Written by Bernice Wong, Consultant at Ropner Lewis Sanders

Making The Most Of Your Next Interview

A well-crafted CV can get you an interview but, in today’s competitive market, that’s just one achievement unlocked. Converting that opportunity into an actual offer requires a well thought-out interview performance. I’m sure we all know the fundamentals but, having worked the hiring process as in-house HR and now a recruitment consultant, I’d like to share some nuances that, in my opinion, can potentially increase your chances. That being said, every interview is different, so do have a chat with us or your recruitment consultant if you have doubts about any of the below. At Ropner Lewis Sanders, I focus on helping business support professionals find their next role, so I will share my thoughts from this perspective.

1. Making The Right First Impression

Whether it’s a secretary, HR, receptionist, finance manager, or IT support role, business support recruitment processes are typically made up of two to three rounds of interviews (though we are increasingly seeing longer processes for paralegals). At every single round, you must present well. Most candidates understand this to simply mean the way they dress, but equally important is your grooming e.g. your hair, nails, making sure nothing is stuck in your teeth. All of this tells the interviewer about your professionalism and attention to detail, even before you say a single word.

A question that often comes up is whether you need to wear a full suit to an interview. It’s 2026, working from home has become more common, and Hong Kong is extremely hot in summer, so workplaces in general have somewhat trended away from the formal attire of previous decades.  However, for our clientele of mostly law firms and other professional organisations, a shirt and smart blazer is still a safe minimum if you are unsure. Similarly, there is no one-size-fits-all rule on whether certain jewellery or hair colours are acceptable for interviews so, if in doubt, speak to your recruitment consultant first.

2. Job Scope & Alignment

The job description indicates the team’s priorities and key requirements for the role. Therefore, prior to an interview, you should review it carefully and be ready to talk about relevant examples from your recent career history. However, to really distinguish yourself, rather than provide generic examples, you should include concrete, measurable examples into the conversation. This shows the hiring manager not just what you have done, but how effectively you have done it. Consider the difference between the following examples of legal secretaries sharing their billing experience:

Candidate A: “I’m very experienced in billing work.”

and

Candidate B: “Billing is part of my job scope. I usually manage around 40 invoices per month; some have to be split and some include discounts. I’m familiar with using both 3E and Aderant to handle everything from daily time-entry to drafting and processing the bills.”

3. Know Your CV & Reasons for Leaving

Make sure you are able to talk comfortably about every single thing mentioned in your CV. Too often, candidates update their CVs but do not refresh themselves on responsibilities from a previous role. It would be extremely awkward if a curious interviewer asks about your involvement in Project X at the beginning of your career and you are only able to offer dead air.

Hiring managers also look for clarity, consistency, and accountability when reviewing your career progression, paying particular attention to employment timelines and your reasons for moving between roles. How you articulate these moves offers them insight into your professional work ethic, decision-making process, and career motivations. Although law firms and other professional workplaces are still relatively conservative, three different jobs in a five to six-year career is not necessarily the end of the world, provided that that you articulate sound reasons in a genuine way.

Likewise, given the increased awareness for mental wellness, most employers are now able to empathise with career breaks for genuine family or personal reasons. Therefore, address it openly and focus on how you utilized that time constructively. Demonstrating that you remained proactive, whether by achieving a personal goal, completing professional development, or keeping your industry knowledge up to date, will reassure the hiring team of your enthusiasm and readiness to step back into the workplace.

4. Be genuinely likeable

This is as simple as treating every person you encounter throughout your interview journey with genuine courtesy and professionalism.

Your evaluation begins well before you sit down with the hiring manager. In fact, it starts with your recruitment consultant, as clients will invariably ask for our thoughts. Once you arrive for your meeting, your interview is live the moment you step through the door and greet the receptionist. It continues with the tea lady, and any other potential colleagues you might come across on the way to the meeting room. This is particularly true for small teams, where hiring managers want to make sure all team members are on board before a hire is made. Informal observations carry significant weight, so soft skills, authentic respect, and everyday courtesy can really tip the scale in your favour when technical qualifications are equal.

This is by no means an exhaustive or even a comprehensive list, but I hope you found one or two takeaways which will help you navigate the hiring process with greater confidence. If you would like to discuss anything in more detail or in confidence, you can reach me by email (bwong@ropnerlewissanders.com) or WhatsApp at (+852 6791 2244) for a confidential chat.