You’ll see an option to edit your profile and upload a well-presented CV for sharing with all attending employers. To do this, simply click on “Edit” at Profile, then “Add New” and follow the instructions to upload/share CV.
STEP 3: VIEW the booths of attending employers in advance
Click on ‘Meet the Exhibitors. View information and star favourites to meet with on the day by clicking on the “favourites” star. This is just a personal reminder during the live event to keep track of who you want to talk to.
Some other points to note:
MyFuture is best accessed on the following browsers: Google Chrome, Safari, Edge or Firefox
Sarah McKeag, Associate Director for Talent Attraction and Acquisition at EY Belfast talks skills-based recruitment and how it differs from the traditional recruitment process.
EY are one of the big four professional services firms. We have about 550 staff in Belfast at present and 18,000 staff in 21 offices across the UK. We are traditionally known for bringing staff into their chartered accountancy-based exams, be that an audit business or tax business. We have a large consulting business in Belfast and we bring in students now down different routes, through data analytics, project management, contract and procurement management – so there is a wide opportunity for students at all levels within EY. We are a global organisation in 150 companies worldwide. So, the opportunity for students to move and to travel and gain that vast exposure is there, right on their doorstep in Belfast.
Strengths-based recruitment at EY
We have stepped away from traditional [recruitment] routes, we did this about 10 years ago and we work with an organisation called the Centre For Applied Psychology. They have helped us develop this strength-based recruitment process to assess potential in students. So that is the main difference in strength-based recruitment: we’re not looking for the students to have had work experience or experience in a range of things, we’re looking for the potential they have to become leaders in our business and to become successful in our business.
We review our process every couple of years. We review the strengths we use, the frameworks, to make sure that they are aligned to the people who are performing the highest in our business and then this helps assess this potential in the students coming in. So, if we think about what other employers use, they typically use a competency-based approach and the difference between a strength and a competency-based approach is around the energy and enthusiasm – competency can be learnt, whereas a strength is something where you have that natural enthusiasm and energy around doing. It is something you do well and you do often and you enjoy doing all that time. We use that across all our student recruitment, from the online assessment centre to the final interview. The majority of the strengths we use for EY are the core strengths from across all of our programmes we operate, but when you get to that final interview, we’ll have more focus strengths for the area you applied for.
Strengths that EY recruit against
These are the core strengths that we would measure:
In the know
We are not looking for students to have done reams of work experience, we will give them a situation or a task and we will ask them how they would approach that, how they would feel about that, we may give them a number of tasks and ask them to choose their preferred 5 or we may give them a group activity and ask them to evaluate on how they have done in that activity and what they would do differently next time. We want them to have these strengths in their mind, when they are going through our process and think about how would I deal with the situation, what would I rely on to do that?
For example, if we look at the strength curious, we are looking for people that are always challenging and asking why they are doing something, they are looking for new ways to do something and challenge how something works or what’s driving a change in analytics they see so it is that curious, finding out what’s happening and what’s coming next.
Adaptable and resilience
I think at the moment adaptable and resilience are particularly important. That’s been huge for the students we have brought on in the past 6 months. But equally for the students that are coming towards their last year in university or starting university in a different way than they had ever envisioned themselves. How can they make the most of the circumstances they are in at the moment? Things are frequently changing so there needs to be a level of resilience so they can manage that change process. So that they don’t get change fatigue, so they can have coping mechanisms for stress management, they know when they are stressed and how to deal with that.
The number savvy one is not looking for someone that has done further maths or additional maths, however we are a number business and whether that be in data analytics or it be in our audit business, you will be given large volumes or data, sometimes numerical, and you will need to be comfortable working with that. People have to have a level of comfort around that, and understand what drives business or what drives our customers businesses as well.
