Index
achievements, 2nd
CV, 2nd, 3rd
actions
adrenaline, 2nd
advertising, TV
advice, 2nd
recruitment agencies and, 2nd, 3rd, 4th
agencies, recruitment see recruitment agencies
Alexander, Rebecca
Ambady, Nalini
analysis
Angelou, Maya
answers
disapproval of
inability to think of an answer
interviewer’s lack of response to well-prepared answers
‘lifeboat answers’
most likely to be probed
needing a second line of defence
to probing questions
rose-tinted
structuring in competency-based interviews
taking time over
thinking of a better answer later
appearance, 2nd
application
CV
failure to organise
getting an interview
Job Application Dartboard
for jobs ‘for the practice’, 2nd
language
short listing
spotting deal-breakers
Apprentice, The
Armatage, Judith
Armstrong, Michael
asking for the job
asking questions, 2nd, 3rd, 4th
assertiveness
assessment centres
Association of Graduate Recruiters (UK)
attention to detail
attitude, 2nd, 3rd, 4th, 5th, 6th, 7th, 8th
authenticity
awareness
awkward moments
analysing your performance during the interview
answers needing a second line of defence
criticism of past employers
disapproval of answers
giving negative information
inability to think of an example
interviewer boredom
need to take control of the interview
poor response to rehearsed answer
questions about long-term career plans
request for better evidence
thinking of a better answer later
beginnings, 2nd, 3rd, 4th, 5th
behaviours
professional
Bernieri, Frank
Best, Gill, 2nd, 3rd
blind spots
body language, 2nd, 3rd
Bolles, Richard Nelson
Bond, Jo
Bones, Loraine
boredom, interviewer
breadth
breathing
brevity
business start-ups
Cable, Daniel
calculations
candidates
perspective on evidence
poor judgement of own interview performance, 2nd
career plans, long-term, 2nd
cartoon sheet
Chadwick, Isabel
change, 2nd, 3rd, 4th
Chartered Institute of Personnel and Development (CIPD), 2nd
chemistry
clamming up, 2nd
clumsiness, 2nd
coaching, 2nd
Coldwell, Claire
communication style, 2nd
company websites, 2nd, 3rd
compensatory evidence
competence
competencies, 2nd
elements of
matching stories to
competency-based interviews
approaches to conducting
deceptive simplicity
impact
narratives, 2nd, 3rd
preparation for
structuring answers
compromise
confidence, 2nd
confirmation bias
connections
constraints
consultation
contact person
contacts, 2nd
contribution
control of the interview
courtesy, 2nd
crash preparation
credibility, 2nd
criticism of past employers, 2nd, 3rd, 4th, 5th, 6th
Currie, Jim
CV
checking of details by interviewer
reasons for rejection
recruitment consultants and
tailoring
data, feedback vs
‘deal-breakers’
spotting
decision maker see interviewer
decision making
defence, lines of
depth
difference
difficult questions
‘lifeboat answers’ to
oddball questions, 2nd, 3rd
probing questions see probing questions
diplomacy
disapproval of answers
disclosure
discretionary items
discussions
distinguishing factor
Dixon, Graeme, 2nd, 3rd, 4th
Downes, Jane
dress, 2nd, 3rd
dry mouth, 2nd
employers
criticism of past employers, 2nd, 3rd, 4th, 5th, 6th
‘deal-breakers’, 2nd
perspective on evidence
qualities required in new staff
recruitment agencies’ relationships with, 2nd
‘shopping list’, 2nd, 3rd, 4th
top skills required by
views on why interviews go wrong
what they do and don’t want to see and hear in interviews
endings, 2nd, 3rd
engagement with the interview process
energy levels, 2nd
enthusiasm, 2nd, 3rd, 4th, 5th, 6th, 7th
advice for introverts
entrance
Everett, Zena, 2nd, 3rd
evidence, 2nd, 3rd
compensatory
CV, 2nd, 3rd
differing perspectives on
failure to organise
matching the interviewer’s checklist
mining job evidence
predicting questions relating to
requests for evidence more closely related to the job
supplementary
See also achievements; skills
executive recruiter, perspective of
exit
experience
matching to the job/role, 2nd
trusting in your experience
external recruiters see recruitment agencies
extroversion
advice for extroverts
failure see rejection; repeated rejection; unsuccessful interviews
fairy stories model
fake, growing sense of being a, 2nd
fantasy questions
feedback, 2nd, 3rd
asking for
vs data
from friends, 2nd
good feedback
how much to expect
impact of
from recruitment consultants
self-preparation
usefulness of
feeling of everything ‘coming out wrong’, 2nd
‘fight or flight’ mechanisms
first impressions, 2nd, 3rd, 4th, 5th
disappointing
first few seconds
folklore and reality
impact on interviewers
impression management
