From filling out that job application, to attending your first (or second) interview, we offer friendly and supportive advice to help you achieve success
In this section, we'll cover the dos and don'ts of writing your CV, filling out job applications, and preparing for job interviews.
Applications and interviews are your opportunity to convince an employer that you're the right fit for the job. In both, you'll need to highlight your skills, experience, knowledge and personality, which will enable you (and the employer) to assess whether the position is a good match.
Need help?
If you have a query or would like feedback on your CV, covering letter or application, please ask a question on MyCareer using the button below, and one of our Careers team will get back to you.
Your CV is your marketing tool to promote your skills, knowledge, experience and personality. As your key to unlocking opportunities and experiences, they require your time and energy to make them as strong as they can be. If you aren’t going to sell yourself, who is?
To give yourself the best opportunity of getting an interview, our CV resource on MyCareer will help you develop a strong CV for a range of purposes.
Most job applications call for a covering letter or email to accompany your CV. It’s an important document, because it acts as your chance to introduce yourself to a prospective employer and show them how you meet the job requirements – or to explain your skill set, if you are applying speculatively.
It's vital to tailor your covering letter to the requirements of the role, as employers will be able to tell if you've simply copied and pasted a generic version.
See our Ultra page for the following guides that will help you:
Guide to Making Speculative Applications
Guide to Covering Letters and Emails
Some employers ask for applications through a form, rather than by CV and covering letter. However, it's still just as important to use the form to demonstrate your skills and abilities, and how these match the employer’s requirement.
Getting to interview stage is your opportunity to shine. This is your chance to meet (and impress) future colleagues and demonstrate your suitability for both the role and the organisation. You will also have the chance to learn more about the employer, and whether you feel they are a good fit for you.
In addition to face-to-face interviews, employers may also use phone or video interviews, psychometric tests or assessment centres.
Be prepared – know your CV and the company in question inside and out
Practice - answer interview questions out loud beforehand, perhaps using a friend as a sounding board
Use techniques such as STAR to structure your answers
Focus on the positive - it will help you overcome any feelings of apprehension
Keep going - if you make a mistake, don't dwell on it, take a deep breath and move on
Be curious - prepare a series of questions of your own to ask at the end of the interview.
Competency-based questions
Competency-based questions are the most common type of interview question, and ask you to provide an example of how you have demonstrated key skills or competencies needed for the job in the past.
These questions are ideally answered using the STAR format. This stands for ‘Situation, Task, Action, Result’ and enables you to structure your answer by explaining how your actions contributed to completing a particular objective and delivering a positive outcome.
Strength-based questions
Strengths-based questions are all about understanding what energises and motivates you, as well as what you do well. These do not have a right or wrong answer, but are particular to you and how you work.
Because of this, they tend to be more personal than a typical competency based one – for example, they may ask what activities come naturally to you, or what tasks on your ‘to do’ list do you enjoy the most?
Psychometric tests
Psychometric tests are another form of assessment used by employers to a gauge your suitability for the role. These can take the form of numerical, logical or verbal reasoning tests, as well as personality quizzes.
It is a good idea to prepare by taking some practice tests so that you know what to expect.
Assessment centres
Assessment centres are often used as part of the recruitment process for graduate schemes, and usually comprise a full day of activities, including group work, interviews and practical exercises. We explain this more in our Guide to Assessment Centresin our resource library.
A key thing to remember is that you are likely to be under observation for the entirety of the event – even when on breaks – so it’s important to show yourself in your best light and engage with other candidates in a professional manner.
Competency-based questions
Competency-based questions are the most common type of interview question, and ask you to provide an example of how you have demonstrated key skills or competencies needed for the job in the past.
These questions are ideally answered using the STAR format. This stands for ‘Situation, Task, Action, Result’ and enables you to structure your answer by explaining how your actions contributed to completing a particular objective and delivering a positive outcome.
Strength-based questions
Strengths-based questions are all about understanding what energises and motivates you, as well as what you do well. These do not have a right or wrong answer, but are particular to you and how you work.
Because of this, they tend to be more personal than a typical competency based one – for example, they may ask what activities come naturally to you, or what tasks on your ‘to do’ list do you enjoy the most?
Psychometric tests
Psychometric tests are another form of assessment used by employers to a gauge your suitability for the role. These can take the form of numerical, logical or verbal reasoning tests, as well as personality quizzes.
It is a good idea to prepare by taking some practice tests so that you know what to expect.
Assessment centres
Assessment centres are often used as part of the recruitment process for graduate schemes, and usually comprise a full day of activities, including group work, interviews and practical exercises. We explain this more in our Guide to Assessment Centresin our resource library.
A key thing to remember is that you are likely to be under observation for the entirety of the event – even when on breaks – so it’s important to show yourself in your best light and engage with other candidates in a professional manner.
Competency-based questions
Competency-based questions are the most common type of interview question, and ask you to provide an example of how you have demonstrated key skills or competencies needed for the job in the past.
These questions are ideally answered using the STAR format. This stands for ‘Situation, Task, Action, Result’ and enables you to structure your answer by explaining how your actions contributed to completing a particular objective and delivering a positive outcome.
Networking with employers is a great way to talk to someone with first-hand experience in a specific industry or profession and it allows you to explore the career opportunities available.
We offer plenty of opportunities for you to meet industry professionals face-to-face, including regular Employer in the Foyer events and employer presentations on-campus. Book your place.
Networking is about using your existing relationships with people you know to build new relationships with people you don't, in an effort to create opportunities for one another. These can include jobs or internships, free entry to an industry event, an informational interview, or anything else that gets you a step closer to where you want to be.
Networking in person can take place at specific events, at workshops on-campus, or even in the workplace or on a placement! For tips on how to get the most out of your interactions with potential new contacts, check out our Guide to Networking in our resource library.
The growth of social media means that networking is no longer confined to just in-person meetings – contacts can be made online before you even meet in person.
If you plan on using your social media accounts for networking, it’s important to keep them professional – see our resource library for our Guide to Using Social Media for Job Hunting for help on this.
LinkedIn has become one of the most commonly used networking tools, so it’s important not only to have a profile, but also to make it the best it can be.
Some top tips include:
Use a professional headshot against a neutral background as your profile photo
Maximise the impact of your headline: it’s the digital version of a first impression
Keep your profile up-to-date with any new skills or experience you may gain
Send connection requests to any new contacts you make in the real world, and accompany these with a tailored note
Ask people you have worked with for skills endorsements or recommendations
Is your profile up to scratch? Take a look at our LinkedIn Profile Checklist in our resource library to see how it shapes up.