Most people volunteer for the purpose of giving back to the community and although this is the main reason for volunteering, it can also have the additional benefit of improving your career prospects.

If there is a specific industry or role you want to explore, but you don’t have the relevant experience, it can be very difficult to get your foot in the door and this is where volunteering can help. Particularly in the field of events management where there are lots of opportunities to get involved.  Volunteer work is just as valuable as any other, so if you gain experience in your chosen field in this way, it means you’ll have more chance of being invited for an interview. It’ll develop you personally, improve your CV, and give you more relevant things to talk about at an interview.

These are some of the ways in which voluntary work can help you break into your dream events career.

Gain relevant experience

It’s difficult to get experience if no one will give you a break, but if you gain experience relevant to your chosen career through volunteering, it will really enhance your prospects. Volunteer work covers a wide spectrum of roles and industries, so regardless of what you are interested in, you are bound to find opportunities which meet your needs. Not only this, but it can give you that extra drive and passion to pursue your dream career. Or you may find that it doesn’t end up being what you thought!
Volunteering to work on events (be it charity events, public events or corporate events) will not only give you valuable hands on experience of particular tasks, but will also help you understand the bigger picture, who does what, how all the different elements of events come together.
You’ll learn what you’re good at, and perhaps what you’re not so good at. And by having some relevant experience on your CV it will get more of a recruiters’ attention when you’re applying for jobs - particularly for those all important and over-subscribed entry level roles in events.

Build a network

Networking is one of the most valuable tools we have today, particularly for job seekers and by knowing the right people you can really enhance your prospects. Many contacts are those we gain throughout our working life but without experience in your chosen field, this can be difficult. Volunteering is a way to get round this, as it can be a way of exploring new networking opportunities, both personally and professionally within your chosen field. These contacts may be able to assist you in finding paid work. Impress them with your hard work and attitude while you’re volunteering and they’ll champion your cause in the future. You will find that by using platforms such as LinkedIn, you can be introduced to some new contacts through your current ones, to really broaden your possibilities further.

Show determination

Volunteering is unpaid work, so if you have been willing to do this to get experience, it shows how much determination and motivation you have to embark on this particular career path. Employers are likely to be impressed that even though you may have never worked in this specific area, you have taken another path to make sure you get that experience. One of the main concerns employers have when hiring a candidate is whether or not they will stick around, but if you have pursued the work voluntary and still want to stick with that career, it will be a positive sign to employers.

Improve confidence

Interviews are nerve wracking enough but if you don’t really have the right skills or experience for a job, it can be difficult to convince the interviewer that you are the perfect candidate! If you have experience you have built up through volunteering, you will feel more confident about the work you will be doing, which will come across during the interview.  And you’ll have some actual work examples to refer to when answering questions - so you’ll be a much better interviewee - and much more likely to get that job!

So by volunteering not only will you contribute to your local community or a cause that really matters to you, you can also give your career a boost too.  So why not start today … get started, and get involved!

When you go for a job interview you know you’re likely to be facing a whole load of questions about yourself and your career to date. What’s less obvious is that as well as considering the content of your answers, many interviewers will also be assessing how well you communicate when you give them.

If that sounds like a tough gig, there is some good news. You can probably anticipate many of the questions you’re likely to be asked. Even if you don’t know the exact wording, you can have a pretty good stab at the general theme. And that means you can prepare for them so your answers provide the content the interviewer wants and you can deliver them with confidence. 

If you’ve done your pre-interview research well you’ll have an advantage when it comes to anticipating the likely questions. Perhaps they’ll ask about their competitors or their products. Spend some time thinking about what might come up.

To help you on your way, here are some commonly asked questions and our advice on how to respond.

Tell me about yourself

Some interviewers ask this as an ice-breaker. Others have been accused as using it as a bland opener to give them time to read your CV. Oh yes, some interviewers can be very unprepared!

Whatever the reason, this is a great opportunity to pitch yourself. You’re being offered an open goal to highlight why you are the best person for the role. So grab the opportunity to hit the back of the net.

You need to judge it carefully because the question is usually the first one you’ll be asked. You haven’t had much chance to build rapport or judge the tone of the interviewer. So avoid attempts at humour and give a focused, brief (two or three minutes) overview of your career.

It’s a great idea to tailor your answer to the specific role if you can. Talk about relevant qualifications and experience that ties in with the job and don’t over complicate matters by talking too much.

Your pitch should be career focused and we don’t normally advise talking about hobbies. That said, if you have researched your interviewer(s) well and discovered you have a shared interest in marathon running mentioning it at the end of your statement might help build rapport. 

Why do you want to work for us?

This question is often asked at first stage interviews and can be quite tricky to answer. You must think about your career goals and how the position is a good match for you (as well as the other way around). If the company offers progression, training or travel opportunities, these can be useful hooks for your answers.

