• Speak in a clear voice and be positive and alert throughout. • Remember your manners. One City firm recruiter mentions an interviewee who asked “whether there were any tragic characters in the office” – inappropriate questions and behaviour won’t create a good impression. • Be aware of your body language. Look the interviewer in the eye when speaking to them, but without staring too much. • In a panel interview, make eye contact with everyone, not just one person throughout. And try to get people’s names right – one interviewer recalls “making such an impression on the candidate that they called me David; my name is Robert!” • Try to be relaxed and enthusiastic, without being too laid-back. A partner at a City firm recalls a candidate who swore during the interview, but had no recollection of doing so: “It just goes to demonstrate that people are often oblivious to how they come across.” Although there’s no way to find out the interview questions in advance, you can make an educated guess about some of them (the box on page 39, which lists some of the most commonly asked questions, is a good place to start). Prepare your answers accordingly and think about one or two clever questions you can ask your interviewers. Remember also that there’s not necessarily always going to be a ‘correct’ answer – some of the questions will be asked to gauge how well you express yourself. You’re likely to get asked at least one question designed to assess your business understanding. Lucy De St Croix, graduate recruitment and development manager at Trowers & Hamlins LLP, says: “It’s important that candidates understand how we operate as a business, the areas we work within and what may affect our clients. There are quick and easy ways of staying up to date with
of you. Lucie Rees, graduate recruitment and development manager at HFW, offers some reassurance: “Assessment centres aren’t designed to catch candidates out but rather to give them the best chance to showcase the skills firms are looking for, and usually include a mix of group and individual work. Try to relax and be yourself – you’re more likely to perform well and find the firm that’s right for you”. Psychometric tests With employers seeking not only ability, but also candidates with an appropriate temperament and character profile, some firms use psychometric tests to work this out. The key to psychometric tests is that there’s no ‘right’ answer. Often, similar questions are asked in several ways. The aim is to discourage candidates from trying to guess what answer is expected and instead give a genuine picture of themselves. As such, it’s hard to offer advice on how to approach them, beyond being honest. However, some firms are reviewing the use of psychometric testing to ensure the assessments used are inclusive of all candidates.
Interviews During
An interview is a two-way process, designed for both you and the interviewer to decide whether you meet each other’s needs. A recruiter at a City firm tells us: “An interview day at our firm starts with candidates arriving an hour before their interview slots. They’re given a written question and asked to orally present the advice they’d give in that scenario for five minutes at the start of the interview. The remainder of the interview is spent discussing the application form and the candidate in general, as well as the firm.” During the interview, you should do the following: • Listen carefully to all questions and think for a moment before answering.
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