Marketing Director Kenyan Jobs

Marketing Kenyan Jobs
Marketing Director
JOB CODE: MD/MM/131025
Number of Positions open: 1
Reports To: CEO
Location:Kenya
Closing Date: Open Until Filled
Summary:
Our client designs, manufactures and sells highly functional, highly affordable vehicles as a transportation platform empowering local entrepreneurs to mobilize the developing world. They recognize that appropriate transport is a key enabler to socio-economic development in deprived communities across the developing world and aim to unlock this vast potential by designing, manufacturing and selling a new vehicle for Africa, starting in Kenya.
They are looking for exceptional individuals who share their vision and possess the skills and attitude necessary to make a valuable contribution to our work in Africa.
Job Objective:
The client is seeking a minimum two year commitment from an exceptional mid-career professional interested in a truly unique entrepreneurial opportunity to create impact on a global scale. The candidate should expect to wear different hats in this senior role, leading efforts to develop and grow profitable business operations in Kenya and beyond, managing strategically aligned partnerships, generating reliable financial forecasts and closely monitoring performance (including profitability analysis and overhead planning).
The role will require a close working relationship with the venture’s CEO, Operations Director, Technical Director, Financial Associate, Marketing Associate and Sales Manager.
PRIMARY RESPONSIBILITIES:
Leadership
Contribute to the development and refinement of the client’s vision and strategy.
Collaborate with The client’s leadership to ensure organisation priorities are balanced and implemented in line with our strategic and operational plans.
Monitor and maintain strong organisation culture, values and reputation of the client’s with all staff, customers, suppliers, partners and regulatory/official bodies.
Lead the marketing and sales team to identify analyses and implement new business growth opportunities.
Collaborate with cross-functional teams and leadership team to analyse the business case for all future product changes.
Maintain a climate that attracts, retains and motivates top quality human resources through effective performance management systems, team leadership, coaching and mentorship.
Marketing
Lead the delivery of primary and secondary research that helps define market assumptions and consumer behaviours/profiles; research sources may include consumer surveys, focus groups, the internet, industry experts, market intelligence companies and internal knowledge.
Collaborate with leadership and future strategy teams to develop and maintain product category SWOT analyses; identify market trends, develop and prioritise a profitable product plan to meet consumer needs.
Collaborate with leadership and external agencies to develop key messaging and specific advertising copy/design/packaging for campaigns across marketing channels; including detailed associated budgets.
Facilitate future-focused product ideation sessions and capture output for continuous design exploration; develop longer term product category/mix roadmaps based on deep and broad consumer profiling.
Develop complete understanding of the factors that go into the revenue and cost side of the business opportunity and provide recommendations to maximise revenue.
Interface with cross-functional teams and outside agencies to develop and lead product go-to-market strategy and plan.
Create data-driven, dynamic, ‘voice-of-the-customer’ marketing strategies and tests that deliver against Return on Investment (ROI) targets through a segmented customer base across marketing channels.
Ensure consistent brand messaging across TV, print, radio, digital and social media (Facebook, Twitter, Blogs, etc.) marketing channels.
Execute local marketing initiatives and develop plans to implement new innovative marketing initiatives.
Act as a liaison for all external media enquiries or articles, working with the CEO when necessary to facilitate interviews or other content.
Interface with cross-functional teams and outside agencies to develop and lead product go-to-market strategy and plan.
Oversee deep and ongoing competitor and market analysis with marketing team.
Ensure efficient and effective marketing, advertising and promotional planning for product launch.
Partnerships
Develop and maintain strong relationships with key strategic customers such as large NGOs, government buyers and high potential individual entrepreneurs.
Liaise with banks, MFIs and internal Finance team to develop a deep understanding of loan/credit products available to customers and, facilitate negotiation of attractive end-to-end partnership agreements with select finance institutions and The client’s leadership.
Identify and evaluate potential local vehicle dealer partners. On-board authorised dealers, maintain regular oversight and support consistent brand messaging within this network.
Oversee selection, setup and management of future vehicle dealerships across Kenya and the region with Aftersales Manager.
Sales
Work with Sales Officers to follow-up with interested buyers to arrange payment for pre-orders/sales; support finance team in liaison with relevant financing institutions to connect customers to appropriate finance options.
Coordinate Sales Officers to manage and prioritise list of target buyers both with existing customer contact information and newly interested customers from marketing initiatives.
Manage sales team to maintain strong relationships with key strategic customers such as large NGOs, government buyers and high potential individual entrepreneurs.
Manage strategic B2B commercial relationships with key public, private, local and international NGOs.
Maintain strong B2C feedback system with individual customers to ensure a well maintained communication framework for both potential and current customers. Manage sales agents to deliver against agreed pre-order targets.
Set clear and achievable sales pre-order targets with The client’s leadership.
Project Management
Take ownership of projects; plan milestones, timelines, budgets, resources and identify potential risks to deliver supply chain aspects within agreed completion dates.
Be proactive regarding task completion and periodically advise wider team on project status, timing, resources, issues, and ability to deliver on-time with excellence.
Ensure adherence and compliance to general automotive industry marketing standards and best practices; maintain structured and versioned data outputs daily and backup data weekly.
Lead teams in ensuring effective communication between colleagues and positively contribute regularly during project design meetings and briefings.
Skills & Certifications
An ideal candidate should have a track record of academic and professional achievement and demonstrate a strong business acumen and passion for the clients’ business. They should combine expertise in sales, marketing, finance and analytics with exceptional communication, interpersonal and leadership skills as well as on-the-ground pragmatism and the patience to manage ambiguities associated with working with an early-stage venture in a developing country. Most of all, they should demonstrate integrity and accountability.
Required
Bachelor degree (minimum) in business subject with 3.4 GPA or higher from a top university worldwide
Minimum 5 years’ experience in sales, marketing, management consulting, or other similar roles for top tier companies
Exceptional leadership and clear sense of direction
Solid attention to detail and high quality deliverable outputs
Excellent interpersonal skills to build strong rapport with others
Ability to effectively communicate timelines and project progress with both internal and external management teams
A start-up personality; entrepreneurial, ambitious, independent, systematic attention to detail, self-starter, flexible and able to deal well with setbacks
Excellent problem solving and analytical ability in cross-functional multi-cultural environment; able to define problems, collect relevant data, extract meaning and draw valid conclusions
The highest level of integrity and accountability
A good sense of humour and an appreciation for different cultures
Proven ability and experience in managing and leading high performance teams
Proven ability to work as part of a senior management team to develop and implement company strategy
Practical experience in the application of digital marketing and social media as part of integrated marketing campaigns Experience in managing budgets effectively, financial reporting, setting up effective metrics and business processes
International experience in automobile industry
Desired
Masters in Business Administration (MBA) degree or Masters degree in a technical subject from a top university worldwide
5+ years’ experience in sales, marketing, management consulting, or other similar roles for top tier companies at senior management level
How to Apply:
Interested candidates holding the necessary requirements, good performance and / or references are encouraged to apply with detailed CV’s, inclusive of names and contacts of 3 referees, current telephone number and email address by scrolling down and clicking on the following link: Marketing Director

Underwriting Officer Insurance Job

Insurance jobs in Kenya
Job Title:  Underwriting Officer – Mombasa Branch
Job Summary:
The duty station of the incumbent shall be in Mombasa and reporting to the Branch Manager Mombasa branch.
The incumbent shall provide technical support and enhance Super Service Delivery by effecting insurance covers and producing quality, timely, relevant and accurate insurance documents to all our internal and external customers.
Duties and Responsibilities
Underwriting and Issuance of new policy documents
Issuance of appropriate interim cover documents namely cover notes; certificates of motor insurance, CSU instructions and marine Cover/certificates notes
Ensuring accuracy and correctness of policy documents including application of appropriate rates, insertion of relevant clauses, update of suitable terms & conditions and scrutiny of brokers’ slips and proposal forms
Processing, preparation and dispatch of monthly pre renewals listing two months in advance and subsequent follow up of renewal of policies with service providers & direct Clients
Processing renewals on confirmation of cover and sending out to clients renewal confirmations/Lien or Mortgage confirmations to the bank
Attending to customers: personal visit, brokers visit, email, letters, phone, and handling technical enquiries from brokers and direct clients.
Processing of endorsements additional/refund and timely dispatch
Ensuring that business acceptances and computations are in line with our reinsurance treaty arrangements and preparing appropriate supporting reinsurance documents
Computing competitive quotations in line with our underwriting philosophy and discussing them with clients
Preparation and submission of regular performance reports as required including daily update of Personal Work Management Tool
Knowledge, skills and Abilities
Ability to make decisions and solve problems
Knowledge of the financial sector and of insurance products and services
Working knowledge of reinsurance
Ability to work independently without supervision
Excellent Computer skills
Good communication Skills
Credentials and Experience
Business related Graduate
Diploma in ACII  or its equivalent.
4 years in a busy underwriting department
If you meet the above minimum requirements, send your c.v to henry@gakenya.com indicate the position applied for on the email subject line so as to be received on or before 1st November, 2013.
Only short listed candidate shall be contacted.

