Learning pack

Preparing for interviews

The importance of preparation
Taking the time and effort before the interview to prepare will provide the following benefits:

It will create a good impression. It will enable you to articulate Being well prepared will help to
When you have prepared well it your strengths clearly and boost your confidence.
shows you are serious and have a concisely and to show your
commitment to the company and match with the requirements of
the position for which you have the recruiter.
applied.

Types of interview
The types of interview you are likely to face include:
• Competency based interviews – very common for MBA and MSc roles.
• Case study interviews – particularly common for consultancy roles. Please see our separate pack Preparing
for case study interviews.
• Strengths based interviews.
• ‘Fit’ – checking your fit with the organisational culture and values.
• Technical/professional/operational.
• A mixture of the above – e.g. some general CV and ‘fit’ questions followed by some competency based
questions.

Your interviewer(s) are likely to be one or a mixture of the following:

• Line Manager
• Senior Manager
• Human Resources (HR) professional
• Occupational Psychologist
• Recruitment Consultant

The interviewer(s) may take different roles accordingly, for example a Line Manager might focus more on
technical questions whilst HR might ask some competency-based questions. However, it is best not to make
assumptions as many Line Managers have been trained in competency-based interview techniques.

Broadly you can expect to face questions based on:

• Your knowledge of the company and sector.
• Key competency areas.
• Your motivation and personal characteristics.
• Technical/professional expertise.

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Questions to test your
knowledge of the company and
sector
Your performance here will provide evidence of the following areas:
• Your level of interest in the company and the job role.
• Your proactivity and research skills.
• Your commercial awareness.

Thoroughly research both the role and the company (profile, performance, strategy, values, competitors). All
candidates would be expected to look at the company website as a minimum. So make sure you look at this
thoroughly and then extend your research further. Use other databases in the libraries such as MINTEL and
MarketLine Advantage and look at recent articles on the company and sector. Talk to alumni working in the
sector/target company.

Typical questions you could be asked include:

• What research have you done on our company?
• Why do you want to work for us?
• What are some of the opportunities and challenges facing our industry?
• What do you know about our strategy? Our values?
• Who do you see as our key competitors? What are our key differentiating factors versus our competitors?

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Questions based on key
competency areas
Competencies can be defined as: ‘the behaviourally defined
characteristics which underpin performance across a range of tasks’.
Some examples of key competencies are:
• Leadership
• Team working
• Building relationships
• Influencing
• Analytical thinking
• Planning and organising
• Decision making
• Strategic thinking
• Resilience
• Drive for results

Structured competency based interviews are driven by an organisation’s own competency framework. Some
employers will direct you to their framework or you can check on the company website.

The interviewer will expect you to describe a specific situation that you have handled in the past. They will be
looking for evidence of particular behavioural indicators for that competency, e.g. the ability to identify the root
cause of a problem. They will want to hear about what you did so be prepared to speak from ‘I’ and to be specific
about the behaviours that you demonstrated.

Some examples of typical competency based questions are:

• Can you tell me about a time when you solved a complex problem?
• Can you tell me about a time when you motivated a team to achieve a goal?
• Give me an example of when you had to organise a piece of work, project or event.

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Preparing for competency based questions
Consider what are likely to be the key competencies for your target role, and the behaviours that would be
required to be an outstanding candidate. Look closely at the advertisement and the person specification to
identify likely competency areas. Prepare a range of examples of situations that you have handled in the past
that give good evidence of the competencies. Examples can be from experiences you have had in academia,
employment, work experience, voluntary work or extra curricular activities. Use the funnelling and/or STAR
frameworks to structure your examples, and to check that they will highlight the relevant behaviours. Below we
outline some key tips and show how the models relate to each other.

• Select stretching examples that will showcase the behaviours you used – e.g. for ‘influencing’ you might
think of a time when you changed the view of someone who was initially difficult to persuade so you can
demonstrate the range of strategies that you used.
• Keep your description of the context/situation brief – the interviewer needs the bare bones of your role and
level of responsibility and the challenge facing you.
• Task – consider what your objectives were in handling the situation. What were you aiming to achieve?
• How/action – this is a key source of evidence for the interviewer. When preparing it can help to ask yourself:
‘What was the key thing I did which helped to turn the situation around?’ (the crux). ‘What else did I do?’ to
enable you to identify a range of behaviours. Ensure that the behaviours you are highlighting link to the key
competency area and will give positive evidence of the competency.
• Outcome/result – describe the results that you achieved. Refer to objective measures such as meeting
deadlines or increasing revenue etc. Highlight the business benefits you helped to achieve – this will show
your commercial awareness as well as your personal effectiveness. It is also important to describe the
feedback you received from customers, colleagues and team members/direct reports.
• Learning points – the interviewer will often ask: ‘What would you do differently next time?’ or ‘What did you
learn from the experience?’. This tests your self-awareness and ability to learn from experience – both crucial
attributes for any role. So it is important to consider what you might do differently next time with the benefit
of hindsight, extra experience and the learning from the MBA or MSc. If possible, show that you have applied
this learning since – e.g. ‘So the next time I led a meeting I spent more time clarifying the objectives at the
start…’
• Linkage – consider how the approach that you took and/or the learning you identified will be of value to the
recruiting organisation. This will allow you to articulate the link between your historical example and the
needs of the company.

