Get Interviewed Successfully!

Tips and Advice to all Candidates

Relationships with candidates are built on confidentiality and discretion and in many cases referrals will be from existing clients/candidates. We continue to search for the very best with good track records of performance and consistency and we are always interested to receive applications and to discuss your individual career aspirations.

In the first instance, please either email post your CV to the relevant consultant or to our Head Office near London. Details should be submitted in Word with an attached photograph in jpeg or bmp format, with 2 personal recommendations. The information should be accompanied with a letter of introduction setting out the types of positions you feel most qualified for, including your salary expectations, locations and companies that you would most like to work for. We will aim to respond to your correspondence within 24 hours of receipt whenever possible and will let you know any feedback we have from clients within the same time frame.

Interview Techniques

The short time that you spend at a job interview could have a dramatic effect on YOUR career prospects.

Preparation for the Interview:

It is extremely important that you:

  1. •Know the exact time and place of your interview.
  2. •Know the interviewer’s full name, the correct pronunciation and his/her title.
  3. •Find out specific facts about the company, the location of its properties, its growth to date and its growth potential. (To assist you with this you should look at internet sites, company brochures, annual reports and research your local library.).
  4. •Have details of facts and figures on your CURRENT employer as you will be expected to know this information.
  5. •Prepare a list of questions to ask during the interview. You must determine through your questions whether the company will give you the opportunity for growth & development that you seek.

Some of the questions you may wish to ask:

    1. ◦Reason the position is available
    2. ◦Culture of the company. Anticipated induction and training programme – What type of people historically have done well with the company.
    3. ◦Advanced training programmes available for those who have demonstrated outstanding ability.
    4. ◦Earnings of those successful people in their third to fifth year.
    5. ◦Company growth plans.
    6. ◦Best-selling products or services.
    7. ◦The next step.

•Dress conservatively, in darker colours, paying attention to all facets of your dress and grooming.



Some “Do’s” and Some “Don’ts”: 


  1. •Plan to arrive on time or a few minutes early.
  2. •Do fill out any application forms neatly and completely.
  3. •Make sure you hand your CV to the correct person.
  4. •Greet the interviewer by his/her name. If you are unsure of the pronunciation, ask them to repeat their name.
  5. •Shake hands firmly.
  6. •Wait until you are offered a chair before sitting down.
  7. •Sit upright in your chair.
  8. •Look alert and interested at all times.
  9. •Remember to listen as well as talk.
  10. •SMILE
  11. •Maintain eye contact when you are talking.
  12. •Follow the interviewer’s leads but try to get them to describe the position and duties early on so that you can relate your background and skills to the position.
  13. •Make sure that your good points get across to the interviewer in a factual, sincere manner.
  14. •Make him realise the need for you in his organisation.
  15. •Remember that you alone can sell yourself to an interviewer.
  16. •Be prepared to answer typical questions like those listed below.
  17. •Always conduct yourself as if you are determined to get the job you are discussing. It is better to be in the position of choosing from a number of jobs.


  1. •Smoke.
  2. •Answer questions with a simple ‘yes’ or ‘no’. Explain whenever possible.
  3. •Ever make derogatory remarks about your present or former employers or companies.
  4. •Lie. Answer questions truthfully and as to the point as possible.
  5. •Over-answer questions. Answer honestly and if you are unsure of the answer, try not to say more than is necessary.
  6. •Enquire about SALARY, HOLIDAYS, BONUSES etc. at the initial interview unless the interviewer raises the issues first. However, you should be aware of your market value and be prepared to state your required salary range.
  7. •Be frightened of silence; at times the interviewer may be just trying to test you.