But don’t centre your answer solely around what you can get out of the relationship. Think about what you can bring too.

This question also presents you with the chance to show off some of that research you’ve done. What makes this company different from its competitors? Does this employer offer something that others don’t? Are they giving you a chance to get involved in a new product launch? Or the opportunity to work for the market leader in its sector?

What types of marketing campaigns have you run in the past?

Here the interviewer is making sure you really do have the experience you claim to have in your CV, so don’t head off on a tangent and talk about campaigns you’ve seen, or what you would do in a campaign. Tell them about what you’ve actually done.

Use the STAR approach to structure your answer. Position the campaign as a response to a specific marketing challenge, such as “Research had showed us we were not communicating well with parents of young children, even though they were a key target market for our product, so I...”

It’s a great idea to present numbers and facts at this point as this will show that you know that the best marketing campaigns produce measurable results. If you can say something like ““Within three financial quarters, sales increased by 350% and brand recognition improved by 10% within the target demographic”  then trust us, you will have the interviewer’s attention.

Once again, your research comes in here. If you’ve seen some of the company’s campaigns or researched their market you might be able to think of an example from your career that was similar or had similar objectives.  If you can show good practical experience and you can convince your new employer you understand their business, it’s a real boost to your chances.

Tell me about a recent marketing project that you brought in on time and under budget

This kind of question gives you a chance to show  your ability to plan, implement and deliver against objectives; so ensure you pick an example with enough detail to cover this.

Once again the STAR approach is helpful here. Using the Situation, Task, Action, Results structure describe a project that has a defined beginning, middle and end. Talk about how your planning saved your company time and money, how you tested different approaches and measured which ones worked best and, if relevant, how you led team members.

Once again, it’s important that you can give real examples and figures that will impress your interviewer but ensure you don’t reveal any sensitive trade secrets about previous employers.

Tell me about a marketing project that didn’t go so well.

Sometimes you might be asked about a project or campaign that didn’t work out. In marketing, testing ideas and seeing what works and what does not is a vital process in developing marketing strategies. And sometimes, because we are human, we make mistakes.

The interviewer isn’t trying to catch you out. He or she just wants the reassurance that you have resilience and are able to learn from mistakes. So talk about what went wrong, demonstrate you understand why and explain what you’d do differently next time.

Honesty is important but remember you are in an interview not a confessional! So choose your answer carefully. If your last company lost thousands of pounds because you pointed an AdWords campaign to the wrong website you might want to think of a better example.

Equally, if you claim you’ve never had a project go belly up the interviewer is likely to assume you’ve never been given responsibility to do anything challenging.

What can you bring to our company?

This kind of question is a good way for your employer to find out why you think you’re suited to the role. You need to keep your answer relevant to the job description requirements, showing you have the experience, skills and qualifications needed and any language abilities or additional qualifications needed for the job. Let them know why you're the perfect candidate.

This question also gives you space to suggest new ideas and strategies that could really impress. If you’ve done your research you will probably know what the company’s commercial objectives are and be able to talk about how you will help the company achieve them. What strategies and ideas worked very well in your last role? How can you save this company time and money by introducing new ideas that are a proven success?

For marketing roles, you could do a short report on the company website and identify areas for enhancement. Your interviewer won’t have seen this from many applicants and it’s a great way to demonstrate you use your initiative well. Be diplomatic though! If you are being interviewed by the Head of Marketing you are in danger of criticising his or her work.

Describe a situation where a creative or innovative course of action was necessary.

Your interviewer may want to dig deeper into your problem solving experience; after all marketing is about hitting targets and meeting objectives against a budget. As well as measuring your ability to demonstrate your creative qualities, they want to hear how you deal with problems that may arise during marketing campaigns.

Think about how you gained perspective before deciding on the focus of your innovation. How you gathered your resources around you and used them in an innovative way. And what the result was.

Tell me about a time when you led a team.

This is another competence-based question so avoid saying what you would do and describe a real life example. Your interviewer is exploring your ability to motivate a team and provide leadership. Tell a story - don’t just say “I manage three people.

If you already manage your own department it should be easy to think of examples. But what do you do if you’re not already a team leader? Perhaps you’ve led project teams and you can talk about that. If no work examples spring to mind are there groups outside of work where you took on a leadership role? Anything from the Uni drama club to the Territorial Army can provide a good case study.

Give me an example of a time when you’ve convinced someone to do something they didn’t want to do.

Here you are being asked to demonstrate your influencing skills, so examples where you had to convince people to pursue a course of action they initially had doubts about are useful.

The interviewer is likely to want to hear about your persistence, how you listened to the other person’s concerns and addressed them and your powers of persuasion. Forceful coercion is generally frowned upon!

Tell me about a marketing campaign you like.

