Excel in Interviews · Meridian Resources, Inc. 2011 2 EXCEL IN INTERVIEWS Internship Interviewing One of the unique types of interviews you may look forward to early on in your university

Meridian Resources, Inc. 2011

Excel in Interviews

MODULE CONTENTS

Presentation Skills: Verbal Presentation .......................................................................... 1

Internship Interviewing.................................................................................................... 2

Job Interviews ................................................................................................................. 3

Interview Preparation....................................................................................................... 6

Pre-Interview Planning Worksheet....................................................................................... 8

The Silent Interview – Body Language ............................................................................ 9

The Interview Cycle ...................................................................................................... 11

Understanding Roles in an Interview.............................................................................................13

Answering Interview Questions ..................................................................................... 13

Thematic Answers to Interview Questions ..................................................................... 13

Practice Interview Questions............................................................................................. 16

Practice Interview Critique Worksheet ............................................................................... 17

Asking Good Questions ................................................................................................. 18

Interview Closure .......................................................................................................... 19

Interview Debrief Worksheet ............................................................................................ 20

Reference Checks ............................................................................................................ 21


1

EXCEL IN INTERVIEWS

Presentation Skills: Verbal Presentation

A resume opens the door to opportunity, but the ability to

effectively express yourself over the phone or in a meeting, will

ultimately determine your success. One of the statements you

will hear most often in your search is, “So, tell me about

yourself.” Be prepared at any moment to respond with an

interesting and informative summary - a version of your

Positioning Script (Module 2) - that you can deliver in less than

two minutes and that is tailored to the needs of the listener.

Using Your Positioning Script

Your Positioning Script gives the interviewer a context within which to evaluate you against the

opportunity for which you are interviewing. Here is a chance to “frame” your strengths as

solutions to the needs that your research tells you this company has. Lead with the information

you think is most relevant to this particular opportunity. Build a bridge to your listener.

Telephone Presentation Tips

Often during your search, you will present yourself over the telephone before you win the chance

to sell yourself in person. These instances may include setting up networking meetings, being

called for interviews, and screenings as pre-interviews.

Although taking and making phone calls is commonplace part of your life, in a job search these

calls take on a special importance. The impression you make over the telephone during your job

search, may determine whether or not you secure a face-to-face meeting. While presenting

yourself in person, you can rely on your gestures, facial expressions and personal presentation to

validate your strengths. Over the phone, you lose the element of personal presence, so your

wording and especially your verbal presentation become critical to your success.

• Stand up while speaking and feel free to walk around the room if you want to convey energy.

• Watch your voice pitch, (not too high or too low), and your volume, (don’t whisper or

scream into the phone). Record your voice and practice.

• Have your adapted Positioning Script, your resume, and a list of prepared questions, in front

of you.

• Set an objective for your call and visualize positive results.

• Use an enthusiastic, confident and engaging tone. .

• Be clear and specific about what you want, (information, names, job leads, etc.)

• Ask open-ended questions to keep the conversation going.

• Speak clearly and slowly when leaving a message and leave your name and phone number

twice - once at the beginning and once at the end of the message.


2

EXCEL IN INTERVIEWS

Internship Interviewing

One of the unique types of interviews you may look forward to

early on in your university career is the internship interview.

Here is a great opportunity to demonstrate your enthusiasm for

the internship opportunity as well as to highlight your

capabilities to make a concrete contribution to the company.

Treat this interview as pivotal, just as you would an interview

for a full-time position.

In preparation for this interview, do your research, speak to others who have interned with this

company, and gather critical information to guide your questions and your understanding of the

possible learning opportunities that this internship might afford you.

Prepare a group of very specific educational goals for the proposed internship and be ready to

support them with ideas of appropriate activities to help you accomplish them.

Take advantage of the opportunity to talk with other interns to ascertain the relevance of this

opportunity to your goals. Will this internship offer you the challenges you need to meet your

educational expectations? How demanding and comprehensive is the program and does it meet

its promised results? How do interns fit within the company’s culture?

Practice mock interviews and use frequently asked questions to trigger your practice responses.

Be prepared to explain the talents and skills you offer the internship, your educational and

professional goals with reference to the opportunity and to discuss your thesis/ dissertation

and/or other projects within your program if applicable.

