Lights! Camera! Action!
The interview is the single most important step in getting a job – it is the culmination of all your good planning and thorough preparation. Your resume initially got you noticed – and was the first step to getting your foot in the door. Now, you need to make a great first impression. So, what will you do to “nail the interview?”
You go into the interview knowing your VALUE – having done your homework about YOURSELF and feeling very comfortable and confident in verbalizing it. You share this value by structuring your answers to a question in a very focused way – what you have accomplished and how you did so (the ACTION & the RESULT, just as you did to develop your accomplishments based resume). You do not recite a laundry list of your prior duties and responsibilities.
Remember that the job search is based on accomplishments – the results of your work – not your duties. The interview is not the time to share your job description to an employer – it is the time to SELL VALUE, IMPACT & THE “SO-WHATʼS” OF YOUR CAREER.
Types of Interviews
A big part of preparing yourself for the interviewing process is being aware of the types of interviews to expect:
A screening interview is an initial interview to determine if you should be considered as a candidate before engaging in a longer, more in-depth meeting. It can be in person or over the telephone.
Telephone interview – many interviews start with the telephone interview as the “screening.” It is a way of speeding up the initial selection. From the employerʼs standpoint, the telephone interview is effective for eliminating unqualified candidates with a minimum commitment of time and resources.
Group or Panel Interview – meetings with more than one person at the same time in the same room. It could be a group on the part of the interviewers or on the candidate side – or both! Group interviews allow all people involved in the hiring to interview you at the same time, see how you fit into a particular group and to see how you handle talking with several people at the same time.
Behavior Based Interview – Style of interviewing where the interviewer rates the evidence of job related skills to match a personʼs skills to the job requirements. The premise of the behavioral type of interviewing style is that past results will be a great indicator and predictor of success with them. The type of questions asked are specific and need specific answers to “satisfy their curiosity.” Examples, analogies and documentation of your skills/accomplishments are needed. It truly is “story telling” and thorough preparation is needed (example – SOAR stories).
Of course, face to face interviews with Human Resources, Hiring Managers and colleagues also will be a part of the selection process, as well as team members or your direct reports.
What the Interviewer and You are Looking For
At the beginning, COMPETENCE is very important – can YOU do the job? The interviewer is looking for evidence that your experience, skills and competencies are a valid match for the position and the organization. On your part, are the competencies required the ones you want to exercise each day? Is this what you want to do?
COMPATIBILITY is also very important as they ask: Can YOU do the job HERE? Can you relate effectively to the diverse employees in the company? Are you compatible with their culture? For you, how do you feel about the organizational culture? Is it consistent with your values? Do you want to work in a place like that?
CHEMISTRY – can you do the job with us? Do they like you enough and vice versa. Do you like them enough? It needs to be felt by both parties, enough to spend a minimum of 40 hours a week together! Do YOU like these people? Will you enjoy working with this group of people?
COMPENSATION – can you do the job for what they will pay? Will the compensation in $$$ʼs, benefits and satisfaction fit what youʼre worth and looking for?
Interview Nuggets
- Think of every question as the opportune time to sell yourself!
- Remember that Hiring Managers make decisions based on what YOU tell them! They are not mind-readers. You must tell them what you want them to know about you.
- Always remember that “what you say CAN and WILL be used against you!” So be careful what you volunteer!
- Answer all questions with positive answers.
- Every question you are asked has a motive or purpose. What is it?
- Go into every interview having done your homework on yourself and the company – what needs, challenges, issues are they facing? How can your skills address them? How can you demonstrate that you are a “fit” and great match for them?
- What you “donʼt say” in an interview is sometimes greater than what you do say! Donʼt let your “errors of omission” hurt your chances of going back for the next interview.
- Think of each interview as a two way communication process. What questions do you have? After meeting with them, do YOU want to work for them? DO THEY DESERVE YOU?
- As on the resume, it is critical to talk about your value and prior accomplishments/results. They are looking for them to predict or forecast your potential success. BE SPECIFIC – and BE PROUD!! It is not egotistical or bragging to share your value and the impact on previous jobs. IT is a NECESSITY in a results based search – and is sharing the REALITY of what you have to offer. Ask yourself – why would an employer invest time and money in you if you donʼt believe in your own abilities – and have the confidence to enthusiastically share them?
