How long should an interview last?
Discover the full range of items to take into account when planning to interview a candidateInterviewing candidates is often the most crucial part of any recruitment process. Our clients often ask the question, “How long should an interview last?”Spending too little time in an interview can mean you don’t pick up on candidate skills. Too long and it you will experience a diminishing return on your time.Commonly, face-to-face interviews tend to last no less than 30 minutes. Half an hour doesn't give either you or the candidate an accurate impression of each other. After all, you want to ensure that they are the best fit for the business.Although it varies depending on industry, most interviews last between 45 minutes and one hour. This should provide sufficient time and flexibility from both sides to get to know one another.But what works for one business may not work for you. The length of time spent in an interview is also highly dependent on how senior and/or specialist the role is, as well as the total time you and your staff have available.So, to help you to decide on how long an interview should last, here are some items to consider:Before the interview:To make a good impression, candidates often arrive before their allotted time. Ensure either you or a member of staff has the time to greet them before the interview begins.During the interview:Making a firm decision on how an interview will be structured beforehand will help dictate the overall duration of the interview.If an interview is a structured series of competency based questions then the overall time spent will be fairly consistent across multiple candidates. Rehearsing the interview process with another employee can help to gauge how long the interview will take. Less formal interviews often help to gain a better insight into a candidate and can help to build a greater rapport. If you're planning on a more relaxed interview style then extra time may need to be factored in depending how the conversation develops.In certain industries, companies will often ask candidates for a demonstration of their skills alongside a traditional face-to-face interview. If there are any tasks, tests or formal presentations that need to be completed the time for these will also need to be factored in.It is also important that a candidate has the opportunity to raise anything that they're unsure about. Remember to allow time for questions from the candidate at the end of the interview.After the interview:Once the discussions have taken place does the candidate need to be shown anything more, meet members of staff, or see your facilities?The more you can plan your interview process, the better you will be at estimating how long the interview will take – which will give you a more effective recruitment process.
Remote onboarding: successfully settle into your new job online
Working remotely is not a new concept, but there are some employees who have never worked from home before. With organisations now looking to remotely onboard new employees, some may find it more challenging than starting a role in an office.This blog will explore the considerations you should make so that you can be an essential member of the team and acclimate quickly to your new role.Home officeOne of the first things to consider is finding a good working environment within your home, with minimal interruptions and maximum concentration. It doesn’t have to be an office of your own, just a place that is yours, that you can leave at the end of the day.Work-life balance is crucial to our mental health, but it’s impossible to completely maintain during the lockdown, so you need to compartmentalise and use indicators that let you know you’re either working or not working i.e. a desk for work use only.TechnologyYour company should send you all the resources you need, including computers, keyboards etc. but you need to prepare your home for the increased and prolonged use of technology. You may need to upgrade your broadband or the capacity of your own computer, for example. Your electricity and internet bills will rise, but there are tax reliefs for that, so look into how you can claim money back for the increased cost.Find out what platforms your team is using and how they want you to share your work or collaborate – then familiarise yourself with these systems and processes. Your routine may depend on that of others going forward. Get acquainted with their system in the first day or two so you can start contributing as quickly as possible without mishaps – this may require seeking out the best person in your team to be ‘on-call’ for any support.CommunicationWhen you’re in an office environment, it’s more likely that you’ll have casual conversations with your new colleagues in the vicinity. Now, you must make an effort to get in contact with them. You will likely have an introductory team meeting over Zoom, MS Teams or other software, but to get to know people better, you should be proactive. Aim to set up meetings with everyone individually, to find out who they are, what their role is, how you can support them – and also a bit about them outside of work.Most new starters, especially if they’re new to the industry, will need a lot of support and your team will expect you to ask for help rather than figure it out alone. Utilise the technology to keep in touch with your manager and colleagues as and when you need to. There will always be someone in your team who can help you out, but you need to ask. Find someone who can help you connect to others you need to know in the organisation.ExpectationsWhen anyone starts a job, you must first learn what your boss and team expect of you, and what you should expect from them in turn. Part of getting to know your team and their roles is learning what you will need from each other. You might find that your boss is checking on you a lot to begin with, but that will lessen over time as you build their trust by meeting or exceeding their expectations.Ask if there is anything you need to learn more about and aim to build your skills as you work – there are so many online resources and courses to choose from, it’s good to ask for some recommendations. Gaining relevant skills will benefit your team as well as yourself.Soft skillsCommunication is one of the most common soft skills that employers look for – others such as flexibility, resilience and time management are also highly desirable, especially during the lockdown. Having a good attitude, being eager to learn, and offering to do more to support your team will help you stand out as a valuable team member.Part of being proactive is having your own opinions and ideas, and sharing them in order to help the team. This may take a while to get right if you’re just getting the hang of things, so no one will expect perfect solutions right away – but if you do have an idea, don’t be afraid to share it because it may spark others’ creativity. The worst that can happen is they say no. It’s better to make mistakes and ask questions at the beginning so that you can learn and grow.You may be working from home for a long time, so make as much effort as you can to stay professional, stay connected, and make a good impression.If you’re still searching for your next remote role, or a talented candidate to share this information with, contact any Reed office via phone or email.