Be prepared to sign a learning contract, as many internship programs require this as an

agreement between you as the intern and your internship supervisor, to delineate your learning

goals and responsibilities. If your program has a specified form for this, have a signed copy with

you during your interview.

Lastly, try to relax and be yourself. Your unique brand includes your personality and your

enthusiasms and the interning companies want to see this in your interview.


3

EXCEL IN INTERVIEWS

Job Interviews

Your resume outlined your objective skills, experiences, and qualifications, and the hiring

company saw you as a good prospect for their opportunity. The interview is a key factor in

determining the other side of the hiring equation -- whether or not both parties believe there is a

good personality fit. The interview is really just a chance for you to get to know one another. If

you are a bit nervous before your interview, it can be helpful to understand that determining the

right fit for the position is not left up entirely to the employer. You, too, are deciding whether or

not you feel that this is the best position for your needs.

Types of Job Interviews

There are many types of interviews including one-on-one, panel, serial, behavioral, or peer, and

in the instance of some Graduate Students, the case interview. You may expect a one-on-one

meeting, but ask in advance how many people you will be meeting, their job titles and roles

within the organization. By knowing exactly what to expect, you will be better prepared to

provide your best possible presentation.

Case Interviewing

The case interview poses a (usually hypothetical) problem for you to analyze and respond to.

This type of interview is often a pivotal part of the interviewing process, because it gives the

interviewing company a chance to ascertain your problem-solving style and the clarity of your

thinking processes. A simple case may be a part of first round interviewing and more complex

cases may appear in second and third round meetings, when the stakes are higher for both you

and your interviewing company.

Cases may include business problems covering the range of industrial challenges your particular

target company may face: entering a new market, shoring sagging sales, acquiring a firm,

responding to competition in a particular market segment. They may involve interpretation of

graphic tools like production graphs or sales trend reports. You may also be faced with general

puzzles or guesstimate questions like “why are pizzas generally round?” or “what do you think

the market might be for a hot-pepper flavored candy in the Pacific Rim area?”

In these case interviews, think as if you were a business consultant assessing a business problem.

(Your pre-interview company research is critical to give you a context for your first round of

questions.) First gather information by listening carefully to the question, asking smart clarifying

questions and listening carefully to the answers. Then take a bit of time, utilizing silence initially,

and then thinking out loud (demonstrating your logical processes) to organize your analysis,

considering things from many angles, as a consultant would do.

Construct a logical framework for your analysis by utilizing the business models and principles

you have learned but also be willing to leave those behind to think outside the box. Prioritize the

information, weeding out any superfluous detail and using focused questioning to define the

critical points of the problem. Address the problem in a succinct and organized way and then

close the case.


4

EXCEL IN INTERVIEWS

Your interviewer will be looking for several things: your general level of business knowledge

and your awareness of their business parameters and concerns, your talent for analysis and

logical thought and your ability to communicate your ideas and analysis in a logical and

articulate way under the pressure of an interview situation. Usually there is no one right answer

sought. Rather, it is the “process” you use that the interviewer is evaluating.

To prepare for the case interview scenario, begin practicing routinely with daily problems, use

hypothetical cases and work through them to hone your analytical skills. Be sure to evaluate your

performance and strengthen areas where you see flat skills. Before an interview, using in depth

research, come up with several case scenarios that might apply to your target company and work

them through thoroughly using the parameters that you have uncovered of the company’s

challenge landscape.

Human Resources Screening Having Human Resources representatives screen interview prospects gives employers the

opportunity to evaluate all potential candidates on the same basis. This evaluation usually

includes a review of previous employment, focusing on dates of employment, job descriptions

and reports... the factual information. Human Resources staff members are usually more familiar

with the specific technical requirements of the position, than they are with the particulars of the

job they are screening for. In a Human Resources screening, it’s best to clarify your work and/or

related experience in a clear and concise fashion without getting into too much technical detail in

your functional area.

Traditional Interviews

This is the most common interview scenario and is usually one-on-one between you and the

interviewer. You most likely will meet a hiring manager and key people whose job

responsibilities are directly impacted by the position being filled. Traditional interviews often

include questions, which require you to sell yourself. Questions like, "Where do you see yourself

in five years?" or "What are your strengths and weaknesses?" are frequently included as part of

many traditional interviews.