Want to Shine at Your Interview?
The secret to successful interviewing is to know yourself so well that you are ready for any question they might ask! A few pointers:
Be an “interview question collector” – ask friends/co-workers what questions were tough? different? Ask those you network with the kinds of questions their company or manager is known for asking?
MENTALLY rehearse your answers in several different ways so the content is there when needed.
VERBALLY rehearse your answers! Itʼs amazing how words can come out that you didnʼt want to say! Unfortunately, you cannot take those words back or ask to start over.
ROLE PLAY with a trusted friend or former colleague/manager that you respect. Ask for their feedback.
AUDIO TAPE yourself to hear your answers – your tone of voice, even flow of speech. Do you sound comfortable and confident with your answers?
VIDEO TAPE to note facial expressions, speech patterns, non-verbals, content of your answers, use of “non-words”and overall presentation skills. WOULD YOU HIRE YOURSELF BASED ON WHAT YOU SAW AND HEARD?
****** NOTE: The interview is like the Superbowl or World Series! Itʼs time to EXECUTE and not practice!! Secret to a great interview is to PLAN, PREPARE and PRACTICE!! PRACTICE!! PRACTICE!!
CLOSE THE SALE
Goal at each interview is to bring closure to the sales process. Know your value so well that you can go into the interview with 10 REASONS WHY THEY NEED YOU! Why are you a perfect match for the position? Why are you the ideal candidate?
- Confirm your interest at the end of the interview and summarize “Why you?”
- Ask questions about the time frame? Next steps? When would they like to see someone onboard?
- Set the expectation of follow-up and arrange a mutually convenient time to continue your discussion.
- Send your thank you/follow up letter within 24 – 48 hours.
- Follow up with a phone call to continue talking and ask any questions.They Need You!! Remember the employer needs you as much as you need or want the job! There is a vacancy that needs to be filled – and you might be the perfect person for that job. Every vacancy means a job is not getting done!
They have a need and you have a need! Both of you benefit from the hire, so fuel yourself with the ammunition you need and enjoy sharing your value!!
Common Traditional Interview Questions
- Tell me about yourself.
- Why did you leave your former employer?
- What kind of work are you interested in?
- What aspects of your last work experience relates to this position?
- What are your strengths? Your weaknesses?
- Where do you see yourself in 3 – 5 years?
- If you could start your career over again, what would you do differently?
- What would your ideal career position be?
- What contributions do you think you can make to this company?
- How do you handle change?
- Tell me about your last job/employer.
- How did you get along with your boss?
- What did you like/dislike about your last position?
- How do you handle stress?
- How would you describe your leadership style?
- Do you think you might be overqualified for this position?
- Tell us what you know about our company?
- Why are you interested in working for us?
- Why should we hire you?
- What kind of a salary are you expecting?
Sample Behavioral Based Interview Questions
- Give me examples of the types of experiences you have had managing people.
- Tell me the ways you used team building skills in your last position.
- What important career goals did you set and reach on your last job? Exactly what were they and what were the results?
- Give me an example of a time when your biggest weakness at work kept you from reaching an important objective.
- Describe a time when you became bored with a project.
- Pick an example from your last job that would reflect on your ability to deal with pressure.
- Give me an example when you were able to deal effectively with a difficult employee.
- Tell me about a time when you had a member of your team not “pulling his/her weight? What steps did you take to resolve the problem? Result?
- Give me an example of a project that you led?
- Describe a situation when you were able to improve the productivity of your employees?
- Tell me about a time when you improved the morale of your co-workers.
- Give me an example of a problem you solved that was critical to a project?
- Share an example when you were able to deal with change effectively?
- This job will require you to work as part of a team of diverse backgrounds. Describe a time when you were effective in managing a conflict at work.
- Share how you have been able to motivate those you work with.
- Tell me about the parts of your background that qualify you for this position.
- What type of activities were you involved with in your last job that successfully used your management skills?
- Tell me how your skills are a “fit” for this job.
- Select three characteristics that describe you and share a time when they were instrumental in your success.
- Give me an example of what you feel is your greatest career accomplishment and why?