I'm sure I've done this one before. But after 20 years in recruitment, there aren't many topics that I haven't covered. This week I've been working with a candidate who is very nervous about a second stage interview. As with most second stage interviews, there is a requirement for a response to a brief. Nothing complicated. For anyone in client services, managing a brief is par for the course. All a prospective employer is looking for is how you approach a brief, how your brain dissects the information provided by the client and how you break it down into it's component parts and then work it up to a creative brief for the agency team to execute.
We're all busy enough doing our day to day jobs. So the requirement to complete a brief for an interview is a pain. This in itself is part of the test. If you are happy to apply yourself to completing a task for the interview then it shows that you do want the job. Then doing a really good job on that task is further proof that a) you're the right person for the job but also that b) you've genuinely put some time into it so that shows tenacity and a capacity for hard work.
Occasionally a candidate will withdraw from the interview process once they have seen the brief. 50% of the time it's probably because they recognise that it isn't the right job for them but the remainder.....it can be a bit like a rabbit in the headlights. There is panic. There is a sense of 'I can't do this', 'it's too hard', 'it's easier to back out rather than to have a go'.
It's important to remember that a client is looking for your approach. There isn't necessarily a 'right answer'. Also it's important to remember that clients often use the same brief for different levels of hiring. They're looking for a different level of response from each level of candidate. Remember that in real life, it would be a team effort to do this so it's as I say, a chance to see how you think, how you approach a challenge and how you present. In any client servicing role, a potential employer is hoping that you won't be a shrinking wallflower and as the main day to day contact for the client, we're always looking for someone who is able to hold their own in a client situation, to manage expectations and to be able to work with internal teams diplomatically to ensure that campaigns are managed efficiently and effectively from concept to completion.
My key advice when you see an interview brief is to read it a few times. Don't panic. I like to scribble down the salient points and then to identify what are the 'questions that need answering'. I think it's a bit like a GCSE exam - or indeed any exam. It's making sure that you understand where the 'marks' are. What is the employer looking for? It's seldom looking for a big idea or an actual campaign response - more it's about finding out how you go about doing things - what your style is and that you are articulate and can present without too much in the way of nerves.
If, after you have broken it down, you're convinced it's not for you then fine, park that opportunity. But I'd say that in 90% of cases, breaking it down takes a lot of the fear out of it and jotting down initial notes starts to put a bit of structure and to give you a plan of how to approach the brief as a whole.
Make sure you pay attention to how long you have to present. If it's 20 minutes, do not exceed the time! This again is part of the test. Do not have too many slides and don't have too many words on the slides. It doesn't need to be artistic but it does need to look professional.
I always advise that you practice your presentation, ideally in front of a mirror. Keep re-reading the brief after you have completed your slides - it gives you more time just to consider all the different aspects of the brief. Remember that the odd extra brownie point can win you an offer over another candidate.
When answering questions about yourself and your strengths. Talk about what you CAN do. I hate to say this but women are quite bad at this. They like to talk 'honestly' and they'll say 'I'm not a sales person' or they'll have forensically analysed the job description (JD) but then talk again 'honestly' about all the aspects of the JD that they're 'not an expert at'. Men, on the other hand are much better about shouting out about what they can do. They absolutely don't focus on what they can't do in the JD. It's worth remembering that in any given job description, an employer is probably expecting 80% of the requirements to be met. So don't waste interview time telling the employer about the 20% of things on the JD that you can't do!
Men, in my own very personal and humble opinion have far less imposter syndrome than women. That's not meant to be a huge statement - just an observation. At interview, you have to believe that you are worthy of the job, you have to sell yourself to the potential employer. For that hour interview, you have to truly get yourself across as being THE BEST PERSON FOR THE JOB. If you don't do that, someone else will.
Not every job you interview for is necessarily your dream job or the 'right' job. But don't shoot yourself in the foot by thinking you're not capable of responding to a brief when fundamentally, on a day to day basis, that's what you do every day of the week!
I'm always happy to offer support for interview prep or coaching. Even if I'm not representing you, I'm good for objective advice. Call me for a confidence boost and help to get your 'pitch' right.
Fiona
07976 125963