Employment Interviewing Tips
Career and Counseling Center Blackhawk Technical College 6004 S County Road G PO Box 5009 Janesville, WI 53547‐5009 [email protected]Topic Quick Links
Research
Interviewing Basics
The Interview
Follow‐Up
Common Interview Questions
Behavioral Based Interviews
Business/Professional Clothing And Appearance Suggestions
Skills An Attributes Employers Seek
Top Mistakes That Turn Job Interviewers Off
Questions For You To Ask The Interviewer
Resources For Resumes And Cover Letter Writing
Key
Words
Body Language
Thank‐You Letter Example
Your Interview: Your Sales Pitch
RESEARCH PRIOR TO INTERVIEW The first part of interview preparation is research. Learn as much as possible about the organization. In almost every interview situation, the question is asked: "What can you do for this company?" or “What do you know about our company?” Once you learn about the organization, you can get a much better "feel" for how you might fit in. Then, during the interview, you can use this information to your advantage. Your goal is to show them that you are like‐ minded – that you are a good addition to their team. Another benefit of research is this: By showing them that you've taken the time to research their company, you demonstrate by example that you are the type of person who gives 110%. Most candidates don't knowanything about the companies they interview with. They don't know their products, their philosophy, or anything else about them. Show them that you are different... Study available information concerning the employer – brochures, annual reports, directories, journals, Internet, etc. Who are they? What do they represent? What do they do?
INTERVIEWING BASICS
Do a self inventory – know yourself
Explore yourself objectively – with pencil and paper go over your strengths and weaknesses, i.e., leadership qualities, communication skills, interpersonal skills, initiative, creativity, academic training, area(s) of competency.
Practice verbalizing keyword skills and relevant accomplishments. Review the job posting or job description and be prepared to discuss the specific skills needed for the job. In addition, think about your most relevant accomplishments and be ready to explain how your accomplishments and keyword skills have equipped you for this job. Review Your Resume's Key Points. Your resume is the potential employer's outline of your career – and in most cases, the basis of questions asked during the interview. Make sure you are prepared to provide details and expand on any item listed in your resume. Another key component of interviewing is knowing your strong points. If an employer asked "Why should I hire you?" would you know how to respond? Are you aware of your marketable skills? Do you know which of your skills this company might be most interested in? Practice your “sales pitch” out loud, then practice it several times until you can say it naturally and smoothly. To interview well, you must believe in yourself and be able to verbalize your best qualifications with conviction.
Develop some relevant and intelligent questions, write them down, and be prepared to ask them at the appropriate time.
Study the job description – know the job. Know the basic duties and responsibilities of the position being interviewed for, as well as desirable qualifications applicants should possess. Match your background, experience, training and skills with factors associated with the job and be prepared to identify and emphasize these items as appropriate. Schedule Your Interview Appointment. If possible, try to schedule your appointment so that you're not the first person being interviewed. Research conducted by Robert Half & Associates indicates that the first person interviewed gets the job only 17% of the time, while the last person interviewed gets the job 55% of the time. According to this study, you'll improve your success if you avoid scheduling interviews late in the afternoon or on Monday. THE INTERVIEW This is the time to truly feel good about yourself. Being well prepared will give you a lot of confidence going to the interview. Review questions frequently asked by interviewers. Practice interviewing‐ set up a mock interview if possible. Do whatever it takes to arrive on Time. Check out the address and parking facilities BEFORE the interview date. Go out of Your Way to be Polite – not only to the interviewer, but also to the person who initially greets you. Use a Firm Handshake, direct eye contact, and a friendly smile; demonstrate a sincere interest and enthusiasm for the job. Always display loyalty to your former employers – never, say anything negative about them, no matter what your relationship to them.
Maintain a Positive Attitude and believe in yourself! Eye contact is important Be yourself – you’re better at being yourself than someone you’re not Listen attentively and actively to questions and comments Be prepared to ask questions when appropriate Be pleasant and enthusiastic and positive A good sense of humor is a plus but don’t let levity overshadow sincerity FOLLOW‐UP Always send a thank‐you letter, email or card to each interviewer. Generally, a formal letter or email is most appropriate, using professional correspondence that represents the formality of the relationship and situation you are in with the interviewer. Your thank you correspondence should be sent no later than 24 hours after the interview, if possible. This will keep you in the forefront of the recruiter’s mind. Express your appreciation for the opportunity to interview Express your continued enthusiasm about the position and organization Re‐cap your strengths, being careful to relate them to the requirements of the job and organization Request to meet again Send the letter typewritten and no longer than one page. Personalize your letter – don’t send a form letter. Sample follow‐up letter page 14 It is not a case of what the employer can do for you, but rather what you can do for the employer. COMMON INTERVIEW QUESTIONS Questions About Yourself 1. Tell me about yourself. 2. What do you consider to be your strengths? Weaknesses?
