Getting a UK job interview as a Nigerian applicant is a significant achievement. It means your CV was strong enough to stand out, your experience is relevant, and the employer believes you might be the right person for the role. The next step — the interview itself — is where the opportunity is either converted into a job offer or lost.
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The challenge is that UK job interviews follow conventions and cultural norms that can feel unfamiliar, particularly if most of your interview experience has been with Nigerian employers. The format is different. The types of questions are different. The tone is different. Even what counts as a “good answer” is different in ways that are not always obvious until you are sitting in the interview room — or in front of a video call — realising that what you said did not land the way you expected.
This guide is designed to help you walk into a UK job interview understanding exactly what to expect and how to perform at your best. You will learn how British employers approach hiring, what competency-based interviews actually require, how to handle phone and video screening calls, how to present yourself professionally in the UK cultural context, what salary negotiation looks like, and the ten most common mistakes Nigerian applicants make — and how to avoid every one of them.
Table of Contents
How UK Job Interviews Differ From What Many Nigerian Applicants Expect
The Types of UK Job Interviews You Will Encounter
Understanding Competency-Based Questions and the STAR Method
Common Competency Questions and How to Approach Them
How to Research a UK Employer Before an Interview
Professional Presentation: Dress, Tone, and Demeanour
Phone and Video Interview Etiquette
Talking About Visa Status in a UK Interview
Salary Conversations: UK Norms and What to Expect
Follow-Up Etiquette After a UK Interview
Key Things to Know
Common Mistakes to Avoid
Practical Tips
Frequently Asked Questions
Conclusion
How UK Job Interviews Differ From What Many Nigerian Applicants Expect
If you have interviewed primarily with Nigerian employers or organisations, your frame of reference for job interviews may be quite different from what UK hiring managers typically expect. Understanding these differences is not about judging one approach over another — it is about knowing what the game is before you play it.
Formality Is Present but Not Stiff
UK professional culture occupies a middle ground. It is more formal than a casual startup culture but less intensely hierarchical than what many Nigerian applicants experience in Nigerian corporate settings. UK interviewers often begin with small talk — a comment about the weather, how your journey was, or something light about the day. This is not filler. It is part of establishing a conversational tone.
Responding to small talk naturally — rather than immediately shifting into a formal “sell yourself” mode — sets a better first impression than treating the whole interaction as a formal presentation.
Evidence, Not Assertion
One of the most significant differences between UK interview culture and what many Nigerian applicants are used to is the British employer’s preference for evidence over assertion.
In many Nigerian interview contexts, confidently declaring that you are a hard worker, a team player, or a results-driven professional is expected and effective. In UK interviews, these statements are generally not enough on their own. British employers want you to demonstrate these qualities through specific, verifiable examples from your actual experience.
“I am a strong communicator” is an assertion. “In my previous role managing a team of eight, I introduced weekly briefings that reduced project misalignment from a recurring issue to something we solved in the first quarter” is evidence.
Modesty Has Its Place
British professional culture tends toward measured confidence rather than overt self-promotion. There is a tendency in UK interviews to present achievements straightforwardly, crediting teams and processes alongside individual contribution, rather than positioning yourself as the sole architect of every success.
This does not mean being self-effacing or underselling yourself. It means presenting your genuine contributions without exaggeration, giving credit where it is due, and letting the substance of your examples speak for themselves.
The Types of UK Job Interviews You Will Encounter
UK employers use a variety of interview formats depending on the role, the level of seniority, and the sector. Knowing what to expect in each format helps you prepare appropriately.
Telephone Screening
Many UK employers begin with a phone screen — a relatively short call (typically 20 to 30 minutes) conducted by a recruiter or HR professional. The purpose is to confirm that you are a plausible candidate before investing time in a more in-depth interview.
Phone screens typically cover:
Your current situation and notice period
Why you are interested in this specific role and employer
A brief overview of your relevant experience
Your right to work in the UK (or your visa situation if applicable)
Salary expectations
The tone is usually conversational rather than formal. The key is to be clear, concise, and enthusiastic without rambling. Have your CV in front of you and a quiet place to take the call.
Video Interviews (Live and Pre-Recorded)
Video interviews have become standard in UK hiring, particularly for initial screening and for international candidates. There are two types:
Live video interviews conducted on platforms like Teams, Zoom, or Google Meet follow the same structure as in-person interviews. Treat them with the same preparation and professionalism.