NGO Jobs. Food Security Program Manager

NGO Careers in Kenya
Solidarités International (SI) is an international humanitarian aid organization which provides assistance to populations who are victims of armed conflict or natural disaster.
For 30 years, SI has concentrated its action on meeting three vital needs: water, food and shelter. By carrying out emergency programmes, SI has acquired experience and expertise in the fields of water and sanitation and food security.
In Horn Africa, SI is currently implementing food security, water and sanitation project in Kenya, South Sudan and Somalia. We are seeking a qualified person to fill the following position:
Position: Food Security Program Manager (1 position)
Location: Adaado (Caadado) and Abudwak, Central Somalia
Report to: Field Coordinator
Technical links with: Food Security Coordinator, Kenya/Somalia
Supervisor to: Field Food Security Staffs
Duration: 6 months (with extension possibility)
Start date: 1st December 2013(approximately)
Position Objective:
The Food Security Program Manager is a key person who will be responsible in managing the whole food security component of the program implemented in Adaado and Abudwak Districts, Galgaduud Region.
Keys responsibilities
Note: This list gives the framework of your activities but it is not exhaustive. You may be asked to complete other duties.
Strong capacity building of local staff is necessary to be able to implement the proposed activities.
Program realization
To assess the political, social and security context in the region, identify the key trends
To be responsible of the coherence of the program in regards to the population needs and logical framework proposed
Contribute to a program strategy adapted to the organisation strategy and the context
To plan activities and resources in time, according to the objectives of the program
To ensure adherence to the budgets with objectives and activities settled jointly with the financial staff in the field on in the headquarters
Management
To recruit and train the staff under its direct responsibility
Recruitment will be organized under the supervision of the Field Coordinator
To motivate and manage the team.
To prepare job descriptions of the team members under his/her responsibility.
To evaluate skills and performances of the staff under his/her responsibility, every 6 months.
To organize with his/her team a detailed planning of activities.
To organize the collection of information with his/her team and M&E staff.
Follow-up of current program
To implement the proposed Food Security activities.
To undertake an initial assessment of the feasibility of the proposed activities, when required.
To propose alternative appropriate and cost-effective activities relevant to the area.
To be responsible of the progress, timeliness and quality of the work for the food security activities.
To control the evolution of the food security component (progress indicator, relevance and efficiency) and to adjust activities and processes where necessary (see sections about budget account and human resources management).
To ensure periodic assessments of the food security component and to adjust if necessary to the needs in collaboration with the Field Coordinator and Food Security Coordinator.
To report on activities and feed into donor reports.
To contribute to the capitalisation of tools and reports.
Logistic / Administration
To prepare purchase requests for his/her field (tools and materials) in liaison with the Administrator, concerning food security activities.
To schedule movement and transport needs according to food security activities.
To validate access to working places in the intervention area in terms of security, for staff and him/herself, in liaison with the field coordinator.
To validate movements in and out of stocks, concerning food security activities.
To follow the program budget lines, prepare food security budget forecast and insure budget is matching with expenses.
To set and follow up needs in terms of cash flow forecast for the food security component.
Activities
Nb: This list will evolve during the course of the project
IDPs and agro-pastoralists farming activities, including promotion of dry season farming and strengthening local seed production systems
Support to alternative livelihoods including milk value chain improvements
Cash for work
Unconditional food voucher distribution
Training/capacity building
Evaluation / reporting
Make sure indicators as specified in the logical framework are used according to the sources specified
Participate in needs assessments
Propose new activities according to needs assessments for the area covered
Monitor regularly the nutritional and food security situation in program area and develop monitoring tools
Evaluate success of project and its impact at the end of all projects.
Qualifications
Bachelor’s Degree in Agriculture, or other technical field relevant to Food Security/Livelihoods.
Experience
Minimum 3 years of experience in Food Security/Livelihoods project management in a similar position
Minimum 2 years of experience within an NGO or similar agencies
Proven experience in project cycle management in the NGO context
Proven experience of working directly with communities and developing community driven projects
Experience in team management and planning
Person Specification:
Skills/Competencies
Understanding and interest in emergency humanitarian situations
Knowledge and understanding of Somalia
Knowledge and understanding of the humanitarian actors
Team leader and coordination ability
Ability to propose and put into action new ideas
Ability to negotiate
Excellent communication skills and writing capacity
Calm and diplomatic
Patience
Ability to work in remote and potentially hostile settings
Initiative and drive to work with limited supervision at times Ability to work in a multicultural team
Good knowledge of the project management cycle and methodology
Ability to understand and prioritize the perspective of beneficiary communities during the planning and implementation of project activities
Good stress management skills
Adaptability to security rules and behavior guidelines
Languages:
Fluency in English and Somali languages
Knowledge of French and/or Kiswahili languages is an added advantage
IT Skills:
Excellent Computer skills (Word, Excel, Outlook)
Knowledge of data analysis software would be an added value
How to apply:
Send a cover letter and CV with 3 references to the following email address: jobapplication@solidarites-kenya-som.org.
Please indicate the job title and location in the email subject line.
Qualified persons with Somali background will have high consideration for an interview opportunity.
Deadline for applications: 31st October 2013.
Please note that only shortlisted applicants will be contacted for interview.
SOLIDARITES INTERNATIONAL is an equal opportunity employer

