To ask for interview advise, I've lost my job because I'm shit!

[RinkeyDinkey]

I've just had to apply for my own job, my manager thought it was a given that I'd breeze the interview despite me telling them again and again how shit I am in an interview. Loads of people applied, someone else got it because my mind went blank in the interview and I just garbled pure garbage. My boss phoned me crying as I couldn't possibly be offered the job now as my score was rock bottom, it was acknowledged that I was the best candidate and can do it stood on my head. My staff are in bits, I can't stop crying, what a mess.

I thought I would be ok this time, I spent weeks and weeks preparing, I had all the acronyms in my head to remember things, it went so badly, I could even do the 'tell us about yourself' properly. I don't really get stressed and was only nervous by the usual standard.

I've now got to find myself another job asap, wtf do I do now if I can't do an interview (it happens every time)?

That's really unusual howmany. I've never known that happen in the NHS and one of my roles involved sitting on interview panels around 20+ times a year. Even more odd that they told you that. I wonder if someone claimed they were discriminated against and it was proven? I can't imagine any other scenario tbh.

Interviews are nerve-wracking for most people- you are not alone. The key is to practice. Sit in front of your bedroom mirror (door closed) and ask yourself questions such as, “Why should we employ you for this post?”. “Tell us about yourself.” “Why are you leaving your current job?”

I know you think this is very hackneyed, but practising talking about yourself really will help you. Before you go through the interview room entrance, take 3 deep breaths then smile. Walk in, standing up nice and straight and smile 😊 😀 😊. Look at the person in middle of interview panel and say, “Good morning / afternoon!” while sweeping your gaze across all of them.

Sit with an open body posture. No folded arms! It’s fine to move your feet / hands.

If you do not understand a question, instead of asking them to repeat the question, instead ask for the question to be rephrased. Pause and think 🤔 of question then give your response.

Take a spring-bound folder with you containing your CV (back to back) in a plastic pocket. Put your best qualification/ certificate / letter of commendation at the front of the folder. Place folder on interview table, placing it in front of the interview person at the end of the panel (not the Chair). Spin it to face them and OPEN it saying, I thought you may like to see my certificates.

The Chair will ask if you have any questions before interview begins. Suggest you ask, I’ve brought some notes 📝 may I use them please?
Your notes should be typed in size 14 clear font. Double row spacing. Bullet pointed. Short phrases. Such as, “ How I saved my employer 💷money”. “ I’ve achieved every set target 🎯”

Speak a little louder and a little slower than you usually do.

Good luck!

We have recently had the same process with us op. It was a simple interview and we all had a score best score kept thier job worst scores lost it simple as that. No favouritism as some of the longest standing best at thier job colleagues went. I wanted to go as we had redundancy but were not offered voluntary redundancy. I had a few interviews while I was still employed and messed them all up, but I’ve got an amazing job now, don’t know if its the practice thing or if you get more desperate when unemployed and try harder I don’t know but what I’m trying to say is you’ll get another job somewhere just as good if not better. Good luck OP

I’m so glad you started this thread, OP. I recently had an interview for a uni job, basic grade support role which I could have done standing on my head as I have 20 years experience of it, a much easier role than I am currently doing (I wanted to go part time and not able to in my current role). For that reason I wasn’t too nervous going into the interview. But to my horror, i fluffed it completely and froze up on some questions. It was just so new to me, the whole process.

I last had an interview about 11 years ago, for little part time support role in a secondary school. There was a panel but it was informal, there was an actual dialogue, the questions were more open which put me at my ease. Eg tell me more about your role at X, which parts did you enjoy? Etc. When they wanted to know more about something I said they asked me to say more which was encouraging. They seemed interested so I was relaxed while talking. 100 people applied for that job and I was the one to get it. I have been there ever since but have gradually moved up to a more senior full time post (department only had 2 people in it anyway! (all without further interview, as I was doing the job anyway when my manager was doing other things)

So, for this uni basic grade easy peasy job, I went in totally unprepared for the style of interview you all mention. It was a panel, they were nice enough. But it was literally, ask me a question, scribble down loads of notes and not ask me ANYTHING else at all to encourage me to expand on a point. I took it as a sign that either I had said enough for that question, or that I was doing so badly they just didn’t want to hear more. I mean, there were nods from them but when I’d say a few sentences and wait for a response from them so that we could continue what I had thought would be a dialogue, none was forthcoming. They would pause and then ask me the next question.