3. What qualifications do you have that indicate you will be successful in your field? How would they relate to our position? 4. What do you have to offer? (Why should we hire you?) 5. What have you done which shows initiative and willingness to work? 6. What new skills or capabilities have you developed over the past year? 7. What are your greatest work and non‐work accomplishments? 8. Describe three things that are most important to you in a job. 9. What motivates you? 10. What have you been doing since your graduation from college? Since you left your last job? 11. How would a co‐worker, friend, or boss describe you? 12. What are your interests outside of work/school? 13. What qualities do you admire most in others?
14. How would you describe your work style? 15. What do you know about this organization? 16. What interests you about our product or service? How would you improve it? 17. What do you think would be your greatest contribution to our operation? Questions about your career goals or plans 1. What type of position are you interested in? 2. What are your salary requirements – short/long term? 3. What is success? What personal characteristics will contribute to your success? 4. How will employment with us contribute to your career plans? 5. What do you expect from a job? 6. What are your long and short‐term career goals? 7. This job is a total change from previous employment. How does it fit your career goals? 8. What are your location preferences? Questions about school/education 1. How does your education relate to or prepare you for this position? 2. What activities did you engage in at school? 3. What classes did you like most in school? Least? Why? 4. Why did you decide to go to ___________ school? 5. Why did you choose your major? 6. Describe your academic strengths and weaknesses? 7. What are your plans for continuing your education? 8. What career related skills do you possess as a result of your academic preparation? 9. What have you read recently in your field? Questions about your previous work experience 1. What have you learned from your past jobs? 2. What did you like most/least about your last job? 3. How often and in what way did you communicate with your subordinates and superiors? 4. What were the biggest pressures on your last job? 5. What kind of boss do you like to work for? 6. How does your previous experience relate to this position? 7. Why did you leave your last job? 8. Whom may we contact for references?
BEHAVIORAL‐BASED INTERVIEWING
Behavioral‐based interviewing is based on the premise that past behavior (performance) predicts future behavior (performance). Examples that you choose to use during an interview may come from work experience, campus activities, hobbies, volunteer work, etc.
Employers will evaluate you according to how your examples define your abilities in three skill areas.
1. Content skills (knowledge or work specific skills), such as computer programming, accounting, typing, or editing skills.
2. Functional skills (or transferable skills) used with people, information, or things. These skills typically can be used in many different jobs and in many different kinds of organizations. They include organization, management, and communication skills.
3. Adaptive skills (or self‐management skills). These are skills that have to do with what kind of employee you will be. They include dependability, teamwork, initiative, punctuality, etc.
STAR Responses to Behavioral‐Based Interview Questions
Your response to behavior‐based questions should be very specific. you should relate a scenario from class, an activity, hobby, etc. which demonstrates the characteristics the interviewer is looking for. The scenario you choose must contain three key pieces of information commonly know as a complete STAR: Situation and/or Task: The situation you were in and/or the task (problem) for which you were responsible Action: The specific action you took Result: The results of your action (pick examples with POSITIVE results!) The interviewer will literally assign you points for each portion of the STAR acronym you answer completely. Likewise, they will give you zero points for those items missing. Of course, in addition to the completeness of your response, they will also be looking at how articulate you are, your vocal tone, pitch, and speed, as well as body language. However, if you omit parts of the STAR, they can’t give you any points at all, so remember to aim for complete S T A R s. PREPARING FOR BEHAVIORAL‐BASED INTERVIEWS Analyze the types of positions for which you are applying. What skills are required? Analyze your own background. What skills do you have that relate to your job objective? Identify examples from your past experience which relate to the questions (examples below)
Be prepared to provide examples of when results didn’t turn out as you planned. What did you do then? Once employed, keep a personal achievement diary to help document demonstrated performance. TOP 26 BEHAVIORAL‐BASED QUESTIONS 1. Tell me about a time when you… 2. Worked effectively under pressure. 3. Handled a difficult situation with a co‐worker. 4. Were creative in solving a problem. 5. Missed an obvious solution to a problem. 6. Were unable to complete a project on time. 7. Persuaded team members to do things your way. 8. Wrote a report that was well‐received. 9. Anticipated potential problems and developed preventative measures.
