How to perform well at interviews

The purpose of the

interview
Preparation for the
interview
First impressions
Types of interview
Competency-based
interviews
Traditional interviews
How to handle questions
Typical questions at
traditional interviews:
Closed questions
Using examples
Hypothetical questions
How many interviewers
will there be?
Questions you can ask
Following up
Further information

Getting an interview is an achievement in itself. Only a
small proportion of applicants are selected for interview
(often about 10%) so you have already made a positive
impression to have got to this stage! Many people have a
fear of interviews, so here are some tips to help you
make the most of this opportunity.
The purpose of the interview
Firstly, it is for the interviewer to see if you match the
requirements of the job. These will naturally vary with
different jobs but are likely to include:
Your personal qualities
How well you express yourself
Your motivation and enthusiasm
The recruiters will already have an indication of these
from your initial application but now the interview will
assess you in person.
It is also your chance to meet somebody from the
organisation and assess them: are they offering what you
want?
There aren't any right or wrong answers to
interview questions: how you come across is as
important as what you say. Be yourself if you have to
put on a completely false act to get through the
interview, is this really the right job for you?
Preparation for the
interview
Preparation is the key ingredient
for interview success. Careful
planning and preparation will
make sure that your interview
goes smoothly and will also help
to calm your nerves!
Research very carefully the career area for which
you are applying.
"Give me six hours to
chop down a tree,
and I will spend the
first four sharpening
the ax.
Abraham Lincoln
Remind yourself why you are interested in this
career, and this employer: enthusiasm is
important.
Re-read your application form as if you were the
interviewer. Try and anticipate the questions they
will ask. Think about any awkward points that might
be picked up on, and how you will handle them.
Prepare some questions to ask the interviewer.
Plan how you will get to the interview. Leave
plenty of time in case
of traffic jams or
delayed trains.
Dress neatly and
smartly.
Take a small,
neat notepad and
pen to write down
important information
the interviewer may
tell you, and after the
interview, the
questions you were
asked, so you can
work out better answers to any you fluffed.
Research the employer - here are some things you
may be able to find out from the employers web site
or via Google.
What is the size of the organization?
How long has it been in business?
What are its products and/or services?
What sort of reputation or public image does it
have?
The ability of an interviewee to
articulate their work experience
is more important than the
nature of this experience - being
aware ofcompetencies developed
through casual work and that
this IS of interest to employers.
Key messages: apply early,
research the firm and the chosen
career path and link your
experience to
the competencies sought.
KPMG
Who are its main competitors?
Where is it based? Single or multiple locations?
UK or multinational?
What is the organizational structure like?
What are its future plans and prospects?
What is the organisational culture?
What types of training, development and
appraisal are offered?


Arriving for the interview
Try to arrive ten or fifteen minutes early. This
doesn't just give you the opportunity to visit the loo
time spent waiting in the reception area can be very
useful if there are publications about the employer or
their field of work to read. Be polite to everyone you
meet, including receptionists, porters and security staff.
First impressions
These are very important - they set the tone for the rest
of the interview. A survey of 273 managers by
Monster.co.uk found that interviewers take on
average less than 7 minutes to decide if a
candidate is right for the role.
Factors influencing whether an interviewee is
viewed as employable were
A candidates timekeeping (96% of managers agree
this is influential)
Level of a candidates interview preparation
(93%)
Ability to hold eye contact (82%)
Personal appearance (73%)
(two thirds of employers said they were put off by
tattoos)
Quality of banter or small talk (60%)
Strength of handshake (55%)
The five most important factors interviewers
considered when hiring were:
Work experience (36%)
First impressions of the candidate (24%)
Education (12%)
Professional qualifications (10%)
References (9%)

According to a survey of 1000 recruiters by Fly
Research three quarters of interviws are lost within
three minutes of entering the room. Research
by Springbett found that 85% of interviews were decided
in the first two to three minutes:
25% of interviewers were put off by a weak
handshake or lack of eye contact
24% by poor body language
18% by poor posture (e.g. slumped shoulders
suggests lack of confidence) or presence
Only 20% waited until the middle of the interview to
test a candidate on their knowledge of the
industry andaptitude for the job
According to research selectors make snap
judgments about your trustworthiness,
attractiveness, likability, competitiveness and
aggressiveness and spend the rest of the interview
confirming or denying these opinions.

