Typical interview structure

Country

United Kingdom - typical interview structure

Official languages: English
Phone code: +44
Internet code: .uk

Is there a typical interview structure?

The atmosphere is formal but friendly. The can­didate should be attentive, responsive and pos­itive about their application. He/she should try to relax and answer the questions confidently and as fully as possible.

The employer will be looking for examples that demonstrate the applicant's competencies to do the job. Punctuality, presentation and moti­vation are also important factors.

Usually only one round of interviews is carried out, sometimes with an accompanying test to gauge the applicant's technical abilities and problem-solving skills. The interview is usually 30-40 minutes maximum. Tests are 20-30 minutes. The applicant's presentation, pos­ture and attentiveness may not be scored, but they will create an impression and are there­fore important.

Because the emphasis is on competence and matching the job profile there is very little, if any, discussion on non-professional subjects. The motivation should be clear from the appli­cation form or from answers given to the inter­viewers' questions. You do not have to give details of your interests outside work unless you are using these as examples of your abil­ity to do a task in reply to one of the questions.

Common questions include asking the can­didate to give examples of when he/she has been in a particular situation and how he/she dealt with it. You may be asked to give exam­ples of a time when something has gone wrong and what you did to put it right or to describe your weaknesses. In this case, show that you are aware of how to deal with your weakness.

Towards the end of the interview, you will be asked if you have any questions. Prepare one or two questions in advance, for example you may want to ask about opportunities for pro­gression within the company or what types of training the company offers.

When is a question out of bounds?

Employers cannot discriminate on grounds of gender, race, disability, religion, sexual orientation or age. Employers and recruiters are responsible for ensuring that their questions are non-discriminatory and will not ask you to disclose information about private matters unrelated to work. You may, however, have to disclose information about any previous conviction for a criminal offence.

last modification: 2014-09-04 10:16:55

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