Interviewing
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Interviewing Techniques
University of Wisconsin – River Falls Career Services – 24 East Hathorn Hall (715) 425-3572 www.uwrf.edu/ccs ____________________________
Interviewing is a mutual exchange of information. Open communication between the employer and job candidate facilitates the effectiveness and productiveness of the interview. Your main objective is to communicate information about your skills and qualifications clearly and accurately. You need to relate this information to the requirements of the job for which you are interviewing. It is important that you seek additional information about the position and employer. This process will benefit you in deciding whether the position is an appropriate fit. The interviewer’s main objective is to assess how closely your qualifications match the requirements of the position and company.
Preparing for the Interview Successful interviews require preparation. Since employers are able to sense how prepared a candidate is, it is crucial that you commit sufficient time and energy to this process so you are able to articulate your best qualifications. Here are some suggestions: Practice answering questions you may be asked in the interview. Thinking and rehearsing your responses in advance will help you more effectively articulate the most important information you want to communicate. Prepare questions to ask the interviewer that reflect your knowledge of the position and company. Write down the time and place of your appointment and the name of the person interviewing you. Get good directions and visit the site prior to the interview. Wear professional attire that is appropriate for the position. First impressions are important! Bring extra copies of your resume in a folder or briefcase and have your papers arranged for easy reference (resume, references, transcripts, and portfolio). Do your homework on the company and on the role the job has within the organization. Find out before you show up whether you’re likely to have to take a test on skills and abilities, and if so, practice before you go.
We Build Success
Interviewing Tips Be on time, preferably 10-15 minutes early. Know the interviewer’s name and how to pronounce it. Use a firm grip when shaking hands and smile. When concerned about whether to shake hands or sit, follow the interviewer’s lead. Sit erect. Look the prospective employer in the eye; don’t gaze at the floor, ceiling, or papers on the desk. Your non-verbal communication sends a message. Maintain appropriate eye contact, posture, and voice tone. Avoid nervous mannerisms. Let the interviewer take the lead in the conversation. Expect to spend time developing rapport, because personal chemistry is a main ingredient in the hiring process. Listen carefully to the interviewer’s questions. Don’t be afraid of pauses in the conversation; take time to think. Silence is okay! It aids reflection and thought. As soon as possible after the interview starts, tell the employer about your skills, training, experience, and personal habits that would be useful for the job. Try to be very complete. Emphasize your qualifications – never say, “I need a job” or “I’ll do anything.” If you don’t tell the interviewer about your skills, no one else will. Avoid mention of your personal, domestic, or financial problems. Discuss only matters related to the job. Give specific examples to communicate your skills. Emphasize what you can do for the organization. Portray self-confidence and emphasize your positive traits. Do not undersell your qualifications but do not exaggerate or lie (it may come back to haunt you). Be businesslike and brief. Ask for clarification if you do not understand a question. Show the interviewer you are sincerely interested in the positions and company. Ask the interviewer questions based on your research about the position and organization. Pick up clues given to you by the employer’s questions or statements and use them to convince him/her that you fit the requirements. Never slight a former employer, colleague, teacher, or institution. Avoid Debating the interviewer. Arguing with the interviewer will shorten the interview and your chances. Don’t let the interviewer dominate you or keep you constantly on the defensive. Be prepared with a list of questions covering things you want to know about the job, company, its policies, and practices. You want to understand what is required of you before you are hired, and to get a true sense of the organization’s “climate.” This will avoid later disappointment for you and your employer. Don’t apologize or offer excuses for shortcomings – we all have situations that challenge us. Neither avoid nor seek to emphasize the presence of a handicap. Strive to keep the focus positive. Emphasize what you can do for the organization. This means outlining your transferable skills. Employers are concerned most with what you can do for them. Focus on your ability to learn quickly and easily, your communication skills, interpersonal abilities, analytical thinking talents and other highly desirable skills and personal attributes. Don’t try to give the answer “he or she wants.” Most recruiters and employers know a “canned” answer when they hear one. Be alert to signals from the interviewer that it is time to end the session. Express a desire for the position and inquire about future contact. Thank the interviewer for his/her time and consideration and let him/her know that you are looking forward to hearing from him/her. If you are not good at closing conversations, don’t linger. End quickly and courteously. Don’t discuss salary until you have an offer.
Send a follow-up thank you letter or note immediately after the interview. Make certain that you furnish your prospective employer with any additional information, work samples, or recommendations that you indicated were available and/or were requested. A thank you letter also provides an opportunity to address any question you feel you didn’t adequately answer.
Common Interview Questions Consider the employer’s perspective when preparing and presenting yourself to a prospective employer. Be prepared to address: 1. 2. 3. 4. 5.
How your education and experience relate to the position Why you really want to work for this company Why you are interested in this kind of work Whether or not you have a good work attitude How you would fit into the company
General Tell me about yourself? What are your greatest strengths/weaknesses? What specific goals have you established for yourself for the next five to ten years? What are the most important rewards you expect in your career? In what kind of work environment are you most comfortable? Tell me about a mistake you have made and what you learned from it. Tell me about a problem you encountered at work or in school and how you dealt with it. Tell me about a situation where you had to resolve a conflict with another person. What kind of people do you work best with? What motivates you to put forth your greatest effort? What five adjectives best describe you? Academic Why did you major in__________________? What were your favorite classes? Least favorite? How has your college experience prepared you for a career in _________________? Tell me about extra-curricular activities you participated in and what you gained from them. Past Employment Why did you leave your previous employer? What did you like most/least about your previous job? Describe the best/worst boss you ever had. If I called your manager what is the first thing he/she would tell me about you? Future Employment Why are you interested in this job? What can you contribute to this company? If you were hiring someone for this position, what attributes would you look for? Describe your ideal work environment. Why should I hire you for this job? What are your short and long term career goals? What are you doing to achieve those goals? What do you know about our company?
