The interview is a crucial part of the job search process. Your resume and cover letter have landed you the interview, and now it is time to sell yourself to the interviewer. Your goal is to show the employer that not only do you have the skills, background, and ability to do the job, as stated in your resume, but that you have the passion and desire that will allow you to successfully fit into the company and its goals.
Use this time to learn more about what the employer's needs are and be able to express what you can do to meet those needs. This is also your opportunity to gather information about the job, the company, and future career opportunities so you can determine whether the job and the company are right for you.
Most employers do not hire on qualifications alone. Personality, confidence, enthusiasm, a positive attitude, and quality communication skills are significant parts of the selection process.
Know yourself: strengths, values, interests, skills, accomplishments, goals, etc.
Prepare materials in a professional format: resume, references, transcripts, supplemental materials
Prepare your interview attire to reflect professionalism (when in doubt, choose conservative attire)
Participate in a mock interview with CDC Staff. More info at (link to mock interview checklist and services)
Research the Employer by talking with faculty, alumni, other employees, acquaintances, etc.; research the organization using a variety of websites and acquire information on ownership, products, services, new projects, location of facilities, headquarters location, recent market developments, competitors, growth patterns, reputation, size, international operations, training, evaluations, etc.
An important part of preparing for an interview is learning more about the company and industry you are interviewing with. Vault Online Career Library is a great resource for interview preparation. Login to Vault Online Career Library.
Interviews can be conducted one on one, in a panel, or as a group. Interviews can be informal or formal, relaxed or stressful, and directed or undirected.
To prepare for the interview process, find out how the interview will be conducted. You can do this when the interview is being scheduled by asking the following questions:
How many people will be interviewing me?
Will I be the only candidate in the interview session?
How can I best prepare for this interview?
The following are types of Interviews that you may encounter:
The Exploratory or Information Interview
The exploratory or information interview is used as a screening and fact-finding tool for you, the candidate. This interview is used to:
find out about a company as a potential place to work, including its corporate
culture, organizational structure, and future growth
learn about an occupation, including the educational requirements, experience
needed, and responsibilities involved in doing a job
find out about the hiring trends, positions available, and application
procedures
Carefully select the questions you will ask, so you can obtain practical information. Be prepared to leave your resume for future reference. As for any interview, be sure to follow up with a thank you letter.
The Directed Interview
The interviewer uses an outline and asks specific questions within a certain time frame. The interviewer works from a checklist and takes notes. This type of interview is impersonal, and the purpose is to uncover information about the candidate.
The Undirected Interview
The undirected or non-directive interview is unstructured and allows candidates to discuss their qualifications openly. This interview gives candidates a measure of control over the interview, providing for an opportunity to concentrate on strengths and to show leadership and organizational abilities.
The Panel Interview
A panel involves a number of interviewers. The composition of this panel could include:
The supervisor
The manager
A union representative
A human resources officer
An employment equity officer
Employees from the hiring department
Typically, members of the panel will ask one question representing their area of concern. To succeed at this type of interview, it is best to anticipate and prepare for questions on a variety of issues related to the organization and to the occupation. Thorough company and occupational research will help you to prepare for such interviews.
The Group Interview
The group interview is used by some large companies or organizations for graduate intakes when several graduates are interviewed at one time. This interview can last from two hours to a day or longer and usually includes a group problem-solving exercise.
The interviewers may ask questions in an unstructured manner; therefore, the questions and comments may be unrelated to one another. This type of interview is used to:
Observe how candidates react under pressure
Evaluate how individuals interact with people with different personalities
Test for communication skills
Assess the "fit" with the group
It is wise to seek the advice of someone who has experienced this type of interview before engaging in this process.
The Sequential Interview
Some interviews are sequenced over a longer period, such as a half or full day. These interviews are used as an assessment tool. The first stage may begin with a panel interview, followed by a tour around the company (during which the assessment continues). The interview sequence may then conclude with another interview when you may be asked questions that test your creativity or your "fit" within the organization.
Further, you may be invited to more than one interview. For instance, the first interview may be an overall screening, followed by some form of assessment, then a post-assessment follow-up.