18. Surmounted a major obstacle. 10. Had to make an important decision with limited facts. 19. Set your sights too high (or low). 11. Were forced to make an unpopular decision. 20. Prioritized the elements of a complicated project. 12. Had to adapt to a difficult situation. 21. Got bogged down in the details of a project. 13. Were tolerant of an opinion different from your own. 22. Lost (or won) an important contract. 14. Were disappointed in your behavior. 23. Made a bad decision. 15. Used your political savvy to push a program that you really believed in. 24. Had to fire someone. 25. Hired (or fired) the wrong person. 16. Had to deal with an irate customer. 26. Turned down a good job. 17. Delegated a project effectively. TIPS ON APPEARANCE AND DRESSING FOR SUCCESS
Dress for Success. First impressions are important. Look the part of the position you're interviewing for. Appropriate dress and overall personal appearance will help greatly in getting the interview started on a positive note. Be aware of acceptable dress, the importance of properly fitting clothes and the details associated with proper appearance and grooming. Take the time to properly organize any paperwork you bring along (i.e., extra resume copies, letters of recommendation, references, performance evaluations, questions). Your appearance will be the first impression an employer has of you. Your clothing should communicate a professional business manner. Although many companies/organizations have a relaxed dress code, interviewees are still expected to dress professionally. Your body language is also important to your overall appearance. BUSINESS/PROFESSIONAL CLOTHING AND APPEARANCE SUGGESTIONS All • Conventional, two‐piece business suit (solid dark blue, gray or black typically best) • Conventional, long‐sleeved shirt/blouse (white is typically best, pastel is next best) • Clean, polished, conventionally designed shoes • Well‐groomed hair style • Clean, trimmed fingernails • No or very minimal cologne or perfume • Empty pockets – no bulges or tinkling coins • No gum, candy or cigarettes • Light briefcase or portfolio case • No visible body piercing (nose rings, eyebrow rings, etc.)
Men • Necktie should have a conventional pattern • Dark shoes (black lace‐ups are best) • Dark socks (black is best) • Short hair always fares best in interviews; if your hair is long, pull it away from your face • Mustaches are a possible negative, but if you must, make sure it is neat and trimmed • No rings other than a wedding ring or college ring • No earrings (if you normally wear one, take it out) Women Wear a suit with a jacket; no dresses Conventional heeled dress shoes – ½ to 1‐inch heal (black or navy color typically best), avoid open‐toed or sling‐back heels Conventional hosiery at or near skin color No purses, small or large; carry a small briefcase or folder instead If you wear nail polish (not required), use a clear or light, conventional color Minimal use of make‐up (make‐up is recommended to smooth skin tone and counteract blotchiness that often accompanies nervousness; at the same time, make‐up should not be too noticeable – apply lightly and use conventional eye and lip color) No more than one ring on each hand No more than one set of earrings BODY LANGUAGE BEHAVIORS AND INTERPRETATIONS Brisk, erect walk = Confidence Standing with hands on hips = Readiness, aggression Sitting with legs crossed, foot kicking slightly = Boredom Arms crossed on chest = Defensiveness Hand to cheek = Evaluation, thinking Touching, slightly rubbing nose = Rejection, doubt, lying Hands clasped behind back = Anger, frustration, apprehension Locked ankles = Apprehension Head resting in hand, eyes downcast = Boredom Rubbing hands = Anticipation Open palm = Sincerity, openness, innocence Pinching bridge of nose, eyes closed = Negative evaluation Patting or fondling hair = Lack of self‐ confidence, insecurity Stroking chin = Interest Looking down, face turned away = Disbelief Pulling or tugging at ear = Indecision *Adapted from College Grad Job Hunter, www.collegegrad.com/book/app‐a.html and CareerCity, www.careercity.com/content/interview/prep/dress4.asp
SKILLS AND ATTRIBUTES ORGANIZATIONS/RECRUITERS SEEK 1. Communication skills – writing, speaking, listening and understanding. 2. Intelligence, common sense, ideas, (some) originality. 3. Self‐confidence; positive people who believe in themselves. 4. Willingness to accept responsibility, challenge. 5. Initiative, self‐starter & self‐motivated. 6. Leadership potential & background. 7. High energy level. 8. Problem‐solving abilities, logic, analytical skills, pro/cons, long vs. short term benefits. 9. Flexibility, capable of change, receptive to new ideas and environments. 10. Interpersonal skills, getting along with others, not upset easily, smiles, team player. 11. Knowledge of self, including interests, goals, skills, values. 12. Ability to handle conflict and remain calm. 13. Goal achievers. 14. Competitive spirit. 15. Direction – knowing where you are going and what it takes to get there: focus. 16. Appearance: if you are going to represent them and they feel “image” is important, you’d better look like someone who could do the job. 17. Reliability: follow‐through; dedication 18. Honesty and integrity. TOP MISTAKES THAT TURN JOB INTERVIEWERS OFF
1. Poor grooming and inappropriate dress. There is no wrong or right way to dress; just appropriate or inappropriate.
2. Lack of enthusiasm. You are expected to be enthusiastic and alive during the interview process. First impressions are lasting impressions.
3. Failing to ask questions about the job. To employers, this suggests a lack of initiative and enthusiasm. 4. You are expected to have done homework on the company before you go for the interview.
