CAREER DEVELOPMENT CENTRE
Student Enrichment
HEAD START
2013
WORKBOOK:
GRADUATE EMPLOYMENT
HEAD START 2013
ENQUIRIES
Career Development Centre
La Trobe University
Victoria 3086
T 03 9479 2459
F 03 9479 1989
E careers@latrobe.edu.au
latrobe.edu.au/students/careers
Disclaimer
The information contained in this publication is indicative only. While every effort is made to provide full and accurate information at the time of publication, the University
does not give any warranties in relation to the accuracy and completeness of the contents. The University reserves the right to make changes without notice at any time in
its absolute discretion, including but not limited to varying admission and assessment requirements, and discontinuing or varying courses. To the extent permitted by law,
the University does not accept responsibility of liability for any injury, loss, claim or damage arising out of or in any way connected with the use of the information
contained in this publication or any error, omission or defect in the information contained in this publication.
La Trobe University is a registered provider under the Commonwealth Register of Institutions and Courses for Overseas Students (CRICOS). CRICOS Provider 00115M
GRADUATE EMPLOYMENT HEAD START
Table of contents
INTRODUCTION TO GRADUATE EMPLOYMENT PROGRAMS
2
Eligibility for graduate programs
2
Stages of Graduate Recruitment
2
Quality applications take time to complete!
3
Typical selection process
3
RESEARCHING GRADUATE PROGRAMS
4
How do I know who’s offering a graduate program?
4
Company research
4
Graduate websites & guides
5
On-Campus Events
5
Careers expos
5
People in the industry
5
Forums
5
What do employers look for in graduates?
6
RESUMES
8
What to include
8
Layout and Presentation Tips
11
Example
11
COVER LETTERS
15
Sample Cover Letter
16
ONLINE APPLICATIONS
17
Tips for online application success
17
Responding to application questions
18
Responding to behavioural questions
19
PSYCHOMETRIC TESTING
21
Types of tests
21
Resources
22
ASSESSMENT CENTRES
23
What happens in an assessment centre?
23
Tips for assessment centres
24
employers talking about their assessment centres
24
Resources
25
INTERVIEWS
26
Types of interview
26
Preparing for the interview
27
The interview
28
EXAMPLE INTERVIEW QUESTIONS
29
NETWORKING WITH EMPLOYERS
34
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Introduction to Graduate Programs
Graduate employment programs are offered by medium to large organisations (public and private) for which
final year students are recruited to commence work after they complete their degrees. Recruitment for
these sought-after positions occurs during semester 1 of the final year of your degree. Graduate recruitment
programs usually include induction, training and work rotations in order to provide graduate employees with
a thorough overview of the organisation. There is an expectation that after completion of the program,
graduates will continue their employment with the organisation in higher level positions.
Features of most graduate programs:
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Structured professional development programs designed specifically for new or recent graduates.
Generally range in length from 1 – 3 years.
May include rotational or fixed roles.
Typically commence after completing final year of study.
Aim to develop professional skills and abilities of new graduates to suit the particular needs of that
organisation.
ELIGIBILITY FOR GRADUATE PROGRAMS
Applications for graduate programs are open to final year undergraduate students and recent graduates.
Whilst some organisations are looking for specific disciplines, many others recruit from a range of disciplines.
Read the eligibility requirements to ascertain whether you are eligible to apply, even for companies in
industries you haven’t considered. For example, telecommunications companies such as Telstra recruit
graduates from a wide range of business disciplines, including human resources and marketing.
Many organisations require applicants to be Australian citizens and/or have permanent residency. Check the
requirements of the employers you plan on applying to, and only apply if you meet the eligibility criteria.
International students can find further information on applying for graduate programs by downloading the
GO International 2013 directory from www.graduateopportunities.com/free-downloads/ebooks/
STAGES OF GRADUATE RECRUITMENT
Typical application timeline
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2
February – March
Applications open
March – early-April
Applications close
Many organisations start their graduate
March 
recruitment campaign in February the year
Selection process
prior to graduates starting employment.
May 
Applications can close as early as the end of
Job offer
March.
Early 2014
Positions usually commence at the beginning
Positions commence
of the following year.
Some organisations accept applications throughout the year; others may have second round
applications. Check GO and Unigrad (www.unigrad.com.au) for a list of application deadlines.
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QUALITY APPLICATIONS TAKE TIME TO COMPLETE!
Applying for graduate programs can be a lengthy process and requires more work than applying for part-time
jobs you may have had during your studies. It’s easy to tell when an application has been rushed. The
application period coincides with the start of semester, so you do need to think about how you will manage
your applications around your study, work and personal commitments.
TIPS
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Prepare your resume early, so you’ll only need to make minor changes when preparing your
applications.
Consider creating your own graduate recruitment schedule with deadlines and times allocated for
researching and writing each application.
Submit your application ASAP as some organisations close off applications when they have received a
predetermined number.
TYPICAL SELECTION PROCESS
Most graduate selection processes are structured similarly to the diagram below. The exact order may
change depending upon the organisation, however the majority of graduate programs will include most of
these steps as part of the selection process. The selection process may also include case studies and written
exercises.
What does each assessment stage include?
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Online applications
Cover letter; resume; statement addressing selection
criteria; application form
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Psychometric testing
Aptitude and personality tests
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Interviews & assessment centres
Telephone interview and group interview
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Group assessment activities
Presentations, face-to-face interview and panel
interview
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Final checks
Reference checking (email or phone), probity checking
Online application
Psychometric Testing
Phone screening
Assessment Centre
Face to face interview
Occasionally employers will undertake checks about any
Reference and probity checks
criminal history and bankruptcy details as part of probity
checking. These checks are most commonly used for legal,
banking and financial services roles as well as by some government departments to ensure that you have the
right qualifications and to identify any possible issues that may prevent you from performing that role.
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ACTIVITY: Research application timelines now at key websites:
www.gradconnection.com.au/graduate-jobs/
www.unigrad.com.au
www.graduateopportunities.com.au
Researching Graduate Programs
HOW DO I KNOW WHO’S OFFERING A GRADUATE PROGRAM?
Formal graduate programs are usually listed in the three main graduate websites and guides (see below).
However, not all graduate programs are included, so it is a good idea to do further research. Make a list of
companies in your field and check their websites for information on their graduate recruitment. Local
councils and smaller organisations may offer a smaller number of graduate places and not advertise widely.
Thinking laterally will help broaden your options so be sure to do your research!
Company research
You can find a lot of useful information on employers’ own websites - including detailed eligibility criteria and
their own tips on what successful applications should include. Once you have a list of employers to research,
reviewing their own graduate webpage is the best place to start. Reading graduates’ stories or watching ‘day
in a life of a graduate’ videos will help you determine whether the program is for you, and referring to these
sources in your applications will give credibility to your reasons for applying.