Behavioral Interviews Increasingly, organizations are relying on behavioral interviewing techniques as a critical part of

their selection process. Behavioral interviews are based on the assumption that the best predictor

of future behavior (and performance) is past behavior. Behavioral interviewing is an approach,

which allows employers to assess the job-related competencies of candidates in a structured and

predictive manner.

Behavioral interviewing requires the interviewer to ask a pre-defined set of questions, (often

organized around core competencies), which challenge candidates to describe, in specific detail,

how they have handled similar situations in the past. As an example, in a customer service

related position, one of the interview questions may be, "Describe how you dealt with a

particularly difficult, or angry customer." One of the many benefits of behavioral interviewing is

that someone with limited work experience could also respond to these items based on his or her

"life experiences." For example, you may describe customer service skills exhibited while

working as a volunteer during a fund raising event.


5

EXCEL IN INTERVIEWS

From a qualified candidate's perspective, taking part in a behavioral

interview is the best situation you could ask for. You have an

opportunity to discuss the behaviors that you have successfully

exhibited in the past, keeping in mind the competencies that your

interviewer is seeking.

Even when an interviewer employs "traditional" interview questions, you can still utilize

behavioral interviewing approaches by providing behavioral examples to traditional questions.

For example, if you are asked to talk about job-related strengths, you could answer the question

directly and then provide an example of how you successfully exhibited that strength in the past.

This offers you a chance to emphasize more clearly what you have to offer.

Panel Interviews

The interviewing panel is usually made up of some combination of managers, peers, and

subordinates. This type of interview generally takes longer and is sometimes more

uncomfortable than the one-on-one scenario, because you are the primary focus of a number of

people.

In a panel interview, take the initiative to personally greet each company representative with a

warm greeting and handshake if possible. You may also want to provide each of them with a

copy of your resume if they do not have one already. When answering questions, be sure to start

your answer with eye contact with the person who asked the question, and then as you proceed

with your answer, move your gaze to others at the table to include them in the conversation. Be

sure not to overlook eye contact with those in the room who do not actively engage in

questioning. They would not be there if their opinions were not valued.

Serial Interviews Serial interviews are also called “beauty pageants”, because they require you to go from one

person to the next in one-on-one meetings, with each person asking you questions. You will find

that many of the questions are similar so be consistent with your answers. These people will be

meeting in a group session once you leave, to discuss your potential fit and will likely uncover

any inconsistencies.

Peer Interviews After several formal interviews with an organization, you may be asked to return to meet with

people who would potentially be your peers. This meeting is generally less formal, giving

everyone a chance to get to know one another on a personal basis. It is important that you not

fall into the trap of thinking that you have already been selected and that this is a welcome to the

company meeting.

Lunch Interview Lunch interviews, like panel interviews, can include more than one interviewer. There is added

complexity because you will need to be able to eat while you talk. You may also be evaluated on

your social etiquette and manners at this time, especially if you may potentially be expected to

entertain clients. The opportunity to interview generally ends when the lunch does, so

concentrate on asking and answering questions.


6

EXCEL IN INTERVIEWS

Interview Preparation

Prior to any interview, your goal should be to prepare so thoroughly that you can

relax and be yourself.

Do your homework to find out all you can about the organization including

structure, finances, products, services, new developments, philosophy, vision,

mission, culture and more.

Here is a prime opportunity to utilize your networking contacts as well as the Internet to gather

as much company information as possible. You may want to start with the company’s own web

site and carefully read everything you find there. (The media archives can be a gold mine.)

Before the Interview

Prepare Your Agenda Create a list of the topics you would like to cover in the interview. This list can include strengths

and qualifications you wish to present as well as a list of questions you want to ask. Though it is

best to let your “host” set the initial agenda, it is always a good idea to be able to discuss your

key issues and present them at the appropriate time.

Revisit Your Resume and Know It Cold Pull out your resume and review its contents. You should be able to verbalize the entire

document in a clear and interesting way, expanding on your accomplishments in a “story”

format. Determine which of your stories might have the most impact for the position you are

seeking. Be able to offer feedback on any gaps in employment, career changes, etc.

Review and Practice Your Positioning Script Make sure you are completely prepared to summarize your career history and show bridging

applications for success in this new role. Consider your “pitch,” what makes you the best

candidate for the position. No matter what questions you are asked, your goal is to get this

message across loud and clear.

