Virtual Interviews: How To Stand Out
17 March 2021
Virtual Interviews: How To Stand Out

2020 has changed the way we work. Virtual interviews, once a last resort with which to fully qualify applicants for a permanent position, have become de rigueur. 


Where previously candidates walking into an interview could gain a certain amount of assurance from the intuitive nature of face-to-face communication, virtual meetings require a greater level of engagement to achieve the right rapport. The following principles are worth bearing in mind when preparing to impress your potential employer - monitor to monitor:

First Impressions Count


  • Dress to the same standard that you would to attend a face-to-face interview.
  • Test your tech; mic, speakers, and trial run the interview application if unfamiliar.
  • Consider your surroundings: check you are not pictured too dimly nor so brightly that light causes a glare. Try to minimise opportunities for background noise or interruptions.
  • If you are prone to distraction by seeing yourself, change your preferences so that you can focus on your interviewers.
  • Make sure you are prepared a few minutes in advance of the interview time slot, as you would arriving to a face-to-face meeting.
  • Be informed by your interviewer’s approach in terms of degrees of formality; always erring on the side of caution.
  • Introduce yourself clearly and try to instil confidence and engagement.
  • Maintain eye contact to camera rather than screen.


Research, Research, Research


Whether it’s a formal interview or an informal ‘chat’, researching the business in question cuts both ways. Researching a prospective firm isn’t solely about understanding who they are and demonstrating that you know this; it can also be of huge value to you to reaffirm your application.


Consider:

Does your research suggest that the company works to your values and aspirations? Do their current projects / publicity appeal to you; have you notice things that impel you to find out more? Do you have employees/ ex-employees or clients within your connections that you could reach out to?


Your application may not of course have been prompted by the vacancy of a particular organisation. Your desired role might simply be to work as a Building Control Surveyor, for instance, operating within your local area as far as possible, in return for competitive remuneration. Irrespective of the company involved. Carrying out research is still a prerequisite as it demonstrates your engagement with their organisation in particular. Even if you feel confident that you know how they operate, try to identify aspects that make their organisation stand out. They will appreciate the attention to detail as it conveys some initial investment from you in them.


Research Checklist:

Can you articulate a clear outline of their business model: the service(s) they offer and how this is achieved.

Are you aware of projects, methods of working or current clients’ key to the business? This demonstrates you have an up-to-date impression of the company and where it’s going.

Who are their competitors? This conveys genuine engagement and shouldn’t be underestimated.

Try to gauge it in terms of how the interviewers respond. If they show interest in your overview, provide more detail. If they seem satisfied and don’t prompt further, keep it short and sweet.


Conduct a close reading of the Job Description

Rather than avoiding aspects of the description that sound unfamiliar or outside of your prior experience, if you are unsure about any aspects of the role research these ahead of time.


Don’t be afraid of questioning your point of contact in relation to the application and ask for clarification on any aspects you are unsure about.


Rather than exposing a lack of knowledge it has been proven in my experience to demonstrate to the organisation your engagement and motivation to be suitably prepared.


I worked with a Senior Inspection Manager who was unsure about a specific inspection system referenced in the responsibilities of the role.


The Inspector impressed me by contacting me unprompted to run through the Job Description ahead of their interview, evidencing their capability to fulfil each duty, but pointed out the detail they were unsure about. They were fairly confident the inspection system was similar to their current role but the terminology made them uncertain. They asked me to contact the employer to check the two systems performed the same function and operated similarly. The employer was impressed with their active engagement in advance of the meeting and affirmed the candidate’s understanding. The inspector was then able to attend the interview with the confidence that the specified requirements were within their capability, enabling them to focus on how they can best present themselves and their relevant experience.


Pre-prepare examples - loosely

You want to be able to articulate your relevant experience clearly, but without sounding wooden. Consider how you can refine relevant projects/experiences into succinct summaries that give context, convey your input and show the end result.


Utilise the Star Technique to keep your examples clear and to the point:


Situation:            Describe the situation and when it took place
Task:                    Explain the task and what the goal was
Action:                 Provide details about the action you took to attain this
Result:                 Conclude with the result of your action


So for instance if a requirement of the role is to demonstrate ‘excellent relationship-building skills’, affirm it with an example:


S --- A qualified inspector I represented previously drew upon a past experience in which an established client was extremely dissatisfied that their plans had not been approved du to regulatory issues.


T --- Their responsibility was to sign off a compliant plan that suited the clients’ preferences.


A --- They initially acknowledged and reaffirmed the client’s aims and communicated their desire to reach a mutual outcome. They were able to problem solve some alternative routes to compliance.


R --- The result was greater client satisfaction than if the project had ran smoothly.

Interviewers will not only be looking for relevant experience but will also be analysing your perception of what’s relevant.


