Seven things you can do to increase success in Spring PPR interviews.
I. Due Diligence
A. Research
Research is something that you can’t afford to overlook, avoid or disregard. Your ability to make an impact will largely have to do with what you know about the company, their business, service lines, programs, media commentary, culture, community involvement, hiring processes and the staff you will be in the presence of during the interview stage. From an interviewers perspective, it is really obvious which candidates have done their homework and have prepared well. As a result, prepared people quickly stand out and are well represented among the group that proceed in the hiring process.
- Company – The more you know the company the better results you can have from your preparation. From an interviewer’s perspective, it is quite impressive when a candidate is able to talk with firm reps about their business, service lines, team, community involvement and clients.
- Field – Knowing the core competencies of accounting give you the foundation to make a correlation to the same skill set you have used in other settings. Some candidates believe any experience that is not accounting experience is irrelevant and without value, when the opposite is true. Wherever you have used a relevant skill in any setting has inherent value when it is demonstrated with confidence in correlation to an accomplishment/result.
- Interviewer – Knowing about key staff members, firm recruiting reps and/or your interviewer is a great way to connect on a more significant level and leave an impression. LinkedIn profiles, media articles written about the firm and its people, their community involvement as well as notes taken during networking can all lead to memorable conversations, increased rapport and making a lasting impression which can have an effect on any decisions being made concerning which candidate moves ahead in the selection process.
B. Questions
- Prepare a list of 10 “talking points” that can be used in the eventuality of a conversational interview so that you can engage your interviewer rather than listen to them talk about the firm and their perspective alone. These points must be more advanced than those typically used during networking discussions and initial events. The content and outcome of the interview will partly depend on you, the topics that you raise and the dialogue that follows. Definitely, don’t leave this to chance. Be prepared to steer the conversation with engaging and meaningful questions and to engage your interviewer on any number of topics they raise about their firm.
- Select two-three of the most meaningful questions from your big list of talking points that are not about the interview process, salary amount or what you get from the firm. Each question you ask sends a message. So, be sure to ask around being part of the firm, working with the team and having success in your roles, in team collaboration, working with leaders, learning and career progression through performance evaluations and gaining experience.
- Questions about the process can be asked as a final inquiry about next steps, but these talking points are more about you and the firm, its business, its team and the clients. In fact, from the firm’s perspective, it is even less about the position, because every candidate wants the position, a paycheque and help to get their CPA. The more knowledge you portray, information you show you have gained from your firm connections and the passion specifically for the firm, the greater you can stand out.
C. Statement of Interest
- When the interviewer lets you know the meeting is over, there are a few things to do as part of your planned closing. A significant piece of a good closing is a statement of interest about the company that is genuine, meaningful and one that displays true interest in the company….rather than the position. Then, don’t forget their business card and to ask about what the next step in the process is.
D. Positive Attitude – Nuff said!
II. Identify The Type of Interview You Will Have
Aside from knowing what to expect, which helps manage those “butterflies”, making specific preparation results in a stronger focus, as opposed to figuring it out when you get there. Here are some possibilities….
A. Phone – typically a screening interview with an introduction question, behavioural questions and possibly an open-ended question lasts between 15-30 minutes.
B. Recorded Video – here you will be asked a few specific questions with a limited time to respond. When the camera begins to record you will have two-three minutes to complete your answer before the video recording ends. Preparing both your content and time management is necessary.
C. Individual – simply this means you with one person taking you through their choice of interview approaches to meet their own interview objectives. This will vary depending on which position they may hold.
D. Structured – Eg. Small talk, Tell me about yourself, Why do you want to work for our firm?, three behavioural interview questions, the weakness question, a value-based question, an opportunity for you to ask two-three questions, done! This takes 30 minutes.
E. Conversational – This is done more often by senior staff and partners where they will give you their perspective on their firm, what it can do for you, opportunities that will be afforded to you and may also include some inquiries as to your career focus and what you know about their firm. These interviewers want to attract you to their firm knowing that you have choices. They are also hoping you will engage them, stand out and help them make a better selection for next steps.