A Few Tips for Answering Tough Interview Questions “Tell me about yourself.” Talk briefly about your academic and work history. Identify your strengths and skills that make you qualified. “What makes you interested in this job?” Talk about which responsibilities of the job are attractive and how you would be an asset to the company. “What are your weaknesses?” Present an example of an area that you have identified and are improving upon. For example, “I have received feedback that I need to be more assertive when working on projects and I am asking more questions and requesting assistance when I need it.” Again, an example can be very useful! Don’t use examples that are very negative – being late for work, conflict with co-workers, etc. Try to turn your weaknesses into a challenge that you are working to overcome. “Tell me about a time where you had multiple tasks to do and how you accomplished them.” Think about what skills and attributes the employer wants to see in a successful candidate. Can you prioritize? Do you meet deadlines? Can you work with other people and elicit help? Your research on which skills they are looking for will help you to prepare for questions like these. “What motivates you at work?” Review experiences that have motivated you in the past. These could include managing information, helping people, being creative, speaking publicly, etc. Then determine which of these would be useful in the job for which you are interviewing. “Why do you want to work here?” Articulate clearly what a good company it is, or that the work will be challenging and interesting or that you have a commitment to the type of work you wish to do. Do not emphasize the time off, fringe benefits or free employer tuition. “Why did you leave (or wish to leave) your past (present) employer?” There are many legitimate reasons to leave a job. You may have had a lack of promotional opportunities or you were looking for new challenges. During interviews, never speak badly of a present or previous employer. Even if your boss was awful or the company wouldn’t treat you fairly, you do not want to tell a possible future employer about it in an interview. It will concern them that you may be a complainer or a difficult employee. “What are your goals?” Respond with goals appropriate to work and company. For example, “I hope to begin in this position, demonstrate my abilities and do quality work. After a year (two, three) then apply for other appropriate challenges in the company with more responsibility.” Longer-term goals to continue your education or plan for management or advance positions are appropriate as well. “What areas in school or work have been of greatest challenge to you?” Think of a challenging college assignment (an end of the year group assignment required you to work with other students, some of whom did not do their fair share; or a big project at work or an internship site such as a report was due and you could not easily get the info you needed. How did you accomplish the task and what success did you have. Successes might include an “A “ on the assignment or meeting an important deadline.
Learn the STARR Technique - Prove by Example! An increasing number of employers use behavioral-based interviewing, which rests on the premise that past performance predicts future performance. Past performance examples may come from work experience, internships, activities, hobbies, volunteer work, family life, etc. Prepare for the interview by having several different “STARR’s” in mind.
Situation: Describe the specific situation. Set up your story. Task: What was the task you were trying to accomplish? Tell who, what, when, where, and why (include only relevant details!)
Action: What did you do to solve the problem or meet the task? Result: Specify results. What happened? Give #s, 5, volume, $s, wk., yr., etc. Relate: Link the skills you were demonstrating in this example to the specific job. Tell how the employer is going to benefit from hiring you. “Your internship experience included many activities and experiences. Looking back at that experience, can you tell me about a contribution or accomplishment you are proud of?” Situation – during my internship last summer, I learned that the public relations office that I was working at was having a hard time keeping marketing materials up to date. Task – I was assigned the task of creating a system for updating marketing materials that all the managers used. Action – I first met with each manager to determine which items needed to be updated and how often. Then using Microsoft Word and Adobe Pagemaker, I updated the items and created an Microsoft Excel spreadsheet that detailed which items were updated, the dates they were updated, and when they would need to be updated in the future. Result – All of the program managers received updated marketing materials such as folders, business cards, brochures, and various handouts. In addition, each manager received a copy of the Excel spreadsheet so they knew when the items were last updated and when they needed to be updated in the future. Relate – I understand that this job requires someone who is detailed-oriented and has a great deal of experience creating marketing materials. I believe my internship has prepared me well to create various types of marketing materials and demonstrates my ability to be detail-oriented. (Hint-hint: open your portfolio and pull out some samples from your internship to show the interviewer).
Using Your Portfolio in the Interview Before the Interview
Thoroughly research the organization and position Construct 15-20 specific examples that target the employer’s needs Use the “STARR Technique” for your examples Know your portfolio: Be able to quickly locate items that back up your “STARR’s” Role-play using your portfolio; mock interview Copy items you wish to leave behind or develop a “mini-portfolio”
During the Interview
Never push your portfolio; especially at the beginning of the interview – develop rapport first Don’t expect the interviewer to view your entire portfolio – show items selectively Err on the side of showing too few items – keep the focus on you, not your portfolio Weave the presentation of your portfolio items into the interview process Listen for key questions and clues sought by interviewer(s) First, respond to the question you are asked Follow your response by locating the portfolio item Inform the interviewer that you have an example to share (avoid asking IF they would like to see it!) Pull out the individual item and hand it to them Explain the relevance of the item Great way to engage everyone in a panel interview Don’t keep your portfolio continuously open; it puts too much focus on your portfolio At the close of the interview, re-express your interest in the position and summarize why you are an ideal choice – show your enthusiasm and emphasize “Return on Investment” Don’t leave your portfolio behind. You never want to lose it or relinquish control over how it is used! Don’t discuss salary unless there is a job offer on the table If given an offer, schedule a meeting to discuss it Request business cards for thank-you cards and follow up
Questions for the Interviewer You need to learn about the organization and the position to determine how well it fits you; therefore, you are also interviewing them! Caution: When employers have supplied you with literature about the organization before the interview, they expect you to read it, study it, and formulate questions from it. Asking questions that could have been answered by reading the company’s brochure only wastes the interviewer’s time and does not speak well of you. If the literature does not provide adequate information, the following questions are fair game: Please describe a typical day on the job. What personal qualities, skills, or experience would help someone do well in this position? What do you see as the greatest challenge in this position? To whom would I report? May I meet my supervisor? What opportunities exist for professional growth and development? Can you explain the performance review process, or how I would be evaluated? What makes your organization different from your competitors? Describe the typical first year assignments for this position. What, specifically, are you looking for in the candidate you hire for this position?