NGO Jobs 2013. Programme Officer

NGO Careers in Kenya
Job Title; Water and Sanitation Programme Officer
Classification Level    National
Organizational Unit / Duty Station(Department / Zone Office / Delegation….. etc.)    Programs; Eastern Africa and Indian Ocean Islands Regional Representation; Nairobi, Kenya
Immediate Supervisor’s Title    Water and Sanitation Coordinator
Technical Manager’s Title
(if applicable)    Water and Sanitation Coordinator
Number of Direct Reports (if applicable)    None
Number of Indirect Reports (if applicable)
Organizational context (where the job is located in the Organization)
The International Federation of Red Cross and Red crescent Societies (IFRC) is the world’s largest humanitarian network, reaching 150 million people each year through its 187 member National Societies.
The Organization acts before, during and after disasters and health emergencies in order to meet the needs and improve the lives of vulnerable people.  Our work is guided by seven fundamental principles (humanity, impartiality, neutrality, independence, voluntary service, unity and universality) and by Strategy 2020, which voices our collective vision and determination to move forward in tackling the major challenges that confront humanity in the present decade.
This job is located in the Eastern Africa and Indian Ocean Islands Regional Representation, based in Nairobi – Kenya, which covers 15 countries: Djibouti, Eritrea, Sudan, South Sudan, Somalia, Ethiopia, Kenya, Rwanda, Burundi, Uganda, Tanzania, Madagascar, Mauritius, Comoros and Seychelles.
Job purpose
The Water and Sanitation Programme Officer will work closely with the WatSan Coordinator and WatSan Delegate (Software) to provide support to RCRC National Societies in hygiene promotion, sanitation and water activities in both developmental and emergency contexts.
The Programme Officer will provide implementation and technical support to strengthen the capacity of RCRC National Societies in the region, with a particular focus on menstrual hygiene management and hygiene promotion/software components of WatSan.
Job duties and responsibilities
The Water and Sanitation Programme Officer will report directly (including technical reporting line) to the Water and Sanitation Coordinator. The Water and Sanitation Programme Officer will work closely with other members of the IFRC Regional Programs Unit, particularly the Water and Sanitation Delegate (Software).
S/he will be responsible for the following specific tasks:
WatSan programme office will support Water and Sanitation Coordinator and WatSan delegate in the planning, implementation and monitoring of the Water and Sanitation projects with main focus on Menstrual Hygiene Management (MHM) in Emergencies project in a timely and effective manner.
Work closely with National societies for development of project agreements for relevant projects.
Work closely with regional finance team for funds transfer to the National societies
Work closely with regional logistics team for WatSan related procurements
Work closely with National Societies in the region, as part of and together with the Regional Water and Sanitation Unit and PNS, to effectively implement hygiene promotion, sanitation and water activities in development and emergency contexts.
Give input and support on assessment, project planning, implementation, monitoring and evaluation of all water, sanitation and hygiene promotion activities as requested by NS and/or PNS and/or IFRC in the region.
Assist with organising and implementing trainings for National Society staff, in particular WatSan specific NDRT trainings and the 2013 Regional Workshop (focussed on sanitation and hygiene promotion).
Support on documentation and dissemination of best practices and lessons learned in WatSan projects and activities in the region.
Support the planning and implementation of the following tasks with National Society staff and volunteers to improve health and reduce vulnerability of beneficiaries by:
Ensure SPHERE standards are attained and maintained where appropriate
Ensure international and/or national WatSan related standards are maintained
Ensure other sanitation and hygiene needs are addressed where appropriate
Ensure that the Health agenda is holistic, and encompasses WatSan fully as part of public and preventative health.
Provide support for other water, sanitation and hygiene related activities in Eastern Africa and Indian Ocean Islands region as requested by line manager.
Closely work as a team member with other technical officers in the Regional Programs Unit, to contribute to improved water, sanitation and hygiene activities sand support to National Societies.
Support with coordination of WatSan activities with other PNS, ICRC as well as IFRC staff.
Respect and follow the key Federation technical documents (Strategy 2020, WatSan policy, Global Water and Sanitation Initiative, Global Health Strategy, Framework for community resilience, etc.) and international strategies (Millennium Development Goal`s, Hyogo framework, etc.). Contribute actively to the IFRC Global WatSan agenda.
Duties applicable to all staff
Actively work towards the achievement of the Federation Secretariat’s goals
Abide by and work in accordance with the Red Cross and Red Crescent principles
Perform any other work related duties and responsibilities that may be assigned by the line manager
Position Requirements
Education
Relevant University degree in Public / Environmental Health, Science or equivalent academic qualification
Relevant professional training in water, sanitation and hygiene in a development or emergency context.
A post graduate qualification or training in menstrual hygiene management will be an added advantage.
Experience
At least three years of demonstrable experience in a water, sanitation and/or hygiene related role in an emergency and/or developmental context    x
At least three years’ experience working for a humanitarian aid organisation in a developing country (experience within the Eastern Africa region is an asset)        x
Experience of working with menstrual hygiene management
Experience in conducting water, sanitation and hygiene related baseline and/or KAP surveys
Experience of project planning and implementation
Experience of writing comprehensive narrative and financial reports
Experience of working for the Red Cross/Red Crescent Movement
Knowledge and Skills    Required      Preferred
Strong written and verbal communication and inter-personal skills, including working with other cultures and nationalities
Self-supporting in computers (Windows, spread sheets, word-processing, e-mail)
Skills in project management, including monitoring and evaluation
Good skills in training, facilitation and presentations
Languages  
Fluently spoken and written English
Good command of another IFRC official language (French, Spanish or Arabic)
Other languages: Swahili
Submission of applications:
Applications should be submitted by email to hr.eastafrica@ifrc.org; to be received not later than November 4th  2013.
Kindly note that due to large volumes of applications received:
Only e-mail applications will be accepted
Received applications will be short-listed on an on-gong basis
Only short listed candidates will be contacted

Deputy Director M & E Jobs Kenya

NGO Careers in Kenya
Jhpiego, an affiliate of Johns Hopkins University, is an international NGO supporting health programs to improve the health of women and their families.
Jhpiego-Kenya works in close collaboration with the Ministry of Health in the areas of HIV, Malaria, TB, Maternal, Newborn and Child Health, Reproductive Health and Family Planning.
We are currently recruiting an experienced individual with excellent technical and organizational skills who is a team player, dedicated, hardworking, innovative, highly motivated and able to work in a high pressure environment requiring multitasking abilities.
DEPUTY DIRECTOR, MONITORING EVALUATION AND RESEARCH (MER)
Reporting to the Director MER, the Deputy Director MER will assist in the management of monitoring evaluation and research services for Jhpiego’s Kenya Office.
S/he will maintain and implement as necessary, all statistical systems within the Jhpiego Kenya office.
S/he will assure the effective performance of Jhpiego-Kenya’s monitoring and evaluation activities, and take the lead in promoting and leading all research activities within the Kenya Country office.
Responsibilities:
Lead country compliance with Jhpiego policies, procedures and systems of human subject research.
Manage the effective implementation and utilization of Jhpiego’s in-house data and management systems to ensure accurate program monitoring and reporting.Provide supervision, guidance and mentorship of MER staff and ensure a high team spirit.
Provide statistical technical advice to all Jhpiego programs as requested.
Assist program staff to develop MER Plans, Frameworks, logic models and PMP tables.
Assist in the preparation of monthly, quarterly and/or annual reports.
Represent Jhpiego in high level meetings with partners, professional bodies and conferences.
Required Qualifications:
A PhD or DPH in Statistics, Demography, Public Health or similar content area
10 years of experience in research and evaluation with at least 3 years in a senior position in a reputable NGOor development agency
3 years of experience in monitoring large health projects with the MOH. Experience with public health programssupported by bilateral agencies is an added advantage
Conversant with USAID guidelines/regulations
Strong research, analytic and writing skills
Proven track record of peer-reviewed publications.
Ability to communicate and to confidently engage with high ranking government and donor partners
Computer literacy, particularly working knowledge of SPSS/R/STATA and Excel
Experience in leading and working with multi-cultural and multi-organizational staff
Interested applicants should send a CV with three referees and detailed cover letter by email to HR.Kenya@jhpiego.org not later than 1st November 2013.
Please indicate how your education and experience qualifies you for the position.
Only those selected for interview will be contacted
Jhpiego is an equal opportunity employer.

Job Hunting Tips: Five ways to improve your interview technique

Becoming an exceptional candidate is something you can do; it's just that most people don't take the trouble. In my experience, most interviews don't go that well; most people are bad at them. The truth is that many recruiters are actually not particularly good at interviewing either nor particularly effective. So, if you prepare properly and are a good interviewee, the odds can be stacked in your favour.

To put in a good performance think about planning, practice and positive psychology. An interview is an audition. You need to project yourself as the sort of the person the interviewer wants to hire; as someone they want on the team.

Just checking out a company website is not enough

It's not just a question of researching the organisation. You need to understand your interviewer and why they are hiring. One way or another they are seeking a resource as a solution to an identified problem. Just checking out their website, report and accounts is not enough.

Work on understanding the organisational need and how you can add value. Look at the challenges and opportunities they face and work out how to show that your experience and expertise are relevant. Explore their market, competitors and the changes taking place in the industry.

Use your network to find information about the interviewer and his preferences, the company and its culture. Use LinkedIn and ZoomInfo to gather all the intelligence you can.
Focus more on delivery rather than giving off-the-cuff replies

Rehearse your presentation. I don't necessarily mean being word perfect. I'm talking about what you say when anyone asks you what you do, why you left, what you have achieved and so on. Can you talk about yourself comfortably, with confidence, concisely with clarity? Practice so that you have the right words, don't get flustered, talk at the right pace and, crucially, know when to stop. Remember the need for consistency between words and body language.

In an interview you have to know your CV by heart. None of it pops into your head at the last minute; you know what you are going to say and what spin you are going to put on it. A good interviewee has learned his or her lines in advance and is focussing much more on delivery than on off-the-cuff replies.

It's not a solo performance: aim for a 50/50 dialogue

What you really need to do, though, is to make the interview interactive. People trained in interview techniques are told to use the 70/30 rule. That is to say the interviewer aims to talk for about 30% of the time allotted and the candidate talks 70% of the time, in response.

The smart candidate actually wants a 50/50 dialogue. You should aim for a conversation, directed along the lines you prefer – whereby you can play to your strengths. The interviewer can only go with what you give them. This is best illustrated by using the "what was your biggest business mistake?" question. Do you really want to tell them your biggest mistake? Really? You decide.

