Open questions-" Tell us a little about…….." Keep in mind the selection criteria and your strengths.
Closed questions - Asked when the Ask for clarification and elaboration interviewer wants specific information, often factual or of past experiences. technical in nature, these Require you to demonstrate your technical knowledge in some area questions can frequently be answered with a “yes” or “no” Hypothetical questions-What would These will assess your ability to think on your feet. you do if… As a grower representative you will require good communication skills - do you have good skills in this area? Do not give a yes/no answer. Give examples to support your response.
Leading questions- The answer seems logical…
Don't be afraid to ask to have the Multi-barrelled - two or more question repeated if you can't questions linked to the same topic recall the full question. Prepare examples of how your experiences have allowed you to develop specific skills and how these could benefit the employer. STAR: Situation, Tasks, Action, Result
Behavioural questions - uses your past experiences to predict future behaviours
The ‘STAR’ Approach for Answering a Question S: Situation – describe the situation T: Task or problem – what dilemma or problem did you face? A: Action – what action did you take? R: Result – what was the result of your action? 1
Job Specific Questions
Can you do the job? Do you have the knowledge sets, skill sets and personal attributes to allow you to do the job? Types of questions could include: What parts of your education do you see as relevant to this position? What prompted you to study…..? Tell me about a time when you had to communicate information to a group of people. Tell me about a significant achievement in your life. Tell me about a time where you had to work towards a deadline. Did you meet it? If not, what would you do differently next time? Do you want the job? Do you want to work in this position/organisation? Are you willing to learn? Are you ambitious and keen to succeed? Types of questions could include: Why do you want to work for us? What do you know about our company/practice/business? What are your short term/long term goals? Where do you see yourself in five years time? Describe a time where you set yourself a challenging goal? What happened? What would you do differently? Will you fit in? The interviewer wants to determine if you will be a good team player, someone who will be absorbed into the organisation without disruption to the existing team dynamics. Types of questions could include: Describe a time where you had to work with a group of people to achieve a common goal? Can you give me an example of working as part of a team. What was your contribution to the team and what was the outcome of this
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exercise? What would you do if…………………? Best fit between applicant and job? What makes you the best applicant for this position? Why should the employer take you over other applicants? Types of questions could include: Why do you think you are the best person for the job? What are your strengths and weaknesses? Can you give me five words that best describe you? What skills and qualities can you bring to this position? Is there anything you would like to add? This is an opportunity to bring particular skills or qualities to the attention of the interviewer. Have you stated your major selling points? Were you unhappy about a particular answer during the interview? This is an opportunity to address that. Why are you the best person for the job? Tell the interviewer! Is there anything you would like to ask us? This is your opportunity to find out more about the job, the company, and the industry. You could ask questions like: What are the career prospects within your company? What staff training and development opportunities are available? Who would I be reporting to? Where would I be located? Avoid asking too many questions about salary and conditions of employment such as holidays but know what salary range you are prepared to accept.
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Illegal Interview Questions
Age? Date of Birth? Age based inquiries should be avoided because state law prohibits discrimination against persons age 40 and older. An age inquiry may be made to ensure a person is “old enough” to work for the job being filled, or if the job is among the few where age discrimination is permitted such as physically dangerous or hazardous work or driving a school bus. Example of Illegal Questions How old are you? When is your birthday? In what year were you born? In what year did you graduate from college/high school? Possible Legal Alternatives Are you over the age of 18? Can you, after employment, provide proof of age?
Marital/ Family Status (often alludes to sexual orientation) The purpose of these “family” inquiries is to explore what some employers believe is a common source of absenteeism and tardiness. Typically, these questions are asked only of women making the inquiry clearly unlawful. However, even if such inquiries are made of both men and women, the questions may still be suspect. Such information has been used to discriminate against women because of society’s general presumption that they are the primary care givers. If the employer’s concern is regular work attendance, a better question would be, “Is there anything that would interfere with regular attendance at work?” Example of Illegal Questions Are you married or do you have a permanent partner? With whom do you live? How many children do you have? Are you pregnant? Do you expect to become have a family? When? How many children will you have? What are your child care arrangements? Possible Legal Alternatives Would you be willing to relocate if necessary? Travel is an important part of the job. Do you have any restrictions on your ability to travel? Do you have responsibilities or commitments that will prevent you from meeting specified work schedules? Do you anticipate any absences from work on a regular basis? If so, please explain the
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circumstances. Personal Minimum height and weight requirements are unlawful if they screen out a disproportionate number of women or minorities. Unless the employer can show that a height or weight requirement is essential for job performance, such inquiries should be avoided. Example of Illegal Questions How tall are you? How much do you weigh? (Questions about height and weight are always illegal unless it can be proven that there are minimum requirements to do the job.) Possible Legal Alternatives Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job?