How to prepare for a second interview
The second interview can seem like a frustrating hurdle between you and a successful job offer. Yet that all-important second round has a different character altogether; so it's only natural for you to prepare accordingly. With that in mind here's our fool proof guide for how to prepare for interview number two.How a second interview differs from the first…Depending on the organisation and the role you apply for a first interview may have been a box-ticking exercise carried out by HR. Often, it's just to ensure you match the job description and are telling the truth on your CV.Now though is the time to really sell yourself.A second interview is the perfect opportunity to demonstrate your skills, provide tangible evidence of the effects your work had and most importantly to set a shining example that makes you stand out from the other candidates. So, to achieve this…Plan AheadBefore interview day, never assume your second interview is going to be in the same location. Larger businesses can mean multiple offices, so make sure you know where and when you're going. If you're going to be travelling to an unknown area, plan a practice run at a similar time and ensure roadworks and rush hours don't spoil your plans.Prepare your clothesYou might want to dress to impress but if you're best shirt is still in the wash from the last interview, you'll want to ensure you have a backup number ready to wear.Yet, just because you passed the first round shouldn't make you complacent with what you wear. Keep smart and professional with an outfit that reflects the sector you're applying for. If you need a little more inspiration in this department, we've got you covered:ResearchNo doubt it's going to be someone different interviewing you this time. From technical experts to your new line manager there's a variety of people who might be there to question you. If you can, confirm who they're going to be and research them via LinkedIn beforehand.See what their skillset is, what makes them tick and prepare accordingly. From brushing up on technical knowledge to finding mutual topics of conversation, thorough research can really help you to make a good impression and build rapport with your future employers.Review your last interviewBe honest – was there anything you could have done better in your last interview? Maybe you forgot to mention some of your crucial selling points or wish you'd given crisper answers to standard interview questions. Take some time to think back over what was said.If time allows, work on what could be improved, from developing your interview technique to reading up on latest industry developments. Reflecting on your past performance is going to put you in good stead and help you stand out from other candidates.Plan your questionA combination of nerves and new environments can leave any interviewee with a blurred memory of what just happened. If there was anything that the interviewer discussed that passed you by or questions you forgot to ask - write them down. Remember them. Whatever method of recall you use be sure to give yourself the ability to ask them.Is it the right role?Remember, a second interview is a two way thing. It's the key opportunity for you to ask questions – lot of questions. As well as helping to demonstrate your enthusiasm it allows you to dig deeper into a business. Asking everything from why the vacancy has become available to the vision of the company is going to reveal whether or not the role is right for you.