If marketing runs in your veins, you probably already look out for really good campaigns from the big brands. Maybe you follow brands on social media and have come across some fantastic material that you may feel like testing out at work. This kind of knowledge will separate you from the also rans, especially if you can give some informed commentary about why you think a campaign is especially interesting, distinctive or successful.

Talking through the campaign in terms of the four P's of marketing (Product, Price, Place, Promotion of course) might help you structure your reply.

If you choose a campaign  that is less obvious than the norm (no meerkats!) you’ll stand out more. If you’re being interviewed for a B2B marketing role choose a B2B marketing campaign you rate.

So there’s ten questions to think about. Why not have a brainstorm and see if you can think of any more that have come up in your experience? And if you are struggling to know how to answer them email your suggestions to communicate@regananddean.co.uk and we might include them in a sequel to this blog.

Interviews can be nerve-wracking, even for the seasoned professionals as there is always the fear of the unknown. Although the success of the interview is dependent on how you explain your relevant skills and experience; it is also about how you portray yourself. If you walk into an interview as a nervous wreck, even if you have lots of relevant experience; you are unlikely to get the job. On the other hand, if you remain calm and confident, you are much more likely to express yourself better, which means a higher chance of success. Preparation is always the key when it comes to interview and not just research, but mental preparation. These are some ways you can mentally prepare for your interview, for the best possible chance of walking away with the job.

Deep Breathing

When it comes to anything in life; whether it’s an exam, driving test, interview or any other pressurised situation, nerves can get the better of us and lead us to failure. This is why it is so important to ensure you go into an interview with a relaxed, positive frame of mind (easier said than done, you may be thinking!) One way to conquer your nerves before an interview, is to practice some deep breathing exercises. When we get nervous, our breathing can become erratic which causes unnecessary panic. Breathing in slowly, holding the breath and exhaling, can help keep your breathing at a steady pace, which will make you feel more relaxed and ready for your interview.

Practice & Preparation

Everything is easier if you know what you are doing and nothing can be achieved without practice. This is the same for interviews. You probably know someone who breezes any interview they go to, but you can bet that they haven’t got to that place without a lot of practice. Interviews can actually be enjoyable, if you really know your stuff, so make sure you practice. It may be an idea to enlist the support of a friend or family member, who can take you through a trial run and critique your performance.

Visualisation

The natural way most of us think is to visualise failure and we often feel that by doing this, we’ll get a nice surprise if it works out better than expected. This is in fact the wrong way to look at any situation. You should take time to visualise your whole morning going great and the interview being perfect. Visualisation is a strong tool used by highly successful people, so it is well worth trying it for preparation before your interview.  Imagine yourself leaving  the interview knowing you’ve done the best job you can - whatever the final outcome.

Relaxation

It is important that you relax in the lead up to your interview, so the night or morning before it should not be a stressful one. A relaxing bath or even a massage will help you feel mentally prepared for your interview, as will a good, restful sleep. It is important that you are in a good place in your mind before an interview, so you can portray yourself in the best way possible.  On a practical level sort out your wardrobe and route the night before so you minimise the stresses of the day.

Affirmations

A tried and tested method used by many for success in an interview is to affirm to yourself that this is YOUR job and you are more than good enough to do it. The more you affirm your capabilities to yourself, the better your chances will be of a successful interview.

Exercise

For some people, a good run, an exercise class or some weight lifting can really help get rid of any nervous energy. It can also get the blood pumping to the brain and the limbs and make you feel energetic and ready for anything. If you’re one of those people, build some time for exercise into the interview day, even if it’s just a walk as part of your journey, or taking time to stretch out that morning.

Follow these simple tips and you can smash those interview nerves.  

Difficult colleagues are found in every workplace and they can cause a lot of frustration, particularly if they are not pulling their weight. Whether it’s refusing to take on certain tasks, lend a hand or generally having a bad attitude, difficult colleagues can have a detrimental effect on the whole office. If you have a colleague who you are finding particularly difficult, there are some effective ways you can deal with the situation, without causing too much conflict.

Speak Privately

In some cases, it might be enough to have a private word with your colleague and ask if they can be a bit more accommodating. It may be the case that they haven’t realised how difficult they are being or what effect this is having on everyone. In most cases, speaking about it in front of everyone will do more damage than good, while a quiet word may help steer them in the right direction.

Don’t make it Personal

Make sure you’re clear what the practical issue is and stick to facts when you are discussing it - avoid making assumptions, or imagining intentions.  Be clear what the practical issue is, what it’s impact is, and what you are asking for.  De-personalising the issue before you raise it will help when you present your case and will make it easier for the request to be received - and acted on.

