SUCCESSFUL INTERVIEWING

When you receive a request for an interview, do you feel both excitement and fear? Most people do. Knowing what to expect and how to prepare can help you transfer your nervous energy into a positive, effective interview presentation. Interviewing, like any skill, can be learned and improved upon, with practice and support.

The single, most important indicator of success in interviewing is preparation. While you cannot control many aspects of the job search process, you can control how well you present your skills, knowledge, philosophy, and work style. The time you put into preparing for the interview will greatly increase your chances of success. Your personal power in an interview lies in your ability to show an employer why you would be an asset to his or her organization. In order to create an effective link between your qualifications and the employer's needs, you need to be clear about your skills and abilities and how they relate to the position in a given organization.

Before the Interview

The following factors are within your control and will contribute to a positive interview experience.

• Research: Utilize print resources, the Internet and networking contacts to learn as much as you can about the organization, including:
  • organizational mission, philosophy, and culture
  • current issues (Recent merger? New superintendent?)
  • services, products, programs or populations served
• Know your resume: Review your resume and re-think each position you have held. What were your significant accomplishments and challenges in each? Be prepared to talk about each experience as if it happened yesterday. How do your past experiences relate to the position for which you are applying?
• Anticipate the questions you will be asked: Given what you know about the organization and your field, what questions are you likely to be asked? Create a list of questions using those at the end of this handout as a guide. Many candidates find it very helpful to write or outline answers on paper and practice them aloud. This is the single most important activity you can do to help insure your success! Without such practice, you are likely to respond off-the-cuff with less depth and professionalism. Role-playing with a friend, career counselor, or colleague can be helpful in increasing your confidence and in refining your answers.
• Know what is currently happening in your field: Be aware of pertinent issues and developments receiving attention in newspapers, professional journals, and publications. Are there current debates in your field? Be prepared to discuss these issues and give your perspectives.
• Develop a list of questions you want to ask the prospective employer: Ask intelligent questions about the organization, program, or position, which demonstrate your knowledge, commitment and enthusiasm. Save your questions about benefits and the work schedule until you receive a job offer.

Types of Interviews

Be prepared to encounter a number of different interview situations. Although interview types, styles, and techniques will differ among individuals and organizations, following are several of the kinds of interviews you may experience:

• Screening interviews are used to select desirable candidates for further consideration. This interview may take place in a Human Resource Department, at a job fair, during on-campus recruiting, or over the telephone. Questions tend to be general in nature, covering your resume and qualifications for the position. These are frequently short (half hour) interviews. If you are successful, you will be contacted to participate in further interviews.
• Individual interviews are often conducted by the immediate supervisor you will work for if hired. This interview is usually longer than a screening interview and includes questions specifically related to the position and your background, experience, and knowledge. Employers want to obtain a realistic picture of your strengths, attitudes, interpersonal style, and ability to solve problems.
• Series interviews involve several meetings with different people within the organization, usually one at a time. All interviewers will then gather to compare notes and make a recommendation or collective hiring decision. Although it may be difficult to maintain your interest level and enthusiasm, treat each interview as though it were your first, remaining consistent in the information you provide. Remember, each interviewer is meeting you for the first time and has not heard what you have said to the others. As you meet with each person, keep in mind his/her position in the organization and his/her potential issues and concerns.
• Panel or Committee interviews are conducted by a number of people at the same time (2-10). Try to ascertain each member's role in the organization as it may influence how you choose to respond to that individual. When answering questions from a particular individual, try to talk to and maintain eye contact with all the group members. Panel interviews are quite common in schools and may include a personnel representative, principals, teachers, parents, and occasionally, students. While this format can be intimidating, remember to utilize the skills that you have developed in speaking to groups as a teacher, instructor, group facilitator or manager.
• Group interviews are those in which several candidates are interviewed together by a panel or committee. Your interaction with the individual group members will be observed as well as the quality of your answers and contributions to the dialogue. This type of interview is relatively uncommon for employment but is sometimes used during the graduate school admissions process.

Logistics

Obtain as much information in advance as possible concerning your upcoming interview. Knowing what to expect can help you feel more in control and confident.