Disabilities Inquiries about a person’s disability, health or worker’s compensation histories are unlawful if they imply or express a limitation based on disability. Under the federal Americans with Disabilities Act, any inquiry at the pre-employment stage, which would likely require an applicant to disclose a disability, is unlawful. Employers must avoid such inquiries or medical examinations before making a bona fide job offer. However, an employer may inquire about an applicant’s ability to perform certain job functions and, within certain limits, may conduct tests of all applicants to determine if they can perform essential job functions, with or without an accommodation. Example of Illegal Questions Do you have any disabilities? Have you had any recent illness or operations? Please complete this medical questionnaire. What was the date of your last physical exam? Possible Legal Alternatives Are you able to perform the essential functions of this job with or without reasonable accommodations? (Legal if the interviewer thoroughly described the job.) Will you be able to carry out in a 5
How's your family's health? safe manner all job assignments When did you lose your eyesight/ necessary for this position? leg/ hearing/ etc.? Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job? NB: Medical exams are legal AFTER an offer has been extended; results should be held strictly confidential except for reasons of safety.
National Origin/ Citizenship Inquiries about a person’s citizenship or country of birth are unlawful and imply discrimination on the basis of national origin. A lawfully immigrated alien may not be discriminated against on the basis of citizenship. The Immigration Reform and Control Act of 1986 require employers to verify the legal status and right to work of all new hires. Employers should not ask applicants to state their national origin, but should ask if they have a legal right to work in America, and explain that verification of that right must be submitted after the decision to hire has been made. To satisfy verification requirements, employers should ask all new hires for documents establishing both identity and work authorization. Example of Illegal Questions Where were you/your parents born? What is your native language? What is your country of citizenship? Are you a US citizen? Possible Legal Alternatives Do you have any language abilities that would be helpful in doing this job? (Legal if language ability is directly relevant to job performance.) Are you authorized to work in the United States?
Arrest Record There are laws that prohibits inquiries about past arrest records but permits consideration of a current arrest. If an applicant is under arrest for an offense that is substantially related to the job, an employer may suspend judgment until the case is resolved, advises the applicant to reapply when the charge is resolved, or refuse to 6
employ the applicant. A current employee who is arrested may be suspended if the charge is substantially related to the job. An employer may not refuse to employ or discharge a person with a conviction record unless the circumstances of the conviction substantially relate to the circumstances of the job. If an inquiry about convictions is made, the employer should add a clarifier, “A conviction will not necessarily disqualify you from employment. It will be considered only as it may relate to the job you are seeking”. Anyone who evaluates conviction record information should be knowledgeable about how such data may be used. Example of Illegal Questions Have you ever been arrested? Possible Legal Alternatives Have you ever been convicted of ____ crime? (Legal if the crime is reasonably relevant to the job; e.g. embezzlement for a banking job.)
Military Service It is unlawful to discriminate against someone because of membership in the National Guard, a state defense force or another state or Federal Reserve unit. Questions relevant to experience or training received in the military or to determine eligibility for any veteran’s preference required by law are acceptable. Example of Illegal Questions What type of discharge did you receive? Possible Legal Alternatives In what branch of the Armed Forces did you serve? What type of training or education did you receive in the military?
Affiliations Example of Illegal Questions Possible Legal Alternatives
What clubs or social organizations List any professional or trade do you belong to? groups or other organizations that
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Do you go to church?
you belong to that you consider relevant to your ability to perform this job.