Learn the Exact Logistics of the Meeting

• Exact company name, contact person, date and time of interview.

• Complete directions - not only to the location, but also to the exact place within the building

or complex.

• Names and titles of people you will be meeting and the name of the person you should ask to

see first.

• The approximate length and type of interview to expect.


7

EXCEL IN INTERVIEWS

Morning of the Interview

Be Prepared Review your notes and prepare your presentation package, which includes…

• Five to ten copies of your resume

• References (Remember to offer these only if asked.)

• Networking cards if you have them (These are designed like business cards with your name

and contact information on them. You can have these made by any quick print shop or make

your own, using your computer and business card blanks.)

• Pen, pencil, writing pad, driver’s license, Social Security card

• Copy of your agenda and list of questions you would like to ask

Leave for Your Meeting Early Be sure to leave plenty of time for inevitable traffic and logistical problems.

Pay Attention

Remember, just as the hiring company is trying to find the right candidate, you are trying to find

the right opportunity for your skills and talents. Some details you might want to watch for

include the following:

• What is the parking situation? Will you have to pay a fee to park?

• How far do you have to walk to get from the parking lot to the main building?

• What is your feeling when you walk through the door?

• How do the other people you see, react to one another and to you?

• What is the decor? Is it clean, comfortable and tasteful?

• Is the office machinery and equipment up-to-date?

• What do the restrooms and break-rooms look like?

• Are there employee information boards? What types of information do they include? Is it all

company related quality and service oriented? All employee morale related? Combination?

Consider Everyone You Meet an Interviewer Smile and be courteous to any people you pass or meet. Receptionists are key people to be

friendly to, as they are the eyes and ears of their entire departments or companies. Sometimes a

manager will intentionally walk you down a long hall just to see how you treat others, so stay

conscious of those you meet along the way.

Exchange Business/Networking Cards Collect a business card from each person you meet. You will need this information for your

thank you letters and any follow up correspondence.


8

EXCEL IN INTERVIEWS

Pre-Interview Planning Worksheet

This form may be downloaded in Microsoft Word from the Meridian Career Navigator.

LOGISTICS

Position: Interview Date: Time:

Company: Person to See:

Title: Address:

Department:

Directions:

Parking:

PROFILE

Position Description:

Desired Qualifications:

Compensation (Salary /Benefits):

Company Products / Services:

STRATEGY

Accomplishments

Related to the Position:

Anticipated Problem Areas

(Tough questions they might ask):

Questions to Ask the Interviewer:


9

EXCEL IN INTERVIEWS

The Silent Interview – Body Language

Your interviewer sizes up the extent to which you “fit” the role within

the first few minutes of having met you and their impression of you

will be critical to their perceptions of your suitability for the

opportunity. While what you say is important so are your subliminal,

non-verbal messages.

You use body language to evaluate people everyday… you probably

don’t give it much thought because it is so natural. However, you can

strengthen your communication skills by heightening your awareness

of the impact these signals have on others. Not only can you be

certain that you are sending the right messages, you can also use the

body language of others as clues to how well you are faring in an

interview.

Body Language from Head to Toe

The Head • Head cocked to the side and tilted forward demonstrates interest, agreement, or curiosity.

• Slow deliberate nods demonstrate interest and agreement.

• Fast up and down nods demonstrate impatience.

• Head facing down demonstrates lack of confidence.

The Eyes and Eyebrows • Good eye contact (not staring) demonstrates sincerity and interest.

• Shifting eyes demonstrate insincerity or dishonesty.

• Minimal eye contact demonstrates lack of confidence, insincerity, or dishonesty.

• Winking eyes demonstrate flirtation, which is not appropriate in a business meeting.

• Raised eyebrows demonstrate interest or questions.

• Furrowed eyebrows demonstrate confusion, anger, or disagreement.

The Mouth • Wide smile (showing the pearly whites) demonstrates confidence, interest, and enthusiasm.

• Tight smile demonstrates insincerity, condescending attitude, or lack of confidence.

• No smile demonstrates lack of interest and warmth.

The Arms • Open arms demonstrate openness to the conversation and agreement.

• Crossed arms demonstrate disinterest or boredom; (watch out for this in an interview).