Be Mindful

No matter how frustrating your colleague is, be mindful that there could be other reasons for the bad attitude. Your colleague could have mental health problems or there might be other reasons why they are being difficult. We tend to just look at things in black and white, but there is often much more to it than this.  

Build Rapport

Building a better rapport is often the best first step, and can ease the way for raising more difficult issues at a later stage.  It will help build a better platform generally, and certainly a better one for raising issues if you need to.  

Stay Calm

There is no point in getting outwardly frustrated with a colleague, even if you are feeling it inside. Difficult colleagues can make life more difficult for everyone, but by getting angry about it, you will probably be the one who ends up in trouble! Stay calm when dealing with a difficult colleague and try to explain your point of view, as this will be much more effective.

Be Assertive

If you just make a joke about the situation, your colleague will probably just laugh it off and think nothing else of it. However, if you maintain an assertive (but calm) manner, you are more likely to be heard by your colleague. If your colleague is causing issues, you have every right to speak your mind about it.

Alert Manager

Sometimes there is no other choice than to alert your manager to a difficult colleague - if you’ve  tried to deal with it directly yourself without success, escalation is the right next step.  Be clear what the issue is, explain the steps you have taken to address it, and let your Manager do what they are are employed to do - it’s your job to work well with your colleagues, and it’s your Manager’s job to manage them.  

The development of technology around us is incredible but it also means that there is nowhere for us to hide anymore. The days of only having someone’s phone number are long gone; we now have their email, Facebook, LinkedIn, Instagram, Snapchat and the list goes on. And a lot of what we say and do online is visible to all.

This means that everywhere we go digitally, we need to think about the footprints we leave. With more employers than ever checking social media platforms before meeting candidates, it is important that you reflect yourself in a positive way. This doesn’t mean that you can’t have photos of a night out or funny stories on your social media, it is just about being more careful with what you say and do. These are some practical tips to avoid putting your digital foot in it during your job search.

Self-Search

The first thing you need to be aware of is what information is actually being held about you. Without this knowledge, you don’t have any idea of how to improve your digital footprint. When you search your name on Google, you should find anything digital with your name attached to it. The good, the bad and the ugly!

Careful Content

We would all love the freedom to say exactly what we think on our social media platforms, however it is important to be aware that even if you delete a comment, the digital print can remain.  Think before you post anything that might have repercussions for you in the future, even if it doesn’t seem important right now. Content also includes photographs; stick to those that no one will be offended by.

Privacy Settings

You can have a bit more control over who sees your content if you have a look at the privacy settings on your social media accounts. If you don’t want everyone and anyone to see what you post, just keep it to friends and family. It is still a good idea to be careful with your content, as you really don’t know how effective these settings are but it does give you slightly more flexibility with who can access your information.

Remove Unfair Stories

We tend to believe everything we read these days, even though most of it probably isn’t exactly accurate. However, if you find some untruths about yourself online, you can contact Google and ask them to remove it, through their support function. Of course, they will probably look into it to make sure it is in fact untrue.

Be Positive

Try and make your digital footprint a positive one. It is unadvisable to talk negatively about other people or more importantly, your employer, as this will instantly put off any potential recruiters. As the saying goes, if you have nothing good to say, don’t say anything. Talk to your friends if you have any complaining to do, but don’t put it on social media. As soon as it’s posted, it’s difficult to remove the tracks.

Don’t forget, of course, social media gives you a great opportunity to create a positive digital footprint. If you have an excellent LinkedIn profile write a blog about marketing issues or Tweet insightful comments about the events industry - it could make all the difference the next time you’re being considered for a role.

It’s been said that we live in an age of low employee loyalty, particularly amongst a new generation with new attitudes (see our earlier blog What are millennial marketing managers looking for in their next role?).  While there is some truth in this, our experience suggests there are still many excellent marketing and events professionals who want to secure long term positions in organisations where they can flourish, make a sustained contribution and grow their career.

At the same time, most companies recognise that having invested in attracting talented people it makes sense to keep hold of them. 

So how can you do this?

Here are 6 things to think about to help you keep hold of your best people.  

1  Get it right from the start

Many marketeers are familiar with the concept of post-purchase remorse, that feeling of doubt that can follow a large purchase. The same kind of thing can happen when someone takes on a new job. Have they made the right choice? Should they have taken the other offer? 

So it’s worth looking at your recruitment process to make sure it’s as engaging and reassuring as possible, from the initial communication through to the employee’s first few weeks and months in the role.  

The best recruitment consultancies will help keep communications flowing and positive for you, particularly during that nervous period between the offer and the start date when the candidate might otherwise be considering other options. 

A well-designed induction process is important too, as it will reassure new starters and help them find their feet, while well-defined objectives for their first few months will enable them to focus on what matters most and know when they are performing to expectations. 