"Smiling appears to be a central
ingredient in successfully
interviewing for a job."
One study found a smiling person
was rated as more attractive than
the same person with a neutral
expression.
This was only true when the
smiling person was looking at the
other person; when the person
was smiling but looking sideways,
the neutral expression was rated
more favourably. So to attract
someone, smile and look at
Shake hands
firmly and warmly,
but wait to be invited to sit down. Handshakes are
also commonly given at the end of the
interview. Handshakes originated as a way for
knights to show that they didn't have concealed
weapons. A firm handshake is perceived to
communicate sociability, friendliness and dominance:
normally desirable qualities in candidates whereas
weak handshakes may communicate, introversion,
shyness and neuroticism. Also as the handshake is at
the start of the interview, it can set a positive tone
for the rest of the encounter. In practice interviews
with 98 students, those who gave a firm handshake
were more likely to be offered jobs. Women who
gave a firm handshake were perceived more
positively than men who gave a firm handshake.
Smile and keep up good eye contact with the
interviewer.
You may be offered tea or coffee. If you feel this
will help you to relax, then fine, but otherwise it is
quite OK to refuse politely.
Try to relax - don't perch on the edge of your chair,
but don't slouch either.
Speak clearly and not too fast. Give yourself a
moment to think about your replies.
Don't fidget and try to avoid meaningless phrases
like "you know", "I mean", etc.
See our body language in interviews quiz for
much more detail on this.

them, and don't smile too much
at others!
Interviews are, in general, poor predictors of job
performance. Schmidt and Hunter found that standard
unstructured interviews only accounted for 8% of the
difference in performance and productivity over chance
when selecting candidates by this method. However
structured interviews where candidates are all asked the
same questions had a 24% selection accuracy: three
times as effective as
unstructured interviews.
The standard method of
selecting candidates for jobs is
to make list of
key competencies required in
the job and then to match
these to the candidate's
application. However two US
researchers (Higgins & Judge)
followed 100 university
students trying to get their first
job. They analysed their CVs
for qualifications and work
experience and talked to the
interviewers afterwards.
Surprisingly the main factor
in deciding which ones
were selected was whether
or not the candidate
appeared to be a pleasant
individual.
Research by Sears and
Rowe has found that interviewers tend to favour
A trainee accountant
once told me about his
interview. The interview
had seemed to be going
well when the
interviewing partner had
asked about his interest
in cricket. They were
discussed the merits (or
otherwise!) of the
England cricket team
when the partner asked
him if he could bowl. He
said he was the opening
bowler for his club, at
which point the partner
mentioned that the
firm's team needed a
good fast bowler and
asked him when he
could start!
candidates with personalities, attitudes, values, and
backgrounds similar to their own.
The successful candidates had:
Smiled and made a lot of eye contact
Shown a genuine interest in the interviewer and
given genuine compliments
Praised the company: find something you
genuinely like about the organisation.
Asked interesting questions: for example "What
is your personal experience of working for this
company?"
Talked about subjects unrelated to job, but that
interested the candidate and interviewer. See the
panel to the right.
How to overcome interview nerves
Always remember you're braver than you believe, and
stronger than you seem, and smarter than you think.
Winnie the Pooh
Try to think that it's not that important: there
will be other interviews in future and it's not the end
of the world if you don't get this job.
Preparation is key - the more preparation you
have done, such as working out answers to common
interview questions, and doing careful research on
the organisation and job, the more relaxed you will
feel.
Some people swear by visualisation. The night
before, visualise yourself undergoing the whole
interview, step by step, and imagine everything
going really well, you answering questions
confidently, and ultimately getting the job.
Dress smartly but comfortably. If you look good,
you will feel good.
Adopting power poses
beforehand can make you feel
more confident at interview.
Expansive body postures such
as standing upright with
hands on your hips, leaning
over a desk with hands firmly on
the surface, or steepling your
hands can increase
testosterone, decrease stress,
and make you feel more in control, more confident
and more assertive. Practicing power poses right
before an interview can also increase
performance. Research at Harvard Business
School found that holding power poses for two
minutes before interview led candidates to be
evaluated more favourably and increased their
chances of a job offer by 20%. So if youre worried
about a job interview or presentation, strike a power
pose a few minutes beforehand (not of course at the
interview!) but in the washroom, or before leaving
home. See our body language quizfor more about
this
Start the interview in a positive manner and it is
likely to continue in this vein - smiling, eye contact,
a firm handshake at the start will help a lot.
Don't worry too much about making a mistake:
nearly everyone fluffs one question and research