• Flinging your arm over the back of a chair demonstrates a casual, nonchalant, or overly

confident attitude, so keep your arms at your sides.


10

EXCEL IN INTERVIEWS

The Hands and the Handshake • Fidgeting with your hands or playing with your thumbs demonstrates nervousness.

• Talking with your hands can be a powerful way to emphasize or validate your statement, just

keep it to a controlled minimum or it can be very distracting.

• Limp, weak, handshake demonstrates lack of confidence.

• Bone crusher handshake demonstrates over confidence or dominant attitude.

• A handshake with the palms facing up demonstrates subordination or weakness.

• A handshake with palms facing down demonstrates power or authority.

Proper Handshaking Techniques

Face the person you are greeting directly. Keep

your arm close to your body extending directly

out from the hip. Give a good firm handshake

with three short pumps. Accompany the

handshake with solid eye contact, a warm smile

and a pleasant verbal greeting.

The Legs • Crossed legs, like crossed arms, can demonstrate disinterest or boredom. One

recommendation is to sit with both feet on the floor tilted to the side or crossed at the ankles,

which can keep you from having to constantly shift your weight and change legs.

The Feet • Tapping or fidgeting with your feet demonstrates nervousness. Try to keep your feet flat on

the floor.

The Overall You • Be aware of your proximity to others by recognizing the invisible personal zone that

surrounds us. Upon meeting someone for the first time, its best to stand approximately two

to three feet from the other person, or the length of two arms bent at the elbow by your side

• Watch out for nervous habits – pen clicking, hair twirling, eye winking, mustache stroking,

ear tugging, knuckle cracking, knee bouncing

• No gum or mints.


11

EXCEL IN INTERVIEWS

The Interview Cycle

Interviewing, each single interview as well as the eventual selection of a

successful candidate are processes rather than single events, with the

same emphases throughout. As a prospective employer evaluates you as

a candidate, there are distinct phases through which you will progress.

The interviewer is making a series of decisions as you move along

through the interview cycle. The better you understand this cycle, the

more effectively you can address interviewers’ needs at each step.

People hire those who they believe can do the job, will do the job, and will fit in. Your task is

to show your match in each area. As the interviewer is satisfied in one area, the emphasis will

shift to the next. Your job is to shift with the interviewer. To help in clarification, we group job

qualifications into two broad categories: Objective Information and Subjective Information.

Objective Information Objective information encompasses all the traditional areas of technical or professional

qualifications. These are the facts that suggest or demonstrate that you can do the job.

Subjective Information These less obvious but equally important qualifications show whether you will do the job and

will fit in with the company and the culture in place. The emphasis here is on factors such as

personality, personal traits/characteristics, motivation, drive, initiative, dependability, work ethic,

management style, etc. These are much more difficult to showcase and illustrate, but the ability

to point out and then give examples of these critical factors is key to making a complete and

effective interview presentation.

At the beginning of any job interview cycle, the importance of objective information (facts and

figures… can you do the job?) is high. After all, if you do not meet the standard requirements

for performing the work, there is no point in going any further. At this point in the interview

cycle, emphasize your objective qualifications. Attend carefully to pinpointing and

understanding the performance requirements of the job and matching your education, job history,

training, etc. to those requirements. Ask validation questions to see if your answers are on track.

If you are indeed qualified for the job and have illustrated your qualifications by presenting

appropriate information, the interviewer will gradually become comfortable with your likely

ability to do the job and move onto the next phase.

At this point in the interview cycle, the priorities begin to change for the interviewer.


12

TIME

EXCEL IN INTERVIEWS

Most

Least

Beginning End

This illustration graphically represents the timeframe in which a candidate is being evaluated during the interview

process (horizontal axis), and the relative importance to the interviewer of each type of information (vertical axis)

as the interview process moves forward in time. (Since each prospective employer and interview process moves at

its own pace, your actual timeline may be hours, days, or weeks.) The principle of the importance of different sorts

of information during the flow of the process applies regardless.

As the interviewer’s “need to know” about your objective qualification is satisfied, he or she will

predictably begin to evaluate you on the less obvious, but equally important subjective factors,

(Will you do the job? Will you fit in?)

In fact, the subjective information that helps the interviewing company

decide whether you will do the job and will fit in to their organization, is

most often the deciding factor between otherwise qualified candidates.

