Avenue

Acing an interview

If you will shortly be navigating the world of job interviews or would like some expert advice for the future, Julie Nixon, Student Professional Development Consultant in Careers, Employability & Opportunity, gives practical strategies to help you accomplish your goal.

In line with technological and inclusivity advancements, interview styles continue to change to meet new expectations but keep many familiar practices. For example, whilst virtual and automated tools are used in early recruitment stages, final hiring decisions still rely mainly on in-person interviews and assessment centres. As the number of AI-driven applications skyrockets, interview questions increasingly focus on finding candidates who genuinely align with organisational values, yet competency-based questions remain popular. Equality, diversity, and inclusion efforts are increasing, with many employers redesigning their recruitment processes to be more accessible and to better reflect the diversity of society.

So how can applicants ‘ace’ a modern interview? Whilst it can be tempting and certainly possible to use AI effectively to prepare for interviews, it is important not to be reliant on it. AI use by candidates during interviews, without disclosure or permission, is the most reported form of misconduct, cited by 61% of respondents in the 2025 ISE Student Recruitment Survey. Viewing AI as a supportive tool, for example, asking it to generate questions to practise responses, as opposed to asking it to create answers, means candidates can genuinely benefit from it in their professional development. Frameworks such as the Role Task Format model offer a practical approach to support candidates to do this. Of course, it is important to pay attention to employer guidelines about AI use. If it is specifically stated that AI should not be used for interview preparation, then that should be adhered to.

A key part of effective interview technique that has not changed is showing genuine motivation for the role. Candidates can show motivation through researching both the organisation and the job. Engaging on LinkedIn, such as by following the organisation and relevant professional bodies, can help increase knowledge of relevant recent news stories and sector developments. This allows candidates to talk in the interview about how their skills and knowledge can help the company address their most important priorities. Employers are also more frequently using values-based questions to learn what drives an applicant and whether they match the organisation’s values.

Competency-based questions, where a candidate is asked to provide a real-life example of a skill, remain popular, ensuring the examples provided are backed with evidence using the STAR technique can help candidates succeed. This can be particularly effective if a quantifiable or tangible output is demonstrated.

"Interviewers love hearing about how your work has achieved impact. Doing a bit of research as a medical student that subsequently impacted Scottish health policy is something that I still talk about at interviews today!"
Dr Claire Wilson Clinical Academic (Psychiatry)

“When interviewing for my current job I was quite nervous because I was interviewed by people who I'd already been working with. They knew the type of experience I had, and talking about your accomplishments in front of people who see you every day can be really odd! I jokingly asked them what the office culture was like, which helped to the acknowledge the awkwardness and remove that extra tension."
Julia Carpino, Senior Student Opportunities Coordinator, Higher Education

Curve ball questions (such as 'If you were a biscuit, what type would you be and why?') are designed to assess the ability to problem solve and 'think on your feet'. To prepare for these, it is important to reflect on the requirements of the role and explain your reasoning through demonstrating knowledge of the job requirements. For example, if the role involves being reliable and dependable, candidates might describe being an everyday digestive – always there when needed. Or for a job that involves being energetic and bringing people together, then applicants may be everyone's favourite – a party ring!

“We reached the last question: 'What would you most like the panel to know/remember about you?' Cliches ran through my head, but I wanted to make sure that I gave an answer that was specific to me. I shared that one of the most important things to know about me is that, whilst I might not be the loudest person in the room, I’m always taking everything in and carefully considering my point of view. Rather than view my introversion as a potential weakness, I decided to own it and let the panel know that I viewed it as a strength. The feedback was great, and they felt that this answer really demonstrated my ability to self-reflect.”
Adele Swinfen, Educational Psychologist, Local Authority Education Department

The ability to display emotional intelligence, curiosity and problem-solving while staying relaxed under pressure can help by using relaxation techniques such as deep breathing exercises. Staying calm under pressure can be particularly challenging for some candidates. For instance, if you have a disability that makes it difficult to display your curiosity through your body language, then it is possible to ask employers to take this into account by making reasonable adjustments. MyPlus Students’ club has an openness statement which can help support disclosure and guide discussions with employers about accommodations.

Finally, at the end of the interview, there is usually an opportunity to ask the panel questions. Having some questions ready that are unique to the role and cannot be answered through reading information online, such as 'What does a typical day look like?' can candidates help to continue demonstrate motivation until the very end of the interview. This will leave employers with a positive final impression.

“In my role as interviewer, when it comes to taking questions at the end of the interview, I’m always interested to see candidates ask about what clubs and committees are available within our organisation, as it signals to me that they are thinking about the wider culture of the organisation and not just the job itself."
Susan Stevenson, Director, Morgan Stanley

"When asked why I would be a good fit for the role, I used all the key skills listed in my own example to show how I was the right person for the job. It allowed me to answer confidently and finish the interview highlighting my most valuable skills. “
Ailish McGregor, Enterprise Mobility, Graduate Management Scheme

This feature was first published in January 2026.

Return to Avenue homepage