Race/Color/Religion This question may discourage an applicant whose religion prohibits Saturday or Sunday work. If a question about weekend work is asked, the employer should indicate that a reasonable effort is made to accommodate religious beliefs or practices. An employ-er not required to make an accommodation if doing so would create an undue hardship on the business. Example of Illegal Questions All questions are illegal. Possible Legal Alternatives Are you available for work on saturday and Sunday?
Sample Interview Questions
Why did you apply for this position? Tip: How do you think that you might fit into this company Would you tell us what attracts you to a career with us? How do you see your studies, skills, experience and personal qualities contributing to the work of the organisation? Tip: How do you think that you might fit into this company Describe a time when you had to deal with conflicting demands. How did you deal with this situation and what was the outcome? Tip: STAR Can you describe a time where you have been required to perform as part of a team? What was the situation? What part did you play in the team and what was the outcome of the exercise? Tip: STAR
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How do you establish a working relationship with new people? Tip: Team skills Where do you expect to be in 5 years time? What will you do if you are not successful in gaining this position? Tip: Demonstrate to the interviewer that you have thought about what it is you want from work and what you hope to achieve. Let them know you are flexible however, and willing to explore new opportunities. What particular skills and qualities do you bring to the workforce? What other skills would you like to develop in the future? Tip: Strengths and weaknesses Tell me about a challenging situation you have faced. What was the situation and how did you cope with it? Tip: STAR Is there an achievement of which you are particularly proud? What is it? Why is it significant? Tip: STAR Imagine that you are a member of a small team responsible for the development and production of an internal publication. Your team is dependent on another workgroup to provide the data which will form the basis of your publication. The deadline for completing this project is not able to be relaxed. (a) What factors do you think might affect the team's ability to meet the publication deadline? (b) What could the team do to ensure the project is completed on time? Tip: Hypothetical questions allow the interviewer to identify key competencies deemed important by the employer. No right or wrong answer What are the key elements of measuring performance and how can you establish whether an outcome represents a success? (Answer this in terms of your own work or study experience.) More specifically, what do you think might be some key indicators of the successful performance of a national agency? Tip: STAR (Behavioural +Situational question) You have demonstrated in your CV that you have knowledge of entomology. Could you please expand on your experience and tell us what you think your strengths are in this field. An important
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component of the position will be the maintenance of water quality parameters within acceptable limits for the species. Can you outline your experience in water quality testing? What do you feel are the most important water quality variables? Tip: Multi-part question The ability to work independently within a structured team is essential to the position. This will require the successful applicant to be selfstarting, able to prioritise tasks, be a good communicator, as well as showing considerable initiative. Can you give us some examples where you have worked within a team environment and demonstrated these abilities? Tip: STAR + multi-part question What do you feel is the potential for aquaculture in Australia and what are some of the major impediments to its development? What are some of the major aquaculture species cultured in freshwater? As well as the position involving general maintenance of the aquaria and pond facilities, a significant component will involve participation in scientific experiments through the collection and collation of research data. Can you describe previous experience you have had in the day to day running of scientific experiments? Tip: STAR + multi-part question The research project and facilities the successful applicant will be involved with receives considerable attention from the general public. Therefore, a component of the job will involve liaising with the general public and media. This requires the delivery of information in a simple precise manner. How confident do you feel you are in delivering sometimes complex information in a simple manner? Tip: give examples What computer programs are you familiar with, and more specifically, what programs would you use to write a report, enter research data, and to prepare a poster or seminar. Tip: give examples of where you have applied the use of these programs. You have had an opportunity to look at the statistical table from the publication (this was supplied before the interview). (a) Imagine you were asked to write a commentary on the information in the table. Are there any significant or curious or interesting features revealed by the data which you think should be highlighted, and if so, what might you say about them? Can you offer any suggestions to explain these
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features? (b) What is your opinion of the general layout of the table? How might it be improved? Tip: multi-part question
Interview Questions for an Academic Job