Steepled hands
suggests interviewers prefer candidates who come
across as human to those who appear "plastic
perfect".
Professor Sian Bellock investigated why our
performance reduces under pressure. "Getting
people to write about their worries beforehand .....
can really help ...... Writing about your worries
almost "downloads" them so they are less likely to
pop up and impact your performance.". So the day
before your interview spend some time writing
down everything about it that you are worried
about.
Cognitive behavioural therapy (CBT) and
neurolingistic programming (NLP) are powerful
techniques which help you develop a positive mind
set for
interviewswww.kent.ac.uk/careers/sk/copingWithRej
ection.htm#cbt
Mindfulness techniques can help greatly in
reducing stress in interviews and simlar situations
and can also help with many other aspects of life by
increased attention, focus and clarity.
BBC article on how to cope with
pressure www.bbc.co.uk/news/magazine-
17874450
Should you mention a weakness at the start or
end of an interview?
One
interviewee,
asked about
her
If you have a potential difficulty (e.g.
poor exam results or a disability),
should you disclose this at the start or
the end of the interview? According to
research by Jones and Gordon of Duke
University, candidates appeared
more likeable if weaknesses were
disclosed early in the interview and
strengths towards the end.
Candidates who disclosed potential
problems early on were thought by
interviewers to have more integrity and strength of
character and thus were not attempting to mislead them.
Candidates who mentioned strengths (such as having
been awarded a scholarship) later in the interview
appeared more modest than those who blurted it out at
the first opportunity, thus seeming boastful.
For more details on both the above pieces of research
see the excellent "59 Seconds" by Prof. Richard Wiseman
Types of interview
weaknesses,
thought briefly
and then
replied "Wine,
chocolate and
men - though
not necessarily
in that order."
She got the
job!
"Questions they might
expect to face at most
interviews (e.g. asking
for an example of team-
building, or showing that
they are a fast learner)
are difficult to answer
well if you are not used
to them, and havent
prepared a list of
Competency-based
interviews
Many large graduate recruiters
now used competency-based
(also called "structured" or
"situational") interviews in
which the questions are
designed to help candidates
give evidence of the personal
qualities which are needed to
perform well in the job.
Usually, you will be expected
to give an example of how you
have demonstrated these
qualities in the past in reply to
questions such as:
Describe a situation
where you had to.....
show leadership
make a difficult decision
work as a member of a team
shown initiative
change your plans at the last minute
overcome a difficult obstacle
refuse to compromise
work with others to solve a problem

