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3 Ways To Stand Out At Your Next Interview

March 10, 2016

by admin


It’s great news that the UK and global economy is moving again and that there are an increasing number of life science industry vacancies on offer. All good news, though don’t let complacency set in. The competition for key positions is still much in evidence.

The truth is that competition for the best roles is fierce and consequently you will need to make sure that you stand out. Here are three time tested areas that our successful candidates always pay attention to.




Knowledge, Skills and Attitude

Paying attention to the three key areas of:

a. Knowledge
b. Skills
c. Attitude

We haven’t mentioned image; we always tend to class image and interview skills under the attitude banner. If you are unsure what that means, why not ring us for advice on that company’s dress code. A suggestion is over rather than underdress. Any mistakes are always forgiven if you are over dressed and rarely if you turn up under dressed.

Skills and knowledge are a given for a more ‘technical’ sector like, pharmaceuticals, biotech and medical devices etc. The job specification will reveal all. Do you have the ‘asked for’ skill set that the role needs? If the answer is yes, make sure you communicate that both in writing and verbally. Far too many times candidates will attend an interview with a brief case full of examples to demonstrate their level of expertise only to forget to use them during the interview. Which leads us onto the next point.


The first key point that many people (whatever their level of role) miss is; have a plan for the interview. Most of the candidates we interview, who have a life science background understand the value of planning. Especially if you need a specific result; logical wouldn’t you agree?
Yet it doesn’t always happen when it comes to interview prep.




Two of the main decision making that your interviewer is likely to use are; your competence and your level of experience. Depending on the role and the organisation one might be ahead of the other.

Ask Talentmark to give you their take on this as it could be extremely helpful for you in formulating your approach. Why? Because you need to plan your interview in such a way that you ensure you put over your ‘own’ key messages.

Many talented candidates can ‘forget’ to mention specific projects they have been involved in that could give them a final tick in the interviewers ‘perfect criteria’ box. In life sciences, most candidates will have been involved in a number of highly relevant projects as well as being a successful contributor to their functional team. Make sure you communicate that and the role that you played in each team as a team member or leader.

Find out what is important to them

Find out what is important to your potential new employer; making that connection will pay dividends. The easiest thing to do is to carry out thorough research. You will be amazed at what this will uncover. With Google it is a simple task. Scour their website. Follow them on LinkedIn, Twitter and Facebook and look at the messages they are sharing.

You have formulated your plan and hopefully you have fully prepared? In our experience you can never do enough preparation. This is not a ‘night’ before activity. Spend time on this and make notes. Ask your significant other to ask you some relevant questions and practise your response.

Sell yourself

Now here is something not every candidate is good at; selling themselves. Think of yourself as a product that someone is buying-which is what is happening by the way.




Think about it. We buy products because we think we will be better for having them. They will make our life easier and provide years of good service. Remember this same ‘need’ is in your interviewers mind. They want to understand what you can bring to their organisation and the potential you might have.

On more than one occasion clients have told us about candidates they have interviewed in the past who didn’t seem interested in the role. They based this on the fact that the candidate demonstrated a lack of enthusiasm or fluffed answers and were unable or just didn’t communicate why they wanted to join the client’s organisation or the value they could add.

Share your views with us at Talentmark. We look forward to hearing from you.

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