The following websites are useful in identifying companies you may wish to work for:
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IbisWorld
Search for companies by industry at www.ibisworld.com.au/companyprofile
Australian Stock Exchange
Download a list of all listed companies at www.asx.com.au/asx/research/listedCompanies.do
Australian Government Graduate Programs
http://australia.gov.au/topics/employment-and-workplace/australian-governmentjobs/graduate-programs
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Victorian Public Service
http://graduates.vic.gov.au/
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Local Government Jobs
www.lgjobs.com.au
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Graduate websites & guides
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Graduate Opportunities – website and guides www.graduateopportunities.com
UniGrad – website and guide
www.unigrad.com.au
Grad Connection - website and forum
www.gradconnection.com.au
On-Campus Events
To find out about employer talks and networking events held at La Trobe University, see
www.latrobe.edu.au/students/get-involved/organisations/clubs-societies. These events are a great way to
find out more detail about an organisation and its graduate program. You’ll have an opportunity to ask
questions of the company representatives which will inform your application and demonstrate your
research.
Careers expos
Whilst some employers are shifting to marketing their graduate programs purely online, many still attend
some careers expos. By attending an expo, you’ll get a chance to meet employers, find out about
opportunities for graduates, ask questions, and do some networking. If you don’t have time to attend,
ensure you research each expo’s website to see which companies are attending. Upcoming careers expos
include:
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The Big Meet – 12 March, Palladium, Crown
CPA Australia – 21 March, Crown Entertainment Complex
CA Employment Evening – 13 March, Crown Towers
Engineering Careers Expo - 21 March, Etihad Stadium
Some of the above links have very long URLs, so if you have printed out this workbook, you can find websites
of the above expos by typing the name of the expo into Google or your preferred search engine. Also, be
aware that you may need to register online in order to attend.
People in the industry
Consider any contacts you may have (e.g. previous graduates, friends, parents, community, virtual) who can
give you an insight into the industry you are applying to enter. Find out the identity of the key people in the
organisation and major players in the industry, how the industry is generally performing, and what the
current issues are. Including this information in answers to application and interview questions (such as
‘what do you know about us’) will impress employers as it demonstrates your genuine interest in their
organisation.
Forums
Whirlpool and other online forums are a useful source of information sharing between students. As these
forums are unofficial, be careful to check information against the official sources of information: graduate
guides and employer websites.
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WHAT DO EMPLOYERS LOOK FOR IN GRADUATES?
You will have strong academic track record. We are seeking individuals who have proven work experience in
customer service related positions or corporate environments. Other broader leadership experiences such as
coaching, community involvement or participation in any other extra co-curricular activities will be highly
regarded.
Allianz Recruitment Team, 2012 (gradconnection forum response)
Academic ability
Most graduate recruiters ask for a minimum academic average across your university studies. Make sure you
are aware of specific requirements for each employer before applying. Consistency of results is important –
this indicates to an employer that you put in an effort regardless of the subject. Highlight any academic
achievements on your application documents.
Skills
Employers seek graduates with a range of non-technical skills often referred to as employability or graduate
skills. Graduate Careers Australia (GCA) regularly survey Australian graduate employers to find out the skills
they most value in graduate applicants. Their 2011 Graduate Outlook Survey - of over 350 graduate
employers - identified the most important selection criteria they use when recruiting graduates.
Interestingly, academic results were not regarded as the most important; employers certainly regarded good
academic results as significant, but not as significant as candidates being able to demonstrate their skills in
these key areas:
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Interpersonal & communication skills (written and oral)
Passion, drive and commitment
Knowledge of industry
Critical reasoning, analytical/problem solving abilities
For more information, here’s the link to the GCA survey of graduate employers:
http://www.graduatecareers.com.au/research/surveys/graduateoutlooksurvey/
From this list, you can see that only one area – knowledge of industry – could be described as industry or
discipline-specific; the other skills are very general, and could be demonstrated through activities from a
wide range of disciplines and fields.
So there are two different types of skills graduates need to develop to work in the global environment: their
discipline-specific technical skills, and a broader range of skills identified as ‘generic skills’, or ‘employability
skills’. The eight identified general skills are:
1. Communication
Skills that contribute to productive and harmonious relations between employees and customers
2. Teamwork
Contribute to productive working relationships and outcomes
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3. Problem solving
Skills that contribute to productive outcomes
4. Self-management
Skills that contribute to employee satisfaction and growth
5. Planning and organising
Contribute to long-term and short-term strategic planning
6. Technology
Contribute to effective execution of tasks
7. Life-long learning
Contribute to ongoing improvement and expansion in employee and company operations and
outcomes
8. Initiative and enterprise
Skills that contribute to innovative outcomes
(Graduate Employability Skills, DEST, 2007 p.10).
Motivation
Employers want to know not just that you can do the job, but that you will do the job! Ask yourself these
questions before you begin your application:
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what are your reasons for applying for their graduate program?
what attracted you to your area of study?
how can you demonstrate a genuine interest in the industry / field?
Recruiters will expect that you can articulate your reasons for applying and explain how it connects to your
longer term career goals. Evidence of your motivation may include participating in relevant student
associations; having the initiative to attend industry events; undertaking relevant work experience;
completing extra training courses; or simply having thoroughly researched the work of graduates in that
organisation and linking this to your own career interests.
Now it’s time to apply!
You’ve done your research, identified the potential employers in your field and what they’re looking for. The
next step involves drafting your application documents which will probably include an updated resume and
cover letter as well as written responses to application form questions or key selection criteria.
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Resumes
A resume is a marketing document for you to showcase your unique skills and attributes to potential
employers. It details your qualifications, work experiences and accomplishments. It is not your biography, so
you need to be selective about the information that the employer wants to see. Graduate recruiters will
spend between 30 seconds and 2 minutes scanning your resume before deciding whether or not to shortlist
you.
Your resume needs to be clear, concise, and relevant. The front page of your document should include the
information that is most relevant for the job that you’re applying for. For graduate entry jobs, your education
will be the most important followed by any relevant experience.
Tailor your resume for each graduate application so that you can clearly demonstrate to potential employers
how you meet the requirements for that particular program.
Before creating a resume consider:
 Your unique combination of skills and experience and how these relate to what the employer is
looking for
 How to market this persuasively whilst being clear and concise
Resume development is a process of collating evidence of relevant skills and experience and
marketing this persuasively to a potential employer
WHAT TO INCLUDE
Below is a list of content most commonly included in resumes for students and recent graduates. The order
of sections is flexible – you should present the information most relevant to the job you are applying for in
the first page, with less relevant information towards the end of the document.
All information in each section should be presented in reverse chronological order (that is, list the current or
most recent activity first).
Career objective
Your career objective should be concise and tailored to the job you are applying for. If you have been
employed in your field for more than 3 years, a ‘Career Summary’ would be more effective.
For example:
As a graduate with a major in politics and history I am seeking a position where my analytical and
communication skills can be used in developing and implementing public policy.
