This page is intended to give you some hints, guidance and advice on writing your CV and preparing for interviews. This is not intended to be prescriptive, these are only suggestions. We are always happy to talk you through CV and interview techniques in person - but these guidelines should help you start.

preparing your CV

Please give your CV some thought and spend some time on getting it right – it may make all the difference in getting the job you really want.

Most importantly, always thoroughly proof-read your CV or ask someone to do it for you before sending it to either an agency or a potential employer.

• Make sure your CV is well laid out so that it is immediately easy to read and understand. Leave plenty of white space.
• Use concise, unambiguous sentences, avoid exaggerations and a flowery writing style.
• Do not make false claims; honesty is always the best policy.
• Bullet points are useful to highlight relevant skills and experience and help break up continuous text.
• Depending on your experience, two pages is an ideal length.
• Stress your past accomplishments and the skills you used to get the results you achieved.
• Focus on information which is relevant to your own career goals.
   
• If you are making a career change, stress what skills are transferable to support your new career objectives.
• Put your highest level of education first.
• Put your most recent job first and work backward chronologically in time.
• Ensure all dates are accurate.
• Explain any long career gaps (i.e. travelling, maternity leave etc.) these will only need to be explained to our clients.
• Don’t change tenses back and forth.
• Describe what you did 90% of the time, not 10% of the time.
• Avoid references to hobbies, activities and memberships which are not business related or have no relevance to your current career goals or job objectives.
• If you are preparing a CV for a specific vacancy, explain why you would be good at the position for which you are applying. This is a brief summary of your significant technical and managerial skills (where appropriate). Include accomplishments and soft skills such as team player, dependable and successfully meeting deadlines. E.g. – Achieved a fundraising target of £100,000 within one year.

Interview techniques

general hints and guidelines

think about yourself

It is important before an interview to think about all the reasons why you are attending it and what you have to offer the organisation. Be ready to discuss both short and long term career goals in general terms.

gaps in CV

You will also need to explain gaps in employment. If you worked in a temporary capacity but didn’t put it on your CV, know the details of which companies you worked with, what you did for them and the length of the assignments. If you did not work but did search for a job give some examples of the research you did regarding job opportunities and the process you went through to find the position.

reasons for leaving

Prepare to discuss the reasons you left your previous jobs. If it was for a better opportunity, explain how it was an opportunity. If you left involuntarily, present the reason in the most positive light you can. Make sure your responses are honest and be positive.

research the job

Before attending any interview it is a good idea to research the organisation and familiarise yourself with the following:

• Size of organisation, number of employees.
• History, how long have they been operating – do they have any affiliated organisations or belong to an umbrella group?
• General information about their services/products/aims etc.
• Major competitors or other organisations operating in the same field.
• Job description – understand the skills required for the position.
• Relationship between the open position and other members of staff - have a sense for the department.
• Have some well thought-out questions that would help further your understanding of the organisation e.g. How will the organisation be affected by the new legislation on xyz… or How do you see the organisation developing over the next year/three years?
• Feedback to your consultant how you thought the interview went and tell us whether you would be interested in the job if it were to be offered to you.

what is the employer looking for?

Employers use interviews to confirm that an applicant has the required knowledge, skills and willingness to contribute and fit into the organisation’s culture. They also want to see if your career goals are in line with opportunities available with their organisation. They are looking for the potential in prospective employees to become valued, trusted, productive team members of their organisation.

You must try to consider how you can display your skills and experience in a good and honest light and provide employers with the evidence that you are the right person for the job. Here are some brief points to consider:

• Are you a self-starter, able to work without constant supervision?
   
• Can you be depended upon in critical situations and follow work through to completion?
• Are you enthusiastic and easy to work with?
• Can you work under pressure?
• Recruiters need to know what drives you to want the job and why you want to work for the organisation in particular.
• Can you manage your time effectively?
• How do you structure your day’s work?
• How do you plan your day and week?
• How did you handle sudden unplanned work or crisis?
• Can you handle constructive criticism in a productive manner?
• Are you objective in evaluating yourself and others?

Recruiters look for an objective analysis of your abilities. For strengths, recruiters want to know why you think it is strength and where it has been demonstrated. For weaknesses they want to know what steps you could take to improve.