The Stress Interview
The stress interview intentionally creates and promotes discomfort. The interviewer may have an abrupt or brash attitude. Alternately, the interviewer may stare, be silent, and spend time taking notes. The purpose of this type of interview is to test the candidate's ability to be assertive and handle difficult situations.
The Behavioral Interview
In behavioral interviews, candidates are asked to respond to questions that require examples of previous activities undertaken and behaviors performed. To succeed at this type of interview, be prepared to give accounts of how you have dealt with difficulties on the job. The purpose of this type of interview is to predict future performance based on past experiences.
Become familiar with various types of interviews, as you may encounter interviewers who blend styles to suit the interview objectives and to test for employment readiness.
The Phone Interview
Partaking in a phone interview seems like it would take some pressure off the entire interviewing process, however, it doesn't. Phone interviews are perceived as being an informal means of securing a job, and unfortunately, job seekers make some of the most critical mistakes during this type of interview.
It’s important to recognize why phone interviews are becoming popular. Time is one of the biggest factors. As employees are taking on more responsibilities, they’re trying to find timesaving techniques. Fitting into busy schedules, the interviewer can discuss matters with a potential candidate prior to an official meeting; clarify discrepancies or concerns; conduct an informal introduction; discuss the position; and/or ask for additional career information.
Although a phone interview caters to employers, it sometimes doesn't have the same affect for interviewees. A phone interview can be impromptu, leaving an interview candidate breathless from trying to catch the phone or caught off guard for even the simplest of questions. Whether the interview was scheduled or not, you should have a “cheat sheet” by your phone to ensure preparedness regardless of which situation you find yourself in.
Without an outline or list of potential answers, these types of discussions (interviews) can get casual. A casual phone interview can provoke unrelated and untargeted answers.
If you had to live your life over again, what would you change? Watch a Video
The following are behavioral questions:
Give me a specific example of a time when you used good judgment and logic in solving a
problem.
Describe a situation in which you were able to use persuasion to successfully convince
someone to see things your way.
By providing examples, convince me that you can adapt to a wide variety of people, situations
and environments.
Describe a time on any job that you held in which you were faced with problems or stresses
that tested your coping skills.
Give an example of a time in which you had to be relatively quick in coming to a decision.
Tell me about a time in which you had to use your written communication skills in order to get
an important point across.
Give an example of an important goal which you had set in the past and tell me about your
success in reaching it.
Describe the most significant or creative presentation which you have had to complete.
Tell me of a time when you had to go above and beyond the call of duty in order to get a job
done.
Give me an example of a time when you were able to successfully communicate with another
person even when that individual may not have personally liked you or vice versa.
Tell me about a time when you worked under tremendous stress.
Describe the most rewarding aspect of your previous job.
Describe the most challenging or frustrating aspect of that same job.
If you could change one thing about your current boss, what would that be and why?
Give me an example of a problem you faced on any job and how you went about solving it.
Describe an experience when you dealt with an angry customer.
When was the last time you "broke the rules" (thought outside the box) and how did you do it?
What was the wildest idea you had in the past year? What did you do about it?
What is the most difficult decision you've had to make and how did you arrive at your
decision?
When taking on a new task, do you like to have a great deal of feedback and responsibility at
the outset or do you like to try your own approach?
Why did you wait so long to begin your job search? Watch a Video
Illegal questions:
Interview questions must all be job/experience related. If questions come up that are illegal or improper, such as questions about your family plans, etc, then you need to consider your options:
Refuse to answer: this can tell the employer you think the question is improper
Answer the question: you decide to swallow your pride and privacy
Answer the legitimate question and ignore the illegal or improper questions
Ask a question rather than answer the improper question. When in doubt, ask for clarification
Interviewee questions:
What do you look for in applicants?
What continuing education and supervision is provided?
In what directions do you see your organization going in the near future?
What are some current challenges here?
What do you like most about your work here?
What makes a successful employee in your organization?
How would I be evaluated?
What's a normal work week like?
Is there other information I can provide you?
When will your hiring decisions and offers be made?
What are the specific duties required?
Please tell me about your experiences with this organization.
