Interviewing Skills

Purpose of an Interview
It is important to remember that the purpose of the
interview is two-fold:
(1) The employer needs to find out if you are the best
candidate for the job
Can you do the job?
 Do you have the appropriate background, including
education, skills, and experience?
Do you have the expertise needed to make you "stand
out?“
Are you able to learn and adapt? Will you do the job?
Do you want to work for this company, or do you
simply see it as a stepping-stone?
Are you aware of and honest about your future goals
and plans?
Are you motivated and eager to learn
Will you fit in?
 Do you work well with others?
How do you respond to supervision and criticism?
Do you have the skills to balance where their team is
currently weak?
(2) you need to find out if this is a good opportunity
for you.
What do I want my typical workday to look like?
What are my career goals for the next five years?
 What kind of work schedule do I want?
 What kind of work setting do I want? Am I willing to
relocate?
The kinds of things you should know about
the company include:
How long has the company existed?
What services does the company provide or what
products does it make?
Who are their major competitors?
What divisions or subsidiaries exist?
What is the parent company?
What geographic areas are covered?
How many people are employed by the company?
What are the company's assets and earnings?
Does the company have any international operations?
Develop a Short Introduction
As a job seeker, you are in-charge of a marketing
campaign, and the product is you.
One key tool you will use throughout the process is
defining who you are, what you are looking for, your
skills, expertise and experience.
Develop a short introduction, sometimes called a
positioning statement
What to include in your short introduction:

What are you looking for? (describe your dream job,

professional career field, fulfilling position)
Recent education/prior relevant work experience
Areas of expertise/skills/accomplishments
Include works that emphasize your enthusiasm.
Qualities Employers Evaluate During the
Interview
Self concept, self confidence, goal setting, realistic
assessment of strengths and limitations
Mature behavior and judgment
Communication skills, the ability to interact with
others, the ability to listen actively
Leadership potential, often demonstrated in extra
curricular activities and on the job
Personality, enthusiasm, poise, cheerfulness,
flexibility, sense of humor
Patterns of accomplishment
Problem solving and analytical abilities
 Interest in and knowledge of career field
Work ethic, acceptance of responsibility, ability to
keep commitments
Appearance, dress and grooming
Frequently Asked Questions
What are your long-range and short-range goals and
objectives and how have you prepared yourself to
achieve them?
What do you see yourself doing five years from now?
Why did you choose the career for which you are
preparing?
What led you to choose your field of major study?
 In what jobs have you been most interested? Why?
Why are you interested in this industry? Our company?
What do you think you will be doing in this job you are
applying for?
What kind of person do you think this job requires and
how do you match those requirements?
What questions do you have about our organization?
What are you looking for in an organization?
How would you describe the ideal job for you following
graduation?
What do you know about our company?
 Are you free to relocate?
 What constraints do you have about relocation?
 How would you describe yourself?
 What do you consider your greatest strengths? Weaknesses?
 How do you work under pressure?
 What are your major accomplishments?
 Your failures? Your disappointments? What did you learn from
each of these?
 Do you have plans for continued study and/or an advanced
degree?
 How would your friends describe you?
What do you expect to be earning in five years?
Do you have a minimum salary for which you will
work?
Do you think your grades are a good indication of your
academic achievement? What is your GPA?
Why is your GPA so low?
Why should I hire you?
In what ways do you think you can contribute to the
office?
Questions that interviewee may ask the
recruiter . . .
Do you have a formal training program?
How long is it? Could you describe the type of training?
How will my performance be evaluated, and how often?
What are your plans for expansion in terms of product lines,
services, new branches, etc.?
How would you differentiate your company from your major
competitors?
What do you consider to be the major challenges to the industry
today?
What is the next step? Will I be hearing from you, or should I
contact you?
What is expected of new hires?
What are the company’s most difficult challenges in the
year ahead and how does the firm plan to overcome
them?
How often do managers conduct performance
evaluations?
How would you describe your company’s management
style and decision-making habits?
How do you help workers balance their personal and
professional lives?
What is the staff turnover ratio?
What are the company’s values?
Does this position have room for growth and
advancement?
How is the company positioned against the
competition?
What does success mean to you?
Types of Interviews
Employers often use a variety of interview techniques
and settings to determine your candidacy and
hireability. It is to your advantage to be aware of which
type of interview you’ll be experiencing and how to
respond to fit the situation.
Campus Interviews
Campus interviews will determine who will be invited
for on-site interviews.
Advice: You must impress the campus recruiter with
your enthusiasm for your field of study and your
potential.
Screening Interview:
 Screening interviews may be conducted in person, over the phone, or
via video to help employers determine if you meet the minimum
qualifications for the position.

