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 had a scenario recently where a candidate was coming to meet the Hiring Manager for a 2nd stage discussion (1st F2F following a positive video call). He didn’t bring questions, didn’t bring a notepad, and didn’t take any notes.
When we shared the feedback, he accepted it verbally; however, they then decided to withdraw from the process because he thought it would be a micro-management culture (based on the comment about taking notes). I know some people can absorb and retain information in different ways. However, a lack of attentive engagement sends a questionable message to the hiring manager.”

Tristan Heywood, Divisional Director

“This takes me back to a number of my school reports… “Stephen has great potential if he would only put the time & effort in”. Needless to say, at the time I wasn’t inspired by education and had interests outside of school that captured my attention to a far greater degree. It’s one of my few regrets.
Why do I mention this? There are very few lucky/gifted people who can put in minimum effort in and create maximum output. I’m certainly not one of them. If you fail to prepare then prepare to fail. On the whole, those who go above and beyond, putting maximum effort into a recruitment process, will consistently get hired ahead of those who don’t apply themselves. After all, it’s usually a direct reflection of their future work.
With this in mind, it’s a very useful ‘qualifier’ for any hiring manager to gauge the level of interest a prospective employee has in your business. A recruitment process is when you should see people at their absolute best, wanting to give you a snapshot of the huge potential they offer your organisation. No one should be able to get away with a lack of effort. It’s a direct indicator that they are just not inspired by the prospect of joining your company. Hire those who go above and beyond!”

Steve Farr, Divisional Director

“I recently had a great candidate I put forward for a role in a growing SaaS company; however, when they got to the first interview, they struggled to relay their numbers relating to sales performance, including their average deal size and targets. Once I had gotten the feedback from the hiring manager, I fed the information back to the candidates, and they already knew their mistake of not knowing their information well enough. The hiring manager agreed to meet with the candidate a second time, and the same issue happened again.
My advice is to know the information you know will be asked. Write it down, take a notepad to the interview and refer back to it if necessary. It’s better to have the information on hand than to stumble and not know the information at all.”

Ben Whaley, Recruitment Consultant.

““I recently worked with a candidate who had experienced a reduction in workforce at her previous company and was actively looking with no joy for a new position. I had an opportunity as a Strategic Account Executive that was seemingly a great alignment. She was excited and I organised a prep call and a pre interview check in 2 hours before the first interview. She confirmed she felt prepared and had taken time to go through the information that I gave her.
When the interview with the hiring manager came around she was late and did not switch on her camera.
The hiring managers feedback was that he liked her but could not progress her as the first impression was awful.
I am hoping she learns from this, as lack of preparation not only harms your current opportunities, but also harms your reputation which can be detrimental in such a small industry like SaaS.”"

Arran Campbell, Managing Consultant

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