Welcome

Shirley Parsons Associates is a specialist Health and Safety Recruitment agency. Our blogs are an opportunity to engage with you about Health and Safety, Occupational Health, Environmental, Risk and Quality as well as recruitment as a whole. Shirley and her team genuinely understand the market in which they work, highlighted by the fact that we are the only specialist Health and Safety agency headed by a CMIOSH Safety professional.

What to expect at an assessment day

Posted on July 30, 2012

So the first part is over, you have secured yourself a place at the assessment day. You now need to prepare yourself mentally and physically for a full day of activities so make sure you are well rested and confident in your abilities to deliver.

Assessment days are a good way for interviewers to assess candidates comparatively against set criteria. This is a fair method as the tasks are consistent across the candidates. Typically you will be required to attend an interview or perhaps multiple interviews, this part will be like any other formal interview. This is to see how well you would potentially fit into the company, what you can bring to the company and what the company can offer you. Remember it is a 2 way process, you need to be able to assess your aspirations and career path goals within the fit of this particular culture. If this role is not right for you or if you have concerns about the role, this is your opportunity to raise them. This also allows a window to find out more about the company’s expectations of the role and how they envision you becoming a part of this.

You may have to deliver a presentation, you will perhaps be asked to present on a topic of your choice or a subject area that has been given to you. Sometimes you will prepare before the day and other times the assessors want to see how you a) cope with the pressure of being unprepared and b) the quality of work you can produce within a timed constraint. The presentation has the aim of finding out how well you can communicate and engage with your audience. Sometimes this is a way of testing your knowledge within a particular subject area, to see if you have the right expertise for the job.

Group exercises are a good way of assessing how you interact within a team and the expected behaviour would be dependent on the role type. For example a managerial position needs to highlight core competencies such as strong leadership, quick and assertive decision making and excellent communication skills ensuring inclusion of all team members. If you are going for a more junior role, the interviewers will want to see that you are able to respect authority, be a good team player and use your own initiative in decision making, so no over-reliance on your manager. The assessors will be marking you against criteria regarding your ability to work within a team and the role that you take on, communication skills and your knowledge of the industry/role.

Dependent on the sector you may have to carry out some practical based exercises. In tray exercises will test your knowledge, allow you to demonstrate the necessary skills for the job and see how well you fit the role. You should make notes on why you have made certain decisions and your thought process behind prioritising particular tasks, as the interviewer will assess you on this. This exercise has the particular aim of assessing your time management, organisation skills, decision making ability and your justification for choices made.

Psychometric testing is often used as part of the assessment process, this can be tested at either the assessment day or before as part of the early selection process. Psychometric testing is used to test your verbal and numerical reasoning skills as well as general IQ. Why not try a practice test here http://www.jobtestprep.co.uk/freepsychometrics.aspx

There are many other online resources that can be used to help you out before the big day. So I suggest that you have a browse and make sure you are confident in what to expect.

I hope that you find this information helpful, we have a number of blogs that provide useful tips on the whole assessment process from CV writing through to interviewing and assessment days.

Here is some of our work:

Advice on writing your CV

Why 3 is the magic number when it comes to writing your CV

Top 10 interview tips

The Competency Based Interview

Not getting positive feedback from applications, want to know why?

How to get into Health and Safety

Are your social networking profiles hindering your job search?

Michelle Baginski- Marketing and social media co-ordinator

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Going Beyond Gold Health and Safety Conference

Posted on June 29, 2012

I attended the Going Beyond Gold Health and Safety Conference hosted by the British Safety Council in London on 27th June 2012. The conference was held to share best practice and involved all of us to ensure that the achievements are remembered and carry the legacy of the lessons learnt forward, not only in the construction sector but more widely throughout the supply chain.
The safety record of London 2012 has been excellent to date with no fatalities in the demolition and construction phases. This is a first as far as Olympic projects are concerned and marks a remarkable achievement for everyone involved. A lot of emphasis was put on the health & safety leadership which took health and safety to a different level. This leadership started at the top, and cascaded down through supervisors to the workforce. Everybody was encouraged to be involved and raise concerns over health and safety with no fear of recrimination as there was a ‘no blame’ culture from top to bottom.
Near-miss reporting was encouraged so that people were able to raise issues and boards were displayed with messages “You said…We did.’’ The importance of health as well as safety was recognised and promoted by having an active Occupational Health programme. The OH team carried out procedures including health checks to encourage well-being, even going as far as encouraging the workforce to start the day with a healthy breakfast. Occupational hygiene monitoring took place to monitor workers exposure to hazardous substances generated for example by the contaminated land excavation.
The enforcing bodies such as the HSE were invited to intervene early so that everyone could learn from industry specialists and they were seen as enablers rather than preventers. A word of caution was expressed as we move away from projects under the public scrutiny, that the good health & safety achievements need to be carried on throughout the games & afterwards when the structures come down and other major projects are started. The environmental measures which were implemented were discussed by panel participants reinforcing the message that good environmental management can benefit the whole project. Innovative ideas were listened to and environmental aspects were integral to everything and again active participation was encouraged. Challenging sustainability targets were set and achieved by everyone’s support and a discussion forum was embedded throughout the whole project.

