Interview StrategiesInterview Strategies

Agenda

• Your expectations and questions

• Employers’ goals for interviewsEmployers goals for interviews

• Competencies commonly sought by employers

C i i i• Common interview scenarios

• Interview question formats and answer strategies

• Appropriate interview attire

• How to best portray your strengths, both verbally & non-verbally

• Your rights at an interview

The Interview: Your Role

• Think about your goals for interviews and how you can best achieve those goals

• Interviews take time and effort for both you and the interviewers… make it a worthwhile experience!

The Interview

3 Key Tasks for the Employer

E l d i h f ll i b d i h i iEmployers must determine the following about you during the interview process:

1 Are you capable of doing the job?1. Are you capable of doing the job?

2. Are you motivated to do the job and do it well?

3. Are you the person with whom they will like working? Will you make a good addition to the team?

How does an employer evaluatepotential employees?

• For each role or position within an organization, a job descriptionusually exists. This job description provides a guideline which is used for evaluation. It is also used to screen candidates when a position needs to be filled.

• Generally, each position is defined by the knowledge, skills, abilities and other attributes determined to be necessary for the tasks associated to be done successfullytasks associated to be done successfully.

For Discussion

An interview is one of the methods that an employer can use to evaluate potential candidates. What are other methods?

What Are Employers Seeking?

Employability Skills(From the Conference Board of Canada)

• Fundamental Skills– Skills needed as a base for further development– Communicating, managing information, using numbers, thinking and solving

problems

• Personal Management Skills– Skills attitudes and behaviours that drive one’s potential for growthSkills, attitudes and behaviours that drive one s potential for growth– Demonstrate positive attitudes and behaviours, be responsible, be adaptable, learn

continuously, work safely

T k Skill• Teamwork Skills– Skills and attributes needed to contribute productively– Work with others, participate in projects and tasks

Interview Formats

1. Screening Interview

2 Telephone Interview2. Telephone Interview

3. One-on-One Interview

4. Panel Interview

5. Group Interviewp

6. Sequential Interview

Screening Interview

• Conducted by larger companies (or when there is a large applicant pool) as the first phase of selection

• You may be screened by a computer program, or by an interviewer

• Screening interviews are used to ensure that the candidates meet minimum requirements

• Interviewer is often from the human resources department; this person is skilled at determining whether there is anything that might disqualify you from the position

Success in a Screening Interview

• Highlight your qualifications and accomplishments

• Answer questions clearly and succinctly (personality is not as• Answer questions clearly and succinctly (personality is not as important at this stage of the process)

• If asked about salary expectations use a range or answer with tactIf asked about salary expectations, use a range, or answer with tact

• If conducted by phone, have your resume beside you, for dates and names

Telephone Interview

• Telephone interviews are often used to screen candidates in order to narrow the pool of applicants who will be invited for in-person interviewsinterviews

• They also serve to minimize travel expenses

• Prepare for phone interviews just as you would for regular interviews

Tips for Telephone Interviews

• Have a short list of your accomplishments ready to review

• Have your resume in full view• Have your resume in full view

• Have a pen and paper handy

• Close the door; ensure the room is quiet

• Keep a glass of water beside youp g y

• Speak slowly and enunciate clearly

• Do not interrupt the interviewer

More Tips for Telephone Interviews…

• Provide short answers which make interchange easier on the phone

• Restate the question if you have not fully heard or understood it• Restate the question if you have not fully heard or understood it

• Smile – even on the phone it will project a positive image

• Use the person’s title (Mr./Ms.) unless they ask you to use their first name

One-on-One Interview

• Traditionally, conducted by a direct supervisor in a private setting

• The interviewer may or may not be experienced in conducting interviewsThe interviewer may or may not be experienced in conducting interviews

• Depending on personality and experience, the interview may be directive, following a clear agenda, or non-directive, relying on you to lead the di i d d idiscussion as you answer open-ended questions

• Be alert to the style of the interview, remain respectful, and adjust your answers to fit the style of the interviewy

• Tip: it is important to be thoroughly prepared – know the job and know yourself

Panel Interview(also known as Board or Tag-Team Interview)(also known as Board or Tag Team Interview)

• Interviews are conducted by two or more interviewers

• Designed to reduce individual bias in the final selection• Designed to reduce individual bias in the final selection

• One member may ask all questions OR panel members may take turnsturns

• Treat each person as an important individual

• Remember to maintain eye contact with the person asking the question

• Tip: be prepared to extend more energy in this setting, as you need to be alert and responding to more people

Group Interview

• Several candidates for a position are interviewed simultaneously

• Group interviews provide employers with a sense of your• Group interviews provide employers with a sense of your leadership potential and style