5. Asking direct questions about salary and benefits before the interviewer brings it up. It is never appropriate for the interviewee to ask about salary and benefits during the first or screening interview. 6. If the interviewer brings it up, then it is appropriate for the interviewee to respond. 7. Showing that you need a job desperately. Never attempt to elicit sympathy from an interviewer. 8. Show, at all times, a positive attitude. Never blame circumstances. 9. Exaggerating skills or accomplishments. Don’t overstate your skills and accomplishments. Be accurate. 10. Failing to maintain eye contact. One creates a favorable impression by looking the interviewer in the eye.
11. Failing to learn about the company. Do some homework on prospective companies and jobs within those companies.
12. Showing lack of confidence. Be self‐assured and modestly confident.
QUESTIONS FOR THE COMPANY/RECRUITER
Successful interviews rely upon the active participation of both the interviewer and you, the interviewee. When asked by the interviewer if you have any questions, this is a clear sign that the interview is drawing to a close. You now have one more chance to make a favorable impression by asking well thought‐out questions. You need to ask questions to get as much detailed information on company needs and the job so that you can determine if you will be comfortable with that organization. Your company research will assist you in preparing questions. POSSIBLE TOPICS • Opportunities for growth • Performance evaluation and promotional opportunities • Initial and future training required • Company’s “personality” and management style • Expectations of new hires • Qualities needed in new hires • Organizational structure • Challenging facets of job • Typical career paths and realistic time frames for advancement • Typical first year assignments • Type and length of training required • Policy on promotion • Characteristics of person successful with company • Description of work environment • Differences from competition POSSIBLE QUESTIONS
1. When and why will you be filling this position? What happened to the individual previously in this position?
2. May I have a copy of the job description? Which of the duties of the position does the company or department consider most important? If I were in the position, on what tasks would I actually spend most of my time? 3. Where would I fit in the organizational structure? With whom would I be working if I were in the position? May I speak to some of them? 4. What type of training do new employees receive? 5. Do you have a performance review system? How is it structured? How frequently are employees in this position evaluated? By whom? 6. What career path/promotion options would be available for me? 7. What are the department’s goals? How do they relate to the company’s objectives as a whole? What are the most urgent department’s needs?
8. What do you see as the organization’s best capabilities and accomplishments? Its biggest challenges? 9. What is the search timeline? Or when can I next expect to hear about the status of my candidacy? SKILL AREAS We need to be aware of our skills and be able to communicate them to others. This knowledge enables us to decide upon and reach our goals. Often it may be difficult to identify our skills because of our tendency to lump together, ignore, or discount many or our most important assets. (See skill word example on next page.)
Key Word Skills
SELF MANAGEMENT SKILLS CONTENT SKILLS (technical or work‐ specific) These are specific skills related to performing a job/activity in a particular field, work situation, or subject matter. They involve learning and memory. Examples:
TRANSFERABLE OR FUNCTIONAL SKILLS
These are skills needed to deal with data (information), people and/or things in any occupational field. They are not specific to any particular task, but transfer to a wide variety of settings. Punctual Imaginative Patient Dependable Industrious Persistent Conscientious Leadership Ability Ambitious Cheerful Conscientious Farsighted Friendly Helpful Firm Generous Honest Informal Mature Open‐Minded Outgoing Precise Competent Considerate Deliberate Flexible Humorous Initiative Methodical Understanding Assertive Capable Competitive Consistent Dependable Goal‐Directed Imaginative Aggressive Confident Cooperative Determined Good‐Natured Introspective Reliable Tactful Sincere Congenial Loyal Efficient Open‐Minded Clear‐Thinking Industrious Inventive Loyal Motivated Practical Resourceful Sharp‐Witted Stable Teachable Trustworthy Versatile Adaptable Analytical Business‐Like Responsible Sincere Tenacious Artistic Opportunistic Patient Progressive Reflective Updates 091906 12 Sensible Sociable Supportive Thorough Intelligent Logical Meticulous Optimistic Persevering Relaxed Spontaneous Thoughtful Organized Quick Tolerant Computer Software Keyboarding Knowing Anatomy Or Accounting Editing Repairing A Car Typing Legal Documents Reading Blueprints Taking Blood Pressure Synthesizing Negotiating Precision‐Work Coordinating Supervising Setting Up Analyzing Consulting Manipulating Computing Treating Operating Compiling Instructing Driving Control Copying Persuading Handling Comparing Diverting Tending Helping Exchange Information Taking Instruction Communicate Create Design Estimate Expand Fund Raise Increase Institute Solve Reconcile Review Standardize Synthesize Transmit Adapt Analyze Mediate Negotiate Persuade Produce Recruit Revise Stimulate Systematize Update Adjust Anticipate Facilitate Hire Inform Integrate Lead Merchandise Obtain Plan Promote Report Schedule Summarize Teach Write Administer Arrange
