Competencies are skills, behaviours or attitudes that are required by the job holder to perform the job successfully.

So for example, a Retail Manager is likely to need to communicate well, be able to build good relationships with both staff and customers, be mindful of the customer and providing a good service and be aware of sales and results in the store. It won't surprise you then that the following competencies are likely to be listed in an advertisement for a Retail Manager: communication and influencing, relationship builder, customer focus and drive for results.

We recommend that you look at our video "What is a competency" Once you know the competencies that the employer is looking for you need to think of examples when you have demonstrated them successfully in the past.

The first thing to do is find out about the type of interview you will be having. There are three different types of interview:

• Technical interview
  This consists of fact based questions to test your knowledge. So for example, if you are applying for a job with an engineering company then you may have a technical interview where you will be asked a series of questions to test your knowledge on engineering principles. This is rather like an oral examination.
• Biographical interview
  This is an interview where the questions are derived from your CV. The questions are usually about your history and past experience or they could be hypothetical questions about your future ambitions.
• Competency based interview
  A competency based interview will include questions based on the skills or competencies required in the job. The interviewer will always ask for past examples where you have demonstrated a particular competency. So it makes sense to think of past examples where you have demonstrated the competencies required.

We recommend that you download our typical interview questions checklist and practise using these with a friend or family member.

• Before the Interview Checklist
• After the Interview Checklist
• Typical interview questions Checklist

Telephone interviews are very likely to be used in the early stage of the assessment process - really as a way of seeing whether you are right for the role. In fact, 26% of employers conduct telephone interviews as the first stage of their recruitment.

Think about how you normally answer the phone at home. When you answer the phone, do so by announcing your name, in an enthusiastic style: 'Hello, John Pickles speaking!'

Because the interviewer can't see you it is particularly important to make a good oral impression so sound interested, energetic and enthusiastic.

Most telephone interviews are scripted so the same questions are asked of everyone. The interviewer will have a set amount of time so don't spend too long talking about the weather or traffic - be bright and positive and remember to keep to the point.

The good thing about a telephone interview is that you can have your CV in front of you and you don't need to worry about what to wear or how your hair looks. Make sure you arrange the interview when you have access to a quiet, private space.

One way to make an impact on the telephone is to imagine that you can see the interviewer before you. Imagine that you are directly addressing that person. This will encourage you not to slouch or be lazy over responses - as the interviewer 'can see you'.

If you're unsure whether you have answered fully - ask the interviewer 'is that enough information - do you need anything else? Check back like you would do if you were face to face.

Put lots of energy into your answers and listen for the cues as to when you should bring your answers to a close - 'thanks for that - that's interesting'.

Remember not to use jargon - and if you do check the interviewers understanding.

Be polite: speak to Ms or Mr. Jones. If you are invited to use their first name, then use it. If appropriate, use the other person's name in the conversation (but don't overuse it). Also, use the company name a few times.

If you are nervous about your telephone interview think of it as a conversation with your friend on the phone or ask a friend or family member to call you and ask you some of our typical questions.

There's a humorous piece of research that found that the majority of people would rather go to their own funeral than make a formal presentation! So, if the idea of making a formal presentation sends shivers down your spine - you are not alone. The first thing to do, is accept that it is okay to be nervous in front of a large group.

Next thing to do, is start to prepare. Find out exactly what is expected: will you be given the title of the presentation in advance or will you be expected to prepare and deliver the presentation on the day.

If you have prior warning, find out exactly what is being measured, for who long you should present, what competencies are being tested etc, etc?

Once you know this, decide on the content of your presentation. Remember, don't try to cover too much; pick out your top 3 or 4 points and stick to these. Write out your text in full, reduce it to note format, and then to headings for the points you want to make. This will help you to deliver your presentation in a natural, conversational way and to let go of your notes. Make sure you avoid jargon - but if you do use it - explain it to your audience.

Make the presentation interactive if you can - the assessors will remember more of what you say if you involve them. However, sometimes the brief will ask you not to do this so make sure your read the brief properly.

Make sure you have a punchy end to your presentation, either end with humour or, if that doesn't work for you, recap on what you have just said.

Most people think that the content is the most important factor; actually, how you deliver your message is equally, if not more important. So practise delivering your presentation. Ask a friend to listen and to give you feedback on your body language, tone, pace, volume, eye contact etc.

Also get them to time you so you can ensure you use your time effectively. Once you do this a few times, you will become more comfortable standing up in front of a group.

If you are able, check out the room first so you know where you will be and that the equipment works.

Before you enter the room, take a minute to breathe deeply, open the door and look at the audience, smile broadly and walk in confidently to your place. Remember to say Good morning/afternoon and say your name. Pause for a couple of seconds then begin. Handle any questions using the mnemonic, TRACT -
Thank the questioner;
Rephrase the question for the rest of the audience,
Answer the question;
Check with the questioner that they are satisfied; and
Thank them.
If you haven't got a presentation coming up, don't wait, look for opportunities to present in low risk situations. The more you do this, the more you will feel; comfortable presenting!

Finally, rehearse your presentation mentally. Imagine, delivering it with confidence and credibility.

We recommend that you look at Mental Preparation - Breathing and Finding Your Balance

Most graduate jobs involve working with other people and most assessment centres involve a substantial element of group work. A group exercise normally consists of between 4 and 6 candidates who are observed by assessors. Whether you have to complete a practical task or take part in a discussion, the assessors are looking for your ability to interact with other people.

Whilst working as a group your behaviour will be observed and recorded by an assessor.

The assessor will be assessing you against a list of specific competencies. They could be looking for evidence of good communications skills, team work or how you deal with others.