                            *            *            *


Following the advice above should stand you in good stead to tackle your interview.


Further advice can be found on our career blog.


To discuss how I can support you to secure your next role, please contact 01283 499820 or Hannah.Lakin@professional-technical.com.

When to Use a Specialist Recruiter vs. Hiring Directly

30 June 2025
Hiring the right person is one of the most important decisions a company can make. Whether you’re filling a technical role for the first time or expanding an established team, the process can take time, effort and resources. It’s not always easy to know the best route to take either. Should you manage recruitment in-house or bring in a specialist recruiter? The answer depends on a few key factors, from how niche the role is to how quickly you need someone in place. Here, we’ll break down the pros and cons of each approach to help you make the right call. Hiring Directly: When It Makes Sense If you’ve got the time, tools and talent internally to manage recruitment, hiring directly can work well, particularly for more general roles or when you’re not in a rush. When to consider hiring directly: You have a strong internal HR or talent acquisition team They’re already experienced in managing recruitment campaigns and have a process in place. The role is easy to fill or not time-sensitive If it’s a commonly advertised position and there’s a large candidate pool, managing the process yourself could save on recruitment fees. You have access to a strong talent pipeline Perhaps you’ve had success with referrals or you’re drawing from a well-established internal database. That said, even with the best in-house team, recruitment can be time-consuming. Screening CVs, arranging interviews and negotiating offers all take focus, which can be difficult to manage alongside day-to-day responsibilities. When It’s Time to Bring in a Specialist Recruiter For more technical or hard-to-fill roles, working with a specialist recruiter can make a real difference. With in-depth industry knowledge and access to a network of qualified candidates, recruiters can help streamline the process and improve your chances of securing the right hire. Here’s when working with a specialist makes sense: The role is highly technical or niche Whether you’re hiring a CAD Designer, a Safety Consultant or a Field Service Engineer, a specialist recruiter understands the market and knows what ‘good’ looks like. You need to fill the role quickly Recruiters have access to active and passive candidates you might not reach through job boards. That can save weeks, even months, of sourcing time. You’ve already tried to hire and struggled If a previous campaign didn’t attract the right candidates, a recruiter can help reassess the brief, adjust the messaging and find new avenues to source talent. You need help with market insight or salary benchmarking A good recruiter doesn’t just send CVs. They offer advice on what candidates are looking for, what competitors are offering and how to make your vacancy stand out. The Best of Both Worlds It doesn’t have to be one or the other. Some companies choose to manage more general roles internally and bring in a recruitment partner for more specialist or senior hires. Others work with recruiters on an ongoing basis to keep their pipeline full and reduce pressure on internal teams. Final Thoughts There’s no one-size-fits-all answer when it comes to recruitment. But knowing when to bring in a specialist can save time, reduce stress and ultimately lead to better hires. At Professional Technical, we’ve supported hundreds of companies across engineering, design and manufacturing. If you’re unsure whether now’s the time to bring in extra support, we’re happy to offer advice. No pressure, just honest guidance. Looking for help with a technical hire? Get in touch with our team today to see how we can support your recruitment goals.

5 Tips to Prepare for Your Interview in 2025

30 May 2025
Interviews used to be all about ironing your shirt, rehearsing your CV like a Shakespeare monologue and trying not to sweat through your suit. But things have changed. In 2025, interview prep isn’t just about looking sharp and having the right answers—it’s about showing you’ve got the skills, the mindset and the adaptability to hit the ground running. Employers want real-world capability. So, if you’ve got an interview coming up (or want to be ready when one does), here’s what you need to do to stand out in today’s ultra-competitive, skills-driven job market. 1. Know the company like you’ve already worked there We’re not saying you need to stalk their CEO’s dog on Instagram. But you do need to get clued up on: What the company does Where they’re heading Their values, culture and recent projects Why? Because interviews aren’t just about answering questions—they’re about connecting. You can’t do that if you don’t speak their language. Pro tip : Check out their LinkedIn, press releases, Glassdoor reviews and anything they’ve posted recently. 2. Don’t just understand the role—deconstruct it Look at the job description and break it down like an engineer with a schematic: What core skills are they looking for? What tools or platforms do they use? What results are they hoping this hire will deliver? Then, figure out where your experience directly maps to their needs—and where it adds value they didn’t even know they needed. 3. Be ready to talk about your skills (not just your experience) Forget just walking through your CV like it’s storytime. Instead, be ready to show how your skills have delivered impact: “I used AutoCAD to shave 12 hours off a key design process.” “I integrated a new AI tool into the workflow that sped up early-stage prototyping.” This is what employers want to hear: clear, skills-based stories with tangible outcomes. Use the STAR method (Situation, Task, Action, Result) to keep it tight and relevant. 4. Prep for the format (because not every interview is the same) Some interviews are fully virtual, others are face-to-face, and some are a hybrid mix of “Zoom fatigue meets awkward handshake.” Prepare accordingly: For virtual interviews: Test your tech—twice. Choose a clean, quiet, well-lit space. Dress like you’re meeting in person (yes, from the waist down too… just in case). For in-person interviews: Plan your route. Give yourself extra time. Bring printed copies of your CV, a notepad, and any portfolio pieces if relevant. 5. Questions are your secret weapon You know the bit at the end when they ask, “Do you have any questions for us?” This is not a polite formality. This is your chance to flip the script. Ask thoughtful, forward-thinking questions like: “What does success look like in this role after 6 months?” “How does the team integrate new technologies like AI or automation into your process?” “What are the biggest challenges you're hoping the person in this role can solve?”  The Bottom Line Today’s interviews are less about pedigree and more about practicality. Employers want to see: That you’ve done your research That you understand the job That you can apply your skills to deliver results—today, not someday So don’t just prepare to “get through” the interview. Prepare to own it. Got questions or want help getting interview-ready? Reach out. We’ll help you sharpen your story, showcase your strengths, and land the role you’ve been aiming for.

