6 Interview Tips to Prepare for Success

Interviews can be daunting and you really need to prepare yourself properly to make a great impression. To make sure you really impress in an interview it takes more than just a quick read through your CV and 5-minute look at the company website. In short Proper Preparation Prevents Poor Performance! Below are my top 6 tips for interview success:

Prepare for the questions you may be asked. Firstly, really familiarise yourself with your CV, so you can speak fluently through this. Read through the job description fully, and check your experience off against the specification. Think of specific examples to provide from your experience, for all the duties/experience they are looking for – use the SOAR technique for this (Situation, Objective, Action, and Results). If you have not got something on their ‘check list’ do not just ignore this, think of an ‘objection handling’ response, as to why this should not be an issue, maybe it’s something you have had exposure to or something you have a passion for and you learn quickly etc.

Know your CV

Prepare examples of your achievements - SOAR

Identify gaps in your experience and acknowledge

Research your interviewer on the internet and read any blogs they may have written, their company website profile, check out their LinkedIn profile, research as much as you can. This will help you for a couple of reasons - you will feel familiar with them, which should hopefully tame some of your nerves and it will help to build a rapport quickly. You will know the voice they speak in and can tailor your approach, there may also be information you could use as an icebreaker or perhaps something common you can bring up. Also, research the backgrounds of the wider team and the Director/CEO. You never know who may step into the interview or who may be bought up.

Research the company in depth – who they are, what do they do, their story, recent news, their values and their current marketing (adverts, social media, website etc). This again has multiple benefits for you; it will help you decide if you really are interested in the opportunity and you will know if it aligns with your values and goals. You can also add value by possibly giving some insight into their current marketing, how you would manage or improve on this or any compliments you can give on what they are doing well (in your eyes).

Research your interviewer; calm your initial nerves, break down barriers

Research the company; show your knowledge in context, prove your interest, demonstrate your compatibility

Plan your journey and your outfit in advance. It’s critical you dress comfortably, yet professionally, don’t try to be something you’re not. Show your personality, but ensure it is in context and aligns with the company’s values. Do not plan to arrive right on time, and it goes without saying, don’t be late! Be 30 minutes early, that way you can grab a coffee nearby and go over your notes or take a moment to get yourself into the right frame of mind. Around 10 minutes before your scheduled interview is the right time to arrive.

Arrive with time to regroup and get your head straight

Don’t be too early, never be late

Wear something comfortable for you, yet professional

Practice makes perfect, or somewhere close to it. Practice your responses, ideally in front of a family member, partner, friend or even video yourself. Give them the likely questions you will be asked, not just the easy ones, but the ones you may also be dreading and answer as you would in your interview. It will help to highlight any areas you need to work on, as well as critiquing your body language or any habits you may have that you need to manage.

Consider the questions you are likely to be asked

Practice with someone

Ask for feedback, practice again

Put it on a post-it, is something I have always sworn by for my interview success. Prepare, research, plan and then the week prior to your interview write the key points you want to remember on post-it notes. Put them up on walls, your fridge, your mirror – anywhere you will see them regularly. If you lack a bit of confidence in interviews as well, this is ideal for you to consistently remind yourself that you can do it, you can write post-it’s with quotes, or confidence boosting phrases. As they say ‘confidence is the companion of success’. I would like to thank the British Mentalist Derren Brown for this trick – subliminal brain training.

Create reminders

Key phrases, information you want to use

Give yourself acknowledgement for preparing

Prevail! If you have spent time on the above, then you will be giving yourself the best shot at success, ‘Success always comes where preparation and opportunity meet’ – Bobby Unser.

If you aren’t the successful candidate, don’t stress or be down on yourself - Prevail

Review your interview, assess what you could change next time

Draw your learnings into your next interview. Remember doing the same thing will deliver the same results

If you need any further tips on how to prepare for an interview, do take a look at our other blogs or get in touch with your iknowho consultant. It’s all about getting in the know.

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Sunny days ahead!

By Kristina Gerdov • 11 Apr, 2024

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.

Top Tips for Successful Onboarding

By Kahli Fenn • 27 Mar, 2024

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

the word freelance is written in scrabble tiles next to a keyboard

Could a freelancer be the gift your team needs?

By Christine Gilbert • 29 Nov, 2023

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.