Qualifications / Education
In this section include:
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Course title (bold)
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Institution (La Trobe University, not Latrobe!)
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Dates studied (include your expected completion date if you are currently studying)
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Majors (if applicable or relevant)
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Highlight major projects, research papers, theses, etc.
Sometimes it may be helpful to include a selection of subjects you have studied. You would normally do this
if they’re particularly relevant to the job you’re applying for. Only include your results in your resume if they
are above average. It is optional to include your secondary education.
If you have completed other qualifications, such as a TAFE certificate or a short course (eg first aid
certificate), consider the best place to position this on your resume. If it is directly relevant to the job, include
it in this section below your degree; if not, it could go in a later section called ‘Training’.
Employment
In this section, include details from previous employment, including:
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Job title
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Company name (including a short company description if it is not well known)
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Dates you worked there (months and years)
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Position responsibilities
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Statements highlighting your achievements
TIP: Use sub headings to highlight the most relevant information (e.g. ‘Industry Related Employment’ for
relevant employment, and ‘Other Employment’ for less relevant employment).
If you have had a number of jobs with similar responsibilities, you may group them under one sub-heading.
For example, if you have had multiple jobs as a waiter, list your job title as ‘Waiter’ and below that list the
dates and places where you worked as a waiter in order of most recent to oldest. Underneath, list the
responsibilities of those waiting jobs as though it was one position).
All employment (full-time, casual, part-time and voluntary) is important when you are starting out in your
career as it illustrates that you are employable and that you have developed skills that may be transferable
from one job to another.
Achievements
Give your resume an achievement focus. Describe your experiences (employment / volunteer /
extracurricular) with an emphasis on any achievements. Achievements could include awards or promotions
as well as receiving positive feedback, completing a large project on time or positively influencing others.
Examples of achievements to mention:
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•
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•
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Increasing sales figures
Running a project to change something in
your company
Being part of a team that …
Winning an award or prize
Good results in exams or assessments
Gaining additional qualifications /
certifications
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•
•
•
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•
Customer service / quality awards
Raising money for charity
Being elected to a committee
Representation of a student body
Completing an overseas exchange
Completing La Trobe Award
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Remember to quantify and qualify achievements e.g. how well did you do a task, how big was the project?
Create an achievements subsection under your main headings ( eg employment, extracurricular activities) or
simply include these statements under your description of responsibilities.
Activity: Brainstorm relevant achievements. Ask yourself the following questions...
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What projects are you proud of that support your job objective?
What are some quantifiable results that point out your ability?
When have you demonstrated S.T.A.R. (Situation, Task, Action, Result)?
When did you positively affect the organisation, the bottom line, your boss, your coworkers, or your clients?
What awards, commendations, publications, etc., have you achieved that relate to your
job objective?
How is success measured in your field?
Are you good at using the skills required for this job? When have you demonstrated that
to be true?
What activities, paid and unpaid, have you done that used skills you’ll be using at your
new job?
Skills
Research by Bright and Earl (2007) found that including details of your skills or competencies in your resume
increases your chance of being offered an interview by 30%. You may decide to include a separate skills
section, with sub-headings for the skills that you want to highlight (e.g. Communication Skills, Teamwork
Skills, Leadership Skills). For each of these headings, use dot points followed by action verbs and statements
that demonstrate that skill. Try to ensure that the skills listed match those required by the graduate
employer.
For example:
Organisational Skills
o Planned and coordinated training sessions for the Eltham junior basketball team for 3 years
o Organised staff rosters for up to 8 staff at the Toys ‘R’ Us
Professional Memberships
Include membership of industry/professional bodies, as it indicates that you have a genuine commitment to
your profession. If you haven’t joined a professional association as a student, consider doing so; it is very
helpful in building your networks and opening up job opportunities for when you graduate.
Extracurricular Activities
If you have been involved in sports clubs, student clubs or societies, include details here. Your focus should
be on highlighting how these activities have contributed to your development of skills that are valued by
employers. Include the length of time you have actively participated in the activity, as this helps to
demonstrate your commitment and determination to achieve a goal.
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Volunteering
Volunteering experience is valued by employers. You should format this section in the same way you format
your employment history. Sometimes you may wish to include your voluntary experience in your ‘industry
related employment history’ if it is directly relevant to your field of interest.
Referees
It is no longer considered compulsory to include a list of referees on your resume. Generally employers will
only conduct reference checks on candidate whom they have interviewed. However, if the employer
specifically requests details of references as part of the application, then you need to include these. If you do
wish to include the names and contact details at the end of your resume, it is usual to list two or three
people. Include their name, job title, organisation, contact details and their relationship to you if it is not
clear. Always choose referees who have supervised your employment or volunteering duties. Academics
can be used, but only ask those who know you well.
Make sure you keep in contact with your referees so that they know to expect a phone call.
Layout and Presentation Tips
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Australian employers generally expect resumes to be 2-3 pages in length for a new graduate.

Your headings should look the same and stand out from the rest of the text in the document. The use
of bold, underlining or italics can help the reader to focus on highlights in your resume – but don’t
use all three at once!

Use a standard font that it likely to be included in most versions of Microsoft Word. If you use
something a little unusual it could end up being substituted by another font and mess up your
formatting.
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Use the correct tense. If you are describing a past job, use the past tense; if you are describing your
current job, use the present tense.
Example
The next three pages contain an example resume.
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Cover Letters
Your cover letter should be one A4 page in length unless instructed differently by an employer. The key is to
ensure your writing is concise and to the point. Longer cover letters are often not well received by some
employers. Your letter should be written using a standard business letter format and style and you must use
formal English. If possible, personally address the letter to the person responsible for hiring – if you can’t find
out this information from their website, try contacting the organisation or searching the internet to find out.
Otherwise, consider addressing it to the Graduate Recruitment Coordinator and add the company details
below.
The cover letter is your chance to introduce yourself and explain why you are the best candidate for this
position. You should write a new letter tailored specifically for each position– template cover letters are
obvious to employers and are unlikely to get you an interview.
By following the tips below, you will be able to write an effective cover letter.
Paragraph One
State the job you are applying for (include the job reference number if applicable), and how you found out
about the job.
Paragraph Two
Explain why you are interested in applying for this job with this organisation.
This is your chance to demonstrate your understanding of the organisation and to show your enthusiasm for
the job or company. These comments need to be backed up with evidence of how you know this
information. This where your previous research is important! Mention if you spoke to a member of the
graduate recruitment team or to past graduates, and where - e.g. at an expo. How did this help you decide to
apply? Other reasons may relate to case studies you have read of previous graduates – what excited you
about the work they undertook? Or perhaps you are interested in their opportunities for training and
development? Whatever your reasons, try to make them specific to that organisation – if you could change
the company name and the reasons would still make sense it’s too generic!
