Recently by Mark Hall-Smith

A very useful mental tool you may want to consider during an interview is to apply the "so what?" test to whatever you are intending to say when preparing your response to a particular question.

This is a tool that primarily applies to written presentations that people are preparing to give, as well as to articles people write in order to ensure they provide their audience or readers with the most relevant information.

However it can certainly be applied to a more one to one interview situation.

Here's what you do: In that split second before you answer a question, assess whether the answer you are going to give adds to the interviewer's relevant pool of information about you. If it doesn't, more than likely it's the 'wrong' answer - or at least not what the interviewer needs to hear at that point in time.

Most of us (myself included) are prone to waffling away at length during an interview on various topics and much of that information is not precise or relevant to the listener ... so why am I even sharing it with the interviewer?

Be ruthless with yourself. Both when you prepare the information you want to share at the interview and again during the interview make sure you don't waffle away just because it feels comfortable. Stick to the relevant information and impress the interviewer with your ability to focus on key issues.

Be conscious that even when applying for a job similar to the one you currently have, certain pieces of important information can vary a little bit each time. A graphic design job within an advertising agency is not identical a job with the same title in a design studio or in an in-house corporate operation.

Remember you are not interviewing to prove your ability to get a job ... you are interviewing to prove your ability to perform in and ultimately succeed in the job.

We'd love to hear about your successes once you've actually put the so what test to the test!

Above all ... be relevant to be successful.

Image courtesy of: Striatic

Ask any employer with experience of interviewing for their number one complaint about interviewees and it will almost always revolve around a lack of preparation.

'Preparation' is not simply asking (and then being told) the name, address and contact number of who will interview you ... although that information is certainly important!

Nowadays with the internet allowing free and easy access to information, there is even less excuse for poor preparation. The double edge to this sword is of course that doing your research is no longer impressive on its own.

Talk to your recruitment consultant about what matters to the prospective employer. Find out what sort of organisation they are as well as the particulars of the role. It's also important to ascertain the management style of the person who may hire you. Use all available information sources - print, digital and of course human to get up to speed on the role/company you will be interviewing with.

BUT don't leave it at that: the best candidates are those who think about key areas of focus that will come up during the interview - your experience level and skill set, particular situations that are prevalent, "what was your contribution to your last company's goals in your last role", "how did you handle a particular scenario" etc.

Good preparation and strong answers to these questions is what separates great from average candidates.

If you are not given advice on "behavioural interview questioning" ... you may want to consider asking for more information from your recruitment consultant!

Image courtesy of: pdxWoman

I've got bad news ... our mums are right ... you do only get one chance to make a first impression.

Jobs go to the person best suited to do the job, right?

Well maybe.

What actually happens is that the job goes to the person perceived to be the best for the job. In case that sounds too cynical, I should flag that a lot of the time, the successful candidate is both of the above. But why is it not always the case? Often it's because human beings are swayed by many factors when hiring someone and a chronically under-considered factor is that area often labeled "gut feel" or "fit". So how can you ensure you present yourself in a way that will get you the job?

Put yourself in the interviewer's shoes and ask yourself what they will be looking for, over and above skills and experience levels. Every company wants people that are enthusiastic, likeable, engaging and determined. If you are all of the above but don't always show it, you need to find ways for you to show those strengths. You don't need to create a fake persona; you just need to ensure that those traits make an appearance at the right times during the interview.

More tips coming your way, but in the meantime, check out some of these links from Aquent's blog in North America.

Photo courtesy of: Ngoc Ha