The Power of Preparation: Consultant Stories Part 2

Preparation for an interview is the number one thing you can do to increase your chances of success. As a SaaS and FinTech recruitment firm, we’ve got many examples of how preparation increases your chances of success.

Here are some stories from the Oakstone team about how preparation is key.

“I think preparation for an interview is a significant factor in measuring candidates’ attitudes and visibility of what you can expect from that person in the role.

In my view, every interview should be seen as a sales call and treated the same as a client engagement. The best candidates manage to balance thorough prep. I don’t mean just looking at the website; reading case studies, looking into the calibre of the leadership team, looking at the calibre of people in the business, their tenure, and having a good idea of what you are stepping into. In addition, the questions that a candidate does and doesn’t answer will also provide great insight. I am working on a Global VP Sales role currently, where the lead candidate comes up in the middle of the pack based on qualification metrics. However, his attitude to the process and his willingness to communicate and positive attitude has resulted in him coming out as the 1st choice candidate (attitude means so much). He doesn’t “need a job”, and he will be in high demand. However, he has been really focussed on securing this role because he knows from the qualification that it’s an ideal environment for him.”

Tristan Heywood, Divisional Director.

“I had a candidate this year who I put forward for an Enterprise Account Manager position.  He did the most amount of preparation for an interview I have ever seen. He created spreadsheets and PowerPoints, connected with all levels of leadership and salespeople, and when it came to the interview, he wowed the hiring manager with his preparation and knowledge of the company and product.

The feedback from the VP of Sales (hiring manager) was that he was the most prepared candidate he had ever met.  The candidate was taken to the final stages of the process, even though he was not the most experienced. It showed passion, organisation and effort, and the hiring manager liked that a lot.”

Arran Campbell, Managing Consultant