NAVIGATING THE INTERVIEW PROCESS TO GET THE JOB!

Rhonda Barbosa, Human Resources, Jefferson Lab

INTRODUCTION

How many of you have ever been on a job interview?

Anyone care to share the experience?

TRUE OR FALSE: INTERVIEWING FACTS

80% of communication is non-verbalYou can never talk to much in an

interview It's ok to be honest about how your

current/last boss treated youIt’s ok to’ stretch the truth’ with your

accomplishments or other credentials on your CV

FINDING A JOB IS YOUR JOB

Before the Interview Create a list of the skills/qualities you have to offer Prepare for all types of questions, including open-

ended, situational, and behavioral Research the company - why is this important? Write a resume tailored to each job

Why have a cover letter? Research salary information so that, if asked,

you have a reasonable range in mind

WHEN YOU ARRIVE

Take time to be well groomed: moderate makeup, light or no perfume or aftershave, ironed clothes, polished shoes

Dress in business attire: for males, a suit or dress jacket and slacks; for females , a suit, dress or pantsuit

Select accessories that are conservative; avoid bling

Arrive early Be courteous to everyone you meet Bring extra copies of your resume Know the correct spelling and pronunciation

of the interviewer's name; ask if you're not sure

FIRST IMPRESSIONS

Greet the interviewer with a firm handshake, a friendly smile and a polite greeting

Use body language to show interest (posture and eye contact) Use professional language; make them feel comfortable with you

The more professional you look and act, the more likely employers are to assume you can perform the job to their standards

Listen attentively to the questions Ask for clarification when you don't understand something Give complete answers; use specific examples and accomplishments

whenever possible Use illustrations, descriptions, statistics and testimonials to support your

claims Answer questions with honesty and sincerity Be aware of the time allocated Remember most of all: be yourself!

THE INTERVIEW The Interview before the Interview

The phone screen & common pitfalls

Questions to anticipate Why do you want to work for us? Give us an example of a situation where you didn't

meet your goals or objectives. Give us an example of a situation where you faced

conflict or difficult communication problems. Where do you see yourself in 3 / 5/ 10 years? What would your current manager say are your

strengths? What would your current manager say are your

weaknesses? Why should we offer you this job? Give us an example of when you were faced with a

challenge and uncertain how to resolve it. Do you prefer working in a team or on your own?

WHY DO YOU WANT TO WORK FOR US? It’s rare for an interview not to include this question.

The good news is that it’s an easy one to prepare for.

Most companies want to recruit people who are enthusiastic about the company and its products. They don’t want people on the team who “ended up there by accident”. So this is your chance to show why working for the company is important to you and why you think you will fit in.

This question is designed to screen out candidates who aren’t serious about the company or may be using it as a stop-gap, while they look for something better.

It’s also your chance to make the most of the company research you have done. You can use this opportunity to add comments that show you understand the company’s position in the market place; the role of its competitors and any challenges it may be facing. Q

GIVE US AN EXAMPLE OF A SITUATION WHERE YOU DIDN'T MEET YOUR GOALS OR OBJECTIVES.

What they're looking for with this one is an example of where objectives weren't met and what you did to rectify the situation.

Better still, provide an example of where things almost went wrong and what you did to prevent it.

Beware: a common trap to fall into is to give one of the following two answers:"I can't think of such a situation."This makes you either seem unbelievably perfect (i.e. arrogant) or completely naïve and unable to spot and avoid potential disaster.

Give an example of a situation that went wrong, but not realize until you're half way through the story that it doesn't have a happy ending!

Try to make the examples relevant to the job for which you are applying.

However, it's generally acceptable to offer non-work related examples, if these are good illustrations of transferable skills required for the job.

Q

Q

GIVE US AN EXAMPLE OF A SITUATION WHERE YOU FACED CONFLICT OR DIFFICULT COMMUNICATION PROBLEMS.

This is not the time to tell the interviewer how much you hate your current boss or colleagues!

It’s also not the point to launch into a tirade about how difficult people in your office are to work with and how many arguments you have.

So what are they looking for? They’re looking for someone who can rise above conflict and diffuse the emotions, finding a win-win solution.

This type of question is your chance to demonstrate your interpersonal and team-working skills.

The interviewer will be looking for maturity and the ability to be able to keep your calm, whilst others around you are losing theirs. Don’t feel you have to provide an answer that gives you full credit for the solution – it can often be more powerful (if it’s true) to demonstrate how you worked with others to find a fix.