Shirley Parsons- Managing Director

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DSEAR with a Bang- London IOSH 12th June 2012

Posted on June 22, 2012

I had been looking forward to attending this meeting for weeks. As soon as I heard that there were going to be live experiments, I told my colleagues at Shirley Parsons Associates that I would definitely be attending. We had been warned to make sure that we got there early due to the popularity of this event. I arrived just before 5.30 and collected mine and my colleague Liam Tiddy’s tickets and the venue was already packed. There was a really good buzz around the room, everyone was clearly excited about this event and the opportunity to see some explosions.
Roy Smith of Denios Ltd, delivered the experimental lecture. He is a dynamic presenter and kept the audience on their toes throughout by picking on individuals to answer questions. I was desperately trying to recall my GCSE Chemistry lessons in case he asked me anything, luckily he didn’t!
The lecture began with some examples of current prosecutions, which really brought home the devastating consequences that the mishandling of flammable materials can have. We then quickly moved onto the live experiments.
Something which made me think was the importance of disposing of unused batteries correctly. All batteries are manufactured to lithium grade now. When they get damp, they generate extreme heat. This heat can provide an ignition source which could cause a fire if coupled with flammable materials. Roy demonstrated to us what can happen by running the connectors of a  ‘dead’ 9v battery along some brillo pad, which created sparks and caused a flame.
Another experiment which stands out in my mind is how easy it is for a fire to start from a relatively small vapour trail. Roy doused some material in a flammable liquid and put it on the top of a small slope (behind a glass screen I should add) he then held a lit match at the bottom of the slope and the fabric at the top of the slope caught fire.
There were many more experiments which involved the audience smelling samples to detect water pollution and covering their ears due to the loud explosions! The whole event was entertaining, but in addition to this the lecture successfully demonstrated the importance of being proactive to our approach to storing and handling flammable materials. Not just in a commercial setting but in our own homes, everyday objects and materials that we take for granted if not treated with respect and caution can lead to shocking effects.
I always enjoy attending the London IOSH meeting, it’s always really busy and a good opportunity to meet with health and safety professionals from diverse sectors. I am very much looking forward to the next one.

Sophia Green- Recruitment Consultant

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How to get into Health and Safety

Posted on June 6, 2012

Here is some information on how to get into health and safety, the qualifications, costs, time involved and the content you will cover. These days most employers require official qualifications to work in Health & Safety. It is no longer a career for the well meaning amateur. There are many qualifications and routes to embark on a career within health and safety , I will go through the main ways.

To get membership into IOSH you will need to take exams and additionally have some work experience. It is highly recommended that you get experience in an environment that you want to work in. An example would be to gain experience in your current workplace as a health and safety assistant or by shadowing the current Health & Safety Manager. Alternatively you could offer to become the health and safety representative for the company, which will involve consultation with the workforce on health and safety matters and the reporting back to the Union. Any experience that you can gain will strengthen future job applications.

The IOSH Managing Safely course is designed for managers, supervisors and any staff responsible for successfully managing health and safety. This is a stepping stone to the NEBOSH certificate and is useful for preparing background information that will provide a better understanding of what is to come. This costs £545-£850 depending on the training provider that you choose but all courses last for 4 days. Click here to get the course information. This course will cover the application of management principles and responsibilities, basic risk assessment and control, legal requirements, accident investigation, performance measurement and environmental concerns.

