# data[].attributes.headline
Watch these great videos from Nottingham University

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Watch these great videos from Nottingham University

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This videos shows the importance of targeting your letter correctly.

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Presentation 1 CV and cover letter workshop student copy pdf

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Finish researching your chosen company and be ready to present your research at the start of the next lesson (12th April)

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Job Interviews (Part 5): How to answer situational job interview questions

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Just like in S1 you will find all the class resources and links here on the Padlet.

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Just like in S1 you will find all the class resources and links here on the Padlet.

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For the first half of the semester, we will be working on your CV, Cover letter and Interview Techniques

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The first step is to get talking about yourself.

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The first step is to get talking about yourself.

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Use the following activities to practise talking about yourself, your interests, your achievements and your ambitions

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Online virtual dice roller that is capable of simultaneously rolling up to 100 dice randomly. A virtual dice roller with any number of sides is also provided.

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Read the attached article - there are some useful links to follow if you feel motivated to do so!

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Are you good at telling stories? Do you get right to the point and include all the relevant details? Or do you maybe tend to forget to mention some key context or have a tendency to ramble? What if you add the stress of a job interview? Is it still easy for you to relay a well-structured story about your past work experience in response to an interview question-you know, the ones that start with " Tell me about a time when... "?

What's the best job for you?

Use The Muse to find a job at a company with a culture you love. Select the career path that aligns with you:

How many years of experience do you have?

What company benefits are most important to you?

Calculating your job matches...

Yeah, that's a bit tougher. Especially if you're struggling to think of an example that answers the question and then have to jump straight into telling it as an easy-to-follow anecdote with a clear takeaway.

First of all, take comfort in the fact that we've all been there. Second of all, there's a strategy you can use to come up with way more impressive answers to these dreaded questions: the STAR interview method.

The STAR method is an interview technique that gives you a straightforward format you can use to tell a story by laying out the Situation, Task, Action, and R esult.

Situation: Set the scene and give the necessary details of your example.

Task: Describe what your responsibility was in that situation.

Action: Explain exactly what steps you took to address it.

Result: Share what outcomes your actions achieved.

By using these four components to shape your anecdote, it's much easier to share a focused answer, providing the interviewer with "a digestible but compelling narrative of what a candidate did," says Muse Career Coach Al Dea, founder of CareerSchooled. "They can follow along, but also determine based on the answer how well that candidate might fit with the job."

What questions the STAR method used for?

The STAR method can be used to answer behavioral interview questions (or any other kinds of questions where you need to tell a story). In other words, use the STAR method for those prompts that ask you to provide a real-life example of how you handled a certain kind of situation in the past (i.e., how you behaved in the past).

Don't worry-these questions are easy to recognize. They often have telltale openings like:

Tell me about a time when...

What do you do when...

Have you ever...

Give me an example of...

Describe a situation...

When it comes to answering these sorts of questions, thinking of a fitting example for your response is just the beginning. You also need to share the details in a compelling and easy-to-understand way-without endless rambling. That's exactly what the STAR interview method enables you to do. "It provides a simple framework for helping a candidate tell a meaningful story about a previous work experience," Dea says.

Sample behavioral interview questions you can answer using STAR

Here are some of the most common behavioral questions you might get in an interview and can use the STAR method for:
Everything You Need to Know About Answering Behavioral Interview Questions

How exactly do you use the STAR method?

Knowing what the acronym stands for is only the first step-you need to know how to use it. Follow this step-by-step process to give the best STAR interview answers.

1. Lay out the *situation.*

First, set the scene for your interviewer. It's tempting to include all sorts of unnecessary details-particularly when your nerves get the best of you. But if the hiring manager asks you to tell them about a time you didn't meet a client's expectations, for example, they don't necessarily need to know the story of how you recruited the client three years earlier.

Your goal here is to paint a clear picture of the situation you were in, so the interviewer can understand the rest of your answer. Keep things concise and focus on what's undeniably relevant to your story and the interview question you're answering. "The STAR method is meant to be simple," says career coach Emma Flowers. "Sometimes people provide too much detail and their answers are too long. Focus on just one or two sentences for each letter of the acronym."

For example, imagine that the interviewer just said, "Tell me about a time when you achieved a goal that you initially thought was out of reach." The situation portion of your response might be:
"In my previous digital marketing role, my company made the decision to focus primarily on email marketing and was looking to increase their list of email subscribers pretty aggressively."
2. Highlight the *task.*

You're telling this story for a reason-because you had some sort of core involvement in it. This is the part of your answer when you make the interviewer understand exactly where you fit in.

This can easily get confused with the "action" portion of the response. However, this piece is dedicated to giving the specifics of what your responsibilities were in that particular scenario, as well as any objective that was set for you, before you dive into what you actually did.

Continuing the example from above, for the task portion of your answer you could say:
"As the email marketing manager, my target was to increase the size of our email list by at least 50% in just one quarter."
3. Share how you took *action.*

Now that you've given the interviewer a sense of what your role was, it's time to explain what you did. What steps did you take to reach that goal or solve that problem?

Resist the urge to give a vague or glossed-over answer like, "So I worked hard on it..." or "I did some research..."

This is your chance to really showcase your contribution, and it's worthy of some specifics. Dig in deep and make sure that you give enough information about exactly what you did. Did you work with a certain team? Use a particular piece of software? Form a detailed plan? Those are the things your interviewer wants to know.

The action portion of your answer might be:
"I started by going back through our old blog posts and adding in content upgrades that incentivized email subscriptions-which immediately gave our list a boost. Next, I worked with the rest of the marketing team to plan and host a webinar that required an email address to register, which funneled more interested users into our list."
4. Discuss the *results.*

Here it is-your time to shine and explain how you made a difference. The final portion of your response should share the results of the action you took. Lydia Bowers, a human resources professional, warns that too many candidates skip over this crucial step. But, she says, "That's the most important part of the answer!"

Remember, interviewers don't only care about what you did-they also want to know why it mattered. So make sure you hammer home the point about any results you achieved and quantify them when you can. Numbers are always impactful. You can also add in any long-term effects of your actions-did you or your team develop a new way of communicating or completing a task? Did the contract with your client continue? Did you get great feedback on your presentation?