Structured interviews can seem unfriendly and off-putting
to candidates. They do not give opportunities for
discussion - when you have answered one question as far
examples to draw from.
Wed recommend
students consider why
were asking the
question. For example, a
good answer on team-
building outlines
difficulties you may have
had with other team-
members and show that
you understand what
you need to do to
overcome that, rather
than simply tell the
interviewer that the
team worked together
really well."
Civil Service
as you feel able, the interviewer will move on to another
topic. The advantages of these interviews is that they are
standardised - important when many different
interviewers are assessing a large number of graduate
applicants - and that they are based upon the skills
essential for the job. See the Competency-based
applications and Competency-based interviews pages for
more detailed help with this
How not to do
it:
Candidate had a
fizzy drink just
before interview and
spent the whole
interview burping.
Candidate brought a
large dog to the
interview.
Came dressed in
pyjamas and
slippers.
Wore a personal
stereo and said she
could listen to me
and the music at the
same time.
When asked him
about his hobbies,
he stood up and
started tap dancing
around the office.
Pulled out a camera
and took a photo.
Said he collected
photos of everyone
who interviewed
him.
Without saying a
word, candidate
stood up and walked
out during the
middle of the
interview.
Handcuffed himself
to the interview
desk.
Said he was so well-
qualified that if he
didn't get the job, it
would prove that the
company's
management was
incompetent.
Asked her about the
many jobs she had
had and she said I
get bored easily.
Interrupted interview
to phone her
therapist for advice
on how to answer
specific questions.
Brought his mother
to the interview and
let her answer the
questions.
Sang her answers to
questions.
Dozed off during the
interview.
Dunked his biscuit in
his tea and lost it.
Announced she
hadn't had lunch and
proceeded to eat a
hamburger and chips
during the interview.
Said he would
demonstrate loyalty
by having company
logo tattooed on his
arm.
Said she would
prefer a job offer
from one of the
company's
competitors.
Said he never
finished high school
because he was
kidnapped and kept
in a wardrobe.
Interviewer: What is
your date of birth?
Interviewee: May the
15th
Interviewer: Which
"Traditional" interviews
These are more like a
conversation - but a
conversation with a
purpose. It is up to you to
show that you are the right
person for the job, so bear this
in mind when replying to the
questions. These interviews
will probably be based largely
around your application
form or CV. The interviewer
may focus on areas of
particular interest or relevance
- such as vacation jobs or projects.
Interviewers often expect interviewees to talk much more
than the candidates themselves expect to. So don't be
too brief in your answers - but don't rabbit on for too
long either. Watch the interviewer and pause from time
to time - he or she will either encourage you to continue
or will introduce another question.
It's OK to pause briefly. A short gap to gather your
thoughts shows thoughtfulness, assertiveness and self
confidence.
Be polite, but don't be afraid to enter into a
discussion and to stand your ground. Some interviewers
will deliberately challenge your replies in order to
stimulate this kind of discussion.
How to handle questions:
year?
Interviewee: Every
year.
Interviewer: Tell me
a word that has
more than 10 letters
in it?
Interviewee: Postbox
Interviewer: Do you
know MS Office?
Interviewee: I'm
sure I'll find it if you
tell me the address.
Typical questions at traditional interviews:
Questions about yourself: your background
and your future ambitions:
Tell me about yourself
Why did you choose the University of Kent/ your
degree subject?
Explaining gaps on your application form - e.g. year
out; unemployment; travel
How would the experiences you describe be useful in
this company?
What are your main strengths and weaknesses?
What other jobs/careers are you applying for?
Where do you see yourself in five years time? (This
is quite a common question: read the employer's
brochure to get an idea of the normal pace of
graduate career development. Be ambitious but
realistic)
Tell me about your vacation work/involvement with
student societies/sporting activities
Questions about your knowledge of the
employer, or career area:
Why do you want to work for us?
Why have you chosen to apply for this job function?
Who do you think are, or will be, our main
competitors?
What do you think makes you suitable for this job?
What do you see as the main threats or opportunities
facing the company?
What image do you have of this company?


Closed questions
Selling the skills
you gained from
vacation jobs.
Recruiters now seem to
put great weight on the
ability to "sell" the
skills gained in your
work experience.
Many students feel that
their casual shop or
restaurant job is of no
interest to employers
but nothing could be
further from the truth.
Recruiters expect you to
be able to explain the
skills you gained serving
customers, working in a
busy team, being tactful
when handling
complaints etc.
Being aware of
competencies developed
through casual work IS
of interest to employers.
This can include
These are questions which
can normally be answered
with a simple "yes" or "no".
If you are asked a closed
question open it up, as in
the following example:
Interviewer: "So you're
studying History at the
University of Kent?"
Interviewee: "Yes, I've found it
a very interesting course
because ..."
See our page on types of
interview questions
Give answers which are
relevant andillustrated
with examples:
Interviewer: "This is a job with
a very heavy workload. Do you
think you could cope with
that?"
Interviewee: "Well, during my
final year I've had a great deal
of academic work and I've also
been working three nights a week at my bar job and kept
up my involvement with the squash club. All that has
meant that I've had to be very organised but I've never
missed an evening's work or an essay deadline and I
reached the semi-final of the squash tournament too!"
voluntary work but
preferably anything that
demonstrates leadership
skills and customer
service experience
(retail, hospitality, call
centres etc. - anything
involving putting the
customer first).

Here is an example of
how one graduate did
this on their CV: "All of
my work experiences
have involved working
within a team-based
culture. This involved
planning, organisation,
coordination and
commitment e.g., in
retail, this ensured daily
sales targets were met, a
fair distribution of tasks
and effective
communication amongst
all staff members."
Hypothetical questions
Some interviewers like to pose hypothetical questions, or
questions that you could not be expected to have
anticipated. These questions are used precisely because
it's impossible to work out your answer before the
interview, thus it tests your ability to think quickly,
reason logically, and produce practical solutions.
You may be given an example of a situation
that might arise in your work, and asked what
you would do about it:
"How would you deal with a staff member caught
stealing a packet of
biscuits from the
warehouse?"
A demanding hypothetical
question!
You are driving in your two
seater sports car on a wild,
stormy night. You pass a bus
stop, and you see three people
waiting for the bus:

1. An old lady who looks as if
she is might die.
2. An old friend who once saved
your life.
3. The perfect man/woman you
have been dreaming about
meeting for years.
Which one would you choose to
offer a ride to, knowing that
there is only room for one
passenger in your car?