The NEBOSH general certificate is an essential minimum requirement for a career in health and safety. This will take 11 days to complete and it is the most widely held health and safety qualification which over 150,000 people hold. This will cost £450-£1695 and depending on the provider, exam fees may be an additional cost. You will need to study for 80-120 hours. This is a rough range as it depends on the training provider and whether this is an e-learning course or a classroom based activity. There are several options which are as follows:

• NEBOSH National General Certificate in Occupational Safety and Health
• NEBOSH International Technical Certificate in Oil and Gas Operational Safety
• NEBOSH National Certificate in Fire Safety and Risk Management

With the National General Certificate and 5 years experience you can progress to Tech IOSH level. If you are working in the Construction sector, this can be followed by the NEBOSH National Construction Certificate which is aimed at Supervisors, Managers and CDM co-ordinators within the construction industry who are required to ensure that activities under their control are undertaken safely.

The next qualification after the certificate is the NEBOSH Diploma which is designed for people wanting to take a dedicated step towards getting a career in Health and Safety such as a H&S Advisor, Manager or a Consultant position. There are no prerequisites, however it is useful to have completed the certificate to provide the necessary background information as this is the equivalent of studying for an honours degree. Many UK universities offer MSc programmes that will accept the NEBOSH Diploma as a full or partial entry requirement.

You will cover the following:

• Unit A:  Managing health and safety
• Unit B:  Hazardous agents in the workplace
• Unit C:  Workplace and work equipment
• Unit D:  Application of health and safety theory and practice

You will sit a 3 hour exam for each of the units A, B and C. Unit D will require you to complete a work based assignment.

NEBOSH Diplomas:

• Environmental Management
• Occupational Safety and Health
• International Diploma in Occupational Health and Safety

The Diploma meets the requirements for Grad IOSH status, with a Diploma and 2 years experience and CPD you will be eligible to apply for CMIOSH status, which is available after a peer review. This status is a great way to demonstrate your level of capability and knowledge to peers and future employers.

The NVQ Level 5 Diploma:

This is a work based qualification suitable for people in a health and safety management position, which considers a person’s ability to be competent using on the job assessment as opposed to exams. Available through both OCR and City & Guilds, each organisation has the course in different locations around the world. You are given 2 years to complete the Diploma but it can be finished in a matter of months, enabling progression to Grad IOSH. Due to the requirement of workplace evidence the NVQ is better suited to somebody who already has or is in the process of getting practical experience at management level within health and safety.

Here is a summarised diagram of the IOSH membership structure:

IOSH 2012

To summarise there are many qualifications that you can get within health and safety. It is advisable to gain at least the NEBOSH Certificate as many perspective employers will ask for this as a minimum requirement.

For more information please look at the following websites:

http://www.reedlearning.co.uk/training-qualifications/qualifications/health-and-safety-qualifications

http://www.nebosh.org.uk/Qualifications/

http://www.sheilds.org/

http://www.iosh.co.uk/training/training_for_employees/managing_safely.aspx

http://www.iosh.co.uk/membership/about_membership/membership_categories.aspx

Michelle Baginski- Marketing and social media co-ordinator

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APS Meeting 10th May 2012

Posted on May 30, 2012

CDM 2007 Evaluation and Review

The HSE Construction Section has been carrying out an early evaluation of the CDM Regulations in response to the Prayer Debate. A research report published by the HSE together with the work of CONIAC (Construction Industry Advisory Committee) Working Group will influence the future direction of the ongoing reviewing of the Regulations.

The HSE stated they were willing to engage with industry to discuss the future direction and program for the review.

The panel at this open discussion forum consisted of members of the CONIAC Working Group and the HSE. It was a good opportunity for people within the industry to ask questions and put their opinions across.

Shona Turner and I arrived at Arup’s offices just before 6 and were greeted by Phillip Baker and Jonathan Moulam. The room was nearly full with people already in their seats ready for the discussion to begin. It had been planned that the evening would start on a brief presentation of the program and proposals, however with so many questions waiting to be asked we plunged straight into the debate.

One topic which was put to the panel was based around the statistic that 75% of fatal accidents happen on small sites (small site is defined as less than 15 people). The question was asked; “How can Regulations be implemented on these small sites?” It was suggested that Health and Safety and CDM matters should be synchronised with building regulations to try and tackle this problem. There was also a heated debate regarding the Health and Safety File. It was suggested by the floor that this can sometimes be seen as a burden. This was an opinion shared by many professionals and that sometimes the client interprets it too literally and runs their estate by it, going into the finer detail when it is unnecessary.

The discussion went on for about two hours, a lot of ground was covered and I think the debate could have gone on all night if we didn’t have to leave the offices!

