Interview for Employment

 In a labor market where there are many qualified candidates competing for the same
position, how you do on the interview can often determine whether you get the job.

TYPES OF INTERVIEWS
 There are several different types of interviews which you may encounter. You probably
won't know in advance which type you will be facing. Below are some descriptions of
the different types of interviews and what you can expect in each of them.
1. Screening Interview
o A preliminary interview either in person or by phone, in which a company
representative determines whether you have the basic qualifications to warrant a
subsequent interview.
2. Structured Interview
o In a structured interview, the interviewer explores certain predetermined areas using
questions which have been written in advance.
o The interviewer has a written description of the experience, skills, and personality traits
of an ideal candidate.
o Your experience and skills are compared to specific job tasks.
o This type of interview is very common and most traditional interviews are based on this
format.
3. Unstructured Interview
o Although the interviewer is given a written description of the ideal candidate, in the
unstructured interview, the interviewer is not given instructions on what specific areas
to cover.
4. Multiple Interview
o Multiple interviews are commonly used with professional jobs.
o This approach involves a series of interviews in which you meet individually with various
representatives of the organization.
o In the initial interview, the representative usually attempts to get basic information on
your skills and abilities.
 o In subsequent interviews, the focus is on how you would perform the job in relation to
the company's goals and objectives.
o After the interviews are completed, the interviewers meet and pool their information
about your qualifications for the job.
o A variation on this approach involves a series of interviews in which unsuitable
candidates are screened out at each succeeding level.
5. Stress Interview
o The interviewer intentionally attempts to upset you to see how you react under
pressure.
o You may be asked questions that make you uncomfortable or you may be interrupted
when you are speaking.
o Although it is uncommon for an entire interview to be conducted under stress
conditions, it is common for the interviewer to incorporate stress questions as a part of
a traditional interview.
o Examples of common stress questions are given later in this document.
6. Targeted Interview
o Although similar to the structured interview, the areas covered are much more limited.
Key qualifications for success on the job are identified and relevant questions are
prepared in advance.
7. Situational Interview
o Situations are set up which simulate common problems you may encounter on the job.
o Your responses to these situations are measured against pre-determined standards.
o This approach is often used as one part of a traditional interview rather than as an
entire interview format.
8. Group Interview
o You may be interviewed by two or more company representatives simultaneously.
o Sometimes, one of the interviewers is designated to ask stress questions to see how you
respond under pressure.
o A variation on this format is for two or more company representatives to interview a
group of candidates at the same time.
INTERVIEWING STRATEGIES
 The discussions below concern on the strategies before, during and after the interview.
 Moreover, the said strategies can be used effectively in any type of interview you may
encounter.
1. Before the Interview
• Prepare in advance.
• The better prepared you are, the less anxious you will be and the greater your chances
for success.
Some strategies:
o Role play. Find someone to role play the interview with you. This person should be
someone with whom you feel comfortable and with whom you can discuss your
weaknesses freely.
o Use a mirror or video camera when you role play to see what kind of image you project.

o Assess your interviewing skills. What are your strengths and weaknesses? Work on
correcting your weaknesses, such as speaking rapidly, talking too loudly or softly and
nervous habits such as shaking hands or inappropriate facial expressions.
o Learn the questions that are commonly asked and prepare answers to them. Practice
giving answers which are brief but thorough.
o Decide what questions you would like to ask and practice politely interjecting them at
different points in the interview.
o Evaluate your strengths. Evaluate your skills, abilities, and education as they relate to
the type of job you are seeking.
o Practice tailoring your answers to show how you meet the company's needs, if you have
details about the specific job before the interview.
o Assess your over-all appearance. Find out what clothing is appropriate for your industry.
Although some industries such as fashion and advertising are more stylish, acceptable
attire for most industries is conservative.
o Have several sets of appropriate clothing available since you may have several
interviews over a few days.
o Your clothes should be clean and pressed, and your shoes polished.
o Make sure your hair is neat, your nails clean, and you are generally well groomed.
 o Research the company. The more you know about the company and the job you are
applying for, the better you will do in the interview. Get as much information as you can
before the interview.
o Have extra copies of your résumé available to take on the interview. The interviewer
may ask you for extra copies.
o Make sure you bring along the same version of your résumé that you originally sent the
company. You can also refer to your résumé to complete applications that ask for job
history information (e.g., dates of employment, names of former employers and their
telephone numbers, job responsibilities, and accomplishments).
o Arrive early at the interview. Plan to arrive 10 to 15 minutes early. Give yourself time to
find a rest room so you can check your appearance.
o Remember, it's important to make a good impression from the moment you enter the
reception area.

o Greet the receptionist cordially and try to appear confident.

o You never know what influence the receptionist has with your interviewer.
o With a little small talk, you may get some helpful information about the interviewer and
the job opening.
o If you are asked to fill out an application while you're waiting, be sure to fill it out
completely.
2. During the Interview
• The job interview is usually a two way discussion between you and a prospective
employer.
• The interviewer is attempting to determine whether you have what the company needs,
and you are attempting to determine if you would accept the job if offered.
• Both of you will be trying to get as much information as possible in order to make those
decisions.
• The interview that you are most likely to face is a structured interview with a traditional
format. It usually consists of three phases.
• The introductory phase covers the greeting, small talk, and an overview of which areas
will be discussed during the interview.
• The middle phase is a question and answer period.
 • The interviewer asks most of the questions, but you are given an opportunity to ask
questions as well.
• The closing phase gives you an opportunity to ask any final questions you might have,
cover any important points that haven't been discussed, and get information about the
next step in the process.
Introductory Phase
- This phase is very important. You want to make a good first impression and, if possible,
get additional information you need about the job and the company.
 Make a good impression.
 Get the information you need
 Knowing the following things will allow you to present those strengths and abilities that
the employer wants:
 Why does the company need someone in this position?