My answers got worse and worse, I was panicking and not listening properly to questions by the end of the interview as my brain was still obsessed with the mess I made I’d of the previous question!!

Needless to say I didn’t get it, Feedback I got was that some of my answers were short!!!

I too was mortified. I should have walked that job. I had 2 years experience, fantastic references, I wasn’t a job flitter, it was clear I was good as I got promoted internally or given extra responsibility in some previous roles..

It was simply not the style of interview that I have ever experienced before. DH is civil service and I remember in the late 90s him doing a competency-based interview. I thought it was pathetic at the time. He was virtually learning lines in a play to prepare. Got advice from a colleague on what he needed to say to score the points they were looking for. So not about his ability to do the job at all, they couldn’t get to know him as a person as the interview wasn’t set up like that. It was purely how well he performed. He did get the job as he knew what he needed to do.

I didn’t. But I do now at least so have a better chance in future interviews. However Like many others, I am not a performer, boaster, blagger, I’m not a sell myself kind of person, or an actor remembering lines. I am not up on bullshit bingo words and buzz phrases that you do desperately seem to need to hear. I CAN talk at length about my working life and experiences if we have a dialogue. An actual conversation, to know which bits most interest you. You WOULD find out how I would fit into your team if you let me relax and be myself. Even a “tell us about yourself” at the start of the interview would do that (you always had those years ago in interviews). I am bloody good at my job, but feel annoyed that I will not get the chance to prove it if all interview styles are like this.

Preparation will be key, as everyone has said. I turned down an offer from my school to have the whole day off for the interview as I knew it would be a ball ache trying to get cover while I was away. In hindsight I should have taken the whole day and prepared myself better for my “performance”!

Whoops that was long, sorry!

can anyone in the know tell me if, once you get an interview, they ignore what is on your job application? No one referred to it during my recent interview. Years ago, people had it in front of them and asked more about the things on it. So I don’t know if all the people on the panel will have read it and so don’t need to hear much more about what I have written on it, or if they haven’t read it and I need to repeat a lot of the things on there to them.

Or even if they disregard it completely once you have got to interview stage and just stick strictly to the questions they need to ask. I just feel like I didn’t get it mention half my work experience.

My long post should have said “20 years expericence” not 2!!

“Why should we employ you for this post?”. “Tell us about yourself.” “Why are you leaving your current job?”

I've never been asked questions like that at an interview.

Some really good advice from chocolate, but don't offer the panel your CV or certificates. They have seen your application and qualifications as part of the shortlisting process and will most likely have in interview pack in front of them with all that in it again. Bring out your skills and experience in the interview, but they almost certainly won't want to look at your CV or certificates, particularly during competency based interviews. I've not seen an interviewee do this in a public sector interview and it might be considered unusual. Also, many public sector role adverts specifically ask you NOT to provide a CV.

I’m guessing you’re younger than me? I’m 45 and those questions were definitely asked at public sector interviews in the mid 1990s. Not anymore, it seems. People need to make sure any books on interview technique are bang up to date as clearly things have changed a hell of a lot.

Riotingbananas, if you’re advising against certificates, what about notes? Is that usual or not?

Some excellent advise on here, I promise to take it all in board and buy that book.

Reading all of this, I think I know where I went wrong with my prep. I had all the answers ready for most questions that I could perceive them asking, and the ones I was asked I should have blown them away, however I didn't practice sitting down and actually ANSWERING a question. I had read through all my bullet points that I had made from the huge reams of prep work but hadn't practiced saying it all out loud! My goodness, what a simple thing to overlook!