Field Service Engineers: How to Make a Great First Impression On-Site

30 April 2025
For Engineers Working on Lifts, Forklifts & Automatic Doors - Ever turned up to a nightmare job? You’ve barely finished your brew and the phone’s already buzzing. You’re needed on-site—a shutter’s stuck halfway, or a lift’s playing dead again, or someone’s forklift won’t charge, and production is grinding to a halt. You roll in, toolbox in hand, only to find: No one’s expecting you. Access is “somewhere round the back.” The last guy left it “sorted” (it isn’t). Welcome to the glamorous world of field service engineering. Still, first impressions count. Whether you're fixing a faulty door sensor or resetting a lift control panel at 6AM, how you show up matters. Not just for the job—but for your next one. So here’s how to make a cracking first impression, even when the job itself is a bit of a horror show. 1. Turn Up Looking Like You Know What You’re Doing You don’t need a polished van with LED lighting and a custom wrap (though if you have one, fair play). But your gear should be tidy, your uniform clean-ish and you should look like you came to fix something. Why it matters: People judge on sight. A pro-looking engineer earns trust faster, and that trust makes problem-solving 10x easier. 2. Take Control (Politely) You’re not there for a chat—you’re there to sort the problem. But before you get stuck in, make sure you: Introduce yourself Confirm the job details Ask the right questions (especially about access, recent faults or dodgy workarounds) It puts the customer at ease and gives you a clear picture of what you’re walking into. “Morning, I’m here for the lift fault on level 2. Has it been down long? Any noises or error codes showing?” You sound sharp. You look sharp. You’re already halfway there. 3. Act Like It’s Not Your First Rodeo (Even If It’s a Mess) We know the jobs that go sideways before you even pop the panel: Power’s dodgy Doors are covered in grime Forklift diagnostics read like the Rosetta Stone But panicking or complaining helps no one. The best engineers are the ones who crack on, stay calm and solve problems step by step—even if the job was “looked at” last week by someone with a YouTube certificate. Remember: Calm = competence. Even if you're seething inside. 4. Document Everything – Cover Your Back, Protect Your Pay Take photos. Note down serials. Log faults. If it’s broken beyond what’s on the call-out, flag it. Not just for the customer—but for the office, so they can back you up if the client gets awkward or tries to rebook something that’s definitely not warranty work. Pro move: Save the before-and-after shots. It proves you did the work and shows the state of play. Gold dust for agencies, supervisors or anyone who thinks engineers just “poke stuff and hope.” 5. Leave the Place Better Than You Found It No mess. No tools left behind. No wires hanging out like a spaghetti monster. Once the job’s done: Explain what was wrong (in plain English) Tell them what you fixed Flag what might need attention next time Why bother? Because they remember the engineer who sorted it and explained it clearly. That’s how you get repeat work, better contracts and sites that actually welcome you back. Final Word: Respect Gets You Further Than Just Being “Good with Tools” Being a skilled engineer is half the battle. Being one who turns up right, handles themselves well and leaves a job neat? That’s how you stand out. These days, word travels. Clients tell each other who’s reliable. And when the good gigs come in—clean jobs, decent day rates, less chaos—guess who gets the call? You. Want More Work That Respects Your Skills? If you’re a solid engineer working on lifts, doors or materials handling kit—and you’re tired of chasing poor leads or sites that treat you like an afterthought—we’ve got your back. Get in touch with our team. We work with companies who appreciate what you do, pay fair and don’t send you to sites that look like crime scenes.