This is a moral dilemma
question.
Should you pick up the old lady?
"How would you deal
with an irate
customer?"
"Your manager goes ill
for a week and leaves
you in charge. You
hear staff complaining
about the way he runs
things, and how bored
they are with their job
- what do you do?"
"The sales of
Woofermeat are
falling - what would
you do to revive
them?"
Sometimes questions may be about non-work
situations:
"You are a shepherd in the Scottish Highlands, a
dam is about to burst due to heavy rain, you come
across the dam keeper with a broken leg, obtained
as he was trying to reach the village below the dam
to warn them of the danger. You have your flock of
sheep to get in from the inclement weather. What
would you do?"!
"How would you solve London's traffic problems?"
Don't panic! Don't try to blurt out your answer. Take a
few seconds to think - this shows confidence and
assertiveness rather than weakness.
She is likely to die, and so you
should save her first.
Or you could take your old
friend: he once saved your life,
and this would be the perfect
chance to pay him back. But
then you may never be able to
find your perfect dream lover
again.
The candidate chosen from 200
applicants simply answered: "I
would give my car keys to my
old friend, and let him take the
lady to the hospital. I would stay
behind and wait for the bus with
the woman of my dreams!"
See our lateral thinking page
Don't try to form your whole answer immediately -
just try to say one or two sensible things first - in the
example above, you could say that first you would
examine the dam keeper's leg to see how bad the injury
was. This gives you time to think further.
There may be many possible solutions to the
problem. The interviewer won't be expecting a perfect
answer. What you actually say in answer doesn't matter,
so long as it sounds reasonable, confident and well-
thought-out and you show awareness of the issues
involved.
See our page on types of interview questions
How many interviewers will there be?
One-to-one interviews are the most common. In this
situation your interviewer is most likely to be somebody
from the Personnel department but, especially in a
smaller company, may be from the area of work for
which you are applying.
Two-to-one interviews may involve both a Personnel and
a line manager. This can be more tricky for the
interviewee as the questions seem to come faster, giving
you less time to collect your thoughts between different
topics. Don't get flustered.
Panel interviews could involve a panel of half-a-dozen or
so interviewers. They are relatively rare but are most
likely to be found in the public sector. Direct your
attention to whoever is speaking: when answering
questions, begin by directing your answer to the person
who asked the question, but try and include the panel as
a whole.
Questions you can ask
At the end of the interview, it is
likely that you will be given the
chance to put your own questions to
the interviewer.
Keep them brief: there may be
other interviewees waiting.
Ask about the work itself,
training and career
development: not about
holidays, pensions, and season
ticket loans.
Prepare some questions in
advance: it is OK to write these
down and to refer to your notes
to remind yourself of what you
wanted to ask.
It often happens that, during
the interview, all the points that
you had noted down to ask
about will be covered before you
get to this stage. In this
situation, you can respond as
follows:
Interviewer: Well, that seems to
have covered everything: is there
anything you would like to ask me?