You will rarely be working alone so being able to work as part of a team is valuable. Co-operation and ability to work well in a team environment are some the most valued skills in employees.

• Can you work well with a variety of people?
• What would you do to help a team of people work together better?

points to consider throughout the interview

• Be prepared with answers to the traditional interview questions. Rehearse your answers with a friend who will give you honest feedback about the content of your answer and body language.
• Aim for clarity, brevity and above all, honesty. Give honest answers with a positive tone.
• Concentrate on the employer’s needs, not yours.
• Emphasise how you can help the organisation achieve its goals.
• Describe your past responsibilities and accomplishments.
• Explain why you approached projects in a certain ways.
• Explain how the skills you bring will benefit the organisation.
• Don’t downplay your accomplishments or attribute them to luck.
   
• Be specific in your answers. Avoid rambling or getting off on a tangent.
• Ask for clarification if you are unsure of the question.
• Ask the employer if they think it would be helpful to add information about skills or experiences that you believe are relevant but which have not been covered during the interview. Take responsibility for communicating your strengths. Don’t rely on the interviewer to pull it out of you.
• Consider the types of skills and characteristics you think the employer needs in the applicant to be successful in the job for which you are attending an interview, e.g. attention to detail, diplomacy, leadership, persistence, problem solving and planning, stress management, team building, technical.
• Once you have determined what you think the employer will be looking for, write out examples of situations that showed your skills in those areas. Explain your past successes, the more you can clearly describe the experience, the people involved, the challenge and the solutions, the more you’ll stand out in the interviewer’s mind.

types of interview

There are several different types or styles of interview that you may come across amongst our clients. It is important that to remember that no two interviews are the same and that you can always improve you interview style and preparation. There follows some general hints and tips on the most common / frequently used interview techniques that you are likely to encounter through our agency.

the traditional interview - sample questions

Sometimes interviews follow a more traditional format (quite common with people who are not used to interviewing). The following is a list of typical interview questions which may arise in one form or another. It is a good idea to reflect on the sort of answer you might give before an interview but it is unwise to learn answers off pat as you risk coming across as unnatural and not genuine. It is a good idea to back your answers up with examples taken from your own work experience.

• Do you prefer to work in a small, medium or large organisation?
• Why do you want this job?
• What qualities do you think this job requires?
• Why do you want to work for this organisation?
• What have you got to contribute?
• What can we offer you that your previous organisation cannot offer?
   
• How long have you been looking for a new job?
• What do you know about this organisation?
• What interests you about this organisation?
• What are you looking for in a new job?
• What would be your ideal job?
• What sorts of jobs are you considering at the moment?
• What did you do on a day to day basis?
• What do you not like about the job?
• How did you make a difference to your last organisation?
• How successful are you?
• What was your greatest success and how did you achieve it?
• What has been your biggest failure?
• How could you improve yourself?
• How did you progress in your last job?
• How do you handle criticism?
• How do you work with others?
• Do you need other people around to stimulate you?
• Are you accepted into a team quickly?
• Give me an example of when you took initiative to solve a problem?
   
• What motivates you?
• Are you competitive?
• What problems did you encounter and how did you overcome them?
   
• Do you feel you are ready to take on greater responsibilities?
• What are you like under pressure?
• How many hours are you prepared to work?
• What are your career goals?
• How did you get on with your last manager/colleagues?

the team interview - how to cope with them

The interviewer asks specific questions seeking information about a candidate’s skills, character and preferences based on examples of past behaviour. During the Behavioural interview, questions are directed toward specific experiences. Some examples follow:

"Tell me about a time when you had to deal with a difficult person at a work."

"What proactive steps have you taken to make your workplace more efficient and productive? Specifically describe a policy, project or system you created or initiated."

"Describe a high pressure situation you had to handle at work. Tell me what happened, who was involved and what you did in terms of problem solving."

"Some situations require us to express ideas or opinions in a very tactful and careful way. Tell me about a time when you were successful in this type of situation."

Try to think of some questions to ask at interview. If you have researched the company well, you will be able to come up with questions concerning the organisation. You may also like to find out more about your responsibilities in the role, the organisation’s long and short term aims, training opportunities, overall organisational structure and what they would hope you achieve in the first six months.

