Before the interview:

• Ensure you have all the details relating to the meeting, including time, date, location and who you are meeting. Also fully research how long it will take to get there
• Ask your consultant for a detailed brief outlining the key aspects of the role, the behavioural and technical skills required, as well as the necessary level of experience
• Thoroughly research the company and be aware of their product portfolio, service offering, customer base, positioning and perception in the market, size, financial performance and likely competitors
• View the website and any literature, such as the report and accounts. The Chairman's statement for example usually provides good insight into a company's relative performance in a market and future direction
• Ideally try to learn about the person who is going to conduct the interview. Ask your consultant about their background, their interview style and likely format for the meeting
• Know your CV and be able to talk with confidence about any questions arising from it
• Prepare answers to standard questions such as: What are your short, medium and long term career goals and objectives? Why should we employ you? What is you greatest career achievement to date?
• Have some good questions prepared, possibly enquiring about training and development, opportunities for progression, what makes them an attractive employer, or how are they perceived in the market.

This style of interviewing is becoming increasingly prevalent when companies are making important hiring decisions. A competency can be described as a skill or ability required to discharge a role effectively and the premise behind competency based assessment is that past performance is an accurate predictor of future success.

Employers use this style of interviewing objectively to investigate whether an applicant has the required skills to succeed within their business, as well as taking into consideration an individual's track record and achievements to date. Candidates will be asked to provide specific examples that show the interviewer whether they have the requisite competencies needed for the job. They may probe areas such as leadership, planning or organisational skills, attention to detail, sales orientation or project management and it is important to prepare clear and concise answers to likely questions.

For example when asked a question that seeks to identify your leadership skills you must remember to give a comprehensive answer that will illustrate the problem you were seeking to resolve, the action you took (demonstrating your skill in this area) and the end result.

• Be smart, punctual and polite and talk with passion and enthusiasm. It is important to resist the temptation to be negative
• Give good eye contact, as it communicates interest and shows that you are an open and honest individual
• Listen and be attentive to the questions asked and ask for clarification if necessary
• Pay attention to the pace and style of the interviewer and try to match it
• Ask the interviewer at the end whether they have any reservations about your suitability and if so endeavour to overcome them
• Qualify the next stage of the process and express your desire to progress to the next stage or ask for the for the job in a constructive manner

Having come out of an interview it is important to provide prompt feedback to your consultant, as it is likely that the client will want to know your thoughts and level of interest. It is essential to outline all of the individuals you met, the content of the discussions, how you felt it went and whether you wish to proceed and would accept if offered.