Many employers use a multi-stage selection process. This page deals with the second interviews and other procedures (often called assessment centres) to which you will be invited if successful at your preliminary interview.
What to Expect
Probably some form of individual selection or group selection, or a combination of both.
- Individual Selection means that you will be interviewed by one person or by a panel of interviewers, or by means of a series of one-to-one interviews.
- Group Selection usually lasts for more than one day (accommodation and meals are normally provided) and some exercises will be done with other candidates. Both your own performance and the way you related to your fellow candidates will be monitored.
Avoid assuming that you are competing against fellow candidates. Some organisations recruit to an absolute standard rather than by comparing individuals, and may reinterview if they don't find the right person, or they may recruit several from the same panel.
Many people find second interviews taxing, even gruelling, but often exhilarating. If you are given things to prepare in advance (eg a discussion topic or presentation), it is vital that you do a thorough job, even to the extent of making notes that you can revise from the night before, and possibly preparing some visual aids, eg powerpoint. It also helps to have kept in touch with current affairs. Preparation will give you confidence and help you to relax.
Interviews
Most of the groundwork on interview techniques has already been covered elsewhere but there are some additional points to keep in mind:
- some of the questions asked will be a repeat of those covered in the first interview (perhaps with more depth). Be consistent - the employer will have kept notes of that first interview. You will be expected to remember information given to you then and should be prepared to answer questions for which the answers have already been given in brochures, presentations, etc.
- it is likely that you will meet specialists from your chosen sphere of work. Your knowledge, ability, or potential to actually do the job will be under much closer scrutiny, as will your motivation towards your chosen career.
- take the opportunity to clarify any of your doubts about the organisation: training, salary, location, etc...
Panel Interviews
These should be treated just like one-to-one interviews. Look mainly at the person who is speaking to you but watch the reaction of other panelists too (an interviewer's face and body language will often unconsciously show you when to stop, or when to amplify a point). If one member of the panel doesn't speak at all, don't worry. If another seems aggressive this may be a ploy to see how you react under pressure - just take your time and reply calmly. An individual may be asking the questions, but the whole panel will be assessing you.
Series of one-to-one interviews
These might be with different 'experts' eg a specialist in your field of work, a psychologist, a personnel officer, a person from outside the organisation. Thus the interviews might cover quite different topics and be intended to highlight different aspects of your personality.
Extended Selection Procedures (Assessment Centres)
Employers go to considerable effort and expense to select the right candidate. Extended selection can last from one to three days and can have many elements ranging from exam-type test sessions to informal late-night drinks. You might encounter some of the following:
Group Tasks
These are unpredictable but the following exercises are fairly common:
- A group discussion (no leader) on a given subject. You will be assessed on the quality (not necessarily the quantity!) of your contribution.
- Discussions where each participant in turn is asked to take the chair, and to bring the meeting to a conclusion. Be aware of the time factor here.
- A role-play exercise where individuals are assigned parts in a realistic work situation and have to work together to solve a problem, eg industrial relations, analysis of production, marketing or financial strategy.
- A joint activity. This can be anything from building towers with Lego to crossing an imaginary river with planks and oil drums.
In group exercises, bear in mind that you will be rated on your enthusiasm, co-operativeness, originality of thought, and your ability to put your ideas across persuasively. Don't fall into the trap of thinking that domineering behaviour equals leadership!
Individual Assignments
You may be asked to do something along these lines of writing a tactful letter in reply to a complaint from an irate customer / client / member of the public or undertaking a project, for example to produce publicity material for a company product. You may be asked to do an in-tray or e-tray exercise. This involves an in-tray or electronic inbox full of documentation, emails, memos, telephone messages, reports and correspondence and information about the organisation. You must prioritise the work, make decisions about how to proceed and recommend actions. They aim to test how you deal with information within a time limit. You may be asked to justify the decisions you've made. Be prepared for anything!
Making a Presentation
You may be required to give a verbal presentation to your group and the selectors. This could range from a five-minute talk on one of your interests to an analysis of a burning issue of current affairs. Applicants for jobs in research may be asked to describe their own research interests or a recent project.
If you find the prospect daunting don't be tempted to cover your embarrassment by flippancy: the selectors will be taking it seriously. Prepare well, sort out your thoughts and ideas and make notes beforehand. Present your topic with interest and enthusiasm and choose a topic you can sustain for the allocated time rather than one you think will impress the selectors. Attempt to capture your listeners' interest from the start and try for a lively delivery. If appropriate, use visual aids. Prospects has information which may help.
Psychometric & Aptitude Tests
These pencil and paper tests are commonly used at some stage in the selection process. They are not always a pass or fail device; results are often considered as supplementary evidence alongside the results of interviewers, etc...
Social events are as much a part of the selection procedure as tests and interviews. Big meals, free booze, late nights and unfamiliar surroundings are not necessarily factors designed to produce sharp responses the morning after. Healthy moderation in these will help you relax and enjoy the selection process as well as keeping you on your toes to face the day's activities with energy and enthusiasts. 'Ordeal by cutlery' is no longer a factor in coping with receptions and dinners, but the ability to engage in informal conversations will be regarded as a useful social skill.
Aftermath
- Claim reasonable travel expenses.
- Try to establish when you might hear the result and think about whether you would accept an offer.
- Try to learn from experience but don't agonise over 'mistakes'.
- Read about a graduate's experiences of second interviews.