Paragraph Three
Explain how you meet the requirements of the job (these should be listed in the graduate application
information). Make sure you provide evidence of how you developed your skills and experiences, it is not
sufficient to just state that you have that skill. As much as possible, try to match your unique set of skills and
experience to the selection criteria.
Paragraph Four
Write that you look forward to the opportunity to attend an interview for the position. Include the best way
to contact you (e.g., mobile number) and if there are circumstances that may impact on your availability for
an interview (such as exams, pre-arranged travel plans), you should mention these here.
Further readings
See the excellent articles on writing cover letters on the MyCareer website
http://content.mycareer.com.au/advice-research.aspx
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SAMPLE COVER LETTER
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Online Applications
Approximately 80% of employers now have an online application process (Source: Graduate Opportunities).
These are designed for you to provide evidence that you have the skills and attributes matching the selection
criteria.
The application form is your opportunity to:
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Market yourself
Persuade an employer to interview you
Create a good first impression
Demonstrate job-relevant skills
Emphasise how you meet the employer’s requirements for the job
Source: Talent2 presentation 2012
TIPS FOR ONLINE APPLICATION SUCCESS

Complete a practice online application form at selectsimulator.com
Doing a practise version means you’ll know what to expect

Read about the graduate program
Organisations that use online applications will include a lot of the information about the graduate
program, and who they are looking for, on their website – ensure you read through this prior to
applying.
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Allow plenty of time to complete the application form
It may take 1-2 hours to complete each form

Read and follow instructions carefully
Does the application have to be completed in one sitting or can it be done over time? Most will allow
you to work on the application over time and save it as you go before you have to submit it, but you
do need to check this. If you have to complete the application in one go, make sure that you have
drafted answers in advance AND that you have allowed sufficient time to answer all questions
comprehensively. Read through the form before you start answering the questions. Give some
thought as to how you can best answer questions that ask you to provide examples of your skills.
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Ensure you provide a response to all questions
If a section does not apply to you, write “N/A” or “Not Applicable”. Do not leave questions blank.

Treat it like a formal document
Just because the application is online does not mean it can be written like an email to a friend.
Ensure that your grammar and spelling are correct, and that you have used the correct punctuation
where appropriate. Don’t use SMS shorthand!

Mention the name of any contacts you have within the organisation and where you met them
Outline how the insight gained from speaking to them informed your reasons for applying.
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Proof-read to check your spelling, grammar and punctuation
Many applications are rejected simply because of incorrect or poor use of English.
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Attach all documents as requested
Failure to do so may delay or jeopardise your application. Particularly watch the format that attached
documents must be in (e.g. Word, pdf or included in the body of the email). If requested to provide a
transcript of results, check if an official transcript is required at this stage. If you aren’t sure whether
or not an official transcript is required, contact the organisation and ask.

Keep a copy of your submitted application
It doesn’t matter if you print it out as a hard copy or if you save it as a Word file, but you will need to
be able to check your answers before the next stage of the process and you may not be able to
access the form after the closing date, so make sure you keep a copy of your completed application
form.

Diarise the application closing date and submit your application well before then
Many graduate employers will close applications as soon as they have enough suitable applicants, so
don’t wait until the closing date to submit your application.
RESPONDING TO APPLICATION QUESTIONS
When applying for a graduate position you may be asked to respond to application questions or to address
specific Key Selection Criteria (KSC), which describes the personal qualities, skills, abilities, knowledge and
qualifications a person needs to perform the role effectively. Employers assess the responses of all applicants
to each criterion in order to shortlist candidates for interview. Application questions can be divided into two
main categories:
Questions about your motivation for applying
For example:

Why did you decide to apply to us?
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Why are you interested in a career in audit?
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What are your career goals?
Responding to questions on motivation:
Demonstrate to a potential employer that you have a realistic understanding of what the position entails and
you are motivated to do it. This is where you can stand out by having a unique reason for applying and
having done your research.
Consider:
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What is your motivation to build a career in this industry?
Why are you enthusiastic about the specific position and organisation?
Does the position link to a longer term career goal? How?
Did you do well in subjects relevant to the position?
Have you had work experience that gave you an insight in to the work?
Will this position allow you to use skills you enjoy developing?
Have you spoken to or read about current employees who enjoy the work?
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Sample Response
Why are you interested in a career in audit? (250 word limit)
A career in audit has attracted me since I completed a first year auditing in practice subject, achieving a distinction.
Working on real case studies involving independent audits of financial information for multinational companies gave me
an insight into the intellectually challenging work of an auditor in a firm. I enjoyed using my analytical skills to assess
how clients in these case studies could be supported to comply with regulations.
In order to further investigate accounting and advisory careers, I attended a PWC student day and had the opportunity
to work-shadow a Tax Auditor for the afternoon. I was able to observe their daily work and I gained an appreciation of
the need for clear communication when liaising with clients. As a result of this experience, I decided to major in audit
as I believe it will allow me to utilise my communication and team work skills gained through employment as a sports
coach, as well my solid understanding of regulatory issues evidenced through my consistently strong results in auditing
subjects.
In my current role as an administration assistant for a law firm, I am required to undertake varied research and
complete client documentation within tight deadlines. I am also responsible for taking accurate notes of client
meetings on behalf of the legal team. I enjoy this work as it allows me to further develop skills such as attention to
detail, commercial awareness and critical thinking which I understand to be vital to the effectiveness of an auditor.
Questions about your skills and abilities
These may be asked in an application form, at interview or listed as key selection criteria. For example:
General open questions
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Tell us about your extra-curricular interests.
What subjects did you enjoy most at uni?
Key selection criteria
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Provide evidence of well-developed communication skills both written and verbal.
Excellent ability to work as part of a multifunctional team
Behavioural questions
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Tell us about a time you demonstrated excellent customer service/team work / initiative.
Please provide an example of when you have used your academic or professional knowledge to solve
a problem.
Describe a time when you have used your initiative to create a win/win situation.
Describe a time when you have had to adapt to a situation that was not favourable. What did you
learn from this and what would you do differently next time?
Please provide an example of when you have worked in a team with such differing views that it
distracted the group from the focus of the activity. What was your role in influencing the team to get
back on track?
RESPONDING TO BEHAVIOURAL QUESTIONS
As well as basic biographical information and questions about academic achievements, work experience and
extracurricular activities, you can expect a number of behavioural questions related to the skills that are
being sought by the employer. These can be tough to answer unless you’ve already identified your particular
talents and strengths and thought about specific examples that you can draw upon to illustrate that you
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meet the employer’s needs. But it really is important that you put time and effort into your answers as they
can determine whether you will be offered an interview. Once you get to the interview you can also expect
to be questionned in more detail about these skills!
If the employer has not specified a word limit, write at least one to two paragraphs explaining how you have
demonstrated a particular skill or quality.
Analyse each question or criterion to identify the skills and attributes being rated, then think of scenarios
from work, study, volunteering, sports and other activities that could be used to illustrate your skill. Use a
different example for each response and structure your response using the STAR model.
