Interview for job I'm already doing as a temp!

adam2484

be confident, looks to me you already have the job. companies don't want to go through the hassle of retraining people and would you hire anybody else??? i wouldn't, your there, you know the stuff, you've developed the trust you need to. you can be pretty confident that you got the job no matter what you say. just reinforce the point tht you know what your doing.

you put people on temp contract and then interview them, it's just formalities really. you are as strong as anybody can get in a job application

Savvy_Sue

adam2484 wrote:

be confident, looks to me you already have the job. companies don't want to go through the hassle of retraining people and would you hire anybody else??? i wouldn't, your there, you know the stuff, you've developed the trust you need to. you can be pretty confident that you got the job no matter what you say. just reinforce the point tht you know what your doing.

you put people on temp contract and then interview them, it's just formalities really. you are as strong as anybody can get in a job application

But it's local government, and there will probably be someone interviewing with the OP's line manager who does not know the OP. And they will be 'pointing' every answer given, from every candidate, and are obliged to offer the job to the person with the most 'points' from their application and interview. The OP's line manager can argue that she is the best person for the job, BUT that has to be objectively backed up by the application form and the interview.

I don't want to scare the OP: you do have an advantage. BUT you do have to take this very seriously. The example Astaroth gave is a good one. When I worked for an HA someone already working for us as a temp was gutted not to get a job they applied for. They almost certainly could have done the job, but they didn't really give any evidence of that at the interview, expected those on the interview panel who knew them to take into consideration the work they were already doing. But it doesn't work like that!

OK, it's a local authority, there WILL be a question on equal opportunities! Search this board for examples and model answers!

Good luck!

Techno

I work for a Local Authority and have 'done' a few interviews recently. I agree look at the person specification and be able to provide evidence on all the essential criteria and any of the desirable that you have said you've got in the application - also think laterally - what skills do you have that are transferable - where does your other experience fit in. My questions tend to go 'tell me about a time that ...... and something essential on the person spec. If this is something you can relate to college or another job as well as your temp post that would look good - getting a job is about preparation, preparation, preparation!!
Good luck

Poppy9

I work for a LA and I interview people.

We work council wide to a standard interview. That is every candidate is asked the same 5 or 6 questions. At least one of the questions must be on Equal Opportunities or Health & Safety. I expect people to make a common sense try at these questions. Eq. ops is not discriminating based on colour, sex, religion, age (new one) , sexual preference, disability etc. Talk about making services accessible not just physically for disabled persons but less intimidating for all other groups.

One of the other questions is always "why should you have the job". It can be worded loads of different ways but the basic question is the above. Here is where you talk of your experience. Every statement you make you should back up with an example. If the job requires IT skills don't just say I'm competent in using word/excel/access etc. Say how & when you have used them and how they have improved your ability to do the job. Mention team working, flexibility, eagerness to help etc.

Usually the other questions I ask are related to the job area - i.e. finance but are not job specific to exclude external candidates who cannot be expected to know the detailed workings of the post. I like them to show the person ca n think logically and on their feet. I might be asking them the benefits of a good financial ledger.

Questions to ask.

Training? Is any further training available - if there is something relevant to your post be specific.

Future of the section. If it's new is it going to be reviewed in x months. If so are there any implications for the post.

The council in general. Is it heavily promoting in the media new initiatives, is there any impact for your dept.

Finally thank them for their time and say you would just like to reiterate that you would welcome the opportunity to join them on a permanent basis. Big smile and leave the room.

Don't waffle or be too short in your answers. Generally 20 minutes is a good interview time. Shorter than 10 minutes and you haven't said enough - longer than 30 and they will be fed up with you!!:D

Good luck.

stellagypsy

I also interview candidates for LA jobs...

My tip is to give very full answers. If they ask what office experience you have had go through everything -doing the post, photocopying, faxing - whatever - tell them everything as you will get more "points" and for this kind of interview, it is all about who gets the most points. And don't thnk "I already told them that" - if they ask another question and you need to repeat yourself, then DO IT - they will only mark you on what answer you give to that question, not the one before last.

Re the equal ops question, think of the vulnerable groups in society and list them all in your answer ( I usually give a point a group with a maximum of 6 points) and it is NOT about treating people the same but about treating them fairly, stress it is about making reasonable adjustment to allow everyone to be able to access services - eg the adjustment you have to make for someone in a wheelchair is different for that which you need to make for a deaf person, and you must be fair to both.

Hope it goes well for you - let us know, won't you?

Regards, Stella xx

wearside_2

Katgoddess wrote:

I have a job interview in 2 weeks for a job I am already doing as a temp. I work for a temping agency, and I am assigned as an admin assistant for the local council. A lot of my application form was based on the fact that I'm already doing the job now, as I had limited office experience before that.