You are aiming for positive interaction. Make it easy for the interviewer by saying "have I told you all you need to know on that subject? Can I give you more detail?" Build rapport, find some common ground. But remember it's not a monologue, you are both actors in the interview and it is a dialogue, a conversation, not a solo performance.
A positive outlook is crucial

Henry Ford famously said "If you think you can do a thing or think you can't do a thing, you're right". You're motivated, you've done the prep and have the drive to succeed so visualise success.

Whether you call it confidence, self-esteem or self-belief, to shine at interview you need to show that you will make a good employee. Show that you are good at interacting and reading your situation, good at selling yourself and your ideas. Practicing your interview technique will make it so much easier to shine. There's no need to be nervous if you believe you are a good candidate for the role. If you believe you can do it, then you can do it. You know it because you have prepared, practiced and are ready to show what you can do.
Review and follow up

After the interview send a letter. Thank them for seeing you. Reiterate how interested you are in them and the role. Review the key points of the interview when you discussed challenges and opportunities and outline how you can help them meet those.

No guarantees but if you work at it you'll become a better interviewee and give yourself an advantage in a tough economic climate.

Job Hunting Tips: a guide for Searching jobs

It's the big day: after months of searching, you've finally landed a job interview. You wake up early, having spent an uneasy night tossing and turning. You put on your business suit. Breakfast is small – your jittery stomach won't allow much.

On the train, you calm your nerves by remembering facts and figures about yourself: companies you've worked for, what you did, how well you performed. At the reception desk, the PA welcomes you with a professional smile and asks you to wait.

Soon, your HR contact appears. You guess she's about 25, half your age. She leads you to the interview room. You take a deep breath. In the room are two people: one will be your line manager should you get the job, the other is a more senior HR person. With a sinking feeling you realise that they are all younger – by an average of 15 years.

There's a look of surprise on the line manager's face. Your CV doesn't state your age, but there's no hiding it now. You're over 50, and you've never been more keenly aware of it.

The interview takes several awkward turns and, later, on the ride home, you replay the event, knowing you won't get the job, wishing you'd prepared for the age issue.

Chris Ball, chief executive at The Age and Employment Network, says, "You really do have to be ready for anything in job interviews … you can always encounter ageism."

To prepare for your next interview, examine the age stereotypes and objections commonly held by employers. In our book, Finding Work After 40, we call them "the seven elephants in the room" because they're present at every interview, being ignored, but influencing the decision makers.

The challenge is to acknowledge and understand each elephant and then respond in a positive way. Here's how:

1 Older people won't work for a younger manager, or with a younger team

This is a big elephant. In some interviews it may be the only one. The best-qualified candidate can lose the role because a younger man or woman doesn't want an older person working beneath them. They can't get their heads around having someone nearly as old as their mum or dad reporting to them. If we examine corporate pyramids, we see older people at the very top and the expectation is that, at a certain age, a person occupies a specific place in the hierarchy. Acceptable age limits are measured against a corporate norm. To engage with this problem, ask yourself: does success in the role mean being able to fit in with a young team, or will it be the result of experience and technical skills? If the team is young, your age is a factor, and for a good reason. But, if the job requires experience and skills that you have, age should not be a problem.

Do this: Ask the question at an interview. It's a way of exposing the truth about the position and the corporate culture.

2 Older people are often overqualified

A common excuse, when in fact someone may fit the profile of a perfect candidate, except for their age.

Some employers will interview an older candidate as part of a box-ticking exercise, with no intention of hiring them. In that event, shake the dirt off your feet and carry on.

However, there might be other reasons for an employer to say you have too much experience. They may think that you're taking the job as a stop-gap, and that you'll leave when you find something better.

If they're worried about you leaving after a year, you could offer yourself on a contract basis. Bring the objection into the open. Discuss it with the recruiter, and negotiate if possible.

Do this: Tone down your CV and make it relevant only to the position you're applying for. If your CV is loaded with experience, you're the one who has told them that you're overqualified.

3 Older people lack energy

It's a biological fact that we slow down as we age. Even with regular exercise, you're likely to be less fit than you were 10 years ago. With the exception of golf or snooker, nearly every sport sees its top competitors retire by the age of 40, if not sooner.

But in the workplace, young people can waste a lot of energy. A mature person will often accomplish more in the same time frame, because the task is performed more efficiently. In the hare and tortoise story, the tortoise wins because he isn't distracted, stays on track and completes the race with a slow, steady pace. He's smarter than the hare; he knows his limits and works with them to succeed. He has also learned alternative ways of solving problems.

To get the job, the employer must be convinced you have the right amount of energy, and you're able to sustain it.

Do this: Show enthusiasm for the position. If you've recently run a marathon, completed a cycling race or climbed mountains, drop it into a conversation. But don't worry if you haven't. It's the projection of energy and perception of health that matters.

4 Older workers have health problems

This ties in with the question of energy, because everyone knows that health issues can complicate life in middle age. Do you look healthy? Your husband, wife, partner or friend may not offer honest comments about your appearance. If you're unemployed, they know you're feeling low about your situation and they'll try to build you up. But what do you think? You have to sell yourself. In order to be effective you must project confidence. Does your appearance say you're not looking after yourself? You might need to seek advice. But keep in mind that, under the Equality Act 2010, employers can't discriminate on health and disability grounds, and they cannot ask questions about your health prior to the job offer.

Even so, you need to first be honest with yourself and then, later, be prepared to be truthful with a potential employer about your general health.

Do this: Investing in your health and appearance will demonstrate a positive attitude, which will always count in your favour.

5 An older worker has money, so they don't need the job

Whether or not you've got anything put by for a rainy day, there may be a perception that you have, simply because you're older.

Therefore, a recruiter may assume you aren't as motivated or driven as someone younger because, for you, money is not an issue. Ironically, you may need the money more than a younger candidate. The mortgage still has to be paid, there's university for the kids, and there may be the cost of caring for a parent.

Countering this prejudice is tricky. Being too needy is always negative, yet appearing to be the opposite can also cost you an opportunity.

Mention reasons why you're the best candidate: focus on personal fulfilment, a desire for new challenges and experiences, and your motivation for success, which can include financial rewards.

Do this: If you sense that this elephant is working against you, see if you can have a quiet word with the most senior person at the interview, or by private communication. Sometimes they will take a kinder view if they know your situation.
6 Older people are not mentally agile

The Anglo-American psychologist Raymond Cattell developed a theory that, broadly, there are two types of intelligence: fluid and crystallised. They are correlated, in that one does not exist without the other. Fluid intelligence is the capacity to think independently of acquired knowledge to apply logic to problem-solving. It includes inductive and deductive reasoning.

There is evidence that, as we age, our fluid intelligence wanes. On this basis young people tend to perceive those who are older as slower, and therefore less mentally agile.

Crystallised intelligence is knowledge gained by experience, and includes verbal skills, general information and the ability to create analogies – it adds up to wisdom.

For example, negotiating skills depend more on crystallised intelligence. Evidence shows that crystallised intelligence increases with age, remains stable, and doesn't begin to diminish until after the age of 65. This effect varies greatly, with many people maintaining their crystallised intelligence to an advanced age.

As an excuse for not hiring an older person, this objection doesn't have a foundation in science.

Do this: Prepare for interviews by memorising salient facts about your prospective employer and your industry. With current knowledge to hand, you'll appear as bright and ready as a younger candidate.

7 Older workers can't deal with change

Every stereotype has some basis in fact. There are people in the 40 to 65 age group who can't cope with change. Some employers might think you lack this ability, perhaps because they already have someone on their staff that is set in their ways. They might also project the characteristic on to every older person they meet. This could fairly be called a prejudice, one that is difficult to fight.

Mature people are often better than their younger counterparts at dealing with change in the workplace because they've already learned to adapt to variables of every sort.

For example, the recent recession is the first one that many younger managers will have seen. Someone in their 40s or 50s will have lived through at least two downturns. Your experience in managing situations through tough times proves you know how to handle changes.

Search your history to find evidence of where you changed in order to achieve new goals. Have several stories prepared to support your claims.

Do this: When you next walk into the interview room and realise you're older than everyone else, you'll have an extra bit of confidence that could win the job.