Of course, the result better be positive-otherwise this isn't a story you should be telling. Does that mean you can't tell stories about problems or challenges or that every situation you talk about needs to have gone perfectly? Absolutely not. But even if you're talking about a time you failed or made a mistake, make sure you end on a high note by talking about what you learned or the steps you took to improve.

Here's the result portion of our example answer:

"As a result of those additions to our email strategy, I was able to increase our subscriber list from 25,000 subscribers to 40,000 subscribers in three months-which exceeded our goal by 20%. And webinars have now become a regular event to boost and maintain our email list."

A STAR method example answer

It's making sense now, isn't it? Here's one more example for some added clarity.

If the interviewer says: "Tell me about a time when you had to be very strategic in order to meet all of your top priorities."

Your response might be (just, you know, don't actually say "situation" and so forth):

Situation: "In my previous sales role, I was put in charge of the transition to an entirely new customer relationship management (CRM) system-on top of handling my daily sales calls and responsibilities."

Task: "The goal was to have the migration to the new CRM database completed by the start of Q3, without letting any of my own sales numbers slip below my targets."

Action: "In order to do that, I had to be very careful about how I managed my time. So I blocked off an hour on my calendar each day to dedicate solely to the CRM migration. During that time, I worked on transferring the data, as well as cleaning out old contacts and fixing outdated information. Doing this gave me enough time to chip away at that project while still handling my normal tasks."

Result: "As a result, the transfer was completed two weeks ahead of deadline and I finished the quarter 10% ahead of my sales goal. The new CRM has also helped us get more organized as a team, and overall our department sales are up 25% year over year."

How do you prepare to use the STAR method ahead of your interview?

To be ready to use the STAR method in your next interview, it will be helpful for you to prepare what stories you might tell ahead of time as well as how you'll tell them. These tips will help you out:

Look over the job description: The job posting you applied to contains all sorts of useful information that will tell you what an employer is looking for in a candidate. Think about what qualities and skills are most important to the role and choose stories that emphasize them. For example, if you're interviewing for a client-facing role, you'll want to have a story about a time you provided great customer service.

Choose a few strong, versatile example stories: The STAR interview method won't be helpful to you if you use it to structure an answer using a totally irrelevant anecdote. There's no way for you to know ahead of time exactly what the interviewer will ask you, but you can prep a few stories about different types of experiences that you can tweak and adapt for various questions. For example, interviewers are likely to ask questions where stories about overcoming a challenge or working with a team will be useful.

Write down key details: It's OK to go into an interview with some notes or a cheat sheet. For each of your stories, jot down some of the important points. And don't forget to write down any specific numbers as well.

Practice your storytelling: While the STAR method is a great technique, you still want to make sure your delivery is up to snuff. "Whether it's in a mock interview or just practicing your answer in the mirror, talk through your response so that it feels natural and comfortable when you're actually in the interview," Flowers says.

Don't rush yourself: If you're struggling during your interview to come up with an example that fits, "It's OK to take a few seconds," Flowers says. "I'm always impressed when a candidate asks for a moment to think so that they can provide a good answer."

The STAR interview method might seem a little overwhelming at first. But with just a little preparation and strategy, you'll soon view behavioral interview questions as less of a burden-and more of an opportunity to emphasize your awesome qualifications.
Regina Borsellino contributed writing, reporting, and/or advice to this article.

Kat is a Midwest-based freelance writer, covering topics related to careers, productivity, and the freelance life. In addition to The Muse, she's a contributor all over the web and dishes out research-backed advice for places like Atlassian, Trello, Toggl, Wrike, The Everygirl, FlexJobs, and more. She's also an Employment Advisor at a local college, and loves helping students prepare to thrive in careers (and lives!) they love. When she manages to escape from behind her computer screen, she's usually babying her two rescue mutts or continuing her search for the perfect taco. Say hi on Twitter @kat_boogaard or check out her website.

More from Kat Boogaard

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How to Use the STAR Method to Answer Any Behavioral Interview Question

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Don't panic when you hear, "Tell me about a time when..." Use the STAR interview method to craft a simple but impressive answer.

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Have a good look at the Innocent website

Answer the questions on the quiz in the post below.

Do some further research. What else can you find out about the company?https://www.innocentdrinks.co.uk/

Share your answers and research with your group and make a short summary of your research to present to the class.

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In small groups use this activity as a starting point. Take it in turns to answer the questions. Try to keep the conversation going by asking each other for more information.

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In small groups use this activity as a starting point. Take it in turns to answer the questions. Try to keep the conversation going by asking each other for more information.

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Now you have started to think about your skills and experience, let's look more specifically at your strengths (and weaknesses)

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What are Transferable Skills and Learning to talk about them.                       Instructions:

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What are Transferable Skills and Learning to talk about them.                       Instructions:

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1. First Read through the first page of the document which gives some very good examples of Transferable skills and more detailed descriptions/examples of the different skills.

2. Now spend a little time working by yourself and complete the 1st questionnaire: Life Skills, Improving your skills, before sharing your answers with your group. When you share your answers, make sure you ask each other questions and try to improve your responses.

3. Have a look at the final page of the document: Skills Skills Skills. Use this document to produce 5 examples of Transferable skills that you have and give CONCRETE examples of how you have demonstrated these skills.

4. Share your answers with your group.

LifeSkills: Improving your skills

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Watch this TED talk video from Celeste Headlee

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Some more STAR questions to practice with.

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Some more STAR questions to practice with.

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1. Think about how you answered the questions and structured your descriptions of your Transferable Skills (in the last session).
2. With your new knowledge of how to structure your answers, check back through your work and look to see how you would change or restructure your answers and examples.
3. Using the attached worksheet, practice some further questions.
NOW YOU ARE READY TO PUT ALL THIS PRACTICE INTO USE ON YOUR CV and COVER LETTER

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https://padlet.com/lisajirle/zuycbboc6dhlr6hf

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CVs basic key points presentation student copy

# data[].attributes.attachment_link.readable_text
Are you good at telling stories? Do you get right to the point and include all the relevant details? Or do you maybe tend to forget to mention some key context or have a tendency to ramble? What if you add the stress of a job interview? Is it still easy for you to relay a well-structured story about your past work experience in response to an interview question-you know, the ones that start with " Tell me about a time when... "?

What's the best job for you?

Use The Muse to find a job at a company with a culture you love. Select the career path that aligns with you:

How many years of experience do you have?