Some Illegal and Legal Job Interview Questions Inquiry Area National Origin Citizenship
• • •
Questions that violate Equal Employment Opportunity Are you a U.S. citizen? Where were you/your parents born? What is your “native tongue?”
Age
• • •
How old are you? When did you graduate? What’s your birth date?
•
Are you over the age of 18?
Marital Family Status
• • • • •
What’s your marital status? With whom do you live? Do you plan to have a family, when? How many children do you have? What are your childcare arrangements?
• • •
Would you relocate? Are you willing and able travel? Are you willing and able work overtime?
Affiliations
•
To what clubs or social organizations do you belong?
•
List any professional or trade groups or other organizations that you belong to that you consider relevant to your ability to perform this job.
Personal
•
How tall are you?
•
Can you lift heavy objects?
Disabilities
• •
Do you have any disabilities? Complete the following medical history. Have you had any illnesses or operations? What was the date of your last physical exam? How’s your family’s health? How and when did you lose your eyesight?
•
Based on the job, can you perform these essential functions? As part of the job process, you are required to pass a medical exam. Can you demonstrate how you would perform the following job related function?
• • • •
Questions that do not violate Equal Employment Opportunity • Are you authorized to work in the U.S.? • What languages do you read, speak or write fluently? (This question is only relevant if the information is critical to job performance.)
• •
Arrest Record
•
Have you ever been arrested?
•
Have you ever been convicted of _______? (The crime named should be reasonably related to the performance of the job in question.
Military
•
If you’ve been in the military, were you honorably discharged?
• •
In what branch did you serve? What type of training or education did you receive in the military?
Adapted from Preemployment Inquiries: What…And What Not…To Ask by Rochelle Kaplan, NACE, 1993.
What is an illegal interview question? Title VII of the Civil Rights Act of 1964 makes discrimination on the basis of national origin, citizenship, age, marital status, disabilities, arrest record, military discharges, or personal information (such as height and weight) illegal. Any question that asks a candidate to reveal information that falls into any of these categories is a violation of Title VII of the Civil Rights Act of 1964.
Which questions are still legal? If employers can phrase question so that they directly relate to specific occupational qualifications, then the questions may be legitimate ones. Employers may also still ask general questions. For example, an interviewer may NOT ask your age in the interview, but the interviewer may ask if you are over the age of 18 if being over the age of 18 is a requirement of the job.
What should I do if I am asked an illegal question? If you are asked an illegal question during an interview, you have several alternatives. 1. You can answer the question – By answering the question, you may actually help your changes of getting the job, particularly if you give the “right” answer. Doing so, however, may convey to the interviewer that you are not familiar with the law. You may also harm your chances of being hired if you give the “wrong” answer. 2. You can refuse to answer the question – You do have the right to not answer the illegal question. However, a flat refusal to answer may harm your chances of being hired for a position if, as a result, the interviewer sees you as an uncooperative or stubborn person. 3. You can examine the intent behind the question – When an interviewer asks an illegal question, he or she does not usually intend to break the law. The question is often asked because of a particular concern regarding your potential performance as an employee. For example, an interviewer may ask, “Do you have children?” Although this is an illegal question, the interviewer may really be concerned with whether an employee with children will be able to get to work on time, to work long hours, or to travel. A potential response to this question might be, “I assume that you are asking this because you are concerned about your employees’ reliability and dedication. I can assure you that I will be a reliable and dedicated employee and can meet any work or travel schedules required of this position.” You may or may not want to acknowledge that you are aware the question is illegal. 4. Other alternatives – You may feel more comfortable with one of these choices (which are just as valid as the first three) for responding to an illegal interview question: Ignore the question and move on. Ask how the question relates to your qualifications or the requirements of the job. Walk out of the interview. Which of the alternatives you choose depends on your personal preference. If you are asked an illegal question and you would prefer not to work for a company that asks such questions, then do not be afraid to refuse to answer the question and tell the interviewer why. Pointing out illegal questions may persuade the interviewer not to ask them of other candidates in the future. Taken from UW-Eau Claire Career Services, FAQs (Frequently Asked Questions) about Illegal Interview Questions
Phone Interviews As employers increasingly rely on telephone interviews to screen job candidates, students need to be prepared for that possibility. It is not enough for them to be comfortable talking on the phone. In fact, they may be too comfortable with the medium. Vanessa Singleton, assistant director of recruitment and special projects for the Federal Deposit Insurance Corporation (FDIC), says she can tell right away that candidates aren’t going to work out if they have music or video games playing in the background, are obviously chewing gum, chronically hesitate or say “um” or “uh” during the interview, or aren’t available to take her prearranged call. Accordingly, career services practitioners may want to remind students that a phone interview is as serious as the face-to-face variety. Jacquelyn C. Larson and Cheri L. Comstock, recruiters and authors of New Rules of the Job Search Game, reveal just how serious it is. They call applicants twice: once for an interview that candidates are prepared for, and once for an impromptu discussion. By catching candidates unprepared, they can assess how quickly candidates think and process information, how honed their communications skills are, and if they are well suited for a particular position and the company culture. Larson and Comstock look for candidates with initiative, a positive attitude, quick thinking, and problem solving skills, coach-ability, creativity and adaptability, interdisciplinary knowledge, and superior communications skills. They say that they can gauge candidates’ suitability in seven areas through a 30-minute interview. For instance, they:
Judge tenacity in a candidate by not returning the candidates phone calls. Tenacious candidates, they say, don’t give up. Instead, they persist in calling every 10 days, reexpressing their interest in the position and the company-even when their messages go unanswered. Identify candidates with a positive attitude by asking about “worst boss” horror stories. They claim that true positive thinkers avoid divulging such stories and instead will focus on “best boss” anecdotes. Get a sense of how quickly candidates think on their feet by role-playing during the phone interview. They view quick thinkers, such as those who can appease a persistent, irate customer, as an asset to any organization. Find out whether candidates accept criticism and have a desire to improve or get defensive. Test candidates’ adaptability by suggesting alternate ways of getting work done or solving problems. For example, they ask what candidates would think of performance evaluations that were done by peers and clients, or how they would feel working in a specific geographic location. Ascertain which candidates have a thirst for knowledge and a desire for expanding their horizons by asking what electives they studied in college and what their hobbies are. Determine which candidates have superior communications skills by asking them to leave voicemail messages stating why they are right for the position. Such messages indicate how effectively they can articulate their position and how well they will function when hired. Taken from NACE Spotlight ISSN 0162-1068 (Jan. 2002).