You're aware of the elephants that might stand in your way, and you can discuss them if necessary. Then, as Chris Ball suggests, "Relax, smile, look your interviewers in the eye, be yourself and don't think about age."

Jobs Interview Advice: What the experts don't tell you about interviewing

Interviews in the private sector vary from the well-planned assessment day, with group tasks and a panel interview, to a more hurried, informal chat with your potential line manager. Watch out for unpredictable factors that can influence the outcome.

Your interviewer might not be trained

Interviewing is often part of a manager's responsibilities, but they aren't always trained in techniques such as competency-based interviews, where questions about past behaviour in particular situations are used to predict how candidates would act if they were doing a particular job. Don't assume your interviewer has prepared thoughtful, probing questions that will elicit a compelling picture of your abilities and potential. Guide the interview if necessary, to ensure you effectively demonstrate your suitability.

Thorough research and preparation help you counteract even the most unprepared or untrained interviewer. Focus on the challenges of the role, and give examples showing that you have the skills and experience to succeed. Use a 'CAR' story-telling format (describing the challenge, your action and the result) and provide figures proving the impact you've made in similar situations. Weave in four or five of these relevant stories during the interview.

Be ready for standard questions such as asking about your strengths and weaknesses. Prepare specific examples of where you add value. In the live Q&A on Acing your Interview, Rowan Manahan said: "Do some work on what you excel at – what has made the difference in jobs/projects in the past? Build a list and then, when you have an interview coming up, start mapping your identifiable, provable skills against the interviewing company's needs. The subtext to the strengths question is: "What are you good at that's going to make life better right here, right now in this company?" The subtext to the weakness question is "Do you have self-knowledge? Now you have this awareness of a chink in your armour, what are you doing about it?"

Interviewing is a flawed science

The best person doesn't always get the job. Some candidates are better at presenting themselves, while interviewers are also prone to making errors of judgement, such as giving preference to candidates who are similar in background or personality, or taking the score from one aspect of a candidate's performance and applying it to all aspects.

Work this to your advantage. Pick up on any hints of shared experience, which move you from being an outsider to a known quantity. Listen attentively for what the interviewer wants from the ideal candidate. Address these concerns directly and reply succinctly, checking you've answered in sufficient detail.

Never underestimate the personality factor

In Job Interview Success, Be Your Own Coach, Jenny Rogers says that likeability, motivation and social skills are crucial. In addition to job-related competence, show you're easy to work with (or manage) and that you would fit in.

Give the interviewer a reason to like you. Be enthusiastic about the role and the company, and appear motivated about how you can contribute to its success.

Don't complain about your previous boss, avoid confrontation and be pleasant without being obsequious. Ask about the working culture to reinforce the impression you'd slot in easily.

It's hard to overturn a negative first impression



What you wear – too much aftershave or perfume, your posture or handshake – these seemingly trivial things count. Any hint that you're not the poised, polished professional can irreparably damage your chances.

If you show you've made an effort, you can score points. An experienced interviewer, Denise Taylor, said, "When you see a well-put-together outfit, you're drawn to the candidate. They still have to give effective answers, but you warm to them."

Get a trusted friend to give you a critique of your entrance into a room. Do you come across as assured, arrogant or apprehensive? Meeting people at formal and informal networking events can also help improve your social confidence.

Jobs Interview Advice: Didn't get the job? How to survive rejection

Being rejected after a job interview can severely dent your confidence. Many candidates I have worked with over the years tortuously dwell on being turned down, often forgetting the bigger picture. Rejection, while not pleasant, can often be blown out of proportion and viewed as a sign of failure. However, by thinking objectively, candidates can use it to build on their core strengths, address development points and ultimately find a job that suits them best.

The positive side

At the very least you should feel as though you have learned something through the interview process. We all learn from our experiences, and interviewing is no different.

However, if you performed to the best of your ability, displayed all your relevant technical expertise, demonstrated your competencies and communicated in your most engaging manner in an interview but were still turned down, then you can take comfort from knowing that it was the wrong firm for you.

You may find your mind unable to rest until you establish a logical explanation for the rejection. Thorough feedback may not be provided, as candidates are often rejected because of an interviewer's gut feeling – despite meeting technical requirements. Instead of dwelling on your disappointment, keep your mind focused on other opportunities and continue to present yourself to the best of your ability. If you find you are facing continuous rejection then use it as a means for developing resilience. But ensure that you also take action to remedy any personal shortcomings brought to your attention from feedback.


Narrow your search

The job market is getting more competitive by the day. Pre-recession organisations had larger budgets and less lean organisational processes. Thus they were more flexible in their hiring. If a candidate matched 90% of their criteria they would consider that a good fit. Now, with stricter requirements, companies cannot afford to hire you unless you are a 100% match.

Be highly selective with where you apply. Don't be afraid to turn down opportunities pitched to you as perfect by headhunters and recruitment agencies if you feel they are not right. Where you feel you are suitable, research the role, the company, its culture and the team you will be working with in as much detail as possible to gauge how appropriate you are before accepting an interview. If you are being represented by a headhunter ask them to provide you with as much accurate information as possible and back this up with your own research. It is advisable to read the profiles of those interviewing you on LinkedIn.


Address the issues

Whatever the reason for rejection from one company there is a way it can be improved and transformed as a reason for acceptance at another. The most common reason for being turned down is a lack of technical knowledge. To improve this you may simply need to revise answers for technical questions in more detail or you may need to pursue further courses/qualifications. You should always ensure that you obtain feedback post-interview, either from your headhunter or the firm directly.

Another common reason for rejection is interview style. Interviews can make the most confident of us extremely nervous. After all you are being interrogated under a spotlight and the slightest miscommunication or, worse, the mood of the interviewer, can jeopardise your chances. Some people of incredible technical calibre struggle under such close scrutiny. Often it is a psychological thing. People know there are so many external factors influencing the decision and by giving too much thought they set themselves up to fail, forgetting that excellent preparation, coupled with an ability to think on their feet, can help them overcome the sternest of objections from interviewers. Competency-based interviews are increasingly used now and many people fail to deliver at these as they require highly detailed responses.

I have been coaching a senior candidate who is very accomplished but struggles to communicate his leadership skills, despite leading a sizeable team. He always used examples of the team working as a group and gave the impression he was not leading but managing by consensus. I have been helping him to break down the relevant parts of his role that reflect core leadership competencies and ensuring he showcases these correctly at interviews.

One method that can be applied to answer all competency questions is the Star technique. By sticking to this method you can use specific examples of competencies you have displayed and answer them in a clear, concise and engaging manner. Star is an acronym for situation (describe the situation you were in), task, (what was required of you), action (what you did and/or delegated to others), and the result. Good interview techniques such as this can be learned and developed. However, Star is of little use unless you can think of appropriate examples. Many people struggle with this. If you are thinking of changing jobs keep a brief diary of how you perform core competencies in your current role – such as motivating others, displaying resilience and engaging stakeholders – on a daily basis using the Star technique and revise these during preparation for interviews.


Gaining feedback

This can be difficult, but it is essential for your development. You may find it easier to receive if you apply through a headhunter as they usually have long-standing relationships with employers, ensuring that candid feedback is given to them about a candidate post-interview.

Make the interviewer aware how important feedback is to you, as this will show them how committed you are to self-development and may convince them to hire you – attitude can be just as important as ability. A follow-up email after an interview is the best way, showing professionalism and interest in the role. Most people will not do this, so you will be separating yourself from the competition. You should also state in the email that you welcome any feedback (positive or negative) as a way to improve and that you take each interview as a learning experience. This will encourage a more detailed response. Once received, take any feedback with an open mind and make the relevant improvements to find the job you want.

Jobs Interview Tips and Advice: Job interview preparation: an essential checklist

When you've been invited for an interview, your thoughts naturally turn to giving a winning performance on the day. A bit like exams, interviews can creep up on you, but good preperation is the key to success.

So, here's a checklist to signpost you to areas you may want to address. Some of it may seem a bit obvious but, because many people don't interview frequently, it's worth reminding yourself of the process.
Plan as far in advance as possible

Work on answers to the most common interview questions. The "tell me about yourself" or "talk me through your CV" questions are normally asked to ease you in, so make sure you're ready for them.