What company benefits are most important to you?

Calculating your job matches...

Yeah, that's a bit tougher. Especially if you're struggling to think of an example that answers the question and then have to jump straight into telling it as an easy-to-follow anecdote with a clear takeaway.

First of all, take comfort in the fact that we've all been there. Second of all, there's a strategy you can use to come up with way more impressive answers to these dreaded questions: the STAR interview method.

The STAR method is an interview technique that gives you a straightforward format you can use to tell a story by laying out the Situation, Task, Action, and R esult.

Situation: Set the scene and give the necessary details of your example.

Task: Describe what your responsibility was in that situation.

Action: Explain exactly what steps you took to address it.

Result: Share what outcomes your actions achieved.

By using these four components to shape your anecdote, it's much easier to share a focused answer, providing the interviewer with "a digestible but compelling narrative of what a candidate did," says Muse Career Coach Al Dea, founder of CareerSchooled. "They can follow along, but also determine based on the answer how well that candidate might fit with the job."

What questions the STAR method used for?

The STAR method can be used to answer behavioral interview questions (or any other kinds of questions where you need to tell a story). In other words, use the STAR method for those prompts that ask you to provide a real-life example of how you handled a certain kind of situation in the past (i.e., how you behaved in the past).

Don't worry-these questions are easy to recognize. They often have telltale openings like:

Tell me about a time when...

What do you do when...

Have you ever...

Give me an example of...

Describe a situation...

When it comes to answering these sorts of questions, thinking of a fitting example for your response is just the beginning. You also need to share the details in a compelling and easy-to-understand way-without endless rambling. That's exactly what the STAR interview method enables you to do. "It provides a simple framework for helping a candidate tell a meaningful story about a previous work experience," Dea says.

Sample behavioral interview questions you can answer using STAR

Here are some of the most common behavioral questions you might get in an interview and can use the STAR method for:
Everything You Need to Know About Answering Behavioral Interview Questions

How exactly do you use the STAR method?

Knowing what the acronym stands for is only the first step-you need to know how to use it. Follow this step-by-step process to give the best STAR interview answers.

1. Lay out the *situation.*

First, set the scene for your interviewer. It's tempting to include all sorts of unnecessary details-particularly when your nerves get the best of you. But if the hiring manager asks you to tell them about a time you didn't meet a client's expectations, for example, they don't necessarily need to know the story of how you recruited the client three years earlier.

Your goal here is to paint a clear picture of the situation you were in, so the interviewer can understand the rest of your answer. Keep things concise and focus on what's undeniably relevant to your story and the interview question you're answering. "The STAR method is meant to be simple," says career coach Emma Flowers. "Sometimes people provide too much detail and their answers are too long. Focus on just one or two sentences for each letter of the acronym."

For example, imagine that the interviewer just said, "Tell me about a time when you achieved a goal that you initially thought was out of reach." The situation portion of your response might be:
"In my previous digital marketing role, my company made the decision to focus primarily on email marketing and was looking to increase their list of email subscribers pretty aggressively."
2. Highlight the *task.*

You're telling this story for a reason-because you had some sort of core involvement in it. This is the part of your answer when you make the interviewer understand exactly where you fit in.

This can easily get confused with the "action" portion of the response. However, this piece is dedicated to giving the specifics of what your responsibilities were in that particular scenario, as well as any objective that was set for you, before you dive into what you actually did.

Continuing the example from above, for the task portion of your answer you could say:
"As the email marketing manager, my target was to increase the size of our email list by at least 50% in just one quarter."
3. Share how you took *action.*

Now that you've given the interviewer a sense of what your role was, it's time to explain what you did. What steps did you take to reach that goal or solve that problem?

Resist the urge to give a vague or glossed-over answer like, "So I worked hard on it..." or "I did some research..."

This is your chance to really showcase your contribution, and it's worthy of some specifics. Dig in deep and make sure that you give enough information about exactly what you did. Did you work with a certain team? Use a particular piece of software? Form a detailed plan? Those are the things your interviewer wants to know.

The action portion of your answer might be:
"I started by going back through our old blog posts and adding in content upgrades that incentivized email subscriptions-which immediately gave our list a boost. Next, I worked with the rest of the marketing team to plan and host a webinar that required an email address to register, which funneled more interested users into our list."
4. Discuss the *results.*

Here it is-your time to shine and explain how you made a difference. The final portion of your response should share the results of the action you took. Lydia Bowers, a human resources professional, warns that too many candidates skip over this crucial step. But, she says, "That's the most important part of the answer!"

Remember, interviewers don't only care about what you did-they also want to know why it mattered. So make sure you hammer home the point about any results you achieved and quantify them when you can. Numbers are always impactful. You can also add in any long-term effects of your actions-did you or your team develop a new way of communicating or completing a task? Did the contract with your client continue? Did you get great feedback on your presentation?

Of course, the result better be positive-otherwise this isn't a story you should be telling. Does that mean you can't tell stories about problems or challenges or that every situation you talk about needs to have gone perfectly? Absolutely not. But even if you're talking about a time you failed or made a mistake, make sure you end on a high note by talking about what you learned or the steps you took to improve.

Here's the result portion of our example answer:

"As a result of those additions to our email strategy, I was able to increase our subscriber list from 25,000 subscribers to 40,000 subscribers in three months-which exceeded our goal by 20%. And webinars have now become a regular event to boost and maintain our email list."

A STAR method example answer

It's making sense now, isn't it? Here's one more example for some added clarity.

If the interviewer says: "Tell me about a time when you had to be very strategic in order to meet all of your top priorities."

Your response might be (just, you know, don't actually say "situation" and so forth):

Situation: "In my previous sales role, I was put in charge of the transition to an entirely new customer relationship management (CRM) system-on top of handling my daily sales calls and responsibilities."

Task: "The goal was to have the migration to the new CRM database completed by the start of Q3, without letting any of my own sales numbers slip below my targets."

Action: "In order to do that, I had to be very careful about how I managed my time. So I blocked off an hour on my calendar each day to dedicate solely to the CRM migration. During that time, I worked on transferring the data, as well as cleaning out old contacts and fixing outdated information. Doing this gave me enough time to chip away at that project while still handling my normal tasks."

