Interviews can be daunting, especially if you have not participated in panel interviews before. A lot of information exists that provides ideas and strategies on how to best handle an interview. Whilst that can be useful and help point you in the right direction, it is important to realise that interviews are essentially opportunities for both candidates and employers to determine each other's suitability, to obtain the best outcome for all.

Not all interviews will be the same but here are some basic hints and tips that should help you feel more prepared for the interview and also to present your experience in best possible way.

1. Preparation – “Eliminate the element of surprise”

2. At the Interview

3. Behavioural Based Questions

1. Preparation – “Eliminate the element of surprise”

Being well prepared will help you feel more confident and relaxed in an interview. It is not only about how much you know about the position but how well you can relate your skills, experience and achievements to the requirements of the job, and the needs of the University.

• Be familiar with the position description and organisation.
• Find out as much as you can about the Department/Faculty that you will be working for.
• Know what the role is all about.
• Remember your achievements as well as lessons learnt when things have not gone as planned. Have examples ready so you can demonstrate your experience to the Selection Committee.
• Call the recruiter to find out as much as you can about the structure of the interview and what you can expect.
• Practice and go through a mock interview with a friend or family.
• Logistics – Make sure you leave yourself plenty of time to get to the interview. If you are unfamiliar with the location, make sure you have accurate and detailed instructions on how to get there. Be prepared for issues like finding parking or delays to public transport.
• Dress appropriately. It is better to be more formal than too casual.

2. At the Interview

Interviews are limited in time and in most cases, it is the only opportunity the Selection Committee has to determine who the most suitable candidate for the position is. Use this time effectively.

• Relax and be confident with your manner and your responses.
• Engage the Selection Committee in your answers.
• Listen to the question carefully. Structure your response to best answer the question. Take your time to think about your answer.
• Keep your answers clear and concise. You should be brief but do not compromise relevant information if it will paint a clearer picture.
• If you are unclear about the question, ask them to repeat it. Clarify it with them.
• Ask any questions you have relating to the position, projects, department, prospects that are relevant to your making a decision about whether you would like to work at UOW, or in better understanding a particular question to allow you to better focus your answers. You can find out specifics about salary, work hours, terms and conditions from the Recruiter or contact officer. Do not ask questions purely to demonstrate your research or to fill in time.
• Be yourself.

3. Competency Behavioural Based Questions

Many interviewers will ask competency behavioural based questions. It is based on the principle that “past behaviour predicts future actions”.

• Use examples from your experience to answer. Tell them “what you did”, not what you “would have” done.
• It is acceptable to use examples where the outcomes were not positive if you can demonstrate your learnings.
• Use the STAR model:
  • Situation – Set up the context and challenges of the situation.
  • Task – What was the aim or outcome to be achieved?
  • Action - What actions you took to achieve the desired outcome.
  • Response – How did others respond and what was the result.