Interviewing Quick Guide

Transcription

1 Interviewing Quick Guide The Universities at Shady Grove

2 Preparation is the key to an effective interview. The interview is your opportunity to make a positive first impression, express your talents and fit for the position, and demonstrate that you are the right person to hire. The interviewer is assessing you, the candidate, from the first moment; the initial greeting and handshake are as important as how you respond to each question. A job applicant, or candidate, must consider these elements in order to prepare well for an interview: interview format, questions the interviewer may ask, appropriate attire, questions for the hiring company, and general interview information. Interview Formats One-on-one Interview Most interviews are conducted between one candidate and one interviewer (or hiring professional). These can be conducted on-campus, at the employer s site, via telephone or in a career fair format. Serial Interview This is a variation of the one-on-one, or traditional, interviewing technique that involves a series of sequential interviews with several interviewers. The interviewers have hiring authority, and may be the future manager(s) of the new hire. Treat each person you meet as if he/she were a key player in the decision-making process, even the administrative assistants. Making a positive impression with each individual will likely be reported in the evaluation phase, and weigh favorably for the candidate. Group/Panel Interview Panel interviews are becoming more common as organizations encourage more teamwork and group decision-making. This type of interview typically occurs at the employer's location. The panel may include three to ten people, possibly more. Each person may have been assigned a specific area of questioning. Your strategy should include equal eye contact with each person, with special attention to the individual who asked the question. Interview Types You will encounter a variety of techniques and mannerisms exhibited by different interviewers. In all interviews, you must make a good first impression. Studies have shown that many interviewers are most influenced in their decisions within the first few minutes of the interview. A good first impression includes arriving on time, being properly dressed and groomed, and exhibiting positive non-verbal behavior (firm handshake, good eye contact, smile and confident presence). Even the initial "small talk" conversation is very important. Set the tone for a successful interview by having a strong start to the meeting. Learn the different interviewing techniques used by potential employers. Some techniques require specific preparation on your part. Listed below are several common interview types. Behavioral Interview Traditional Interview Informational Interview Stress Interview Case Method Interview

3 Behavioral Interviewing This technique has been adopted by more than half of employers who recruit on college campuses. The behavioral interview is based on the premise that the best way to predict future behavior is to determine and evaluate past behavior. This type of interview takes special preparation and skill to perform well. An employer is seeking information on a specific profile of desired behaviors. For example: Exceptional customer service skills Leadership mentality Flexibility Motivated High stress tolerance Organized and directed Initiative Problem solving The interviewer asks an open-ended question designed to stimulate recollection of a situation that would lead to a desired behavior. Some examples of situations that may provoke desired behaviors are: Balancing/prioritizing several tasks within a short period of time Dealing with an unproductive or uncooperative colleague Finding an alternative [better] way to perform a task The interviewer asks for an overview of the situation, the candidate's role, other players involved, key events and the outcome. The interviewer may ask follow-up questions such as, "What did you do?" "What did you say?" For example, to determine flexibility, the interviewer might ask: "Describe a situation that required several things to be done at the same time. What was the action? What was the result?"or to determine leadership, the interviewer might ask: "Describe a situation in which your efforts influenced the actions of others. What was your action? What was the result? The acronym "STARR" provides a formula for answering this type of question. S Describe the situation in which you were involved. T Describe the task to be performed. A What was your approach to the problem? R What were the results of your actions? R Relate how the skills fit the specific job you are interviewing for. The interviewer will note your responses and compare actual behaviors in a situation to the desired profile of behaviors. In a behavioral interview, a candidate s responses should be honest, concise, and reflect positively on her/him--even if the event did not have a positive outcome. Remember that you are selling yourself, and the interview is the first place to prove your worth to a company. Traditional Interview This is the most common type of interview. The interview consists of a series of questions that may or may not be standardized. In addition to responding to questions, you are expected to ask thoughtful, well-articulated questions. The best way to prepare is to research the employer and the industry prior to the interview.