 Exactly what would they expect of you?

 Are they looking for traditional or innovative solutions to problems?
 When to ask questions.
Middle Phase
- During this phase of the interview, you will be asked many questions about your work
experience, skills, education, activities, and interests.
- You are being assessed on how you will perform the job in relation to the company
objectives.
Below are frequently asked questions and some suggested responses:
o "Tell me about yourself."
o "What is your weakest point?"
o "What is your strongest point?"
o "What do you hope to be doing five years from now?"
o "Why have you been out of work for so long?"
o "What do you know about our company? Why do you want to work here?"
  You might try to get the interviewer to give you additional information about the
company by saying that you are very interested in learning more about the company
objectives.
 This will help you to focus your response on relevant areas.
o "What is your greatest accomplishment?"
o "Why should we hire you?"
o "Why do you want to make a change now?"
o "Tell me about a problem you had in your last job and how you resolved it."
Some Questions that Should Ask:
o "What are the company's current challenges?"
o "Could you give me a more detailed job description?"
o "Why is this position open?"
o "Are there opportunities for advancement?"

o "To whom would I report?"

Closing Phase
- During the closing phase of an interview, you will be asked whether you have any other
questions.
- Ask any relevant question that has not yet been answered.
- Highlight any of your strengths that have not been discussed. If another interview is to
be scheduled, get the necessary information.
- If this is the final interview, find out when the decision is to be made and when you can
call.
- Thank the interviewer by name and say good-bye.
DO:
• Be sincere and direct
• Be attentive and polite
• Ask relevant questions
• Answer questions concisely
• Use specific examples to illustrate points
DON'T:
• Try to control the entire interview
• Bring up salary, benefits or working hours
• Be too serious
• Let your depression or discouragement show
• Make negative comments about anyone or anything, including former employers
• Look at your watch
• Take extensive notes
3. After the Interview
• You are not finished yet.
• It is important to assess the interview shortly after it is concluded.
• Following your interview you should:
o Write down the name and title (be sure the spelling is correct) of the interviewer

o Review what the job entails and record what the next step will be
o Note your reactions to the interview; include what went well and what went
poorly
o Assess what you learned from the experience and how you can improve your
performance in future interviews
o Make sure you send a thank you note within 24 hours;
Your thank you note should:
• Be hand-written only if you have a very good handwriting; most people type thank you
notes
• Be on good quality paper
• Be simple and brief
• Express your appreciation for the interviewer's time
• Show enthusiasm for the job
• Get across that you want the job and can do it
 • Everyone knows that a thank you letter should be sent after an interview, but very few
people actually send one.
• Make sure you are one of those few.
• It could give you the edge.
• Phone follow-up.
• If you were not told during the interview when a hiring decision will be made,
call after one week.
• At that time, if you learn that the decision has not been made, find out whether
you are still under consideration for the job.
ILLEGAL QUESTIONS
 During an interview, you may be asked some questions that are considered illegal.
 It is illegal for an interviewer to ask you questions related to sex, age, race, religion,
national origin, or marital status, or to delve into your personal life for information that
is not job-related.
WHO GETS HIRED?
 In the final analysis, the employer will hire someone who has the abilities and talents
which fulfill their needs.
 It is up to you to demonstrate at the interview that you are the person they want.
NEGOTIATING YOUR COMPENSATION PACKAGE
 Do not discuss your specific compensation package, especially salary, with the employer
until you have been offered the job and you think it is an offer you should seriously
consider.
 During salary negotiations, you are not only talking about your monetary salary but your
entire compensation package.
 This includes vacation time, sick leave, health insurance, tuition reimbursement, and
other benefits the company may offer.
 Your base salary and performance-based raises are probably the most negotiable parts
of your compensation package.
 The company will spend a certain amount of money on each employee for benefits, and
employees have some flexibility on which benefit options they select.
  For example, employees with children might select child care reimbursement
benefits, while employees interested in going back to school might choose
tuition reimbursement.
 When negotiating your compensation package, it is important to keep in mind
the total package.
 Make sure you consider all benefits the company has to offer, not just salary. Before you
begin negotiating your compensation, decide which benefits are most important to you,
so you are ready to talk to the employer.
Salary Negotiations
 Like other parts of the job search process, the key to salary negotiations is preparation.
 It is very important for you to do your research before you begin salary negotiations.
 In order to determine the salary you are willing to accept, investigate the salary range
that someone with your skills and experience can expect to receive.

How do you find salary information?

o The Library – Your local library should have a number of references to use to find out
the salary ranges for the occupation which you are considering. The reference librarian
can provide assistance in locating salary information resources. Some reference books
include:
 State and Metropolitan Area Data Book
 White Collar Pay: Private Goods-Producing Industries
 AMS Office, Professional and Data Processing Salaries Report (Administrative
Management Society, Washington, D.C)
 American Salaries and Wages Survey (Gale Research, Detroit)
 American Almanac of Jobs and Salaries (Avon Books, NY)
o Professional associations – Conduct salary surveys both nationally and regionally;
provides salary/compensation information received from membership
o Your network – Talk to colleagues in your professional network; talk about salary ranges
o Job Search Centers – Can be found in schools, libraries, community centers, or as part of
federal, state, or local government programs; frequently keep salary information
o Your past experience – Think about your past salary; your previous salary is a starting
point for salary negotiation if the position you are applying for does not dramatically
differ from your former position