Once you have read the brief and you know how much time you have to complete the task - agree a structure. For example, if you have 15 minutes, you might suggest that you will all brainstorm for 5 minutes; agree what you are going to do for 5 minutes and then for the last 5 minutes put the plan into action.

You do not need to speak first but you do need to contribute early on in the exercise. Listen and respond when other people speak - build on their ideas if you can. Remember that good team working is not always about getting your ideas taken forward but listening to, and using, the ideas of others too.

Encourage someone who has not spoken yet to take part in the discussion - either by asking them what they think or by encouraging them to speak through smiling or other method of positive body language.

If you don't agree with an idea that has been put forward - say, 'I think that's a good idea but what I was thinking was that we could …….'

If a member of the group is over-bearing and taking up too much of the valuable exercise time you can make your mark by addressing the individual and saying, 'I think you have some good ideas - but let's see if there are any other ideas, what does everyone else think we could do?'

Make sure someone takes responsibility for time. If no one volunteers make sure you put your watch on the table in front of everyone and ensure that all know that they have to keep an eye on the clock.

We recommend that you watch our video How to do well at Group Exercise
See our sample Group Exercise - you could use it to practice with a group of friends.

A role-play re-enacts a typical scenario that you are likely to encounter in the job. So it is a good way for you to explore whether this is the right job for you. Similarly, the employer can get a realistic impression of how you would perform in the role.

Typically, you will be given a brief to read which describes the situation and will be given a period of time to prepare. Normally, the assessor reads the brief and then asks if you have any questions. If you do, don't be afraid to ask - but bear in mind they will only answer questions on process not content.

Make good use of the preparation time - making sure you read the materials thoroughly to understand what you are being asked to do. If you can, work out a plan on paper of how you intend to approach the situation.

The assessor will play a part in the scenario: maybe a customer or an employee and you are required to deal with the issue. Again, this is normally timed.

Don't drop out of your role play character: stay with your role until the time is up. If you do have a question and the role play has started - the assessor will not be permitted to answer it.

At the end of time the assessor will bring the role-play to a close. A good assessor will ask you how you think it went. End this on a positive note: if you have made mistakes - let the assessor know that you recognised this and give a brief explanation as to why you think this happened. Let the assessor know that you fully understood what was expected and what you would do differently if you encountered the situation again.

Role plays are about finding out how you would react in a situation - not whether you are a potential Oscar winner. Be yourself: don't invent a new dimension to your character on the day - it is you that was selected for the assessment.

Read Typical Scenarios for a sales role or graduate management trainee.
Read Role-play sample

There are two types of psychometric tests: an aptitude or personality. The aptitude test (sometimes called ability) tests your capability and a personality explores how you behave in different situations or how you prefer to work. The tests are usually developed by psychologists and are validated over many years. Test providers are companies such as SHL, Saville Consulting and OPP Ltd.

Aptitude
These are timed tests, taken under exam conditions, designed to measure your intellectual capacity for thinking and reasoning, particularly your logical/analytical ability. Increasingly, organisations are using these tests at a much earlier stage in the selection process and you may be asked to complete the test online.

You won't be expected to have prior knowledge or experience of the role for which you are applying. Accuracy is more important than speed. Most tests are multiple-choice and designed so that very few candidates both finish and get the correct answers. Sample questions may arrive with your letter of invitation.

If English is not your first language or if you are dyslexic, you are advised to declare this before the test, as the organisation might be able to allow you extra time or grade your results more appropriately. Test materials can be adapted for the visually or hearing impaired but you need to alert the assessors to your circumstances in advance. As a rule of thumb: you need to complete 70 - 80% of the answers and get at least two thirds of those answered correct.

Whatever your prior test experience:

• pay careful attention to the instructions;
• ask for clarification if you don't understand something;
• work as quickly and as accurately as you can;
• skip over any questions you get stuck on;
• make sure that you record your answers in the correct boxes.

You are most likely to encounter a verbal, a numerical or a diagrammatical reasoning test. If you know in which you are weaker - practice. You can also download some practice tests, click here

Personality Questionnaires

Personality questionnaires look at your personal style and how it fits with the culture and attitude required by the employer. The questionnaire is looking to find out more about the style in which you like to work - it looks for characteristics.

Don't try to portray a different personality than the one you have because you think it is what the company is looking for: the answers are inter-linked so any kind of skew in the results will indicate that you have been lying - and there is nothing worse than this characteristic to an employer. The questionnaires are not usually timed, have no right or wrong answers - so no need to practise - just answer honestly.

Be honest, answer quickly and intuitively.

These are business simulation exercises in which you are given a heaped in-tray or electronic inbox, full of emails, company memos, telephone and fax messages, reports and correspondence. You may also be given information about the structure of the organisation and your place within it.

You are expected to take decisions: prioritise your workload; draft replies; delegate tasks; recommend action to superiors; and so on. This activity is designed to test how you handle complex information within a limited time, the exercise allows you to demonstrate your organisational and planning skills.

All the information you need to complete the In-Tray/E-tray exercise will be presented to you when you begin the exercise.

During the exercise you may be interrupted with another 'urgent message'. Bear in mind that this could be a 'red herring' so read the message and decide for yourself whether it is more important than the information you have already.

Keep calm and ensure that you read all the information thoroughly.

Use your judgement and experience to decide the priority of the actions. You may be asked to justify your decisions so make notes throughout so you are clear.

A written exercise is just what it says "a written exercise". You may be asked to write a letter, an advertisement or a report. This type of exercise is usually testing your written communication skills.

They are sometimes called Case Studies. Here you will be given a set of papers relating to a particular situation and are asked to make recommendations in a brief report. The subject matter itself may not be important; you are being tested on your ability to analyse information to think clearly and logically, to exercise your judgment and to express yourself on paper