Dressing for the Interview: Tips for Men Suit for a business professional conservative environment - dark conservative suit in solid, pinstripe, or subtle plaid. Blazer for an informal business casual environment – coordinated sport coat or blazer with khakis, chinos, or gabardine trousers. Shirts – long-sleeved dress shirt in solid colors such as white, cream, or light blue are preferred Necktie – medium width silk ties in solids, stripes, and small patterns. Tip of the tie should touch the top of the belt. Shoes & Socks – dressy slip-ons and lace-up shoes in black, burgundy, or dark brown. Dark color or neutral over-the-calf socks coordinated to trousers. White sport socks and athletic shoes are out of place even in a casual business environment. Belts & Accessories – leather belts in black, burgundy, or dark brown to match trousers or shoes. Avoid flashy cufflinks, rings, or neck chains. If wearing an earring (or several), remove it before the interview. Trim-styled watch with leather or good-quality metal band. Wedding bands and conservative rings are appropriate, but limit one per hand. Hair, Skin & Fragrance – hair should be clean and neatly combed. No five-o’clock shadow, facial hair should be groomed and trimmed. Go light on after shave products and avoid colognes. Cover tattoos.
Dressing for the Interview: Tips for Women Matched-skirted suit for a conservative business professional environment – conservative suit in neutral colors or understated plaids. Skirt length no shorter than slightly above the knee, no longer than just below mid-calf. Unmatched suit for an informal business casual environment – jacket and pants or skirt in coordinating colors and fabrics. Skirt no shorter than an inch above the knee, no longer than just below mid-calf. Blouses – Solid colors or small, subtle geometric patterns and florals. Avoid sheer fabrics, oversized prints, frills, ruffles, straps, or plunging necklines. Shoes – Medium to low heeled pumps, no open toes or slings, opt for shoes in black, navy, taupe, or dark brown leather. Shoe color should match or be darker than hemline. Neutral-colored stockings to match or compliment skin tone. Belts & Accessories – Belts in neutral colors no more than an inch wide. Limit jewelry to small pieces in gold or silver; pearls are also appropriate. No dangling earrings and only one pair per ear. Good quality rings limited to one ring per hand. Plain round-face or tank-styled watch with leather or clasp-style metal band. Hair, Makeup, & Fragrance – Hair should be natural color, or at least look that way. Wear longer hair pulled up or back and away from your face. Go light on makeup and avoid perfume. Cover tattoos.
Consignment Shopping for Professional Clothing When you shop for professional clothing at consignment shops you can expect clothes that are in nearly new condition, up to 75% off retail prices, seasonal merchandise, jewelry, and accessories. Here are some shopping tips: Shop by Phone: Most consignment stores will save you time by telling you over the telephone if they have any Coach bags or an Ellen Tracey, size 8, black dress. Bring a List: Especially if you’re a good customer, you can write down what you want and ask them to call you when something arrives. Regular customers get called without prompting. Here are some great places to check for great clothes at great prices: Bona Celina, 1250 E. Wayzata Blvd., Wayzata, MN, 952/449-0377 - Boutique feel, carries some European lines. Eveningwear a strength. No credit cards accepted. Couture Consignment, 815 Main Street, Hopkins, MN, 952/933-3345 - Bublos, DKNY, Criscione, Michael Kors, etc. Layaway is available. Woman only, upscale. Elite Repeat, 1336 Randolph Street, St. Paul, MN, 651/699-2315 - Largest store of the group, not as elite as the above. Men’s department makes up 25% of the store. They also have Gap, Banana Republic and Limited. Men’s suits can be taken out on approval to check on alterations. East of Snelling and Hamline on Hwy 38. Accept Credit Cards. Kids Play Area. Fashion Exchange, 1565 Cliff Road, Eagan, MN, 651/686-5177 - Will accept returns within 24 hours except on jewelry and formal wear. Jones New York, Calvin Klein, JH Collectibles, Carole Little. Women’s clothes only Fashion Avenue, 4936 France Ave., Edina MN, 952/929-7919 - Upscale with a selection of couture, designer and bridge wear - top notch. Ellen Tracey skirted suit for $82.00. They have tall clothing for women. A men’s department. Armani herringbone suit estimated at $1300.00 was clearance priced for $150.00. Conservative. Rodeo Drive Consignment Btq., 41110 Minnetonka Blvd., St. Louis Park, MN, 952/920-0188 - Men’s as well as maternity sections. One of the few consignment stores with clearance racks. Alterations are available. Rags from Riches Fine Consignment., 848 E. Lake Street, Wayzata, MN, 952/473-1435 - For the serious high-end value shopper. Close to Again and Again and a mile from Bona Celina. Also has mirrors, rugs, books, furniture, and accent pillows. Owners will accept a shopping list if you are looking for a specific item. If you are matching an item tell them at the point of purchase and you may be allowed 48-hour return privileges. Shopragsfromriches.com
Additional Places to Look Nordstrom Rack Mega Mall (952)-854-3131
Don’t ignore T.J. Maxx, Marshall’s, Nordstrom Rack, and Sax’s. If you are careful you can find top quality clothes at these places at 40-60% off the retail price. But you need to plan ahead-you can’t need the outfit the next day.