Be un-prepared for questions like these:

    1. ◦Why are you interested in this particular role?
    2. ◦What do you really want to do in your next career move?
    3. ◦Why would you like to work for our organisation?
    4. ◦Where do you see yourself, career-wise, five years from now and why?
    5. ◦Under what style of management do you work best?
    6. ◦What interests you about our company?
    7. ◦What would your previous employers say about you?
    8. ◦What have you learned from previous jobs?
    9. ◦Which jobs have you enjoyed and why?
    10. ◦Where do you see your strengths?
    11. ◦What are your weaknesses?
    12. ◦What do you think are the necessary assets for progression within a company?
    13. ◦Will you relocate if required?
    14. ◦What are your interests and hobbies?
    15. ◦How would you describe ‘teamwork’?
    16. ◦What entrepreneurial activities have you been involved in?
    17. ◦What type of books do you like?
    18. ◦Give an example of a problem or conflict that you have resolved recently.
  1. Closing the interview:
  1. •If you are interested in the position, say so.
  2. •Ask about second interview schedule if you feel it is appropriate.
  3. •If you are offered the position and you want it, accept it there and then.
  4. •If you feel you need time to think about it, be courteous and tactful in asking for time to think it over. Set a definite date as to when you will get back to them.
  5. •Do not be too discouraged if no definite offer is made or specific salary discussed.
  6. •If you have the feeling that the interview has not gone well and you have already been rejected, do not let your discouragement show. The interviewer may just be testing your reactions.
  7. •Thank the interviewer for his time and get up to leave.
  8. •Follow up with a letter


If you have answered the three questions uppermost in the interviewer’s mind:

  1. •Why are you interested in the job and company?
  2. •What can you offer the company?
  3. •Can you do the job?

You have done all you can.
After the Interview:

At the end of your interview, it is very important that you contact the consultant who referred you to the position and give them your thoughts on the interview. If you are interested in progressing further, your consultant will then be able to convey those feelings back to the interviewer.

Resume Writing

There may only be one chance of creating an impact that opens the initial door in your search for a job and the following guidelines are intended to assist you in the preparation of your Resume/Curriculum Vitae (CV).

Our Agency believes that the CV should be your document and should reflect your personality and style. One should bear in mind that many companies receive hundreds of CVs each day, even if they are not, at that moment, actively recruiting. As a result, most CVs will be rejected, either politely if the recipient is lucky, or simply discarded, as is most usual. Often, a person who is clearly well-qualified and well-suited to a role is quickly dismissed due to a poorly presented CV.

Whilst there is no right way to write a CV, the information you are presenting must be:

1. Relevant
2. Concise
3. Spell-checked
4. Grammatically correct
5. Well-presented
6. No more than 3 pages
Remember to write your CV so that it applies to the position. The reader does not want to read your life story, he/she is looking to fill a position and therefore your experience and background must be appropriate.

Above all, it is YOUR story.

As a general rule, employers like to read CVs in a standardised format and we find that the following layout works well:

Personal Details

Telephone: Home Work Mobile e-mail & fax (if appropriate)
Date of Birth
Personal Details i.e.: Nationality, Marital Status (if you wish & ages of children if appropriate)

Key Skills 

This should be clear, truthful & CONCISE.

This should be realistic and to the point

Career History/Work Experience

This is obviously extremely important. It should be well laid-out with your most recent/current position FIRST. The dates should be on the left hand side and the company name (& location if abroad, but not address) should be as an indented paragraph as follows:
Date from – until
Name of Company & brief location


Brief outline of responsibilities, achievements, etc.

Should be maximum one paragraph
Date from – until
Name of Company & brief location


Brief outline of responsibilities, achievements, etc.

Should be slightly shorter in length to the paragraph above.
Continue in this format until all previous jobs are covered with the outline becoming shorter each time. If there are gaps, briefly explain reason, i.e., time off for travelling, etc.


Education background in the same format as Career History i.e. dates on the left and details as a separate indented paragraph, starting with the most recent first.
Date from – until
Details of any recent training courses attended
Date from – until

Qualification attained
Date from – until
Name of School

Details of any qualifications
Languages spoken
List any languages and level of fluency

Personal Interests 

This is optional and only if you have any space. Many employers like to have a feel for what the candidate enjoys doing in their leisure time and it can be an initial ‘ice-breaker’ at the beginning of an interview. Keep it brief.


Layout is very important and it should therefore be as simple and clean-looking as possible. Graphics and other gimmicky icons etc. should be avoided as they are distracting to the reader. If you are using colour, this should also be kept very simple and uniform.


The paper should be of good quality and try to avoid coloured paper (particularly as it photocopies and faxes badly).


