Understand

The interview and selection process

5 minutes

Recruiters and hiring managers use a variety of different ways to assess your suitability for a role, including different styles of interviews and assessments.

Phone screen

Used at the start of the recruitment process to get a better understanding of you as a potential candidate.

The information you provide helps a recruiter with their shortlisting decisions.

The questions you will be asked will be broad and used to assess your abilities and motivations.

Interviews

Competency based/behavioural interviews

Behavioural based interview questions are designed to assess how you have behaved in the past.

It is based on the principle that future performance can best be predicted on the basis of past performance. They are best answered using the CAR (Context, Action, Result) format response.

Public sector/panel interviews

Interview questions you'll be asked will relate to the selection criteria. Generally, you will be asked behaviour-based interview questions. Applicants are ranked according to how well they address the selection criteria, both in their written application and during the interview.

When addressing a panel, try to direct your answer firstly to the interviewer who asked the questions, then with others on the panel.

To prepare for this interview you should:

Ask about the importance of each selection criteria prior to the interview. Identify the meaning, requirements and issues relating to each of the selection criteria.

Think of possible questions relating to the criteria and your answers.

Stress interviews

A stress interview places you in an intentionally stressful situation with the aim of determining how well you react and perform under pressure.

You may encounter an unexpected change to the process, be asked inappropriate or arbitrary questions, or otherwise be put in an intimidating position. In these situations, it is important to take your time, keep calm, and try to focus on the task or questions at hand.

2nd Round Interviews

Often more skills or knowledge based that the first interview and may be conducted by department or business unit managers,

It can provide an opportunity to express ideas, and provide new examples and information relating to your achievements. The interviewer will be looking at your skills and how your personality will fit with the wider team. Performing well in second interview will depend on your understanding of the role, the specific skills required and the organisation's culture.

Informal Chat

You may be invited to a function, a coffee or an 'informal chat'. This is still an opportunity for a potential employer to evaluate you - your personality, your social skills and how you interact with other candidates and managers.

Preparation is the key - think about who will be there and what skills may be required. Make sure to prepare in the same way as you would for a formal interview. If alcohol is served, be mindful of the effect alcohol may have on your behaviour.

Site tours/office visits

A site tour which includes more informal meetings with other staff. This invitation is not a guarantee that you will be offered the job.

Be prepared with some questions to ask and learn as much as you can about the organisation. Try to maintain a positive but relaxed attitude throughout the day.

Never accept an office visit if you are not serious about taking up an offer.

Presentations

You may be required to make a formal presentation about a particular topic to the interviewer or interview panel.

In some cases you may be given time to prepare, and in other cases you may be required to improvise.

Psychometric Tests

They examine attributes such as personality, interests, aptitudes or general intellectual ability.

Always ascertain the purpose of the test; obtain the results and check the organisation’s policy for disclosure and storage of the results. Some organisations use generic assessments whilst others use a test tailored to their specific needs.

Learn about the types of psychometric tests:

Personality Assessments

These measure your preferred way of thinking and behaving in the workplace. A hiring manager can be better informed about your ability to fit to a role.

There are no right or wrong answers, just as there is no 'one perfect personality' that an employer is looking for.

Ability Tests

Measures your ability to analyse, process and reason with information. Research shows ability tests are one of the best predictors of successful job performance. Completed at an appropriate level an compared with individuals from a comparison group.

Results assist hiring managers to understand what your cognitive capacity is likely to be in terms of the demands you will face.

Motivational Driver Assessments

Measures your unique drivers that provide insights into what gives you energy or fatigues you within the workplace.

These types of assessments allow an organisation to evaluate how to get people to perform optimally in the job/organisation. Motivation is the driving force that enables people to behave in a certain way in order to achieve their goals. There are no right or wrong answers.

Assessment Centers

A series of exercises observed by a team of managers or consultants who act as assessors.

Each exercise or activity is designed to provide an opportunity to demonstrate competencies and personal qualities, which are considered important for a particular business.

Reference checks

Used to confirm details of your work history and job responsibilities with your nominated referees.

They are also used to explore your strengths and development needs, and obtain other information that may be relevant to your ability to perform the role you are applying for.

Typically they take place towards the end of the selection process and may indicate that you are being strongly considered for the role.

Ensure that your refereed have a copy of your current resume.

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