Consultants at Shirley Parsons Associates have been attending APS meetings for the past 5 years but this was my first one. I really enjoyed myself; it was incredibly informative and gave me great insight not only into current CDM Regulations but also into the industry. It was an excellent opportunity to meet with some industry specialists and I look forward to attending the next meeting.

Sophia Green- Recruitment Consultant

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Not getting positive feedback from applications, want to know why?

Posted on May 10, 2012

So you want to know why you are not getting positive feedback from applications, and you want to turn this around…? Then you’ve come to the right place. There are a number of reasons why you may not get the feedback that you are looking for and hopefully the points below will demystify this situation.

The phrase “you can’t judge a book by its cover” can also be applied to a CV. However, an unattractive CV, where it is poorly laid out or is in an incorrect format, can make it difficult for recruiters to determine whether or not you are suitable for the role. In order to overcome this, see our blog called “Advice on Writing your CV” to ensure you have the correct structure and are including the correct information. As well as being the perfect fit, having a well-structured and clearly-sectioned CV makes it easier to match you to the job specification. This will ensure you are a top priority on the call list.

Secondly, ensure that the CV (and any additional information you send in) matches the job advert you have applied for. I know that it is impossible to write down your whole work history on 2 sides of A4; however, every role is different and requires different experiences so tailor your CV to the application. To save time when writing applications, have a long CV on record with all of your information so that it is relatively easy to pick and choose the relevant information. On the same note, limited or no experience in the sector you are applying for will ensure you are waiting longer for feedback, with the increased chance of receiving negative feedback.

Quick tip: If you have no health and safety experience, are looking to get into the industry and kick-start your career, look out for our next blog on “How to get your foot in the door of Health and Safety”.

A sure-fire way of receiving negative feedback is applying to several positions in different sectors and at vastly different salaries. When it comes down to applications, you need to make sure you are suitable for the role as sending out applications to any and all health and safety jobs is just a waste of the recruiter’s time and, more importantly, your time.

Due to the current economic climate, it is common knowledge that redundancies have been made in the industry. This has caused an influx in the number of candidates in the market and means that there is increased competition for jobs. This increased competition means two things: firstly, clients are being more specific with their requirements and, secondly, candidates are dropping their salary expectations and going for more junior roles. With this in mind, there has never been a more crucial time to ensure that the roles you are going for are the right ones.

If you follow these points and are still unsure, put yourself in the mindset of a recruiter. Imagine receiving 50 applications for one position and having to cut it down to the 5 CVs which you are going to send. How well does your experience measure up to the job specification? Are you in the right location? Is the salary being offered realistic for your next position?

At Shirley Parsons Associates it is our aim to deliver a professional match-making service to our candidates and clients. So bear this in mind when applying for roles.

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IOSH Conference 2012 – Manchester Central

Posted on April 10, 2012

I recently attended the IOSH conference which took place in Manchester this year. I went up with Shirley and my colleagues Shona Turner, Darren Brooks and Matthew Bransby. In my opinion Manchester Central was a great venue, there was a good buzz around the conference this year and I would say it was the busiest I have attended.

As one of the best events of the health and safety calendar, it is always a good opportunity to network both in between the presentations and around the conference, and of course look around the exhibition. It was also great to meet up with lots of my contacts who were up in Manchester for the 2 days.

There was a good cross section of presentations this year with plenty of insightful conversation in the breaks. Those I spoke with who were part of the various panel debates had very much enjoyed the opportunity, finding the discussions engaging and highly interactive.

Some of the conference highlights from those I was speaking with were around the topics of getting a better understanding of risk rather than hazard. Others found the increasing notion of the importance of health & safety culture and behaviours throughout organisations encouraging.

Overall I think it was a successful couple of days for all who attended. I was especially pleased to have completed a feedback survey for IOSH at the conference and as a result was randomly drawn as the winner of a Kindle, so thank you IOSH!

We already have the dates in the diary for 2013 when the conference is back in London.

Kerrie Brindle- Divisional Manager

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The Competency Based Interview

Posted on April 2, 2012

Following on from the top 10 interview tips I thought I would delve deeper into competency based interviews as these are becoming an increasingly popular way to interview candidates.

The competency based interview is centred on the concept that past behaviour predicts future behaviour. It is regarded as an objective and fair method as candidates are not assessed and compared against each other but instead rated according to the competencies required. Competencies are used to split a role into the desired requirements which are essential in order to be successful in the position. Questions should be asked regarding past behaviours, the main things learnt, the potential for adaptability, and your understanding of the position.

