Goldteam Recruitment Limited

INTERVIEW PRESENTATION

This document is aimed at helping you prepare for your forthcoming interview. It is deliberately simple in its format and contains three main parts:

1. WHAT IS THE INTERVIEWER LOOKING FOR?
2. WHAT QUESTIONS DO INTERVIEWERS USE?
3. THE MAJOR DO’S AND DON'TS IN AN INTERVIEW.

1. What Is The Interviewer Looking For?

The interviewer is simply looking for you to show them that you are capable of being their next TOP PERFORMING REPRESENTATIVE. The question is, “What makes a top representative and how do I display that I have these skills”.

The answer lies in BUILDING BLOCKS (often known as Critical Competencies, Critical Behaviors, Key Skills etc.). Every character has different building blocks, this makes different people suitable for different jobs i.e. the building blocks required for a computer analyst would be very different from the blocks of someone who has to deal with customer complaints every day.

2. Key Skills Definition

Concern For Success:
A desire to be successful in all you do
Organisation And Planning:
The ability to plan your time effectively.
Customer Service:
Adding value to the customers, so that the customer appreciates seeing you and obtains value from working with you
Communication:
The key to any sales position, being able to influence people at every level.
Teamwork:
The skill of getting the most from your team.
Self Motivation:
The ability to set goals and achieve them, Combined with the art of picking yourself up.

In interviews the best way to show that you possess these skills is through using past examples that demonstrate the behavior. It is therefore strongly recommended that for every KEY SKILL listed above you prepare at least two examples from your experience to demonstrate that you possess that skill. If you can support these examples using hard copy evidence i.e. sales figures, letters of praise from your managers, etc., then so much the better.

3. What Questions Do Interviewers Use?

Interviewers will use questions, which elicit whether or not you can demonstrate the key skills required. There are two distinct styles of interview questions:

EVIDENCE BASED i.e. “Can you give me an example of your having demonstrated?” or “In the past what have you done in this situation?”

OR

HYPOTHETICAL i.e. “What would you do if faced with this situation……?”

Modern interviewing techniques tend to favour the evidence-based approach. This is because hypothetical questions will result in hypothetical answers, often based on exaggeration and non-truths.

In both cases, it is important that you are aware of which key skill the interviewer is looking to find, and that you answer using your appropriate prepared examples.

EXAMPLE:

The interviewer needs to know how you plan your time and how well organised you are. They will therefore ask a question related to time management and planning skills.

The interviewer has one of two approaches to use, either EVIDENCE BASED or HYPOTHETICAL. Taking “evidence based” first:

“I’d like you to think of a major event that you have had to organise in the past; can you talk through how you went about planning for the event to be successful”

For the hypothetical approach:

“If you had to plan a major event, how would you go about doing it?”

As you can imagine if you have an example up your sleeve for the first question then answering it is much simpler. Take the interviewer through your example in a logical, systematic and focused way.

The second style of question means there are a million and one answers, most of which you would never do and which run the risk of massive over exaggeration. The interviewer will pick up on this! The best way to answer this style of question is to turn the question around by giving an evidence based answer; e.g.:

“That is an interesting question because only last month I had to plan my brother’s wedding. This is how I went about planning and organising my time to ensure it was a success....”

4. Below are some standard Interview Questions. After you have thought of your best examples for each key skill try building them into the answers below. It may be worth asking yourself which key skill the interviewer is looking for with each question.

What are your biggest successes to date and why are you proud of them?
I’d like you to think of a time when your view has been the opposite of someone above you. How did you handle the situation? Did the person come round to your way of thinking?
Can you think of an example of when you have worked in a successful team, what made it a success?
If you had to do it again what would you change to make it a bigger success?
Take me through how you plan your day and week.
Has a customer (either internal or external), ever asked you to do something which is over and above what is expected? How did you handle this request and what was the outcome?
Give me some examples of when you have been particularly motivated. What was it that got you motivated?
In your present job what do you enjoy the most?
What do you enjoy the least
Taking your present territory as an example how do you go about targeting it to maximise sales?
Why do you want to move from your current role?
What attracts you to this position?
What was the last objective your manager / trainer set you and how are you progressing with implementing it?
What gives you a buzz?
Think of a time when you had to juggle various tasks at once, can you take me through how you did this?
What do you find frustrating about your job?
What do you understand by the term “customer service”? Can you give me an example of when you have gone the extra mile for a customer? What outcome did this have?
What does success mean to you and why have you been successful in the past?
What do you contribute to your current team?
What is your greatest disappointment in the last five years?
Can you give me an example of when your motivation and enthusiasm has positively affected others?.