Any tips? Esp from anyone working in admin, or for the council.

I can't think of any questions I would need to ask because I know them all from working there already. I know about the department, and all the HR type stuff and I think I would look stupid to ask about it. So any clever questions?

The interview is going to be in my offices, so I have to go work in another office on the 2 days so everything is done properly. And I don't poison any other interviewees teas.

I am 95% sure that my manager wants me to have the job. Also it is a new position in a new department and building, and I have set up the office, and made the job my own, as they say in the recruitment ads.

I'm still nervous though. I've only ever had one successful interview before and that was for a supermarket.

Help!!!!!

I have been a temp for the same agency at the same office for 26 months and have been asked to apply with all external applicants for a job I have been doing well!!!!!!!!!!!! I have heard of equal ops but this is taking it to extremes:rolleyes: . They did say that IF I was shortlisted, I could have the time for the interview as paid:rotfl: :rotfl:

Astaroth

Companies have to be sure that they arent leaving themselves open to being sued for discrimination.

Certainly with my company all jobs are supposed to be advertised internally for at least 4 weeks - external advertisements are optional but if an external candidate does some how find out and apply directly for the role they must be considered. The 2 exceptions of this are secondments less than 6 months in duration with no chance of an extention and in theory jobs when someone internally (temps dont count) has been specifically trained up to do the job but in reality no manager is willing to take this risk even though their department may have spent thousands on training the person they will always also pay the cost of advertising the job.

annie-c

I work in the public sector (civil service, not council though) and have interviewed a fair few temps who have been applying for ('their own') admin posts.

My advice is to treat it as seriously as you would any other interview, dress smartly and prepare, prepare, prepare. This might sound obvious, but not everyone does this. It's really frustrating being on the interview panel and watching your favourite - ie your temp- fall at the first hurdle when they are the least prepared there. The interview will likely be a formal process, with HR present, and as much as they may like you they will have to follow procedures, like others have said, and score all the applicants on the answers they give during the interview (ie they can't use prior knowledge of you if you blow the interview).

If possible, try to get someone in the office (who is NOT involved with the interview process) to give you a mock interview a week or so before. Beforehand, get hold of an interview questions type book (or find something on the net - I think monster.co.uk has a good section) and write out and practice saying out loud the answers you would give to typical admin interview questions.

What they will be looking for at interview is for you to demonstrate that you can make the step change between being a temp and being a full time employee. They'll want you to demonstrate a real understanding of the needs of the organisation and it'll help if you can prove yourself as having still more to give than they've seen so far, eg you might make suggestions for ways in which you can improve the admin of the organisation - for example one temp I interviewed said she'd like to make it easier for the team to manage their appointments by developing a team diary on Outlook that she would update daily so that everyone would have a better idea of each others' commitments. Someone else had a better idea for keeping track of the team projects by using Excel as a mini-database. Have a think about a couple of specific examples of ways you could help out your current team.

If possible get hold of your department's annual operational plan or Annual Report. Make sure you have a good woking understanding of what your team does and where it fits in to the rest of the Council. Just because you're on the admin side, it's still good to show you're alert to the 'bigger picture'.

Find out in advance if there's going to be a practical test and if so, check you are really familiar with the departmental style for letter writing, or make sure you understand basic Excel functions, or whatever is relevant to the post.

Finally, smile and be friendly at the interview, but take care to act professionally - don't be over-familiar because you know them.

And relax - if they've offered you an interview after knowing you 'warts and all' then you're at an advantage!!!

Hope it goes well!!

Annie

Katgoddess

Thank you for all your comments so far. I'm still reading through them. They've been really helpful. This is what makes MSE a real community. :j :beer: :heartpuls

Poppy9

wearside wrote:

I have been a temp for the same agency at the same office for 26 months and have been asked to apply with all external applicants for a job I have been doing well!!!!!!!!!!!! I have heard of equal ops but this is taking it to extremes:rolleyes: . They did say that IF I was shortlisted, I could have the time for the interview as paid:rotfl: :rotfl:

We've had the same temp worker for 4 years. 2 years ago the job she was temping in was made permanent and she was actively encourage to apply - though all jobs in the authority have to go to the job centre. She decided no as she didn't really like the job. We liked her though so she moved to another vacant post and is still there. She just doesn't want to work for us as a permanent employee.

All jobs with our LA have to go the job centre and in local paper, even temporary jobs unless for less than 3 months. All interviews should have someone from HR there but this isn't the case as the authority is too big and they've made most of HR redundant!!