Typical 1st Interview Process

Typically interviews will follow either a "biographical" or "structured" approach.

"Biographical" interview:
This is the type of structure which is most normally encountered at first interview stage. The interviewer will typically concentrate on your CV. This is the type of interview most often referred to as the recruiting manager wanting to meet for an "informal" chat.

Be aware that this is not really informal although their interviewing style may well be. The interviewer will be looking for you to explain your CV in a way which shows you have followed a positive career path and can demonstrate tangible evidence of success to date.

You will be given an opportunity to discuss why you are looking to make your current career move and to sell yourself into the role you are being considered for. You may also be asked to give a broad view of how you see your career developing in the medium to long term.

As well as dealing with all the above, the interviewer will also be looking at you in terms of your personality and if they can see themselves working well with you and if you fit into the team mix.

"Structured" interview:
Also known as competency based interviewing. HR most often conducts this type of interview although some companies are now training their managers to adopt structured interviewing techniques. The same basic detail checking process remains as in a biographical interview, however, the main thrust of the interview will focus on asking specific questions aimed at exploring particular competencies e.g. self-reliance, competitiveness, level of determination and diligence.

Depending on your answers, each competency will be scored. Interviewing in this way is far more empirical in its approach and offers employers a standard approach to interviewing across the organisation whilst assessing candidates in a more quantifiable way.

Clearly presenting yourself effectively in either of the above situations is impossible without thorough preparation. You will generally not present a product without some form of sales aid so why should you present yourself without one.

Your sales aid in this scenario is your brag file. This should contain all the documentation you will use to support your job application. Preparing a professional file shows the interviewer that you take your career seriously. It will also give an indication of your professionalism and organisational skills.

You should be familiar with all the information contained within the file so that you can either use it as the basis for a presentation on yourself, or alternatively, you can quickly and efficiently access supporting information as and when required during your interview.

An easy way of organising your information is in a folder containing clear Perspex pockets:
Typically you should include:-

• A copy of your own CV.
• Copy of your driving Licence - often you may need to show at least a copy but also have the original to hand.
• Educational and Membership Certificates (in particular, evidence of the highest qualification you have achieved).
• Copy of a recent pay slip, P60 etc.
• Employment documentation - This should include such things as sales figures, congratulatory memos, letters of thanks from customers, positive appraisals from your manager etc.

Second Interviews

The second interview process may be as simple as a repeat of the first interview but with different members of the organisation.

Alternatively you may be set specific tasks such as a presentation or a psychometric test or personality profile. Some companies may employ numerical and verbal reasoning tests or may even ask you to take part in an assessment centre stretching over one or two days.

Every company has its own way of doing things and the consultants at SSC will do everything they can to ensure you have as much information on the process as possible.

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