Pre-recorded or asynchronous video interviews — offered by platforms like HireVue or Spark Hire — ask you to record yourself answering questions that appear on screen, often with a time limit per answer. There is no interviewer in real time. These can feel odd at first but the principles of good interview answering apply equally.
For both formats, your environment matters: good lighting (facing natural light or a lamp, not backlit), a quiet space, a stable internet connection, and appropriate dress.
Competency or Behavioural Interviews
This is the most common substantive interview format in UK hiring. Questions are structured to draw out specific examples from your past experience as evidence of required competencies. We cover this format in detail in the next section.
Panel Interviews
Panel interviews involve multiple interviewers — often two or three — taking turns asking questions. This is common in the public sector, large organisations, and senior appointments. Make eye contact with the person who asked each question as your primary focus, while naturally including the others.
Do not be thrown by the panel format. The questions and the principles of answering well are the same. It can feel more intense simply because there are more people in the room, but the dynamics are the same as any professional conversation.
Assessment Centres
For graduate schemes, management trainee programmes, and some technical or commercial roles at large organisations, UK employers use assessment centres. These are multi-exercise evaluation days that typically include:
A group exercise or case study discussion
An individual presentation
One or more competency interviews
Psychometric or aptitude tests
Role-play exercises in some cases
Assessment centres are designed to observe how candidates perform in a range of situations, not just how they answer rehearsed interview questions. Being genuinely engaged, collaborative in group exercises, and composed under pressure matters as much as individual interview performance.
Technical Interviews
For IT, engineering, data, finance, and similar roles, technical assessment is often included — either as a separate stage or within the broader interview. This might involve:
Solving a coding problem live or on a take-home assignment
A case study or financial modelling exercise
A technical knowledge discussion with a specialist in your field
A system design or architecture conversation
Prepare specifically for the technical elements of interviews in your field. Do not assume your general interview preparation covers the technical component — it requires separate and dedicated practice.
Understanding Competency-Based Questions and the STAR Method
Competency-based interviewing is the dominant approach in UK hiring across the private and public sectors. Once you understand how it works, it becomes much more manageable — because the formula is consistent even when the questions vary.
What Competency Questions Are
A competency question asks you to describe a specific situation from your past experience in which you demonstrated a particular skill, quality, or behaviour. The premise is that past behaviour is the best predictor of future performance.
Common competency areas include:
Leadership and people management
Communication and stakeholder management
Problem-solving and analytical thinking
Teamwork and collaboration
Adaptability and resilience
Results orientation and delivery under pressure
Customer focus and service
Planning and organisation
The STAR Method
STAR is the most widely recommended structure for answering competency questions, and it is widely taught in UK career development contexts for good reason — it works.
S — Situation: Set the scene. Briefly describe the context and background. Keep this concise — one or two sentences.
T — Task: Describe your specific responsibility or challenge within that situation. What were you personally accountable for?
A — Action: This is the heart of the answer. Describe what you specifically did — the actions you took, the decisions you made, the approach you chose. Use “I” rather than “we” where your individual contribution is what is being assessed.
R — Result: Describe what happened as a result of your actions. Ideally, quantify the outcome where possible. What improved? What was delivered? What was the impact?
A well-structured STAR answer typically takes two to four minutes to deliver. It is specific, clear, and ends with a concrete outcome. The most common mistake is spending too long on S and T and running out of time before the result.
Practice Makes STAR Answers Natural
The challenge with STAR is that it feels forced and awkward the first several times you practise it. Rehearsing out loud — not just in your head — is essential. By the time you are in the actual interview, you want STAR structure to feel like natural storytelling, not a mechanical formula.
Common Competency Questions and How to Approach Them
The following are questions that appear frequently in UK job interviews. Preparing STAR answers for each before you interview means you have a prepared story that you can adapt to the specific angle of the question.
“Tell me about a time you led a team through a challenging situation.” This assesses leadership, resilience, and communication. Choose an example where the challenge was real and meaningful, your role was genuinely leadership-level, and the outcome demonstrates something about how you operate under pressure.
“Describe a time you had to deal with a difficult stakeholder or colleague.” This assesses interpersonal skills and professionalism. UK employers expect candidates to demonstrate that they can handle conflict constructively without either becoming aggressive or avoiding the issue entirely.