Other things to remember:
 

Discrimination on the basis of race, marital status, colour, sex, religion, national origin or disability is not legal. Although very rare, it is possible that you may be faced with a question which is discriminatory particularly from inexperienced interviewers. In these situations the best thing to do is to address the bias behind the question without confronting the interviewer, for example:

Are you planning to start a family?
Are you asking if I am able to work overtime? Are you asking if I would have commitment to this position?

How old are you?
Are you asking how many years of experience I have?

Are you married?
Are you asking if I am able to work overtime?

If you are concerned that the interview you attended was discriminatory, please do not hesitate to contact your consultant and be prepared to discuss your thoughts and experiences.

Negotiating the Job Offer
I. Introduction: When and How to Talk Compensation
Never bring up the subject of compensation until the prospective employer broaches it first. Otherwise, you risk sending the wrong message-that you're more interested in money than in what you can do for the company. This might cause an employer to think twice, as it were, about your candidacy. No one wants to hire someone whose only interest is getting paid.
Worst-Case Scenario: The Salary Discussion is a Screening Device. If the subject of pay comes up early in the interview, you should understand that this is probably a screening question. The wrong answer here could take you out of further consideration for the position. Thus, your best strategy at this point is to avoid answering any questions related to money. If you must respond to such questions, you should ask the interviewer to first tell you what his or her compensatory range is for the job. ...For better results, try to focus on the job, what it requires and what it should pay instead of your own economic needs. This will help keep you calm and collected. You don't want to let emotions guide your salary negotiations.

II. The Principles of Salary Negotiation

A. The first principle of salary negotiation is deferral.
Delay any discussion of compensation as long as possible.
There are two reasons for this tactic. First, you do not want to damage your chances of getting a job by throwing out a number that effectively removes you from the employer's consideration. If you were to suggest a high figure with the intention of letting a potential employer know that you will not be pushed around, you have sent the wrong message. In this instance, many employers will screen you out of consideration, figuring that you would not be happy with their offer. They keep looking and you are out of the picture.
Another reason for delaying talk of pay is to avoid selling yourself short by confining yourself to less money than you might have gotten had you not offered a particular figure. Once an employer has heard your asking price, it is highly unlikely that he or she will offer you more-regardless of whether he or she was willing to pay more in the first place. Your answer could cost you thousands of dollars over the years.
To win at salary negotiation, don't be the first one to mention a figure.
Here are some examples of dialogue meant to postpone a discussion of money, or to get an employer to mention a figure first:
"It is my understanding that your organization pays a competitive rate. I want to make sure this is in line with my compensation requirements, and this is a good time to confirm that. What is your salary range for the job?"
"To be frank, I'm not comfortable discussing salary issues until you've decided you definitely want me and I've decided I will be able to help with your tasks here."
"I'll gladly talk compensation with you, but could you first help me to better understand what the job involves?"
"Salary is not the main issue here. What is more important to me is the job, company, environment, etc. ..."
"I am open to any reasonable offer, and I'm sure that you pay a fair wage."
Sometimes, salary requirements will be used by a potential employer to decide whether or not to schedule an interview in the first place. In such cases, you will receive a salary screening phone call. Here are two responses, both of which ensure that you will get to the interview phase and protect your monetary interests:
"I know we don't want to waste each other's time if we're far apart on the issue of money. May I ask you, then, what type of compensatory range you are considering at the moment for this position?"
"Depending, of course, on the management philosophy of the company, the number of overtime hours required, the medical and dental benefits, my commuting and/or travel time, how well the position fits my long-term career goals, and how much room for advancement you offer, my salary expectations range from $_____ to $_____ [give a very wide range]. When would you like to get together to talk further about the position?"
...If You Have to Throw Out a Number, Make It a Range. That's because companies almost always arrange their salaries on a sliding scale, which factors in experience and seniority within the company. The difference from one end to the other can be as much as 50%. If you feel you must give a salary figure, offer a range. Your range might go from 10% below your most recent salary level to 20% above that number. The idea is to create some room for negotiation. You don't want to accept a 10% cut in pay, but you can negotiate the offer upward if the company really wants to bring you on board. To be sure, you don't want to cheat yourself out of an opportunity to receive more pay than you did previously.
B. The second principle of salary negotiation is preparedness.
Know what you're worth in the marketplace.
There are many ways to determine your competitive market value. For example, you could:
Look up salary surveys in your field or in popular magazines, which often feature annual salary surveys.

