Interview Preparation and Selection

Why do I need help with this?

  • You might not, but it could be some time since your last interview; you might not be fully ‘match-fit’ for the task. Even if you are an experienced interviewer, life on the other side of the interview table can be really bruising if you’re not fully prepared.
  • It’s acknowledged that most candidates, at most interviews, are considered disappointing – interviewers clearly hope for someone different or better than the person presented for interview. There can be no excuse for being poorly prepared or performing badly.
What difference do you make?

  • Our objective is to ensure recruiters, prospective employers and peer groups are as impressed with you in person as they will have been in print; ensuring consistency between the person in your CV and LinkedIn profile, and you sitting in front of them.
  • Consistency spans the entire spectrum of everything that might be a constituent part of the selection/appointment process: everything they see, everything they hear and whether they both trust in you and believe your claims.
  • Our unique approach to developing your Personal Brand and CV is then carried on through the entire job search and interview process, delivering essential consistency and ensuring you are recognised as both different and better at all touch points!
Why don’t I just do what I did before? It worked then!

  • That was then. Now though, whilst interviews remain an essential part of recruiting, you are probably older, wiser and more experienced; and now facing an even more demanding audience. Are you really good enough and ready to impress?
  • More senior appointments demand more intensive scrutiny in the selection process and often there is more than just one interview stage to endure. More people than just those conducting the interview need convincing; and more at risk if they get it wrong.
  • It is very risky to assume you will be good enough, able to answer tough questions well enough, or can adequately perform at interviews. Senior executive candidates are expected to be more competent than those at lower organisational levels.
  • Executives and senior managers, just like those at the top of their profession in most sports or music environments, engage coaches to improve their technique. You may think you don’t need to improve, but can you afford to risk under-performing?
What’s different in what you do?

We approach the whole subject of winning interviews from a unique perspective, using the underlying psychology of the interview process to give you an unfair advantage! It’s much, much more than smart answers to tough questions!

  • The psychology of the interview
  • Making the right ‘first’ impression
  • Different interview styles
  • Preparing for remote interviews
  • Interview preparation
  • Questions you might be asked
  • Questions you can ask
  • Evaluating job offers
  • Preparing to start the next job
We offer:

  • Unlimited 1:1 support
  • Unlimited telephone support
  • Unlimited e-mail support

Contact Us Today

Your future is too important to do nothing!

Contact Us