And after the interview, well, while the interview is fresh in your mind, make some notes on answers that you could have improved on areas where you felt you were particularly strong. And perhaps areas where you felt you're a bit weak and need to improve. Next time, refresh your interview skills balance sheet. Consider any other skills development needs, that you might have to improve it. And take some time to decompress. It's quite stressful an interview.

So do something to take your mind off it for a while for a few hours for the rest of the day. If you can. Remember, it might take them a week or so to get back to you. So don't be impatient for a response. Get on with your life. Of course, you might not get the job.

And that means it wasn't meant to be. It means that someone else was better qualified, or more appropriately experienced, or a better fit for the culture. And that's fine. That's life. So be gracious. Thank the person contacting you for the opportunity.

You never know. When they might be able to help you in the future, so be positive about it. If you felt the job was a strong fit for you, you were really keen on it. Then ask for feedback. Where do you need to improve your skills and experience? Thank them and stay positive.

If it really was your dream job or your dream employer, then you should definitely ask for feedback, write to them, email them expressing your continuing interest and work on other skills and experience. So that you can apply and again in a year or so. Above all, if you don't get the job, don't dwell on it. As I say in the film, Frozen, let it go. It may means it wasn't meant to be. But if it was a dream employer, you should definitely follow them on social media.

You should definitely ask for feedback to see how you can improve because you want to be planning to apply again in a year's time or so. And sometimes you are off at the job and you shouldn't take it if the company is being elusive about the position being offered. If they're being vague in answering questions, if they haven't explained the role very clearly, then you don't know what you're walking into. You're perhaps taking a risk. They're perhaps lining you up for a fall for something that would damage your career. So you might not want to take the job in that situation.

Or certainly you'd want to ask more questions, research more, go and meet them before accepting the job. Maybe spend a day with the people who work in the area to try and find out more about the job. If you find that the role has a high turnover rate, then it may be a poison chalice. And you can check what glass doors says about the organization. You can even ask what happened to the previous incumbents. Now, of course, if the job does have a high turnover rate, it might be a good move for you because if you can stabilize that if you can get grips on the job, then that's going to be really positive for you CV, but at the same time, it is a risk and it might mean that in six months or nine months time, you're looking for another role.

So you need to be prepared for that. If it won't do anything for your CV, then that might be a reason for not taking the job. At the same time, sometimes a holding pattern job is fine. If you just want to prepare for your next big move, if you want to build up your skills, have some time to go on some courses, then that's fine that might just be getting you ready for the next big move. But otherwise, it might be a dead end that damages your prospects. And finally, if there's pressure to take the role, they keen to get you are just desperate.

Again, do some digging. Find out more ask for some meetings in the company before you decide. Sometimes you the accountant will be asked to take part in the interview panel. And that is good experience. I would advise that you take that opportunity if it's offered to you. Before you do become the interviewer or one of the interviewers asked for some training That will also help with your interview skills.

Read the job description that you're going to be interviewing for, and discuss it with the lead interviewer. How are you going to balance the questions between the two of you? Which angles are you both going to probe and so on? review the CVS of the candidates to help you plan personalized questions. Highlight each candidate strengths and weaknesses. plan the questions that you'll ask with the lead interviewer.

You don't want to be duplicating each other, or standing on each other's toes. And remember, be empathetic with the candidates. It could be you it will be you in another situation in another organization. So be welcoming, be open with some try and put them at ease. And watch and listen carefully. During the interview.

You'll be able to tell when the candidate is strong and where they're winging it.