What is the STAR model?
The STAR model provides a framework for presenting information in response to application questions and
key selection criteria. For each response, use the following elements to structure your answers:
SITUATION
Describe the situation/environment you were in. Include the context, details and time
TASK
What did you need to accomplish to deal with the situation? What was your role concerning the problem,
issue or assignment?
ACTION
What did you do? Set out the steps you took to resolve the situation, providing details.
RESULT
What was the outcome? What did you accomplish? What did you learn? Promote yourself and your
achievements, and quantify your results if possible.
Sample response to behavioural question
Example Question:
Describe how your personal planning and organisation resulted in the successful achievement of a task.
Example Answer:
I have developed excellent organisational skills through my part-time job as an event assistant at Acme
Events. In this role I am responsible for booking staff to set up marquees at private functions. [Situation]
To perform this job I need to identify all jobs booked for that day; calculate how many staff are needed to set
up each event; and ensure that there is sufficient time to set up each event by the time required. [Task]
Last month I discovered that one of the sales staff had booked an event, but forgot to enter the booking into
the system. I therefore had to arrange the marquee set up at very short notice. In order to avoid being short
staffed on such occasions, I had taken the initiative to develop a database of staff available at short notice.
This allowed me to book staff quickly and as I had already created the schedule for the event staff to follow,
it was too late to make changes and communicate these to all staff. [Action]
The result was that the marquee was set up in time, thus avoiding a major disruption to the customers’
event. My supervisor was very impressed with the preparation I had done which resolved the issue, and gave
me some movie tickets as a small reward. [Result]
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Psychometric Testing
Psychometric tests aim to objectively measure attributes like intelligence, aptitude and personality. They are
often used by employers as part of the selection process for graduate programs to assess whether your
abilities and personality meet the requirements of the position, and to determine if you will be a good ‘fit’ for
the organisation.
The tests comprise a series of multiple choice questions administered online or using paper-and-pencil. You
may be asked to complete them at home or at a central location; they may also constitute one of the
activities at an assessment centre.
Psychometric tests are generally used after the first screening (i.e. after a recruiter has looked at your
application). They are usually one of a variety of assessment methods.
TYPES OF TESTS
Different types of psychometric tests may be used in selection. Each has their own purpose and you may be
asked to complete more than one.
Ability or aptitude tests
These tests measure intellectual abilities as well as your potential to learn and understand new information
in a limited timeframe. They may measure your numeric, verbal, spatial or problem solving abilities.
Aptitude and ability tests have “right” and “wrong” answers. The tests are usually timed so you need to work
quickly and accurately. If you are having trouble with one question, move on to the next and return it later if
you have time.
Personality inventories
Personality inventories may be used to evaluate your personality, motivation, values and/or interests. They
can provide a useful insight into your behavioural style and preferences, and how you perceive yourself.
Personality inventories have no right or wrong answers. They are usually untimed and often have lie
detectors built into them to detect socially desirable responses. It is best to answer honestly and to not
overly deliberate when completing them.
How to prepare for psychometric tests
Find out from the employer relevant information such as:
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The sort of tests they conduct
What the tests measure
How long the tests go for
Whether you can use a calculator for numeric tests
Tips
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Listen to and / or read all instructions carefully
Ask for clarification if you don’t understand the instructions
Read each question carefully before answering
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If you are asked to base your answer on the passage of text that you are given, you must do just that
– do not base it on your own background knowledge or opinion
Try to undertake your test in the morning if possible
If completing multiple tests, take a break between them
Get a good night’s sleep before you take the tests
If you are required to complete psychometric tests, you should be given feedback and an opportunity
to discuss your results. Make sure that you take advantage of this opportunity
Take practice tests to familiarise yourself with the types of questions that may be asked.
Notify the test centre of any special requirements (e.g. disabled access, eyesight or hearing
disabilities).
RESOURCES
Take a few online practice tests to familiarise yourself with psychometric testing:
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SHL Direct
Test Grid
Kenexa
One Test
Psych Press
Practice Psychometric Tests
Kent University Careers Advisory Service
Further information on psychometric tests:
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Guidelines from the British Psychological Society psychological testing centre
E-book containing further information on psychometric tests and sample questions “How to Pass
Graduate Psychometric Tests : Essential Preparation for Numerical and Verbal Ability Tests Plus
Personality Questionnaires”
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Assessment Centres
The term ‘assessment centre’ refers to a process, not a place. They are widely used in recruitment for
graduate programs as they are a strong predictor of job performance.
An assessment centre usually consists of a number of exercises or activities that are designed to find out how
you relate to others or how you would cope with the tasks and demands of the job you’re being considered
for. While you are undertaking these activities, you will be observed by trained assessors (observers) who
will evaluate your performance against predetermined criteria.
The number of candidates invited to attend each assessment centre will vary. There will usually be around 8
to 20 people. One important thing to remember is that you may not actually be competing directly against
the others who are attending the assessment centre at the same time as you. None or all of you may be
selected to go through to the next round.
Assessment centres generally run from half a day to two full days.
WHAT HAPPENS IN AN ASSESSMENT CENTRE?
The activities undertaken will vary depending on the employer and the skills they are trying to assess.
However assessment centres will typically include a selection of the following:
Group task: As a member of a small group you are asked to solve a problem (such as building something with
LEGO®) or discuss a topic of general interest or concern. The group will often be asked to present their
solution or summarise their debate to others.
Case study: You are asked to make a recommendation based on information that is presented to you. This
may include a written exercise or a verbal explanation.
In-tray exercise: You are asked to assume the role of someone who is new to the job. You are then
presented with an in-tray of ‘typical’ issues and asked to deal with the contents. Notes need to be made to
indicate the action you would take. You will need to deal with conflicting demands on your time and make
decisions within a tight timeframe.
Presentation: You are asked to prepare and verbally present a proposal or answer a question. You may have
to prepare your presentation in advance (on a given topic), or you may be asked to interpret and analyse
information that you are given on the day. If you are presenting an argument you will be expected to be able
to argue in favour of your recommendations.
Tests of productive thinking: These tests look at the quantity, diversity and originality of your ideas. You are
presented with open-ended problems and are asked to generate ideas within a set time limit.
Fact-finding exercise: You are asked to make a decision starting from only partial knowledge. Your task is to
decide what additional information you require to make this decision, and possibly to question the assessor
in order to acquire that information.
Structured interview: This is an opportunity for the potential employer to comment on your performance in
the assessment centre activities and to ask you about your reaction to the tasks presented. You may also be
questioned as you would be in a first interview, but in greater depth.
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TIPS FOR ASSESSMENT CENTRES
Before the assessment centre
 Treat it as you would an interview. You will be assessed on your appearance and presentation as
well as your performance.
 Ask what sorts of activities will be used so that you can do some preparation.