Good preparation is crucial to getting through the interview. You cannot go in without having thought thoroughly about your answers. However you don’t want to be rigidly over prepared as this will impact on your flexibility to answer questions that you were not expecting. It is of vital importance therefore that you read the job description in detail and are aware of the key skills that would be essential in fulfilling the role. You will be asked to provide detailed examples of past behaviour and scenarios that you could be faced with in the future.

Some core areas will include:

• Leadership/Management- what qualities make you a good leader? What is your leadership style? Examples of you leading/managing? Project management skills, your thoughts on delegation and past examples to back this up

• Team work- what role do you take within group projects? How did you get along with all team members? What do you personally bring to a team/How do you add value?

• Conflict/pressure- how do you react to pressurised situations? Examples of tough decisions made? Example of a situation not going your way? How you dealt with the conflict? What strategies/methods do you use to de-stress?

• Interpersonal- communication skills, the ability to persuade/influence, decision making ability, negotiation skills, listening capabilities

• Motivation- what drives you? How resilient are you? Where to do you want to be/career development aspirations? What specifically about this role will motivate you?

• Analytical skills- numerical understanding, problem solving ability, attention to detail

• Ability/achievement- what accomplishments are you most proud of, and why? Give an example of a time you recognised a problem in the company, what did you do?

To ensure success follow the STAR model:

SITUATION- the situation/problem faced – this gives the interviewer the background information so that they can set the scene

TASK- describe the task that needed to be achieved

ACTION- action took and any problems that were overcome- your direct involvement, what you set out to do and why?

RESULTS- the outcomes achieved- what you learnt from the situation

Common mistakes to avoid:

• A specific example is not used- you over generalise and do not provide enough detail

• Don’t say we, the interviewer is only interested in what you personally contributed to the task

• The candidate says they have no experience of this skill- remember it doesn’t need to be purely work examples think back to everyday situations that can be applied such as parenthood, educational settings

This approach will ensure that you have clear focus and direction and the interviewer can follow your thought process in a logical way. Briefly describe the situation and task and use your time to focus your answers around the action and results. The interviewer will be more interested in what you have learnt from the situation or what you would do differently if you were placed in the same scenario again.

Remember to avoid sweeping statements that you can’t prove. The main objective of these types of interviews is to provide evidence that you have the competencies the role requires. Be confident and remember to smile!

Good luck, hopefully these tips will ensure you are successful at the interview.

Michelle Baginski
Marketing and social media co-ordinator

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Work Gender & Equality

Posted on March 28, 2012

This was my first visit to the London Metropolitan branch since they moved location to The Kings Fund in Cavendish Square.  The new surroundings seem to work well with a comfortable, relaxed area to network in before the main discussion.

The first speaker of the night was David Biggins, an IOSH Recruitment Officer.  He was there to promote a new Workplace Shadow Scheme that has been successfully piloted in the food and drink division.  Essentially this is an opportunity for up and coming graduates to gain first hand practical experience in the workplace.  Working with a number of universities including Middlesex, they are giving employers the opportunity to take on a graduate for a 6-12 week period.  The employer will not be required to pay the individual but is encouraged to cover all reasonable expenses.  So far approximately 15 placements have been successfully completed and a number of these have resulted in permanent job offers for the individuals.  This seems to be a very practical and effective idea from IOSH and will clearly be of benefit to future graduate candidates.

Our main speakers for the evening were Susan Morag (HSE professional at Unite) and Katie Haire (Head of Vulnerable Workers Team at the HSE).  Their presentation was based around the difference between men and woman’s health and safety issues and if it would be appropriate to take a gender specific approach to producing policy.  Recent studies have identified that typically male issues in the workplace have tended to be safety related often acute in nature but with immediate effects.  In comparison female issues tend to focus on the health side, problems are often gradual from the onset but can accumulate over time.

Both parties argued that there should be a capacity to adopt a gender specific approach to safety.  A neutral gender approach may not highlight the particular issues facing both sexes.  This point opened up some interesting debate around the issue and is clearly a growing area of concern in the industry.

