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What is an interview?

An interview is a dialogue in which you and the employer can meet each other, share information, and come to a tentative conclusion about the “match” that exists between you and the available position.
It is an opportunity for you to make an oral presentation of your qualifications and allows you to highlight your strengths.
Interviewing is a skill that improves with practice. Each interview provides you with an opportunity to learn more about yourself, the working world, and the types of positions or organizations that match your needs and skills.
The interview is one of the last, and often the most important step in the hiring process. Whenever you are invited for an interview, ask who you will be meeting and how much time should be set aside.
An interview is a two-way process. The employer is provided an opportunity to assess how well you communicate, how well qualified you are for the position, and your level of motivation. While the employer is determining how well suited you are for the position and organization, you as a candidate should be attempting to identify whether or not you would want to work for the particular organization.
Remember that an employer is using the interview to evaluate the “total” you. This includes your attitude, appearance, confidence, level of preparedness, knowledge of yourself, knowledge of the position and organization, and your ability to successfully perform the duties of the position.

Types of Interviews

Interviewers vary in style and skill level, and an assessment of your abilities through a dialogue is undoubtedly a subjective process. However, it is important to be yourself and convey a positive attitude.

Screening Interviews

With large organizations, the first interview will often be conducted by a human resource specialist. The screening interview is generally quite short - its purpose is to screen out those applicants who are clearly not qualified. The interview will consist of probing questions to determine your technical competence and open ended questions to assess your personality. While the emphasis is on technical competence, they will also screen out those whose personalities clearly would not fit in that organization’s culture. Be sure to sell your personality. If you do well, you will likely be invited for a second interview.

Telephone Screening Interviews

Telephone screening interviews are often used when an organization is considering inviting you on site for a full round of interviews. They are also increasingly being used by organizations who want to screen people out quickly. In five minutes the interviewer can often determine whether he or she needs to meet you. Use the telephone interview to sell yourself. Make the interviewer want to meet you. Let your enthusiasm sparkle. Sell your potential. If you are not ready to be interviewed by phone, tactfully ask if you can call back in a few minutes.

Campus Interviews

Campus interviews are a form of screening interview. This process will determine who will be invited for on-site interviews. You must impress the campus recruiter with your enthusiasm and potential.

Non-directed Interviews

Non-directed interviews rely primarily on traditional questions such as “tell me about yourself” and “what are your career goals?” Some interviewers have never received training in interviewing and may not be clear in the direction they would like the interview to go. To do well in these interviews, remember that while you do not control the direction of the interview, you do control the content. Even though the interviewer may seem unfocused, you should be very focused. You should enter the interview with your own plan. Share some of the stories that you know will help sell you.

Stress Interviews

Stress interviews consist of questions and situations designed to put the interviewee under duress. The theory is that the interviewee will reveal how he or she will actually handle pressure when it occurs on the job. Below are three examples:

Asking rapid fire questions so a person barely has time to think.

The use of silence. You may have just completed an answer, yet the interviewer maintains silence and simply looks at you. Try to be comfortable with the silence.

Telling you that you simply do not have enough experience. The interviewer then stops talking and observes your reaction. The trick is to not get flustered or defensive.

The primary antidote to the stress interview is to simply recognize it. As soon as you realize the interviewer is intentionally putting you under stress, try not to panic, get angry or become defensive.

Panel Interviews

In the panel interview, two or more people interview you simultaneously, usually taking turns asking questions. You may be interviewed by multiple individuals who have their own separate agendas. In a panel interview, you will often find that the only person really listening to your answer may be the person who asked it. Make each member feel totally involved in the interview and with all of your responses. Look at each one, and make them feel important.

Behavior-based Interviews

Behavioral interviewing is a questioning technique that forces you, the interviewee, to give real-world examples of how you have handled specific events and challenges in your academics or in the workplace. It is based on the belief that previous behavior is the best indicator of future behavior. In behavior-based interviews, you will be asked to give examples or tell stories to provide evidence that you have the skills required for the position. You may be asked questions like:

Give an example of a successful team work experience.
Describe an important learning experience you have had.
Tell me about a time when you made a major sacrifice to achieve a work-related goal.
Describe an experience where you were especially creative in solving a problem?

Each question requires an example. In fact, it is likely the interviewer will not continue until you have provided a specific example. The interviewer will probably not permit you to get by with generalities. These behavioral inquiries probe into skills and behaviors you have already demonstrated. By using behavioral questions, the interviewer pulls you away from the facts in your resume and zooms in on your personal work experiences. It is the best way to get an unrehearsed look at the skills and personality of potential candidates.