Have a short, two or three minute response that you can give comfortably. Start with a strong statement, such as: "I am a project manager with 15 years' experience of technology projects in the media sector." Then follow this with a summarised chronological story showing how you got to your current career position. No career history is perfect, but if you have gaps in your CV – or lots of short jobs – have a way of telling the story around them without becoming defensive.

Read carefully through the job and person specification, identifying your experiences that demonstrate the skills or knowledge gained. Again, practise articulating each one. Writing down an answer is a good way to do this — reading it aloud, recording yourself or having a mock interview is even better.

Now think about how you're going to address the more tricky questions, such as, "where would you like to be in five years' time?" or "what are your weaknesses?".

If it's not explicit in the invite, find out the format of the interview and the number of people involved beforehand. It's not that you have to prepare particularly differently, but if you're expecting a relaxed chat with a HR person and you get five senior people grilling you, it's likely to throw you.

Research the company, paying attention to news stories, their website and strategic plans. See if you can also speak to someone in your network who works or has worked there.

Before the interview

Prepare your interview outfit: shine the shoes and plan grooming things like getting a haircut. Dressing well can increase your confidence as well as boosting your professional image.

Work out where you're going, travelling times and transport options. If you can factor in more time and locate a coffee shop nearby, it may help to reduce travelling anxiety. Have a copy of the job description and the person specification on you and a couple of copies of your CV, all in a neat folder or portfolio case. Read through them again before you head in.

During the interview

It's very easy to be so intently focused on giving a good interview that you forget that it's a two-way process. Notice how the reception feels, how people behave towards each other, how the interview is run, and what sense you get from the interviewer. You may even want to ask: "How do you find working here?"

Don't be afraid to pause and think. You don't need to fire back an answer in the first millisecond — and sometimes it's good to acknowledge that you'll need a few moments for consideration. In general, people speak too quickly in interviews because they're nervous, so slow down if you notice yourself racing.

Make sure you're clear about the next steps following the interview. Many organisations take a lot longer than they say to get back to you, so it may be worth saying: "So you'll let me know by next Monday? If I don't hear by Wednesday is it ok to drop you a line?"

After the interview

As soon after the interview as you can, find a quiet place and write down as many of the questions that you were asked as you can remember. Rank how you answered them on a scale of one to ten. Work on the answers in order from lowest to highest so that you can improve for future interviews.

The next day, you could drop a line to the interviewers thanking them for the opportunity, and asking any questions that may be outstanding. But don't pester or stalk: some companies prefer a defined process where you don't contact people directly. If you don't hear by the allotted time, follow up.

Whether or not you are successful in securing the role, look at is as a good opportunity to engage people, grow your network and get better for next time round. If you're not successful then ask for feedback, although many organisations are coy in case feedback is used against them.

And if you're successful, well done. Now it's time to start thinking about the second round of interviews.

Michael Higgins is a career coach and and author of Pit Stop: A Career Review for Busy People

Interview Tips and Advice: How to set up and conduct a mock job interview

One of the best ways to prepare for a job interview is to do a mock. If you know someone who is experienced in interviewing people, they might be able to help you. If not, don't give up on the idea: one way around this is to run your own mock video interview.

If you have a video camera, a camera on your mobile, or a webcam on your computer, then you already have the necessary kit. You may feel slightly nervous or embarassed about seeing yourself on video (everyone does, you're in good company), but it's worth getting over this shyness as it can be a powerful way of improving your interview performance. You can be your own interviewer if necessary – read the questions out to yourself before answering them on camera. You could even pre-record your questions and play them back during your mock interview.

Here's the process you should follow:

1. Select your interview questions and their order
2. Record yourself asking these questions
3. Get the footage onto a computer to act as a virtual interviewer
4. Record yourself answering the questions
5. Play it back and review your performance

Pick your questions

Use a mixture of common interview questions with ones that are tailored to the role you are applying for, using the job description and personal specification to guide you. For example, if the person specification says the recruiter is looking for "excellent customer service skills," then the question may be: "Tell me about a time when you have delivered excellent customer service following a complaint". Questions that ask you to give examples of situations in previous work are common as they allow you to present evidence of a skill.

Start the interview with "Tell me about yourself," and finish with "Are there any questions that you would like to ask before we finish?". Six questions is a good start – though the more preparation the better.

Record your questions

This doesn't have to be too sophisticated – it's just a prompt for you to answer, but playing back recorded questions is closer to an actual interview than simply reading them out as you go. Leave a few seconds between each one so when you are playing it back you can pause it.

Record your answers

Play the questions, pausing after each one, and answer them to the camera, as if it was the interview. Try to be concise and speak for no longer than a few minutes on each one. For the "Tell me about a time when…" questions, you may want to use the STAR acronym to structure your answer Here's an example:

S – situation – describe the problem you encountered
T – task – what was required of you
A – activity – what you did to solve the problem
R – result – how brilliantly the situation turned out.

Review your performance

Don't do this immediately: take a break, return to the footage after around10 minutes and watch it twice.

The first time, pause between answers and make notes, answering the following questions:

• How fully did you answer the question?
• How convincing was your answer?
• Is there anything you would change if you were asked it again?
• How long was your answer? Could it be more concise?
• How was your body language? Did it match your words? Did you fidget?
• Are there any words that you repeat excessively? Most people have an "um" or an "actually" that they over use when they are nervous.
• Where did your eyes go? Were you maintaining eye contact with the camera?
• How was the pace of your answer?

The second time, go back and watch through from beginning to end again, without pausing. How would you rate yourself overall? If there were three things you would change, what would they be?

Then give yourself a pat on the back – and invite yourself back for the second round and repeat tomorrow.

Michael Higgins is a career coach at This Is My Path and author of Pit Stop: A Career Review for Busy People.

Jobs Interview Advice: How to take the stress out of job interviews

Thorough preparation and research are the most important things you can do to ensure a successful interview. You'll need to show you understand the business, where your role fits in, and prepare thoughtful questions and answers that demonstrate this.

But taking care of the smaller details before your interview means you have less to worry about on the big day, making you feel more confident and in control.

Use your online network to your advantage

Your basic research should go beyond the company website to give you a wider insight into general industry trends, opportunities and challenges.

You can glean information about the company and employees from LinkedIn. If they have a company page, check out the insights link to see where employees came from, former employees you may know and employees with new titles. All this information helps you see how people progress within the organisation, which you can then use as a basis for questions about career opportunities during your interview.

Check to see if anyone in your network has ties to the organisation – you can also ask them about what it's like to work there, or maybe even about your interviewer.

CV and online checks

Employers are increasingly using social media to check out candidates. Make sure that what people can see out about you online matches the details on your CV. For example, dates and job titles should correspond with information on your LinkedIn profile. Check your social media profiles and try to push down any negative activity with more positive tweets, comments or blogs – or impose tighter privacy settings.

Learn your CV inside-out. If you can't speak in more detail on any point on your CV, you'll lose credibility. You can use some of the information to form an achievement story. Predict any 'red flag' areas, such as gaps or reasons for leaving a previous company. Preparing and practising polished replies to these (as well as to the predictable "tell me about yourself" type questions) will help you feel more confident.

Outfit check

Try on your interview clothes to make sure they fit, are clean and in a good state of repair. Don't leave this to the night before, and get someone else to check your outfit over. Are you inadvertently showing more of yourself than is professional? Is your jewellery distracting? How do you look when you sit down? Interviewers can make all sorts of judgments about you based on what you wear and how you act, so it's important to get this part right.

If you aren't sure what to wear, go along to the company offices at opening or leaving times to get a feel for what people generally wear. Aim for the same level of formality, or one notch up. Otherwise, a business suit is appropriate for most sectors.

Reference gathering

Take along written references for your interviewer and provide a list of people who can speak for you. It sounds obvious, but make sure your referees are primed, happy and available to be contacted – and that their contact details are accurate.

Make notes

Take along paper and a pen to make notes during your interview. You won't need to scribble everything down, but make a subtle note if you want to come back to something at a later stage. Don't use your phone for this, as it could look like you're texting someone. Also write down a couple of pre-prepared questions to ask the interviewer, and a note to yourself to remind you to ask for two things at the end of your interview: the business card of your interviewer, and a timeframe for a hiring decision. Both of these will help later on if you need to find out about the status of your application.