Ask James Reed: how to write a stand-out CV
It takes just seven seconds for an employer to save or reject a job applicant’s CV. This seven-second rule inspired James Reed’s book on how to optimise your CV to land an interview.This webinar was the first instalment of a two-part series, in which James shares insight from his 25 years in recruitment, and two of his books:The 7 Second CV: How to Land the InterviewWhy You? 101 Interview Questions You’ll Never Fear AgainJames presented his ideas and advice on creating a CV to impress. This was followed by a 30-minute Q&A session in which the audience put their CV questions to the expert himself and got his invaluable advice first hand.Speaker profileJames Reed, CEO and Chairman, ReedJames Reed has worked in recruitment and careers for more than 25 years. Reed receives forty million job applications a year and has delivered over one hundred programmes to help more than 200,000 people who had been long-term unemployed back into work.The Reed Group currently employs more than 3,800 people across the globe helping to improve lives through work. James Reed was voted Top CEO by employee-ratings platform Glassdoor in both 2018 and 2019, and Reed won a coveted Best Places to Work Award from the same company in 2019 and 2020. This means it is the top-ranked recruiter on the list of all organisations voted as excellent workplaces by employees on Glassdoor.
Eight ways to get a job with no experience
You need experience to get a job, but you need a job to get experience... How do you get your foot on the ladder? Whether you're fresh out of education or looking to follow a new career path, feeling like you don't have the experience to land that first job can be frustrating. So, here are some of the ways you can achieve the (seemingly) impossible and get a job with no experience.Address the issueIf you lack experience, don't try to brush over the fact. A cover letter is the perfect place to address any gaps in your CV, so use the opportunity to address any concerns the employer might have. Then...Focus on what you DO haveExperience is important, but so is your attitude to work, your personality, your understanding of the company and its activity, motivation, resilience, ideas for the future - the list is endless, so don't get too hung up on any one thing.Find experience you didn't know you hadBefore you decide you don't have the experience, make absolutely sure this is true. Think back over your past jobs and try to draw links between the experience you need and the experience you have. Remember: it needn't be exactly the same; the key word to keep in mind is relevant. If you've organised a meeting or answered the phones, that's admin experience. If you've set up a Facebook page or created a flier, that's marketing. Think outside the box!Create some experienceDo some voluntary work, work experience, or an internship.“ Don't be afraid to start from scratch. Getting your foot in the door is crucial, and you never know what might come next. ”But (as above) make sure the experience you're getting is relevant. If you're still taking your first steps, don't waste time with unrelated work, especially if it's unpaid!Demonstrate your intentIf you really want to get into a particular industry, make sure that people know about it. Get involved in relevant industry discussions on LinkedIn, join relevant groups, attend networking and careers events, and make sure you make your enthusiasm public.Apply speculativelyIf you only apply for advertised jobs, you're going to be assessed against set criteria. Apply speculatively to companies that interest you, demonstrate you've done your research, and ask if there's any opportunities for you as you're looking to break into the industry. If the answer is no, ask if you can apply again in 6 months, and find out what you can do in the meantime to improve your chances.NetworkIf you don't have the desired level of experience, you need to be trustworthy. Network, and get your contacts to recommend you. Employers are more likely to overlook the gap in your experience if you come with a recommendation from someone they can trust. Find out more about effectiveness networking.