University of Wisconsin – River Falls Career Services – 24 East Hathorn Hall (715) 425-3572 www.uwrf.edu/ccs ____________________________
Interviewing is a mutual exchange of information. Open communication between the employer and job candidate facilitates the effectiveness and productiveness of the interview. Your main objective is to communicate information about your skills and qualifications clearly and accurately. You need to relate this information to the requirements of the job for which you are interviewing. It is important that you seek additional information about the position and employer. This process will benefit you in deciding whether the position is an appropriate fit. The interviewer’s main objective is to assess how closely your qualifications match the requirements of the position and company.
Preparing for the Interview Successful interviews require preparation. Since employers are able to sense how prepared a candidate is, it is crucial that you commit sufficient time and energy to this process so you are able to articulate your best qualifications. Here are some suggestions: Practice answering questions you may be asked in the interview. Thinking and rehearsing your responses in advance will help you more effectively articulate the most important information you want to communicate. Prepare questions to ask the interviewer that reflect your knowledge of the position and company. Write down the time and place of your appointment and the name of the person interviewing you. Get good directions and visit the site prior to the interview. Wear professional attire that is appropriate for the position. First impressions are important! Bring extra copies of your resume in a folder or briefcase and have your papers arranged for easy reference (resume, references, transcripts, and portfolio). Do your homework on the company and on the role the job has within the organization. Find out before you show up whether you’re likely to have to take a test on skills and abilities, and if so, practice before you go.
We Build Success
Interviewing Tips Be on time, preferably 10-15 minutes early. Know the interviewer’s name and how to pronounce it. Use a firm grip when shaking hands and smile. When concerned about whether to shake hands or sit, follow the interviewer’s lead. Sit erect. Look the prospective employer in the eye; don’t gaze at the floor, ceiling, or papers on the desk. Your non-verbal communication sends a message. Maintain appropriate eye contact, posture, and voice tone. Avoid nervous mannerisms. Let the interviewer take the lead in the conversation. Expect to spend time developing rapport, because personal chemistry is a main ingredient in the hiring process. Listen carefully to the interviewer’s questions. Don’t be afraid of pauses in the conversation; take time to think. Silence is okay! It aids reflection and thought. As soon as possible after the interview starts, tell the employer about your skills, training, experience, and personal habits that would be useful for the job. Try to be very complete. Emphasize your qualifications – never say, “I need a job” or “I’ll do anything.” If you don’t tell the interviewer about your skills, no one else will. Avoid mention of your personal, domestic, or financial problems. Discuss only matters related to the job. Give specific examples to communicate your skills. Emphasize what you can do for the organization. Portray self-confidence and emphasize your positive traits. Do not undersell your qualifications but do not exaggerate or lie (it may come back to haunt you). Be businesslike and brief. Ask for clarification if you do not understand a question. Show the interviewer you are sincerely interested in the positions and company. Ask the interviewer questions based on your research about the position and organization. Pick up clues given to you by the employer’s questions or statements and use them to convince him/her that you fit the requirements. Never slight a former employer, colleague, teacher, or institution. Avoid Debating the interviewer. Arguing with the interviewer will shorten the interview and your chances. Don’t let the interviewer dominate you or keep you constantly on the defensive. Be prepared with a list of questions covering things you want to know about the job, company, its policies, and practices. You want to understand what is required of you before you are hired, and to get a true sense of the organization’s “climate.” This will avoid later disappointment for you and your employer. Don’t apologize or offer excuses for shortcomings – we all have situations that challenge us. Neither avoid nor seek to emphasize the presence of a handicap. Strive to keep the focus positive. Emphasize what you can do for the organization. This means outlining your transferable skills. Employers are concerned most with what you can do for them. Focus on your ability to learn quickly and easily, your communication skills, interpersonal abilities, analytical thinking talents and other highly desirable skills and personal attributes. Don’t try to give the answer “he or she wants.” Most recruiters and employers know a “canned” answer when they hear one. Be alert to signals from the interviewer that it is time to end the session. Express a desire for the position and inquire about future contact. Thank the interviewer for his/her time and consideration and let him/her know that you are looking forward to hearing from him/her. If you are not good at closing conversations, don’t linger. End quickly and courteously. Don’t discuss salary until you have an offer.
Send a follow-up thank you letter or note immediately after the interview. Make certain that you furnish your prospective employer with any additional information, work samples, or recommendations that you indicated were available and/or were requested. A thank you letter also provides an opportunity to address any question you feel you didn’t adequately answer.
Common Interview Questions Consider the employer’s perspective when preparing and presenting yourself to a prospective employer. Be prepared to address: 1. 2. 3. 4. 5.
How your education and experience relate to the position Why you really want to work for this company Why you are interested in this kind of work Whether or not you have a good work attitude How you would fit into the company
General Tell me about yourself? What are your greatest strengths/weaknesses? What specific goals have you established for yourself for the next five to ten years? What are the most important rewards you expect in your career? In what kind of work environment are you most comfortable? Tell me about a mistake you have made and what you learned from it. Tell me about a problem you encountered at work or in school and how you dealt with it. Tell me about a situation where you had to resolve a conflict with another person. What kind of people do you work best with? What motivates you to put forth your greatest effort? What five adjectives best describe you? Academic Why did you major in__________________? What were your favorite classes? Least favorite? How has your college experience prepared you for a career in _________________? Tell me about extra-curricular activities you participated in and what you gained from them. Past Employment Why did you leave your previous employer? What did you like most/least about your previous job? Describe the best/worst boss you ever had. If I called your manager what is the first thing he/she would tell me about you? Future Employment Why are you interested in this job? What can you contribute to this company? If you were hiring someone for this position, what attributes would you look for? Describe your ideal work environment. Why should I hire you for this job? What are your short and long term career goals? What are you doing to achieve those goals? What do you know about our company?