F. Panel – As opposed to an individual interviewer, this style will mostly have two-three people interviewing a candidate at one time. Getting business cards up front to remember names and positions will be important to engaging each person and being more specific in your dialogue with them, answering their questions and asking more specific questions when the time comes. Be sure to give each person your attention and share your answers among each interviewer evenly so they all feel engaged and valued by you.
G. Group – Companies will use this style to use a group context to see who stands out when questions, networking, group activities take place. Standing out is key by making sure you are involved in each aspect of the group interview through participation, speaking, leading, supporting, mediating, validating others and being part of a good group result.
H. Personality Assessment – Some firms choose to include aptitude testing, personality assessment and other forms of questions or games to in their initial screening process to better understand your personality, critical thinking and reasoning. Going online to understand various kinds of aptitude tests will be helpful and even taking practice tests can help you become familiar with this before the real assessment takes place.
I. Task oriented – If used, this approach involves the candidate in an activity that will show their ability to showcase their technical, problem solving and relevant knowledge.
J. Level – Second, Third…. – Each level has a different format and includes an increasingly engaging environment of connecting with firm reps, exposure to the firm staff and culture. These interviews may take two-three hours and could include a meal and an office tour when done in person. Each candidate needs to plan to engage each different staff member whether campus ambassador, firm rep, team member, senior accountant/supervisor or partner.
K. Length – In that interview styles take varying amounts of time to perform successfully, you should be careful to know how long each interview will take. This can help you manage your expectations and better understand theirs.
L. Environment – Whether using video conferencing software, some meeting room on campus or at a company location, the environment is important. Be sure to ask if you are unsure. When, preparing for video interviews, you have a lot of control on your environment. Lighting, camera, audio quality and background are all worth ensuring are both professional and visually pleasing.
M. Host – As mentioned above, knowing the position of your interviewer will really help you understand their perspective whether HR, Senior Accountant or Partner. Additionally, when you know their name you can research them online and review their LinkedIn profile to be able to prepare your interaction with them in even greater detail. If you don’t know – ask!
III. Bring It!
A. Company Research – this will help you look and/or be prepared and you can impress them with your preparation and questions.
B. Resume – when in person, having at least three copies will ensure you have one ready for any late personnel additions to the interview.
C. Prepared Questions/Talking Points – as mentioned above, this is imperative to stand out. Having these in front of you at the ready is good planning.
D. Education Documents – making reference to these can be beneficial.
E. Professional Development – showcasing other areas of preparation you have made for your new career path can help you stand out and prove how much you want this.
F. Samples of Your Work/Project info – while avoiding the use of an proprietary information, samples and projects details can be a reference point and proof of anything you are showcasing in your resume and cover letter from previous work.
G. List of References (people to contact about you) – you should have a list of three-six people on a list that you have received permission from and that can reference your performance. Prepare these people by giving them a recent copy of your resume and identifying the things you will be highlighting from the time you worked with them.
H. Letters of Reference/Performance Reviews – these may have value and can be referenced in your communication and produced to reveal others impressions of you.
I. Professional look! – Business formal unless informed otherwise.
J. Answers….DO NOT BRING ANY ANSWERS. Reading from written answers, notes, note sticks on the screen or behind the computer screen on the wall will make you look weaker than stronger. Trust your preparation and deliver your answers well.
IV. Prepare Your Answers
A. Tell me about yourself… – spending time preparing this incredible opportunity can impress them with your story, strengths, accomplishments and your education success. Include why you are glad to be in the interview with their firm and with them personally and why. Then, end by telling them a bit about your interests. Script out a one-two minute answer here and practice it but don’t memorize it.
B. Behavioural – be sure to prepare the core competencies of accounting by identifying them and then choosing situations in your work history where you have demonstrated them in the strongest possible fashion, whether paid or unpaid. Using a structure here like Situation-Action-Result (SAR) or Where were you? – What did you do? – What happened? (WWW) will help you deliver a flowing answer with solid content.
C. Open-ended – these are another chance to talk for one-two minutes about the topic they raise. Talking around how you are prepared to DO the work, WANT the job/company and are a FIT for the company and work environment will help you tailor the content to what they are largely looking for.
D. Problem Solving – on occasion interviewers will ask you to solve or give an opinion on a problem. Mush like a case question, choose your approach and openly describe your thought process to resolve it.