“Can you give me an example of when you delivered a project under tight time pressure?” This assesses planning, prioritisation, and delivery orientation. The result here matters a lot — did you actually deliver, and how?
“Tell me about a time you made a mistake and what you did about it.” This one surprises many candidates who expect never to discuss failures in an interview. UK employers ask about mistakes specifically to assess self-awareness, accountability, and learning ability. The best answers acknowledge the mistake honestly, describe what you did to address it, and explain what you changed as a result.
“Give an example of when you had to adapt to a significant change.” This assesses adaptability and resilience. Changes could include restructuring, new technology, new leadership, market shifts, or personal professional challenges.
How to Research a UK Employer Before an Interview
Generic application followed by generic interview preparation is one of the most common reasons candidates underperform. UK employers — and this is genuinely true — respond well to candidates who demonstrate that they have done their homework.
What to Research
The company’s core business and recent news: What does the company actually do? Who are its main clients or customers? What has been in the news about it recently? If the company recently announced a new product, expansion, acquisition, or major contract, knowing about this demonstrates genuine interest.
The role and its context: Read the job description carefully and think about how each element of your experience connects to specific responsibilities listed. Anticipate which competencies are most important for this specific role and prepare your strongest examples for those.
The company’s values and culture: Many UK employers publish their values explicitly on their website. If the interview is for a company whose published values include “innovation,” “integrity,” and “collaboration,” structuring some of your examples around these themes creates resonance.
Your interviewer: If you know the names of your interviewers in advance, look them up on LinkedIn. Understanding their background and current role helps you understand who you are talking to and sometimes gives useful context for the conversation.
The Question at the End: “Do You Have Any Questions?”
Almost every UK interview ends with the interviewer asking if you have any questions. This is not a formality — it is an assessment opportunity. Candidates who say “no, I think you have covered everything” or who ask nothing meaningful miss a chance to demonstrate genuine engagement.
Prepare three or four thoughtful questions about the role, the team, or the company’s direction. Examples:
“What does success look like in this role in the first six months?”
“How has the team evolved over the last couple of years?”
“What are the biggest challenges the person in this role will face?”
“How does this team collaborate with other parts of the business?”
Avoid questions about salary, holiday entitlement, and benefits at the first interview — these come later in the process.
Professional Presentation: Dress, Tone, and Demeanour
What to Wear
UK dress codes for interviews lean toward smart professional attire in most corporate, financial, public sector, and management-level contexts. In technology and creative sectors, smart casual is often appropriate.
When in doubt, it is always better to be slightly overdressed for an interview than underdressed. A suit or professional dress for finance, law, and corporate interviews is appropriate. For tech companies and startups, a smart shirt or blouse without a full suit is typically fine.
Research the specific employer’s culture if you are uncertain. Some companies’ websites and LinkedIn pages give a visual sense of how people dress in the office.
Punctuality
Arriving on time for an in-person interview means arriving early — five to ten minutes before your scheduled time, not on the dot. For a remote interview, being logged in and tested with your camera and microphone working five minutes early avoids the awkward scramble that makes a poor first impression.
Do not arrive so early that you create inconvenience for the employer. If you are significantly early for an in-person interview, wait nearby and arrive at the reception five minutes before your time.
Body Language and Eye Contact
Maintaining good eye contact (without staring), sitting upright with open body language, smiling naturally, and listening actively are all signals that UK interviewers read positively. These are genuine communication behaviours, not performance — they are what being present and engaged looks like.
Avoid checking your phone, looking around the room, or displaying nervous habits like repeatedly touching your face or hair.
Phone and Video Interview Etiquette
Given that many Nigerian applicants are interviewing for UK roles from Nigeria, phone and video interview skills are particularly important.
Prepare Your Environment
Choose a quiet location where you will not be interrupted. Inform anyone who might walk in that you have an important call. Turn off notifications on any devices not in use.
For video interviews, think about what appears behind you. A plain wall or a tidy, professional-looking background is better than a cluttered or visually distracting space. Natural light from a window facing you (not behind you) provides the best lighting.
Technical Preparation
Test your internet connection, microphone, and camera in advance — ideally on the same device you will use for the interview. Log into the video platform (Teams, Zoom, etc.) before the interview to ensure it works. Have a backup plan (a phone number to call) in case your connection drops.