A Few Tips for Answering Tough Interview Questions “Tell me about yourself.” Talk briefly about your academic and work history. Identify your strengths and skills that make you qualified. “What makes you interested in this job?” Talk about which responsibilities of the job are attractive and how you would be an asset to the company. “What are your weaknesses?” Present an example of an area that you have identified and are improving upon. For example, “I have received feedback that I need to be more assertive when working on projects and I am asking more questions and requesting assistance when I need it.” Again, an example can be very useful! Don’t use examples that are very negative – being late for work, conflict with co-workers, etc. Try to turn your weaknesses into a challenge that you are working to overcome. “Tell me about a time where you had multiple tasks to do and how you accomplished them.” Think about what skills and attributes the employer wants to see in a successful candidate. Can you prioritize? Do you meet deadlines? Can you work with other people and elicit help? Your research on which skills they are looking for will help you to prepare for questions like these. “What motivates you at work?” Review experiences that have motivated you in the past. These could include managing information, helping people, being creative, speaking publicly, etc. Then determine which of these would be useful in the job for which you are interviewing. “Why do you want to work here?” Articulate clearly what a good company it is, or that the work will be challenging and interesting or that you have a commitment to the type of work you wish to do. Do not emphasize the time off, fringe benefits or free employer tuition. “Why did you leave (or wish to leave) your past (present) employer?” There are many legitimate reasons to leave a job. You may have had a lack of promotional opportunities or you were looking for new challenges. During interviews, never speak badly of a present or previous employer. Even if your boss was awful or the company wouldn’t treat you fairly, you do not want to tell a possible future employer about it in an interview. It will concern them that you may be a complainer or a difficult employee. “What are your goals?” Respond with goals appropriate to work and company. For example, “I hope to begin in this position, demonstrate my abilities and do quality work. After a year (two, three) then apply for other appropriate challenges in the company with more responsibility.” Longer-term goals to continue your education or plan for management or advance positions are appropriate as well. “What areas in school or work have been of greatest challenge to you?” Think of a challenging college assignment (an end of the year group assignment required you to work with other students, some of whom did not do their fair share; or a big project at work or an internship site such as a report was due and you could not easily get the info you needed. How did you accomplish the task and what success did you have. Successes might include an “A “ on the assignment or meeting an important deadline.
Learn the STARR Technique - Prove by Example! An increasing number of employers use behavioral-based interviewing, which rests on the premise that past performance predicts future performance. Past performance examples may come from work experience, internships, activities, hobbies, volunteer work, family life, etc. Prepare for the interview by having several different “STARR’s” in mind.
Situation: Describe the specific situation. Set up your story. Task: What was the task you were trying to accomplish? Tell who, what, when, where, and why (include only relevant details!)
Action: What did you do to solve the problem or meet the task? Result: Specify results. What happened? Give #s, 5, volume, $s, wk., yr., etc. Relate: Link the skills you were demonstrating in this example to the specific job. Tell how the employer is going to benefit from hiring you. “Your internship experience included many activities and experiences. Looking back at that experience, can you tell me about a contribution or accomplishment you are proud of?” Situation – during my internship last summer, I learned that the public relations office that I was working at was having a hard time keeping marketing materials up to date. Task – I was assigned the task of creating a system for updating marketing materials that all the managers used. Action – I first met with each manager to determine which items needed to be updated and how often. Then using Microsoft Word and Adobe Pagemaker, I updated the items and created an Microsoft Excel spreadsheet that detailed which items were updated, the dates they were updated, and when they would need to be updated in the future. Result – All of the program managers received updated marketing materials such as folders, business cards, brochures, and various handouts. In addition, each manager received a copy of the Excel spreadsheet so they knew when the items were last updated and when they needed to be updated in the future. Relate – I understand that this job requires someone who is detailed-oriented and has a great deal of experience creating marketing materials. I believe my internship has prepared me well to create various types of marketing materials and demonstrates my ability to be detail-oriented. (Hint-hint: open your portfolio and pull out some samples from your internship to show the interviewer).
Using Your Portfolio in the Interview Before the Interview
Thoroughly research the organization and position Construct 15-20 specific examples that target the employer’s needs Use the “STARR Technique” for your examples Know your portfolio: Be able to quickly locate items that back up your “STARR’s” Role-play using your portfolio; mock interview Copy items you wish to leave behind or develop a “mini-portfolio”
During the Interview
Never push your portfolio; especially at the beginning of the interview – develop rapport first Don’t expect the interviewer to view your entire portfolio – show items selectively Err on the side of showing too few items – keep the focus on you, not your portfolio Weave the presentation of your portfolio items into the interview process Listen for key questions and clues sought by interviewer(s) First, respond to the question you are asked Follow your response by locating the portfolio item Inform the interviewer that you have an example to share (avoid asking IF they would like to see it!) Pull out the individual item and hand it to them Explain the relevance of the item Great way to engage everyone in a panel interview Don’t keep your portfolio continuously open; it puts too much focus on your portfolio At the close of the interview, re-express your interest in the position and summarize why you are an ideal choice – show your enthusiasm and emphasize “Return on Investment” Don’t leave your portfolio behind. You never want to lose it or relinquish control over how it is used! Don’t discuss salary unless there is a job offer on the table If given an offer, schedule a meeting to discuss it Request business cards for thank-you cards and follow up
Questions for the Interviewer You need to learn about the organization and the position to determine how well it fits you; therefore, you are also interviewing them! Caution: When employers have supplied you with literature about the organization before the interview, they expect you to read it, study it, and formulate questions from it. Asking questions that could have been answered by reading the company’s brochure only wastes the interviewer’s time and does not speak well of you. If the literature does not provide adequate information, the following questions are fair game: Please describe a typical day on the job. What personal qualities, skills, or experience would help someone do well in this position? What do you see as the greatest challenge in this position? To whom would I report? May I meet my supervisor? What opportunities exist for professional growth and development? Can you explain the performance review process, or how I would be evaluated? What makes your organization different from your competitors? Describe the typical first year assignments for this position. What, specifically, are you looking for in the candidate you hire for this position?
