Job search & interview prep
Preparation is Your Edge — And Now You Can Get Expert Help
By Sean Brunner, Director — Takon | April 2026
The job market is competitive, and the professionals who get hired are almost always those who prepared. A strong CV gets you through the door. A confident, well-rehearsed interview gets you the offer. Winging it — regardless of your experience, seniority or confidence — is not a strategy.
After 25 years in executive search & recruitment, I’ve seen firsthand how preparation separates the candidates who get offers from those who don’t. This post shares the key principles — and introduces Takon’s new Premium Job Search Support service for professionals who want expert help to execute.
Step 1: Get Market Ready
Before you apply for a single role, you need to understand what you’re looking for, what you’re worth, and how you’re presenting yourself to the market.
Self-assessment
– List your key skills, achievements and career aspirations
– Identify transferable skills that apply across roles or sectors
– Know your strengths and be able to articulate them with evidence
Market research
– Research salary benchmarks and growth sectors in your field
– Identify target organisations that align with your goals and values
– Know who the relevant recruiters and search firms are in your market
CV and LinkedIn
– Tailor your CV to highlight quantifiable achievements, not just responsibilities
– Incorporate relevant keywords to optimise CV for Applicant Tracking Systems (ATS)
– Optimise your LinkedIn headline, About section and experience descriptions for visibility
This is where most professionals underinvest. A professionally written CV and LinkedIn profile isn’t vanity — it’s strategy. It’s what determines whether a recruiter or hiring manager reads on or moves to the next candidate.
Step 2: Prepare for the Interview
Most interviews follow a predictable structure. Understanding that structure — and preparing for it deliberately — is the single biggest thing you can do to improve your chances.
The three parts of almost every interview
The Beginning — First Impressions and Motivation
Interviewers are forming a view of you from the moment you walk in. The opening questions are designed to assess your fit, communication style, self-awareness and motivation. Prepare clear, confident answers to the classics:
– “Tell me about yourself” — Structure: Foundation → Growth → Current Focus → Alignment to the role. Be succinct.
– “Why are you interested in this role?” — Research the organisation’s values, mission and recent news. Show genuine alignment.
– “What are your strengths?” — Choose two or three that are directly relevant. Back each one with evidence.
– “What are your weaknesses/development areas?” — Choose a real development area. Show self-awareness and the steps you’ve taken to improve.
– “Where do you see yourself in 3–5 years?” — Align your aspirations to the role and the organisation’s direction.
The Middle — Behavioural Questions and Evidence
The middle of the interview is where most people either win or lose the role. This is where you’re asked to demonstrate what you’ve actually done — not just what you know. The best interviewers use behavioural questions because past behaviour is the best predictor of future performance.
Prepare 5–7 strong stories from your career that cover different competencies and scenarios. Use the CARL framework:
Context - Set the scene. What was the business challenge or opportunity?
Action - What specific steps did you take? Include your strategy, execution and role.
Result - Quantify the outcome — revenue, cost savings, retention, efficiency. Focus on impact.
Learning - What did you learn? How did it shape your future approach? (Use if the interviewer invites it.)
Common competencies are role dependent, you should have CARL stories prepared for each of the competencies that the job requires: i.e. leadership, change management, decision making, stakeholder management, strategy execution, commercial outcomes, conflict resolution, innovation and continuous improvement.
The End — Closing Strongly
The end of the interview is your opportunity to close with confidence. Most candidates let this moment pass. Don’t.
– Ask two or three thoughtful, specific questions — about team dynamics, success metrics, the organisation’s priorities
– Reiterate your interest and your fit — briefly and genuinely
– If appropriate, ask about next steps and timeline
Interview Preparation Checklist
✓ Research the organisation — values, mission, recent news, key projects
✓ Know the people interviewing you — LinkedIn is your friend
✓ Review your CV and identify your strongest and most relevant examples
✓ Prepare 5–7 CARL stories covering key competencies for the role
✓ Prepare confident answers to the likely opening questions
✓ Write your preparation down — don’t rely on memory
✓ Rehearse out loud — practice is what builds confidence, not reading notes
✓ Prepare three thoughtful questions to ask the interviewer
✓ Know your logistics — location, format, who you’re meeting, how long
Get Expert Help — Takon Premium Job Search Support
Knowing what to do and doing it well are two different things. If you want expert guidance, a professionally prepared CV, and a tailored interview preparation session with someone who has been on the other side of the table — Takon’s Premium Job Search Support is built for you. Choose what you need from a simple menu of services in the attached overview.
Ready to get started?
Book a free 15-minute conversation to talk through what you need.
info@takon.co.nz | +64 21 712 891 | www.takon.co.nz