To be successful in behavior-based interviews requires preparation. You must be able to recall many experiences quickly, select the most appropriate one, and then describe it effectively.

*Adapted in part from the Minneapolis/St. Paul Business Journal

Series Interviews

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 human resources, the person to whom you will be reporting, two or three people who will be your colleagues in the same department, and someone from a different department. The assumption behind series interviews is that several heads are always better than one. It is presumed that with several interviewers, at least one of them should be able to detect any qualities that would make a particular candidate unsuitable for that organization. After the series of interviews has been conducted, the interviewers meet to discuss each interviewee. The interviewers may not agree on the best candidates, but there is likely to be strong agreement on the two best candidates. The actual hiring manager will usually select one of those two.

The key point in series interviewing is that you know in advance that it will be happening. You need to muster lots of energy to go through a series interview. Advanced warning will allow you to get mentally prepared.

Interview Basics

Be certain of the time and place of the interview.
Arrive for your appointment at least ten minutes early.
Know the name, role, and level of responsibility of each individual with whom you are to meet.
Take extra résumés, a list of references, samples of your work, and/or academic transcripts.
If the interviewer offers his or her hand, return the handshake with a firm and dry grip.
Do not chew gum or smoke.
Wait for the interviewer to be seated or to offer you a chair before sitting. If there are several chairs to choose from, select the chair in which you can directly face the interviewer. If necessary, re-position your chair so you can establish rapport.
Maintain eye contact without staring.
Body language is important. Posture should be erect, relaxed, and open. Your hands should be used in a natural way that expresses animation, excitement, and interest. Facial expressions should convey your sincerity, and voice tone should be warm, well modulated, and relaxed.
Keep the interviewer's attention; do not ramble or include trivia in your responses. Answer in complete sentences and avoid use of slang.
The interviewer controls the flow of the conversation, but you control the content; gently lead the conversation to highlight your strengths.
Do not ask about salary and benefits until the interviewer brings this up first in the conversation.
If you need clarification of a question, ask for it.
Use specific, concrete examples and refer to your accomplishments and strengths.
Be prepared with your own questions.
Always be courteous, sincere, and honest. Do not criticize or put down previous employers, colleagues, or supervisors. Provide positive examples focusing on your strengths.

Before an Interview

Preparation

The key to success in any interview is preparation! It is important that you know as much as possible about the position for which you are applying and the organization with which you are interviewing. Preparation also means knowing yourself. You will be expected to articulate your goals, values, interests, and skills.

1. Research the Position & Organization:

Thoroughly research the organization, career field, issues, and trends related to the type of work you would be doing, and be prepared to “speak the language” of the professionals who work in the field.

What to research:

the function and size of the organization
its potential for growth or expansion
its products and services
its reputation
location of facilities
structure of the organization
its financial stability
types of clients it serves
opportunities for training
who its competitors are
relocation policies
typical entry-level positions
typical salary ranges for your desired position
typical career path in your field

Where to find information:

the organization’s website (The “About Us” section)
people in the field
alumni employed by the organization
organization literature
public and career libraries
Chambers of Commerce
trade journals
newsletters
business magazines and associations
directories

Some organizations sponsor an information session prior to conducting interviews, and you can learn a great deal about the organization by listening and asking questions. After careful review of all available information, you should prepare a list of well-researched questions for the interviewer.

2. Know & Prepare Yourself:

You should be prepared to discuss what you can offer the organization as well as your reasons for wanting to work for that particular employer. Prior to the interview, analyze your strengths and weaknesses and know exactly what you want to say (and what you do not want to say) during the interview. Evaluate problem areas in your background and be prepared to offer a positive explanation of these in case they are brought up. You are strongly encouraged to practice an interview with a Career Center staff member prior to an actual interview so that you can improve your interviewing techniques and become familiar with the “feel” of an interview situation.
(See the “Know Yourself” exercise)

3. Dress the Part:

The type of dress that is appropriate varies according to the type of position and organization with which you interview. Dress as it appears others in this type of position or organization dress. You should wear the same type of attire for screening interviews as you would for on-site interviews.

In fields such as banking, sales, management, and insurance, a conservative suit (i.e., navy or gray, solid or pinstripe) is appropriate.
In fields such as retail, merchandising, and advertising, a more colorful and stylish suit is acceptable.
Less formal attire is worn for social service, education, and arts-related positions. Men can wear dress pants, shirt, jacket, and tie; women can wear a skirt or dress pants, blouse, and blazer or a dress with jacket.

