A GUIDE TO INTERVIEWING

Whether you are a graduating senior, a middle-aged career change, or a freshman looking for a summer job, your greatest challenge is to learn how to interview effectively. The job interview is the forum where almost all hiring decisions are made—your "make or break" opportunity. The following information should increase your chances for success in this process.

TYPES OF INTERVIEWS

Although no two interviews are identical, there are several typical forms of interviews:

• Patterned Interview - Such interviews are highly structured, systematic and designed to serve as a stable yardstick against which applicants can be measured. They are specially adapted for research and designed to overcome problems of inconsistency. Essentially, the identical questions are asked of all applicants, and then the individual responses are compared. The typical use of a patterned interview is in initial screening of many applicants to weed out the more obviously unqualified. Most on-campus interviews follow this format.

• Non-Directive or Free-Association Interview - Typically employs open-ended type questions such as "Tell me about yourself." This allows applicants to express themselves in their own unique way and offers greater exposure to an applicant's personality and attitudes. However, the interviewer needs considerable skill to keep applicants from rambling, and to objectively analyze data. Many campus interviewers will appear to follow this format.

• Stress Interview - The purpose of this method is to measure the applicant's ability to handle stressful situations. Stress interviews are used to weed out individuals who react defensively or get easily injured. Stress interviews are seldom used on-campus.

• Group and/or Area Interview - Group interviews are often used for higher-level business and academic positions. Typically a "search committee" composed of personnel representatives, managers, and often psychologists will examine an applicant. Each interviewer will often be assigned a particular area of the applicant's background on which to concentrate (e.g., experience, education, or family background). This approach can be exhausting for the applicant, especially if the interviewing is structured on a one-on-one basis, or if it takes several hours or days.

PREPARATION FOR THE INTERVIEW

Research the organization before interviewing. Know the size of the firm, its potential growth, its competition, and its prospects for the future. Consult company and other literature, such as Standard & Poor’s, The Wall Street Journal, Business Week, etc. for this information. You should also know the locations of its major offices/plants and its reputation within the industry. Knowledge of this information insures a more productive interview because the company representative will be able to spend less time describing the company and more time interviewing you.

DRESS APPROPRIATELY

A good first impression in the interview is essential. Some studies have indicated that physical appearance is the one strongest and most consistent predictor of recruiting success, even ranking over such factors as grades and work experience! With that in mind, you must maximize your physical appearance to compete effectively. Although there are exceptions, you'll rarely go wrong if your dress conservatively. For women, this means a classic navy blue or gray suit, with a modest updated blouse. Although a tailored dress can also be worn, a business suit is considered the "uniform" for interviewing. A pair of classic medium-heeled pumps, with a neutral stocking will compliment the look. Accessories and makeup are fine, as long as they are understated. Keep it simple. Cologne and perfume should be used sparingly. Hair should be clean, neatly styled, and away from face. If possible, try to find out how the individuals in the positions and companies you have interest in typically dress You can assess this by browsing through company literature, or better yet, actually observing the employees at the company. If the company is close, drop by during lunch or as people are leaving at the end of the day. This will give you some idea of what the norm is as far as appropriate dress.

ROLE PLAY

The interviewer is going to ask you a number of probing questions. Prepare for them by first attempting to predict what will be asked and then by practicing your answers. Role play with someone who knows you well. If possible, record the session. Examine your responses and evaluate your performance. You should try to express yourself in a clear and logical manner and to communicate a sense of self-confidence and direction. The best way to practice for interviews is in a video-taped mock interview. This method is excellent for providing feedback regarding your responses, mannerisms, and overall interviewing style.

DURING THE INTERVIEW

In the vast majority of cases, students are rejected because of one major flaw—lack of proper career planning. Even if you view the company as nothing more than a career experiment, don't make vague statements such as, "I'll take most any job" or "I want to work with people." In your research you should have identified typical starting assignments—apply for those positions. If you perform well, opportunities for greater mobility will appear after your initial assignment.

RECRUITERS' OBJECTIVES

You can increase your employment chances if you keep in mind the recruiters' objectives. Recruiters have specific entry level vacancies to fill. They want people who are seriously interested in a career in a particular field. They need answers to the following questions:

• Why does this person want to work for my company?

• For what position would this individual be best suited?

• What are the qualifications of the interviewee?

• How does he or she compare with his or her peers?

If you are prepared to answer these questions, you can save the recruiter a lot of work and probably land the job.

NERVOUSNESS

Recruiters are aware that job interviewing can cause extreme nervousness. Usually a recruiter will make allowance for this, especially if it is one of the applicant's first interviews. Try not to fidget with your hands or articles of clothing. Keep frequent eye contact with the interviewer, but don't stare. In most instances, nervousness will become less of a factor after two or three interviews. For this reasons, it is wise to save your most important interviews until you have acquired some practice. Above all, don't become discouraged; interviewing is a learned skill..

EYE CONTACT

Having good eye contact is very important when communicating, especially when interviewing or meeting a prospective employer. Lack of direct eye contact can give a person the wrong impression about you. We typically think that a person who cannot look us in the eye may either be shy, hiding something, or dishonest. Maintain good eye contact when communicating; it will leave others with a positive impression of you.

BODY LANGUAGE

We can say many things with our bodies using nonverbal communication. Make sure that your body language portrays a message of friendliness and openness. When communicating, watch out for folded hand and arms, crossed legs, head in a downward position, or not sitting directly facing the person with whom you are talking. These gestures could lead others to think you are either very closed, aloof, or distant.

BE CANDID

While subterfuge may get you the job, it isn't likely to keep it for you. The hiring of an employee is, after all, an agreement to buy what the employee has to sell. Unless both parties form an honest evaluation of each other, the sale is apt to be canceled.

