Ask the experts...

Q1: What are the right questions to ask at interview?

The best approach to asking questions is to get the interviewer talking about the business. Challenging them on how they think the business has performed over the last three years, where is it now and what is the vision for the next three years, gives a huge scope for discussion about people, processes and strategy. Don't forget to ask about why the interviewer joined the business and what changes they have seen since joining? This will make you far more endearing and score highly as a good interregator

Q2: How should I prepare for an interview?

Apart from the usual punctuality and dress code rules, a greater emphasis is being placed on measuring competence. Interviewing has become more focused in obtaining detailed answers to specific issues facing the business and comparing your approach to dealing with similar situations. To effectively answer these, you must be well prepared by providing real examples, in some detail, of similar experiences you have had, how you analysed the situation, what strategy did you employ and why? What was the outcome and lessons learnt? General management ideals do not sell and rarely will a business employ you on what you are going to do, so keep to what you know and do it well.

Q3: How many companies should I speak to when looking for a role?

There is no rule on this. The first company you meet should be ignored just because you want to see what else is out there. If it feels right, take some time to do the necessary due diligence and meet them informally if possible. Take counsel from friends and trusted industry colleagues who will give an independent viewpoint. If you have the opportunity to plan your search, then research what you are looking for and approach several businesses that fit your initial requirements. Use an agent if you do not feel comfortable in making direct approaches.

Q4: What are the rules when negotiating a package?

Undoubtedly this is the most emotive part of the process. It absolutely essential you write out in a table the current benefits and value of current package in advance. You should then take a view of what your expectations are. What can you compromise? What needs to increase? It impresses people if you have the full breakdown of package and it makes life easier when negotiating. While declining the first offer is a standard strategy, it only applies if you are coming from a position of strength, so you must listen to the buying sounds of your employer and fight your case with facts (market surveys etc)

Q5: What is best way to interview a person?

Realistically, you will know if the person fits the organisation in a short period of time, but there are exceptions. People can be incredibly slick at interviews and lack substance once they get on board. To prevent any serious errors, I would recommend you structure the interview to reveal experience in the critical areas your business is looking improve or develop. Talking through the career to date can take a long time and after an hour or so you may not have received any purposeful answers that can reveal a candidates skills. The other extreme is where the person can answer to a certain level all of your direct questions, but beware, they may not be able to validate there responses in detail, which may disclose some hidden information, valuable to your decision making. Anybody looking to perform well as an interviewer should investigate the use of competency-based interviewing.