It is important to dress well for employer information sessions also. Appropriate attire includes a dress, skirt or dress pants, blouse, and blazer for women. Men should wear nice pants (not jeans), jacket or sweater, and tie.

The way you dress contributes to an employer’s first impression of you and suggests the image you might present on the job if you are hired. Be certain your shoes are polished, hair is neatly combed, and make-up, jewelry, and scent are not excessive or distracting.

During the Interview

A typical interview would progress through the following stages:

Initial greeting - The first impression is very important. Be ready to make eye contact, offer a firm handshake, and call the interviewer by name (using Mr. or Ms.).

Icebreaker - The interviewer may attempt to relax the candidate by making small talk and establishing rapport. You might comment on some things in their office (trophy, painting) or perhaps the facilities.

Career Interest and Goals - You will almost certainly be asked to explain your interest in the position, organization, and career field. In addition, you may be asked to articulate your short and long-term goals. This is where your preparation will help you to display well-defined, mature and realistic career plans. If your career goals are inconsistent with the organization’s needs and interests, you will most likely be screened out.

Your Qualifications - To determine your qualifications, an employer will be looking for tangible results or achievements in work experiences, academic endeavors, community activities, and leadership positions. Be prepared to give specific examples using positive action verbs emphasizing your accomplishments. To prepare for this area of questioning, review the sample questions for Behavioral-based Interviewing.

"What if" Situations - The interviewer may pose a hypothetical situation and ask you to role play your response to the problem. While it is difficult to plan for every possible situation, you can be prepared for this type of question and accept it as a challenge rather than displaying panic and uncertainty.

Organization Information - You may be asked what you know about the organization. Therefore, once again, researching the organization prior to your interview is extremely important. The interviewer will probably spend some time talking about the position and the organization. If you find yourself with a recruiter who talks continually, you will need to find a way to politely interject your own comments and highlight your interest in the position.

Your Questions - Most experienced interviewers allow time for your questions, and you should have a number of questions prepared ahead of time. The interviewer does not want to answer questions that were covered in the organization literature, so be certain you have read it carefully. Also, it is generally inappropriate to ask about benefits and salary during the screening interview, since you want to appear interested in the work itself rather than the compensation and benefits package.
See Sample Questions to Ask an Employer

The Closing - Although the interviewer should take the initiative to end the discussion, you should watch for clues that indicate the interview is over. If the interviewer does not tell you what the next step in the process will be, ASK. Finally, reaffirm your interest in the position and organization and reiterate your qualifications for the job. Make a strong summary statement that repeats your interest and strengths. Thank the interviewer for his/her time.

On-site Interviews

When an employer invites you to visit their office for a day (or, in some cases, a few days), there are a number of additional considerations. Do not assume that the organization will pay your expenses. Determine who will make travel and hotel arrangements and ask about the organization’s policy for reimbursement of expenses. Find out where you will be staying and where your interview will be held. Be prepared to take written tests related to your personality or aptitude. Drug testing may be conducted on-site or off-site as well.

A typical on-site or home office interview schedule is as follows:

8:30 - 9:00 a.m.	Candidate arrives at human resources office; reviews day's schedule with college recruiter or human resources officer
9:15 - 10:00 a.m.	Human resource interview or personality, aptitude, or drug testing conducted
10:00 - 11:00 a.m.	Group interview or interview with department head
11:00 - noon	Interview with manager or supervisor
noon - 1:30 p.m.	Lunch and tour of facilities by trainees and/or supervisors
1:30 - 3:30 p.m.	Interview(s) with managers and/or upper level officials
3:30 - 4:00 p.m.	Return to human resources for wrap-up; discussion of benefits and travel reimbursement; learn next step in hiring process

Be honest and consistent throughout your series of interviews. Several people whom you interview with may ask you the same questions but may not have exactly the same expectations for the position. Answer truthfully rather than giving each person the answer you think they want to hear. Write down names and titles of those you meet in order to send a thank you note later. Make sure you have the correct names and proper spellings before you leave, otherwise ask for their business cards.

At meals remember your primary goal should be to talk rather than eat. Order light and order foods that are not difficult or messy to eat. Do not order the most expensive item on the menu and remember that some organizations have a “no alcohol” clause in their expense accounts.

Reimbursement of Expenses

Some organizations offer to reimburse your expenses for on-site interviews. These expenses usually include transportation, lodging, and food costs. Obtain receipts for all expenses that you incur. If you drive, indicate your round trip mileage.

Be prudent and submit reasonable expenses only. How you spend an organization’s funds during a visit provides a good indication of how you might spend its funds as an employee, so you want to be conservative in your spending. Take a reasonable mode of transportation to the site of an interview rather than the most expensive. Eat at moderately priced restaurants and avoid room service.

