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Expert Guide: How to get a job interview

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6th Jan 2010
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Malcolm Finney of Management Dynamics looks at the ground rules for getting an interview with a prospective employer.

Much has been written about the selection interview. Books and articles abound offering advice to potential interviewees: how to sit; how to answer questions; how to ask questions; what to wear and so on.

The clear presumption is, of course, that an invitation for interview will naturally be forthcoming. However, sadly, it may not happen. Many potential interviewees will no doubt have experienced the agonising wait for a reply after an application for a job has been lodged. Statistically, the probability of a favourable response is often small.

So what determines whether a rejection or invitation for interview falls on the doormat one morning?

Whilst an element of luck often plays a part (as in most things) a review of research in this area reveals one or two interesting insights

Research findings: some pointers

Four years ago one researcher found that no less than 94% of employers confirmed that screening based on the application form was standard practice. This seems hardly surprising. In an increasingly competitive world employers are unlikely to want to waste valuable management time interviewing applicants when a simple review of the application form may indicate unsuitability. But herein lies the problem for the budding interviewee. How is he/she to figure out what the employer is looking for? Can the application form/CV/resume if properly prepared enhance the likelihood of interview?

It is important to understand at the outset that CV screening is not a science. Inevitably where humans are involved imperfections, bias and errors are inevitable.

Some factors are beyond the control of the applicant. For example, research has shown that older applicants are generally less highly rated than younger applicants; that physically attractive individuals have the edge over less attractive individuals; and that stereotyping of jobs based on gender is commonplace and thus, for example, males are perceived to possess attributes closer to those of the stereotypical manager than females.

However, not all factors are beyond the control of the applicant.

Key CV items

Recent research conducted by the writer has shown that where the applicants required are otherwise than newly qualified graduates the three most important pieces of information used to screen a CV are "current job responsibilities", "previous job responsibilities" and "rate of career progression". These are the factors upon which the recruiter will concentrate during the 15 to 60 seconds typically allotted to initially reviewing a CV. Inter alia, this suggests that over concentration on, for example, identifying "acceptable" or "impressive" hobbies to list or listing at great length outside positions (eg scout master) or worrying about class of degree or degree subject is perhaps somewhat unnecessary.

CV item ordering

The writer’s research also found, in line with earlier research, that the order in which information is presented may also affect judgement by the recruiter. It is thus sensible to have the "stronger" and "more relevant" information listed earlier rather than later.

Furthermore, and perhaps surprisingly, one single piece of negative information has been shown to be extremely damaging and indeed can overwhelm a greater number of positive statements. It is therefore clearly sensible at application stage, where possible, to leave out any negative pieces of information using the interview itself as the opportunity for any explanations.

Covering letter?

To reinforce particularly important aspects a covering letter attached to the CV is a "must". The letter offers the opportunity to highlight, and to draw the recruiter’s attention to, key aspects of your choosing. However, beware the over-long covering letter or indeed overlong CV. For a CV, three pages is an absolute maximum and a covering letter should be no longer than one page. Employers also expect a CV to be typed and grammatically correct. If a written CV is to be submitted it is particularly critical that its contents are easily readable. No recruiter is going to spend time and effort trying to make sense of the illegible and if your handwriting looks like a three year olds, definitely type it! In any event check both the CV and covering letter carefully before submission.

Form of CV

Unfortunately, as to the "best" form of CV to submit the research findings are "mixed". There appears to be no clear evidence demonstrating that the so-called functional CV format (ie highlighting qualifications, achievements and special skills) is to be preferred to the traditional format (ie listing the past in a chronological manner) or vice versa. What is clear is that despite advice to the contrary one "standard" CV is unlikely to be appropriate for all job applications. The dispatch of an identical CV to every potential employer is unlikely to bear fruit.
Finally one or two words of common sense, nevertheless sometimes overlooked.

Commonsense

First, ensure that at all costs the recipient’s name, qualifications and address are absolutely correct. Second, mail first and not second class. Third, do not use coloured writing paper, fancy print formats, pictures and, unless specifically requested, do not enclose a photograph even if you are attractive! Fourth, if the recipient is a woman check whether to address her as Mrs, Miss or Ms.

If nothing has been heard within seven to ten days call and politely enquire whether in fact your application was received; the secretary to the recruiter may be invaluable here (find her/his name, however, before speaking to her/him).

Finally, it is perhaps worth repeating that recruiters are human with all their attendant foibles. Filtering CVs is more of an art than a science and often one man’s meat can be another man’s poison.

Hopefully, following some of the pointers above should enhance the likelihood of interview.

Find your next role on jobs.accountingweb.co.uk.

Malcolm Finney is founder of Management Dynamics which specialises in consultancy and training for the professions and financial sector. He is also an international tax consultant and can be contacted on 01727 863701 or via e-mail: [email protected]

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