• Ask the basic questions when scheduling the appointment: Try to obtain the following information:
  • Name and title of interviewer(s); pronunciation and spelling are important.
  • Amount of time to allow for the interview(s). Asking about this may allow you to determine the type(s) of interviews to expect.
  • Directions to interview site.
  • Remember that conversations with administrative assistants are part of the interview process. Their impressions of you are often shared with hiring officials - always put your best foot forward.
• Plan your travel route: A poor start caused by arriving late and frazzled is almost impossible to recover from. If you don't know how to get to the interview or how much time is needed, it will be well worth your while to make a "dry run."
• Confirm the appointment the day before: This establishes you as efficient and professional. Also, it is possible that the interviewer has tried and was unable to contact you regarding rescheduling of the appointment.
• Leave early for the interview: Even when you are sure of how to get there, allow time for unanticipated delays. Plan to arrive 10-15 minutes early so that you have an opportunity to "collect" yourself, review notes, and observe the environment. Wait in your car or in a main lobby if you arrive earlier than 10 minutes before the interview.

Nonverbal Communication

According to experts, approximately 65-75% of the hiring decision is based on nonverbal communication. Your posture, voice inflection and facial expressions can communicate confidence, enthusiasm and friendliness - all of which are important to employers.

• Dress Professionally:
  A suit, dress, or skirt and blouse will cover most interview situations. Human service agencies and education organizations are generally slightly more informal, while a business setting tends to be more formal and conservative. In all cases, avoid extremes in dress, make-up, and jewelry. When making the decision, ask yourself:
  • Will this outfit contribute to the employer's sense of my professionalism and competence?
  • Am I comfortable, yet dressed more formally than I would as an employee of this organization?
• Body Language:
  • A handshake is a very important nonverbal cue for the employer. A firm, solid handshake will go a long way in creating a positive first impression. If you are not in the habit of shaking hands, practice.
  • Walk "tall" and sit up straight or lean slightly forward.
  • Engage the employer by making eye contact, without "staring down" the interviewer.
  • Smile when appropriate to convey warmth; it will also help you relax.
  • Be conscious of nervous habits. In a stressful situation they may surface and detract from your presentation.
  • Be enthusiastic, sincere, and friendly.

The Interview

When first seated, be perceptive of the interviewer's pace and style; synchronize yourself accordingly. Interviews may range anywhere from a relaxed conversation to a very structured set of pre-determined questions. When appropriate, ask the interviewer to elaborate on the role and responsibilities of the position. You will then be able to better understand the value the employer places on each job function, and, armed with this insight, you can tailor your answers accordingly. In addition, keep the following points in mind:

• Validate your answers with specific examples as often as possible. Choose examples which correlate well with the requirements of the position and which highlight your relevant strengths.
• When unsure of how to respond to a question, slow down and take a moment to organize your thoughts before answering. This strategy is especially helpful when answering situational questions.
• Listen carefully to the question being asked. Consider what the employer's concern may be behind the question. If you do not understand a question, ask for clarification before answering.
• Be sure to provide the appropriate amount of depth in your answer. For example, if an employer asks, "As a manager, how would you motivate your employees?" provide more than one method or example.
• Do not hedge or bluff when you do not know an answer. Be honest about your lack of knowledge and offer to research the question.
• Speak professionally; word choices are important. Know the professional jargon of the field and interject it into your responses. Avoid colloquial expressions and slang (i.e., use "children," not "kids"; "supervisor", not "boss").
• Avoid going off on tangents such as talking about personal experiences. Stay focused on the position and your relevant experience.
• Never degrade past employers or organizations. Always emphasize the positive angle of an experience.

Difficult Questions

Many candidates find that the following questions are challenging. By considering each question and developing a strategy before the interview, you will improve your responses.