 Identify your strengths and weaknesses. Think of examples that you can use to demonstrate your
skills.
 Ensure you have researched the position for which you are applying and know the selection criteria.
 Try to get a good night’s sleep beforehand as the tests are designed to be challenging. Expect to be
tired afterwards.
At the assessment centre
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First impressions count. Try to relax and make small talk with the assessors as well as the other
participants
Get involved! You can only be assessed on what you contribute so make an effort to remain engaged
in the activities and communicate confidently.
Stay positive. If you feel you didn’t do so well on one activity don’t let it affect your performance on
subsequent activities. Remember you are being assessed separately on a range of skill areas.
Be a professional. Remember that your still being assessed during ‘non assessed’ activities e.g. at a
lunch with previous graduates. Recruiters will be assessing your demeanour throughout the whole
day. They may ask other staff for feedback on how you presented at a lunch or even at reception on
your way in.
EMPLOYERS TALKING ABOUT THEIR ASSESSMENT CENTRES
KPMG Recruitment process:
Our recruitment process involves the initial application online followed by online testing and then an
assessment centre (AC). Our AC involves a number of interviews, a written exercise and verification of the
initial testing you did. We ideally like to get the process completed as soon as possible after we receive the
application, usually a couple of weeks.
Source: UNIgrad employer forum KPMG
Telstra Assessment centre outline:
The [Telstra] assessment centres involve group activities, individual activities/interviews and opportunities to
meet with Telstra managers. If you want to do really well in an assessment centre, remember to research
Telstra, relax, smile, communicate clearly and concisely and give others in the group activities a chance to
speak also!
Source: www.optioncity.com.au/your-q-answered.html
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RESOURCES
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Interviews & Beyond – Graduate Careers Australia
Wikijob Assessment Centre wiki - Comprehensive guide to assessment centre activities for many
large companies
Prospects guide to assessment centres
Activities:
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Deloitte E-tray practice exercise
McKinsey practice case studies
McKinsey practice problem solving exercises
Watch:
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How to ace an assessment centre – Career player
Assessment centre roles plays – employer tips
Assessment centre group activity – employer tips
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Interviews
Employers use job interviews to gather further information about applicants’ skills, knowledge, experiences
and values. The interview provides you with an opportunity to demonstrate your awareness of your key
attributes, and your ability to communicate that information effectively.
An interview seeks to find out in more detail:

Can you do the job? Do you have the skills, knowledge and experience appropriate for the role?
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Will you do the job? What’s your motivation for applying? Are you enthusiastic about the position
and the organisation?
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Will you fit in? Do you fit within the organisation’s culture and workplace environment?
TYPES OF INTERVIEW
Phone interview
Many large employers will use a phone screening interview to select candidates for a formal interview to be
held in person. The phone interview may be focused on obtaining more details about your experiences and
skills, or it could involve a number of behavioural-based questions.
If you are given a time for your phone interview, make sure you are able to be in a quiet space, free of
disruptions. Some good tips for phone interviews include standing during the interview, as this will make it
easier to speak clearly (like you would giving a presentation to an audience); have your resume and other
documents with you for easy reference; and have a notepad and pen to record any important information.
Tips for phone interviews
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Treat a phone interview as seriously as a face-to-face interview.
Ensure your phone is fully charged and that you have good reception.
Answer your phone in a professional manner.
Take the call in quiet place, free from interruptions.
Speak clearly and smile.
Have your resume and application handy but don’t be distracted by them.
Ensure that your voicemail message is professional.
One-on-one interviews
This is the most common form of interview where one person such as a manager, a recruitment consultant,
or human resource manager interviews you. The interview might be highly structured, where they have set
questions they will ask, or it may be more informal where the employer tries to get to know you and your
skills.
Panel interviews
These are very common in larger organisations. The panel may consist of between three and five people,
usually the line manager, a HR representative, a team member, or even a person from another department.
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Each panellist will ask an interview question. Employers use panel interviews to help them make the best
decision by getting a range of people to assess the candidates, rather than relying on one person.
Behavioural-based interviews
The idea behind behavioural-based interviews is that past behaviour is a good indicator of future behaviour.
Generally the employer is assessing candidates against a range of competencies, such as team work, problem
solving, communication, customer service, etc. You’ll know when you are being asked a behavioural
question, as it will start with ‘Tell me about a time when …”
Use examples from your past experience that demonstrate each skill. Try to think of a different example for
each skill so that you have a variety of responses prepared for the interview. Most of your examples will
come from University or work, but don't be afraid to draw on volunteer work, participation in sporting teams
or community activities if they provide a good demonstration of your skills. Most importantly, focus on
what you did, not what you could have done, or what others did.
You’ll need to structure your responses to tell a story about a real situation that you were involved in
(preferably a work example, but you may use examples from university or other areas of your life). The STAR
method is the best way to structure your response:
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Describe the Situation or the Task/problem that needed to be performed/solved
Explain the Action you took and what skills you used
Specify the Results
See the previous section on responding to behavioural questions for more information.
Group Interviews
In group interviews, you will be put in a room with other candidates. These interviews test your
communication, leadership, and teamwork skills, amongst others. You are not only judged based on your
response to the questions, but also based on the ways that you interact with your peers. Be confident and
assertive, without dominating. You should listen to other candidates, allow them time to speak, and be
respectful if you don’t agree with what they have said.
PREPARING FOR THE INTERVIEW
In preparing for an interview, start by reviewing the skills and knowledge requirements listed in the position
description and think of relevant examples that you could use to demonstrate how you have developed
those skills.
Practice responding to interview questions. You can do this by yourself, perhaps in front of a mirror, or with a
friend. In the section below we outline some common interview questions, these are a good place to start,
but you can also try to think of other questions, particularly technical questions related to your occupational
area.
Read as much information as you can about the company, including annual reports and news articles. Write
down any questions that you have about what you have read, and ask these at the interview.
Use LinkedIn to view the profiles of the people who will be on the interview panel – this may help you
understand their backgrounds and identify anything you have in common with them
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THE INTERVIEW
The following tips may seem quite basic, but for many people who don’t have much experience with
interviews, the tips are a source of reassurance that they are presenting themselves well.
Arrival
Plan to arrive at the interview location ten minutes before your interview – then find a quiet spot to collect
your thoughts for five minutes before you ‘check in’. This is a good time to turn off your mobile phone.
When you arrive at the office, approach the reception desk and introduce yourself and the reason you are
there. For example “Good morning, my name is … and I am here for the 10.30am interview with …”.
Reception staff are often asked their opinion of how candidates behaved in the waiting area, so make sure
you are always polite and courteous to everyone you encounter when on the premises.
Meeting the interviewers
When you are introduced to the interviewers, smile, greet them by name, look them in the eye and firmly
shake hands. This is not only good manners but it conveys confidence. In Australia, it is expected that you
will shake hands with men and women in a business situation.