Duncan Cooke- Recruitment Consultant

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Top 10 interview tips

Posted on March 6, 2012

No matter what the job, the sector or the level of position, interviews will determine whether or not you get that dream job. Interviews have been around for years, and they are here to stay at least for the foreseeable future. So the question you are asking is how can I make sure I’m successful at an interview? Here are the top 10 tips:

1. Take care of yourself- Have a good night’s sleep, eat properly and relax before leaving for the interview. Allow yourself plenty of time so you are not rushing and forgetting items that you should be bringing with you such as paperwork and proof of identity. Preparation for unforeseen circumstances is essential, for example traffic and road works, leave early to ensure that you are punctual. Turning up late does not make a great first impression!

2. Preparation is key- Make sure you have the company’s contact details in case you are running late. Review your CV and the job advert before attending the interview. Make sure you know the role and responsibilities in depth, as you will be asked to provide examples and answers to hypothetical scenarios. Research the company, go to their website and get a feel for their culture and the type of person they are looking for. Prepare some questions to ask the interviewer otherwise you will look unprepared, disinterested or worst of all uninformed. Make sure you have researched specific industry news for the job, as you will probably get quizzed on this. Remember to bring a notepad with the questions listed so that firstly you don’t forget and secondly if they have been answered you still look prepared.

3. Make that first impression count- the first 30 seconds are crucial in influencing the interviewer’s perception for the remainder of the interview. You need to be professional in appearance, wearing smart clothes even if the normal office attire is more relaxed. Be polite, smile, make good eye contact and offer a firm handshake. Remember that 80% of communication is non-verbal, a lot can be inferred from your posture. Avoid folding arms as this will be seen as a defensive strategy. Although nerves will set in you need to stay calm and put yourself in the interviewer’s shoes. What would you think of yourself if you were interviewing? Are you creating a positive impression?

4. Be yourself- while certain etiquette is expected, don’t pretend to be someone you’re not. If you get that job you will suffer in the long run as people will have different expectations from you. This is a waste of resources and money from the company’s perspective and it will not look good for future applications if you leave after only a few days or weeks.

5. Cut the waffle- rather than answer questions straight away gather your thoughts and then answer after thoughtful reflection. A focused and relevant answer is of far more value than a rushed, ambiguous answer that may not even answer the question. This will only frustrate the interviewer. Do not discuss your previous employer in a negative way, it is unprofessional and you don’t know who their contacts are within the industry.

6. Positivity- if an interviewer sees a positive and enthusiastic attitude this is more likely to get you the job. You need to show enthusiasm for the role, the interviewer needs to feel that you are the only suitable person for the role and a good cultural fit for the organisation. If you think positively this will ultimately impact on the answers you give and the confidence you will demonstrate.

7. Examples- The advert will detail certain behaviours that are required, you need to have detailed examples to demonstrate that you hold these desired qualities, this is especially important when it is a competency based interview. If asked for an example of something not going to plan or a weakness, put a positive spin on your answer. Remember that the interviewer wants to see your potential room for improvement. It is more important to see that the flaw is under control rather than just a weakness you are aware of but not acting upon. The test is whether or not you can take responsibility and have learnt from it. The interviewer isn’t worried if you’ve made a mistake they want to see that you have learnt from it.

8. Competency based questions- the tried and tested STAR technique will help you give a focused answer, try and use this approach when possible.

S- Situation (describe the situation faced- context)
T- Task (example of the task that needs accomplishing)
A- Action (your action/direct involvement, what you did and why)
R- Results (outcome of your actions- what you accomplished and learnt)

This should allow you to structure your answer in a way that not only answers the question in a clear and concise way, but is clearly targeted and provides proof to the interviewer that you have the skills to be successful in this role.

9. Seek clarification- 90% of interviewers ask challenging/non-expected questions. You must remain in control and get the interviewer to repeat if necessary. Clarification is better than providing a vague or incoherent answer or something that doesn’t even answer the question. Asking questions around the points shows an interest for the role, it highlights that you are an engaging individual who has a genuine interest in the organisation and the position.

10. Close the interview/feedback- the opportunity has now arisen to discuss the role in detail, which should provide insight as to whether or not this role is for you. You should raise any concerns or queries at this point. Once the interview is over be sure to get feedback on how you performed as this will provide constructive and objective opinions which will be extremely useful in the future. If you have been put forward through a recruitment agency then call your consultant with your feedback. This will make the process quicker and more efficient. The agency will then notify you of the interviewer’s feedback.

I hope these tips help you prepare for your next interview, and I wish you luck in getting that role.

Competency based questions can be challenging so we recommend that you practice these with someone before attending, we can assist with this.

Michelle Baginski
Marketing and social media co-ordinator

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