STAR Self funnelling mode

Situation
Context
Task

Actions How

Crux

Results Outcome

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Questions about your
motivation and personal
characteristics
There are a number of ‘classic’ interview questions. Make sure that you
are prepared for these questions, and remember to put yourself ‘in the
shoes of the recruiter’ to enable you to tailor your answers accordingly.

Some examples are:

Tell me about yourself Why are you interested in this role?

The interviewer is looking for a quick snapshot of This looks at your levels of motivation and
you. This might include your background – e.g. commitment. The interviewer wants to know that
education, work experience, internships and leisure you really want this job, not just any job. State the
interests as well as key aspects of your personality. value that you can add as well as what excites you
Don’t ramble – be concise and make sure you get about the role.
your key messages across.

Why did you decide to study for an MBA/MSc? Where would you like to be in five or ten years’ time?
Ensure that you have a clear and focused answer If you have a clear idea it will show your
to this question. Also be prepared to explain ‘Why commitment and vision. If you do have some insight
Cranfield?’ – this will give evidence of your ability to into where you are heading, think of some of the
research options and make decisions as well as your functions and responsibilities you would hope to
ability to be an ambassador for your organisation. have.

What have you learnt on your MBA/MSc? What are your strengths and weaknesses?
Again, have clear answers and be prepared to back This will give evidence of your self-awareness
them up with specific examples. Where appropriate and attitude to personal development. Link your
make reference to particular projects and strengths to the particular job role, be specific
achievements, particularly where they relate to work and prepared to give evidence or cite feedback if
you have done with real organisations. appropriate. Choose allowable weaknesses and
explain what you are doing to improve.

Why should we employ you (rather than another What are your salary expectations?
MBA/MSc graduate)? Do your research beforehand to work out a salary
You will need to be able to communicate how range you consider suitable. Give a range to show
your learning, your experience and your personal you are prepared to negotiate. Defer detailed
attributes combine and enable you to offer negotiation until you receive your job offer.
something unique and of value to the recruiting
organisation.

Questions to test your professional expertise

• Make sure you are up-to-date on the latest developments in your profession.
• If your area of expertise is different to your current studies, be prepared to answer the question: ‘How have
you kept up-to-date with changes whilst you have been at University?

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Learning pack - Preparing for interviews 7
Technical interviews
What are they?
Some employers may require you to complete a technical interview. This could be a stand alone interview or be
part of a competency based interview. Technical interviews are more often used for specialist roles such as those
found in engineering or IT functions.

How do I approach it?

Many of the same skills and behaviours you need to display when answering questions in a competency based
interview will be required when answering technical questions. You need to be able to answer the question asked,
think through the topic or issue in a logical way that explains your thinking, display enthusiasm and confidence,
and build rapport with the interviewer.

Why are they used?

To check your level of competency in your area of specialism.

To test your use of underlying principles and concepts related to your field, trial or project.

To see if you can apply your technical expertise to different contexts.

Typical areas of questioning

You may be required to:

Answer questions relevant to the business or organisational environment.

Look at drawings and explain the technical elements and operations that you see.

Demonstrate specific knowledge that relates to the organisation’s specialism.

Share any job-related knowledge that you have from either work experience or studies.

Display a practical knowledge of processes or procedures related to the job role.

Problem solve ‘real life’ technical issues.

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How do I prepare for a
technical interview?
Get informed
You need to ensure that you are up-to-date with your area of specialism, whether that is your
academic studies or your professional work experience. Be sure you understand any underlying
principles from your area and are able to talk confidently about this to the interviewers.

Understand the industry

To prepare you need to understand the industry and business to which you are applying. You will
then feel confident that you know the context that your interviewers are working in. You will be able
to tailor your answer, so that it is applicable to that context if needed.

Use plain English

When you are answering questions, ensure that your technical explanations can be understood by
a non-specialist. Organisations need their technical employees to be able to communicate with
other specialists and to general managers and colleagues, so that they too can understand any
issues.

Avoid jargon and abbreviations wherever possible. If you have to use a technical term, do explain it
as you say it.

Practice explaining key concepts/ideas/innovations to fellow students.