How to write a cover letter
How to write a covering letter. The bane of many people’s lives. But it really doesn’t need to be. Follow our simple tips and yours will stand out from the crowd.Let’s start with the basics: what is a cover letter?A cover letter accompanies a CV (and/or completed application form). It can also be the email you send to a prospective employer with your CV attached – the lines are now starting to blur. It's an opportunity to highlight what makes you particularly suited for the job, but most importantly, should highlight your passions and motivations for the job and company in question.Why you need oneRecruiters get inundated with CVs from hundreds of people who apply for their vacancies, so the cover letter helps make you stand out. Send a good one, and they’ll probably spend more time on your CV.How to start and end a cover letterResearch the job you’re applying for and find out who the hiring manager will be and address it to them – brownie points for this straight away. This may involve a call to the recruitment team covering the role or you may prefer to do a bit of searching on LinkedIn. Once you have a name you should address the letter to that person and begin the letter, for example, "Dear Ms Jones," and end with "Yours sincerely,
Second interview questions to ask candidates
The second interview may seem like there is a light at the end of the tunnel after weeks of recruitment to find someone for an opening at your business. Your previous interviews have removed candidates who don't fit the role, which leaves only a handful of people, one of whom you most certainly will be working with in the near future. But working out who this person should be is often decided by running a second interview.The second interview is an important comparison task for you and your team and therefore the questions you use need to give you some real insight into the person you may employ. Yet, just as in your first round of interviews, asking the right questions can be crucial in order to understand if a candidate is suitable for the role.Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.Second interview questions to ask candidates:What are your personal long term career goals?The way your candidate answers this question will give you an insight into where they would position themselves within your company in the long term. If they answer directly referencing your business then they are thinking of remaining within the company for the future and will work hard towards achieving their own career goals whilst working hard for the business. It also allows for you to gauge their personality as their honesty will be very important when making a final decision about who to hire.Do you have any questions about the business or the role since your first interview?This gives your candidate the opportunity to ask questions they may not have thought of during the nerve-wracking first interview. This is good for both of you as it allows you to see how much they have prepared for this interview but also gives them the chance to ask the really good questions they probably thought of on the journey home from the first time they met you.What skills do you think are needed for this role?This does not directly ask them what they could offer but questions their ability to comprehend the role and think critically. It then invites them to state the skills they have and how they compare with what they think is needed.Why would you not be suitable for this role?This asks your candidate to think about problem and resolution - how they would overcome any professional issues they may have in the role. How positive they are in answering this question gives you an idea for their own motivation for achievement.What changes would you make at this company?This invites your candidate to analyse the business constructively from the research they may or may not have undertaken prior to the interview. It gives you the opportunity to see how they would deal with negative questions and how they would positively bring about change. Good answers could include more specific training or offering more responsibility to certain members of the team.How soon would you be able to start this role?This is quite a typical question but an important one as the logistics of taking on new staff can be an administrative nightmare. It can be purely comparative as some candidates will be able to start sooner than others. It also shows their commitment to their current roles and how professional they are in their conduct. If they mention leaving their current position without serving notice they may do this to your business as well.Ultimately, good questions are essential in establishing who will be best for your business. Hopefully, having met with a candidate for the second time, you will have a much better understanding of their skills, capabilities and – most importantly – whether or not they would be a good fit for your business.
Top questions to ask candidates on a telephone interview
They may not be everyone's cup of tea, but telephone interviews have a lot of advantages. They are fast, easy to arrange and arm you with just the right level of information to begin whittling down your applicants.Of course phone interviews present challenges too. Mostly arising from the fact that you can't see the person you are talking to. Here's a primer on the kind of questions you should ask to get the best out of your phone interviews.Keep things simple...It's important not to get carried away with telephone interviews. Remember they are intended as a screening measure to decide who to invite for a face-face interview. You don't need your candidate's entire life story. Simple questions are the best policy.Candidates can often be nervous, which can make for an uncomfortable conversation where you fail to get the insight you need on your candidate. Put interviewees at ease by introducing yourself, explaining how long the interview will last and telling them how