• Candidates may be asked to solve a problem together which allowCandidates may be asked to solve a problem together which allow interviewers to assess candidates skills in action (e.g. teamwork)

• Be aware that all interactions are being observed; don’t let down g ;your guard or lose your perspective

Succeeding in a Group Interview

• Be aware of the dynamics established by the interviewer

• Try to discover the “rules of the game”• Try to discover the rules of the game

• Treat all members of the group with respect

• Avoid power struggles which make you appear uncooperative

Sequential/Serial Interview

• Interviews are conducted by two or more interviewers separately or in sequence… candidate moves from one location to another, or the candidate stays in one room and different interviewers jointhe candidate stays in one room and different interviewers join him/her

• Interviewers meet at the end of the process and evaluate eachInterviewers meet at the end of the process and evaluate each applicant, making their decision

• Sequential interviews involve a number of “first impression” q popportunities; be aware of how you present yourself each time

• Tip: if you have difficulties remembering what you have already said to one person – stop and ask

Various Interview Formats

1. Behavioural (descriptive) Interview

2 Situational Interview2. Situational Interview

3. Comprehensive Structured Interview

4. Case Interview

5. Testing/Assessmentg

Behavioural Interview

• The Interviewer asks for specific examples from your past experience to determine if you can provide evidence of your skills in a certain areain a certain area

• Hint: know your resume; you may be asked about any of the qualities and skills you have included on itand skills you have included on it

Behavioural Interview (cont’d)

Which examples should I use?

Guidelines:Guidelines:

• Past behaviour is a powerful predictor of future behaviour

• The more recent the behaviour, the better its predictive power

• The more long - lasting the behaviour, the better its predictive g g , ppower

Behavioural Interview (cont’d)

• The interviewer will probably be taking notes throughout the interview

• Research probable skill areas that the employer will be interested in and will therefore be likely to ask about in the interview (review the job description)the job description)

• Review and know your resume!

Situational Interview

• A highly structured interview in which hypothetical situations are described and applicants are asked what they would do in these situationssituations

• Interviewers use a scoring guide consisting of sample answers to evaluate and score each applicant’s answersevaluate and score each applicant s answers

Situational Interview: Example

In a meeting you witness your colleague Frank taking credit for a project that youIn a meeting, you witness your colleague Frank taking credit for a project that you know was completed by another co-worker, Mary. You know that Mary has

worked very hard on this project, making many personal sacrifices to complete it. What do you do?What do you do?

Comprehensive Structured Interview

• Combines situational interview, job knowledge, job simulation, and worker characteristic questions

• Answers are compared to a scoring guide and candidate is rated accordingly

Case Interview

• Often used by consulting firms

• In the interview you are required to solve problems “on the spot”• In the interview you are required to solve problems on the spot

• These interviews are designed to assess logical thought processes, quantitative skills business knowledge general knowledgequantitative skills, business knowledge, general knowledge, creativity and communication skills

Testing/Assessment

• Interviewers/employers may sometimes used standardized or work simulation exercises to assess candidates’ competencies

• This is usually done as a second step after an initial screening as it is a costly process (both time and money)

Before the Interview…

• Research the position; study the job description and be clear about how your credentials fit with it

• Thoroughly research the organization/company

• Choose an appropriate outfit for your interviewChoose an appropriate outfit for your interview

• Plan to arrive at least 10 minutes before your interview

Dress for Success

• Know what is appropriate

• Your outfit should be more conservative and formal than the outfit• Your outfit should be more conservative and formal than the outfit you will wear if you secure the position

• Usually business casual or business formal is appropriateUsually, business casual or business formal is appropriate

• Include:– Clean, polished shoes (no running shoes)– Well-groomed hair and nails– No fragrance (may be disallowed at the workplace)– Rule of 3 for jewellery– No gum or distracting items (e g change in pockets)– No gum, or distracting items (e.g. change in pockets)

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1 2 3 4 5

During the Interview• Greet with a firm handshake; make eye contact

• Think positively and interact with confidence

• If you don’t understand a question, ask…

• Before you answer organize your thoughts• Before you answer, organize your thoughts

• Use the STARS technique to provide examples

• Near the end of the interview, reinforce your interest

• Ask appropriate questions (prepare these beforehand)

• Thank the interviewer (s) at the end of the interview

Non-Verbal Behaviour

Eye Contact • Indicates interest, confidence and sincerity

Facial Expressions • Smiling indicates warmth and friendlinessFacial Expressions • Smiling indicates warmth and friendliness