5. The Major Do’s and Don’ts.

I am sure that many of the items listed below are second nature to you and basic common sense. Unfortunately we all know that when the stomach is full of nerves common sense can often leave us. Please read the lists below, you may just think of it before delivering your fateful danger!!!

Do’s
Prepare your examples based on key skills, support them by using hard copies in a file if possible.

Know as much about the company, products and your future role as possible.
Have POSITIVE BODY LANGUAGE (i.e. sit upright, slightly forward in the chair and unfold arms). Eighty per cent of our communication is via body language.
Speak POSITIVELY at every opportunity.
Be ENTHUSIASTIC - Many interviewers will recruit on enthusiasm over existing skills/experience.
Find out where the interview is and get there early to settle your nerves.
Have a few relevant questions to ask - this shows interest.
Look professional i.e. conservative suit and clean shoes - if you can’t be bothered with your own appearance then there is a good chance they will not be bothered with you.
CLOSE the interviewer at the end; they are sales people and will be waiting for it! Ask them in a nice way for some feedback and if you need to clarify any aspect of the interview.

Don’ts

WAFFLE - A key skill is the need to be focused, preparation will help with this.
Speak NEGATIVELY - If any negativity comes out support it straight away with a positive comment.
Give any of your previous companies/bosses a going over - the interviewer will think that they are next in line if they employ you.
Be over-friendly and drop your guard too low i.e. answering your mobile phone in an interview does not look too good (a true story!)
Start negotiating a package on first or second interview. If asked, give a ball park figure but wait for the offer of the job to be made before negotiating exact money.

6. Presentation Skills.

At second stage interview you will often be required to give a visual presentation. This presentation will normally last 15 minutes and will require the use of either PowerPoint or a projector unit and acetates.

Normally at interview stage, you will be given advance notice concerning the topic for the presentation. Common topics include:

Why I want to be a medical rep
The skills I can offer to the company
3 successes and 1 failure
My business plan for the first 6 months on territory.

The key to a successful presentation is planning and arranging your time effectively.

Prepare your research and establish the layout and flow of your talk with an introduction, middle and conclusion.

The main focus of the exercise is to see how confidently you present an argument. You should use no more than 8 acetates and only use bullet points on the transparencies.

Do’s

Familiarise yourself with the projector; i.e. find the on/off button
Make sure the projector is in focus and your acetates fit completely onto the screen.
Come towards your audience and address them directly.

Don'ts

Never use paper to hide points on the acetate
Never use pens to point at the acetate/projector. Remember these are highlighted on the screen above.
Never stand by the projector when you are talking or read from the acetate on the projector. Not only does it look unprofessional; you will also be blocking the view to the screen for some of your audience.

7. Assessment Centers.

After an initial interview for a graduate position within the Pharma Industry, selected candidates may be invited back for the next stage, (often referred to as an ‘Assessment Centre’ or Second Interview’, which may follow a very different format, and can be a challenging experience.

8. What Is An Assessment Day?

The format is usually a one or two day visit, staying at a hotel, training-centre, conference centre, or the employer’s premises. This enables the company to see several candidates together in a short space of time, and to observe them in a more relaxed atmosphere as well as in more formal interviews and group tasks. It does mean, however, that for candidates their visit is packed with activities and will be demanding. Most students report that they have enjoyed the experience, and even if you do not get the job, you gain a great deal of information and expertise. The employer pays all expenses.

9. What Will It Include?

Obviously procedures will vary from firm to firm, but these are typical examples of what you might encounter.