4 Behavioral and traditional interviews differ in a few ways. The behavioral interviewer will ask you to provide details and will not allow you to theorize or generalize about events and actions. The behavioral interviewer is fact-finding and will focus on your actual past actions, rather than what you "should" or "would" have done. Some interviewers, however, will follow-up with questions such as, "Looking back on this experience, what would you do differently?" The behavioral interviewer is more interactive with you and will continue probing with follow-up questions or refocusing in order to get the information needed. The behavioral interview may be longer and the interviewer may take copious notes. Informational Interview This type of interview is a very effective way to gain insider knowledge of a profession and to meet professionals in the field you are seeking employment. Informational interviews allow you to gather career information, explore elements of a particular position or industry, and get advice on how to enter or progress in the field. It is also an opportunity to network and get referrals to other professionals. See Quintessential Careers: Stress Interview This technique is rarely used alone. Often one or two stress questions are incorporated into a traditional interview to see how a candidate adapts. The technique tests a candidate's ability to be articulate and graceful under pressure. For example, the interviewer will speak quickly and aggressively, perhaps opening with "why should we hire you?" Should you encounter a stress interview, project a self-assured demeanor. Case Method Interview This type of interview involves questions in which the candidate will be asked to solve a hypothetical industry-related problem. These problems will be similar to ones the organization may encounter during their regular course of business. The interviewer is not necessarily seeking a "correct" answer to the problem, but wants to evaluate your problem solving and analytical reasoning skills. Be prepared to justify your answer and walk the interviewer through your solution on a step-by-step basis. You may have to ask questions of the interviewer if you feel you do not have adequate information to arrive at a valid solution. Sample Interview Questions Behavioral Interview Questions: Describe your most successful/most challenging team experience. Tell me about a time when your course load was heaviest. How did you get all of your work done? Describe the tools you use to manage your time daily, weekly and monthly. Give me a specific example of a time when you sold someone on an idea or concept. Tell me about a situation in which you were able to find a new or better way of doing something significant and how you implemented it. Describe a time when you got co-workers or classmates who dislike each other to work together.

5 Describe a situation when you were unable to meet a customer s request. Tell me about a time when you made a bad decision. Traditional Interview Questions: Tell a little about yourself. Why did you choose your university? Why did you choose this particular major? What are the three most important things to you in your new position? Which courses did you find most difficult? Why? What would you like to be doing five years from now? What has been your greatest accomplishment? What motivates you in the workplace? Describe your strengths and weaknesses. What makes you the best candidate for this position? How have your extracurricular activities prepared you to enter the workforce? Describe your ideal supervisor? Colleague? Would you rather be in charge of a project or work as part of a team? What have you learned from the jobs you have held? Stress Interview Questions: What kinds of people do you find it difficult to work with? What interview question do you hope I won t ask today? Now answer it. How would you evaluate me as an interviewer? What interests you least about this job? How do you handle rejection? What is the worst thing you have heard about our company? If you could be any fruit, what fruit would it be and why? How many tennis balls would it take to fill this room? See this pen I'm holding? Sell it to me. Case Method Interview Questions: A chain of grocery stores currently receives its stock on a decentralized basis. Each store deals independently with its suppliers. The president of the chain is wondering whether the firm can benefit from a centralized warehouse. What are the key considerations in making this decision? A magazine publisher is trying to decide how many magazines she should deliver to each individual distribution outlet in order to maximize profits. She has extensive historical sales volume data for each of the outlets. How should she determine delivery quantities? General Interview TIPS Arrive at the interview early! Allow plenty of time for parking, walking, weather, etc. Be aware of the importance of a good first impression. Your appearance should reflect professional dress and grooming. Smile and show enthusiasm for the interview, the

6 position, the company. Maintain good eye contact and give a firm handshake. Exit the interview with the same mannerisms. Upon entering the interview room or office, take the lead from the interviewer. Take a seat when and where he/she asks. Sit comfortably, but appear attentive and not overly relaxed (e.g., do not slouch in the chair). Carry an attractive portfolio and include extra copies of your resume, references, and transcript. Jot questions on a notebook pad that you may want to refer to later in the interview. Listen carefully to the questions being asked and answer them completely and concisely. Memorize the key selling points you want to present in the interview. Be prepared for the appropriate time to communicate these. Select, and be prepared to describe, situations and events that you have dealt with effectively. This is good preparation for a behaviorally-based interview. Memorize 3-5 well-stated questions that you will ask the interviewer about the job or the organization. Avoid discussing salary, vacation, or benefits until the interviewer initiates the discussion. Provide a salary expectation only after you have researched the salary ranges for someone with your qualifications, in your specific field. (see Salary Negotiation Quick Guide) Request a business card and ask if you can call or the interviewer with any additional questions or follow-up on the status of your application. The business card will provide the correct spelling of the interviewer's name and his/her mailing address, and allow you to send a thank-you to the recruiter within two days of the interview. A letter via or snail mail thanks the recruiter and restates your interest in the position and in the company. A strong thank you letter makes a great follow-up to a positive first impression. (see Thank You Letter Quick Guide) Dress for Success Different companies and industries have different norms in regard to business dress. For example, a financial analyst at an investment firm may not wear the same work attire as a computer engineer at a small start-up internet company. Likewise, a journalist's work clothing may be far different from that of an agricultural sales representative. The majority of organizations in all industries, however, have very similar expectations when it comes to interview attire. The standard protocol is professional dress, which means a conservative, well-tailored suit. Although a business suit may not always be the everyday work attire for an organization, recruiters expect candidates to look their most professional during a job interview. Interview Attire for Women Suit with skirt length at or just above the knees or slacks. Suit jacket can be single or double-breasted. Navy or charcoal gray are the preferred suit colors, but black, hunter green, or deep purple are acceptable within certain industries. Suit should be flattering and fit well. White, off white or light color blouse with conservative neckline or conservative buttons. Low to medium heel with closed toe. Neutral hosiery.