Some Illegal and Legal Job Interview Questions Inquiry Area National Origin Citizenship
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Questions that violate Equal Employment Opportunity Are you a U.S. citizen? Where were you/your parents born? What is your “native tongue?”
Age
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How old are you? When did you graduate? What’s your birth date?
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Are you over the age of 18?
Marital Family Status
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What’s your marital status? With whom do you live? Do you plan to have a family, when? How many children do you have? What are your childcare arrangements?
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Would you relocate? Are you willing and able travel? Are you willing and able work overtime?
Affiliations
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To what clubs or social organizations do you belong?
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List any professional or trade groups or other organizations that you belong to that you consider relevant to your ability to perform this job.
Personal
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How tall are you?
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Can you lift heavy objects?
Disabilities
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Do you have any disabilities? Complete the following medical history. Have you had any illnesses or operations? What was the date of your last physical exam? How’s your family’s health? How and when did you lose your eyesight?
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Based on the job, can you perform these essential functions? As part of the job process, you are required to pass a medical exam. Can you demonstrate how you would perform the following job related function?
• • • •
Questions that do not violate Equal Employment Opportunity • Are you authorized to work in the U.S.? • What languages do you read, speak or write fluently? (This question is only relevant if the information is critical to job performance.)
• •
Arrest Record
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Have you ever been arrested?
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Have you ever been convicted of _______? (The crime named should be reasonably related to the performance of the job in question.
Military
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If you’ve been in the military, were you honorably discharged?
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In what branch did you serve? What type of training or education did you receive in the military?
Adapted from Preemployment Inquiries: What…And What Not…To Ask by Rochelle Kaplan, NACE, 1993.
What is an illegal interview question? Title VII of the Civil Rights Act of 1964 makes discrimination on the basis of national origin, citizenship, age, marital status, disabilities, arrest record, military discharges, or personal information (such as height and weight) illegal. Any question that asks a candidate to reveal information that falls into any of these categories is a violation of Title VII of the Civil Rights Act of 1964.
Which questions are still legal? If employers can phrase question so that they directly relate to specific occupational qualifications, then the questions may be legitimate ones. Employers may also still ask general questions. For example, an interviewer may NOT ask your age in the interview, but the interviewer may ask if you are over the age of 18 if being over the age of 18 is a requirement of the job.
What should I do if I am asked an illegal question? If you are asked an illegal question during an interview, you have several alternatives. 1. You can answer the question – By answering the question, you may actually help your changes of getting the job, particularly if you give the “right” answer. Doing so, however, may convey to the interviewer that you are not familiar with the law. You may also harm your chances of being hired if you give the “wrong” answer. 2. You can refuse to answer the question – You do have the right to not answer the illegal question. However, a flat refusal to answer may harm your chances of being hired for a position if, as a result, the interviewer sees you as an uncooperative or stubborn person. 3. You can examine the intent behind the question – When an interviewer asks an illegal question, he or she does not usually intend to break the law. The question is often asked because of a particular concern regarding your potential performance as an employee. For example, an interviewer may ask, “Do you have children?” Although this is an illegal question, the interviewer may really be concerned with whether an employee with children will be able to get to work on time, to work long hours, or to travel. A potential response to this question might be, “I assume that you are asking this because you are concerned about your employees’ reliability and dedication. I can assure you that I will be a reliable and dedicated employee and can meet any work or travel schedules required of this position.” You may or may not want to acknowledge that you are aware the question is illegal. 4. Other alternatives – You may feel more comfortable with one of these choices (which are just as valid as the first three) for responding to an illegal interview question: Ignore the question and move on. Ask how the question relates to your qualifications or the requirements of the job. Walk out of the interview. Which of the alternatives you choose depends on your personal preference. If you are asked an illegal question and you would prefer not to work for a company that asks such questions, then do not be afraid to refuse to answer the question and tell the interviewer why. Pointing out illegal questions may persuade the interviewer not to ask them of other candidates in the future. Taken from UW-Eau Claire Career Services, FAQs (Frequently Asked Questions) about Illegal Interview Questions
Phone Interviews As employers increasingly rely on telephone interviews to screen job candidates, students need to be prepared for that possibility. It is not enough for them to be comfortable talking on the phone. In fact, they may be too comfortable with the medium. Vanessa Singleton, assistant director of recruitment and special projects for the Federal Deposit Insurance Corporation (FDIC), says she can tell right away that candidates aren’t going to work out if they have music or video games playing in the background, are obviously chewing gum, chronically hesitate or say “um” or “uh” during the interview, or aren’t available to take her prearranged call. Accordingly, career services practitioners may want to remind students that a phone interview is as serious as the face-to-face variety. Jacquelyn C. Larson and Cheri L. Comstock, recruiters and authors of New Rules of the Job Search Game, reveal just how serious it is. They call applicants twice: once for an interview that candidates are prepared for, and once for an impromptu discussion. By catching candidates unprepared, they can assess how quickly candidates think and process information, how honed their communications skills are, and if they are well suited for a particular position and the company culture. Larson and Comstock look for candidates with initiative, a positive attitude, quick thinking, and problem solving skills, coach-ability, creativity and adaptability, interdisciplinary knowledge, and superior communications skills. They say that they can gauge candidates’ suitability in seven areas through a 30-minute interview. For instance, they:
Judge tenacity in a candidate by not returning the candidates phone calls. Tenacious candidates, they say, don’t give up. Instead, they persist in calling every 10 days, reexpressing their interest in the position and the company-even when their messages go unanswered. Identify candidates with a positive attitude by asking about “worst boss” horror stories. They claim that true positive thinkers avoid divulging such stories and instead will focus on “best boss” anecdotes. Get a sense of how quickly candidates think on their feet by role-playing during the phone interview. They view quick thinkers, such as those who can appease a persistent, irate customer, as an asset to any organization. Find out whether candidates accept criticism and have a desire to improve or get defensive. Test candidates’ adaptability by suggesting alternate ways of getting work done or solving problems. For example, they ask what candidates would think of performance evaluations that were done by peers and clients, or how they would feel working in a specific geographic location. Ascertain which candidates have a thirst for knowledge and a desire for expanding their horizons by asking what electives they studied in college and what their hobbies are. Determine which candidates have superior communications skills by asking them to leave voicemail messages stating why they are right for the position. Such messages indicate how effectively they can articulate their position and how well they will function when hired. Taken from NACE Spotlight ISSN 0162-1068 (Jan. 2002).