2  Keep them challenged

Once someone has settled into a role, the best will want to be stretched with new challenges. Deciding the right time to give someone a testing target, or to ask them to work on a project outside of their core remit, is a judgement call, so it’s helpful to consider this on a case-by-case basis.  

If the project is to be a positive experience - and that is the point! - you’ll want to be sure they have the skills they need to succeed in facing a new challenge. So ensure your protégé has access to any training or mentoring support they will need. 

3  Keep talking

Performance management has a role, of course, but it can create an expectation that a long, formal meeting every six months or so is enough to keep performance on track. 

While it’s unlikely this was ever enough for anyone, it’s certainly the case that people now expect far more communication with their employers. Conversations and feedback should be regular, frequent and, where appropriate, informal. This has the twin benefits of keeping performance on track and helping you understand the motivations, concerns and ambitions of your people.

Well-formed feedback is particularly rewarding, even if it identifies areas that could be developed. If your best people know you’re willing to invest in their skills, they will generally see this positively - and value it, and you. 

Lots of firms have exit interviews with staff who are about to leave, which is a clear case of too little too late. Forward thinking managers have regular ‘keep interviews’ in which they check the satisfaction levels of key staff. By scheduling regular keep interviews with each team member you can increase retention and so have far fewer unnecessary exit interviews. 

4  Keep an eye on the competition

It’s always worth monitoring what the competition is doing to attract and retain staff, including checking salaries. Constantly trying to better the salaries offered by others is a mug’s game but you need to be sure you’re in the right ball park when it comes to pay to avoid making your people feeling undervalued or exploited.

If you can’t pay the highest salaries, consider other benefits. Include things such as flexible working, clear career pathways and a positive, supportive culture.  

5  Keep them informed

Let your top talent know about your plans for the department or organisation, and your plans for their future too. If an individual plays a key role in your succession strategy tell them and let them know their importance to the company. 

When talented people know they are recognised, appreciated and part of your long term plans they will be far less likely to respond to headhunter calls or job adverts. 

6  Finally, recognise there will come a right time for them to leave

Organisations thrive on new blood and new ideas. There comes a time in even the best employee’s career when a move is right for him or her and for the employer. When this happens maintain the positive relationship and stay in touch. 

Who knows? Once an employee has spent some time in a different organisation or sector he or she may return with new skills and insights to take on a more senior role.

By 2020 millennials, those born between 1980 and 2000, will form more than half of the global workforce. This digitally savvy group brings with it a new set of expectations that employers will have to meet if they are to attract and retain the best talent.

Smart employers are taking the opportunity to review the relationship they have with employees, consider their expectations, and create a workplace that engages and excites them. And in doing so they can create a working environment that can continually evolve to meet the expectations of future generations.

So what are millennials looking for in their employers?
PwC’s report, Millennials at Work – Reshaping the Workplace, is a good starting point for anyone wanting to understand millennials. But it is only a starting point and there is some conflicting information out there. 

Combining our experience of working with young applicants for marketing and events jobs with the research of others such as PwC, here are seven things employers need to get right to attract and keep the best of this generation.

1 - Lower the barriers

Millennials have grown up in a less formal world where traditional hierarchies have been eroded and information is freely available from all over the world. So it’s hardly surprising when they struggle in rigid structures where information is kept in siloes.

This applies equally to the physical environment. The Dilbert-style cubicles of old have no role in the new workplace. Millennials want the freedom to intermingle and share ideas. Indeed, do they even have to be in the office at all? This generation embraces the notions of hot desking and working in the ‘third space’ – coffee shops, hotel lounges and business hubs.

Clever employers have spotted opportunities to save real estate costs in a world where it is no longer necessary to have one desk per person. And I would suggest some of these savings are invested in creating more open community spaces. 

2 - A sense of community

The PwC report tells us 41% of millennials say they prefer to communicate electronically. Which means the majority still prefer face-to-face communications, although, of course, it doesn’t have to be just one or the other. This group want to feel interconnected and communicate socially with like-minded people.

Create areas where informal working groups can congregate and share ideas. Encourage and facilitate social events (though beware of imposing them). And look at establishing electronic communities too, whether via some of the established apps or your own in-house systems. And speaking of internal IT systems…

3 - Fast, reliable technology with intuitive interfaces

The user manual is a thing of the past. Training courses are the exception. Millennials, who have grown up as digital citizens, expect technology to be easy to use. They want internal systems to work as intuitively as the apps and social media platforms they use outside of work. And they expect these internal systems to be as reliable, fast and well designed as any you provide to our customers and clients.

Consider how much development time or investment goes into internal technology compared with external facing technology.    

4 - Frequent feedback

This generation is used to getting instant feedback through online likes, votes and shares. They are not being needy when they expect a rapid response to their questions or your opinion of their work – it’s the pace at which many thrive. This makes traditional structures, such as the annual performance review, seem outdated and redundant.