Ensure you are able to explain technical issues to non-specialist students too.

Is there always a right answer to a technical question?

Not necessarily! You need to show that you understand the underlying principles and concepts and can explain
these in relation to problems or situations rather than just providing a ‘right’ answer. This is where you can
demonstrate how you are able to think on your feet, responding to challenges with which you may not be familiar,
by using your technical knowledge and experience.

Asking more questions to gain a better understanding shows confidence that you can learn and assimilate new
information. Most importantly it shows how you would work when you are an employee. If you feel stuck with a
particular question, ask clarifying questions to give yourself time to think and gather more information, which may
just make the difference and provide you with an opportunity to share what you do know.

Learning pack - Preparing for interviews 9

Strengths based interviews
What is a strengths based interview?
Strengths based interviews (SBI) are designed to look at what you enjoy doing and identify your interests. The
theory behind this approach comes from positive psychology and the belief that when people enjoy carrying out
a task they become fully engaged in the activity and therefore perform it to a higher standard. This then enables
organisations through their selection procedure to match candidates more accurately to the roles they will thrive
in.

What to expect at a strengths based interview?

The interviewers will be asking questions to get a feel for who you are and what personally motivates you. In
this way the interview will feel more personal and relaxed, so that you are more likely to answer honestly. The
questions will be based on the key strengths that the organisation has identified as being important for success.

There may be...

• Several questions delivered at a faster pace – to elicit a genuine response.
• Less probing around the depth of experience.
• Some closed questions.
• More questions about your feelings.

In addition, your body language and tone of voice provide valuable additional data for the interviewer.

Typical SBI questions

• How do you know when you have had a good day?
• What do you enjoy doing in your spare time?
• Tell me something you are particularly proud of.
• What do you find is always left to do until last?
• What would you say is your biggest weakness?
• When would your friends and family say you are at your happiest?
• What were your favourite subjects at school?
• What would you say is a successful day?

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How do I prepare for a
strengths based interview?
Research thoroughly
In the same way that you prepare for a competency based interview you will need to ensure that
you have researched the particular role, organisation and sector. You need to have thought through
the personal motivations and experiences that have led you to apply for the role. See the video
tutorial:- ‘Interview Skills’ for tips on answering questions about your motivation and personal
characteristics. Think about how your preferences might fit with the employer’s culture and job
requirements.

Identify your strengths

It is beneficial to think about the strengths you believe you have. Think about the activities you
enjoy doing and how you work to achieve great results. Reflect on when you have been most
engaged and what you are proud of achieving. Draw upon examples from all aspects of your life:
university, societies, part-time work, travel, hobbies and volunteering. There are websites that can
help you to identify your strengths such as Martin Seligman’s authentic happiness site.

There is no right or wrong

The aim of the SBI is for you to answer the questions as openly and honestly as you can. There
are no right or wrong answers as such, just answers that really reflect your personal drive and
interests.

Be confident
Most importantly, going to the interview with confidence, having reflected on your personal
preferences and strengths, will allow you to share who you are. Make sure you show your energy
and enthusiasm during the interview.

Learning pack - Preparing for interviews 11

Your questions for the
interviewer(s)...
Develop a number of questions for your interviewer(s) on the role and the company. These questions should
demonstrate that you have done extensive research and still cannot find out some information you really want to
know. Consider who the interviewer is when asking questions, for example specifics about the role/training are
more suitable for HR than technical or operational issues.

Some suggestions are:

• How will my performance be measured?
• Who would I be working closely with?
• What are the key things I would be doing within the first six months?
• What would my future career prospects be like?
• What training could I expect to get?
• A question about future strategy/likely changes for the organisation.
• What happens next? When will you be able to let me know your decision?

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Communicating effectively
during the interview
The interview provides the recruiter with direct evidence of your ability
to communicate with others.

An interview is a two-way process and it is important to establish a good rapport with the
interviewer(s), so ensure that you:
• Look positive as you greet the interviewer(s) – use a firm handshake, direct eye-contact and smile.
• Look for, and respond to signals from the interviewer – e.g. check if they want to know more detail about an
example before continuing.
• Listen very carefully to the questions – do check your understanding of the question if need be. A useful
technique can be to repeat or paraphrase the question back before answering. Ensure that you tailor your
responses to the actual questions asked.
• Maintain appropriate eye-contact with all the interviewers.
• Maintain open posture and gestures.
• Use pauses appropriately – e.g. to allow you to think before answering, or to allow the interviewer to interject.
• Show energy and enthusiasm – e.g. lean forward and/or inject more energy into your voice to stress
important aspects such as why you want the job.
• Take a positive approach throughout – avoid speaking negatively about the past (such as criticising former
employers) and speak about the goals you are moving towards.
• Vary your voice to add impact to your presentation – consider: volume, pitch, pace, intonation and expression.
• Avoid jargon and acronyms. Remember the interviewer may not be familiar with your previous role, company
or country.
• Be clear and concise when answering questions – your preparation will be invaluable here.
• Use ‘signposting’ to add impact – e.g. ‘I took three key actions…’ (and then describe the actions).
• Use brief summaries if appropriate.
• Leave the interview with the same degree of professionalism as when you entered the room – smile and
thank the interviewers for their time.