E. Value-based – the things that motivate you, drive you, get you up in the morning or are important to you are important to employers as well. Whatever context they choose to use, remember it is not about the car, lottery, fire or other unusual situation…it is about you and your values.
F. Challenging – employers may want to include a question or two that cause you to go beyond typical preparation or provide an opinion on a topic of their choice. Some times they will ask for three weaknesses instead of one, ask you to reveal a time you failed or upset a client. This is all about being honest about your shortcomings and showing you are able to identify them, learn and improve as needed.
G. Conversational – enjoy this when it comes and make sure it is a two-way conversation. But, don’t be lulled to sleep.
H. Current Events – paying attention to current financial market news will be helpful when asked about your opinion on financial news stories. You may not be able to give a researched opinion but you can give some perspective and show that you are paying attention to the business climate you will be serving clients in.
I. High Pressure – though inappropriate questions or behaviour on behalf of an interviewer are highly unlikely these days and in this environment, being mentally prepared for something unexpected is important. Dealing with things like a professional is integral to moving on in the interview process or even deciding the firm is not the right one for you.
Plan your responses using a structure and script…but do not memorize your answers! Scripts are simply used for gathering thoughts, reviewing content and timing answers. After that…file them for another day!
V. Determine How Your Interview Will End!
Most people are pretty good at planning their answers and even their questions for the interviewer. Unfortunately the interview “closing” is often over looked and candidates just simply walk out of the room and miss out on some added benefits. But you are not going to do that right?!
In order to increase the success of your closing you have to “think”, or in this case THINC.
F – FIT for the position
I – Make your statement of INTEREST in the company
S – Ask about the next STEP in the process
T – Be sure to say THANK YOU
This closing will help you get the most out of your interview and even increase your chances of success to get to the next round and/or offer stage.
VI. Follow Up
By the time you have enrolled in your academic program, decided to participate in PPR, attended networking events, nurtured your contacts, done your research, prepared your application and prepared for and executed your interview presentation…your investment of time and emotion is significant. Follow up can be described as the single greatest action you can make to protect that investment.
Some tips to increase the impact of your follow up:
A. Plan it before you go to the interview
B. Find out what is next during the interview
C. ASAP is always best (within 24 hours/immediate is best)
D. Make it personal and meaningful
E. Make the effort needed
F. Differentiate yourself without going too far
G. Perform any promised or expected actions and tell them you did
VII. Practice
There really is nothing that can replace practicing when it comes to interview preparation and creating flow with your answers.
When you have had to answer interview questions several times before, especially when questions are varied, practice will help you reply with fluidly. As well, you will be able to apply your ideas more effectively, rather than only responding one way with a prepared answer. Nerves are also less distracting when you are comfortable responding to questions after role-playing. Nothing replaces practice.
The Interview Stream resource can also be utilized by students as a way to both practice and see first-hand how you respond to various questions under interview-like conditions. You will find a link to this in the DAP career resources.
In conclusion, these items will get you thinking and moving the right direction as you prepare. You can also review the interview resources in the Career Toolkits your will find on Canvas specifically for DAP students.
Be sure to sign up for Interview Preparation workshop taking place on June 7th by registering through COOL.
Note: If you are planning on meeting me for Career Coaching for interview practice or role playing, be sure to do your preparation ahead of time so that you get the most out of your time with me. Review the Career Toolkits, go online to see students testimonials of interviewing with firms, look for what the firms are saying as well as any questions posted that firms typically use and be ready to be asked interview questions followed by constructive feedback.
As well, there will be an in-depth Fll Career Workshop Series from Sep-Nov that will prepare you for every aspect of your future career pursuits. Even if you are strong academically, you will need solid job search skills to ensure that your academic success is turned into career success.
Good Luck,
Russell
Russell Garrett is the Owner of Protocol Business Solutions, a Certified Career Consultant and your DAP Career Coach. He also collaborates with the Business Career Center to support BCom career initiatives from time to time including the upcoming PPR Interviewing Workshop. Russell is also available to DAP students for scheduled and random online coaching appointments taking place right now. For scheduled appointments book a spot through COOL and for random appointments Contact Russell at dapcareersupport@sauder.ubc.ca.