Think about how you can provide regular and timely feedback and how colleagues can share feedback on each other. Could your feedback system work like TripAdvisor?

5 - Rapid progression

According to the PwC report, the opportunity to progress quickly through an organisation is even more important than salary, so it pays to have clear career pathways in place. Although a ‘one size fits all’ approach is best avoided, it’s helpful to have a clear idea of the experiences an individual needs to have to progress to the next level.

Millennials recognise the power of lifelong learning and development and will take personal responsibility for enhancing their skills, but they expect employers to play their part.  If your organisation can’t enable, fund or add to their efforts, they will look for those opportunities elsewhere. 

6 - Agile working

Work/life balance is moving to a new level. Firms are becoming much more adaptable in how employees work with them, from more flexible hours or working patterns to part-time working and working from home. This reflects new lifestyles where work has to take its place alongside personal projects and social life. For many, the lines between work and life have become significantly blurred.

Yet more than a quarter of millennials have said their work/life balance was worse than they expected when they joined their employer.

We recommend making reasonable commitments to agile working that can be easily achieved for the benefit of both employer and employee. Communicate what’s available in interviews to manage expectations.

The benefits can be great. One telecommunications firm, for example, recently refitted its UK HQ and was able to minimise disruption because so many employees were used to working from home or staggering their working hours throughout the day.

7 - Travel

Nearly three quarters (71%) of millennials expect to work overseas at some point in their careers, according to the PwC survey, while in another report (Next Generation Diversity) 63% of women said working overseas was important for advancing their careers.

Travel is an opportunity many embrace, though unsurprisingly some countries are far more appealing than others. And it’s important not to jump to conclusions. With many couples postponing having a family until later in life – or choosing not to have children – it is safe to assume that both men and women millennials are very willing and able to work overseas and will grab the opportunity if offered.

You have some breathing space – but not for long.
Millennials will be loyal to your organisation for as long as they feel they are being treated fairly and are getting what they need from the relationship. It’s worth mentioning, however, that 72% of millennials say they compromised in accepting their current position because of the economic environment. Once the economy gets significantly better, employers that are unable to offer the relationship millennials crave could see an exodus of their best young talent.

So employers have a bit of breathing space to audit the relationship they currently offer this generation and consider whether it’s attractive enough. But there is no time to waste. 

It’s time to act!

So you’ve done the hard part and got yourself an interview with a company that is really interested in your CV.

Congratulations!

However, while you may have the skills on paper, what’s equally important (and often actually more so) is your personality fit and how you come across as a professional. 

And that is a big part of what the interview is all about.

One of the most common reasons clients tell us some candidates don’t progress to second interview (and then ultimately secure a position) is a lack of research ahead of an interview.

From an employer’s perspective, if you haven’t taken the time to learn the basics about the company, you’re not showing the commitment, engagement and attitude that they would expect from a marketing professional or event manager. 

Good pre-interview research also shows your enthusiasm to join their organisation and your general interest in the industry. It also demonstrates  that you’re willing to make a real effort ahead of new business opportunities (vital in many job roles) and you know how to impress a ‘client’. 

Most important of all it demonstrates your professionalism from the start, creating an excellent first impression. 

What to look for when researching a company

The internet has made conducting company research so easy there really is no excuse for turning up to an interview poorly briefed. At the click of a mouse, you can access a whole library of information about an organisation, their values, their competitors and how they fit into the marketplace. You can even meet the team!

When accessing the website, look for interesting facts about the company and try to spend some time reading blogs, news and social media updates to gain an insight of how they portray themselves to their followers. Knowledge is power, and gaining as much useful information as possible is great ammunition for the interview. 

You can also try and relate some of this information to your own personal experience, which will reinforce your positioning as a suitable candidate for the role.

Look beyond the company’s own website - that should be your top priority but it really is the least you can do. In addition, check news reports mentioning the company, look at your interviewer’s LinkedIn profile and check if you have anyone in your network who knows the company well and can give you some insider tips. 

Going into an interview feeling well-prepared has the added advantage of being  a great confidence booster. Some people like to put together a research schedule leading up to the big day. You will also feel more comfortable and accomplished when you work through and eventually complete your tick list. That feeling of not being prepared will quickly vanish.

Make sure you fully understand the role and the job description by re-reading everything you have been given and having your recruitment consultant talk you through the opportunity - as they will know the position very well.

It’s also worth reading marketing or events publications, as well as updates and blogs to make sure you are aware of any interesting trends in your profession. 

Question time

The key point of an interview is to help the employer understand more about you as a person and provide them with an insight into how you conduct yourself in the workplace. And it’s important that what you say reinforces the messages in your CV. 

