Employer Viewpoint

For an employer, recruitment is an expensive and time consuming process. A wrong hiring decision can be challenging and costly. Employers invest in training and development of new staff. It can take some time for new staff to become a productive member of the team, so getting it right is critical.

Some employers engage recruitment consultants and rely on the neutrality of psychometric testing to assist in the recruitment process.  Psychometric tests are designed to assess an individual’s abilities in specific areas such as analytical or decision making abilities or people or sales skills.

It is therefore important that you present yourself in the best possible light in the interview

• Be confident
• Sell yourself with belief in yourself
• Personality is important – build good rapport with the interviewer.
• Be honest under all circumstances.
• Practise, be ready for anything, don’t be phased by unexpected questions, or case studies or unusual scenarios
• Listen carefully and think before answering. Pause for thinking time.
• If you are asked to problem solve within the interview, be transparent about your method, by talking through your problem solving process.
• Be prepared for “behavioural questions” interviewing i.e. questions based on past experiences in order to identify competencies required in the job.
• Think about how you would handle likely job situations e.g. conflict within a team.
• Answer with specifics to questions, rather than generalised answers.
• Be informative but not lengthy.
• Focus on what you can offer the employer.

Prepare questions to ask. Demonstrate that you have researched the company’s website and are interested in the business and you share the vision and genuinely interested in their activities.