presentations and, 2nd
first level questions, 2nd
‘first three months’ question
fit, 2nd
organisational, 2nd
requests for better evidence on job fit
See also matching
flexible working, 2nd
‘floor shot’ job applications
focus
follow-up
after the interview
from recruitment agencies
gaps, 2nd, 3rd
getting an interview
Gladwell, Malcolm
Godley, Pauline
Grant, Beverley, 2nd
gravitas
ground rules
group tasks/discussions
guidance, 2nd
handshake
heartbeat, raised, 2nd
hidden messages
higher reasoning
hiring managers
‘holes in the wallpaper’ job applications
Howe, Shirley
Howlett, Kate, 2nd
image, 2nd, 3rd, 4th
impact
impression management
people experienced in interviews
people with little interview experience
improvisation
influence
‘informal’ interviews
inner ring statistics
inside track candidates, 2nd
intelligence
Internet research, 2nd
interviewer
boredom
checklist, 2nd
competence in decision making
disapproval of answers
getting into the mind of to predict questions
impact of first impressions on
lack of response to rehearsed answers
perspective on good interview performance
researching, 2nd
seeing the interview through the eyes of
‘so what?’ responses
introverts, advice for
Jackson, Kathryn, 2nd
JLA Skill Cards
job application see application
Job Application Dartboard
job descriptions, 2nd, 3rd, 4th
job documents, reviewing
job search statistics, 2nd
job search strategy, 2nd
journey to the interview
Kay, Virginia
Kinnear, Karen
knowledge, 2nd, 3rd
trusting your knowledge
language, 2nd, 3rd
competency-based interviews
and mindset
last-minute preparation
beginnings and endings
crash preparation
follow-up
small changes
summary messages
what employers do and don’t want to see and hear in interviews
lateral thinking
learning
from mistakes, 2nd
learning curve
letter of thanks
leverage
recruitment agencies
‘lifeboat answers’
lines of defence
listening
to questions, 2nd
long-term career plans, 2nd
luck, 2nd
lying
management style
matching, 2nd, 3rd, 4th
‘one-sheet’
recruitment agencies and, 2nd, 3rd
See also fit
McIntosh, Stuart, 2nd, 3rd
meals, interviews over
meditative techniques, 2nd
memorability, 2nd, 3rd, 4th
message, 2nd, 3rd
asking questions as part of
avoiding negative information
hidden messages
memorability
networking
prepared ‘lifeboat answers’
‘so what?’ responses
summary
Middlemiss, Margaret
mindset, 2nd, 3rd, 4th, 5th, 6th
advice for extroverts
advice for introverts
correct approach to interviews
going to interviews ‘for the practice’
language and
not getting in the way of your own goals
trusting in your material
working on
mini-narratives see narratives
mirroring
Moore, Melanie
motivated skills
motivation
mumbling
myths and reality about job interviews
name dropping
narratives, 2nd, 3rd, 4th
careful matching of
competency-based interviews, 2nd, 3rd
effectiveness
fairy stories model
guidelines for using
poor interviewer response to
rose-tinted answers
National Association of Colleges and Employers (US)
nausea, 2nd
near misses, 2nd
negative information, 2nd
awkward moments
probing questions, 2nd
nervousness, 2nd, 3rd
managing
relaxing
revealing an employable self
stillness
symptoms, 2nd
networking
‘90-day question’
Norton, Michael
notes
nervousness and difficulty in reading, 2nd
using in presentations
oddball questions, 2nd, 3rd
Olivier, Sir Laurence
‘one-sheet matching’
opening moments see first impressions
openness
organisation
fit with, 2nd
researching the
outer ring job applications
pacing
panel interviews, 2nd
passiveness
Pearce, Bernard
performance, interview as
person specification
personal questions
handling difficult questions
hidden messages
probing the dark side
questions to expect
strengths and weaknesses
personal style
personality, 2nd, 3rd, 4th, 5th
accuracy of first impressions, 2nd
traits
politicians
positive thinking, 2nd
PowerPoint
practice
applying for jobs ‘for the practice’, 2nd
rehearsing, 2nd, 3rd
practice interviews, 2nd
predicting questions, 2nd
achievements
attitude
constraints
fit
getting into the mind of the interviewer
learning curve
motivated skills
motivation
seeing the main agenda
skill range and level
underpinning knowledge
working style
your distinguishing factor
preparation, 2nd, 3rd, 4th, 5th, 6th, 7th
for competency-based interviews
decoding the interviewer checklist
last-minute
‘lifeboat answers’
‘one-sheet matching’
organisation research
researching the interviewer, 2nd
role research, 2nd
self-preparation see self-preparation
standard approach
for using stories
presentations, 2nd