I feel much better today, it was my dad's birthday yesterday and he passed away a couple of years ago so all in it's been a really shit week. I can now see some slight glimmers of light and some advantages and am beginning to see this as an opportunity. I'm sure there will be some good advise tomorrow with the manager.

Thank you everyone, you have all been so kind and I have learnt a lot from you all, I can't believe anyone can call the wonderful people of MN land. Thank you all.

Curlyhairedassassin - sounds like you had a really bad experience. Competency based interviews just mean that questions are based on the job description and person spec. Of course interviewers should probe/follow up if answers aren't clear. The should also ask about anything they have queries about in your application such as gaps in employment. It's more likely to be discriminatory not to ask as otherwise you may be making incorrect assumptions. I always try to ensure that interviewees are relaxed and that, as far as possible given its a panel of 3, we are having a conversation - not just firing questions.

I've never had a candidate bring notes into an interview. Its good to think of an interview as a two way process with both the interviewer and interviewee assessing each other (that helps with nerves too ime). Referring to notes might interrupt the flow of that conversation and am not sure how useful they would be in competency based interviews with the type of response the panel will be looking for ie talking through an example of a scenario. I've got a vision of a candidate frantically flicking through pages of notes trying to find the exact scenario, then reading the notes verbatim! They might be useful for taking through a career to date and relevant skills I suppose, but those don't tend to be the questions candidates stumble over. I'd agree with other posters: look up the type of questions you're likely to be asked and practice practice practice your responses to make them relevant, clear and concise.

I disagree. The panel have notes.

Glad you're feeling more positive Rinkydinky. Hope you have a good discussion with your manager.
Just wanted to reply to the couple of points raised in posts above. I've done a lot of interviewing in public sector over last 20 years so this is my experience but others may have seen things done differently.
If I'm interviewing I will have seen your application but I may not have done the shortlisting so may not havereviewed in detail so don't assume that I already know about your experience. Sometimes we are doing a lot of interviews over a few dats and I may have just glanced at the applications half an hour before your interview.
It's usually fine for candidates to refer to a few notes (not rifling through pages of them though!). Some candidates jot down a few examples they are going to use. Not any detail - just a few words to remind them if they get brain freeze
Don't self sabotage! Eg. I've had candidates say that they are rubbish at such and such or just say I haven't done that whereas other candidates will try to find something similar, e.g. I haven't used that particular it system but I've used this one and I pick things up very quickly so am sure I'll soon get the hang of this one.
It's fine to ask for a question to be repeated if you're not sure.
You'll usually be asked if you have any questions at the end. On the whole I'm more impressed if these show you are interested in the role rather than how many days holiday you will get and whether you can work from home. I don't mind some if these type of questions as realise you are assessing us too re whether you want the job if offered but need to get balance right. I do find it a bit strange when candidates don't have any questions considering what a big decision it is to take a new job.

A similar thing happened to a colleague of mine a few yeArs ago in the nhs. She was and still is a fantastic member of staff but at the interview missed out on a couple of points because she didn't use some of the terminology they wanted to score her on the interview process. She lost out to someone who talks the talk but is a crappy nurse. They are both still working there. The one who got the job is causing no end of trouble with other staff and a few patients. Such a shame it came down to a score sheet.

Your attitude shines through your posts - and shows what a valuable team member you are.

Oh yes to self-sabotage. So many people do it, and I'm thinking inside 'noooo, tell us how good you are!'

The notes thing is an interesting one isnt it, clearly it helps some people and I dont think it would reflect badly, but it isn't something I've experienced.

As for glancing over applications pre-interview, I do try to read every one of them thoroughly beforehand. If an interview pack hasnt been sent to me and it's getting close, I'll chase for the pack to make sure I've got time to become familiar with each applicant's application. That's a really important part of prep for me.

And as Marie says, do think of a good question for the end. I once had someone ask 1. do you get a tea break, and 2. could she have time off to go to the dentist. Probably not the best questions! Standard questions candidates ask are things like what would the expectations of my first 6 months be, what training opportunities are there, what would a normal day look like and what makes your organisation good to work for (that's my favourite).

