Types of Interviews

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Well now you have got that interview, well done. What can you expect?

Interviews are a two way process for us to determine whether you are suited to the job and for you to sell your achievements and potential and to find out more about the role.

There are several different types of interview and selection exercises that could be used

Behavioural Interview

This is where the interviewer questions and probes what your actual experience of situations is, in order to predict how you would react or behave in the future. You will be asked to give specific examples of situations that you have dealt with and what the outcomes were. A typical question could be something like: Can you give me an example of a time when you worked well as part of a team? This method is also used for our internal interviews.

Biographical Interviews

This is where you are taken through your CV, usually in chronological order, to understand exactly what your experience and achievements are with any supporting information.

Group Interviews

A group Interview is a method for assessing the strengths and development needs of candidates. They generally last for half a day and are made up of a selection of group and individual exercises, followed by a competency interview for those that show evidence of the competencies during exercises. The use of group interviews is appropriate in the following circumstances:

> Multiple vacancies i.e. Lettings Executives, Sales Executives and Listers means we can see a larger number of applicants

> Vacancies which require a strong element of teamwork

Skill Testing (ability and aptitude tests)

Measures specific skill set and result in a score that gives an indication of existing ability or potential to learn skills required for the job. Such tests could include numerical and verbal reasoning.

Personality Questionnaires

The questionnaire is designed to provide information on your typical behaviour within work and similar situations. They give us an insight into how you see yourself that is not always available through interviews alone. These tests are designed by occupational psychologists and are validated and normed in a standardised way.

Tests

Here's a few hints to help you through those tests:

> Try to keep calm and read instructions carefully.

> Don't 'skim read' any instructions. It is important to be clear about how to answer the questions.

> Always complete the practice questions at the start of any assessment - ask your test administrator to clarify anything you don't understand before you start the test.

> Plan your time to answer as many questions as possible.

> Don't spend too long on a single question - you can always go back to it at the end.

> Check that the question number being completed matches the one on the answer sheet.

> When assessing difficult multiple-choice questions start by ruling out the answers most unlikely to be correct.

> If you change an answer make sure that it is clear.

> If in doubt, give your best estimate.

> If you finish early, go back and review your answers.

Other Tips:

> Find out what assessments to expect.

> With each test or exercise, think about what skills and abilities we are looking for, and try to demonstrate them.