C is for...Confidence

“Experience tells you what to do; confidence allows you to do it”

Truly confident people can brighten a room just by walking into it. But confidence that isn’t based on something real can easily slip into empty posturing – which is toxic for interviewers.

It’s only natural to feel nervous when attending interviews but on the other hand people will lose confidence in you if you are over confident. Take a look at the following 5 techniques that will keep you focused and ensure you come across with the natural, easy confidence of a strong candidate whether you are looking to move internally with your existing employer or external with a new company:

1. Confidence = Preparation – You can’t prepare too much for an interview, do your homework and find out everything you can about the company / department and the people you will be meeting. Practice your interview answers by writing them down or even record yourself until you feel confident with the answer you hear.

2. Eye Contact and Smile – First impressions count so smile genuinely and maintain eye contact when saying “hello” to everyone you meet including the receptionist on arrival, the security guard on the door and your interviewer and his/her PA. Build an instant rapport, show people that you’re truly confident

3. Strong Handshake – Extending your hand should be part of an introduction, not a replacement for using your voice. When shaking hands avoid a limp handshake but on the reverse do not grip too hard. Practice with a friend until you feel confident with your handshake

4. Be Yourself – Don’t try and portray yourself as someone who you think your interviewer might want you to be. Whilst you still have to remain professional during an interview if you can’t be yourself then the company / department isn’t for you. Imagine starting a new job and having to be someone else all day, how will this affect your confidence?

5. Exit the Interview with Confidence – Accept that your not going to get every job you interview for however do not ask if you can contact the interviewer for feedback in the event that you’re unsuccessful. Leave the interview feeling positive and confident that you will be offered the job

Nikki Hutchison, founder of Chilli Pepper Global http://www.chillipepperglobal.com/advising you on every aspect of the job seeking process guiding you step by step whether you are looking to move internally or externally.

Who Supports the Internal Candidate?

Not every employee is looking to leave their company when feeling the need for a new challenge and for those who would like to look at internal opportunities who is there to support these individuals through the selection process?

It is rare for any recruiter to assist an individual who is looking to move internally, it is their job to entice them out of their current organisation and place them into a role where they can charge a placement fee. Therefore existing employees are not going to approach an agency to tempt them to leave but having support whilst interviewing would be a huge benefit to their career

So it would seem that there is little or perhaps no support to individuals that would like to move internally to achieve the promotion or change of role they deserve.

Within this current market more employers are identifying candidates internally as opposed to reaching out to the external market, firstly it’s cheaper and secondly they have the talent sitting within the company, individuals who understand the systems, the environment and what is expected from them.

There is no doubt that competition in the City is fierce and this is no different for those that are looking to move internally. It always amazes me how many internal candidates do not prepare for an interview and therefore do not treat it in the same way as attending an external interview.

Before looking to move internally it’s important that you assess whether the move is realistic - for example if you have only been in your current role for 6 months then it’s unlikely that your manager will approve the move. It’s also important that you inform your manager of your intentions, they could actually help you and have some influence with the person who’s interviewing

Internal candidates can sometimes forget that they need prepare in the same way as they would for an external interview. It’s important that you update your CV with the most current information and don’t assume that because you work for the firm that the interviewer will know all about you. One of the most common mistakes made by an internal candidate is to hold back on information about their skills and experience.

Whilst it can feel awkward to sell yourself to someone that you already know or have worked alongside it’s important that you promote yourself in the same way that other candidates will be doing. Provide the same amount of detail as you would for any external role.

Also, don’t assume that the interviewer understands your role fully on the basis that they work for the company, ensure that you provide all the detail and leave nothing out, by providing limited information you may cost yourself the opportunity

Another point to remember is dress to impress regardless of dress policies within the organisation. Make an effort and show that you’re interested.

Is the role really what you want? Utilise your contacts by networking internally, speak to your peers within that team and find out more about the person who will be interviewing you, what do they expect from their staff, what are their values within the department.

Ask questions that show you are interested and send a thank you email regardless to how well you know the person.

And lastly be enthusiastic and don’t be afraid to ask for the job if that’s what you want!

Nikki Hutchison, founder of Chilli Pepper Global http://www.chillipepperglobal.com/, advising you on every aspect of the job seeking process guiding you step by step whether you are looking to move internally or externally.