1. Describe your research. (Have a good articulate rap down pat in short and longer versions, for experts and non-experts). What audiences are you addressing, what are the other hot books or scholars in your field, and how does your work compare with theirs? (Rephrased: what is the cutting edge in your field and how does your work extend it?) (Answer this question on your terms, not those of your competition). How will you go about revising your dissertation for publication? (be able to answer this in both general and specific ways). Question may imply: do you have an interested publisher and where do you stand in your negotiations with said publisher? Question may also imply: we thought there were some significant shortcomings in your thesis, but we like you, so we're giving you this chance to redeem yourself by indicating that you're in the process of addressing these shortcomings in ways that we think appropriate. What you've said is all very interesting, but doesn't work in your field sometimes tend to border on the (choose adjective) esoteric, antiquarian, (and if postmodern) ridiculous? What is the broader significance of your research? How does it expand our historic understanding, literary knowledge, humanistic horizons? Remember that this is a legitimate and important question--may be the toughest one you get. Usually asked by someone outside your field. Can you explain the value of your work to an educated layperson? Asks you to grapple with limitations in your research. Don't be afraid to acknowledge these, particularly if you can use such an acknowledgement to indicate where you intend to go in your research after this. 2. What is your basic teaching philosophy? Question might be answered quite differently for the small liberal arts college, state branch university with heavy service teaching load, or
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graduate-degree granting institution. 3. How would you teach...? basic service courses in your field any of the courses on your C.V. that you say you can teach. What courses would you like to teach if you had your druthers? how would you teach them? (many committees will want to know which specific books you would use). this may be an indirect way of ascertaining whether you already have the course in the can. Do you, for ex., know what is and is not in print in pb form? Which text would you use (have you used) for the U.S. Survey, for English composition, for Am Lit 101, etc.? (Beware: this can turn into a great test of your poise and diplomatic skills when one search committee member says "I love that book" and the next says "I wouldn't be caught dead including that text on MY syllabus.") Be prepared to talk about several courses, after having sized up the institution's needs. Do your homework to anticipate what the department needs. Be prepared to talk about teaching its basic service course(s). If you're applying to a small liberal arts College, this could include things like Western Civilization, Western European art history, Brit Lit., etc. Be ready to talk in detail about an innovative course or two that you think the Department might really go for. Take course X. As you would teach it, what three goals would the course achieve? When students had completed your course, what would they have learned that is of lasting value? 4. Tell us how your research has influenced your teaching. In what ways have you been able to bring the insights of your research to your courses at the undergraduate level? 5. We are a service-based state branch university with an enrollment of three zillion student credit hours per semester, most of them in the basic required courses. Everyone, therefore, teaches the service courses. How would you teach Hist Or Lit or Art 101? (what they are asking is are you willing/experienced/ mentally stable enough to teach a heavy service course load to students who've likely read fewer than 3 books in their entire lives). (they may also be saying) No one on the faculty (much less the
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students ) at Mediocre State U has even heard of the figure/subject/method of your research. How do you think you could fit in here? Could you be happy or at least useful in a backwater? 6. Your degree is from Prestige Research University--what makes you think you would like to (or even would know how to) teach in a small liberal arts college? Depending on the college, this may be one or two questions: (can he/she survive in Timbuktu with idiots for colleagues and morons for students?) do you understand the liberal arts college mission, are you a dedicated teacher, and will you give your students the time and personal attention that we demand from all our faculty members? At our college, teaching is the first priority. Do you like teaching? Would you survive (and thrive) under those circumstances? What experience do you have teaching or learning in such a setting? 7. This is a publish or perish institution with very high standards for tenure review--what makes you think you would be able to earn tenure here? (see next question). 8. Tell us about your research program. What are you working on currently? (now that you've completed your doctoral work)? What do you plan to look at next? Having a paper or a talk ready that showcases a topic different from your doctoral research demonstrates research prowess. 9. Why do you especially want to teach at Nameless College or University? How do you see yourself contributing to our department? (The real answer to this, of course, is "because I need the job") But don't be caught without a wellconsidered answer. This is a hard question to answer if you are unprepared for it. Be sure you've done your homework). (for small colleges) We conceive of our campus as one large community. What non- or extra-academic activities would you be interested in sponsoring or participating in? 10. Are you connected? (If you were organizing a special symposium or mini-conference on your topic, which scholars could you pick up the phone to call?)