Posture• Good posture shows confidence and power

potential

Gestures • Should be minimal, natural and meaningful

Space

• Interviewers become uncomfortable if their personal space is invaded

• A meter is a common “social zone” for more extraverted people while more space may beextraverted people while more space may be required for others

Messages Implied by Body Language

Openness and Warmthopen-lipped smile, open hands with palms visible, unbuttoning jacket upon being seated

l i f d hi i ht tConfidence

leaning forward, chin up, upright posture, eye contact

whistling, pinching skin, fidgeting, jiggling pocket contents running tongue along front

Nervousnesspocket contents, running tongue along front of teeth, clearing throat, running fingers through hair, wringing hands, biting fingernails or other objects

Untrustworthy/Defensive

frowning, squinting, tight-lipped grin, arms crossed in front of chest, backing away, chin down, darting eyes, looking down when speaking clenched hands gestures with fistspeaking, clenched hands, gestures with fist, etc.

The Proof of Your Skills: Storytelling

• Many interview questions require you to tell stories which provide concrete examples. These are drawn from your…

– Volunteer work– Participation in activities (school/community)– Part-time and summer jobs– Study/work/travel– Internships– School projects

Storytelling Technique

When telling your story use the STARS method:

S Situation

T Task

A Action

R ResultR Result

S Summary

Frequently Asked Interview Questions

• Tell me about yourself.

• Why have you applied to this position?• Why have you applied to this position?

• What are your goals? Where would you like to be in 5 years? In 10 years?years?

• Why should we hire you? What is unique about you?

• What are your salary expectations?

More Interview Questions…

• How has your educational background prepared you for this position?

• How do you define success?

• How successful have you been?How successful have you been?

• What do you believe will be your greatest challenge if you are hired for this position?p

• What is the most adverse situation you have had to deal with in your personal or professional life? How did you deal with it? What was the outcome?

What Do I Need to Bring?

• Resume– Always bring at least one copy of your resume. You can review it in the

waiting room, and it may be useful if someone does not have a copy, or you g , y py, yneed to refer to it

• ReferencesU ll d h d f h i i– Usually requested at the end of the interview

– 2-3 are ideal (e.g. 2 work-related, 1 academic)– Supply full name, title, company name, business address, contact information

(phone, e-mail)Ti t t f i t th i t i t k th t d t ith– Tip: contact your references prior to the interview to keep them up to date with your plans

• Portfolios– An additional support (it can be paper or electronic) which includes work

samples or artifacts representing your skills, accomplishments, past experiences

Be Aware of Your Rights

In Canada, employers may NOT ask:

• Race colour ancestry place of origin• Race, colour, ancestry, place of origin• Religion/creed• Citizenship• Sex/genderSex/gender• Sexual orientation• Age• Marital status• Family status• Record of offences

• For more information, visit Ontario Human Rights Commissionhttp://www.ohrc.on.ca/english/index.shtml

For Discussion

What are some common reasons that people are not successful at interviews?

After the Interview• Make comprehensive notes

• Overall assessment of the interview

• Questions you answered effectively

• Questions with which you had difficulty; prepare a good answer for next• Questions with which you had difficulty; prepare a good answer for next time

• Name of the interviewer(s)

• Notes for future interviews

• Consider sending a thank you letter/e-mail to each person with whomConsider sending a thank you letter/e mail to each person with whom you had contact during the interview process

ResourcesBooks in our library:

• Boldt, Arnold G. (2008) No-Nonsense Job Interviews : How to Impress Prospective Employers and Ace Any Interviewp p p y y

• Krannich, Ronald L. (2008) You Should Hire Me! : Interview Secrets to Get the Job You Love

• Hawley, Casey Fitts (2008) 100+ Winning Answers to the Toughest Interview QuestionsToughest Interview Questions

• Fry, Ronald W (2007) 101 Smart Questions to Ask on Your Interview

On-line resources:

• http://campus.interviewstream.com/login/?schoolid=317• http://interview monster ca/• http://interview.monster.ca/• http://careers.msn.com/

• Just for UWO students! Practice makes Perfect!Making an excellent first impression is essential for a strong interview Take a look at what happens to a fewstrong interview. Take a look at what happens to a few students who didn’t prepare for their interview: www.interviewstream.com/ummlike. Who really gets the job? The best qualified? TheWho really gets the job? The best qualified? The smartest candidate? Not necessarily! Most of the time, it’s the person who is able to best sell his or her skills to employers in a professional and effective manner.

•To get started:

Go to http://uwo.interviewstream.com/

U G id•http://uwo.interviewstream.com/assets/pdf/U G id P ti dfdf/User_Guide_Practice.pdf

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