Interview Tips

Candidate Goals

• To learn about the company
• To determine if this is the job for you
• To make a good impression on the employer

Interviewer Goals

• Find the top talent to fill their position
• Gather information about the candidate
• Assess if the person has the necessary skills to perform the job
• Assess if the personality of the individual will be a good fit for the organization

Preparation

• Fail to plan, plan to fail
• RESEARCH the company
• Know where you are going!  
• Dress professionally (There is only one chance to make a first impression!)
• Practice
• Know who you will be meeting with and their role within the company
• Know the position that you are interviewing for and what skills you possess to perform the job

Types of Interviews

SCREEN – Very formal in nature; first round of interviews used to eliminate any unqualified candidates.
SELECTION – Usually follows a screening interview; could be a second interview.  It is usually much less formal than the first.  This type of interview can take place under many settings:

1. One-on-one
2. Committee: Group of interviewers, multiple hiring managers, department heads, and peers
3. Group Interview: You and others are in a screening interview for the same position (usually only used if there are a number of candidates applying for the same position)

Styles of Interviews

1. Question and Answer
2. Open-Ended/Non-Directive – Focus on your personal attributes, personality and skills
3. Stress – Used to determine how you are able to cope under pressure.  A typical question would be, “What makes you a good fit for this company?”

Styles of Interviewers

1. Director/Driver – Short on time, get to the point, do not elaborate, just answer the questions!
2. Interactive/Social – Personal.  This person wants to get to know you, likes to talk about themselves (let them), wants to see how your personality will mesh with theirs, goes into depth on skills and personality
3. Analytical Thinker – Very technical, be prepared to answer very technically!

Stages of the Interview

1. Introduction
         a) Develop a rapport
         b) Establish a common ground
         c) Know your level of communication
2. Sharing of Information
         a) Technical (skills and expertise)
         b) Probing (interests and goals)
3. Closing
         a) Questions and answers
         b) Next contact
         c) Leave a good final impression

DOs

1. Give a firm handshake.
2. Make eye contact.
3. Smile.
4. Listen.  Always answer the question!  If you do not understand the question, ask for clarification.  Give brief, yet informative answers; do not elaborate.
5. Show interest and passion in your last position and accomplishments.
6. Laugh at their jokes.
7. Be able to talk about everything you put on your resume.
8. Know your strengths and weaknesses.  Let others be responsible for your praises, e.g., “I have been told in my performance evaluations that I am…”
9. Be prepared to ask questions.  Ask every person that you interview with at least one question; it shows that you are interested in them and the company.

DON’Ts

1. Make a negative comment about past employers or co-workers.
2. Over elaborate or go off on a tangent.
3. Mumble – shows lack of confidence.
4. Pretend you know more than you do.
5. Ask questions regarding salary, benefits, vacation time, etc.  Sell yourself and your willingness to perform the job at hand.  You should trust that the company will compensate you appropriately.
6. Chew gum.

Closing the Interview

1. Ask unanswered questions.  Some appropriate questions are:
         a) How do you evaluate performance?
         b) Do you see anything in my background that would prevent me from performing this job?
2. If you want the job, don’t be afraid to ask for it!  
         a) What’s the next step?
         b) When can I start?

Always remember to thank the interviewers for their time.  Make sure you give them another firm handshake.

Follow Through

1. Send a thank you note.
2. If you do not hear from them within the agreed upon timeframe, call them!

Important Fact: It is not necessarily the person who has the best skills that gets the job, but the person who interviews the best DOES GET THE JOB!

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