Result: "As a result, the transfer was completed two weeks ahead of deadline and I finished the quarter 10% ahead of my sales goal. The new CRM has also helped us get more organized as a team, and overall our department sales are up 25% year over year."

How do you prepare to use the STAR method ahead of your interview?

To be ready to use the STAR method in your next interview, it will be helpful for you to prepare what stories you might tell ahead of time as well as how you'll tell them. These tips will help you out:

Look over the job description: The job posting you applied to contains all sorts of useful information that will tell you what an employer is looking for in a candidate. Think about what qualities and skills are most important to the role and choose stories that emphasize them. For example, if you're interviewing for a client-facing role, you'll want to have a story about a time you provided great customer service.

Choose a few strong, versatile example stories: The STAR interview method won't be helpful to you if you use it to structure an answer using a totally irrelevant anecdote. There's no way for you to know ahead of time exactly what the interviewer will ask you, but you can prep a few stories about different types of experiences that you can tweak and adapt for various questions. For example, interviewers are likely to ask questions where stories about overcoming a challenge or working with a team will be useful.

Write down key details: It's OK to go into an interview with some notes or a cheat sheet. For each of your stories, jot down some of the important points. And don't forget to write down any specific numbers as well.

Practice your storytelling: While the STAR method is a great technique, you still want to make sure your delivery is up to snuff. "Whether it's in a mock interview or just practicing your answer in the mirror, talk through your response so that it feels natural and comfortable when you're actually in the interview," Flowers says.

Don't rush yourself: If you're struggling during your interview to come up with an example that fits, "It's OK to take a few seconds," Flowers says. "I'm always impressed when a candidate asks for a moment to think so that they can provide a good answer."

The STAR interview method might seem a little overwhelming at first. But with just a little preparation and strategy, you'll soon view behavioral interview questions as less of a burden-and more of an opportunity to emphasize your awesome qualifications.
Regina Borsellino contributed writing, reporting, and/or advice to this article.

Kat is a Midwest-based freelance writer, covering topics related to careers, productivity, and the freelance life. In addition to The Muse, she's a contributor all over the web and dishes out research-backed advice for places like Atlassian, Trello, Toggl, Wrike, The Everygirl, FlexJobs, and more. She's also an Employment Advisor at a local college, and loves helping students prepare to thrive in careers (and lives!) they love. When she manages to escape from behind her computer screen, she's usually babying her two rescue mutts or continuing her search for the perfect taco. Say hi on Twitter @kat_boogaard or check out her website.

More from Kat Boogaard

# data[].attributes.attachment_link.title
How to Use the STAR Method to Answer Any Behavioral Interview Question

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Don't panic when you hear, "Tell me about a time when..." Use the STAR interview method to craft a simple but impressive answer.

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Watch this video made by recruiters from Google.

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Watch this video made by recruiters from Google.

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Make notes about any interesting points to share with the class

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Create Your Resume for Google: Tips and Advice

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Cambridge English for job-hunting useful vocabulary and phrases

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This guide is great as not only does it include some great example of CVs but it will also help you io improve some of your text with helpful examples of " what you write - what you should write".
It is also targeted at students rather than people already in work.

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Here is a quick roundup of the key points to remember

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Cambridge English for job-hunting sample cover letter

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1. Please go to the padlet link for TOEIC Practice and look at the resources for section 5 and select the exercises that best suit YOUR needs.
2. Finish your CV and post it on the google link below for your group. Use the attached CV checklist (on the Serveur Pedagogique) to help you.
PLEASE MAKE SURE YOU UPLOAD A COPY OF YOUR CV THAT I CAN EDIT SO THAT YOU CAN RECEIVE YOUR CORRECTIONS IMMEDIATELY.
DEADLINE FOR FIRST CV DRAFT: 1ST MARCH 9pm.
GROUPE B1
https://drive.google.com/drive/folders/1T-m3ci__Z3t7BHh0EDgE4oMUlZLAIaia?usp=sharing

GROUPE CD2
https://drive.google.com/drive/folders/1D0yG9p73wo-MFNoDmSE7pQu4W3YUlyQ6?usp=sharing

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This is on the Serveur Pedagogique in the section Anglais: CV and Cover Letters

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Go to the Innocent website and have a look at this company

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When you are satisfied that you have made your corrections and updates, please upload your Final version of your CV using the link below. Thank you!

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When you are satisfied that you have made your corrections and updates, please upload your Final version of your CV using the link below. Thank you!

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1. Look at the ppt and watch the 3 short videos from Nottingham.
2. Choose a company to research and prepare an informal presentation about the company including information about their recruitment process.

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Go to Hippocampus and select TOEIC test 2. Complete the Listening section of the test.

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Store photos and docs online. Access them from any PC, Mac or phone. Create and work together on Word, Excel or PowerPoint documents.

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Follow the link to the padlet below and complete the reading test in Practice Test 3

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Apply for this job and practice your interview skills

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Apply for this job and practice your interview skills

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Go to the post below for the job description

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Job description

Be challenged, be supported

We're a business built on pushing boundaries and our future will be defined by the mindsets of our people.

That's why we need people who can understand and appreciate how they fit into the bigger picture. We're looking for people who take inspiration from everywhere, every person and every interaction.

We want people who treat every moment as an opportunity to learn.

So, if you're looking to build a career that can transform your world, Arcadis is the perfect place for you.
About the programme
We solve human problems that improve people's quality of life. So being an engineer at Arcadis is about applying a human filter to all of your technical expertise and training. You'll be responsible for transforming the world through innovation and creativity. If that sounds like an interesting challenge, then building a long-term and varied career with Arcadis will be the perfect next step for you.

Our engineering programme covers projects in ciivil, geotechnical, geospatial, environmental, electrical, mechanical and systems engineering.

During this three-year rotational graduate programme you will be working across a number of sectors. You will develop core engineering and consulting techniques that can be applied while working with our clients in the UK and potentially even some of our international clients around the globe.

We will actively encourage you to experience the variety of service lines and sectors within the business and to develop a true understanding about what we can offer our clients. Working in teams of Design engineering consultants you will be expected to own deliverables, liaise with clients, contribute and enhance your skillset.

What we are looking for

We need a mix of perspectives and skills and we are looking out for people who:

Possess a growth mindset

Confident and able to influence others

Resilient and problem solving

Innovative and creative

Agile thinkers

Those who share our passion to 'improve quality of life'.