At the end of the interview cycle, the importance of objective information is relatively low and

the importance of subjective information is high. Now showing motivation and enthusiasm

becomes very important.

I

M

P

O

R

T

A

N

C

E

= Objective = Subjective


13

EXCEL IN INTERVIEWS

Understanding Roles in an Interview

Do not assume that the interviewer knows exactly what he or she

wants and, therefore, will ask all the right questions in order to make

a sound hiring decision. Often this is not the case.

Concentrate on making your interviewer’s job easier by becoming a superior interviewee. The

better prepared and more adept you are at the interview, the more of an advantage you will have

over your competition. (And there is always competition whether you actually see it or not.)

You don't necessarily have to have better qualifications than your competition, just a better

understanding of the job requirements, coupled with the tools to appropriately match those

requirements with your background. That's where roles come into play.

Start by thinking of the interview as a sales presentation. The interviewing company is a buyer,

and they have a need they are willing to pay for in the form of salary and benefits. As a buyer,

the interviewer is shopping for the best fit for the position, and when they find the right one, they

will pay for it.

You, on the other hand, are a seller, for You, Inc. You offer a service, represented by your

education, background, skills and experience, which you are trying to sell in the job market. It’s

up to you to educate (or sell) the buyer. If you understand and embrace your role as a seller, you

will make the buyer's job easy. Be the solution to their problem by matching their need, point by

point with your solutions.

During an interview, keep your focus strictly on the buyer and what they need. Then, and only

then, do you have a decision to make. Otherwise they will move on to the next candidate. Resist

the urge to ask questions concerning what’s in it for you. There is a time and place for these

questions, but not in the interview. If you are offered the job, then you can then ask all the

questions you want about salary, benefits, working conditions, hours, etc. In the meantime,

remember you are selling.

Answering Interview Questions

Preparation is the single most important thing any interviewee can do to insure success in a job

interview. While there are a number of important areas to prepare for, we will focus on

interview questions. Once a few simple principles are understood, all interview questions will

become quite predictable.

Thematic Answers to Interview Questions

If you are familiar with the interview question themes, it’s easier to answer each predictable

mutation. You will also gain the necessary skills to respond quickly and confidently on the spot

to any question. By employing this effective strategy, you will exude the confidence that wins

job offers. In spite thousands of variations, the three thematic questions asked by an interviewer

are… Can you do the job? Will you do the job? Will you fit in with our organization?


14

EXCEL IN INTERVIEWS

Once the interview is over, the interviewer will consciously or subconsciously judge each

candidate on whether or not they meet these three criteria, regardless of whether the right

questions were asked or not. You, as the interviewee, must answer each of these questions

with a “Yes” either directly or indirectly. And you must find a way to offer enough supporting

information to convince the interviewer that you are the best candidate for the job. If the answer

to any question is perceived, rightly or wrongly, to be “No”, you will be eliminated from future

consideration.

Can You Do The Job? These questions encompass the entire arena of technical and experiential qualifications. Before

you are offered a job, an employer must be convinced that you know how to do the work.

Therefore, they will want to hear about your background, education, previous positions, technical

skills, areas of expertise, etc. This is the most common line of questioning in a job interview,

and is the area where you are probably most comfortable. You must thoroughly convince the

interviewer that you are competent to perform the requisite duties.

Will You Do The Job? These questions probe more deeply into subjective categories. You must show that, not only do

you have the capability to do the job, but you can also be counted on to perform. Employers want

to hire those motivated to succeed, but often it is hard for them to determine that in an interview.

It’s your job to make sure your interviewer has no doubts in this area.

Will You Fit In? This is both very important and very hard to predict. In fact, most interviewers are uncomfortable

overtly explore this critical area. However, as with the other two categories, once the interview

is over, they will still attempt to make a decision as to your ability to integrate into the

organization, even if they asked no direct questions about the topic. They will judge you on

personality, style, appearance, image and all the other subjective factors that are hard to measure,

but extremely important. If you believe that the culture is a good fit for you, make your case.

During the interview, follow this simple three-step process to make sure you are giving

yourself the best chance to succeed.