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11. For women only: What does your husband think about you taking a job in another state? How long do you (do you really) plan to stay? The correct answer is "at least until my tenure review." These days, no one expects a longer commitment than that. How will you handle the separation? (This is asking for reassurance that you plan to live at Nameless U rather than commuting from your husband's home base. The last woman they hired did that and it didn't work out; she was never around). they may be trying to ascertain whether you have children without asking directly. you may want to offer a strategy for how you're going to manage your marriage (we've done this before--it's no big deal; my husband has a more marketable career and can't wait to follow me to your wonderful location; it's none of your business). if you're not obviously married (if you're straight or gay and have a SO), committees probably will not bother you with these sorts of questions. It will then be up to you to raise them if they are important to you. Would there be any chance, for ex., of landing a joint appointment for my "fiancee" or "companion"? I don't recommend this unless it's a decisive issue for you. If it is decisive, and it's a job you want, then by all means raise it at the time of the campus interview. An enlightened and clever search committee might raise this question with a candidate, acknowledging that it's a personal matter but will weigh on your decision to take the job, should you get an offer. Whether you're male or female, a search committee (assuming they find you an especially attractive candidate) may try to ascertain this sort of information to 1) inform you (because they feel it's only fair) what their institution's policy is on joint offers, or 2) see what it would realistically take to land you (is a joint offer the only terms you'll accept). (As someone who has been stuck in a commuting marriage for 7 years now, I am obviously not the best person to give advice on how to pull this off). A wrong answer to such an inquiry may disqualify your candidacy. 12. You've seen our (religious) mission statement. How would you see yourself contributing to our mission and campus atmosphere? technically, asking about your religious affiliation/ beliefs is an illegal question. Committees will be more or less direct with you about this
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question and you can perceive the degree of conformity/support they expect according to how they broach the subject. they are also trying to tell you that character (defined in their traditional, conservative way) counts at the institution and in town as well; they want you to withdraw from consideration if you won't fit in.
Interview Questions for Clerical Positions
Prioritizing Work What system for prioritizing your work do you think works best? Give me an example of a time when you had to juggle several things at once. How often did this type of thing happen? How did you handle it? Have you ever had a situation when several people gave you assignments due around the same time? How did you decide what order to do them? Was that a successful approach to take? Business Writing/Editing When typing, what kinds of mistakes can you catch quickly and correct for the original writer? When typing a document, which things do you feel comfortable changing without needing to check with the one who has assigned you the work? Which do you feel necessary to ask about before changing or rewriting? What type of letters, memos, etc., can you set-up or write “from scratch.” How much writing have you done from incomplete instructions or notes? Give me some examples, please. What formats or form letters have you had experience working with? Career Goals What are some of the positive things about working in the clerical field? How are you keeping up with the changes in software, technology, etc.? What are your ultimate career goals? How are you going about reaching them? What does “service” mean to you in this field?
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What keeps you challenged, as a clerical or administrative support person? Is it enough? Handling Clerical Pressure Give me a recent example of a situation you have faced when the “pressure was on” and tell me what happened as a result and how you handled it. How often have you had to deal with others’ frustrations? Give me an example of how you handled an upset person. What is the busiest recent work situation you have worked under? How did you like it compared to other work situations? When did it become too busy? How did you cope? How tight are the deadlines you have faced? Give me an example of a tight deadline you’ve faced recently. In past work situations, when have you felt most overwhelmed by work pressures? How did you react? Have you ever had a situation when someone was pressuring you for his or her work to be completed? How did you handle it? Independence and Initiative How have you organized your typical workday? Give me an example of a complex assignment you have accomplished on your own. How did you get it started? Why did you set it up that way? What amount of supervision do you feel most comfortable working under? Why? What have you done when you have had “down” time at work? How much training and guidance did you receive in past jobs? What sort of directions do you want from a supervisor? Do you like detailed instructions or would you rather just know the highlights? Do you want them in writing? What is a creative idea or change you’ve successfully put to work in a recent assignment? Internal Relations Give me an example of the kind of thing you have had to keep confidential. When was it most difficult to keep that confidence? Which sort of manager (tenant, co-worker) do you find hardest to work with? What did they do that bothered you? Give me an example of a recent conflict situation with a co-worker that you were involved in. What was your part in it?
