Interviews |
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Simulation (Practice) Interviews
Call the Career Crossings Office at 284-4775 to arrange a simulation interview. They usually last about 50 minutes (includes a 15-20 minute interview, time for comments, and time for questions). You can choose whether you wish it to be videotaped or not. For a videotaped session you must bring your own tape, we will supply the camera.
Introduction
The key to successful interviewing is PREPARATION! Interviewing also involves a good measure of self-persuasion. Confident, prepared interviewees themselves as having excellent skills, experience and unique knowledge to offer. You must prepare. An interview IS A TEST! There are no short cuts! Expect to have several interviews before being offered a position. It is infrequent that the first interview will result in a job offer. Interviewing is a conversation. The more interviews you have, the more comfortable you will become as you are interviewed. A certain amount of nervousness is normal and to be expected.
Interviewing is a two-way street: the employer will examine your qualifications and "job fit" for the position. You will evaluate the position and collect information to help you decide if the position matches your career goals.
Each interview will be different; some interviews may be informal and non-directive, while others may be very structured and more formal. Regardless of the interview style, your ability to communicate your skills and interest in the position will be of most importance.
Remember, your resume is not designed to get you a job but to get an interview. EFFECTIVELY communicating your skills and abilities as they relate to the company and the available position is your key to a successful interview. Obtaining an interview is a tough job, so make every interview count. Your only goal for a first interview is to secure a second interview; after that begin to think about the job offer.
Secrets to success
Here are some things you can do to make your interview successful:
Many employers will conclude the interview with the question, "Why should we hire you?" Be prepared to summarize your qualifications and express your interest in the position. Remember, many companies are seeking generalists, not specialists. As a generalist, your liberal arts skills can be adapted to a wide variety of jobs. Your goal is to find out what you enjoy doing and convey your interest in the position.
Before leaving the interview, be sure to ask when you can expect to hear from the employer about the next stage of the process and request a business card so you have the correct spelling and title for your thank-you letter.
Successful Candidates
How do you get hired? Employers were asked what students can do to demonstrate that they have the needed skills. According to Recruiting Trends 1998-99, employers noted that successful candidates typically
Most importantly, employers want students to be able to demonstrate that they have these skills through their resumes, cover letters, and during the interview.
Other attributes contributing to a students' success:
Behavioral Interviewing
Past behavior is a good predictor of future behavior. Interviewers are giving you the opportunity to "sell" your skills.
Example: Question: "Describe for me the most high-pressure situation you have dealt with in the past six months."
Behavioral interviewing looks for answers that use the past tense:
Response 1 :"I did this, then this happened."
Response 2 : "I responded by doing this, and as a result...."
To prepare for a behavioral interview, you should
How to answer questions
Relevant: Answer the question with relevant examples
Experience: Draw upon your experience in the classroom, internships, summer jobs, campus activities, etc.
Action: Tell what you did, where you did it, how it happened, and with whom you were working
Lead to: What was the result
8 Categories to Focus on:
(Ernst & Young Consulting 1994)
Interview preparation
Prepare for each interview individually by following these steps:
1. Request and examine any material that is provided by the organization. Pay particular attention to the responsibilities of the position and the skills necessary to be successful on the job. Research the organization as thoroughly as possible.
2. List the skills that you think the employer is seeking. Next, determine which skills you have, providing specific examples to prove that you have developed these skills. Remember to look for examples from all aspects of your life rather than just those that are job or school related.
3. Prepare yourself to answer general questions about your education, courses, grades, jobs, extracurricular activities, goals, strengths, and weaknesses. The interview questions listed later include the questions most commonly asked by interviewers.
4. Practice answering the sample interview questions with a friend or career counselor several days before your interview. Practice responding to questions that may refer to your weaknesses, such as a lack of experience or a lower-than-average GPA. Set up a practice interview to help you refine your interviewing skills as you continue to prepare for the actual interview.
5. Prepare at least three or four questions for each interview. Page 90 of this. This workbook contains a list of questions frequently asked questions by candidates. Do not ask salary questions during the first interview. It is only appropriate to discuss salary once you and the employer have indicated a strong interest in each other. For information on current salary figures, refer to Salary.com.
6. Decide what you will wear to the interview. First impressions are lasting impressions so it is important that you look professional and well-groomed. How you dress is a statement about who you are and how you see yourself. Choose classic fashions instead of fads. When in doubt, it is better to be conservative in your dress.
Interview follow-up
Immediately after each interview, take time to re-evaluate the position, the employer, and your performance in the interview. Evaluate your performance in the interview by thinking about the questions that were asked and the responses that you gave. Were you able to describe your skills and abilities by providing examples from your past? Did you speak clearly and confidently about your fit for the position?
Note anything that was said in the interview that you want to re-emphasize in your thank-you letter. Also, use the thank-you letter to answer or clarify any questions or ambiguities that came out in your meeting. A prompt and well-written thank you letter can enhance your candidacy and give you an edge over your competition. Refer to the Job Search Letters section for a sample thank-you letter.
The Second Interview
If you are invited to visit an employer's office after your first interview, you have passed all the preliminary screening tests. This second interview is your next chance to sell your skills and potential to the employer, and ultimately, to the person(s) responsible for making the final hiring decision.
Although this is the final stage in the process, remember that the organization is trying to make a favorable impression on you. Why? Because they assume that, if they are interested in you, other organizations, possibly competitors, are just as interested.
When you receive an invitation, the employer will normally suggest a date and one or two alternative dates from which you may select. Before accepting the invitation, ALWAYS check your class schedule and consult with your professors to avoid being absent from class on days when tests are scheduled, or when you are scheduled to make a presentation. Also, check your calendar to avoid a conflict with any on-campus interviews you have already scheduled. If the dates are not suitable, let your contact know, then suggest alternative dates. Always acknowledge the invitation promptly!
In the world of business, it is customary for the employer to make hotel reservations and travel arrangements for you. It is always a good idea to confirm these arrangements with the employer before you begin your trip.
The on-site visit will probably take the whole day--sometimes more--and may include pre-employment testing. Some companies use paper-and-pencil tests, while others use tests that simulate on-the-job situations. In a sense, even interviews themselves are a test of your poise, knowledge, stamina, and enthusiasm. Usually, you will be interviewed and evaluated by various supervisors, managers, and potential co-workers, with a break for lunch and a tour.
The interview will be conducted in much the same way as was your first interview. However, you will meet more people and spend a longer time with each one. You may also find yourself being interviewed by a group of people. You will be expected to talk more about the employer, your personal background, your academic and work experiences, your career and life goals, your activities, and how all of these accomplishments, put together, will make you a valuable member of the employer's team. You will have more time to ask questions, so prepare yourself thoroughly.
You will undoubtedly meet individuals with various ranks and positions in the organization during the second interview. The discussion between you and your immediate supervisor will probably focus on specific job responsibilities and how you will blend in with the people in the organization. Questions about the long-range goals of the organization and its growth might be appropriate during an interview with the vice president of your area.
After the interview, record you observations and feelings. Doing this will help you if you need to ask the employer more questions. It will also help you to compare employers. A record of your observations and feelings will be beneficial when it comes time to make a decision. You should also write a thank you letter to the individual who would be your immediate supervisor as well as the human resources representative who hosted your visit, requesting that he or she convey your appreciation to all of the people you interviewed.
Handling Expenses
Companies are not obligated to pay your expenses for the interview process. Some companies within the industry of Business will pay your expenses. Most industries other than Business DO NOT pay for your expenses. If the company is asking you to come to their office for an interview and will not be covering expenses, you must make the decision about investing in the interview. Try to think long-range. Paying your own expenses now for an interview could be worth it in the long run.
Ask for reimbursement only for the expenses of your trip, not extras like entertainment, toiletries, or flight insurance. Get receipts for all your expenses. Records of your expenses are usually required before employers will reimburse you. If you drive, record your route and the round trip mileage.
Always be prudent. How you spend an organization's money on an interviewing trip is a good indication of how you might spend their money as an employee. Reimbursement policies vary among organizations. Some set fixed-dollar rates for expenses. Others simply ask the candidate to use her own judgment. Be reasonable.
If you visit other organizations on the same trip, pro-rate your expenses for each. When you meet with your Human Resources Department host at the end of your visit, you will usually be required to fill out an expense report. You may be reimbursed on the spot, but your check probably will be mailed to you one to four weeks after your visit.
The ultimate question to consider is..."Why should the company hire you?"
You need to help the employer understand how you can contribute
to the employer's organization. Be prepared to give concrete
examples. It is not enough to tell the employer that you are a leader.
You need to also describe to the employer several situations that
demonstrate this.
There are many standard types of interview questions that are asked. Practicing responses to questions will serve to make you more comfortable during the interview. Interview questions tend to fall into five different categories. The categories are listed below with specific questions related to that category. Please note that some questions are in several categories. Questions can have cross purposes.
General Information Gathering Questions:
1. So, tell me about yourself.
2. Why did you choose the extracurricular activities that you did? What did you gain?
3. What is your GPA? Does it reflect your ability?
4. Who or what has had the greatest influence on the development of your career interests?
5. How do you motivate people?
6. What factors did you consider in choosing your major?
7. Why did you select Saint Mary's College?
8. What characteristics do you think are important for this position?
9. How have your educational and work experiences prepared you for this position?
10. What have been your most satisfying and most disappointing experiences at Saint Mary's?
11. What types of situations put you under pressure? How do you deal with pressure?
12. What frustrates you the most?
13. What challenges are you looking for in a position?
14. What two or three accomplishment have given you the most satisfaction?
15. What is the most important lesson you have learned in or out of school?
16. What interests you about the available position?
17. Would you rather work alone or in a team?
18. What goals have you set for yourself? How are you planning to achieve them?
19. What do you think of the current economical and political situations?
20. How would your friends/professors/past employers describe you?
21. What else should I know about you?
22. List your three greatest strengths and areas for improvement and why.
23. Why should we hire you?
Surprise Questions:
1. If you were a part of a submarine sandwich which part would you be and why?
2. What types of books do you like to read?
3. Why are manhole covers round?
Speaking from Experience Questions:
1. Tell me about a project you initiated.
2. How have your educational and work experiences prepared you for this position?
3. What was the most useful criticism you ever received and who was it from?
4. Give an example of a problem you solved and the process you used.
5. Describe a situation where you had a conflict with an individual and how you dealt with it.
6. Tell me of a team project about which you are particularly proud of your contribution.
7. What are your team player qualities? Give examples.
8. In a particular leadership role you had, what was the greatest challenge?
9. What idea have you developed and implemented that was particularly creative or innovative?
10. Tell me about a difficult decision you made.
11. Give me an example of a situation in which you failed and how you handled it.
12. Take me through a project you worked on where you demonstrated ______________ skills.
13. What types of situations put you under pressure? How do you handle pressure?
14. Tell me about a situation when you had to persuade another person to your point of view.
15. What are two or three accomplishments that have given you the most satisfaction?
Questions to ask the interviewer
When an employer asks if you have any questions, you should be prepared and always have a list of questions you can ask about the job. Asking questions demonstrates interest, allows more time to make a strong impression, and enables you to determine whether the job is really for you. All questions should be job-related. It is imperative that you ask questions; if you don't the employer will assume you are not interested in the job.
Portions of the above were excerpted from the Northwestern Lindquist Endicott Report by R.V. Lindquist with permission of Northwestern University Placement Center, Evanston, IL, 1990.
Discrimination
Questions commonly asked during employment interviews may be considered discriminatory if they have no bearing on the applicant's ability to do the job. The following areas are representative of the type of questions which, if not relevant to the applicant's job performance ability, may violate Title VII of the Civil Rights Act of 1964 or other laws aimed at achieving equal employment opportunity.
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Possible Discriminatory Inquiries |
Non-Discriminatory |
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Age |
Applicant's age except as required by employer policy.
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Ancestry/National Origin |
Applicant's or parents' lineage ancestry, national origin speaks descent or native language.
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Languages applicant reads, or writes fluently.
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Birthplace and Residence |
Birthplace of applicant,birthplace of applicant's parents, birth certificate, naturalization or baptismal certificate.
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Applicant's place of
residence, length of applicant's residence in state and/or city where the employer is located. |
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Citizenship |
Any inquiry to determine the country in which the applicant holds citizenship if other than U.S.
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Whether the applicant
is in the country on a visa which permits work in the U.S. |
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Creed or Religion |
Applicant's religious
affiliation, church, parish, or religious holidays observed. |
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Financial Status |
Applicant's financial status or credit record unless proven to be a business necessity.
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Disabilities |
Any inquiry into applicant's physical or mental health other than whether or not applicant can perform the essential
functions of the job. |
Whether or not applicant can perform essential functions of job.
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Height and Weight |
Any inquiry into height and weight of applicant, except where it is a bona fide occupational
requirement. |
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Marital/Family Status |
Any inquiry to find out if married, single, divorced, engaged. Number and age of children. Information on child-care arrangements. Questions concerning pregnancy.
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Whether applicant can meet work schedules or has activities or commitments that may hinder meeting attendance requirements. Inquiries as to duration of stay on job or anticipated absences.
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Photograph |
Requirement that applicants affix a photograph to an application or submit a photograph before hiring.
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After hiring, photograph for identification purposes.
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Race |
Applicant's race. Color of applicant's skin, eyes, hair.
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Relatives |
Name and/or address of any relative of applicant, friends or relatives of
applicant employed by the organization, except as required by employer policy. |
Name and address of person or to be notified in an emergency.
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Sex |
Sex of applicant.
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Used with permission of the Southeast Missouri State University Personnel Office. Adapted from their Guidelines to Employment and Promotional Interview
