but will reassure them that your interest is genuine, dispelling any doubts they may have. Just don’t presume to know how things went, which could come across as pushy or arrogant. You should send your thank you email within 2 days of the interview. In it, you should thank the interviewer for taking the time to meet with you, make your enthusiasm for the role clear, and attach any material or “further reading” that you discussed during the interview.

If you haven’t heard back in two weeks, or within the timeframe provided to you, it’s okay to follow up. An email is better choice than a phone call for this, as it allows them time to compose a well-written response, rather than essentially calling up and asking if you’re hired or not out of the blue. Just ask if they have made any decisions, or have an idea of when a decision will be made. You’re entitled to know where you stand, and not to be left waiting to hear on a position that may already be filled.

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Wrap-ping Up

Wrapping Up

THE DAY BEFORE

• Make sure your clothes are washed, ironed, and ready to go.

• Do your research. Know the company, and the person who will be interviewing you.

• Confirm you are absolutely certain when & where the interview is taking place.

• Search sites like boards.ie & Glassdoor for tips on the company’s interview style.

• Have a list of questions ready to ask the interviewer.

• Print out copies of your CV, cover letter, and anything else they may want to see.

• Get a good night’s sleep. Don’t drink coffee 6 hours before bed, and switch your phone off an hour before you go to sleep.

ON THE DAY

• Shower, and don’t overdo the cologne/perfume.

• Buy a pack of mints and have some before the interview (but don’t chew gum).

• Bring extra copies of your CV & cover letter.

• Aim to be there ten minutes early – no sooner, and no later.

• Be polite to everyone you see that day.

• Remember the STAR method: Situation, Task, Action, Result.

• Remember your core competencies – Adaptability,

Client Focus, Effective Communication, Decision Making, Initiative, Resilience, Organisational Awareness, Problem Solving, Results Delivery, and Teamwork.

• Check the news one last time to see if anything big has happened involving the company.

• Turn your phone onto airplane mode before you go in.

Checklists ☑Cpl Resources plc.8-34 Percy Place, Dublin 4

T +353 1 614 6000E [email protected] www.cpl.ie

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