1. As each question is posed to you, ask yourself, “Why do they want to know that?” Put

yourself in the shoes of the interviewer and try to figure out how the question just asked will

help him or her better evaluate you as a candidate. Given a little practice, you should be able

to see which of the three questions themes any question falls into.

2. After determining the purpose of the question, mentally review the facts, figures, and other

information you can choose from that will support your case. Your goal is to make yourself

look good. Don’t be bashful. You are the seller, and it’s up to you to sell yourself. If you

have properly prepared for the interview by inventorying and cataloguing your qualifications,

you should have several answers from which to choose.

3. Now, decide how you want to present your information and formulate a concise answer that

will display your talents in a positive way. Keep your response under two minutes no matter

how much more you might want to say. When it comes to answering interview questions,

less is more. Make your point, and then stop. This will leave plenty of time for more good

answers.


15

EXCEL IN INTERVIEWS

Here are a few questions and the associated theme for each.

Can you do the job?

• Tell me about your education.

• Describe your duties at your current job.

• What was your last performance evaluation rating?

• What do you do to keep up with current trends in your field?

• What did you learn in your last internship that has application here?

• Tell me about one of your recent projects or accomplishments?

Will you do the job? • Describe a typical workday in your current position.

• Do you ever take work home?

• What is your management style?

• What is your work ethic?

Will you fit in? • How would your coworkers describe you?

• What is your biggest strength?

• What is your biggest weakness?

• Describe a difficult situation you had to deal with as a manager?

• Tell me about your personality.

• How do you get the best out of your team?

Examples of Common Interview Questions

Self-Evaluation • Tell me about yourself. (Perfect time for your Positioning Script with bridge statement.)

• Diagram an organizational chart of your previous/current department and explain where you

fit within it and how your position interacts with the entire company.

Interpersonal Skills

• What kind of relationships and interactions do you prefer to have with your direct reports?

• Give me an example of your leadership skill.

• Do you make an effort to help others on your team be more productive?

• How would you describe your impact on your last company?

• Who is the worst boss, subordinate, colleague, peer with whom you have worked? Why?

Approaches to Problem Resolution

• What problems did you identify in your current position that had been previously

overlooked?

• How did you change the nature of your current job?

• How have you helped to increase profits for your current employer?

• What changes have you recommended? Why? Have they been effective?

• Describe a situation where your judgment proved valuable.

• Are you more analytical or intuitive? Give an example of your approach to problem

resolution.

• What notable successes have you had in problem solving for your current company?

• What has been the most difficult situation you have faced regarding management of people?

Business? How did you resolve it?


16

EXCEL IN INTERVIEWS

Practice Interview Questions

Prepare intensely for interviews. Develop answers to the following questions, with reference to

the particular job you will be interviewing for. Write down the answers and practice your

responses.

Tell me about yourself.

Why are you looking for a new job?

Why do you think you are qualified for this position?

What about this role appeals to you?

What salary and compensation are you looking for?

Diagram an organizational chart of your past department and explain where you fit within it and

how it interfaced with the entire company.

What represents good performance in your field or functional area of expertise? Please give key

indicators.

Who is the worst boss, subordinate, colleague with whom you have worked? Why?

Who is the best boss, subordinate, colleague with whom you have worked? Why?

In your past position, what problems did you identify that previously had been overlooked?

What are your greatest career accomplishments?

How do you think your qualifications match our needs?

Do you have any questions?


17

EXCEL IN INTERVIEWS

Practice Interview Critique Worksheet

After role-playing the interview, you and your interview partner should complete this worksheet

while discussing the strengths and areas needing improvement in your interview presentation

skills. This form may be downloaded in Microsoft Word from the Meridian Career Navigator.

Question

Good

Needs

Improvement

Comments

Tell me about yourself

Why are you looking for a new job?

Why do you think you are qualified

for this position?

What about this role appeals to you?

What salary and compensation are

you looking for?

Diagram an organizational chart of

your past department and explain

where you fit within it and how it

interfaced with the entire company.

What represents good performance

in your field or functional area of

expertise? Please give key indicators.

Who is the worst boss, subordinate,

colleague with whom you have

worked? Why?

Who is the best boss, subordinate,

colleague with whom you have

worked? Why?

In your past position, what problems

did you identify that previously had

been overlooked?

What are your greatest career

accomplishments?

How do you think your qualifications

match our needs?

Do you have any questions?