 This type of interview is often used when an organization is considering

flying you out to their headquarters for a full round of interviews.

 These interviews are generally handled by a representative of the HR

team and tend to follow a set format.

 Sometimes a written “personality” profile will accompany this type of

interview.
Advice: Emphasize succinctly and directly that you
bring the desired skills/abilities for the position.
For phone interviews, keep your notes and portfolio
within reach for easy access and reference.
In phone interviews, your voice is your only
presentation.
For video interviews, rehearse in advance with a career
counselor to prepare for a natural and focused
presentation.
One-on-One Interview
This is the most common interview format and is
usually conducted on site by the hiring manager. The
interview focuses on questions to assess your skills,
knowledge, and abilities specific to the job.
Advice: In addition to selling your key strengths, ask
what problems the supervisor is facing currently and
then suggest strategies that they could implement to
resolve the issue.
Panel Interview
Three or more people, representing varied
departments within the company, typically conduct
group interviews.
These representatives generally ask you questions that
relate to their areas of interest and expertise.

Advice: Remember to direct your answers to the

person who asks the question but maintain eye contact
with other members of the group as well.
Peer Group Interview
This type of group interview will introduce you to your
potential co-workers. These team members will not have
the ultimate authority to hire you, but each person’s
input has influence.
Each will be evaluating you and making
recommendations about your fit with the group and the
company.

Advice: Focus on being agreeable and approachable

rather than someone with all the answers.
Luncheon Interview
The purpose of a lunch interview is to assess how well
you handle yourself in social situations.
 You will probably be dining with your potential boss
and co-workers along with HR professionals.

Advice: Make your meal selection carefully.

Select light, healthy and easy things to eat.
Steer clear of spaghetti or any other potentially messy
foods that are not easy to eat gracefully.
Second Interview or Series Interview
 The series interview consists of consecutive interviews with three or
more people in the organization, all in one day.
 The interviewers may consist of someone from personnel, the person
who will be your boss, two or three people from the department, and
someone from a different department.
 You may have a combination of individual, panel and peer group
interviews throughout the process.
 The focus of the second interview is to ensure you have the necessary
skills and that you will blend well with the organization’s culture.
 The key to performing well in this interview is to know in advance
that you will be having it; advance warning will give you time to get
mentally prepared.
Advice: Switch your focus from emphasis on your
specific strengths to selling yourself as a well-balanced
package.
Listen carefully to the interviewers to determine any
underlying concerns and attempt to dispel them.
Prove that you’ve researched the company and
demonstrate that you will work as a dedicated member
of the organization.
Behavioral Interviewing
 In this sort of interview, the interviewers tend to ask questions
about general situations, with the candidate asked to describe how
they did or would handle a specific problem.
 The goal of the interview is to assess the candidate's ability to
respond to the sorts of situations that the job may present them
with.
 The questions asked will therefore be based on the job description,
the performance indicators, the skills/personal qualities required
and the interviewer's knowledge of operating in the role.
 Advice: Listen carefully to the situation presented by the
interviewer, and after having given a thoughtful pause, respond to
it by addressing all the dimensions sequentially.