Practice your answer to this question. It can have many guises, but is almost guaranteed to be asked in some form.

WHERE DO YOU SEE YOURSELF IN 3 / 5/ 10 YEARS?

Errr... Not a good response. Are you serious about the company?

Are you serious about your career? Do you know where you want to go?

How does this job help you get there? Are you ambitious? This can be positive or negative. How does this job fit within your longer-term plans? Is this job just a

stop-gap? If the job is part of your strategy, how likely are you to want to be promoted?

Do you have any longer-term plans? They may use this to judge how far you would plan ahead in your new role.

This question is a good opportunity to show your commitment to the role and knowledge of the company’s structure and vision.

Beware of seeming to threaten your future manager, if he or she is interviewing you. A common, humorous answer to this question is “doing your job.” This may be true and may even get a laugh, but some managers are quite insecure and may not want to hire someone who they fear would undermine them.

Q

WHAT WOULD YOUR CURRENT MANAGER SAY ARE YOUR STRENGTHS?

We often find it hard to tell people what we’re good at.

Selling yourself, without appearing arrogant, is one of the most common interview worries. Many people simply don’t sell themselves, for fear of seeming big-headed.

Do you know what your strengths are? You’d be surprised how few do.

One place to start is your recent performance appraisals. What did they highlight as your strengths? Can you supply evidence (provide examples)? Can you relate the strengths to the position you’re being interviewed for?

Still stuck for answers to this question?You could try asking someone. Ask a trusted friend or work colleague. Make sure they give you examples of where you have demonstrated the strengths, so you can quickly use these, if asked.

It’s also worth revisiting the job information, to look for which skills the Company is looking for.

Q

WHAT WOULD YOUR CURRENT MANAGER SAY ARE YOUR WEAKNESSES?

 This is not the place to admit your biggest flaws.

It’s also not the time to pretend you don’t have any development areas – it would make you look either conceited or as though you can’t evaluate your own performance.

So how should you handle this type of question?

The main thing is to admit that you have areas to develop, whilst showing that you are already working on them and giving examples of the progress you have made.

If possible, choose a development area that doesn’t affect your ability to do the job for which you are being interviewed.

Referring back to performance appraisals is a good place to start.

It’s usually a good idea to make the “weakness” something small. Avoid topics such as “organizational skills” or “time management”! Be ready to turn it into a positive. Q

WHY SHOULD WE OFFER YOU THIS JOB? This is the time to sell yourself; tell them what makes you different

from all the other applicants.

It's really worth working out and practicing your answer to this before the interview.

The key is to highlight your strengths and the benefits you can bring to the company.

Avoid sounding desperate!

As preparation, you should refer back to the job advert isement and also listen carefully during the interview, to make sure your answer meets the needs of the "buyer" (the interviewer).

You are giving your answer from the perspective of the buyer's needs, rather than your own. Q

GIVE US AN EXAMPLE WHEN YOU WERE FACED WITH A CHALLENGE AND UNCERTAIN HOW TO RESOLVE IT.

Why the question - to see how you deal with stress.

Another trigger for the question - demonstrating your commitment to delivering results.

Choose examples that show how you went the extra mile, but didn’t do anything illegal, immoral or unethical.

The interviewer will want to see how you rise to a challenge and how you react when put under pressure.

Think about the positive things you did, to achieve the “unachievable”.

You might not have had the experience in your career so far, so most interviewers will accept an extra-curricular illustration that shows how you would add value to their company. Q

DO YOU PREFER WORKING IN A TEAM OR ON YOUR OWN?

 Think about this one before you answer.

What does the job description reference for desirable skills or the work environment for which you would be in. It is likely to require flexibility of working styles.

The best bet with this question is to try to tailor your answer to the company’s needs, while remaining honest. If you say you are a great team player, they’ll soon spot you’re not, once you start the job…

Q

GENERATIONAL DIFFERENCES IN THE WORKPLACE US Bureau of Labor Statistics data shows the average age of

the US workforce over 16 is 40.4 (not counting the uniformed military)

The four generations1

– Traditionalists (1922-1945) - 61 – 84 years old– Baby Boomers (1946-1964) - 42 – 60 years old– Gen Xers (1965-1980) - 26 – 41 years old– Gen Ys (1981-2000) - 6 – 25 years old

2008 World of Work survey indicates that “knowledge is not being transferred because today’s multi-generational workforce …rarely interacts…and often does not recognize each other’s skill and work ethic.”