Compensate for the Distance
Video calls naturally reduce some of the energy and warmth of face-to-face interaction. Slightly increase your expressiveness a natural smile, attentive nods, and a clear, unhurried speaking pace all help bridge the gap. Speak clearly and at a measured pace, as audio quality can vary.
Talking About Visa Status in a UK Interview
If you are a Nigerian national applying for UK roles from outside the UK, or if you are in the UK on a visa, the question of your right to work will almost certainly come up.
Be Honest and Direct
UK employers ask about right to work as a legal requirement, not as a barrier. Do not be evasive. If you need visa sponsorship, say so clearly and early — ideally in the initial screening stage, so that both parties are not investing time in a process that the employer cannot support.
If you know the employer holds a sponsor licence (verifiable through the gov.uk Register of Licensed Sponsors), you can mention this: “I understand you hold a Skilled Worker Visa sponsor licence, and I would require sponsorship — I wanted to confirm that this is something you are able to support for this role.”
What Not to Do
Do not misrepresent your right to work. Do not claim you have the right to work in the UK when you do not. This creates serious legal and ethical problems and will typically result in immediate termination if discovered after hiring.
If Sponsorship Is Not Available
If you discover that the employer cannot sponsor during an interview process where you have already invested significant time, handle it graciously. Express your appreciation for the opportunity, acknowledge the constraint, and leave the door open for the future if circumstances change. The professional relationships you build during a job search have long-term value.
Salary Conversations: UK Norms and What to Expect
Salary discussion in the UK follows conventions that differ from what many Nigerian applicants are familiar with.
When Salary Comes Up
Many UK employers discuss salary early — often in the initial phone screening. This is done to avoid wasting time if there is a fundamental mismatch between what the employer can offer and what the candidate expects.
Be prepared for the question: “What are your salary expectations?” or “What is your current salary?” (though asking about current salary has become less common in some sectors).
How to Answer
Research the market rate for the specific role and level in the UK before any interview. Use UK job boards and salary benchmarking resources to understand what comparable roles are paying. Having a realistic, researched number prevents you from either underselling yourself or pricing yourself out of consideration.
When asked, it is generally acceptable to give a range: “Based on my research and experience, I am looking for something in the range of £X to £Y, though I am open to discussing the full package.”
Understanding the Total Package
UK employment packages typically include base salary plus pension contributions (with employer contributions often stated as a percentage), annual leave entitlement, and sometimes bonus or commission structures. Healthcare insurance, flexible working arrangements, and professional development budgets are additional elements that vary by employer. Consider the full package, not just the headline salary.
Follow-Up Etiquette After a UK Interview
A Thank You Note
In the UK, sending a brief thank you email after an interview is polite but not as universal a practice as it is in the United States. That said, sending a short, genuine note — not a lengthy formal letter — is well received by most UK employers and slightly differentiates you positively. Keep it to three or four sentences expressing your appreciation for the conversation and your continued interest in the role.
Following Up on a Decision
If the employer gave you a timeline for their decision and that timeline has passed without communication, it is entirely appropriate to follow up politely by email. Keep the message brief: simply ask if there is any update on the role, confirm your continued interest, and thank them for their time.
If You Are Rejected
UK employers are not always consistent about providing feedback, though it is reasonable to request it. If you receive a rejection, asking politely for brief feedback can sometimes yield useful information for future applications. Accept rejections graciously — the professional world is small, and the recruiter or hiring manager you encounter in one role may be relevant to another opportunity later.
Key Things to Know
UK job interviews are typically structured around specific examples from your past experience — assertion without evidence is not sufficient
The STAR method (Situation, Task, Action, Result) is the most effective format for answering competency questions and is widely used in UK hiring
Phone and video interviews require specific preparation for environment, technology, and communication style
Research your employer thoroughly before every interview — generic preparation produces generic performance
Be honest and upfront about your visa status — this should be established early in the process
UK professional culture values measured confidence — present achievements clearly and specifically without exaggeration
Asking thoughtful questions at the end of an interview demonstrates genuine interest and engagement
Follow-up thank you notes are optional but welcome; following up on a decision timeline is appropriate
Common Mistakes to Avoid
Starting answers without a clear structure. Candidates who begin answering a competency question and then meander through unrelated details without arriving at a clear result leave interviewers confused and unimpressed. Structure your answers before you open your mouth.