• "Tell me about yourself."
  This question often is asked at the beginning of the interview. Again, preparation is the key! The employer is really asking you to highlight your experience and education as it relates to the position. The answer you give an employer needs to be very different from the answer you would give a friend or counselor. Employers listen for content as well as how you structure your answer to this open ended question. With practice, you can use this question as an opportunity to share your key skills and experiences early in the interview.
• "Tell me about your strengths and weaknesses."
  Be prepared with three to four key strengths that relate directly to the job for which you are applying. Rather than getting sidetracked with lengthy examples, keep your answer concise and your examples brief. When you describe a weakness, remember that you want to leave the employer with a positive impression. Choose an area that you are working on, but which is not a key component of the job. Present the weakness with a positive slant, explaining how you are working on the area and how you are improving.
• Behavioral Interviewing Questions
  These questions require that you explain how you handled specific situations in the past rather than how you might handle a situation in the future. The theory behind these questions is that past performance is the best indicator of future performance. Refer to the examples at the end of the handout and consider some specific examples related to the position. The more specific and results-oriented your answer, the better.
• Situational Questions
  During these "What would you do if...?" questions, the employer is curious about how you might handle a situation that commonly occurs in his/her organization. Take a moment to consider the facts presented before you respond. In addition to presenting a strategy, you may also want to speak to the issues raised in the scenario. The employer will be listening for your problem-solving approach and your beliefs underlying the description of your actions.
• Confrontational Questions
  An employer's tone of voice, or type of question may make you feel uncomfortable. For example, you may be asked why you change jobs frequently or why you have a five year gap on your resume. The employer's tone coupled with any insecurity you feel may cause you to feel defensive. Resist the urge to respond in a defensive tone; stay calm and answer the question as positively as possible. If you are concerned about specific questions that may come up in the interview, practice them ahead of time, and get support from a career counselor.
• "I've received 500 resumes for this position. Why should I hire you?"
  This question is designed to tap into any professional insecurities that may lurking inside of you. Resist the urge to question your own qualifications. Concentrate on the question, rather than the preceding statement. Prepare a short, but powerful statement focusing on your strengths and qualifications, then present it confidently.

Inappropriate/Discriminatory Questions

During the pre-employment process, an employer may not ask questions for the purpose of discriminating on the basis of race, color, religion, sex, national origin or age. While the Federal Equal Employment Opportunity Commission regards such inquiries with "extreme disfavor," many state laws have a list of questions that are considered unlawful. For the regulations in your state, contact your state government. An employer may ask questions directly related to your ability to do the job, provided they are asked of all candidates.

Inappropriate questions are those that intrude on one's personal boundaries. For example, "This position would require you to travel 30% of the time. How would your spouse feel about this?" is an inappropriate question. An appropriate question is, "Can you travel 30% of the time?"

While you may not be asked inappropriate questions in an interview, you should be prepared to deal with them. When an employer asks an inappropriate question, he/she usually has some underlying concern. For example, in the question mentioned above, the employer is probably worried that the candidate's personal life may interfere with her job responsibilities. One option, especially if you are very interested in the position, is to "read between the lines" of the question and respond to what you think is the employer's real concern. One possible response is: "I am sure that I can do the required travel in this position and also meet my personal commitments." Another option is: "I'm happy to discuss anything in my background that will help you to know if I'm qualified for this position. I'm unclear how this question relates to the position." You also have the option of answering the question directly or refusing to reply. If you feel that you have been discriminated against, you may choose to contact the Massachusetts Commission Against Discrimination or the appropriate agency in your state, as well as the Equal Employment Opportunity Commission.

Salary Questions

Many people are unsure of what to do if the question of salary comes up during a job interview. It is best to wait to discuss salary until you have been offered a position. If you are asked for your salary requirements early in the interview process, try to tactfully avoid answering the question directly. You might say your primary concern at this point is learning more about the position and that your requirements will be based on the responsibilities of the job. If you are required to respond, offer a range that is based on your research of the field. Timing is critical when it comes to discussing salary. You are not in a position to effectively negotiate salary until you are offered a position; after you have accepted the position there is usually no room for negotiation.

Some positions have negotiable salaries; some do not. For example, public school teaching salaries are set in contract negotiations between the union and the school district. If you are offered a non-union position, always consider the option of negotiating the salary before you accept the job.

In order to negotiate effectively, research salaries for comparable positions in similar organizations. Some trade associations have information on salary ranges in their field. Sometimes you can get information from job listings or by calling personnel offices in similar organizations. Several resources in the CRC Library have excellent sections on the details of negotiating salary. Ask a CRC staff member to point these out to you.