The team player one, we will assess on our EY experience day in our new virtual assessment. This is a really good way at seeing everyone’s energy and how they interact withing a group. In our business you will work in teams and they can be small teams up to very large teams. So you need to have an understanding of how to integrate into a team, what roles you tend to take on, what your strengths are. You do not need to be the leader of that group, quite often you just need to be the person who focusses that group or remembers to bring the group back to a certain point or build on someone else’s idea. We are not looking for the person who talks the most or loudest, but the person who brings the most value to the group, this may be bringing in people who are more quiet in the group or bringing a focus back to the task at hand. We also need those people who start the group off, who get everyone focussed on the task.
Prepping for a virtual strengths-based interview
Make sure your technology works
Make sure you’re comfortable to come on camera
Don’t forget you can blur your background in video’s if it makes you feel more comfortable
We want to see your face and your interaction
Virtual interviews are different from face to face as that rapport takes a bit longer to build up, however our assessors are very comfortable coming on to the camera
Make sure your WIFI is as strong as it can be
Make sure you will not get interrupted
Make sure you do all your prep work before hand
Identify your strengths
For identifying their strengths, particularly before the final interview stage, and you’re thinking about the job that you are going in to, quite often it quite difficult to identify your own strengths but if you think about your energy level – something you do well, you do often and you enjoy doing. It might not be the first thing on your list as you know you can do it in 5 minutes, it could be the thing you treat yourself to or the thing you do first because you know you can do it in 5 minutes. It will be the thing your friends always ask you to do, it will be the role you always find yourself in in any camp or society – so if you’re really good with numbers, you’ll find yourself with the treasurer, if you’re very analytical, people will come to you with their problems to find a solution. The things your friends say you never shut up about as well or something you can talk about for ages.
We will give you a situation or tell you a bit about the area you applied to, a bit about the strengths that they look for and then we will ask you about the situation and what you would find yourself doing if you were in that situation.
In our final interview stages, there is a short presentation which we ask the candidates to do and that should be your opportunity to do a little bit of research around EY and that line of service you have applied for. The final thing would be around motivation. You will be interviewed by a partner or director, who is an owner of our business, and they will want to know why you wanted to apply to EY, why you have applied to that particular area, as that is the part they own. It is really your opportunity to show the research you have done into the business and into the pathway you have applied for. There is plenty of information on our website.
What is a good question for a candidate to ask at the end of the interview?
I personally think you should always ask a question at the end of an interview. You should by that stage, have built up a rapport with the interviewer, the questions I would tell you to absolutely avoid would be around salary and benefits, as this information is all on our website. There is plenty of time to ask the recruitment team prior to the final interview.
Our interviewers have typically been in the business for a number of years and have had a number of interesting career paths to that point. Questions I would focus on at the end of the interview would be around what is the best client they have worked on, what has been the most challenging client they have worked on, what has been their career path to date or what has been their most interesting role in the organisation. There’s lots of questions related to the company they can ask us. A lot of questions we are being asked at the moment are about the returns to the office and how we engaged with our teams remotely and what were the biggest challenges. The partners are really open to hear from new graduates about what would work and what they would need to see coming into the business and they are keen to know what they can do.
A question at the end of the interview is an opportunity for the candidate to get a view on if they see themself working for this person? Do they want to work on their team? Do they inspire them as a leader? That is what they should be thinking about shaping their questions around if I was coming in.
I found that it was because of the people who interviewed me that made me join, we built a rapport, we had a good chat and we quite often get feed back that our interviews don’t feel very formal and they turn out as more of a chat. When I got the offer, I made the decision because I really enjoyed the people from the company.
For students, you need to think about what you need to know to be on that team and what else you need to know about the leader of that team you will be joining.
One Queen’s alumna (who shall remain nameless for obvious reasons) reveals the mistake she made during a recent virtual interview.
“I was due to sit an automated virtual job interview with a big company. I got a shower, washed my hair and wrapped a towel around my wet hair while I did my make-up. With my dressing gown on and the towel still wrapped around my head, I thought I’d jump online and complete the mock interview the company had sent me in preparation for the interview proper. My intention was to dry my hair and get dressed into my interview outfit after completing the mock.
