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One-to-One Interview

Although far less daunting than being faced with a number of interviewers, a one-to-one need not be any less formal. It is quite possible to be faced with a competency based interview or a brief psychometric assessment so it is important to be fully prepared beforehand.

Panel Interview

Two interviewers might seem daunting but they hardly constitute a panel – four is much closer to the mark. Members are likely to be people with whom you will have some form of contact, each representing different areas of the business. A more senior role might involve members of the Board or other key decision-makers within the business. For a supervisory position expect someone from HR, the immediate line manager for the role, perhaps his/her boss, and someone from Finance (they’ll be providing the budget for your salary remember!). Who asks what in terms of questioning may reflect the level of interaction you would have with that person. Address your response to the questioner but remember to involve the rest of the panel through sweeping eye contact, acknowledging their contribution to the overall decision. Take encouragement from the occasional nod you might get along the way.

Group Sessions & Assessment Centres

For some, those very words are enough to put them off before they’ve even started. But with almost a third of UK employers now using them as part of their selection procedures it is likely that you will be unable to avoid them forever. The objective throughout is to identify core skills central to the job role. Communication, leadership, planning and analytical ability can all be identified in this type of environment.

Duration can be anything from a half to several days, with formats equally diverse. Expect to see a variety of group exercises, in which candidates are assessed on their ability to interact with colleagues, adopt a leading role or listen and support quieter group members, as well as identifying other required skills. Try to make some sort of contribution but don’t dominate proceedings. Other tasks may be on an individual basis e.g. organising and prioritising an overflowing in-tray or providing a written response to a hypothetical performance problem. Exercises may culminate in a presentation thus giving candidates the opportunity to demonstrate their group speaking skills.

Having endured all these challenges a closing interview, usually one-to-one, provides the opportunity to explore key areas identified by assessors during the day, in greater detail. Ideally, feedback should be given to help you understand how certain behavioural traits are perceived by others, especially in relation to workplace performance.

If, like many, you find all this a little daunting it is important to remember that your skills and experience are already of interest otherwise you would not have been invited to attend the selection process. On that basis, try to enjoy the experience and consider it a potential networking opportunity – other candidates are likely to have similar backgrounds and a little conversation over coffee might provide some useful leads.
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