The immensely popular television show ‘Mad Men’ has got lots of people talking about fashion in the boardroom. Set in a Madison Avenue advertising agency in the mid-1960s, the show is a veritable catwalk of tailored suits, crisp white shirts, pencil skirts and front-tie blouses.

Although we’re nearly 50 years on, both male and female job seekers would do well to take a leaf out of Mad Men’s fashion book when dressing for interviews. I’m not suggesting you meet your potential new boss in full ‘Don Draper’ mode (whisky in hand) but rather take notice of the cast’s smart tailoring and polished appearances.

When dressing for an interview, aim for a well-groomed, professional look. Remember, you want to be remembered for your brains, not your outfit!

Here are a few more tips to help you ‘dress for success’:

1. Opt for an outfit in a ‘corporate’ style – suits, business skirts, professional dresses and well-pressed shirts are safe options
2. Avoid ‘loud’ patterns and colours
3. Keep your accessories to a minimum
4. Wear smart, clean shoes (that you can walk in!)
5. Go easy on the perfume/cologne
6. Ladies, don’t overdo your makeup
7. If in doubt, leave it out!

corporate, Interviewing, mad men

You are prepared for your interview. You have researched the business, prepared answers for possible questions; you are appropriately dressed, so what’s missing? You haven’t given thought to the really small things, the things that make a lasting impact on the interviewer.

Clichéd as it may sound a firm handshake, warm smile and good eye contact is of paramount importance in making a good first impression at an interview. Looking smart and professional is essential and choosing the traditional rather than the “trendy” is advised. Body language is one of the first things that an interviewer will assess about you – it is a natural human trait.  Good posture – arms uncrossed, no excessive hand gestures or fidgeting go a long way to keeping the hiring manager focussed on what you are saying as opposed to what you are doing. A confident tone of voice coupled with the reinforcement of positive words show that the candidate is comfortable and prepared. Don’t use tentative language – “I think I could do that…” rather say “In my previous role I successfully carried out a project which seems very similar to the ones which form part of this role.”

Preparation is key to the quality of the interview as interviewers will quickly detect lack of preparation and are likely to view it as a sign of little interest in the position. When preparing for an interview you should carry out some investigative research and be able to talk knowledgeably about the company you are interviewing with for example, who are their competitors? Is there any recent news items relating to them or their industry sector – this demonstrates tangible interest on the part of the interviewee and allows for a fluid conversation with a positive tone of voice. Lastly, never underestimate the importance of being on time for your interview. It is a crucial element and your first chance to make a good impression which can be easily forgotten.

For more tips on how to use your body language effectively during an interview, click on the below http://www.best-job-interview.com/interview-body-language.html

first impressions, Interview skills, Interview techniques, Interviewing

A silent second within an interview seems like an eternity. Long pauses cease the flow in an interview. I know this because it occurred when interviewing for one of my first positions. I was asked to explain a time when I had used my initiative within the workplace.  My mind went completely blank, to the point where I couldn’t remember my name. Why? Because I wasn’t prepared for this kind of question. This is an example of the effect that CBI – competency based  interviewing can have on a candidate.

Situational / behavioural or competency based interviews are used by 1/3 third of all employers. With that statistic in mind, it is important for candidates to be prepared for this style of questioning. Competency based interviews or CBI’s are used as benchmarks for interviewers. By using this style of questioning, they can rate and evaluate candidates and their ability to fit into the new work environment instantly. This type of recruitment process allows candidates to give situational examples of times in their careers when they have achieved particular outcomes using certain skills.  This may seem daunting for many candidates particularly those who have no experience of CBI.  A useful technique to employ when answering competency based questions is the “STAR” formula.

Situation / Task – Firstly, you must set the scene. Explain the task/problem you encountered at work. Be as creative as you like, it is important for the interviewer to engage and relate to your answer. Examples that are relevant to your potential employer are highly recommended.

Action – Explain the action you took to remedy the situation / perform the task. Ensure you are speaking only about you and avoid using “we” here.

Results – Explain the outcome of your action i.e. how your work resulted in a positive outcome.

You can prepare for this type of interview to a degree by having a “bank” of examples in your mind, showcasing how you successfully demonstrated different competencies in the workplace.

Do not fear the competency based questions as they are a fantastic way to illustrate your abilities and convince the interviewer that you are the perfect candidate for the position!

Some Key Competencies:

1. Decision making
2. Motivation
3. Communication
4. Responsibility
5. Loyalty
6. Problem solving
7. Organisation
8. Leadership

Behavioural interview, Competency based interviews, Interviewing, Key competencies, Situational interviewing, STAR formula