​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 interview

• Keep 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 interviewees

• Use 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 interviewers

• Include quotes from industry leaders and/or research pieces. This helps give your points authority and demonstrate your commercial awareness

• Incorporate company colours or fonts in the design of your presentation. This will show you’ve done your research and highlight your brand awareness

• Check spelling and grammar thoroughly – small mistakes can really undermine the content of your presentation

Presenting tips

• Present confidently and enthusiastically. Remember to speak clearly, make eye contact and use open body language

• Practice, practice, practice. Ensure you are well rehearsed so that you are familiar with the structure and are able to deliver your presentation smoothly

• Arrive early to give yourself time to set up the presentation and settle any nerves

• Get 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 pauses

• Have 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 use

• Stay 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 points

• Be 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 unexpectedly

10 minute interview presentation template

Below 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 expect

Slide 2:About you – Detail your professional experience, skills and working style

Slide 3:Company history – Give a brief summary of the company history, any milestones or awards

Slides 4-7:Answering the brief – Give your responses to questions you’ve been asked to answer, the benefits and limitations of your suggestions

Slide 8:Question and answers – Include a slide titled ‘questions and answers’ as a cue to pause for interaction

Slide 9:Conclusion – Sum up the key points you have made, reach a decision and explain your reasoning

Slide 10:Personal achievements – End the interview on a high with a brief slide on achievements that show you will succeed in the role

Taking these steps should help you to succeed in your presentation interview.

​Discover the full range of items to take into account when planning to interview a candidate

Interviewing 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.

​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 office

One 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.

Technology

Your 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.

Communication

When 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.

Expectations

When 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 skills

Communication 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.