Oh Rinkey, what a tough week. You will get past this, and get the great role you really deserve. As I've said before, exactly the same thing happened to a colleague of mine, and she is now in a post two grades higher than the one she interviewed for a year ago. You'll do it.

Rioting: thanks for those ideas for questions to ask at the end. I am always a bit stumped because usually they have answered any questions I had in mind during the course Of the interview while they are telling me about the role/department. Those suggestions are brilliant. Thanks.

I’m sorry I haven’t RTFT as I’ve come to this late and I haven’t time to read ten pages, but I just wanted to express my sympathy. Years ago I worked in the public sector and had been on temporary promotion to the grade above for two years, as they couldn’t fill a role at that level and I had relevant experience and enthusiasm. I loved that role and was good at it. All my appraisals backed that up.

Encouraged by my manager, I went for an interview to move officially to that grade, and completely flunked it (despite a tonne of preparation) because it was a role-playing two day long residential assessment process (since axed due to the ridiculous costs ) and I was lousy at those, because I am not an actress.

I was not allowed to continue in that grade, or reapply for promotion for two years. But worse, it knocked my confidence and motivation so badly that I quit within a year. I couldn’t see the point in staying in an organisation that valued me so little.

Their loss. I moved on. Changed career. Found something else I enjoyed and was good at. It’s a long time ago now, and I look back in bemusement and think what a waste! They had an employee who was performing well, motivated, etc etc and they lost me due to a stupid internal interview process. I wasn’t the only competent employee to leave under such circumstances either. It costs money - public money - to recruit new staff to fill those vacancies. How utterly unnecessary.

Sorry for the ramble; just wanted to say I feel your pain and I hope you move on to bigger and better things like I did. It’s their loss, the fools.

CurlyhairedAssassin
During job interviews, they only take notice of what you say during your interview. The purpose of the application form is to ascertain who meets the criteria for the job. There is confusion about this. When in doubt, repeat what you put in your application giving full and detailed responses.

Yes, you can just walk in off the street and offer your CV to an employer, lots of small employers recruit this way in fact (pubs, shops etc). Unemployed people are often told to drop their CV round to local businesses.

There's no law says you have to advertise, but what you must ensure you do not do is discriminate unlawfully. If you have not advertised, and never do, and, say, always employ 'mates', it's hard to show that if someone else applies and your 'mate' gets it (or you coincidentally only ever recruit white males, for example), that you do not discriminate - so public sector and big employers take the least risky approach to that.

I take notes to interviews.

I write what I think are the comeptencies, then a few reminders of things I have done that fit that competency. Usually a meaty example can be used for a number of competencies (though of course I would only use each once in an interview), and it does help to have a few noted down.
But. no, I don't read the scenario out loud, I just remind myself of a few ideas from the notes then talk through it because it is real I can remember it. But it can be hard to think of it on the spot.

My least favourite question is 'tell me about a time you influenced someone' (sometimes it's a bit more specific than that) - how do you really know how you influenced someone? Begged? Cried? Gave reasons and they bought it? Most people I work with are very senior and they already have their own reasons for doing or not doing things. My ace card is really the law/risk involved! That's not influencing though.

Every interview I have ever been in and ever done, thousands of them, has started with "tell us a bit about yourself".

Oh, and I always advise people to take a copy or two of their CV - I can recall innumerable times as an interviewer I, or the other interviewer, have had the wrong CV, or the candidate realises the agency has sent an old CV etc, so if you have an up to date one it can be helpful. But you don't 'offer' it, just have it in case.

Other questions I've asked is what the interviewer enjoys about working there, and how they think the department is seen by others (if it's a big organisation). If they struggle to say what they enjoy about work it can be telling.

People need to make sure any books on interview technique are bang up to date as clearly things have changed a hell of a lot.

It's more that public and private sector can be very different indeed. I flunked a panel style interview for public sector when I was younger as well, as I just wasn't used robotic interviews with people not using any body language to tell you how you are getting on. I tend to go through recruitment consultants, and the more helpful ones tell you what kind of interview it will be.