CVs, applications, interviews and assessment centres

For students and graduates looking for advice on the application and recruitment process

CVs, applications, interviews and assessment centres

For students and graduates looking for advice on the application and recruitment process

Get to know yourself, recognise your skills and explore your options.
Explore myCareer and other jobs boards to find current opportunities.
Do your homework; research the employer and understand the job requirements as this will help you to produce a strong application.

Tailor the content of your CV or application to cover all criteria.
Upload your CV on CareerSet to compare it against a job description of your choice to receive feedback on how tailored your application is.
Book an appointment with an adviser to discuss feedback on tailoring and interview preparation.

CVs

You may need to create a CV when applying for further study, volunteering or employment and every opportunity may require tweaks in formatting and content. If you have never written a CV you can check out our CV Pathway on myCareer and attend our workshops to help you get started.

Chronological CV – most commonly used type of CV, lists your education and experience in a reversed chronological order.

Skills-based CV – often used to highlight essential skills or in the case of limited experience.

Academic CV – used for applications for research roles.

Teaching CV – for those applying for teaching roles or experience

Technical CV – for those applying for IT jobs

Legal CV – for applying for training contracts or legal work experience

Cover letter

Your CV will be usually be accompanied by a cover letter, which outlines the role you are applying for and the reasons why you are applying. If you think of a CV as a factual account of your skills, qualifications and experiences, then a cover letter is more of a dialogue describing your motivations for wanting the role, why you think you are suitable and why you have an interest in that specific employer.

Address your letter

Addressing your cover letter to a specific person is more personal and also shows you have read the opportunity information thoroughly. If the vacancy does not list the name of the recruiting manager you can search for the team board on the company’s website or use LinkedIn.

Introduce yourself and the intention of the letter

There is no need to state your name but introducing yourself as a ‘second year student’ or a ‘graduate’ and following it up with the position you’d like to apply for will tell the reader quickly and efficiently what the letter is for.

Why them?

Explain your motivation and enthusiasm for the role and the company. Demonstrate that you have done your research and you understand what they are about. You may consider to quote some statistics you have found, or a project that they are involved with and then explain how this is of particular interest or relevance to you.

Avoid vague statements such as “I want to work for a big company with a great reputation” and be more specific, such as “The National Trust appeals to me because of your commitment to sustainability, renewable energy and conservation, but particularly your approach to education amongst children and families, something I believe is the only solution to the troubling environmental issues we are currently facing.”

Why you?

It is important that you relate this section to the requirements of the role. Explain what you have to offer, and how you'll contribute to the role. Summarise your key skills, qualities, qualifications and experiences which make you a suitable candidate. You might like to also give some examples to illustrate your key selling points.

Application forms and supporting statements

Many companies are using their own online application forms as an alternative to a traditional CV and Cover Letter approach. Employers usually have a high number of applications to sieve through so make sure you tailor the content to the company and the job requirements.

What to expect

Application forms vary so it is vital that you familiarise yourself with the form before you embark on completing it. Understanding each section will allow you to plan for content and the time you would need to complete it. Usual sections are:

Personal information – personal details and contact information.
Educational background – your academic achievements, including the institutions you've attended, courses taken and qualifications gained.
Work experience – your employment history with main duties and responsibilities in each role, emphasising those most closely related to the job you're applying for.
Competency-based questions – these would be specific questions about examples of times when you've demonstrated the skills required for the role. Avoid generalising or being vague. Use a STAR technique to help you describe a specific situation.
Personal statement – check out the word count and use the personal specification in the job advert to write a well structured and evidenced case that you are the right person for the job.

Demonstrate your passion for the job, company or sector and any past achievements you can relate to the role. Taking a factual approach to describing your skills will earn you higher marks.

For instance, the employer is unable to score full marks for stating that you have “excellent communication skills” so aim to evidence the skill with examples such as “As a Student Ambassador I have developed strong communication skills through delivering presentations and answering questions of prospective students or parents.”

Find practical tips for creating a strong CV and cover letter in our comprehensive CV and Cover Letter Guide. You can also use CareerSet to receive personalised feedback and explore Prospects for further advice.

Interviews

Interviews can be daunting but it is only natural to feel nervous. It is important to go into the interview feeling confident and well prepared.