it will be structured.What type of questions should you ask?Remember to keep things simple. The lack of visual interaction means that phone interviews are not suited to complex questions that require lengthy answers. Of course, you want your candidates to be thorough with their answers - but don't attempt to ask anything too brow-furrowing.Questions should be geared to find out more about the applicant - expanding on the information supplied on a CV and cover letter and assessing whether their professional experience is suited to the role. Here are our tips for the best phone interview questions to ask candidates.1. What made you apply for this position?Does your candidate sound like they want the job? Look for a passionate answer. You want a candidate who really cares about getting hired by you, rather than someone who sounds indifferent and apathetic. Genuine enthusiasm shows that your candidate believes they have what it takes to succeed in the role.2. Screening questionsScreening questions allow you to gauge whether an applicant has the essential minimum experience or skills required for the role - such as expertise with a certain piece of software or a key qualification. Example screening questions might be:Are you willing to travel?Do you have a clear driving license?Do you have PRINCE2 certification?Screening questions will always be determined by the type of role you are recruiting for - and should be led by the job description. They are a simple way to make sure no unsuitable applicants make it through to an in-person interview and can be as simple as yes/no questions.3. What experience do you have that will help you succeed in this role?Look for evidence that the applicant has studied the job description. They should provide concrete examples that prove they have the experience required. Ideally their answers will also show how they have applied their knowledge/experience to provide tangible, measurable results.4. Why are you leaving your current job/Why did you leave your previous job?If your candidate launches a full scale diatribe about how much they dislike their current employer, it should probably set your alarm bells ringing. Seek out candidates who are hungry for a fresh challenge or who have been waiting for an opening in this particular field or - even better - with this organisation.5. What challenges are you looking for in a post?6. What is important to you from a job?7. How would you describe your approach to work?This set of questions is great for finding out more about the professional mindset of your applicant. How ambitious are they? Are they looking for professional development? What's their self-discipline like? Listen carefully to how they structure their answers and look for similarities with the person specification document.8. What motivates you?9. What type of work environment do you perform best in?These questions allow you to assess how well the candidate will fit with your organisation's environment. Do they need a lot of assistance or are they self-starters? Do they prefer working alone or are they great collaborators? Sometimes individuals simply aren't suited to certain working environments, no matter how talented they are.10. What are your hobbies outside of work?It can be easy to forget that your candidate is a person first and a professional second. Look for signs that the person on the end of the line will click with other members of the team.11. Do you have any questions?It's important to field any queries your candidate may have, whether about the job or the recruitment process. Once you have answered any questions, close the interview by thanking the candidate for their time and giving them your contact details - they will appreciate being able to get in touch should they think of any further questions.Getting the information you need from telephone interviews is about keeping things simple and looking for evidence that your candidates have the essentials required for the role. Come the face to face interviews you will have saved a lot of time by filtering out unsuitable applicants, meaning less time asking basic questions and more time deep-diving into the people behind the CVs. Just the way it should be.
A four-day work week: the pros and cons
The past 2 years have given organisations time to consider how they operate, including the number of hours and days they require employees to work.It is no secret that the coronavirus pandemic has transformed the way we work in the UK, with many businesses having to abandon the office to work from home almost overnight. As well as this, over the last year we have seen the introduction of the Coronavirus Job Retention Scheme and the challenge of juggling home schooling, leaving many employers no choice but to allow for flexible working arrangements.With this sudden shift to working from home and an increase in hybrid working, we have seen more and more conversations around work-life balance and businesses questioning their ‘typical working week’.The five-day work week has become a cultural norm, especially in the UK, but after more than a year of change, is it time to rethink this approach and, if we do, would businesses continue to succeed? Or would productivity take a hit?We asked our LinkedIn followers: “Would you consider changing your company’s working hours to a four-day working week?”