7 Moderate amount of jewelry or accessories. A general rule is to wear no more than 5 accessories, no more than 1 ring on each hand. (exception: an engagement ring and wedding band) Professional briefcase or portfolio instead of backpack or purse. Minimal makeup and no perfume. Trimmed fingernails with conservative color, if any. Removal of visible body piercing other than one or two conservative earring(s) in each ear. Cover tattoos. Interview Attire for Men Single-breasted navy or charcoal gray two-piece suit. A subtle stripe or pattern is acceptable. Shirt should be a complimentary color, neatly pressed. Basic tie with small conservative pattern. Dark socks that, when you are seated, will remain above the pants cuff. Belt or shoes of matching color, typically black or brown. Well-polished shoes. Professional briefcase or portfolio instead of backpack. No cologne. Neat hair style. No more than 1 ring on each hand. Professional watch, especially one without an alarm that may sound during the interview. No theme clothing, such as a cartoon tie. Trimmed and clean fingernails. Removal of body piercings, including earrings. Cover tattoos. Questions for the Company Develop intelligent, probing questions that will help you get the information you need to make an informed decision. Good questions can help you gather information (content measure), and make a positive impression on the interviewer, who will be assessing you based on the quality of your questions (style measure). A candidate can develop good questions by researching the employer's organization and the industry. The interviewer will recognize the extent of your research. It is acceptable to write key questions on a notepad which you carry with you to the interview. Be sure to prioritize your questions, as you may have time to ask only one or two (prepare 3-5 questions.). Here are some suggested questions. For the Human Resources professional: I ve read the job description, but can you give me more detail on the position? Where does the position fit within the organization/department? Can you describe the organization s structure? How would you describe the department s culture? The company s? What are the next steps in the hiring process?

8 Would you explain the performance review process and how I would be evaluated? To whom does the position report? For a Colleague/Peer: What is it like to work here? What do you like best? Least? Describe your job/role here. Describe how projects get completed here. As a team? Independent contributors? A combination? How long have you been with the company? With this department? Describe a typical day on the job. How would you describe the culture of the department? Company? How will my taking this job impact your position? Your group/department? What are some of the projects you are just starting? For the Hiring Manager: What do you see as the greatest challenge in this position? How would you describe your management style? What makes your organization different from your competitors? How can I best solve your needs by taking this role? What specifically are you looking for in the candidate you hire for this position? Can you describe the typical first year assignments for this position? Tell me about the last person who held this position? What were his/her successes? In what areas do you want to see improvement? What is your vision for this department? How does this position interact with other departments? What is the next step in the hiring process? Wait for the employer to initiate the salary discussion, and save questions about benefits and salary for follow-up conversations (see Salary Negotiation Quick Guide). Web Resources: About.com: Anson Careers: Aol.com: BusinessWeek: California Job Journal: California Job Journal: California Job Journal: Career Consultants: Career Playbook: CareerOne:

9 CareerPerfect.com: CFO: CNN: CNN: CNN: CollegeGrad.com: Complinet Recruitment: Forbes: Hamilton, James & Bruce: Inc.com: Job Interview Questions: Jobseekers Advice: JobWeb: Leinster Appointments: LifeScript: Manpower: Michael Page International: Minnesota Department of Employment and Economic Development: Monster: Monster: Unprofessional/article.aspx Monster: MSNBC: MyCareer: NES Group: OCG Consulting: Quintessential Careers: Quintessential Careers: Quintessential Careers: Recruitment.com:

10 REED Specialist Recruitment: Salisbury University: TFPL: The Job Explorer: The University of Delaware: WorkSmart: Worktree: Yahoo Finance: Yahoo Hotjobs: