INTERVIEWING

Welcome and…

What I want

you to walk

away with…

Recognition of interview cycles

Recognition of appropriate questions

How to shine during a behavioral

interview

What to bring to the interview

What to do after the interview

Bring

Look like you

mean business

Writing stuff

Reference lists

ID

Samples of work if appropriate

Resume (2 copies)

And, sometimes most Important

Don’t forget

this…

Your knowledge of the company

Research –

www.crains.com

Other job postings that they have – not

just the job you’re interviewing for

Ask questions of the recruiter

Why is this position open

How many people have you looked at

What’s the turnover rate

To Wear or Not to Wear…

Appropriate business

attire

Men –jackets and tie

Women - hose

Clangy, noisy jewelry

Sandals

Heavy scents

What to Wear None of these

Interview Cycles

The one time

only interview

is a thing of

the past and

very rare

Most organizations place candidates

through 3 cycles of interviews

Recruiter - Pre-screen

Face to Face with Hiring Manager

2nd Face to Face with Hiring Manager

and next level up or down

Types of Interviews

Behavioral

and

Interrogatory/

Conversation

Behavioral can be stressful

Conversational is more natural

Behavioral

Provides

insight to how

you will

perform and

behave within

their

environment

Can be tricky if you’re not prepared

Practice before you go so that you

sound natural

Sample Questions

Give me a specific example of a

time when you had to conform to a

policy with which you did not agree.

Please discuss an important written

document you were required to

complete.

Tell me about a time when you had

to go above and beyond the call of

duty in order to get a job done.

Tell me about a time when you had

too many things to do and you were

required to prioritize your tasks.

Give me an example of a time when

you had to make a split second

decision.

What is your typical way of dealing

with conflict? Give me an example.

Tell me about a time you were able

to successfully deal with another

person even when that individual

may not have personally liked you

(or vice versa).

More examples

Give me an example of when you

showed initiative and took the lead.

Tell me about a recent situation in

which you had to deal with a very

upset customer or co-worker.

Give me an example of a time when

you motivated others.

Please tell me about a time you had

to fire a friend.

Tell me about a time when you

missed an obvious solution to a

problem.

Describe a time when you

anticipated potential problems and

developed preventive measures.

Tell me about a time when you were

forced to make an unpopular

decision.

http://www.quintcareers.com/sample_behavioral.html

Make it Easy for Them and for You

Remember to

STAR at your

behavioral

interview.

Briefly describe the situation, what specific action you took

to have an effect on the situation, and the positive result

or outcome.

Frame it in a three-step process, usually called a S-A-R, P-

A-R, or S-T-A-R statement:

1. situation (or task, problem),

2. action,

3. result/outcome.

http://www.quintcareers.com/behavioral_interviewing.html

Practice

Confidence

shows up in

your voice

and posture.

Situation

We had a brand new product and we had to learn a

new system quickly and be able to respond to

customers.

Action

I suggested that we have a “dummy session” before

the product rolled out and that we make “crib”

sheets to hang by our computers – and laminate

them so that we could always see them. We also

gave the “crib” sheets to the installers and sales

people so that they could sound knowledgable.

Result

When the go-live day came, all of us were prepared

and the customer surveys came back very high.

Other Interviews

They want to

know about

you.

Be ready for “tell me about yourself”

Keep it work related

Why you’re looking

It’s OK to express some disappointment

about job loss – but make sure they know

you’re eager to move on

They Can not Ask

These

questions are

illegal

Transportation

Child care

Spouse information

Age

Religion

How many sick days you took

http://www.washingtonpost.com/wp-dyn/articles/A8963-

2003Apr11.html

http://www.hrworld.com/features/

30-interview-questions-111507/

What Should You Ask and Not…

Is this an incumbent position?

Why is this position open?

What would be your priority for this

position?

How is success measured for this

position?

What was the percentage of the

raises given?

How many hours do you have to

work?

What is the holiday schedule?

Ask This Not This

•http://www.pohly.com/interview-2.html

•http://www.associatedcontent.com/article/197885/questions_you_shoul

d_and_should_not_pg2.html?cat=31

References

Tip –

Bring a list

with contact

information

with you.

Know who they should call and how.

If you had a “bad” experience, make it

harder to contact that company, and

make it easy for others.

Use Linkedin recommendations. Copy,

paste and print onto a paper.

After the Interview

Thank you and

a reiteration

of interest

leaves no

doubt.

Get contact information such as email.

Send a brief thank you to each person.

Reiterate your interest.

How Soon Can You Follow-up

Persistence,

but not

stalking.

Wait about 10 days, then place a call

or email, asking status.

Do one more follow-up; about 5 days

after that.

Prepare yourself before and after

So , you didn’t

get it…

Try to get feedback from the

recruiter/interviewer.

Assess your own performance, honestly.