A passport size, professional-looking photograph can also be attached if you have one (do not glue it on; either attach it by paper-clip or staple).

Covering Letter

A covering letter should also be attached. Only handwrite it if your handwriting is very good, otherwise type it out and remember to sign it. Try to have the name of the person to whom you are sending the CV, spell their name correctly and always write to ‘Mr / Mrs Miller’, not ‘Dear Peter Miller’. If you are writing in response to an advertisement, always refer clearly to the position.

Do not repeat yourself in the letter and try to keep your relevant experience out of the letter (it should all be in your CV). However, you may list one or two key skills that you feel make you ideally suited to the role if appropriate.


Code of Conduct

Our Agency is committed to providing the highest level of training for its team of consultants to achieve its goals. As a founder supporter of the BHA Charter of Standards for ‘best recruitment practice’ we are determined to adhere to all their principles. We believe wholeheartedly that:

  1. •Confidentiality.
  2. •Thorough knowledge of our clients’ marketplace.
  3. •Commitment to long-term relationships.
  4. •Fully researched candidates.
  5. •Honesty, integrity and professionalism.

are all essential in the success of profile and its clients/candidates.

The Campaign for Courtesy in Recruitment

Recruiting people or changing jobs can be a highly stressful event. The Campaign for Courtesy (CforC) encourages all parties involved in the recruitment process to pursue the highest possible standards of conduct and best practice at all times. It has been developed by the British Hospitality Association in conjunction with the industry’s leading employers and recruitment companies as an integral part of the Association’s ‘Excellence through People’ scheme.

The CforC aims to tackle this issue by encouraging employers, job-seekers and recruitment companies to uphold certain minimum standards, designed to make the recruitment process as painless as possible. It is supported by leading organisations such as Springboard UK, the HCIMA, the HtF and the REC.

Launched in October 2000, the CforC has already received widespread support. Over 100 employers have already signed up to it within the context of the BHA’s ‘Excellence through People’ initiative, and many of the country’s leading recruitment companies have also signed up. In turn, they undertake to bring the CforC to the attention of all job-seekers who pass through their hands.

We ask you to commit to the CforC as follows:-

  1. •As an employer – to sign up to the Campaign, so that all your executives are aware of the campaign and conform to the charter when recruiting.
  2. •As a recruiter – to sign up to the Campaign, conform to its principles and bring it to the attention of job-seekers.
  3. •As a job-seeker – to follow the code of conduct laid down and agreed as best practice.


Why should you get involved?

  1. •As an employer – because it will set you apart as the ‘best practice’ employer and thus provide you with a distinct advantage when recruiting.
  2. •As a recruiter – because it will provide you with a marketing advantage. You may use the logo on advertising, you will be listed in the Excellence through People annual directory as a recommended recruiter, and you will be recognised by most key employers as a responsible organisation.
  3. •As a job-seeker – because it will differentiate you from other applicants. In a competitive employment market, your commitment to best practice will be recognised by employers.

Campaign for Courtesy is made up of three charters, one for each for employers, recruiters and job-seekers.

The full charter document is available from the British Hospitality Association or any of the recruitment companies that have signed up to the campaign, but here are some of the key clauses:

Employers Charter – Extract

  1. •To be punctual, to set ample time aside for interview, and to treat all applicants with respect.
  2. •To respond to all parties after interview and to provide worthwhile, constructive feedback.
  3. •To provide payment for reasonable travel expenses for second and subsequent interviews.
  4. •Never to take references without the applicant’s knowledge.


Recruiters Charter – Extract

  1. •To submit candidates to employers only having received the candidates’ express permission.
  2. •Never to induce an employee to leave an employer if previously placed by that company.
  3. •To keep all parties abreast of the recruitment process throughout an assignment.
  4. •To disclose all material information to all parties involved in the recruitment process.
  5. •To provide true and accurate information at all times.


Job-Seekers Charter – Extract

  1. •To be punctual for all interview and, in the event of delay, to warn the potential employer.
  2. •To respond to all communication in a timely manner.
  3. •To be honest at all times, and particularly in relation to current salary and benefits.
  4. •Never to accept a job and then fail to turn up to commence work.