So, make sure you know yourself as well as you should do! Once you’ve looked over your CV, covering letter and LinkedIn profile (remember your interviewer will have seen two if not three of these already) be prepared to answer questions about them. If you claim to have extensive experience in dealing with social media, for example, make sure you demonstrate this by having specific commercial examples to hand, with measurable achievements. Otherwise your interviewer may be left with the impression you spend all day catching up with friends on Facebook. 

You will probably need to discuss every position you have had to date, and  to account for any time you have spent out of work.  Many interviewers start with an open question such as “Tell me a bit more about yourself”. Anticipate this question and prepare a short career-focused biography that you can talk through comfortably, demonstrating how you have developed your skills and experience over time.

Make your STAR sparkle

Once you have answered the basic questions about yourself and the position always be prepared to face competency-based questions which will assess how you have dealt with situations in the past.

Competency-based questions tend to start with “Tell me about a time when you…” and require real examples from your career rather than hypothetical answers about what you might do. 

Using the STAR sequence, plan your answers well and ensure you give solid, detailed examples,
tailoring your responses to the job description where possible. 

The STAR technique involves explaining a Situation that needed addressing, talking about the Task you were faced with, then moving onto the Action you took and what the Results were.

Measurable results, such as increasing average CTR on email campaigns from 15 to 25%, are always more credible than vague answers.  Thinking of good examples in advance will really make the difference to how well you deal with these questions.

At the end of the interview you may have the opportunity to ask questions of your own. This area is sometimes overlooked, but can prove very useful and sometimes the decisive factor on interview day. 

Using the information from your research, ask an intriguing question that shows your interest in the company. Whether you need more information on the role, the development opportunities or the culture in the office, make it known to your employer who will be impressed by your eagerness to learn more. Do not ask questions such as “How many day’s holiday will I get?” at this stage. 

Interview day

The time has come to suit up and make your way over to the company and show them what you’ve got. By now you will have clearly planned your route so that you will arrive in good time and you may even have time to have a coffee nearby and do some relaxing deep breathing.

If you have time to spare, you may take along your CV and a job description for one last look before the interview.

Make sure that you arrive at your desired destination around ten minutes early and take up the offer of a glass of water when you wait, as sipping this can provide useful thinking time when you face a tricky question. We generally suggest politely declining the offer of tea or coffee; so much can go wrong, from spilling it on your freshly laundered clothes to a rattling teaspoon on the saucer betraying any nerves. 

Treat the interview as a business meeting and make sure you capitalise on every opportunity to identify with your interviewer. Use the information from the employee section of the website and their LinkedIn profile  to find things in common with your interviewer. You can introduce this information as an icebreaker or during the closing conversation.

This might sound like a lot of work before an interview - which is great news for those who make the time to do it. Many people will not bother, giving you an immediate advantage in the competitive world of interviewing.  

Getting your prep right will give you the best chance of getting that job - ignore it at your peril! 

Photo credit: Shutterstock - Antonio Guile

You may well ask yourself why write a cover letter at all in today’s technologically driven work environment.  However a covering letter gives you another opportunity to enhance your chances of being selected for an interview and to further tailor your application more closely to the vacancy being advertised. 

A cleverly written cover letter (clear, concise and relevant) can tick all the job criteria boxes before the recruiter has even read your CV.  Although if it’s well crafted it will entice the reader to want to read your CV. 

Research & Read

Take the time to read all the information available for the vacancy, the job advert, job description and any instructions on how to apply.  Use bullet points in the main body of the letter to demonstrate your fit to the job criteria (Qualifications, skills, knowledge and experience etc).

It’s essential to research the company’s website as this will give you insightful information about the organization's values, operating principles and their vision.  It will also give you a good feel for the corporate culture and whether indeed it’s a place you want to work.  In turn this helps you genuinely demonstrate your attraction to the job and the company, which you’ll need to include as part of the introduction.  

Interesting Introduction

You need to grab the reader’s attention with an interesting opening introduction.  Make sure you relate this to the role and try to link your introduction with any current news or affairs in this sector. Recruiters read thousands of applications you need to make yours unique.         
Ensure the reader knows who you are professionally and what you can bring to the role at a glance.  For example, “Holder of CIM Professional Diploma with extensive experience of managing large scale client events within time and budget.

Key Skills & Experience

Once you’ve read all the information mentioned above (Job advert, job description, etc.) then match your skills and experience to the essential requirements of the vacancy.
Highlight what you can bring to the role using bullet points.  You need to be able to demonstrate how you have applied these skills, not just provide a list of behavioural competencies.

Positive Close

It may be slightly out of your comfort zone to presume you will get the opportunity to meet and discuss in more detail your career history. However, be confident that you have the skills, knowledge and experience they are looking to hire.  Be bold and finish with the expectations of getting a response and an invite to interview.