During an interview, you may be asked different types of questions. These could include:

Competency-based questions
Motivation-based questions
Strengths-based questions
Technical questions or assessments.

Competency-based questions (also known as behavioural, structured or situational):

These will be questions about your skills. They work on the premise that past behaviour is the best indicator of future performance. The skills you'll be questioned on will depend on the job you are applying for and the sector you'll be working in.

Expect questions with openings such as those below and ones which will expect you to focus on your past experiences:

Tell me about a time when you have…
Give me an example of when you…
Describe how you…

When answering these types of questions, you need to apply the STAR technique and prepare a story-like response.

The STAR technique explained:

Situation: set the scene and provide the details and context.

Task: describe your responsibility in the situation that took place. What was the project or issue?

Action: describe the steps you took when working on this task. This is the main part of your answer – be very specific here. What did you do, how did you do it and why?

Result: explain the outcome that your actions achieved. What skills did you use? Link it back to the question. Explain to the interviewer what you learnt from the situation and reflect on what went well and what you may have done differently

Strength-based questions:

These types of questions are to find out what your interests and strengths are with an aim to establish a good 'personality' fit for the role. The strength-based interviews normally contain a lot more questions than competency-based interviews.

For example:

What are your strengths and weaknesses?
How do you stay motivated?
What do you enjoy doing in your spare time?

Further preparation:

Prospects Interview Guides are your one-stop shop for everything you need to know about interview questions and preparation.

Graduates First - Interview Practice Tool is an online tool to practise for interviews, assessments and other recruitment-based tests.

Glassdoor is a platform which will allow you an insight into the company's interview process. You can find out what questions previous candidates were asked and their overall interview experience.

Book an appointment with one of our advisers for help with interview techniques, tips or mock interviews.

Assessment centres and Psychometric tests

Assessment centres (otherwise known as assessment days) are common and often used in recruitment for graduate positions. Ranging between an afternoon and two days the assessment centre is designed to simulate real-life situations. It enables the employer to see how you would perform and interact with others, and how you work under pressure. You'll be assessed throughout the whole day (even during breaks!) usually among a group of 6–8 people.

Psychometric tests are used to help to identify your skills, knowledge and personality. They're often used during the preliminary screening stage, or as part of an assessment centre.

Assessment centres – what to expect?

Whether you are invited to the employer's offices, training facility or completing the assessment centre online you are likely to be faced with a variety of exercises, including:

case studies
group discussions
in-tray exercises
presentations
psychometric tests
role plays
social events
written tests.

Learn more about assessment centres

N Practise assessment centre exercises at Graduates First

If you have any questions or would like to discuss your preparation, book your advice appointment today.

Psychometric tests

Psychometric tests are often used during the preliminary screening stage to help to identify your skills, cognitive ability and/or personality. If you are applying for a graduate job, internship or a placement you'll likely be tested this way. The majority of psychometric testing is completed online and are usually timed.

There are several types of psychometric tests including verbal reasoning, numerical skills or critical thinking. They may seem daunting at first but you can improve your performance and confidence by practising in advance. If you feel you may struggle with the tests, or if you were previously unsuccessful in the process, explore packages that are available online.

Start practising psychometric tests and explore further resources below:

Find out about all psychometric tests and free practice runs on Assessment Day and Practice Aptitude Tests webpage.
Learn how to pass psychometric tests with tips from Prospects and Target Connect guides.
Check for the company’s own tests such as PwC practice page.

Man holding iPad with App LinkedIn on the screen - stock photo

Launch your career using LinkedIn

Your online CV that never sleeps

LinkedIn is a professional online network that will allow you to search for jobs and contact potential employers. You can start building your network and job sector knowledge using LinkedIn’s alumni tool. This will allow you to see the career journeys of graduates from your programme, the qualifications they completed, the skills they developed and employers they worked for. You can then 'connect' with people of interest.

LinkedIn support

We can offer you LinkedIn support in a variety of ways:

To explore how to make the most out of LinkedIn, attend one of our 'Master LinkedIn' workshops.
If you have created a LinkedIn profile and feel confident using the platform you could have additional one-to-one support from our advisers. You can book an Information & Advice appointment through myCareer or visit us in the Student Hub in the library.