Passive activities:

Usually this is a presentation by the company or organisation, often including video and written material, from which you are simply expected to absorb information, which the company requires you to know. This should give you some valuable pointers to possible questions to ask at the end of the interview. You may also be able to bring in certain items of information during an interview, and thus prove to the interviewer that you have been listening. It may not always be possible to take notes during these sessions, so do not switch off; remember it is not just for your entertainment.

Semi-Passive Activities:

Meeting recent graduates

Tour of the Company

Hospitality/Social Event

You will be observed during all these activities, and feedback given on your viour, social ease, use of conversation, etc. Remember you are being judged as a potential member of a team and therefore your social behaviour is important. Many employers will be using these situations to put you at ease, to dispense with the social elements of the interview e.g. did you have a good journey? Etc. so that the actual interview can concentrate on relevant issues. By allowing you to meet recent graduates you can gain greater insight into the style of the company and the type of training you go through. Be natural, polite and, as drinks are all free, ensure you remain sober! The tour of the company is quite important, since it helps to put things into perspective for you, and allow you to get an impression of the workplace. Again it can provide useful topics for the interview. Do ask questions as you go around, and take notes if you have the opportunity.

10. Interviews.

One-to-one
Formal/Informal
General Panel
Technical

Companies vary in the type of interview they use, but it is fair to state that, while the first interview is used to decide the overall suitability of a candidate, the second stage is used to discover very specific skills and to assess personality in greater depth.

Candidates should certainty expect a longer, more technical and more exacting examination of their assets. Often, the pattern will be a series of interviews, each one to test a different aspect and each one of possibly a very different nature. You need to be adaptable in your approach to these interviews and take your cue from the interviewer. At least by the end of the day, you will have learned much about the company and about interviews! Preparation is even more important than for a first interview. Re-read the company brochures and give thought to your own questions.

Psychometric Tests

Aptitude and Ability, including Verbal, Numerical, Spatial and Diagrammatic Reasoning;
Attitudes and Values;
Personality.

Many companies use tests at this stage in order to form a comprehensive picture of a candidates qualities and characteristics.

The tests will not be used solely as a selection technique but in conjunction with other methods e.g. group discussions and interviews. Although you are unlikely to be able to significantly improve your test score, familiarity with the tests will increase your confidence. In order to prepare yourself, it is worthwhile trying different puzzles e.g. word-games, and basic arithmetic.

An important lesson to be learned from psychometric tests is not to be tempted to fill in the answers you think the interviewer is looking for. If you appear to be perfect you will be exposed as a fraud and if you have to lie to get the job is it really the right career for you?

Group Exercise

This is possibly the most challenging aspect of the second stage because it is your main opportunity, apart from the interview, to show your potential.

The following types of group exercises are used:

Group Discussion
Group Tasks
Business games/case studies
Individual presentation
Questions and answers - Both Led and Leaderless.

All group exercises are observed. The observer is briefed to look for certain skills and qualities. It is very dangerous to make assumptions about these skills and qualities, since you may be entirely wrong and may thus jeopardize your chances. For Medical Sales many candidates may assume that they need to be brash, aggressive, dominant etc. in a group situation, whereas the observer, knowing that team work is vital, may be briefed to look for someone who contributes to a group session by encouraging comments, by analysing situations, by summarising and giving direction to the discussion. Manipulating group tasks is not always successful.

However, there are certain traits, which any observer will look for e.g. participating enthusiastically in discussion, being willing to take leadership, thinking problems through, being able to listen and to communicate effectively, being flexible enough to change direction and to accept different views. Always try to be as natural as possible in a group and try to appear enthusiastic about whatever topic is being discussed.

11. What Happens Afterwards?

Examine your performance critically as soon as you leave. Were there questions or tasks you could have coped with more effectively? Every experience allows you to progress to the next one better prepared.

12. How Can I Prepare For It?

Research is everything so ensure you have gained all available literature on the company and the career. Make sure that you don’t leave everything to the last minute and spend the day before simply going through your well planned notes and presentation. Remember to get a good nights sleep and avoid alcohol the night before. During the day try to steer clear of too much caffeine, as this will increase nerves, cause dehydration and reduce concentration. Above all remember that they are looking for an individual who will work well within a team so try not to approach the day with the belief that all other applicants must be going for my job.