. With 919 votes, 50% said yes, but with the same hours, 33% said yes but with reduced hours, 12% said no, and 6% said they would consider it, but not at this time.With 83% of those surveyed in favour of a four-day week, there are many considerations companies must make when deciding if this is a course of action they would be willing to take.What is the case for a four-day work week?A four-day work week can be defined in two ways; the first is when an employee compresses their full-time hours (typically 35 hours) over a four-day period. And the second is reducing an employee’s hours (typically to 28 hours) over four days, so they are then able to have a three-day weekend.Many argue that, while the five-day work week used to be effective in the 19th century, it no longer suits the needs of the modern-day professional.With the evolution of technology, some day-to-day tasks are significantly more time-efficient, and with an uplift in office-based roles, we are seeing an argument that longer work hours do not necessarily mean staff are more productive.Notably, over the last couple of years, many countries across the globe including Japan, New Zealand, Spain - and most recently Iceland - have trialled the four-day work week to research the effect it has on its employees.Microsoft trialled four-day weeks in its Japanese offices and found the shortened work week led to more efficient meetings, happier workers and boosted productivity by a staggering 40%. Similarly, Iceland undertook a trial which monitored employees working reduced hours over a variety of public sector workplaces and found it to be an overall success, with 86% of the country's workforce now on a shorter work week for the same pay.In an article for the BBC, Will Stronge, Director of Research at four-day week consultancy Autonomy, said: “It shows that the public sector is ripe for being a pioneer of shorter working weeks - and lessons can be learned for other governments.”In the UK, many businesses have also trialled the four-day work week, and some have even made the permanent switch. Gloucestershire-based PR agency Radioactive Public Relations trialled a four-day week for six months and found the business was even more profitable and employees’ sickness days were halved.What are the advantages of a four-day working week?Large and small-sized companies trialling the concept have created an evidence-base of the benefits a four-day working week could bring to your organisation.An increase in productivity levelsResearch has shown that working fewer hours boosts productivity levels. With employees spending less time at work, they can feel happier and more fulfilled, leading to them focusing on their job when in the workplace.A large New Zealand business, Perpetual Guardian, trialled a four-day work week and found not only a 20% rise in productivity, but work-life balance scores increased from 54% to 78%.Environmental and cost-saving benefitsShortening your working week means that employees do not need to commute as much, reducing their carbon footprint.As we have seen throughout the pandemic, those businesses with employees working on the same four days can save on overheads and in some cases even be eligible for tax relief.Happier employees and fewer absencesAccording to mental health charity Mind, one in six people report experiencing a common mental health problem in any given week in England, and one in five agreed that they have called in sick to avoid work.Four-day work weeks leave employees more time to focus on personal development or spend time with loved ones. This will not only increase employees’ happiness, but can contribute to fewer burnouts, leaving them to be more focused and happier in their role.Better recruitment and retentionThe increase of hybrid working and remote working during the pandemic has led to employees wanting greater flexibility from their employers.The CIPD reported that the majority of people think flexible working is positive for their quality of life, and 30% of people think it positively affects their mental health. So, offering potential new and existing employees a flexible working pattern is a fantastic way of attracting and retaining talented professionals.What are the disadvantages of a four-day working week?Whilst there are benefits to a four-day work week, there are disadvantages too:"A four-day work week wouldn’t work practically because of the need to cover more shifts during a time where we are already facing staff shortages."Not all industries can participateUnfortunately, the four-day working week model does not suit every sector. Some businesses or professions require a 24/7 presence which would make a shortened work week unpractical and, in some cases, delay work - creating longer lead times.A nurse who wanted to remain anonymous expressed her reservations about a four-day week in the healthcare sector, saying: “As an A&E nurse a four-day working week wouldn’t work practically for us. Currently, we work long 12+ hour shifts in order to have four days off, which I prefer as it provides more of a work-life balance. However, while I know a four-day working week would be better for some of my colleagues due to childcare, the shorter, more regular shifts we would have to do on a four-day week wouldn’t work. It would mean the need to cover more shifts during a time where we are already facing staff shortages.”Unutilised labourA four-day week is not for everyone; some employees prefer the structure of a five-day working week or would prefer to put in more hours than a four-day working week offers.Likewise, some professions have tasks which simply take more time than others, which would lead to paying more in overtime or drafting in further staff to make up the shortfall (as happened in healthcare for the Icelandic study), which can ultimately become expensive.Final thoughts: should your business adopt the four-day work week?Although the shortened work week has taken off in many European countries and been successful for many UK businesses, it is an extreme approach for a company to take and requires a shift in mindset from the employer and employees for it to work effectively, so it may not be for everyone.While a more flexible approach on working hours is now expected from employees, a less disruptive, more gradual process would be adopting a hybrid or flexible working policy instead.Likewise, as mentioned above, the four-day model may not work for all sectors. What studies and data have proven is that organisations who are putting more focus on maintaining staff wellbeing, engagement, morale, and productivity are reaping the benefits.