III. Get the Offer First

If the employer brings up the issue of money later in the interview, but has not offered you the job, you should press for an offer. Simply put, your interests are better served by getting an offer on the table before you start negotiating your salary. It is important to ascertain whether compensation is the only barrier to your getting the job.

IV. Now that You've Gotten the Offer...

Here are some guidelines for negotiating the job offer.
Remain enthusiastic ... except about the financial package. You don't want to risk losing a job offer to another candidate, just because he or she seems more enthused about the job itself.
Know what you're bargaining for. Get an exact understanding of the job, its responsibilities and reporting relationships.
Expect to negotiate. People rarely state the best offer at the start.
Never refuse an initial offer as being too low. Think about it overnight, and, if the salary is simply not enough, state your compensatory minimum.
Have all the elements of the financial package on the table before you negotiate.
Don't accept the job offer on the spot. Although you may have already been considering the possible offer, you need time to evaluate all the factors involved in this decision. Remember not to get caught up in the excitement of the offer. Be prepared to negotiate when you will let the employer know of your decision.
Weigh your salary against your own needs. Do you like the work? Are these responsibilities likely to stimulate and challenge you? Is the opportunity for growth in the job compatible with your needs and desires?
Think in terms of standard of living. Will this salary afford you the type of lifestyle you are used to? This is particularly important if the position requires relocating to an area with a higher cost of living.
Be prepared for a negative response. Also, be prepared to accept or decline the original offer in the event that your requests are turned down.
Don't feel like you have to keep talking. The employer will let you know when he or she has reached the limits of negotiation. One rule of the negotiation process is that he or she who talks the most usually gives up the most.
Stall if you have to. If you expect offers from multiple companies, you will want to delay accepting any one of the jobs. Make sure to negotiate for adequate amounts of time to consider whatever offers are on the table. ...Last Resort: Go out of town, and explain to an employer that you'll have made your final decision by the time you return.
Commit fully. Whether it was a hard decision or not, let your employer know that you're with him or her 100% and willing to put forth your all in getting the job done.
V. Other Negotiables
You should consider the following items in determining your compensation package. Any one of these things could be open to negotiation.

Basic Compensation
Base Salary or Wage Signing Bonus
Commissions
Performance Bonus
Profit Sharing Bonus
Standard Benefits
Pension Plan
Disability Insurance
Medical, Dental and Optical Coverage:
Percentage Covered By Insurance?
Deductibles?
Paid Sick Leave/Personal Days Off
Vacation Time:
How Long?
How Soon?
Life Insurance
Long-Term Benefits
Retirement Plans:
Defined Benefit
Profit Sharing
Pension Plan
Savings Plan
Deferred Compensation Plan
Equity Participation
Stock Options
Stock Bonuses
Relocation Considerations
Coverage of Moving Expenses/Trips to Find Housing
Temporary Dual Residency and Meals
Loss on Sale of Present Home?
Mortgage Rate Differential
Mortgage Fees and Closing Costs
Cost of Living Subsidy
Outplacement for Spouse
Perks
Vehicle Allowances:
Gas, Maintenance and Insurance
Expense Accounts
Cell Phone/Page Allowances
Frequent Flier Mileage Awarded
Reserved or Paid Parking
Memberships to Professional Associations
Country Club/Golf & Tennis Fees
Health Club Membership
Financial and Legal Consultation
School

Tuition Reimbursements VI. The Offer Letter

Request that the job offer be outlined in writing. Until you have the offer in writing, you have nothing. A verbal offer can be withdrawn-it happens all the time. Furthermore, having the offer in writing ensures that there will be questions later on about what was initially agreed upon. The offer letter normally consists of the following items:
Job title
Base salary
Incentive compensation (if any)
Agreements as to salary and/or performance reviews
Starting date
 