Back to Advice Center


	INTERVIEW PRESENTATION This document is aimed at helping you prepare for your forthcoming interview. It is deliberately simple in its format and contains three main parts: 1. WHAT IS THE INTERVIEWER LOOKING FOR? 2. WHAT QUESTIONS DO INTERVIEWERS USE? 3. THE MAJOR DO’S AND DON'TS IN AN INTERVIEW. 1. What Is The Interviewer Looking For? The interviewer is simply looking for you to show them that you are capable of being their next TOP PERFORMING REPRESENTATIVE. The question is, “What makes a top representative and how do I display that I have these skills”. The answer lies in BUILDING BLOCKS (often known as Critical Competencies, Critical Behaviors, Key Skills etc.). Every character has different building blocks, this makes different people suitable for different jobs i.e. the building blocks required for a computer analyst would be very different from the blocks of someone who has to deal with customer complaints every day. 2. Key Skills Definition Concern For Success: A desire to be successful in all you do Organisation And Planning: The ability to plan your time effectively. Customer Service: Adding value to the customers, so that the customer appreciates seeing you and obtains value from working with you Communication: The key to any sales position, being able to influence people at every level. Teamwork: The skill of getting the most from your team. Self Motivation: The ability to set goals and achieve them, Combined with the art of picking yourself up. In interviews the best way to show that you possess these skills is through using past examples that demonstrate the behavior. It is therefore strongly recommended that for every KEY SKILL listed above you prepare at least two examples from your experience to demonstrate that you possess that skill. If you can support these examples using hard copy evidence i.e. sales figures, letters of praise from your managers, etc., then so much the better. 3. What Questions Do Interviewers Use? Interviewers will use questions, which elicit whether or not you can demonstrate the key skills required. There are two distinct styles of interview questions: EVIDENCE BASED i.e. “Can you give me an example of your having demonstrated?” or “In the past what have you done in this situation?” OR HYPOTHETICAL i.e. “What would you do if faced with this situation……?” Modern interviewing techniques tend to favour the evidence-based approach. This is because hypothetical questions will result in hypothetical answers, often based on exaggeration and non-truths. In both cases, it is important that you are aware of which key skill the interviewer is looking to find, and that you answer using your appropriate prepared examples. EXAMPLE: The interviewer needs to know how you plan your time and how well organised you are. They will therefore ask a question related to time management and planning skills. The interviewer has one of two approaches to use, either EVIDENCE BASED or HYPOTHETICAL. Taking “evidence based” first: “I’d like you to think of a major event that you have had to organise in the past; can you talk through how you went about planning for the event to be successful” For the hypothetical approach: “If you had to plan a major event, how would you go about doing it?” As you can imagine if you have an example up your sleeve for the first question then answering it is much simpler. Take the interviewer through your example in a logical, systematic and focused way. The second style of question means there are a million and one answers, most of which you would never do and which run the risk of massive over exaggeration. The interviewer will pick up on this! The best way to answer this style of question is to turn the question around by giving an evidence based answer; e.g.: “That is an interesting question because only last month I had to plan my brother’s wedding. This is how I went about planning and organising my time to ensure it was a success....” 4. Below are some standard Interview Questions. After you have thought of your best examples for each key skill try building them into the answers below. It may be worth asking yourself which key skill the interviewer is looking for with each question. What are your biggest successes to date and why are you proud of them? I’d like you to think of a time when your view has been the opposite of someone above you. How did you handle the situation? Did the person come round to your way of thinking? Can you think of an example of when you have worked in a successful team, what made it a success? If you had to do it again what would you change to make it a bigger success? Take me through how you plan your day and week. Has a customer (either internal or external), ever asked you to do something which is over and above what is expected? How did you handle this request and what was the outcome? Give me some examples of when you have been particularly motivated. What was it that got you motivated? In your present job what do you enjoy the most? What do you enjoy the least Taking your present territory as an example how do you go about targeting it to maximise sales? Why do you want to move from your current role? What attracts you to this position? What was the last objective your manager / trainer set you and how are you progressing with implementing it? What gives you a buzz? Think of a time when you had to juggle various tasks at once, can you take me through how you did this? What do you find frustrating about your job? What do you understand by the term “customer service”? Can you give me an example of when you have gone the extra mile for a customer? What outcome did this have? What does success mean to you and why have you been successful in the past? What do you contribute to your current team? What is your greatest disappointment in the last five years? Can you give me an example of when your motivation and enthusiasm has positively affected others?. 