Keen to learn and develop further skills

Excited about being part of a new programme

Qualifications

Accepted degree subjects

Any

Additional job details

How to apply

Click Apply to start your application now. This job will be available on Prospects until 22 April 2021

Don't forget to mention Prospects to employers when you contact them.

Closing date: 22 April 2021

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Engineering Year Out Programme - Arcadis | Prospects.ac.uk

# data[].attributes.attachment_link.description
Be challenged, be supported We're a business built on pushing boundaries and our future will be defined by the mindsets of our people. That's why we need people who can understand and appreciate how they fit into the bigger picture. We're looking for people who take inspiration from everywhere, every person and every interaction.

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Very old but still very funny - if you like Monty Python, this is a classic sketch!

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Very old but still very funny - if you like Monty Python, this is a classic sketch!

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Assessment days

https://targetjobs.co.uk/careers-advice/assessment-centres/1046962-virtual-assessment-centres-what-to-expect-and-how-to-succeed

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16 April 2020

COVID-19 completely changed the way we work. Meaning companies also had to change the way they recruited...Enter the virtual assessment centre.

A virtual assessment centre or online assessment centre might sound scary. But you'll be pleased to know that it's really not that different from your standard assessment centre.

This blog tells you everything you need to know to succeed at one.

What is a virtual assessment centre?

An online assessment centre is a way for employers to assess a group of applicants through a series of tasks. Most often, it's the final stage of a recruitment process...And if you hadn't already worked it out, the 'virtual' part means the entire assessment is run online.

That means you won't need to visit the company offices or meet any recruiter in person - so less money on a train ticket and more towards a cheeky Nando's.

Typically, a virtual assessment centre will include some or all of the following tasks:

Talks and Q&A sessions that give you insight into the company in question

Group exercises that assess how you work alongside other candidates

Presentations from current graduates and other employees

Interviews and individual exercises that may be either biographical (about you) or technical (particularly in fields such as engineering)

Tests - These may be psychometric or ability based.

Why virtual assessment centres?

Going virtual provided a way for recruiters to vet candidates from a safe distance while opening opportunities to broader talent.

Although the world has officially reopened, the virtual assessment centre has become a staple of the recruitment process for a number of reasons. These include...

They're easier to plan

Saves on money (travel, room hires and refreshments)

Opens up opportunities for candidates that live in other areas

What should I expect from a virtual assessment centre?

For a smooth experience with an online assessment centre, it helps to know exactly how it works and what to expect. Just picture an in-person assessment centre, but happening via video!

Typically virtual assessment centres last between two and three hours.

Like the traditional in-person assessment centre, virtual assessment centres are designed to support you in being the best candidate you can be.

So, if you consider yourself to have a disability or health condition, you should share this with your employer beforehand. They can then make the necessary adjustments to ensure you can fully participate.

Before the day

When you receive an invitation to attend a virtual assessment centre, the employer will also send you a briefing email to ensure you can join on the day. You may need to complete some admin tasks before your virtual assessment centre; these can include:

Emailing a passport photo to the employer (or a document confirming your right to work).

Sending a headshot to the employer so that the recruitment team can identify you on the day.

Sharing your contact number with the employer in case of any connectivity issues on the day.

Downloading the software the employer will use during the assessment and set up your account. Popular programmes include Zoom, Google Meet and Microsoft Teams.

You'll also be sent a full timetable of the day's tasks in advance and instructions on how to prepare and any supporting material (e.g. case studies). Read everything. And study the job description.

Here's the online assessment centre timetable from RateMyPlacement.co.uk Best Student Employer, Baker McKenzie.

On the day

There are lots of little logistical things you'll want to get right from the get-go. Here's a checklist:

Ensure your laptop or computer has a strong WiFi connection.

Run a quick test to check your microphone and webcam are working.

Plug your device into a charging socket. Running out of battery doesn't look professional.

Join via the invitation link 15 minutes early, so if you have any issues, you can resolve them.

When you're ready, join the online assessment centre. You might then have to enter a meeting ID and password. You'll find these in your initial invite email.

Once you've joined, you'll be moved into the relevant rooms by a member of the recruitment team, according to the schedule already sent to you. Be patient and remain alert and responsive during this time.

You'll also be sent a full timetable of the day's tasks in advance and instructions on how to prepare and any supporting material (e.g. case studies). Make sure you read this information thoroughly and study the job description for clues to the types of questions you'll get asked.

What happens if there are tech issues during an online assessment centre?

If there are technical difficulties during your virtual assessment centre, it's okay! The recruiters will be understanding and do all they can to help you.

For example, if there are video issues, the interviewer might call you via the phone. We talk more about this later.

Try to set yourself up for success by placing yourself somewhere with a good WiFi connection and no noise. This might mean asking your flatmates or annoying younger sibling to head out for a while!

Make sure your device is charged, and feel free to practice by positioning yourself in front of your camera to make sure your webcam, mic and speakers are in tip-top condition.

How should I prepare for a virtual assessment centre?

We've teamed up with Baker McKenzie to answer some common student questions about virtual assessment centres.

Q1. What should I wear for an online assessment centre?

You should wear what you would during an in-person assessment centre, i.e. smart and professional attire (unless told otherwise).

So put away your fave One-Direction tee. Save that for another day.

The recruiters running the assessment centre will be wearing headsets. You can, too, if it improves your audio.

Q2. Where should I sit?

The main thing is to sit somewhere you, or the recruiter e-working with you, won't be distracted. A quiet, clean, and well-lit space will do, and neutral backgrounds work best. Also, position your laptop where it is steady and fix your camera at eye level.

Decide on an appropriate location beforehand so you won't constantly be fretting about interruptions or dodgy camera angles, but don't worry if the only space you have is your bed. This is common!

Q3. What if I lose internet connection during an assessment task?

You've done everything you can beforehand to ensure a good WiFi connection. Then on the day, you are disconnected from the internet... Don't freak out. These things happen.

As long as you have a contingency plan, you can get past this.

That might mean switching to a mobile device and using your mobile data or even hot-spotting your laptop. If not, your employer may conduct tasks, where possible, via phone call. So make sure your mobile is fully charged, and you have a number to call in case this happens.
Find out how to ace your video interview in just 10 minutes.
Q4. How can I show good body language via camera?

