Incisive Media Interview Questions
& Process

The interview process felt disjointed. The first interview was a casual chat with the hiring manager, during which it became apparent that there wasn't actually a role open as they were about to offer another candidate. Six weeks later, I was contacted for a formal final interview which included a sales roleplay with the hiring manager and another director. An offer was extended more than two weeks after that, only after another candidate declined the position. This made me feel like a second choice and that the company was desperate to fill the role, which raised concerns about why others had turned it down. Following two brief, disconnected interviews and significant delays, I never really got a clear understanding of the role, the product, or the work culture. The contracts were digital, and I couldn't review them again after signing. Although I was committed to the job, I wanted to take a four-week sabbatical before starting. Incisive Media wouldn't allow a delayed start, so the offer was rescinded. Looking back, it feels like a fortunate escape!

I found this scheme on my uni careers site, but it's usually on all the main graduate job sites too. First, I had to write an article about the 2012 UK budget, plus give some basic info and my CV. Then, I got an email inviting me to an assessment day and with a link to an online personality test (which they never mentioned again). The assessment day was a full 9-5, with a lunch break where we could chat informally with current staff and people on the scheme. There were three parts to the assessments: - Interviews with the magazines that might hire you. You didn't know which magazines beforehand, and there are tons, so it was unlikely you'd know much about the specific one. They mostly asked standard interview questions (teamwork, challenges, dream job, etc.), some about specific markets (like insurance), and some general ones about business journalism (publications you read, why you're interested). These interviews seemed really important; doing well here probably meant an offer. - A filmed TV panel discussion on business journalism topics. In groups of 3, we were on a TV set with a camera, discussing something. My group talked about companies' social media use. - Observing another group's TV interview, taking notes, and then writing a short article based on their discussion. The discussion lasted about 20 mins, then we went to a computer room and had about an hour to write an article based on our notes. The content wasn't critical, as long as it wasn't made up, had a good title, and used appropriate language.

Submitted CV and cover letter online for Conference Producer role. Had a 15-minute phone call where they asked questions based on my CV and my previous answers. Then I was invited to their office for an in-person interview. I thought it would be 1:1, but there were two interviewers. It was a relaxed 30-minute interview, again focusing on my CV. After passing this, I was given a take-home task: create a conference agenda, including finding speakers and sponsors, within one week. This task was difficult. I didn't pass this stage, but I did ask about the next steps: a take-home task, presenting that work if successful, and then a final interview likely focused on competencies and company knowledge.

The interview process I would only describe as very formal, efficient but precise when they are looking for candidates. I believe a candidate should prepare quite well as they are often incredibly selective in their search for candidates. Important tips would include background research, CEO research, brand research and evaluate your transferable skills from previous roles or academic backgrounds.The overall process was a Telephone interview,Face to face interview with manager and commercial manager and a presentation in front of Manager to sell the whole portfolio.