Reimbursement policies vary from organization to organization. Sometimes travel arrangements will be made for you, but often you will be asked to arrange and pay for your travel with reimbursement occurring after your visit. When you are uncertain about expenses to be reimbursed, be certain to seek clarification prior to your visit.

Taken from "You've Graduated... What Now?" by Tom Washington.

Unethical Interview Questions

If a potential employer asks a question that you think is illegal, what should you do? Discriminatory questions are hard to define in many cases and proving discrimination (whether it be at the conscious or subconscious level) is very difficult. Here are a few areas that are considered unethical to discuss in an interview:

religion
ancestry
age
number of dependents
credit rating
spouse's occupation
language you speak at home
political affiliation
birthplace
national origin
marital status
age of children
sexual orientation

A good general rule: if the question does not relate to your ability to do the job, it may be unethical. When you’re confronted with an improper question, you have three choices:

You can refuse to answer, and tell the employer you think the question is improper. You may feel better, but you will probably be back on the street continuing your job search.
You can answer the question and swallow your pride (and your privacy). You may not feel great, but you are still in the running.
You can answer the legitimate concern that probably lies behind the improper question while ignoring the exact question. For example:
Q. "Do you plan to have any children?"
A. "I plan to pursue a career whether or not I decide to raise a family." or "I have that taken care of and I don't anticipate any absences from the job."

Possible Underlying Assumption: The employer had a genuine concern about how long a potential employee may remain on the job or that extended periods of leave may be required.

It is important for you to decide (before starting an interview) just how sensitive you are to some prohibited topics. You should decide ahead how you intend to handle these topics and whether or not you will answer questions that may be illegal. The interview is not the place to decide. The following tips may help you to prepare:

Make a list of sensitive questions you may be asked.
Determine ahead of time which of the three approaches discussed above you will use.
Rehearse different ways of answering so that your reply will come out smoothly and naturally.
Practice, practice, practice. The more interviewing situations you go through (real or "practice" interviews), the better you'll get and the more comfortable you'll become.

Despite all attempts to limit illegal and unethical questioning and discriminatory behavior, you may still encounter an interviewer who will ask improper questions. Remember, it is a matter of degree – some improper questions are intentional, some are not; some interviewers know what they are doing, others may not. You have the right to say, “That’s an illegal question and I refuse to answer.” By doing so, you may win the battle (but you’ll probably lose the war). One way to handle these types of questions is to ask the interviewer why they need that information. Consider the above strategies, prepare yourself to answer sensitive questions and give answers that get to the underlying concern, and the interview should go smoothly.

Following the Interview

Follow-up with a thank you - After any interview, it is both proper and essential to follow-up with a thank you letter reaffirming your interest in the organization and position. If you interviewed with a number of people, it is best to write separate letters to each and refer to something specific about the individual meeting. (For more information and examples, see the Job Search Letters handout)

Status & Feedback - If you have not heard from the organization within the time period indicated by the interviewer, you may wish to call to inquire about the status of your candidacy. If after a second (or third) interview, you are not offered the position, it may be acceptable for you to ask for feedback about your qualifications and their reasons for not hiring you. This will help you prepare for the next interview.

Don’t “jump the gun” - It is usually best not to accept a job offer on the spot; state your interest and appreciation of the offer, and request a reasonable amount of time to consider it (usually a few days or perhaps a week). Be sure to evaluate all aspects of the job before accepting it. Once you have accepted a position, your commitment is considered binding.

Analyze Your Performance - As soon as you return home, think about what went well during the interview and what you need to continue to work on. Make a list of the questions that stumped you or that you had a difficult time answering. Practice your answers to those questions with a friend, in front of mirror, or make an appointment to practice with a career advisor and get additional tips and advice. Improvement can be made but only after you evaluate your performance and continue to practice.

*Adapted from information provided by Career Services at SUNY-Cortland and Knox College.

Sample Questions to Ask an Employer

What are the most important duties of the position?
How would you describe a typical day in this position?
How much travel is normally expected?
Are there opportunities for additional training?
Is this a new position? What is the career path for this position?
How (and how often) are performance reviews given?
Outside my department, who else will I work with?
How much evening or weekend work is expected?
Are new services or programs planned?
With promotion, are transfer (overseas) opportunities available?
What sort of management style is used within this organization?
What do you like most/least about working here?
Do employees tend to socialize with each other outside of work?
What kinds of assignments might I expect the first six months on the job?
What are your growth projections for next year?
What is the largest single problem facing your department at this time?
Has there been much turnover in this department?
What skills are especially important for someone in this position?
Will I be working on projects individually or as part of a team?
When might I expect to hear from you about the position?