You're not playing Charades. Body language is just as important in a virtual assessment centre as it's in person. Make sure you sit up straight in front of the camera and avoid fidgeting or expressing your answers too much through hand movements.

Good eye contact is also a must. Look directly at your webcam or camera. And a gentle reminder... it doesn't hurt to smile! Try to look like you're enjoying yourself!

Q5. How can I prepare for the group task?

Group tasks are notoriously the most disliked part of the assessment centre. Simply because they require working with, rather than against, the competition.

Your group will be given a scenario, and you'll have to work together to discuss the different routes that could be taken to come up with a solution.

Here are THREE top tips to help you shine in the group task:

BE THE TIMEKEEPER - You'll be set a specific amount of time to complete a task. Remind your peers at intervals of the time remaining. This shows good time management skills.

ACTIVELY CONTRIBUTE TO THE DISCUSSION - Speak clearly and confidently. But this isn't a game of dominance - show you're a team player by asking others for their thoughts.

BE AN ACTIVE LISTENER - Look directly at the camera, maintaining eye contact and nodding and smiling where appropriate. Whilst others are talking, don't use the time to think about your next point.

Q6. Is a virtual assessment centre harder than it is in person?

Whilst virtual assessment centres are run very differently (being online and all), the difficulty of the tasks does not vary. As well as ensuring every task can be carried out online, the employer is there to offer you support throughout the process.

You're just as likely to be hired during an online assessment centre. Many companies that have run virtual assessment centres have reported their candidates averaging a higher score ratio than normal.

You're probably raring to go after reading all that!

Just remember to prepare well, read everything and digest all the information the employer sends you in advance. And take a deep breath before getting stuck in!

Rumour has it, students are often surprised by how much they enjoy virtual assessment centres...

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Virtual Assessment Centre: How to Prepare | RateMyPlacement

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16 April 2020 COVID-19 completely changed the way we work. Meaning companies also had to change the way they recruited...Enter the virtual assessment centre. A virtual assessment centre or online assessment centre might sound scary. But you'll be pleased to know that it's really not that different from your standard assessment centre.

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Forewarned is forearmed, which is why we've compiled a list of our top nine tricky interview questions that recruiters love to use and candidates sometimes stumble over. This overview of our most popular guides to interview questions that can catch you out will help you understand what employers are really asking for. You'll also pick up tactics for answers that show you in the best possible light, and find some extra examples of questions that could throw you if you haven't thought about them in advance.

'What is your most significant achievement?'

This question is designed to assess your values and attitude as much as your achievements, and employers often want you to talk about your activities outside education. You're more likely to come across well if you choose to discuss something you're genuinely proud of, which could be because it involved leading others, overcoming obstacles or persisting in the face of the odds. Read the full guidance to find out about answers that graduate job hunters often give to this question, but which should be treated with caution because they might not help you to stand out.

'What motivates you?'

You are particularly likely to be asked about your motivation in a strengths-based interview, which focuses on what you enjoy doing and what you do well. This is an approach that graduate recruiters are increasingly using alongside or instead of competency-based questions.

Your answer should draw on an example from your extracurricular activities, work experience or studies that suggests you would be strongly motivated by the job you are applying for.

'Give an example of a time when you showed initiative.'

If an interviewer asks you to describe a situation in which you showed initiative, avoid giving an example of an idea you had but never put into action. It's much better to talk about a time when you not only came up with a solution to a problem but also acted on it. Then you can explain the effect your decision had when you put it into practice.

'What is your biggest weakness?'

The problem with this question is that you're being asked about your shortcomings, when your instinct, in an interview situation, is to keep your flaws as well hidden as possible. What you need to do is to frame your answer to as to give it a positive spin.

Strengths and weaknesses can be different sides of the same coin, so another way to approach this question is to think about how you overcome the potential downside of your greatest strength. For example, if you're a natural teamworker, is it difficult for you to cope with conflict or assume leadership abilities? How do you cope with this?

'Are you innovative?'

Graduates are sometime asked to give an example of when they were innovative, 'thought outside the box' or used creative thinking to solve a problem. Many graduates are concerned that their examples are just not innovative enough, but worry not: the interviewer won't expect you to have given the prime minister tips on handling Brexit! Instead, talk about times when an idea from you had a positive impact: for example, if you came up with a fundraising idea for charity or found a way to save time on an assignment.

'Give an example of a time when you handled a major crisis.'

Feel free to reframe the question. This is similar to asking 'Can you give an example of a time when you had to cope with a difficult situation?' or 'Give an example of a time when you had to cope under pressure'. However, 'crisis' is a much stronger, more emotive word. You may find it easier to give an example if you think back through your work experience, study, extracurricular activities and travel and come up with a time when you had to cope with an unexpected problem.

'What can you bring to the company?'

The simple answer to this question is that you bring with you the sum of your skills, experiences, achievements, values and enthusiasm for the company. Conducting some thorough employer research will allow you to shape your answer to help you prove you are the perfect fit for the company. The trick is to neither oversell yourself nor undersell yourself, but keep to the facts: sprinkle your answers with evidence of your achievements and details about the company.

'Give an example of your lateral thinking.'

Lateral thinking is the ability to use your imagination to look at a problem in a fresh way and come up with a new solution. Companies prize employees with lateral thinking skills because without them, they can't innovate and create new products. Think about times when you've been faced with real-life problems and have somehow managed to overcome them. Chances are your solution involved an original, creative approach, and that's what employers want to find out about.

'Where do you expect to be in five years' time?'

This is another question that allows you to show off your employer research and your understanding of your chosen career path. You'll want to come across as enthusiastic, but not arrogant. Tailor your response to reflect the nature of the organisation, the sector, and your own experiences and skills. Specific details will impress.

And finally... some more interview questions to think about

Graduate recruiters use some questions as much to see how you cope when you're put on the spot as to elicit a truthful answer. This question is a test of your ability to think on your feet and come up with a diplomatic response. Whether you sidestep the question by saying you've always got on well with your employers, or describe a tricky situation you've experienced that highlights your potential, you need to avoid attacking your previous employers.

If you're asked about your biggest failure in your interview, chances are the recruiter is interested in finding out how resilient you are, and whether you can cope with setbacks. Find out how to use this question as a way to show your strengths and convince the employer that you are the right candidate for the job.

