Advice for Candidates - from Portfolio International

Candidates face a more gruelling, sophisticated and lengthy selection process for senior appointments than ever before, according to Lesley Reynolds, Portfolio's managing director.

A survey carried out among Portfolio's clients showed that over 70% were using behavioural interviewing techniques and that many now favoured a combination of psychometric testing, assessment days and skills tests for assessing core competencies.

Evidence and commitment

"A great deal more time, preparation and commitment is being demanded of candidates than in the past," explains Lesley. Applicants must be prepared to provide anecdotal evidence of past achievements and be able to demonstrate their abilities.

According to Portfolio's survey, the most common mistake made by candidates was lack of preparation. Clients expected applicants to have researched the company thoroughly, its position in the market place, main competitors, corporate philosophy and wider corporate interests. As one well-known organisation put it "understanding and knowledge of the group shows preparation as opposed to over enthusiasm for the brand name".

Candidates who had carried out this research, clients agreed, were in a much better position to prepare relevant questions for the interviewer and to provide evidence of their own abilities and achievements to demonstrate their suitability for the job. Only 40% of candidates, however, respondents said, prepared in line with these expectations.

First impressions

Part and parcel of preparation is appearance - another key concern of clients highlighted in Portfolio's survey. "Candidates only get one chance to make a first impression," points out Portfolio's MD, Lesley Reynolds. Clients felt strongly that in a customer focused industry interviewees had no excuse not to be well turned out.

The way a candidate is dressed is also indicative of their research, Lesley stresses. A theme restaurant group will be looking for a very different approach to a grand hotel. "How you are dressed shows how much advance effort you have made to understand the culture of the company you are applying to," she explains.

Being on time, giving a firm handshake and making plenty of eye-contact were all deemed by clients to enhance those all important first impressions.

Winnings ways

Enthusiasm, honesty, positive body language and a healthy dose of ambition were welcomed by interviewers. Over confidence, on the other hand, waffling, losing direction or skirting around issues spelt disaster, according to Portfolio's survey.

Interviewees who listened carefully, thought before they answered, were articulate and had a clear idea of their long term career plans were more likely to make the final short list. A quick cigarette to steady the nerves immediately beforehand was a definite no-no as it tended to linger on the breath. Failing to make eye contact, leaving a mobile phone switched on or speaking ill of a past employer also invariably put paid to an applicant's hopes.

The CV factor

A good, evidence based, factual, well presented CV was seen as essential to getting the first interview but it had to be accurate or, clients said, it became a liability. Clients invariably said that they used first interviews to explore the promise of the CV in depth.

Time commitment

Candidates should expect first interviews to last at least an hour and second interviews around 90 minutes. In addition, candidates may well be asked to participate in an assessment day and carry out skills tests and psychometric tests.

Scheduling this amount of time away from a current job can be difficult but clients saw it as a further test of an applicant's commitment to making a career move.

Last word

Last but not least, the survey highlighted the need for candidates to demonstrate their interest in the job in the closing phase of an interview. Too often, the candidate seemed to lose momentum and fail to make it clear to the interviewer that he or she was genuinely interested in the job on offer.

Preparation check-list

Based on the Portfolio Client Survey we have put together a quick pre-interview check-list:

• What type of property/outlet/company is it?
• Check its position in the market place, its competitors and any industry factors affecting it e.g. take-overs; trends; expansion plans.
• Where does this job fit into your personal career plan?
• What benefits does it have over your current position?
• Who will you be working with and how will that person and the company impact on your personal development?
• What evidence do you have that proves you are right for the job?
• Prepare relevant questions.
• Prepare a theoretical approach to the job.
• What image does the company have and do you look the part?

Article courtesy of recruitment consultants Portfolio International