Getting the best from your interview

The interview is about presenting yourself as the best candidate for not only the position, but the company. Our handy guide will take you through some simple steps to make sure you do just that.

1 mins read
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7 months ago

​​Interviews give your potential employer the chance to see you – in the flesh, or remotely over a video call – to learn about your likes and dislikes, capabilities, and get an overall feel for whether you will fit in with the organisation.

​However, getting the best from the interview doesn't just mean showing your best self to get the job - it also means using the opportunity to assess the environment you will be working in, those you will be working with and for, and making it clear in your mind whether the job and organisation are right for you.

First interview, second interview, face-to-face interview, telephone interview, video interview: whatever the type of interview they all have one thing in common – you have the opportunity to shine.

"To be a great champion, you must believe you are the best. If you’re not, pretend you are."

Muhammad Ali

​What's inside the guide?

​You may be the most knowledgeable professional for the job, but without performing well at an interview you won’t stand a chance of securing your next role.

The guide takes you through the following:

  • Getting to grips with the organisation you could be working for

  • Dress code

  • Different types of interview

  • Tackling common first interview questions

  • The big day

  • Second interviews

  • Preparing for a presentation task

  • On-the-day tasks

By downloading this guide, you will learn the tips and tricks on the interview process which will help you to make the most of the short time you have to sell yourself.

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How to attract and retain talent in the Czech Republic’s candidate-short market
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​2022 was a challenging year for both professionals and businesses. Employees had to adapt to new ways of working while also being concerned for their health during the pandemic. Job security was also a worry during Covid, with a number of professionals in the country being made redundant. Due to the current cost-of-living crisis, these concerns have become a key focus for many again, and we may see even fewer professionals willing to leave their jobs this year, with the risk of being ‘last in, first out’. This will further exacerbate the current talent shortage felt across the Czech Republic.The turbulent economic effects of the past few years will still be with us in 2023. Of course, we are all hopeful the country will regain some stability and start to see some growth. The key is to ensure your business model is agile and responsive to the changing market and employee needs, and to ensure you are attracting and retaining talent that can help your business flourish. Organisations have been struggling to find the talent they need through traditional sourcing methods this year, as there are fewer professionals actively seeking employment. Here are some top tips to attract and retain talent this year:Streamline your recruitment processDue to limited talent pools, employers should look to minimise the number of stages within their recruitment process. An unnecessarily long process will most likely lead to your potential hire dropping out and accepting an offer elsewhere. Talented professionals have their pick of roles – so if they are right for your business, you need to act fast.Be flexible with requirementsWe have noticed recently that some hiring managers are less concerned with industry experience and technical skills than they once were, and many are being more flexible with their requirements. There are many professionals with transferable skills that can be trained in-house. Similarly, hiring junior professionals and providing them with training and development opportunities is a great way to access more talent. Look for people with good communication skills who collaborate well, have good problem-solving skills, are quick to adapt and, above all, have the ability to learn new things in a constantly changing environment. Offer meaningful benefits Employers need to ensure they are offering employees the benefits they actually want. There is no point spending money on rewards such as company mobile phones if no one wants them, as it does not add value to your offering. Instead, consider benefits that will meaningfully improve your employees’ lives.Many people across the country are still experiencing challenges with their mental health because of the societal, economic and political turbulence of recent years. Employers who can offer progressive mental health and wellbeing policies, flexible working opportunities, and a good company culture will be in a better position to secure the best professionals this year. To help inform our 2023 salary guide, we surveyed 433 professionals in the Czech Republic to find out what benefits they receive and what benefits are the most desirable when/if they are looking for a new job. The top-three most desirable benefits were an annual salary increment, with 60% naming this their top benefit, flexible working hours (54%) and a four-day working week (47%). Those that can offer these will be in the best position to attract and retain talent this year.Offer a competitive salary Offering a competitive salary is vital in today’s economic climate. While many businesses are struggling to manage their own costs, they are also having to increase pay to attract the talent they need to help their business grow. By ensuring your salaries match up with the average, you will have an advantage in the labour market. This will become even more important as the cost of living continues to rise and professionals demand higher pay as a result.To find the average salaries for the most common job roles across multiple sectors, download our 2023 Czech Republic salary guide today.

Reed’s Czech Republic salary guide 2023
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​Sometimes during the recruitment process you may come across two candidates who ticks all the right boxes, but you may only have one position to fill. Trying to choose between candidates who have both impressed at the interview stage, and appear suitable on paper, can be difficult. So what exactly should you be looking for when choosing between two candidates?ExperienceWhile it may appear obvious that a candidate with more experience is more employable, sometimes two applicants will have similar levels. It is worth considering which candidate will provide more in the specific scenario of your company. One candidate may be more suited to the actual demands of the role (remember - desirable doesn't necessarily mean necessary); another may have experience in areas you may look to expand into in the future. Yet, don't write off the value of bringing in someone from an outside industry for a fresh perspective.Also ask yourself if you'd prefer a safe pair of hands – someone that can do the job already, but who may potentially get bored of it quickly; or someone who maybe has a bit less experience, but is ready for the next step up into this role.Who wants it more?Following on from this, how much the candidate wants the job is an important factor. It is important to determine whether they simply need a job or if the position you are potentially offering them is their ideal role.Someone who wants to work in your field, and for you specifically, could bring you a lasting tenure, whereas somebody looking for a stopgap position is more likely to move on when something more suitable presents itself.ChemistryIt is not only a potential candidate's skill set that should be taken into account during selection, but also their softer skills. A new employee with strong interpersonal skills who easily gels with you and your team will be able to start working to the best of their abilities and operating successfully within the team more quickly than others.A candidate should be gauged on their cultural fit to the company and their fit with those they will be working with and for. Moreover, someone who is predisposed to work as an individual may not be as effective in a team that tends to work closely together. Remember – you're probably going to have to get on with them every day, so liking them is also important.ConnectionsIf choosing between two potential candidates is still proving difficult, it can be useful to look at what else they bring to the table. A candidate with a strong client base or background with already established relationships and connections that will bolster your company could help to secure contracts that you otherwise may not have won.​