Dressing for the Interview: Tips for Men Suit for a business professional conservative environment - dark conservative suit in solid, pinstripe, or subtle plaid. Blazer for an informal business casual environment – coordinated sport coat or blazer with khakis, chinos, or gabardine trousers. Shirts – long-sleeved dress shirt in solid colors such as white, cream, or light blue are preferred Necktie – medium width silk ties in solids, stripes, and small patterns. Tip of the tie should touch the top of the belt. Shoes & Socks – dressy slip-ons and lace-up shoes in black, burgundy, or dark brown. Dark color or neutral over-the-calf socks coordinated to trousers. White sport socks and athletic shoes are out of place even in a casual business environment. Belts & Accessories – leather belts in black, burgundy, or dark brown to match trousers or shoes. Avoid flashy cufflinks, rings, or neck chains. If wearing an earring (or several), remove it before the interview. Trim-styled watch with leather or good-quality metal band. Wedding bands and conservative rings are appropriate, but limit one per hand. Hair, Skin & Fragrance – hair should be clean and neatly combed. No five-o’clock shadow, facial hair should be groomed and trimmed. Go light on after shave products and avoid colognes. Cover tattoos.
Dressing for the Interview: Tips for Women Matched-skirted suit for a conservative business professional environment – conservative suit in neutral colors or understated plaids. Skirt length no shorter than slightly above the knee, no longer than just below mid-calf. Unmatched suit for an informal business casual environment – jacket and pants or skirt in coordinating colors and fabrics. Skirt no shorter than an inch above the knee, no longer than just below mid-calf. Blouses – Solid colors or small, subtle geometric patterns and florals. Avoid sheer fabrics, oversized prints, frills, ruffles, straps, or plunging necklines. Shoes – Medium to low heeled pumps, no open toes or slings, opt for shoes in black, navy, taupe, or dark brown leather. Shoe color should match or be darker than hemline. Neutral-colored stockings to match or compliment skin tone. Belts & Accessories – Belts in neutral colors no more than an inch wide. Limit jewelry to small pieces in gold or silver; pearls are also appropriate. No dangling earrings and only one pair per ear. Good quality rings limited to one ring per hand. Plain round-face or tank-styled watch with leather or clasp-style metal band. Hair, Makeup, & Fragrance – Hair should be natural color, or at least look that way. Wear longer hair pulled up or back and away from your face. Go light on makeup and avoid perfume. Cover tattoos.
Consignment Shopping for Professional Clothing When you shop for professional clothing at consignment shops you can expect clothes that are in nearly new condition, up to 75% off retail prices, seasonal merchandise, jewelry, and accessories. Here are some shopping tips: Shop by Phone: Most consignment stores will save you time by telling you over the telephone if they have any Coach bags or an Ellen Tracey, size 8, black dress. Bring a List: Especially if you’re a good customer, you can write down what you want and ask them to call you when something arrives. Regular customers get called without prompting. Here are some great places to check for great clothes at great prices: Bona Celina, 1250 E. Wayzata Blvd., Wayzata, MN, 952/449-0377 - Boutique feel, carries some European lines. Eveningwear a strength. No credit cards accepted. Couture Consignment, 815 Main Street, Hopkins, MN, 952/933-3345 - Bublos, DKNY, Criscione, Michael Kors, etc. Layaway is available. Woman only, upscale. Elite Repeat, 1336 Randolph Street, St. Paul, MN, 651/699-2315 - Largest store of the group, not as elite as the above. Men’s department makes up 25% of the store. They also have Gap, Banana Republic and Limited. Men’s suits can be taken out on approval to check on alterations. East of Snelling and Hamline on Hwy 38. Accept Credit Cards. Kids Play Area. Fashion Exchange, 1565 Cliff Road, Eagan, MN, 651/686-5177 - Will accept returns within 24 hours except on jewelry and formal wear. Jones New York, Calvin Klein, JH Collectibles, Carole Little. Women’s clothes only Fashion Avenue, 4936 France Ave., Edina MN, 952/929-7919 - Upscale with a selection of couture, designer and bridge wear - top notch. Ellen Tracey skirted suit for $82.00. They have tall clothing for women. A men’s department. Armani herringbone suit estimated at $1300.00 was clearance priced for $150.00. Conservative. Rodeo Drive Consignment Btq., 41110 Minnetonka Blvd., St. Louis Park, MN, 952/920-0188 - Men’s as well as maternity sections. One of the few consignment stores with clearance racks. Alterations are available. Rags from Riches Fine Consignment., 848 E. Lake Street, Wayzata, MN, 952/473-1435 - For the serious high-end value shopper. Close to Again and Again and a mile from Bona Celina. Also has mirrors, rugs, books, furniture, and accent pillows. Owners will accept a shopping list if you are looking for a specific item. If you are matching an item tell them at the point of purchase and you may be allowed 48-hour return privileges. Shopragsfromriches.com
Additional Places to Look Nordstrom Rack Mega Mall (952)-854-3131
Don’t ignore T.J. Maxx, Marshall’s, Nordstrom Rack, and Sax’s. If you are careful you can find top quality clothes at these places at 40-60% off the retail price. But you need to plan ahead-you can’t need the outfit the next day.
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