How to prepare for an interview presentation
Particularly for executive level positions, a presentation stage can be an integral part of the short-listing process.Many employers opt for a presentation interview as it gives a better overview of your general aptitude when compared to (or combined with) a traditional question and answer interview. The presentation is your opportunity to showcase your knowledge, experience and communication skills as well as your general organisation and diligence.Here are our tips on how you can ensure you deliver the best interview presentation possible.Preparing your presentation for an interviewKeep each slide short and significant, aiming for no more than 10 slides. This ensures the information you deliver is memorable and will help you to stand out from other intervieweesUse a range of formats to help illustrate your points. Include graphs, statistics, diagrams, video clips, and images to help break up large volumes of text and maintain the attention of the interviewersInclude quotes from industry leaders and/or research pieces. This helps give your points authority and demonstrate your commercial awarenessIncorporate company colours or fonts in the design of your presentation. This will show you’ve done your research and highlight your brand awarenessCheck spelling and grammar thoroughly – small mistakes can really undermine the content of your presentationPresenting tipsPresent confidently and enthusiastically. Remember to speak clearly, make eye contact and use open body languagePractice, practice, practice. Ensure you are well rehearsed so that you are familiar with the structure and are able to deliver your presentation smoothlyArrive early to give yourself time to set up the presentation and settle any nervesGet comfortable with PowerPoint and presentation equipment. Make sure you know how to work the projector, visual screens or remote control before you begin to avoid any awkward stumbles or pausesHave access to multiple sources of your presentation. Email the file to yourself and the recruiter, bring a copy on a USB stick and bring printed handouts. This way you are covered if anything goes wrong with the file you’re intending to useStay within the allocated time. If you have not been given a guidance on length, aim for the 10 minute mark. Time your presentation when you are practising to make sure it will fit within your allowed time slot. If you need to reduce the content of your presentation, cut out the least relevant or weakest pointsBe prepared to adapt. You may have practiced your presentation in a certain way, but the interviewer might not respond accordingly. Be prepared to be stopped for questions or further discussion unexpectedly10 minute interview presentation templateBelow is an example for the structure of your interview presentation. Use this as a baseline and adapt or reorder where appropriate based on the task you have been set by the interviewer.Slide 1:Introduction – Reiterate the objectives you have been set and lay out the structure of your presentation so that the interviewers know what to expectSlide 2:About you – Detail your professional experience, skills and working styleSlide 3:Company history – Give a brief summary of the company history, any milestones or awardsSlides 4-7:Answering the brief – Give your responses to questions you’ve been asked to answer, the benefits and limitations of your suggestionsSlide 8:Question and answers – Include a slide titled ‘questions and answers’ as a cue to pause for interactionSlide 9:Conclusion – Sum up the key points you have made, reach a decision and explain your reasoningSlide 10:Personal achievements – End the interview on a high with a brief slide on achievements that show you will succeed in the roleTaking these steps should help you to succeed in your presentation interview.
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Interview question generator - New Reed AI tool
Why should recruiters and hiring managers use our tool?Well-crafted interview questions are essential for determining an interviewee's skills, experience, and fit for the role.If you are looking for good interview questions for recruiters or managers, our interview question generator is your go-to resource for fast, comprehensive interview question generation, providing you with a wide range of relevant and effective questions to choose from.Our tool uses advanced AI algorithms to generate a list of interview questions to ask candidates that are tailored to the specific requirements of the role and your company. Using the tool ensures that the questions you ask at an interview are relevant, effective, and comprehensive, allowing you to gain a deeper understanding of each interviewee’s strengths and weaknesses. Our interview question generator will save you time and effort, while ensuring that you are asking the right questions to identify the best candidates for your open positions.Tailoring questions to your industry and roleOur interview question generator will craft a set of interview questions to suit any role, in any sector, across a range of seniority levels, from entry level to c-suite.Helping recruiters and managers craft better interview questionsBy highlighting your top-three most sought-after soft skills, this AI-powered interview question generator will align with your hiring needs, helping you uncover the best talent to help your team thrive.Helping hiring managers save timeWhat used to take hours of searching the internet for the best interview questions, will take you no more than five minutes.