Being too modest or too assertive. British professional culture sits in a specific range. Pure assertion (“I am excellent at this”) without evidence is unconvincing. Excessive self-deprecation (“I am not sure I am qualified but…”) is equally unhelpful. Aim for specific, confident, evidence-backed answers.
Criticising former employers or colleagues. This is a near-universal red flag in UK interviews. If you are asked why you left a previous role, always frame your answer around your own ambitions and what you are moving toward, not what was wrong with where you were.
Using formal Nigerian professional language patterns that do not translate. Formal written language that works perfectly in a Nigerian professional context can feel stiff and impersonal in a UK interview. Practice speaking conversationally about your experience.
Not preparing for the “Tell me about a time you failed” question. Many Nigerian applicants are unprepared for this type of question because admitting to a failure in a professional context feels counterproductive. In UK interviews, refusing to acknowledge any failures or giving a transparently non-answer (“I struggle to delegate because I care so much”) is a weak response. A genuine, thoughtful answer about a real mistake and what you learned demonstrates the self-awareness UK employers value.
Talking too much. In UK interviews, concise, well-structured answers are valued over exhaustive ones. If your STAR answer runs past four to five minutes, it is probably too long. Watch for the interviewer’s body language — if they are waiting for you to finish, you have gone on too long.
Asking no questions at the end. Responding to “Do you have any questions?” with “No, everything was covered” signals low engagement. Always have thoughtful questions prepared.
Not researching the company. Being unable to answer “What do you know about us?” with anything specific suggests you are applying indiscriminately rather than genuinely wanting this role. Research is a basic expectation.
Misrepresenting experience or qualifications. UK employers conduct background checks and reference checks. Any misrepresentation — inflated job titles, exaggerated responsibilities, claimed qualifications you do not hold — will eventually be discovered and will typically result in immediate dismissal and reputational damage in a relatively small professional market.
Not following up after the interview. Even a brief thank you email shows professionalism and genuine interest. Not following up at all is a missed opportunity.
Practical Tips
Practise STAR answers out loud, not just in your head. Record yourself on your phone and play it back. You will immediately hear whether your answers are clear, well-paced, and sufficiently specific. This exercise is uncomfortable but invaluable.
Build a story bank. Before you begin actively interviewing, identify six to ten strong examples from your career history that demonstrate key competencies. Organise these in a document. When you are preparing for a specific interview, you can select and tailor the most relevant examples rather than inventing new ones under pressure.
Research the company the day before, not the day of the interview. You want your research to be absorbed, not freshly skimmed. Researching the evening before allows you to sleep on the information and arrive with it genuinely integrated into your thinking.
Prepare your “Why this company?” and “Why this role?” answers specifically. These questions appear in almost every UK interview and the quality of your answer matters significantly. Generic answers (“You are a well-respected company”) are weak. Specific answers that reference something real about the company and connect it to your own professional interests are strong.
Get a mock interview with someone who knows UK hiring. If you have a contact who has worked in UK hiring or who has been through UK interview processes, ask them to conduct a practice interview and provide honest feedback. This is more valuable than any other preparation you can do.
Learn the specific sector vocabulary of the UK employer you are targeting. Every industry has its own language, and in the UK context there are sector-specific phrases and frameworks that hiring managers expect candidates to be familiar with. In finance, this might mean understanding specific regulatory frameworks. In healthcare, it might mean knowing NHS structures. In technology, it might mean specific methodologies or platforms.
On the day, give yourself more time than you think you need. Whether it is a commute to an in-person interview or logging into a video platform, build in a buffer. Being rushed creates unnecessary stress that affects your performance.
Frequently Asked Questions
1. How formal should I be in a UK job interview?
UK interview culture is professionally formal but not stiff. The tone is usually conversational rather than ceremonial. Address the interviewers by their first name unless they introduce themselves differently. Maintain professionalism throughout while being naturally personable. Think of it as a serious professional conversation between adults who are deciding whether to work together.
2. Should I bring a copy of my CV to a UK interview?
Bringing a printed copy of your CV to an in-person interview is a professional habit that is well received but not universally expected. It shows preparation. For video interviews, have a digital copy visible on screen or easily accessible so you can refer to it if needed.
