Candidate FAQs

Most employers in our sectors follow a structured, multi-stage process:

1. Initial Screening (phone or video – with us or the employer)

2. First-Round Interview (typically behavioural and CV-based)

3. Technical or Case-Based Interview (role-specific knowledge)

4. Final Interview (often with senior leadership or board members)

In some cases, psychometric testing or presentation tasks may also be required.

We recommend the following:

• Research the company: Review recent news, projects, leadership bios, and market position

• Understand the role: Revisit the job description and prepare examples showing you meet the key criteria

• Practice behavioural questions: Use the STAR technique (Situation, Task, Action, Result)

• Rehearse industry-specific questions: Especially on regulation, ESG, infrastructure financing, or project cycles if applicable

• Prepare your own questions: Show engagement by asking about team structure, KPIs, or strategy

You may be asked questions such as:

• "Tell us about a time you led a team through a high-pressure project."

• "How do you assess project risk in early-stage infrastructure deals?"

• "What is your understanding of current trends in [real estate/energy/infrastructure] markets?"

• "Walk me through a complex stakeholder negotiation you handled."

Avoid:

• Speaking too vaguely or without structure

• Criticising previous employers

• Showing lack of research or misunderstanding of the role

• Failing to ask thoughtful questions

• Arriving late or missing virtual login instructions

Yes. We offer:

• 1:1 pre-interview briefings

• CV and LinkedIn coaching

• Role-play sessions for behavioural interviews

• Sector insight sheets (project finance, renewables, planning, etc.)

To book preparation support, email your consultant or contact interviews@ibrecruitment.com.

Let us know as soon as possible. We can usually reschedule with the employer, but advance notice is essential to preserve professional relationships.

If you've been dismissed, made redundant, or otherwise let go by an employer we introduced you to, it's important to understand that IB Recruitment is not involved in the employer's internal decision-making process. You will need to address your situation directly with the employer, or through appropriate legal channels.

No. As a recruitment agency, we are not authorised to provide legal advice or act on your behalf in any employment disputes. We can, however, recommend that you seek help from an employment solicitor or legal service.

It is highly advisable. If you believe your dismissal was unfair, discriminatory, or in breach of your contract, an employment solicitor can help you:

• Understand your rights under the Employment Rights Act 1996

• Navigate procedures for unfair dismissal, redundancy, or discrimination

• Review any settlement agreement or severance offer

• File a claim with an Employment Tribunal, if appropriate

Yes. You can seek free and confidential advice from several trusted services:

• ACAS (Advisory, Conciliation and Arbitration Service): www.acas.org.uk

• Citizens Advice: www.citizensadvice.org.uk

• LawWorks: Offers pro bono legal support – www.lawworks.org.uk

• Employment Tribunal: www.gov.uk/employment-tribunals

No. While we strive to work with reputable employers, we cannot control their workplace practices, disciplinary procedures, or employment decisions. We act solely as an introducer and accept no liability for employer conduct post-placement.