Finding a job 3: the interview

In the third part of our series on how to find a job we look at how to prepare for that all-important interview – and how to handle yourself during it

YOU’VE made a great impression with your application and CV, and now your potential future employers want to meet in person and get to know you better – before hopefully offering you the job you’re after. Remember, you’ve been invited to the interview because there’s a vacancy – not because the interviewer is trying to catch you out, so try to relax.

The aim of the interview is to clarify your qualifications and skills, to see if you have the level of maturity, intellect and motivation required for the position, and to decide if you’re a good fit for the company.

We speak to experts to find out how to bring out the best in you. PREPARING FOR THE INTERVIEW Lots of research is essential, our experts say. Learn as much as possible about the company, they advise, as well as the person conducting the interview.

“There’s so much information available online that there are no excuses to arrive unprepared,” says Lorna O’Brien

of O’Brien Recruitment in Cape Town.

Know where you’re going – arriving late doesn’t make a good impression, cautions Tamara Wolpert of Viv Gordon Placements in Cape Town. “Be sure you know the route to the venue, and allow enough time to arrive early.”

Before the interview, re-read the job description as well as your CV so you know exactly what the interviewer will be looking at, O’Brien says.

It’s a good idea to take a printed pack of the documents you submitted with you to the interview, says Celeste Stewart, director of Bold Curiosity, a learning and development consultancy.

“This way you’ll have a copy on hand should there be any questions and you need to refer to the document you submitted months ago,” Stewart explains. LEADING QUESTIONS The most common question is the evergreen icebreaker, “So, tell us about yourself . . .”

The key to answering this question is to remember the interviewer is less interested in the content of your answer than in the way you answer it, says Alexis Kitchen of Afrizan Personnel in Johannesburg,

They already have your CV, but they want to gauge your confidence, enthusiasm and passion from the way you answer the question.

“Interviewers want to see how articulate you are and what kind of impression you’d make on the people with whom you come into contact on the job,” Kitchen says.

“The biggest mistake you can make is pausing, stalling or fumbling at the start of your answer, which demonstrates a lack of self-awareness and self-esteem.”

Formulate your answers beforehand, Stewart says. “Questions such as, ‘Tell me about a time you solved a really complex problem. What happened? What was the outcome?’ will definitely be asked.”

Many people are stumped by questions like these, not because they don’t have the answer but because it catches them off-guard, she says.

The solution? “Practise your answers. [This] doesn’t mean you must be dishonest,” she explains. “It means you practise being honest and are also able to access the information so you can respond in the allocated time. The point is to answer and to market yourself, your competence and why you’re the most suitably qualified candidate for the role.” Other common questions include: What’s your biggest strength? What would you consider an area of development? SWhy do you want to leave your current job?

In what ways can you make a contribution to this company?

Explain your responsibilities in your current role.

Tell me about a time when you worked with a difficult colleague. What happened and what was the outcome? How do you deal with pressure? Tell me about a time when you missed a deadline. What happened and what will you do differently next time?

To effectively answer questions such as these, Kitchen says you need to think about the feedback you’ve received in the course of your career so you’ll be able to substantiate your answers with actual examples.

“When interviewers ask these questions they’re looking to see how you relate these qualities to your work and whether you take accountability for your own development,” she adds. WHAT NOT TO SAY If you and the interviewer are hitting it off, great! But keep the conversation professional and focused on the job.

Top of the don’t list is bad-mouthing your current or previous employers – just don’t ever do it. “Even if you feel you have good reason to do so,” Kitchen says. The interviewer “will probably not want to risk being the next person you bad-mouth”.

If a bad experience at work is the reason for you looking for a new job, it’s usually sufficient to tell the interviewer that “your values weren’t aligned, or that you feel it’s time to move on. You can go so far as to say that you don’t wish to badmouth your previous employer when answering this question”, Kitchen says. Other don’ts include:

Saying you’d prefer to do something entirely unrelated to the job for which you’re being interviewed.

Saying you don’t like difficult people – there are difficult people in every organisation.

Saying you don’t like working in a team – teamwork is important and a reality in every organisation. Bringing up religion and politics. Most modern workplaces strive for diversity and tolerance and an interview is usually not the best forum for discussing these. Asking what the company does. Asking about salary, leave and benefits at the first interview. Focusing on these things or appearing desperate is a turnoff for employers. SHARING PERSONAL INFORMATION The general rule is to answer questions that are asked, but don’t overshare.

“Sometimes when we get nervous and start babbling we say things we don’t mean to, so be mindful of what you’re saying,” Wolpert cautions.

“Take your lead from the interviewer,” Stewart says. They’ll let you know if they need more information.

“Your family and personal circumstances will have an impact on your work so don’t shy away from disclosure in this regard,” Kitchen adds, but notes, “You’re there to be assessed for suitability for a job so don’t dominate the conversation with irrelevant personal details.” DISCUSSING SALARIES Your salary is an extremely important part of the job, but it’s best not to bring it up at the first interview as you don’t want to appear to be interested only in money.

“An employer wants to believe you’re keen on them as a company,” Wolpert explains.

Salaries are usually discussed at a second interview. “If nothing has been said at the second interview stage, I’d then suggest asking what salary is being offered,” she advises.

Research the salary benchmark in your industry and for your kind of role. “Think about how much experience you have and your value – and use that combination to talk numbers,” Stewart says. “Be prepared to put a number on the table.”

If you’re represented by a recruiting agency they’ll usually handle the salary aspect for you. “They’ll know what’s being offered, what you’re earning and what your expectations are,” O’Brien says.

Honesty is important when it comes to discussing salaries. “Don’t lie about your salary as you may be asked to present your payslip later on,” Wolpert says. “Make sure you understand how your current salary is structured – know the

difference between the cost-to-company figure (before tax and deductions) and the net (take-home) figure, as you don’t want to quote the wrong figure when asked.

“Be sure you’re also aware of your bonus structure and any other benefits you receive that aren’t mentioned in your payslip, as these must also be taken into account when you negotiate your new salary,” Wolpert advises. “Not all companies offer bonuses and you don’t want to lose out on these.”

Don’t be unrealistic about what you expect to earn, O’Brien says. “It isn’t about what you need to earn, it’s about what your worth is – it’s important to keep the focus on the career opportunities not only the salary.” DO YOU HAVE ANY QUESTIONS? The purpose of the interview isn’t only for the company to assess you but for you to decide if you’d fit in there too.

With this in mind, it’s a good idea to prepare a few questions beforehand that you can ask the interviewer when they give you the opportunity.

Asking questions at the end of the interview shows you’re interested in the company and have done your research, Wolpert notes.

So basically it’s bad form not to ask questions at the end of the interview. Suggested questions include: Why is the job available? What are the key challenges? What is the company policy on career advancement?

What opportunities are there to get involved in volunteer groups within the company?

How do you manage talent in this organisation? What’s your performance management system?

How does your induction for new employees work?

What kind of projects does this team work on?

How does succession planning and promotion work?

What support systems (coach, buddy) do you have in place for new employees? Tell me more about the culture in this organisation.

And finally, Kitchen says, “If you want the job, ask for that too!” S