Once you have been shown to your chair, make sure you sit upright, perhaps even leaning very slightly
forward to show that you are interested and appear enthusiastic.
During the interview
Smile! Part of the reason the employer wants to meet you is to find out whether you will fit into the work
group. A smile tends to indicate someone who is friendly and warm.
Maintain eye contact. This shows confidence and sincerity. If you are being interviewed by more than one
person, direct most of your answer to the person who asked the question but occasionally include the rest of
the panel by glancing in their direction.
If you don’t understand a question, seek clarification. You can do this by simply asking the interviewer to
repeat the question or paraphrasing it back to them to ensure you have understood it correctly
Ask the questions you have prepared beforehand – and any others that have come to mind during the course
of the interview.
End the interview on a positive note by smiling, thanking the interviewer for their time and shaking their
hand.
After the interview
Take time to reflect on your performance. What did you do well? What questions did you find hard? How
could you improve in the future?
If you were unsuccessful, ask if you can have some feedback. Some organisations will be unwilling to do this
but they will respect your right to ask and the initiative that you have shown in doing so. Those who are
willing to give you feedback will usually do it in a constructive way so that you learn from the experience.
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Example Interview Questions
QUESTIONS ABOUT YOU
Tell me about yourself
This is not an invitation to tell your life story but it does give you a chance to introduce yourself. If asked, it
will be at the beginning of the interview. Sometimes it’s hard to know what to talk about, so try asking the
interviewer if there is something they would like you to focus on. If their response doesn’t help, think about
the key aspects of your application. A snapshot is usually sufficient – they will follow up if they want to know
more.
What are the most important considerations for you in choosing a job?
This is about your values (e.g. money, location, colleagues, challenge, knowledge). Be prepared to explain
why you value these things.
What motivates you?
This is also about values. Give an example if you can.
Is honesty always the best policy?
Explain why it is, or in which situations it is not the best policy. Be careful – it isn’t appropriate if it involves
giving feedback that the other person can do nothing about and/or which is potentially hurtful.
What types of people / situations do you find difficult?
Give an example. Show how you cope with these people or situations so that the outcome is positive.
What types of people do you prefer to work with?
Identify positive qualities; give examples from people you know if you can.
Do you consider yourself a risk taker?
The answer to this question may depend on the job you’re going for! Identify the range of risks and the
situations in which you would be prepared to take them. Reassure the interviewer that you would always
consider the consequences and wouldn’t take risks that would compromise the safety of others.
What hobbies / interests do you have? Why did you choose them?
Show enthusiasm and a balanced lifestyle.
How would your friends describe you?
This is the time to talk about your personal qualities. Don’t be shy!
How would your previous managers describe you?
Talk about your strengths, work ethic, personal qualities, etc. Remember that your claims may be checked
with a previous manager if he/she is one of your referees.
Who do you admire most? Why?
The person you choose doesn’t have to be famous but they do have to have positive qualities.
Do you prefer to work alone or with others?
Demonstrate your ability to work both independently and in a team. If you have a preference for one or the
other, explain why but be aware of the requirements of the position you’re applying for.
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What does teamwork mean to you?
This is about being able to see the value of a team working together to achieve a common goal. An example
of a successful team (either a well-known one or one that you have been in) would be useful to illustrate the
qualities that are important in successful teams.
Who is the customer?
Don’t forget the other people within the organisation – the internal customers.
QUESTIONS ABOUT YOUR CAREER DEVELOPMENT / PLANS
What have been the most important events (or who have been the most important people) in your career
development?
Don’t forget to explain why they were important to you.
What do you hope to be doing in five years’ time?
Show that you have thought about it and have some plan in mind. No one is going to hold you to this, but the
employer does want to know that you have looked ahead and have a direction in mind. You don’t need to
name a specific job, but do think about the skills and knowledge you would like to have acquired by then.
Consider the opportunities for growth in your field or future challenges facing the sector. Do these affect
your plans?
What other jobs have you applied for?
Be honest. It’s unlikely that you will apply for only one job (and it would probably be considered shortsighted if you did). Show a commitment to your profession and some consistency in the types of jobs that
you have applied for, but reinforce your particular interest in the organisation that is interviewing you.
QUESTIONS ABOUT YOUR STRENGTHS AND WEAKNESSES
What are your strengths?
Although many people feel self-conscious talking about their strengths, you must be prepared for this
question. You are not boasting! The employer needs to know the skills, knowledge and personal qualities
that you will bring to the job. However, you do need to provide evidence for your claims. Give an example of
when you have demonstrated a particular skill. Don’t be frightened to let the employer know that you are
enthusiastic and have values that will be positive in the workplace.
Why should we employ you rather than someone else?
This is really asking the same thing as the previous question. Expand on what you have said in your resumé.
Relate your strengths to the requirements of the position.
Under what conditions do you produce your best results?
A chance to focus on your strengths and illustrate that you know what motivates you.
What are your weaknesses?
We do all have weaknesses – the trick is to use as your example a weakness that you are working on. For
example, you might say, “I have tended in the past to get flustered when under pressure and I understand
that in this position I will have to work to tight deadlines. So, what I’ve done over the past year is to practise
prioritising what I have to do and breaking tasks into smaller chunks. I’ve found that’s really helped so I feel
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much more in control now and rarely get as stressed as I used to.” Always end your answers on a positive
note; the word “but” can be very useful! Avoid using clichés like “I’m a perfectionist”.
If you could change anything about yourself, what would it be?
What has been the most useful criticism you have ever received?
These two questions are also about your weaknesses. See the hints above.
What’s your greatest achievement so far?
What’s the thing that you are proudest of?
Use questions such as these as an opportunity to reinforce your strengths or personal qualities and to let the
employer know what is important to you. You can use an achievement from any aspect of your life – school,
uni, work, extracurricular activities.
QUESTIONS ABOUT YOUR ACADEMIC HISTORY
Why did you choose to study……?
This is definitely not the time to tell them that you only chose this course because you didn’t get into your
first preference! Be positive. Your answer will tell the interviewer something about you, your interests and
your motivation. Convince the employer that you have a realistic idea of the industry or profession that you
wish to enter.
What subjects have you enjoyed most/least?
Be honest and enthusiastic. Always end your answer on a positive note, even when talking about your least
favourite subject.
How satisfied are you with your results so far?
Is your academic performance any indication of how you will perform in this job?
These two questions give you a chance to explain any poor results or to highlight any excellent ones..
QUESTIONS ABOUT YOUR PREVIOUS EMPLOYMENT
How is your previous work experience relevant to this position?
How has your past experience prepared you for this job?
Don’t worry if, on the surface, the positions appear unrelated. Draw upon the skills that you have
demonstrated in other positions. Illustrate how they could be used in this position.
What job have you enjoyed most/least? Why?
The interviewer is trying to find out if you are compatible with the organisation. Even if you hated a job,
never criticise a previous employer! Focus on what you liked and play down what you didn’t like. Highlight
what you learned and the skills you acquired.