5. The Major Do’s and Don’ts. I am sure that many of the items listed below are second nature to you and basic common sense. Unfortunately we all know that when the stomach is full of nerves common sense can often leave us. Please read the lists below, you may just think of it before delivering your fateful danger!!! Do’s Prepare your examples based on key skills, support them by using hard copies in a file if possible. Know as much about the company, products and your future role as possible. Have POSITIVE BODY LANGUAGE (i.e. sit upright, slightly forward in the chair and unfold arms). Eighty per cent of our communication is via body language. Speak POSITIVELY at every opportunity. Be ENTHUSIASTIC - Many interviewers will recruit on enthusiasm over existing skills/experience. Find out where the interview is and get there early to settle your nerves. Have a few relevant questions to ask - this shows interest. Look professional i.e. conservative suit and clean shoes - if you can’t be bothered with your own appearance then there is a good chance they will not be bothered with you. CLOSE the interviewer at the end; they are sales people and will be waiting for it! Ask them in a nice way for some feedback and if you need to clarify any aspect of the interview. Don’ts WAFFLE - A key skill is the need to be focused, preparation will help with this. Speak NEGATIVELY - If any negativity comes out support it straight away with a positive comment. Give any of your previous companies/bosses a going over - the interviewer will think that they are next in line if they employ you. Be over-friendly and drop your guard too low i.e. answering your mobile phone in an interview does not look too good (a true story!) Start negotiating a package on first or second interview. If asked, give a ball park figure but wait for the offer of the job to be made before negotiating exact money. 6. Presentation Skills. At second stage interview you will often be required to give a visual presentation. This presentation will normally last 15 minutes and will require the use of either PowerPoint or a projector unit and acetates. Normally at interview stage, you will be given advance notice concerning the topic for the presentation. Common topics include: Why I want to be a medical rep The skills I can offer to the company 3 successes and 1 failure My business plan for the first 6 months on territory. The key to a successful presentation is planning and arranging your time effectively. Prepare your research and establish the layout and flow of your talk with an introduction, middle and conclusion. The main focus of the exercise is to see how confidently you present an argument. You should use no more than 8 acetates and only use bullet points on the transparencies. Do’s Familiarise yourself with the projector; i.e. find the on/off button Make sure the projector is in focus and your acetates fit completely onto the screen. Come towards your audience and address them directly. Don'ts Never use paper to hide points on the acetate Never use pens to point at the acetate/projector. Remember these are highlighted on the screen above. Never stand by the projector when you are talking or read from the acetate on the projector. Not only does it look unprofessional; you will also be blocking the view to the screen for some of your audience. 7. Assessment Centers. After an initial interview for a graduate position within the Pharma Industry, selected candidates may be invited back for the next stage, (often referred to as an ‘Assessment Centre’ or Second Interview’, which may follow a very different format, and can be a challenging experience. 8. What Is An Assessment Day? The format is usually a one or two day visit, staying at a hotel, training-centre, conference centre, or the employer’s premises. This enables the company to see several candidates together in a short space of time, and to observe them in a more relaxed atmosphere as well as in more formal interviews and group tasks. It does mean, however, that for candidates their visit is packed with activities and will be demanding. Most students report that they have enjoyed the experience, and even if you do not get the job, you gain a great deal of information and expertise. The employer pays all expenses. 