cartoon sheet
features of unsuccessful
nervousness and
‘90-day question’
rehearsing
speaking from notes
the task
previous employers, criticism of, 2nd, 3rd, 4th, 5th, 6th
previous post-holder, 2nd
probing questions, 2nd, 3rd, 4th
answers most likely to be probed
first level questions, 2nd
negative zone
responses to
second level questions, 2nd
third level questions, 2nd
value of
professional behaviours
professional development
profile, CV
qualifications, 2nd, 3rd
questions
answering see answers
asking, 2nd, 3rd, 4th
being stumped by a question
first level, 2nd
killer questions
listening to, 2nd
about long-term career plans
most frequent and the agenda behind them
the ‘90-day question’
not hearing, 2nd
oddball, 2nd, 3rd
personal see personal questions
predicting see predicting questions
probing see probing questions
second level, 2nd
third level, 2nd
quiet people, 2nd
quirky questions, 2nd, 3rd
racing mind, 2nd
raised heartbeat, 2nd
random applications, 2nd
rapport, 2nd, 3rd, 4th
reception staff, 2nd, 3rd
recommendations, 2nd, 3rd
recruitment agencies, 2nd
feedback from
follow-up from
interviews with recruitment consultants
perspective of an executive recruiter
relationships, 2nd, 3rd
video interviews
what they can do for you
what they cannot do for you
references
reflection, 2nd
rehearsing, 2nd, 3rd
rejection, 2nd
and going to interviews ‘for the practice’
is not feedback
reasons for not getting job offers, 2nd
repeated, 2nd, 3rd
seeing the difference between a definite rejection and a near miss
relationships, 2nd, 3rd
recruitment agencies, 2nd, 3rd
relaxation techniques, 2nd
relaxing
remembering
difficulty in remembering examples under pressure, 2nd
things you want to say, 2nd
repeated rejection, 2nd, 3rd
disappointing first impressions
job search statistics
reasons for, 2nd
reflection
strategies for overcoming
research, 2nd, 3rd, 4th
assessment centre exercises
failure to organise
into the interviewer, 2nd
into the organisation
into the role, 2nd
resilience
result (Skills Triangle)
Reynolds, Ann
Rogers, Todd
roles
personality factors and
researching, 2nd
Rose, Robin, 2nd, 3rd
rose-tinted answers
Rowan, Sophie, 2nd
rules, interview
Ruparelia, Sital, 2nd
salary negotiation, 2nd
screen test
screening interviews, telephone, 2nd
second interviews, 2nd
second level questions, 2nd
second line of defence
selection interviews
self
failure to organise
multiple selves
revealing an employable self
self-awareness, 2nd, 3rd, 4th
key areas for improved
self-criticism
during the interview
self-limiting language
self-preparation
advice
feedback
image, 2nd, 3rd, 4th
managing the things under your control
professional behaviours
self-talk
short listing, 2nd
by recruitment agencies
professional behaviours
uncertainty and
short-term appointments, 2nd
sitting
situation
‘six for six’ game
skills, 2nd, 3rd, 4th
communicating, 2nd
CV and, 2nd, 3rd
identifying
motivated
recruitment agencies’ focus on
‘six for six’ game
top skills required by employers
transferable, 2nd
Skills Triangle
Skype
slides, 2nd
small talk
sudden inability to make, 2nd
smiling
‘so what?’ responses
sociability
Spanier, Sheryl
speeches
See also presentations
statistics, job search, 2nd
sticky palms, 2nd
stillness
stories see narratives
strengths, 2nd
structured interviews
subjectivity
success in interviews
interview as performance
interviewer’s perspective
leverage
myths and reality
seeing the interview through the eyes of the interviewer
summary messages
supplementary evidence
tailoring the application
talking
feeling that everything ‘comes out wrong’, 2nd
too much, 2nd, 3rd, 4th
too much about the wrong things and too little about what matters, 2nd
technique
telephone interviews, 2nd
television
advertising
temporary appointments, 2nd
10 per cent rule
test results
thanks, letter of
third level questions, 2nd
time
managing time
taking time to answer questions
timing your arrival
transferable skills, 2nd
travel to the interview
trust
in your knowledge and experience
uncertainty, and short listing
unconscious judgements
unsteady, shaking hands, 2nd
unstructured interviews
unsuccessful interviews
dealing with repeated rejection
employers’ perspective
lack of preparation
seeing the difference between clear rejection and a near miss
10 per cent rule
values
verbal tics
video interviews
video recording
visualisation
voice
telephone interviews
Ward, Fiona
Warren, Joëlle
Watkins, Michael
Watt, Malcolm, 2nd
weaknesses
web-based interviews
Winden, Ruth
working style
