Marvin OnumonuOwen Morgan (pictured), managing director at outplacement and HR specialist INTOO UK & Ireland, has advised jobseekers to rethink how they approach interviews as unemployment in the UK rises and competition for roles increases.
Morgan noted that many candidates struggle to discuss their own skills and achievements.
He said most people do not plan their careers early and often fall into roles by chance, which means they can lose sight of their strengths and how to explain their value in a job.
INTOO has encouraged the use of tools such as the STAR method, skills audits and values analysis to help candidates explain their work experience in interviews.
The organisation also offered interview preparation and simulator sessions, giving candidates the chance to practise answering questions and refine their presentation.
Morgan said the interview process can feel unfamiliar for people who have been in the same role for many years or are returning to work after a long absence, ranging from what to bring with them to which questions to ask.
Morgan said: “Part of what we offer in our interview preparation and simulators is effectively disassembling a candidate’s career to understand the skills behind what they’ve done.
“People learn by doing, they don’t always stop to think critically about the actions they took and the results they achieved.
“That’s human nature. When you’re leading a presentation, you’re not stood up there thinking ‘I’m currently showing effective leadership’, you’re just focused on the task at hand and doing it to the best of your ability.”
Morgan added: “If candidates don’t reflect on what got them to that point, it can be hard to pinpoint the skills they’ve acquired and used over the years.”
Owen also noted that honesty and self-reflection are key traits employers are looking for when asking questions regarding greatest weaknesses, and looking to candidates for examples when they’ve faced adversity or made mistakes and what they’ve learned from them.
He said: “Never give stock answers – ‘I work too hard’, things of that nature. It’s disingenuous.
“When employers ask candidates to name their biggest weakness or times they’ve made mistakes, it’s never to catch somebody out.
“They’re doing it to see if the candidate is reflective of their own shortcomings, knows where they need support, and is teachable.”
He added: “Nobody is perfect, but if candidates can display they’re aware of their weaknesses as well as their strengths it shows great self-awareness and vital ‘soft’ skills which are a core requirement in the modern workplace.
“And businesses can also plan whatever support a successful candidate may need around those answers.
“Employers don’t always offer it automatically, but asking for feedback can be incredibly valuable.
“Even small insights can help candidates improve and approach their next interview with more confidence.”