Know Yourself

Interests – What types of tasks excite you?
Abilities – What skills do you have? Which ones are you willing to learn or improve for the job?
Education – How have courses, degrees or certifications prepared you?
Experience – How has previous full-time, part-time, freelance, volunteer or other work prepared you?
Values – What basic attitudes do you have toward work, other people, yourself and the world?
Strengths – What are you good at?
Goals – What are your short-term and long-term employment goals?
Weaknesses – What can you improve in order to become a better employee?

Behavioral Interview Questions

These types of questions will be more pointed, more probing and more specific than traditional interview questions. In responding to behavioral interview questions, first consider the situation or task, followed by the action you took and the end result. Here are some examples of behavioral interview questions you may be asked:

Describe the biggest challenge you've had in your last job, internship, or field placement and how you handled it.
Tell me about a situation when you had to learn something new in a short time. How did you do this?
Give us an example of a situation in which you had to use your leadership skills. How would you describe your leadership style?
Summarize a situation where you had to generate a new idea or suggestion at work or school and tell me about how you got this idea implemented.
How have you most constructively dealt with disappointment and turned it into a learning experience?
Describe a situation where you had to work with a difficult boss, professor or other person. How did you successfully interact with this person?
Can you recall a time when you delivered more than what was expected of you?
Tell me about a time when you used logic to solve a problem.
Describe a decision you made that was unpopular and how you handled implementing it.
Have you gone above and beyond the call of duty? If so, how?
What do you do when your schedule is interrupted? Give an example of how you handle it.
Have you had to convince a team to work on a project they weren't thrilled about? How did you do it?
Tell me about how you worked effectively under pressure.
Describe a time when you were faced with problems or stresses at work that tested your coping skills. What did you do?
Give an example of a time when you had to be relatively quick in coming to a decision.
Give me an example of an important goal you had to set and tell me about your progress in reaching that goal.
Describe the most creative work-related project you have completed.
Give me an example of a problem you faced on the job, and tell me how you solved it.
Tell me about a situation in the past year in which you had to deal with a very upset customer or co-worker.

Frequently Asked Interview Questions

Questions about yourself:

Tell me about yourself.
How would you describe yourself?
How do you think a friend or professor who knows you well would describe you?
What are your greatest strengths? Weaknesses?
What major problem have you encountered and how did you deal with it?
What have you learned from your mistakes?
How do you react under pressure?
In what kind of work environment are you most comfortable?
What motivates you to put forth your greatest effort?
Do you think that your grades are a good indication of your academic achievements?
How do you determine or evaluate success?
What are the most important rewards you expect from your career?
Which is more important to you, the money or the type of job?
Why have you selected this career?
What are your interests outside of school and work?
What qualities do you admire most in others?
What new skills have you developed over the last year?
Describe the last time you failed. How did you deal with it?
What is the last book you read for pleasure?
What special qualifications do you have for this position?
What volunteer work do you do or have you done in the past?
What do you enjoy doing in your spare time?

Questions about your background and future plans:

Why did you decide to attend Lawrence University?
What led you to choose your major?
What college subjects do you like best? least?
If you could change one thing about your academic background, what would it be? Why?
Describe your most rewarding college experience.
What have you learned from participation in extra-curricular activities?
Tell me about your part-time or summer jobs.
What two or three accomplishments have given you the most satisfaction? Why?
What percent of your college expenses did you earn?
What would you like to change about your Lawrence experience?
What would you like to be doing five (ten) years from now?
What are your long and short-term goals?
How do you plan to achieve your career goals?
How will this position fit in with your long-range career goals?
What are your geographic location preferences?
Do you have plans for continued study?
How would you describe the ideal job for you?
With what other organizations are you seeking employment?
When have you worked as part of a team?
What is your GPA? How do you feel about it?

Questions about the organization with which you are interviewing:

What do you know about our organization?
Why did you decide to seek a position with this organization?
What do you think it takes to be successful in an organization such as ours?
Why do you think you might like to live in the community in which this organization is located?
What salary do you expect?
How long do you intend to work for this organization?
What interests you about our product or service?

Additional questions:

Are you willing to spend time as a trainee?
Will you be willing to relocate?
Are you willing to travel?
Do you prefer to work with others or by yourself?
Describe the relationship you would want with your supervisor.
What qualities should a successful manager possess?
Why should I hire you?
What qualifications do you have that will make you successful?
What do I need to know about you that has not been discussed in this interview?