TRUE or FALSE - 51% of Boomers and 66% of Traditionalists say they have little or no interaction with their GenX or Y co-workers.

TRUE -- How does this influence their hiring?1. ©n-gen People Performance Inc. www.ngenperformance.com

WORKFORCE

Traditionalists “Lifers” at an organization Patriotic Helped shape US economy and military power Command and control kind of leadership Respect for authority Disciplined Men comprised bulk of workforce

Survey: Generational Conflicts Aggravate Talent Shortage by Kathy Gurchiek, HR News, June 3, 2008Attracting the Twentysomething Worker by Nadira Hira, Fortune, May 15, 2007

WORKFORCE

Baby Boomers Participated in some of the greatest social changes (Civil

Rights) Optimistic Collaborative approach Avoid conflict Comprise most of the senior jobs currently Workaholics/demanding to work for

Survey: Generational Conflicts Aggravate Talent Shortage by Kathy Gurchiek, HR News, June 3, 2008Attracting the Twentysomething Worker by Nadira Hira, Fortune, May 15, 2007

WORKFORCE

Generation X Suspicious of governance, a lack of trust in institutional

leadership View the family in non-traditional ways Practical rather than idealistic Aware that institutions are often designed

specifically for them (e.g. MTV, early Internet)

Survey: Generational Conflicts Aggravate Talent Shortage by Kathy Gurchiek, HR News, June 3, 2008Attracting the Twentysomething Worker by Nadira Hira, Fortune, May 15, 2007

WORKFORCE Generation Y grew up with world-changing events—

cell phones, Internet, the 9/11 attacks Their upbringing has direct implications for the workplace

Product of hovering parents who ran their errands and scheduled their lives

Have been “teamed” and “coached” to death Have a strong need for feedback from others Driven to succeed Have a strong sense of “group”

e.g. (Facebook, YouTube) Vocal about their expectations for

meaningful work, how they fit in Want to know how organization is living

its vision and values

Survey: Generational Conflicts Aggravate Talent Shortage by Kathy Gurchiek, HR News, June 3, 2008Attracting the Twentysomething Worker by Nadira Hira, Fortune, May 15, 2007

INTERVIEWING IS A TWO-WAY PROCESS

Questions you should ask during the Interview Probe to learn more about the company

Is their job stability What is the Company’s 5 year business plan/where are they

going What are some targeted responsibilities you will be tasked

with? To whom will you report? What type of training/mentorship is offered? What kind of benefit package is offered?

Ask the interviewer(s) what is the best thing about working at their company Reaction and answers can be very revealing

INTERVIEWING IS A TWO-WAY PROCESS

Additional questions you should ask during the Interview Why is the position available? Is it new due to company growth? What are some common characteristics of successful employees

within the company? What is the greatest challenge facing your staff (department) now? What is a typical day like? What types of assignments may I expect the first six months on the

job? What type of training is available? What has been your career path within this company? Is relocation likely or required? What are your expectations for new hires? How will the person who gets this job be evaluated? When can I expect to hear from you?

YOU RECEIVE AN OFFER AND ...SHOULD YOU TAKE THE JOB?

Understand what's important to you about the job opportunity to work for a great company reputable leaders in the industry ability to get your foot in the door & progress

Understand the total package being offered Total compensation is much more than a bi-weekly paycheck

health/medical benefits, vacation/sick leave, overtime, relocation expenses, 401 (k) program, etc.

Only when you have the details of these things can you possibly negotiate salary Don't be too confident in your abilities

or marketability It’s ok to negotiate a little but if you're

new with little experience, calibrate your expectations accordingly

RECRUITING PITFALLS IN TODAY’S WORLD

Facebook Blogs MySpace

What’s the Harm?

SUMMARY

Finding a job requires time, energy, and dedication Think about the “fit,” not just the “job” Sell yourself, but don’t be overly confident One size does not fit all with cover letters and resumes Think before you post on a social website (Facebook) Be yourself! Resources:

Science Careers from the Science Journal (http://sciencecareers.sciencemag.org/tools_tips/how_to_series)

Personal Branding Blog (packaging and promoting yourself) Careerealism Blog (methods for job searching in today’s

workforce)