Contrary to mixed opinions on the length of CVs it’s almost universally agreed that a covering letter should be a maximum of one page.  As you would spend time tailoring your CV for every application it’s essential you write a fresh and new cover letter every time you apply for a vacancy.  The body or content may not vary too much if you are applying for very similar roles and within the same sector but be careful to proof read thoroughly before sending out.

While you would normally expect to meet any prospective employer face-to-face, the remote interview is increasingly being used as a preliminary round aimed at producing a shortlist of candidates worth meeting. So your objective on a remote interview is likely to be to get through to the next stage; the face-to-face meeting.

Remote interviews might take place by telephone (either one-to-one or in conference), via Skype or through a more formal video conference at a nearby regional or satellite office. Each has its own challenges but there are some rules that are common to all.

Get Ready

Whichever medium is used, make sure that you are prepared. This means doing the usual research you would expect to do before any interview:

1. Investigate the company you are meeting - be prepared for the inevitable “what do you know about us?” question. 
2. Make sure you understand the Job Description. Keep a copy to hand, make notes on it and if anything is unclear have your questions ready.
3. Make sure to note on your own CV where you have strengths and relevant experience worth highlighting.

Of course, look at their website, understand what they do, who they are and perhaps check out who else they employ. If you share a contact on LinkedIn or know someone who already works for the organisation, do you know them well enough to ask them a few questions beforehand? 

The day before the interview, take the time to practise with a friend so you can better identify unusual background noises such as a clicking telephone line or slow broadband connection. Use the link or the line you will be using for the real interview. For phone interviews, unless you're sure your mobile connection is going to be perfect, use a landline whenever practical.

Do you ‘ummm and errr’ a lot on the phone, or lose eye contact on Skype? If so, better you know before the real thing.  Practise answers to specific questions you feel are likely to arise, including difficult questions you fear may be asked about gaps in your CV or the like. Keep your answers direct, positive and to-the-point. Don’t ramble - it stands out even more on a call. 

One answer worth scripting and practising again and again is your response to the question “tell me a bit about yourself’. This is a blog subject in itself, so here we’ll just say keep it succinct and focused on your career. This is not the time to tell them about your interest in clay pigeon shooting or that you own a cat called Gerald. 

Get organised

Where possible, control your environment. You want a quiet place with no distractions. If at home, make sure that the kids and pets are being looked after elsewhere, unplug or turn off whichever devices you don’t need for the call, and try not to arrange the interview at the same time you’re expecting Yodel to deliver that box set of Game of Thrones.

If your interview is by Skype, make sure the camera sees what you’d like your prospective employer to see. The background should be well presented, clean, tidy and well lit. And so should you; no PJs or jeans and T Shirts! Dress as you would for a face-to-face interview.   

Have your CV and the job description in front of you, clearly available in case you need to refer to it. Have a couple of pens and some paper to hand and take notes if necessary, but don’t let note taking distract you from your conversation. Engaging with your interviewer is paramount.

On the day, make sure you are ready at least ten minutes before the time the call is scheduled and double check that everything is working fine. 

Get physical

If you’re being interviewed by phone consider standing during the call. This helps you come across as more energetic and confident. Obviously doing this on Skype is more likely to make you look slightly deranged so is not advisable!

Before the call begins take a few deep breaths, and open the conversation with a smile. A smile can be detected in your voice, even if it cannot be seen.

It’s easy to get  bit too comfortable when you’re interviewed in your own environment, so watch your posture and body language. Surely, it goes without saying you shouldn’t eat or smoke during the conversation but drinking is also best avoided. A glass of water by your side, however, is a sensible precaution. 

Eye contact can be tricky on Skype. Remember, the camera is your interviewer’s eyes. That is what they see, so don’t start fiddling with things or looking around the room. A quick glance at your notes or CV is fine but don’t linger. Maintain a focus on the interviewer.

Get going

At the start of the call use the interviewer’s title (i.e. Mr or Mrs, etc) and their surname, unless invited to do otherwise and make sure you have some questions to ask them. A nice ice breaker is to thank the interviewer/s for taking the time to ‘remotely’ meet you today.

Try to sense the rhythm of the interview and keep your answers within the allotted timeframe whenever possible. You may know you have just 10 minutes, in which case make your answers polite, direct and to the point.

Most of all, be you. Be the best version of you you can be, but don’t try to pretend to be someone else. Some of the most miserable experiences in the workplace have come from people who secured a job in an environment that wasn’t a good fit for them because they pretended to be something they were not in the selection process.

Make sure you thank the interviewer for their time and remember to ask if you could meet face-to-face. After all, that is precisely your objective for the call.

And finally - do make sure you have totally disconnected the line at the end of the call - sound and vision - before going about your normal routine!

Good Luck.

Photo Credit is (c) Shutterstock | Ditty_about_summer