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Organization How did you change a system or procedures you worked under in your last job? What were your responsibilities for ordering supplies? How did you keep track of that responsibility? What have you done that has organized others? One of our biggest problems has always been keeping track of_________. What suggestions do you have for improving this? What is the most technical assignment you have had to organize? What part of it was easiest/most difficult for you? Attention to Detail Walk me through how you set up and complete an assignment. What were the most important trouble spots you anticipated? Have you had assignments that had many tiny details? Give me an example. Do you enjoy proofreading or correcting other’s work? Why or why not? Assertiveness Have you had to “speak up” recently to your boss or others who gave you work when it wasn’t comfortable to do so? Have you had people who gave you assignments without complete instructions? How did you handle it? Please give a recent example. Have you ever had a situation when you found mistakes on an assignment someone else gave you (to type, process, etc.)? What did you do about it?
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General Questions
Questions start the minute the interview does, and to show that you are an exceptional candidate, you need to be prepared to answer not only the typical questions, but also the unexpected. You can expect questions regarding your qualifications, your academic preparation, career interests, experience, and ones that assess your personality. 1. Tell me about yourself The most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work-related items unless instructed otherwise. Talk about things you have done and jobs you have held that relate to the position you are interviewing for. Start with the item farthest back and work up to the present. 2. Why did you leave your last job? Stay positive regardless of the circumstances. Never refer to a major problem with management and never speak ill of supervisors, co-workers or the organization. If you do, you will be the one looking bad. Keep smiling and talk about leaving for a positive reason such as an opportunity, a chance to do something special or other forward-looking reasons. 3. What experience do you have in this field? Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can. 4. Do you consider yourself successful? You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others. 5. What do co-workers say about you? Be prepared with a quote or two from co-workers. Either a specific statement or a paraphrase will work.
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6. What do you know about this organization? This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players? 7. What have you done to improve your knowledge in the last year? Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive selfimprovement. Have some good ones handy to mention. 8. Are you applying for other jobs? Be honest but do not spend a lot of time in this area. Keep the focus on this job and what you can do for this organization. Anything else is a distraction. 9. Why do you want to work for this organization? This may take some thought and certainly, should be based on the research you have done on the organization. Sincerity is extremely important here and will easily be sensed. Relate it to your long-term career goals. 10. Do you know anyone who works for us? Be aware of the policy on relatives working for the organization. This can affect your answer even though they asked about friends not relatives. Be careful to mention a friend only if they are well thought of. 11. What kind of salary do you need? A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That's a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range. 12. Are you a team player? You are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.
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13. How long would you expect to work for us if hired? Specifics here are not good. Something like this should work: I'd like it to be a long time. Or As long as we both feel I'm doing a good job. 14. Have you ever had to fire anyone? How did you feel about that? This is serious. Do not make light of it or in any way seem like you like to fire people. At the same time, you will do it when it is the right thing to do. When it comes to the organization versus the individual who has created a harmful situation, you will protect the organization. Remember firing is not the same as layoff or reduction in force. 15. What is your philosophy towards work? The interviewer is not looking for a long or flowery dissertation here. Do you have strong feelings that the job gets done? Yes. That's the type of answer that works best here. Short and positive, showing a benefit to the organization. 16. If you had enough money to retire right now, would you? Answer yes if you would. But since you need to work, this is the type of work you prefer. Do not say yes if you do not mean it. 17. Have you ever been asked to leave a position? If you have not, say no. If you have, be honest, brief and avoid saying negative things about the people or organization involved. 18. Explain how you would be an asset to this organization You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship. 19. Why should we hire you? Point out how your assets meet what the organization needs. Do not mention any other candidates to make a comparison. 20. Tell me about a suggestion you have made Have a good one ready. Be sure and use a suggestion that was accepted and was then considered successful. One related to the type of work applied for is a real plus. 21. What irritates you about co-workers?