Pick up tips and tactics on how to answer when you're asked about handling stress in your graduate job interview. Find out how to demonstration your motivation and resilience.

Here's how to answer interview questions about coping with conflict and resolving difficulties, with an example model answer and tips about what not to say.

This is a classic example of an interview question that could unsettle you if you haven't thought about it in advance. Our advice will help you understand what employers are looking for and choose a suitable example to discuss.

Your interviewer wants to know your tactics and strategies for getting yourself organised, so, whatever approach you use for prioritising and listing your tasks, be ready to describe it. Your reply should indicate that you can adjust your priorities if situations change.

This isn't an invitation to boast - you are being asked to match your strengths to the qualities needed to do the job. Don't forget, it's a very specific question. Why are you suited to this job, as opposed to any other? Match your skills, interests and experience to the job role and the company.

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top tips on how to answer some tricky interview questions

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tricky interview questions and answers for freshers;

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The top nine tricky interview questions and how to answer them

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Forewarned is forearmed, which is why we've compiled a list of our top nine tricky interview questions that recruiters love to use and candidates sometimes stumble over. This overview of our most popular guides to interview questions that can catch you out will help you understand what employers are really asking for.

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Cambridge English for job-hunting Interview questions

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https://docs.google.com/presentation/d/1xBARdfuAztangbtvzQvoZO8JKmE_DGbalB3jR2eSmuk/htmlpresent

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In a behavioral job interview, the company asks questions about your past work experiences in order to find out if you have the skills needed for the job. Behavioral-based interview questions focus on how you handled various work situations in the past. Your response will reveal your skills, abilities, and personality.﻿﻿

What are Behavioral Interview Questions?

The logic behind this interview tactic is that your behavior in the past reflects and predicts how you will behave in the future. But remember the interviewer isn't necessarily asking "yes or no" questions, and so it may help to review how to answer interview questions without a right (or wrong) answer.

Respond to these sort of questions with specific examples of how you have previously handled similar situations in the workplace.﻿﻿

Review these examples of the questions you may be asked during a behavioral job interview and think about how you would answer them. This way you'll be prepared ahead of time, rather than having to think of a response on the spot during the interview.

Technique for Answering Behavioral Interview Questions

The STAR technique is a useful strategy for responding to interview questions that require an anecdote. It's an excellent way to organize your thoughts. There are four steps to answering using this technique:

(S) Situation. Describe the situation in which the event took place.

(T) Task. Describe the task you were asked to complete. If there was a particular problem or issue you were trying to solve, describe that here.

(A) Action. Explain what action you took to complete the task or solve the problem.

(R) Results. Explain the result of your actions. For example, if your actions resulted in completing a task, resolving a conflict, improving your company's sales record, etc., explain this. Try to focus on how your actions resulted in a success for the company.

Read through the behavioral interview questions below. Practice answering some of these, using the STAR technique to provide complete answers. It may also help to review these common behavioral interview questions with answers.

Questions About Problem-Solving

What They Want to Know: These questions are intended to discover the analytical thought processes you use to problem-solve.

Give an example of an occasion when you used logic to solve a problem.

How do you handle a challenge?

Did you ever make a risky decision? Why? How did you handle it?

Give an example of a goal you reached and tell me how you achieved it.

Given an example of a goal you didn't meet and how you handled it.

When you worked on multiple projects, how did you prioritize?

Give an example of how you set goals and achieve them.

Questions About Teamwork

What They Want to Know: When a hiring manager asks questions about teamwork, this is usually because good teamwork and collaboration skills are essential to doing the job you're applying for effectively and efficiently. Be prepared to demonstrate how you have successfully been both a team leader and a team member or follower.

Have you ever dealt with company policy you weren't in agreement with? How?

Have you gone above and beyond the call of duty? If so, how?

Have you had to convince a team to work on a project they weren't thrilled about? How did you do it?

Give an example of how you've worked on a team.

Have you handled a difficult situation with a co-worker? How?

What do you do if you disagree with a co-worker?

Share an example of how you were able to motivate employees or co-workers.

What do you do if you disagree with your boss?

Questions About Stress

What They Want to Know: Like questions about teamwork, questions about how you handle stress are a good clue about the work climate you would be walking into should you land the job. Be honest in describing how you've dealt with pressure before in the course of your career.

Describe a stressful situation at work and how you handled it.

Tell me about how you worked effectively under pressure.

Describe a decision you made that was unpopular and how you handled implementing it.

How did you handle meeting a tight deadline?

What do you do when your schedule is interrupted? Give an example of how you handle it.

Have you handled a difficult situation with a supervisor? How?

Have you handled a difficult situation with another department? How?

Have you handled a difficult situation with a client or vendor? How?

Questions About Self-Knowledge

What They Want to Know: These questions are sometimes "trick" questions - how you answer them is as important as what you actually say. The hiring manager is interested in how you view your own strengths and weaknesses and how you have remedied mistakes you or others made in the past.

Have you been in a situation where you didn't have enough work to do?

Have you ever made a mistake? How did you handle it?

Did you ever postpone making a decision? Why?

Did you ever not meet your goals? Why?

Do you listen? Give an example of when you did or when you didn't listen.

Tips for Answering Behavioral Interview Questions

Take Your Time. It's okay to take a moment before answering the question. Take a breath, or a sip of water, or simply pause. This will give you time to calm any nerves and think of an anecdote that appropriately answers the question.

Prepare Ahead of Time. Review common behavioral interview questions ahead of time and practice your answers.

Follow the STAR Technique. Be sure to answer any questions using the STAR technique described above. By completing each of the four steps, you will provide a thorough answer without rambling or getting off topic.

Be Positive. Often, behavioral interview questions require you to focus on a problem or a failure at work. Describe the problem or issue you faced, but don't focus too much on the negative. Quickly shift to describing how you solved the problem and the positive results.

Key Takeaways

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Sample Behavioral Job Interview Questions and Tips for Answering

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In a behavioral job interview, the company asks questions about your past work experiences in order to find out if you have the skills needed for the job. Behavioral-based interview questions focus on how you handled various work situations in the past.

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20 College Student Behavioral Interview Questions | Quintessential LiveCareer

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Here's a list of 20 of the most common behavioral interview questions employers ask college students and recent college grads at job interviews.