Ending the Interview

Always ask about the next steps in the search process before you leave the interview.

• Restate your interest in the position.
• Inquire as to additional materials the employer may wish you to submit (e.g., portfolio, transcripts, letters of recommendation).
• Remain aware of your nonverbal and verbal communication in the closing minutes of the interview. Continue to maintain eye contact, smile, and give a firm handshake as you leave.
• Send a thank you note to the interviewer as soon as possible. Be sure that your thank you note is typed in a business letter format and that it reiterates your strengths and interest in the position. (For further information on thank you letters, refer to the Career Resource Center handout, "Cover Letters.")

Responding to a Job Offer

• When you are offered the job, ask for some time to let the employer know of your decision. This will give you time to weigh the advantages and disadvantages of the offer.
• If you are considering other opportunities, try to "buy" some time. Be forthright with the employer. The following exchange might be typical:
  Interviewee: "I am looking into your organization as well as others. May I have an additional two weeks to give you my decision?"
  Employer: "Unfortunately, due to our time frame, we need to move on the position as quickly as possible and can only give you a week to make a decision. Is that agreeable to you?"
• Before accepting a position, be sure that all your questions and concerns have been answered to your satisfaction. Do not hesitate to ask for clarification on health insurance, vacation time, and other benefits. This is your last chance to inquire about details such as parking, evening and weekend hours, expense accounts, or salary reviews.

Interview Questions

In addition to specific questions about your skills and experience related to the position, you may also be asked some of the following questions:

• Tell me about yourself. or How would you describe yourself?
• Why did you decide to enter the field?
• Why do you want to work here?
• Why did you change from _______ to ________? (might refer to jobs, colleges, or fields)
• Tell me about your style of ... counseling, managing, teaching, training, etc.
• What are your strengths as a ... teacher, counselor, manager? What are your weaknesses?
• What are your future career goals? Where do you see yourself in five years?
• What unique contribution can you make to our organization and this position?
• What have you done that you are most proud of?
• What was the most difficult problem you encountered in your field placement or last job experience? How did you solve it? If you had to do it over, what would you do differently?
• All jobs have positive and negative qualities. What were a few of the positive and negative qualities of your internship site or job?
• What things are important to you in a job? In a supervisor?
• Tell me about your most significant accomplishment in your last position. If I walked into your ...team meeting, classroom, therapy session what would I see?
• What have you read in the last month?
• List three adjectives describing yourself.

Behavioral Interviewing Questions

• Describe a situation where you handled a difficult situation that involved multicultural issues in the work place.
• Describe a situation where you were in a leadership role and the members of the group were uncooperative or unmotivated.
• Give me a specific example of a time when you needed to make a difficult decision at work.

Questions To Ask An Employer

Below are some general suggestions of questions to ask toward the end of the interview. Prepare questions ahead of time that correspond to your knowledge of the organization and your field.

• What issues/concerns are currently facing this department/organization?
• How has this organization changed in the past 10 years?
• How would my success be measured in this position?
• How might the organization's goals or services change over the next five years?
• What professional development opportunities exist for employees at this organization?
• You mentioned earlier that this is a new building for your agency. Has this new space changed the way you provide services to clients? (This is an example of a question based on information gained during the interview.)
• What are some of the factors that your organization considers to be unique or characteristic of itself?

For Further Help

Career counseling can provide you an opportunity to practice interviewing and to discuss your specific concerns. The books and resources below can be found in the Career Resource Center Library.

• "Interview Questions for Teachers" handout
• The Complete Job Search Handbook, Howard Figler, 1999
• Interview for Success, Caryl Rae Krannich & Ronald L. Krannich, 1998
• Interview Power, Tom Washington, 2000
• Knock 'Em Dead--The Ultimate Job-Seeker's Handbook, Martin John Yate, 1996
• 101 Dynamite Questions to Ask at Your Interview, Richard Fein, 1996
• Succeeding at the Interview - A Practical Guide for Teachers, Rita S. Brause, 2002
• Sweaty Palms: The Neglected Art of Being Interviewed, Anthony Medley, 1984