The interview is a
two-way process.
You are choosing
the organisation
as much as they
are choosing you,
so ask questions!
Interviewee: Thank you: I'd made
a note to ask about your appraisal
system and the study arrangements
for professional exams, but we went
over those earlier and I really feel
you've covered everything that I
need to know at this moment.
You can also use this opportunity to tell the interviewer
anything about yourself that they have not raised during
the interview but which you feel is important to your
application.
Don't feel you have to wait until this point to ask
questions - if the chance to ask a question seems to arise
naturally in the course of the interview, take it!
Remember that a traditional interview is a conversation -
with a purpose.
Examples of questions you can ask the
interviewer
These are just a few ideas - you should certainly not
attempt to ask them all and indeed it's best to formulate
your own questions tailored to your circumstances and
the job you are being interviewed for! Make sure you
have researched the employer carefully, so that you are
not asking for information which you should be expected
to know already.
How not to do it: real
questions asked at
interview
What is your Zodiac
Is there a fixed period
of training for
graduates?
I see it is possible to
switch job functions -
how often does this
happen?
Do you send your
managers on external
training courses?
Where would I be
based - is this job
function located only in
...?
How easy is it for new
graduates to find accommodation in this area?
How often is a graduate's performance appraised?
What is a typical career path in this job function?
Can you give me more details of your training
programme?
Will I be working in a team? If so, what is the make-
up of these teams?
What is the
turnover of
graduates in this
company?
sign?
Do I have to dress for
the next interview?
I know this is off the
subject, but will you
marry me?
Will the company pay
to relocate my horse?
When is pay day?
Would it be a problem
if I'm angry most of the
time?
Why am I here?
Can an interviewer tell if
you're lying?
It has often been said that liars give
themselves away by non-verbal clues
such as looking away, fidgeting, or
scratching their nose, but recent
research has shown that there is very
little evidence for this, although these
do tend to be signs of being
emotionally uncomfortable. If fact
people who are lying tend to talk with
a higher-pitched voice, give fewer
How much
discretion do you
give graduate
trainees to make their own decisions?
What would I be expected to achieve in my first few
months with you?
What are the possibilities of using my languages?
What drives results for the company?
What are the travel/mobility requirements of this
job?
What are the key attributes of your best graduates?
How would you see this company developing over
the next five years?
How would you describe the atmosphere in this
company?
What is your personal experience of working for this
organisation?
How do you plan to deal with... (particular problem
or situation affecting the company)?
Following up
and less precise details in accounts of
events, are more negative and repeat
words more often.
Narcissistic
candidates are more
successful at
interviews
A University of British
Columbia study found
that narcissistic
applicants are more
successful in job
interviews than
candidates who act more
modestly. Applicants
After the interview, jot
down some notes of the
questions asked and
anywhere that you felt you
could have responded better.
You may want to work on
these points before your next
interview.
Send a thank-you
note. Jessica Liebman wrote in
a blog that if she doesnt get a
thank-you note after
interviewing a candidate: I
assume you dont want the
job; I think youre disorganized
and forgot to follow upIll
forget about you.. See this Wall Stret Journal article for
more about thank you notes
The interviewer will probably let you know when you can
expect to hear the result of your interview. This may be
within a couple of days ... or weeks.
Not every interview will result in an immediate job offer:
the next stage may be a second interview or selection
centre.
If you are turned down for the job, you may pick up
some useful tips to improve your performance next time
by telephoning your interviewer to ask politely what - if
anything - you did wrong. Not all interviewers are willing
to provide this feedback but it's worth a try. Sometimes
the information you get will be vague and basic: often
from Japanese, Chinese
and Korean cultures that
place greater emphasis
on humility may struggle
to find work in countries
with Western values.
Behaviours displayed by
narcissists included
making more eye
contact, joking with
interviewers, boasting
and asking more
questions. The study said
that interviewers should
focus more on ability
than superficial charm.
along the lines that you were a good candidate but others
were slightly better.
You can console yourself that
at least you were selected for
interview. Less than one in five
of applicants are typically
interviewed, so you were
probably in the top 20 percent!
Further information
Careers Information
Room Reference Files
no. 014 - "First
Interviews" and Interview
Report Forms
Interview Skills
Booklet - available from
Careers reception.
Interview Skills Videos
Practice
Interviews Interviews for
teaching, accountancy,
banking, journalism,
marketing, personnel
management, retailing,
Civil Service, postgraduate
study, scientific research, computing and law as well
as general interviews. You will be asked common
questions found in these interviews and given tips on
how to answer them.
Interview Reports A selection of reports completed
by students after they have been to interview. Give
Dear ....
I would be most grateful
for some feedback on
my unsuccessful
application for the post
of ....

I understand that you
must be very busy and
must get large numbers
of applicants but it
would be help me
greatly if you could
please give me some
information on why I
was unsuccessful, so I
am able to improve my
applications to other
organisations.

Thanking you in
anticipation ....
details of questions asked, tests administered and
tips for candidates. If you have been to an interview
please fill in our on-line interview report form to help
other students
First Impressions
Count http://ltss.beds.ac.uk/careers/first_impressio
ns 20-minute on-line video by the University of
Bedfordshire to help students with the first stages of
interview preparation. Features 4 students getting
ready for graduate job interviews. An image
consultant offers advice on how to dress
appropriately to create a good first impression also
voice training, body language and confidence
boosting exercises.
How to Prepare for
that Crucial
Interviewwww.journ
alism.co.uk/features/s
tory1347.shtml
The Impact Factory
- Interview hints
The Careers and Employability Service runs
various talks and workshops on interview technique
throughout the academic year.
The following books are available to read
atwww.howto.co.uk

"You need to be very well
prepared with examples of team
leadership, planning,
responsibility, communication
etc."
Student interviewed by
accountancy firm