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This is a brief summary of the TOEIC test with some hints and tips for preparing for and passing the test.

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This is a brief summary of the TOEIC test with some hints and tips for preparing for and passing the test.

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TOEIC presentation of test  with tips student copy

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Use this job description to apply for the job with ARCADIS. You will still need to do your research!

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There are 2 activities for you to do. The first one is to complete TOEIC test 2.
1. Complete the Reading section of TOEIC test 2 on Hippocampus. You completed the listening section in the last asynchronous class. Please enter your score for the 2 parts of the test on the google form here: (this will act as a register for the class too). If you have already taken the TOEIC test, please mark on the spreadsheet your last score from your test. You can then use the class time to work on your Cover Letter.
GROUP B1:
https://docs.google.com/spreadsheets/d/1BSSnpaA_N637MSEKMa8OD2JLFkEPWatZtQo77-aCDeQ/edit?usp=sharing

GROUP CD2:
https://docs.google.com/spreadsheets/d/1IgdlyVGXqT376e6Si9wretsR4MlbNAa-cixo3LTxSGc/edit?usp=sharing

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 1. Reading Section TOEFL Quick Prep 2 Test 

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 1. Reading Section TOEFL Quick Prep 2 Test 

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There are 2 activities for you to do: TOEFL practice and begin your Cover Letter.
If you have already taken the TOEIC test, please mark on the spreadsheet your last score from your test. Then use the TOEFL practice material in the post below and complete the 2 reading Practices. You can note your score on the spreadsheet.
GROUP B1:
https://docs.google.com/spreadsheets/d/1BSSnpaA_N637MSEKMa8OD2JLFkEPWatZtQo77-aCDeQ/edit?usp=sharing

GROUP CD2:
https://docs.google.com/spreadsheets/d/1IgdlyVGXqT376e6Si9wretsR4MlbNAa-cixo3LTxSGc/edit?usp=sharing

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QUICK PREP TWO - NO AUDIO AVAILABLE ONLY AUDIO TEXTS - FOR EXTRA PRACTICE

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QUICK PREP TWO - NO AUDIO AVAILABLE ONLY AUDIO TEXTS - FOR EXTRA PRACTICE

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2. Your 2nd task is to begin working on your Cover Letter. You should have made some progress on this by the next class. If you would like to, use the job description below as an application for an internship. There are lots of key elements included in this job description which will be useful for a nice cover letter template for the future

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2. Your 2nd task is to begin working on your Cover Letter. You should have made some progress on this by the next class. If you would like to, use the job description below as an application for an internship. There are lots of key elements included in this job description which will be useful for a nice cover letter template for the future

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Use this chart to get an approximate TOEIC Score

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Use this chart to get an approximate TOEIC Score

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You have already been contacted by me regarding the next 2 lessons. Here are the details attached below

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You have already been contacted by me regarding the next 2 lessons. Here are the details attached below

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I have left the interview material I had already prepared for you on the padlet. Please look through it and if you can find the time to do a bit of practice with the questions, that would be great but I quite understand that this is a busy time of year for you.

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This video nicely summarises some of the key points you need to think about when writing your CV.

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Want to know how to write a good CV? Watch the video for Guardian Jobs CV advice, or read the transcript below. If you're still in need of help, take a look at some CV examples to get you started.

Tips on how to write a good CV:

Length. Ensure your CV is no more than two pages long.

Layout. Put your name at the top and make it larger, centralised and bold. Next should come your email address and contact number.

Personal statement. Write a brief personal statement directly under your contact details. Make sure it's no more than five sentences long and should cover who you are, what you can bring to the table and your career aims.

Employment history. List your most recent role first and, in terms of layout, list your job title and company of employment in bold, with dates of employment in brackets. Include any key points that may resonate with the prospective employer.

Education. Include qualification, subject, grade, institution and date. Embellishing your grades is fraud and you may get caught out.
CV advice - video transcript
Did you know, on average, recruiters spend just 75 seconds reading your CV? This means you have just over a minute to sell yourself and your strengths to the reader.

This is easier said than done. Three quarters of CVs are rejected due to bad grammar, spelling or poor visual layout.

So what makes a successful job application? Here's our Guardian Jobs guide on writing a CV.

Tip one: length. Ensure your CV is no more than two pages long. Choose a clear, legible font and stick to a couple of font sizes throughout. The body of your CV should be no smaller than size 11 font.

Tip two: layout. Instead of putting "Curriculum Vitae" at the top, put your name and make it larger, centralised and bold. Next should come your address, followed by your email address and contact number. Try to use a sensible email address. Remember, age discrimination laws mean you don't need to disclose how old you are on your CV.

Tip three: you'll need to write a brief personal statement, and this should appear directly under your contact details. Rather than reeling off your hobbies or interests, use this section to tell the employer why you're a good fit for their organisation. Recruiters tell us this section should be no more than five sentences long and should cover who you are, what you can bring to the table and your career aims. Ensure you tailor your CV to each individual job you apply for. Identify skills in the job spec and include examples of these. Make each version of your CV a clear reflection of you as the perfect candidate for the job.

Tip four: your employment history. Remember to list your most recent role first and, in terms of layout, list your job title and company of employment in bold. Put your dates of employment in brackets. Think about the role you're applying for and include any key points that may resonate with the prospective employer. Don't just copy your job description without thinking about it. Be specific, be precise and it's nice to finish on some factual information about how you positively impacted the business.

Tip five: education. With around a third of jobseekers embellishing qualifications to land a role, is it OK to get creative with your CV? In our opinion, no. It's actually fraud and you could get caught out. However, there is absolutely nothing wrong with focusing on the positives of course, the course content, for example. Remember to include qualification, subject, grade, institution and date. Only add in further information if it will help the recruiter understand the context of a course in relation to the role you're applying for.

Aside from qualifications, help yourself stand out from the crowd by listing any additional skills or other information that will strengthen your application. This could include training, language skills, relevant awards or membership of professional bodies.

Finally, read through your CV before you press send and ask someone else to double check it, in case any spelling or grammatical errors have slipped through the net.

So, what next?

Unless you have the memory of a supercomputer, download our Guardian Jobs CV template now.

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How to write a CV. Read this guide on how to write a CV that will stand out and help you land that dream job. Plus view a range of career tips from the team at Guardian Jobs.