Jobs Interview Advice: Candidates and feedback: ask the right questions, get the right answers

It can be difficult for candidates to hear – especially when you have put so much effort into job applications – but you have no automatic right to feedback.

Often, when it comes to the final stage of applications, it's rare you get clear-cut reasons for rejection. As such, interviewers give you bland, vaguely troubling explanations, rather than a useful breakdown of the strengths and weaknesses of your performance.

A great deal of feedback is code for "we just chose someone else". This easily slides into rejection: you don't feel good about it, and you haven't learned anything either. There is a real danger that candidates immediately alter their interview and application techniques off-the-back of these generalisations, randomly hoping for a different result. For example, an interviewer says "your examples were too long". So you adjust your strategy for all future interviews, chopping out good information and not telling the full story.

But this isn't an effective jobseeking strategy. You need to be able to identify feedback that could actually improve your performance. Address as much as you can in practice interviews so that you don't waste the opportunities presented by real job interviews to learn the basics.

Here are some examples of useful feedback:

• Speaking too much so that the interviewer couldn't hear the right evidence or ask all the questions.

• Appearing too reserved and not sounding excited by the role.

• Being inappropriately assertive.

• Underplaying strengths and achievements.

• Failing to translate experience into language that could excite the interviewer.

• Not covering all the bases in terms of the interviewer's shortlist.

• Failing to read the room and establish some kind of relationship with everyone present.

How to ask for feedback

Avoid any question that sounds like a challenge, such as, "why wasn't I selected?" The questions "what did I do wrong?" and "what were my weaknesses at interview?" still sound too assertive. Instead ask – verbally if you can – for some tips about how you could improve your interview technique next time. Ask for just one or two pointers which will enable you to improve your performance. Listen carefully, take notes and then reflect on what you have heard.

If you feel that you have not been given a constructive feedback you have two choices. One is to hope that the next interview is a better learning experience, the second is to ask better questions when seeking feedback. You can sometimes ask for feedback a second time if you feel the responses were unsatisfactory, but if you do, switch to a question about what you could do better next time. That said, usually if an interviewer is reluctant to give feedback, it doesn't work to ask more questions.

Rejection is not feedback

If you get similar feedback from several sources – for example, "you are not communicating your skills in the right language for our sector" – that's tangible feedback you can work with.

There are many reasons, however, why you might not get shortlisted for a role (particularly before the job interview stage) and many reasons are much more about the arbitrariness of the process than they are about your application. It's tempting to put yourself centre stage, but believe me, most reasons for rejection are not about you.

So don't feel you always need to rewrite your CV, learn new interview answers, or even give up. In fact, if you get a no, go and do something entirely different which is not related to jobseeking – cycle up a hill, go to a movie, go shopping – and review things when you have a clearer, cooler mind.

Bouncing forward is nearly always about building on what is working and making sure you don't trash some of your best techniques. It's also about learning from experience and getting a reality check from someone who can give you objective advice about the first impression you create when you begin an interview, and the impression you leave in the mind of the interviewer.

Simply doing the same thing over and over again and hoping for a different result is not resilience; moving forward is about making small, positive changes every time you present your own evidence.

John Lees is a career coach, founder of John Lees Associates and author of Just the Job!

Jobs Interview Advice: First impressions count: how can you overcome interviewer bias?

Interviews are not always objective and fair, so here are some strategies for reducing the risk of an interviewer's snap judgements working against you.

Get off to a good start

Never underestimate the importance of making a favourable first impression. Research shows that interviewers are swayed by how people dress, act and walk through the door – and that many managers make a hiring decision within the first 90 seconds of meeting you.

Eye contact, a firm handshake, conservative rather than fashionable clothes, good posture and a smile all count in your favour. Don't leave the first few seconds to chance. Ask a friend to assess the impression you make, which is ideally one of poise and polish rather than visible anxiety or over-confidence. Don't neglect your exit either. You might be relieved that it's all over, but remember professional courtesies and end positively with thanks and a handshake.

Find areas in common
Likeability plays an important part in hiring decisions. Find something in common with your interviewer as a conversation starter. If you have similar interests, areas of knowledge or career paths, use this to create and build rapport.

Brighten your halo

The "halo effect" is a type of bias where if you score highly on one aspect – for example, if you're perceived to have great communication skills – you're also considered to be good at everything else, such as analytical skills or business acumen. Make sure you prepare career stories ahead of the interview that show you excel in the key qualities or skills required for the role.

Be memorable for the right reasons. Think of the two or three of the most important things that you want the interviewer to associate you with. For example, "The candidate who set up a business at university that made £10,000 in its first year," or, "the candidate who quietly re-organised the pub kitchen to eliminate order mix-ups and helped to double repeat business."

Tackle assumptions

Pre-empt any red flag areas that might cause doubts in the interviewer's mind. These may be gaps in your CV, or the reason you left an employer. Prepare answers to these types of questions so that you can answer them convincingly.

Negative stereotypes can be another problem area. For example, one hiring manager assumed that a candidate wouldn't be right for a telephone sales position as his background was in maths – "not the right skills set". The candidate failed to make eye contact during the interview, and the author decided it was "obvious that he lacked the social skills to build relationships with clients." This was wrong as the role was for telesales. After the second interview and a job offer, the candidate ended up being the best sales person on their team.

This is a perfect example of bias: interviewers see what they want to see, and don't see what doesn't match their expectations. Think about what an interviewer might wrongly assume about you – for example that as an arts graduate you don't have any commercial awareness – and be prepared to prove all your strengths and attributes.

Guide the interview

You may need to subtly move the conversation on to areas where you can highlight your strengths and suitability for the role. "That reminds me of when I...." or, "If that happened to me, I'd probably have..." can introduce success stories you want the interviewer to remember about you, or illustrate how you think or solve problems.

Welcome panel interviews and assessment days

A group interview may mitigate the risk of individual bias creeping in. You're also more likely to experience a fairer process in structured interviews, where each candidate is asked the same question, and assessment days, where a team evaluates you on your performance in work simulations.

Top Job Interview Tips

 If you're counting down the days till your next job interview, these helpful hints will help you get in the right mood so you can leave a lasting impression on the interviewers.
1. Do your research
Fail to plan, and you plan to fail. You are certain to be asked specific questions about the company, so make sure you've done your homework on things like their last year's profits and latest product launches. Also take a look at the latest developments in the industry so you can converse with confidence.
2. Practice your answers
Although there is no set format that every job interview will follow, there are some questions that you can almost guarantee will crop up. You should prepare answers to some of the most common interview questions about your personal strengths and weaknesses, as well as being able to explain why you would be the best person for the job.
3. Look the part
Appearances shouldn't matter, but the plain fact is that you are often judged before you've even uttered a word. Make sure your shoes are polished, your clothes fit correctly and that your accessories are subtle. Dressing one level above the job you're applying for shows a desire to succeed.
4. Stay calm
Good preparation is the key to staying in control. Plan your route, allowing extra time for any unexpected delays, and get everything you need to take with you ready the night before. Remember to speak clearly, smile and remember that your interviewers are just normal people, and the may be nervous too!.
5. Ask questions
You should always have some questions for your interviewer to demonstrate your interest in the position. Prepare a minimum of five questions, some which will give you more information about the job, and some which delve deeper into the culture and goals of the company.

How to Write Great CVs

There is no such thing as a standard example of a good CV. A CV is only “good” if it works…if it fulfils its purpose of marketing your skills and expertise. If you are receiving calls and emails because recruiters/employers have seen your CV, then you have a good CV that works for you.
A CV should provide a summary of your expertise and evidence of your achievements. The reader wants to understand what you have to offer a future employer and this should leap off the page. Too often recruiters are presented with exhaustive bullet-pointed lists of everything a candidate has ever done in their career. Or a list of responsibilities cut and pasted from a job description. In order to be filtered through to interview stage, applicants are expected to focus on their relevant achievements and expertise. CVs don’t even include the words “curriculum vitae” (which means “courses of life”) on the first line of the document anymore; now the candidate’s name is the title for the document.
We asked leading career coach and CV expert Zena Everett, of Second Careers, for her advice on what should be in the CV that works…

Before you start typing

Congratulations! You are reading this on a job board so obviously understand that this is a digital age with high volumes of applications to compete against. CVs have to be optimised with key words. They must be relevant to the jobs you are applying for, not generic documents. This is one of the major weaknesses in unsuccessful applications.
So, before you start drafting your CV, find some suitable jobs to apply for. Ask yourself “if I was filtering through applications for these roles what would my screening criteria be?” Highlight the key words and phrases that the recruiter is asking for. Now draft your CV as described below, incorporating the same or very similar key words and phrases. Go into specific detail only about skills that are relevant to the role and provide examples of where you have successfully used these skills in the past. This is explained in more detail in the career history section, below. First, let’s look at the overall design of the document.