Learning pack - Preparing for interviews 13

Telephone interviews
Many interviews are now conducted on the telephone. The same tips
for preparation apply.

Some additional points to consider include:

• There are no visual cues, so the clarity of your voice is even more important. Ensure that you speak clearly
and avoid jargon.
• Pronounce names correctly – call the organisation’s reception and ask how the person’s name is pronounced.
• Allow pauses for the interviewer to interject and/or regularly check with them that they would like you to
continue talking about a particular point.
• Remember – you can have notes in front of you to prompt you, which will enable you to ensure that your key
messages are communicated. Be careful not to sound as if you are reading from a script.
• Be your most confident and relaxed (though not laid back) self. Vary your voice and smile as you talk – it will
help you to relax.
• Again, pick up on cues from the interviewer – match your voice to a similar pace and volume as theirs.
• Thank them for their time.

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Video interviews
Video interviews are increasingly being used by recruiters at an early
stage in the selection process.

A typical format would include:

• A tutorial about the interview including the opportunity to test your broadband connection, webcam and
microphone.
• Some practice questions to help you feel familiar with the format.
• About 15-25 minutes for the interview itself. Usually, you will be shown or asked the question, and then given
some time to prepare your answer. Then you will be required to record your answer.
• A countdown clock may be shown whilst you record your answer.

Some tips for video interviews are:

• Treat it like a normal face-to-face interview. Dress accordingly.
• Once the interview starts, take some time to read and understand the question. Write some notes in the
preparation time. It is fine to refer naturally to your notes.
• Consider your environment: is the room tidy? Ensure there will be no interruptions (from friends/family/pets).
Switch your mobile off and ensure your home phone is not going to interrupt proceedings.
• Try to optimise your ‘airtime’ so don’t ramble on unnecessarily. If you have completed your answer then stop
talking. But if you are given three minutes to answer a question, make sure you use more than 20 seconds.
• Consider noise levels: some candidates like to use a headset to ensure clarity of the recording.
• Keep an eye on the timer – when your time is up, the interview will move onto the next question automatically.
• Take the opportunity to use the practice questions, and use as many as you need.
• Be confident. Look at the webcam. Imagine the interviewer is in the camera and show enthusiasm and energy.

Learning pack - Preparing for interviews 15

Tips for reducing stress and
anxiety
For many of us an interview situation can generate anxiety. Ways of
managing this include:

Prepare
Feeling confident in your research and being able to articulate what you know about yourself, the
position and the company will boost your performance.

Organise
Make sure you check the time and place of the interview; any information you need to take with you;
car parking facilities (do you need change?) and your route. Do allow time for any unforeseen delays.

Visualise
Visualise yourself walking into the room, introducing yourself and delivering questions in the interview
with confidence. Mentally rehearse this sequence, it will help you to remain positive.

Practice
Practice with a fellow student or use the Symplicity mock interview module. Identify your areas for
improvement and work on these.

Breathe
Our breathing is often affected when we are nervous. Make sure you sit up straight but relaxed and
inhale deeply a number of times.

Plan
Plan in advance what you will wear. Make sure you are appropriately dressed and feel comfortable in
what you are wearing.

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After the interview
Send a thank you email Mention any vital information that Thank anyone else who helped
immediately after the interview. did not come out in the interview. you in the process.

Gaining feedback
Whether you get a job offer or not it is crucial to learn from your experience. Knowing what you did right is just as
important as knowing what you need to improve on.

Follow up the interview:

• Ask for specific feedback.
• Ask to be considered for future opportunities – organisations often contact previous good candidates.
• Consider whether you really wanted the job (if so, apply again if another position comes up).
• Be realistic about your own performance. What did you do well/what could you have done better?
• If some areas need developing go back to the preparation stage and put together a plan of action.
• Don’t be disheartened – use it as a learning experience for next time.

Reflecting and taking time to assess your performance after the interview is an essential part of managing
your career and will enable you to learn and keep on moving forward through the career management cycle. It
can be tough when you don’t get the job offer you want – so take time to boost your morale and remember that
persistence and resilience will help you to be successful when you get to this stage of your job search.

Learning pack - Preparing for interviews 17

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E: cranfieldcareers@cranfield.ac.uk

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Version 1. September 2017.