3. How do I handle the question “Where do you see yourself in five years?” in a UK interview?
UK employers ask this to understand your ambition and whether this role fits into a realistic career trajectory. The best answers are genuine, connect your development goals to the type of work this role involves, and demonstrate that you are motivated by professional growth rather than purely by salary or status. Avoid extreme answers in either direction — neither “I want your job” nor “I have no particular plans” is compelling.
4. Is it acceptable to take notes during a UK job interview?
Yes. Bringing a notepad and pen to an in-person interview and asking politely if you may take notes is generally well received. It signals genuine engagement and thoroughness. For video interviews, taking notes is fine though less visible.
5. What should I do if I do not understand a question in a UK interview?
Ask for clarification politely: “I want to make sure I answer that well — could you clarify what you mean by [specific term]?” or “Do you mind if I just take a moment to think about that?” Asking for clarification or a moment to think is completely acceptable in UK interviews. Rambling through an answer to a question you did not understand is not.
6. How important is accent in UK job interviews?
Your accent does not need to change for a UK interview. What matters is that you are clearly understood — speaking at a measured pace, enunciating clearly, and not rushing. UK interviewers are accustomed to a wide range of accents from international candidates, and a Nigerian accent that is clear and well-paced is not a disadvantage.
7. What is the right length for a STAR answer?
Two to four minutes is typically the right range for a competency answer. Too short and you risk not providing sufficient evidence. Too long and you risk losing the interviewer’s attention or giving the impression that you do not know what is essential versus peripheral in your story. If an interviewer begins to ask clarifying questions or looks like they are waiting for you to finish, you have likely gone on too long.
8. Should I mention my visa requirements in a UK job interview and when?
Yes, and ideally early in the process — at the phone screening stage at the latest. Discovering at the offer stage that an employer cannot sponsor is frustrating for both parties. If you know from the job description or the company’s sponsor licence status that sponsorship is available, you can acknowledge this upfront. If you are unsure, the phone screen is the right time to raise it.
9. Is it appropriate to negotiate salary in a UK job interview?
Not typically at the first interview stage, and not during the interview itself. Salary negotiation in the UK usually happens at the offer stage, after a conditional offer has been made. If you are asked about salary expectations during an interview, giving a researched range is appropriate. Actual negotiation happens in a follow-up conversation after the offer.
10. What are the biggest red flags UK employers notice in Nigerian applicants specifically?
The most common issues are not specific to Nigerian applicants but are patterns that can be more pronounced when candidates come from different professional cultures: overly assertive self-promotion without evidence, not listening to the question before launching into a prepared answer, unfamiliarity with the STAR method for competency questions, and occasionally, answers that are too long and not sufficiently focused. These are all eminently fixable with preparation and practice.
11. How should I handle silence after I finish a STAR answer?
Silence after an answer is normal in UK interviews. The interviewer may be writing notes, processing your answer, or formulating the next question. You do not need to fill the silence by continuing to talk. Finish your answer clearly — including a definitive result statement — and then wait. Resist the temptation to keep adding information. A clean ending is more confident than trailing off.
12. What is an assessment centre and how should I prepare for one?
An assessment centre is a multi-exercise evaluation day used by some UK employers for graduate schemes, management programmes, and senior commercial roles. It typically includes a group discussion exercise, individual presentation, competency interviews, and sometimes psychometric tests. For the group exercise, the key is to be collaborative and constructive rather than competitive — UK employers are watching how you work with others. Prepare for the presentation with clear structure and timing discipline. Everything else in this guide applies to the interview components.
Conclusion
Preparing for a UK job interview as a Nigerian applicant is not about changing who you are. It is about understanding the specific cultural and professional conventions of the UK hiring process so that your genuine skills and experience translate effectively in that context.
The UK interview environment rewards candidates who provide specific, structured evidence of their capabilities, who have researched the employer thoughtfully, who communicate clearly and professionally, and who demonstrate genuine interest in the specific role — not just any role.
The STAR method for competency questions, thorough employer research, honest and upfront communication about visa requirements, appropriate professional presentation, and thoughtful follow-up after the interview are not complex concepts. They are learnable and practicable with deliberate preparation.
The Nigerian professionals who succeed in UK job interviews — and many do, across every sector and level — are not those with the most impressive credentials. They are the ones who understood what British employers expect, prepared accordingly, and walked into the interview as confident, informed, and well-prepared candidates.
