Interview Guide. This article has been developed by the Careers and Cooperative Education team of the University of Western Sydney.

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1 This article has been developed by the Careers and Cooperative Education team of the University of Western Sydney. Last reviewed September This article and other articles in the series may be accessed from CareerHub by registered students and staff of UWS.

2 Table of Contents Preparing for an interview... 2 What to wear to an interview... 2 Types of interviews... 3 Types of interview questions... 4 Your questions... 5 After the interview... 6 Coping with rejection... 6 Resources... 6 Preparing for an interview Prepare a folder with personal job-related information, such as originals of academic transcripts, references and samples of work. In addition, include a copy of the information you have already supplied to the employer/interviewer - and know what you have written in your cover letter and resume. Review the job advertisement and statement of duties (if provided). These can often be the basis for the questions that will be asked at the interview. Research the organisation to find out about its structure, history, personnel and goals (review the website and any information you have gathered). It s a good idea to prepare questions you want to ask the interviewer. Practise answering likely questions. Don't try to be word perfect, but prepare your thoughts and ideas about what you want to include in your answers. Practise out loud, with a friend, family member or in the mirror. Get a good rest the night before your interview so that you look and sound your best. Know the exact place and time of the interview, and the correct pronunciation of the interviewer's (or interviewers') name(s). Bring a map of the location of the interview and arrive early. What to wear to an interview While dress codes vary in different industries, professions and workplaces, it is generally wise when attending an interview to dress in a smart manner or wear a business suit. Dressing on the conservative side is generally advised unless you think that a more individual style of dress would be appreciated. Personal grooming is very important e.g. neat, freshly combed hair, clean nails and shoes. University of Western Sydney Page 2

3 Types of interviews The type of interview chosen by the employer is determined by a number of factors including: the personal preference of the interviewer; the history and customs of the organisation; the cost; administrative/legal requirements. When preparing for your job interview, try to find out what type it will be. An employer may use a number of techniques as part of the interviewing process. Telephone interviews Telephone interviews can be quite challenging because there are no visual cues to guide your responses. Clarity of speech, variation of tone in the voice, and good listening skills are therefore very important. Have a "sales pitch"-a quick summary about yourself ready to deliver over the phone if necessary. Make sure that you are in a quiet place when you take the call. Good preparation is essential before you dial! Treat this as an interview. Interviews via video conferencing Interviews via video links deprive you (and the interviewer) of the opportunity to fully read body language. Therefore you need to stay on the point but be concise, as you may not be able to tell if the interviewer is getting bored. A useful technique to overcome this problem is to ask the interviewer if they would like more detail. Work to establish rapport right from the beginning of the interview. Smile! Dress in plain, bright colours-checks and stripes can blur. Do not watch yourself in the screen and look directly at the camera so the interviewer feels you are looking directly at him or her. Avoid sudden movements. Use a normal volume of voice, directing your speech to the microphone. Stay seated to say goodbye at the conclusion of the interview. One-on-one interviews In this type of job interview, you are interviewed by one person (e.g. HR, a manager, senior executive, or owner of an organisation). The style of interview can vary from formal to relaxed, and will often reflect the personality of the interviewer. You need to be mindful that the interviewer is assessing you as a future employee, and stay alert, positive and responsive to the questions asked. Panel interviews A panel interview involves at least three interviewers. At least one interviewer is an "independent" whose role is to ensure that selection is not biased by discriminatory practices, and to provide an external perspective to the interview process (countering, perhaps, the selection of a clone of existing staff instead of the best person for the position). Panel interviews can be quite challenging. Each interviewer has a set number of questions to ask and your task is to answer each question as well as possible. The following hints might help: University of Western Sydney Page 3

4 before the interview, attempt to find out the names of the interviewers and their job positions address your responses to all panel members try to interact (make eye contact) with the whole panel, but remember to focus your response on the questioner Each interviewer will usually take notes for later reference during their discussion of applicants. Generally this method, while expensive in terms of staff time, is seen as more objective than most of the other methods. Behaviour-based interviews Behaviour-based interviews use past behaviour as a predictor of future performance. This interview method is also referred to as "targeted selection". Applicants have to be able to give specific examples of their experiences as a way of showing that they can meet the critical requirements of a job. For information on behavioural interviews you should see the Behavioural Interview Info sheet. Types of interview questions Employers' questions can generally be divided into the following categories, reflecting the information being sought: job qualifications (including previous relevant work experience), jobrelated interests and career goals aptitudes, abilities, skills and experience (this can include your stress tolerance, motivation for work, tenacity, resilience, planning and organisation skills, judgement, management of subordinates, problem analysis, decisiveness, financial and analytical ability, and integrity, sales ability or persuasiveness) listening skills oral communication and presentation skills written communication skills Job interview questions can be asked in different ways, all of which can be used to seek out information about your personal characteristics. Following are several types of questions, along with some advice about how to answer them. Closed questions Closed questions generally require "yes" or "no" answers. Inexperienced or inadequately trained interviewers often ask such questions. These questions prevent you from conveying the extra information you need to give. You should take the initiative by giving more in your answer than is strictly called for by the question. University of Western Sydney Page 4

5 Open questions Open questions give you a chance to talk, and this is where your preparation is vital. If you are asked "Tell me something about your time at university" the employer does not want to know about your drinking prowess or how you nearly failed a final exam because you didn't study enough! On the contrary, your response should show the strengths and skills you have which are appropriate to the job. Leading questions Poor interviewers may use leading questions, where the required response is indicated in the question, for example, "You will have to take responsibility for a department of five people. Does this appeal to you?" Generally, all you can do is tell the interviewer what they expect to hear, unless you think it unwise to do so. Unexpected or difficult questions Take a short time to think before you answer. If you really cannot answer the question, it is better to say so rather than trying to bluff your way through it. You may want to request the chance to come back to the question later in the interview, when you have had time to consider your answer. You may be asked about your strengths and weaknesses which can be difficult. Remember this is your chance to sell yourself so tell the employer your strengths honestly and openly. Try to turn a weakness into a positive. For example you could say that your technical skills on Microsoft are not advanced but that you are currently attending training to improve them. This also demonstrates that you have initiative and are resolving this weakness. Your questions Your questions may relate to training and development, prospects for career advancement, mobility of employment, and job descriptions. Listen to the person interviewing you as they may answer some of your questions during the interview. Do not ask questions that you should know the answer to check the website for information on the organisation. Here are some examples (asking a few is enough): "What expectations does your organisation have of new graduates in their first year of employment? How will I be evaluated?" "What opportunities for training/career advancement are there within your organisation? Do you encourage/financially support further study?" "What direction do you see the organisation heading?" "I am interested in knowing more about the culture of your organisation. How would you describe the culture in your workplace?" "If I am offered this position, when would you like me to start?" "When can I expect to hear from you about the outcome of this interview?" University of Western Sydney Page 5

6 After the interview Send a thank you note to the interviewer thanking them for the opportunity; indicate your continued interest in the position, and your anticipation of notification of the outcome of the interview Evaluate your performance e.g. how you might improve your answers and what skills you were asked about Coping with rejection Getting an interview is a sign that your application was hitting the mark. If you did not get the job, it is important for you to obtain feedback. You can ask how your interview performance could be improved. You should distinguish between personal rejection and rejection as an employee for a particular position. Remember, the interviewer has to pick the person who will best fill the position. If you are not that person, use this as an opportunity to learn, improve your interview skills or acquire extra training / experience. You will then be more confident when you next apply for your next position. Resources Google interview questions and look at Australian websites for examples and University of Western Sydney Page 6