How to perform well at interviews

 The purpose of the interview

 Preparation for the interview
 First impressions
 How to overcome interview nerves
 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 "Give me six hours to chop down a
interview goes smoothly and will also help to calm your tree, and I will spend the first four
nerves! sharpening the ax.”
Abraham Lincoln
 Research very carefully the career area for which
you are applying.
 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
The ability of an interviewee to
 of traffic jams or delayed trains. articulate their work experience
 Dress neatly and smartly.
 Take a small, neat notepad and pen to is more important than the
write down important information the nature of this experience - being
interviewer may tell you, and after the aware
interview, the questions you were
asked, so you can work out better of competencies developed
answers to any you fluffed. through casual work and that
 Research the employer - here are this IS of interest to employers.
some things you may be able to find
out from the employers web site or via
Google. Key messages: apply early,
 What is the size of the research the firm and the chosen
organization?
 How long has it been in career path and link your
business? experience to
 What are its products and/or the competencies sought.
services?
 What sort of reputation or
public image does it have? 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 candidate’s timekeeping (96% of managers agree this is influential)

 Level of a candidate’s 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 consid ered 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 and aptitude 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.

 Shake hands firmly and warmly, but

wait to be invited to sit down. "Smiling appears to be a central
Handshakes are also commonly given ingredient in successfully
at the end of the
interviewing for a job."
interview. Handshakes originated as a
way for knights to show that they didn't
have concealed weapons. A firm One study found a smiling person
handshake is perceived to communicate was rated as more attractive than
sociability, friendliness and dominance:
normally desirable qualities in the same person with a neutral
candidates whereas weak handshakes expression.
may communicate, introversion, This was only true when the
shyness and neuroticism. Also as the
handshake is at the start of the smiling person was looking at the
interview, it can set a positive tone for other person; when the person
the rest of the encounter. In practice was smiling but looking sideways,
interviews with 98 students, those who
gave a firm handshake were more likely the neutral expression was rated
to be offered jobs. Women who gave more favourably. So to attract
a firm handshake were perceived someone, smile and look at
more positively than men who gave a
firm handshake. them, and don't smile too much
 Smile and keep up good eye at others!
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.

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 candidates with
personalities, attitudes, values, and backgrounds similar to their own.
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!

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

 You are expected to be nervous! If you are not, it suggests that you may not want the job
very much. Having said this the interviewer will expect your nerves to diminish after a few
minutes.
 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 also comfortably as this will make you feel more confident.
  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 you’re 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 quiz for more about this Steepled hands
 Start the interview in a positive manner and it is likely
to continue in the same way.
 Don't worry too much about making a mistake: nearly everyone fluffs one question and
research 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
interviews www.kent.ac.uk/careers/sk/copingWithRejection.htm#cbt
 Mindfulness techniques can help greatly in reducing stress in interviews and similar
situations and can also help with many other aspects of life by increased attention, focus and
clarity.
 Listen to empowering music beforehand. A research sudy suggests that this could help
boost your confidence and feel more powerful and in control.
 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?
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? One interviewee, asked
According to research by Jones and Gordon of Duke about her weaknesses,
University, candidates appeared more likeable if weaknesses thought briefly and then
were disclosed early in the interview and strengths towards the replied "Wine, chocolate and
end. men - though not
necessarily in that order."

Candidates who disclosed potential problems early on were

thought by interviewers to have more integrity and strength of She got the job!
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
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 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
"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 haven’t
prepared a list of examples to draw from.
We’d recommend students consider why
we’re 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
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
"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.
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?

How to handle Interviewee: May the 15th

Interviewer: Which year?

questions: 
Interviewee: Every year.
Interviewer: Tell me a word that has
more than 10 letters in it?
Interviewee: Postbox
Typical questions at  Interviewer: Do you know MS Office?
traditional interviews: Interviewee: I'm sure I'll find it if you
tell me the address.

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
These are questions which can normally be Selling the skills you gained from
answered with a simple "yes" or "no". If you are vacation jobs.
asked a closed question open it up, as in the
Recruiters now seem to put great weight on
following example:
the ability to "sell" the skills gained in
Interviewer: "So you're studying History at the your work experience.
University of Kent?"

Many students feel that their casual shop or

Interviewee: "Yes, I've found it a very interesting
course because ..."
See our page on types of interview questions
Give answers which are
relevant and illustrated
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!"
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 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

Hypothetical questions fair distribution of tasks and effective

communication amongst all staff members."
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
  "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.
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?
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?
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
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
The interview is a two-way
respond as follows:
process.
You are choosing the
Interviewer: Well, that seems to have covered everything: is organisation
there anything you would like to ask me? 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
  Is there a fixed period of training for
graduates?
 I see it is possible to switch job functions -  What is your Zodiac sign?
how often does this happen?  Do I have to dress for the next interview?
 Do you send your managers on external  I know this is off the subject, but will you
training courses? marry me?
 Where would I be based - is this job  Will the company pay to relocate my
function located only in ...? horse?
 How easy is it for new graduates to find  When is pay day?
accommodation in this area?  Would it be a problem if I'm angry most
 How often is a graduate's performance of the time?
appraised?  Why am I here?
 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?

 How much discretion do you give Can an interviewer tell if

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)?
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
and less precise details in accounts of
events, are more negative and repeat
words more often.

Following up
After the interview, jot down some notes of the Narcissistic candidates are more
questions asked and anywhere that you felt you could successful at interviews
have responded better. You may want to work on these
A University of British Columbia study found
points before your next interview.
that narcissistic applicants are more
successful in job interviews than candidates
Send a thank-you note. Jessica Liebman wrote in who act more modestly. Applicants from
a blog that if she doesn’t get a thank-you note after Japanese, Chinese and Korean cultures that
interviewing a candidate: “I assume you don’t want the place greater emphasis on humility may
job; I think you’re disorganized and forgot to follow struggle to find work in countries with
up…I’ll forget about you.”. See this Wall Stret Journal Western values. Behaviours displayed by
article for more about thank you notes narcissists included making more eye
contact, joking with interviewers, boasting
The interviewer will probably let you know when you and asking more questions. The study said
can expect to hear the result of your interview. This that interviewers should focus more on
may be within a couple of days ... or weeks. ability than superficial charm.

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 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 Dear ....
typically interviewed, so you were probably in the top
20 percent! I would be most grateful for some feedback
on my unsuccessful application for the post
of ....
Further information
I understand that you must be very busy
 Interview Skills Booklet - available from and must get large numbers of applicants
Careers reception. but it would be help me greatly if you could
 Interview Skills Videos please give me some information on why I
 Practice Interviews Interviews for teaching, was unsuccessful, so I am able to improve
accountancy, banking, journalism, marketing, my applications to other organisations.
personnel management, retailing, Civil Service,
postgraduate study, scientific research, Thanking you in anticipation ....
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.
 First Impressions Counthttp://ltss.beds.ac.uk/careers/first_impressions 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.

"You need to be very well

prepared with examples of team
leadership, planning,
responsibility, communication
 How to Prepare for that Crucial
Interview www.journalism.co.uk/featu etc."
res/story1347.shtml
 The Impact Factory - Interview Student interviewed by
hints
 Take free tests at Graduates accountancy firm
First www.graduatesfirst.com
 The Careers and Employability Service runs various talks and workshops on interview
technique throughout the academic year.
 Excel at Graduate Interviews published by Palgrave Macmillan
www.amazon.co.uk/Graduate-Interviews-Palgrave-Career-Skills/dp/1137535849

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