The Truth Revealed

We have compiled a list of DO’s and DON’Ts from the experts, human resources and career centre professionals, to give you the inside scoop on what employers are looking for, what turns them off, and how you can represent yourself in the most creative and effective ways to get the job you want.
Many of the following tips may seem obvious to you, but according to the feedback from employers and career educators, even the obvious is often overlooked by students and recent grads looking for work.
We have also collected stories for You did WHAT!?!?!?! Career Search Killers, the amazing but true job search horrors that you can only wish will never happen to you.
So read on, learn from the mistakes of others and find out from the experts what you need to do to land your dream job.
DO’s
DO research the company prior to attending a networking or recruiting event. Your first question should not be "So...what does your company do?"
When e-mailing your application, DO put the name of the position as the subject. If the company is recruiting for several positions, your resume won’t get lost.
DO follow instructions regarding the application process. For example, if a company requests that all recent grad applicants include a transcript with their application, be sure to include one.
DO show enthusiasm in interviews. Expand on your responses, show them what a fabulous employee you can be. You may not be hired for your experience alone, but also the enthusiasm and creativity you bring to the position.
DO have pride in your accomplishments. Even if they seem to be minor to you, your potential employer is interested in knowing you better.
DO avoid using slang or "teenage talk". For example, saying "like" a million times.
DO have a friend or employment counsellor proof your resume – they can tell you the things you’ve left out and correct any errors.
DO put your name on each page of your resume.
DO come to any recruiting events with as little as possible – ensure a free hand for shaking. Food & drink in same hand, right hand free is a good rule. DO ensure your resume is in a legible font and keep it to a 2-page maximum. DO be specific. Include a listing of all skills/abilities/competencies. For example, don’t put computer literate - list all your computer skills.
DO ensure your answering machine has an appropriate greeting – it is a reflection of who you are.
DO brief your housemates on your career search and ask them to use appropriate phone manners. For example, ensure your roommate doesn’t yell out...."Bill the phone’s for you…it’s a girrrrllllll!"
When leaving a message for a company, DO know what you want to say, state who you are, and speak slowly – especially when leaving your name and phone number (include area code).
DO ensure the e-mail address on all application papers is accurate and clear. If your e-mail address is inappropriate (example beerguy@hotmail.com) – open a new account for job search purposes.
DO be considerate when wearing perfume or cologne – less is more.
DO include both your school contact information and your permanent contact information. There is nothing worse than receiving a great resume, and not being able to contact the person because their school phone number has gone out of service over the summer!
If a resume says "references available on request" DO have a list of references available at the interview.
DO bring a portfolio of work, certificates, etc. to the interview. If the opportunity arises to show an example of work you can not only discuss the project, but also show your work.
After sending a resume to a company DO respect the process even if you know someone inside the company. Sending lots of e-mails to follow-up and being overly assertive will not get you in for an interview.
DO be confidant, not arrogant.
DO relax and be yourself.

DON’Ts
DON’T answer your cell phone during an interview. Turn off phones and pagers.
DON’T misspell the company name or get the gender of the addressee wrong. Know the correct title of the person to whom you are addressing your cover letter.
DON’T send an unsigned cover letter.
DON’T ramble on in interviews. Listen closely to the employer and simply answer the question.
DON’T monopolize an employer’s time. Remember to be considerate of their workload and the employer won’t see you as a nuisance.
DON’T chew gum or bring food or drink into an interview.
DON’T not show up for the interview.
DON’T switch times with another student, and not let the interviewers know.
DON’T put your measurements or photo on your resume.
DON’T get intoxicated at a networking or recruiting event – your resume will find its way into the garbage – not the interview shortlist.
DON’T forget proper hygiene – look professional and be sure to brush your teeth, put on deodorant, brush your hair, etc. What seems to be common sense is often forgotten.
DON’T smoke or have an alcoholic drink before an interview or networking event – this does not create a positive first impression.
DON’T have the first question you ask an employer be..."So...how much are you going to pay me?"
DON’T talk negatively about former bosses or professors at interviews.
When the recruiter phones to book an interview time, or for any other reason, DON’T put them on hold to answer another incoming call.
When following up with an employer, if the person does not answer the phone, leave a message so the person can call you back. DON’T hang up, the person may have call display.
DON’T be hard on yourself if you don’t end up getting the job. Many factors go into the decision and feeling angry or sad about it is not constructive. Chalk it up to a good experience and push forward.