Five Tips for Successful Interviews
All senior level interviews will be different both in structure and the approach taken by the interviewer, but I hope the following suggestions may assist in the generic preparation for and performance at forthcoming senior interviews.
1 - Do your Research
Undertake a number of web searches on the organisation, naturally look over their website, but always remember this is a sales tool aimed at the company's customers and all audience groups. Try too to obtain as many independent articles on the company you can gather from the media or trade press. Look to understand more about your interviewer as an individual, too; look to understand their background. If you are going through an agency ask them what they know of the person, and press them to fill any knowledge gaps on your behalf.
Ensure during the interview that you are able to demonstrate the research you have done and demonstrate how your personal strengths, qualities and drivers relate to the company's vision, culture and values. If also given the opportunity ask the interviewer for their opinion about something you have gauged from your research.
2 - Understand your own strengths and competencies and be confident talking about these.
Almost all interviews will include a competency based element. There are many different questions that the interviewer can use to determine whether you possess certain competencies. These questions are often not complex; responses do not have to be long to be effective and can be structured in different ways. The structure of your response, the relevance of the example, its detail and your evident accomplishment will determine your success.
By matching the role profile competencies to specific examples from your past in preparation for the interview, you will be able to cover most eventualities. There are common competencies that are tested in senior contact centre interviews - are you comfortable that regardless of the circumstance, you know what competencies your 6 or 8 key achievements demonstrate?
However, remember you must be prepared to adapt your examples regularly. If you are too prescriptive you will not answer the specific question asked and the impact of your example will be lost.
In answering any question you must also consider what your differentiator is. If the same questions are to be asked of a shortlist of candidates you must ensure your response stands out credibly above others.
3 - Quantify your responses
An example or response will be stronger if you can clearly demonstrate the quantitative or qualitative improvement, impact, saving, or efficiency made through your actions. This will allow the interviewer to probe further and for you to demonstrate that you are comfortable discussing figures, and measuring your actions and success. However be conscious of your audience, if you are speaking to a senior strategic leader there may be a more behavioural or attitudinal focus to the interview, where as an operational leader may want to understand the bottom line impact of your actions.
4 - Be conscious of your body language
It is clearly not just what you are saying but how it is being delivered; i.e. your presentation. Nerves play a part in all interviews; however, when assessing leadership qualities, clearly presentation and communication style will be a key consideration for the assessor... ‘How do I feel a message will be delivered by this person, are they a confident communicator and are they building rapport and engaging me?’
If you feel comfortable doing so, mirror the body language of your interviewer, or at least be conscious of yours. Are you sat forward and appear anxious? Or do you both appear to be relaxed and comfortable?
5 - Remember the interview is a 2 way process
.Ensure you have all the questions you want answers to prepared ahead of the interview. If you feel comfortable take these into the meeting with you. You are not the only person being assessed on the day and do not feel uncomfortable declining a further interview if the company / role or relationship doesn't feel right. If either party makes a mistake in the hiring process you will ultimately part company.
Thank you for your interest in Artis.