What type of manager would you most like to work for?
This question allows you to describe the qualities that you respond best to. Let the interviewer know that
you appreciate being given responsibility and receiving constructive feedback. You may also want to
emphasise approachability so that you will feel comfortable seeking help. This indicates a willingness to
learn.
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QUESTIONS ABOUT YOUR PREPARATION AND KNOWLEDGE
Why do you want to work for this organisation?
What do you know about our organisation?
These two questions give you a chance to show that you’ve done your homework and have researched the
organisation thoroughly. Identify the company’s key attributes as you see them. Refer to how this
environment matches your own values!
Why does this job appeal to you?
Show that you understand the requirements of the job. Be enthusiastic. Convince them that you are really
excited by the position, its challenges, the opportunity to use and build on your skills and knowledge, etc.
What do you think it takes to be successful in this field?
Use this opportunity to demonstrate your background knowledge and to explain how the skills you would
bring are relevant to success in the field.
What do you think are the greatest challenges facing our industry/profession?
This is about your knowledge of the field you’re hoping to enter and another chance to show you’ve done
your homework.
BEHAVIOURAL QUESTIONS
For behavioural questions, your responses need to demonstrate how you have developed or used a
competency in the past. It should be relatively easy to identify the competency the employer is interested in,
as it will form part of the question, for example, communication skills; organising ability; problem-solving.
Remember to use the STAR method when responding to behavioural questions!
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As a member of a team, how have you handled someone who wasn’t pulling their weight?
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Tell me about a situation that you have been in that has required excellent communication skills.
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Give me an example of your organising ability.
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Tell me about a recent problem you have faced and how you dealt with it.
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Think of a situation when your plans have been upset by unforeseen circumstances. What did you
do?
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Has there been a time when you were unhappy with your performance? What did you do about it?
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What has been your biggest disappointment and how did you handle it?
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Describe a recent situation when you have been under a lot of pressure. How did you handle it?
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Have you ever had the opportunity to use your leadership ability? What challenges did you face?
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Give me an example of when you have motivated people.
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Have you ever had to make an unpopular decision? How did you handle it?
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What have you done that shows initiative?
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Describe a situation that has required you to do “that little bit extra”.
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How can you demonstrate your flexibility to me?
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Please describe a situation when you have had to deal with a difficult customer.
Career Development Centre
HEAD START
CONCLUDING QUESTIONS
Do you have any questions?
Prepare some questions before the interview. If you don’t have any questions to ask, or they interviewer has
already answered them through information provided during the interview, the following statements are
useful in making a favourable impression when you can’t think of anything to ask.
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I had a few questions about … which you answered in detail during your introduction at the start of
the interview.
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Can you please describe the next steps in the recruitment process, and when I should expect to hear
back from you?
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What are the three tasks/projects/accomplishments you would want me to achieve in my first six
months in this role?
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What are some of the typical career paths that would be open to me if I joined your firm?
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Do you have a formal induction program for new employees? What does this involve?
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I’m aware that some of the main issues facing this industry include…. [outline based on your own
reading and research]. I’d be interested in hearing your views on the key challenges facing this
industry over the next couple of years.
Is there anything else you would like to tell me?
This is your chance to reinforce your suitability for the job. Ask yourself what key points you want them to
remember about you. It is also an opportunity to return to a question that you stumbled over earlier in the
interview. Leave the interviewer with a positive impression.
What are your salary expectations?
It is best to avoid discussing salary until after you have been offered the job. You can sidestep this one by
saying:
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I’m very interested in this position as it [outline some positive aspects to the job], so I’ll be happy to
discuss salary once you and I have agreed that I am the right person for the position
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I realise that you need to ensure that my salary expectations are in-line with what you are able to
offer. So that we are on the same page, could you advise your range for this role?
For more advice on handling salary questions, go to www.pongoresume.com/articles/47/the-salaryquestion.cfm
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HEAD START
Networking with Employers
Networking is about building relationships with people, asking their advice and sharing information with
them. By attending careers fairs, information sessions, industry nights and other recruitment activities in
which employers participate, you will have numerous opportunities to interact with potential employers
whilst exploring your options.
Think ahead
When preparing to meet potential employers, anticipate the topics they could raise and the type of
questions they might ask; consider beforehand what information and impression you want to convey and
practise saying out loud your responses to these questions. For example, they may ask about the subjects
you’re studying and why you chose them, what your career goals are and what you like to do in your spare
time. Consider this to be a trial interview because, if the employer likes you and believes you could be a
strong candidate for a job, they will remember you when the formal process gets under way.
Do your research
Before attending an employer event, check which companies will be attending and do some research on
them (a list of companies attending is usually made available before the event) by visiting their website and
searching for articles in the media. Identify which employers you want to speak to, and a few others that you
will approach if you have enough time.
Prepare some questions to ask as this will leave the employer with a better impression of you. Avoid asking
“so what does your company do?” if you approach them.
Create your ‘Elevator Pitch’
This is a short 30-60 second personal branding/marketing statement about yourself, and the basis for
building a professional networking relationship. You can use it to introduce yourself when attending
networking events, in emails, over the phone, and on any occasion where you want someone to quickly
understand your background and your interests.
It can include details about your:
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qualification/s and experience
work competencies and personal qualities
interest in the position, the organisation and industry
current situation and availability to commence work
Here’s an example of an elevator pitch:
“Hi, my name is ... I have recently graduated from La Trobe University with a science degree majoring in
genetics. I’m really interested in how we can use web 2.0 technology to increase people’s awareness of
inherited disorders. I am interested in the research work your company has undertaken in this area especially
relating to ...”
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Career Development Centre
HEAD START
How to approach someone at a networking event:
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Introduce yourself
Firm handshake, maintain eye contact
Use your ‘elevator pitch’ (see below)
Enjoy the conversation – genuinely listen and show enthusiasm
Use an exit strategy - End the conversation gracefully; leave a good impression
Introduce your new contact to another person
Have a prepared exit phrase e.g.
“It’s been great meeting you, however I promised I’d circulate the room. Do you have a business
card?”
“I’m sure you want to meet other people, so I’ll let you go. Do you have a business card?”
“It’s been great speaking with you. I’ll send you a copy of my proposal tomorrow. Do you have a
business card?”
Follow Up
If you don’t follow up what was the point going to the networking event?
Send an email after the event:
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Thank them for meeting
Attach a document or weblink you discussed
Ask further questions about their industry
Attach your resume if appropriate
Send an invite to join your LinkedIn network
Activities
Draft your elevator pitch
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What do you want to say about yourself?
Try using the Harvard Business School Elevator Pitch Builder:
Watch this short clip on creating an elevator pitch for more tips
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Watch this presentation on Networking with Employers by Deloitte
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Watch this clip on how to network at a careers expo
And just for fun a clip on how not to network
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