18

EXCEL IN INTERVIEWS

Asking Good Questions There are two types or categories of questions that you should ask in every job interview:

informational questions and validation questions. Since the interviewer wants to know about

your key matches with his or her job requirements, and only you have this knowledge, it makes

sense that you should do whatever you can to satisfy the interviewers need to know, and these

questions help you do that. By accomplishing this objective, you have helped the interviewer

make a better decision about you, and you have given yourself the best chance of success.

Informational Questions By employing informational questions, you can gather data about the company’s hopes for the

position. It is appropriate to begin questioning near the beginning of the meeting as soon as the

preliminary small talk is over. Throughout the interview, regularly follow up your answers with

other informational questions, so that you can stay in sync with the interviewer.

Here are a few general examples of informational questions:

• What sort of background are you looking for?

• What do you see as the critical responsibilities of the position we are discussing?

• Why is this position open?

• How will you know you have chosen the right person?

• Are there any specific skills that are a must for this job?

• Who would be my key associates?

• What are the capabilities of the subordinates who would report to me?

• How would I best learn the practices, policies, and corporate expectations that will enable me

to function successfully?

• What are the main problem areas that need attention in the position, (troublesome or

demanding people, poor working environment, etc.)?

• What are some of the challenges that the successful candidate will face?

Validation Questions In a job interview, there is only one way to know how you are perceived, ask.

The following are examples of validation questions:

• Is that the kind of information you were looking for?

• Does my experience sound like a good match?

• Would you like to know more about my background?

• How does that sound?

• Do my qualifications compare favorably to others you have hired in this position?

• Does my background sound like a fit with your organization?

• Have I sufficiently covered the subject?

• Is there something more I could tell you that would make it easier for you to see me as your

top candidate for this position?


19

EXCEL IN INTERVIEWS

Interview Closure

As your interview draws to a close, consider the following:

End It Well End the meeting with another nice firm handshake, thank them for their time and express your

continued interest. This is the time to ask questions about what you might expect next to give

yourself some guidance in appropriate follow up.

� What is the projected timing on your search?

� When can I expect to hear from you?

� Where do we go from here?

� Do you have any further questions?

� Are there further interviews that will be needed for this position and when will they take

place?

� Who will contact me and when will I be contacted for further meetings, if I am selected

to progress to the next round?

Provide Yourself with Immediate Feedback Afterward, jot down a few notes about the interview while it is fresh in your mind. Use the

Interview Debriefing Form on the next page to help you organize your thoughts. What went

well? What didn't go well? What were their primary needs? What were they most interested in

about you? What were their areas of concern? Address these items in your thank you note.

Write a Thank You Note Write and send out thank you notes as soon as possible. Did you know that only seven out of ten

job seekers know to send one? And there is a direct correlation between thank you notes and job

offers.


20

EXCEL IN INTERVIEWS

Interview Debrief Worksheet

This form may be downloaded in Microsoft Word from the Meridian Career Navigator

Logistics

Position Interview Date Time

Company Interviewer

Title Address

Department

Other Key People Met

Name Title Department Notes

Specific Items Discussed in the Interview

Were there any objections that you had to overcome?

What are the next steps?

Date Thank You Letter Sent:_______________________________________


21

EXCEL IN INTERVIEWS

Reference Checks

Reference checks are conducted just prior to a job offer. They verify information you have given

in an interview and illicit comments about you and your work performance.

Choose references familiar with your work. Remember to consult these

individuals and get their permission to appear on your Reference List.

(Refer to the Launch Your Brand Module 3 for more information about

references.) Also, remember that this list should be given ONLY when

requested and only once you have interviewed.

When you have an indication that your references will be called, prepare these individuals with

the following information.

• Position under consideration, (title, etc.)

• General qualifications for the position

• Accomplishments you have cited to support your candidacy

• Anything you would like for them to emphasize

• Concerns that you may have; questions the company has raised

• Your sincere appreciation for their participation

Keep the lines of communication open. Ask your references to inform you if they received a call

and what was discussed. Also remember to keep your references posted on your progress and

allow them to share in your victories.

Documents

Excel in Interviews · Meridian Resources, Inc. 2011 2 EXCEL IN INTERVIEWS Internship Interviewing One of the unique types of interviews you may look forward to early on in your university