You will encounter a number of interview techniques during your job search. Approaches vary according to the nature of the role and the industry.

Behavioural interviews

The interviewer will ask you to describe how you handled various situations in your previous role. The emphasis is on your experience and its relevance to the position for which you are being considered.

Prepare by identifying four or five examples that show how you faced challenges and achieved positive outcomes in your previous role. In each case, describe a specific task or situation that is relevant to the role in question.

Situational interviews

These are very similar to behavioural interviews. The difference is that situational interviews pose hypothetical questions, rather than asking for specific examples of past performance.

Questions are based on the skills and personality traits that are required for the role. Use the job description to identify key responsibilities because the questions are likely to focus on these areas.

Unstructured interviews

This style is conversational and information is gained through a free-flowing discussion. The interviewer does not ask a set of questions in a predetermined order.

You are required to carry the conversation and the topics you discuss generally lead to subsequent questions. Rehearsal is important because the interviewer, although apparently casual, will be looking for details that reveal your skills, personality and cultural fit for the role.

Panel interviews

These consist of multiple interviewers who are usually sourced from different parts of the organisation. Objectives are likely to vary between members of the panel and this will affect the flow of questioning.

Establish eye contact with the member of the panel asking the question and scan the other panel members during your response. Take particular care when answering technical or strategic questions as panel members may have specialist knowledge in these areas.

Psychometric Testing & Assessment Centres

Companies sometimes use psychometric testing and assessment centres to supplement the information gained from traditional interviews.

Psychometric Testing

Psychometric testing is designed to assess your competencies, motivations, career interests and personality traits. The tests are designed to offer an objective and standardised alternative to the frequently subjective and potentially biased process of face-to-face interviews.

Tests are scored in a standardised way and therefore provide a fair comparison between candidates. The psychological information gained is used to judge suitability for the role.

Psychometric tests generally have a time limit so it is important to work through them at a steady pace. If you have difficulty with certain questions be careful not to waste too much time on them – answer the questions you can and return to the others later.

You can prepare for psychometric tests by refreshing your basic skills in maths and comprehension. Buy newspapers and work on crossword puzzles, word games and mathematical teasers. Read passages of text and extract and summarise the key points. Practise arithmetic without touching a calculator. These activities encourage logical and analytical thought – skills you will need when answering questions during the test.

For further information on psychometric testing, conduct research online or speak to an ACBC Careers Advisor.

Assessment Centres

Assessment centres are procedures rather than places. They involve a range of assessments and simulation activities based on the key competencies identified as being essential for the role.

Assessments may include interviews, written tasks and group activities in which candidates are observed interacting in a team environment. It is a comprehensive approach that uses multiple tests and assessors to provide a consensus recommendation against an agreed set of criteria.

Do not adopt a competitive attitude during the assessment. Work effectively with your fellow candidates when participating in group activities, contribute to discussions and demonstrate interpersonal skills.