What I didn’t realise was that the mock interview automatically sent you in to the live recording of your actual virtual interview straight afterwards.
“I had no choice but to see it through and attempt to answer the interview questions on camera wearing my dressing gown and a towel on my head!
“It was mortifying to say the least. And no, I didn’t get the job!”
Don’t get caught off guard! We’ve teamed up with Shortlist Me to offer you free practice video interviews with leading firms including AstraZeneca and Mastercard. Record your answers & receive feedback in minutes. Try it for free with your QUB email address.
Don’t forget, you can also practice recording virtual interviews in MyFuture. Just click ‘Mock Interview’ in the Resources and Pathways tab.
The graduate job market looks a little different this year, but the era of remote working has paved the way for tech advances in the way companies recruit students. For starters, Queen’s Graduate Recruitment and Placement Fair is going digital this year allowing you to browse employers’ virtual stalls, watch company videos and find out what it might be like to work at a particular company – all from your laptop. Here, some recruiting companies who have flexed the way they recruit to meet the challenges of virtual recruiting.
1.Employer-led online skills sessions
Accessing training with experts from top companies is just a click of a button away. Take Deloitte who are running skills sessions online throughout Autumn. Available to watch live or on demand, topics covered include building confidence, research and communication – all skills that will stand you in good stead in the future.
The digital world allows you to get under the skin of a company and get a feel for what it’s really like to work there. Take EY – they are running a Build Your EY Experience Week from 5-9 October. With a live welcome address from their partners, the week promises insight into the people, clients and culture that make the company unique.
Imagine creating a virtual avatar that can virtually walk around a company, meet the people who work there and take part in events. Sounds like the stuff of a sci-fi movie but PwC’s Virtual Park allows you to do just that.
There are more opportunities than ever to live chat potential bosses. At Queen’s Graduate Recruitment and Placement Fair, employers can filter candidates by their student profiles and invite candidates with the skills they are looking for into a live chat or video call. Make sure you stand out by completing your online profile in as much detail as possible.
Employers from EY and Pinsent Masons and our own Mary McLaughlin offered top tips to nail that online interview or assessment centre.
Tech can be glitchy
Check your wi-fi in advance and have a back-up plan in place in case of technical difficulties (e.g. your phone as well as a laptop). Also pause before and after you speak to avoid that awkward moment when you talk over your interviewer. Another top tip was to access Teams via Chrome rather than Safari.
2.Your appearance is not the only aesthetic on show
Just like in a regular interview, you need to make sure you look professional (sit up straight and make eye contact), but our panel said you also need to consider your background too. Avoid a wardrobe bulging with clothes behind you. Find a well-lit, neutral space in your house – somewhere quiet that you won’t be disturbed by noisy family members!
3.Ask the right questions
You know that moment at the end of an interview when they ask you if you have any questions? Always have some questions up your sleeve, ideally about the company goals and values. Remember in a virtual interview, you won’t get shown round the office, so ask something that will help you decide if a company is right for you. NB: Now is not the time to talk about perks like holidays and salary.
4. Virtual assessment centres follow a similar format to IRL
Just like in a real-life scenario, virtual assessment centres comprise of ice breakers via Teams, group exercises and individual numerical and written exercises. Top tip for group exercises: make sure you contribute and make your ideas heard. Jump in with solutions but don’t take over.
5.Prepare as much as you can
Have a pen and paper to hand during the call – you can practice maths skills online via jobmi.com. Better yet, log on to MyFuture to take a mock video interview that you can record and watch back. Sounds cringe, but when you notice your weird tics (avoiding the camera, overuse of ‘umms’ and ‘errrrs’) you can correct them before the real deal.
Missed today’s session? You can re-watch in your own time at Gradfest2020
Join our next live session on June 18th at 9.30 am and find out how LinkedIn could be the ace up your sleeve.