The look of the CV

Use a standard word template, lots of white space with a clean look. In a standard font, type size no smaller than 11. Two pages please. Maximum two and a half. Any more and the recruiter will assume that you can’t summarise information. Recruiters are most interested in what you have done most recently – they will scan the second page and don’t want to see lots of detail. If they want to know more about your previous jobs they can ask you at the interview.
Save it as your name and as a standard attachment so it can easily be emailed to recruiters.
Let’s look now at each component of the contemporary CV in the order they usually appear.

Personal details

Name and address: Make sure your address includes the first four digits of your post-code. Otherwise, your CV will be invisible if it is posted on job boards like this one and recruiters are searching its database. They start with a geographical restriction (eg 25 miles of IG10) in order to filter relevant CVs.
Telephone numbers: You probably only need a mobile number. Put a personal voicemail on there, not just the factory setting. Recruiters like to hear your professional telephone manner and know they are leaving messages for the right person. If you are including a home number then ensure that other family members answer appropriately and pass on messages.
Email address: Use a professional one; keep a jokey account name for personal use.
Date of birth: Don’t include this.
Nationality: Not necessary to put anything unless it is obvious that you are applying from outside the UK/Europe in which case you might want to include information about your eligibility to work here – eg Nationality: Indian, Tier 1 (Post-Study Work) Migrant, eligible to work in the UK for 2 years.
Photo: Don’t include one unless it is relevant to the job and you are asked to do so.
Marital status: Why is this relevant? No need to include.

Personal statement section

This statement or profile section at the beginning of the CV should state what you have done in the past, what you want to do next and the skills that bridge the two. It should sum up the whole document and explain to the reader why your application is relevant to them. Keep it simple and specific. Remember that you are competing against many other candidates so this section should explain what makes you stand out. The rest of the document provides evidence of this. When you have drafted it ask yourself if this has addressed the needs of the Recruiter. Does it explain what you have to offer them and what you are looking for as a next career move? Avoid unsubstantiated opinions of yourself and statements like “dynamic self-starter looking to contribute in a challenging environment”. Use specific statements like “HR Manager with seven year’s public sector experience specialising in employee negotiations, now re-locating to Edinburgh.”

Career history

For each of your jobs, include the company name and address, your job title and dates of employment (including the months as well as the year). Start with the most recent job first.
You might want to put a line of detail about the company. If you were employed by “XZA Industries” a recruiter may not know who they are. So, you could say “UK and Asia Pacific based toy manufacturing business, employing 350 staff across 11 offices”
You might also want to add in a line about your broad remit and who you reported to, to explain the context of the role.
“Reported to the Chief Operating Officer and held P & L responsibility for driving sales of £7 million across the organisation”
“Reported to the Catering Manager and responsible for serving over 150 customers a day”

Describe your career history in terms of achievements

For each job, and particularly for the most recent roles, include three or four bullet pointed achievements. Demonstrate what makes you stand out from other applicants. Remember to use the same or similar key words and phrases from the advertisement.
Here are some prompts to help you remember your previous achievements:

• What have you done over and above your job description?
• Where have you gone the extra mile?
• Where have you demonstrated flexibility, creative thinking or innovation?
• What projects have you been involved in and what was your contribution to the outcome?
• What legacy have you left behind?
• What problems did you solve?
• What did the team/business look like when you left compared to when you started and what part did you play in that?

For example, if you are a PA, then don’t list all the duties you perform in your role – the recruiter knows what a PA does. Describe your achievements that contribute to your expertise: did you organise the annual conference, make complicated travel arrangements, manage a budget for the Christmas party, write a webpage etc? This is the information that makes you stand out.

Include facts and figures

The more specific detail you can include (and the less waffle) the better. The outcomes you have achieved, described factually.
Costs, commercials, percentage improvements, key performance indicators met, targets met, costs saved, etc. “Increased sales turnover by 42% against a target of 35%, which made us the highest performer out of 7 teams” is much more effective than “excellent sales management skills” Be mindful of not revealing confidential company information.

Make every word count

Think “why I am telling them this?” If it isn’t relevant to the role you want next then don’t waste space telling them. “Works well in a team” is implicit if you have had a successful career working as a team member. You don’t need to spell it out. Do we need to know that you have a clean driving licence?

Education

The “why am I telling them this” rule applies here as well. Do you really need to put your GCSE results if you have a degree? If you are a Finance Director do I need your Maths O level results? Most people put their education after their career history, but if your education or professional qualifications are crucial to the jobs you are applying for you may choose to put education and training before your career history. Remember, there is no right or wrong way – it’s what works best for you. Wherever you put your education, most recent qualification should come first.

Hobbies and interests

Only include this section if it is relevant to the reader. Do they need to know that you like reading science fiction? If your hobby is fundraising for a local charity this may reflect the skills you need in your new role, so include it. Similarly, impressive results on the sports field may impress some employers. You may have extra-curricular activities or voluntary experience that relates to the field you want to move in to.

References

It is fairly obvious that they are available upon request, so this section is now superfluous and can be missed out.

Finally check for typos

Spell check the document. Then read it from left to right and right to left. Then get someone else to check it. You would be flabbergasted how many “mangers” send in their CVs!”

How to Write an Impressive CV

Being able to write a CV is one thing, but writing a good CV is quite another, and is critical to your success during the job hunting process. CV-Library have teamed up with some of the best CV writing companies, to help you in writing a CV that plays to your strengths.

What is a CV?

The term CV is short for the Latin phrase 'curriculum vitae' which simply means 'direction of life'. In today's working world, a CV is a personalised document used by job seekers to provide a concise insight and overview into who they are, their educational and employment history, skills, interests, achievments and contact details. Along with a cover letter, CVs are one of the first things seen of a candidate by a prospective employer as you are required to supply them when applying for a job.

When a company advertises a vacancy, they will create a candidate specification that outlines the skills and experiences required to fulfil the roles and duties expected of the vacant position. During the application process, employers will review and compare candidate CVs with the specification in order to see how closely the two match. This is done to ensure that the most suitable candidate is selected.

Writing a CV

There's no proven formula to CV writing, but there are some key do's and don'ts. As an introduction to who you are, your CV needs to be easy to digest as you may only have 10-15 seconds to impress the employer, who may only glance over your CV. Make it positive, snappy and concise. Sticking to one or two sides of A4, include only relevant information regarding your employment and education background. Double-check your spelling and grammar, but don't solely rely on spell checking tools. Read over it with fresh eyes and get a friend to proofread it for you, too.

Struggling for a CV Layout? Get inspiration from these  templates.

View CV Templates

Find out how to make the best impression and secure your future career with some top interview tips.

View Job Interview Tips

CV Writing – What to do…

• Use short, concise sentences. They're easier to read and digest, which is important because recruiters often only have seconds to glance and scan your CV.
• Format your CV with easy-to-read fonts. Don't got over the top with making text bold, underlined or bigger than size 12.
• Proofread your CV over and over again. Use spell checking and grammar tools, but don't rely on them.
• Include your contact details: phone number, email and address. Some people choose to include their online profiles, such as personal websites, Twitter and LinkedIn.
• Make sure your employment history, including title and dates, can be easily read and consistently formatted. Order them with the most recent first.
• Include your personal and past achievements.
• Follow up all claims with proven examples.
• Ensure you have suitable referees. Either attach references or simply mention that they're available.
• Include awards or recognition received for your work, together with professional memberships and relevant training.
• Keep your CV honest, factual and to two pages.
• Send your CV alongside a personalised cover letter.
• Take ownership and use words such as "determined", "implemented", "created", "devised", "coordinated", "conceived".
• Seek feedback if you are not achieving any interviews, and if you feel your CV is not reflecting you at your best seek external advice.
• Use a professional email address, sticking with your name and not silly or offesive words, such as johnsmith@gmail.com