9. What Will It Include? Obviously procedures will vary from firm to firm, but these are typical examples of what you might encounter. Passive activities: Usually this is a presentation by the company or organisation, often including video and written material, from which you are simply expected to absorb information, which the company requires you to know. This should give you some valuable pointers to possible questions to ask at the end of the interview. You may also be able to bring in certain items of information during an interview, and thus prove to the interviewer that you have been listening. It may not always be possible to take notes during these sessions, so do not switch off; remember it is not just for your entertainment. Semi-Passive Activities: Meeting recent graduates Tour of the Company Hospitality/Social Event You will be observed during all these activities, and feedback given on your viour, social ease, use of conversation, etc. Remember you are being judged as a potential member of a team and therefore your social behaviour is important. Many employers will be using these situations to put you at ease, to dispense with the social elements of the interview e.g. did you have a good journey? Etc. so that the actual interview can concentrate on relevant issues. By allowing you to meet recent graduates you can gain greater insight into the style of the company and the type of training you go through. Be natural, polite and, as drinks are all free, ensure you remain sober! The tour of the company is quite important, since it helps to put things into perspective for you, and allow you to get an impression of the workplace. Again it can provide useful topics for the interview. Do ask questions as you go around, and take notes if you have the opportunity. 10. Interviews. One-to-one Formal/Informal General Panel Technical Companies vary in the type of interview they use, but it is fair to state that, while the first interview is used to decide the overall suitability of a candidate, the second stage is used to discover very specific skills and to assess personality in greater depth. Candidates should certainty expect a longer, more technical and more exacting examination of their assets. Often, the pattern will be a series of interviews, each one to test a different aspect and each one of possibly a very different nature. You need to be adaptable in your approach to these interviews and take your cue from the interviewer. At least by the end of the day, you will have learned much about the company and about interviews! Preparation is even more important than for a first interview. Re-read the company brochures and give thought to your own questions. Psychometric Tests Aptitude and Ability, including Verbal, Numerical, Spatial and Diagrammatic Reasoning; Attitudes and Values; Personality. Many companies use tests at this stage in order to form a comprehensive picture of a candidates qualities and characteristics. The tests will not be used solely as a selection technique but in conjunction with other methods e.g. group discussions and interviews. Although you are unlikely to be able to significantly improve your test score, familiarity with the tests will increase your confidence. In order to prepare yourself, it is worthwhile trying different puzzles e.g. word-games, and basic arithmetic. An important lesson to be learned from psychometric tests is not to be tempted to fill in the answers you think the interviewer is looking for. If you appear to be perfect you will be exposed as a fraud and if you have to lie to get the job is it really the right career for you? Group Exercise This is possibly the most challenging aspect of the second stage because it is your main opportunity, apart from the interview, to show your potential. The following types of group exercises are used: Group Discussion Group Tasks Business games/case studies Individual presentation Questions and answers - Both Led and Leaderless. All group exercises are observed. The observer is briefed to look for certain skills and qualities. It is very dangerous to make assumptions about these skills and qualities, since you may be entirely wrong and may thus jeopardize your chances. For Medical Sales many candidates may assume that they need to be brash, aggressive, dominant etc. in a group situation, whereas the observer, knowing that team work is vital, may be briefed to look for someone who contributes to a group session by encouraging comments, by analysing situations, by summarising and giving direction to the discussion. Manipulating group tasks is not always successful. However, there are certain traits, which any observer will look for e.g. participating enthusiastically in discussion, being willing to take leadership, thinking problems through, being able to listen and to communicate effectively, being flexible enough to change direction and to accept different views. Always try to be as natural as possible in a group and try to appear enthusiastic about whatever topic is being discussed. 11. What Happens Afterwards? Examine your performance critically as soon as you leave. Were there questions or tasks you could have coped with more effectively? Every experience allows you to progress to the next one better prepared. 12. How Can I Prepare For It? Research is everything so ensure you have gained all available literature on the company and the career. Make sure that you don’t leave everything to the last minute and spend the day before simply going through your well planned notes and presentation. Remember to get a good nights sleep and avoid alcohol the night before. During the day try to steer clear of too much caffeine, as this will increase nerves, cause dehydration and reduce concentration. Above all remember that they are looking for an individual who will work well within a team so try not to approach the day with the belief that all other applicants must be going for my job. Back to Advice Center