ENTHUSIASM

Your interviewer has probably worked for his or her company for several years. The organization provides a recruiter with a good income, security, and an interesting career; in other words he or she is dedicated to the company. The interviewer expects you to have similar feelings or to at least exhibit enthusiasm for a potential position with the firm. A well-researched presentation is probably the best way to demonstrate this quality. Make your questions reflect your knowledge of the employer. Find out about the normal routine of the position in which you are interested, where you can expect to be in five years, and opportunities for further professional education. The idea is to convey a sense of long term interest. Above all, don't be too concerned about salary, fringe benefits, or retirement plans. Convey your enthusiasm for the work, not for the awards.

THINK ON YOUR FEET

Don't let the interviewing situation stampede your confidence. Make sure you get the opportunity to fully express your strong points. Your answers should be factual, sincere, but should not convey conceit. You should:

• point out improvement trends in your grade point average if it appears low

• note any supervisory or leadership positions you may have held, even volunteer positions (most internships can legitimately be described as experience, so be sure to emphasize them)

• make sure the recruiter is aware of the percentage of your college expenses which you have earned (Most employers appreciate the difficulties involved in working while attending college, and will made due allowances for a lower grade point average or fewer extracurricular activities.)

• be prepared to describe yourself. It’s a good idea to have prepared a long and a short version of your self description.
• be aware of your weaknesses and be prepared to discuss them

AFTER THE INTERVIEW, THANKS

Send a short personal note to the interviewer, and anyone else you have spoken to regarding employment. This can be an extremely effective reinforcer. Although this step is often recommended, few applicants follow up on the suggestion. Thus, you can underscore your uniqueness just by this simple act of courtesy.

• Write to the person or persons with whom you interviewed.

• Express your appreciation for the interviewer's time and consideration.

• Indicate your interest in the position.

• Reemphasize your strengths and qualifications.

• Mention something you didn't say during the interview (e.g., work experience or accomplishments).

• Enclose a resume to refresh the interviewer's memory.

• Unless the recruiter has indicated otherwise, state that you will contact him/her on a specific date to follow-up.

• Be proactive; call as you said you would!

Fifteen Knockout Factors

(Reasons why candidates receive rejection replies)

• Lack of proper career planning - purposes and goals defined - needs direction.

• Lack of knowledge of field of specialization - not well qualified - lacks depth.

• Inability to express thoughts clearly and concisely - rambles.

• Insufficient evidence of achievement or capacity to excite action in others.

• Not prepared for the interview - no research on company - no presentation.

• No real interest in the organization or the industry - merely shopping around.

• Narrow location interest - unwilling to relocate later - inflexible.

• Little interest and enthusiasm - indifferent - bland personality.

• Overbearing - overaggressive - conceited - cocky - aloof - assuming.

• Interested only in best dollar offer - too money conscious.

• Asks no or poor questions about the job - little depth and meaning to questions.

• Unwilling to start at the bottom - expects too much too soon - unrealistic.

• Makes excuses - evasive - hedges on unfavorable factors in record.

• No confidence and poise - fails to look interviewer in the eye - immature.

• Poor personal appearance - sloppy dress - dress lacks sophistication

Twenty Questions Frequently Asked During Interviews

• Tell me about yourself. Expand on your resume.

• For what position are you applying?

• What are your long-term career goals? Where would you like to be in ten years?

• Why do you feel that you will be successful in...?

• What supervisory or leadership roles have you held?

• How do you spend your spare time?

• What have been your most satisfying and most disappointing experiences?

• What are your strongest (weakest) personal qualities?

• Give me some examples that support your stated interest in...

• Why did you select to interview with us?

• What courses did you like best? Least? Why?

• What did you learn or gain from your part-time and summer job experiences?

• Which geographic location do you prefer? Why?

• Would you prefer on-the-job training or a formal program?

• What can you do for us now? What can I do for you?

• What are your plans for graduate study?

• Why did you choose your major?

• Why are your grades low?

• Tell me about your extracurricular activities and interests.

• Why did you quit your various jobs?

Information You Should Know About the Employer

Relative size of firm in the industry Structure of assets

Potential growth for the industry Percent of annual growth in earning per share

Array of product line or services Relocation policies

Location of home office Present price of stock

Who is the competition Percent of annual sales growth the last 5 years

Age of top management Organization structure-by product

Short-term profit picture People you know in the firm

Name of recruiter Formal versus on-the-job training

Geographical locations Typical career path in your field

Structured or unstructured training Number of plants, stores, or sales outlets

Recent items in the news Various price points in produce or service line

Average time in non-management assignment Potential new markets, products, or services

(Questions are pertinent only if the answer influences you)

• How much travel is normally expected?

• Do employees normally work many hours of overtime?

• Can I progress at my own pace or is it structured?

• How frequently do you relocate professional employees?

• What is the average age of your first-level supervisors?

• Is the sales growth in the new product line sustainable?

• How much contact and exposure to management is there?

• Is it possible to move through the training program faster?

• When does the training program begin? Only in June?

• What is the housing market like in your city?

• How much freedom is given to and discipline required of the new people?

• Does the firm recommend any night courses the first year?

• How often are performance reviews given?

• Is it possible to transfer from one division to another?

• How much decision-making authority is given after one year?

• Have any new product lines been announced recently?

• How soon after graduation would I expect to report for work?

• How much input does the new person have on geographical location?

• In your firm, is this position more analytical or more people-oriented?

• In promotions, are employees ever transferred between functional fields?

• Does the firm provide employee discounts?

• Is a car provided to traveling personnel?

• Is the city difficult to adjust to compared to this campus community?

• What is the average age of top management?

• What is the normal routine of a ... like?

• How much independence is allowed in dress and appearance?

• Is public transportation adequate?

• What is the average time to get to ... level in the career path?