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This is a trap question. Think real hard but fail to come up with anything that irritates you. A short statement that you seem to get along with folks is great. 22. What is your greatest strength? Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude . 23. Tell me about your dream job. Stay away from a specific job. You cannot win. If you say the job you are contending for is it, you strain credibility. If you say another job is it, you plant the suspicion that you will be dissatisfied with this position if hired. The best is to stay genetic and say something like: A job where I love the work, like the people, can contribute and can't wait to get to work. 24. Why do you think you would do well at this job? Give several reasons and include skills, experience and interest. 25. What are you looking for in a job? See answer # 23 26. What kind of person would you refuse to work with? Do not be trivial. It would take disloyalty to the organization, violence or lawbreaking to get you to object. Minor objections will label you as a whiner. 27. What is more important to you: the money or the work? Money is always important, but the work is the most important. There is no better answer. 28. What would your previous supervisor say your strongest point is? There are numerous good possibilities: Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise, Initiative, Patience, Hard work, Creativity, Problem solver 29. Tell me about a problem you had with a supervisor Biggest trap of all. This is a test to see if you will speak ill of your boss. If you fall for it and tell about a problem with a former boss, you may well below the interview right there. Stay positive
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and develop a poor memory about any trouble with a supervisor. 30. What has disappointed you about a job? Don't get trivial or negative. Safe areas are few but can include: Not enough of a challenge. You were laid off in a reduction Company did not win a contract, which would have given you more responsibility. 31. Tell me about your ability to work under pressure. You may say that you thrive under certain types of pressure. Give an example that relates to the type of position applied for. 32. Do your skills match this job or another job more closely? Probably this one. Do not give fuel to the suspicion that you may want another job more than this one. 33. What motivates you to do your best on the job? This is a personal trait that only you can say, but good examples are: Challenge, Achievement, Recognition 34. Are you willing to work overtime? Nights? Weekends? This is up to you. Be totally honest. 35. How would you know you were successful on this job? Several ways are good measures: You set high standards for yourself and meet them. Your outcomes are a success.Your boss tell you that you are successful 36. Would you be willing to relocate if required? You should be clear on this with your family prior to the interview if you think there is a chance it may come up. Do not say yes just to get the job if the real answer is no. This can create a lot of problems later on in your career. Be honest at this point and save yourself future grief. 37. Are you willing to put the interests of the organization ahead of your own? This is a straight loyalty and dedication question. Do not worry about the deep ethical and philosophical implications. Just say yes. 38. Describe your management style. Try to avoid labels. Some of the more common labels, like progressive, salesman or consensus, can have several meanings
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or descriptions depending on which management expert you listen to. The situational style is safe, because it says you will manage according to the situation, instead of one size fits all. 39. What have you learned from mistakes on the job? Here you have to come up with something or you strain credibility. Make it small, well intentioned mistake with a positive lesson learned. An example would be working too far ahead of colleagues on a project and thus throwing coordination off. 40. Do you have any blind spots? Trick question. If you know about blind spots, they are no longer blind spots. Do not reveal any personal areas of concern here. Let them do their own discovery on your bad points. Do not hand it to them. 41. If you were hiring a person for this job, what would you look for? Be careful to mention traits that are needed and that you have. 42. Do you think you are overqualified for this position? Regardless of your qualifications, state that you are very well qualified for the position. 43. How do you propose to compensate for your lack of experience? First, if you have experience that the interviewer does not know about, bring that up: Then, point out (if true) that you are a hard working quick learner. 44. What qualities do you look for in a boss? Be generic and positive. Safe qualities are knowledgeable, a sense of humor, fair, loyal to subordinates and holder of high standards. All bosses think they have these traits. 45. Tell me about a time when you helped resolve a dispute between others. Pick a specific incident. Concentrate on your problem solving technique and not the dispute you settled. 46. What position do you prefer on a team working on a project? Be honest. If you are comfortable in different roles, point that out.
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47. Describe your work ethic. Emphasize benefits to the organization. Things like, determination to get the job done and work hard but enjoy your work are good. 48. What has been your biggest professional disappointment? Be sure that you refer to something that was beyond your control. Show acceptance and no negative feelings. 49. Tell me about the most fun you have had on the job. Talk about having fun by accomplishing something for the organization. 50. Do you have any questions for me? Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? are examples.
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Behavioral Interview
More employers are using behavioral interviewing in the hiring process. This type of interview is based on the idea that the best way to predict your future performance is to examine your past and present performance in a similar situation. It focuses on experiences, behaviors, knowledge, skills and abilities that are job related. With the Behavioral interview Employers predetermine which skills are necessary for the job for which they are looking and then ask very pointed questions to determine if the candidate possesses those skills. Currently, 30 percent of all organizations are using behavioral interviewing to some degree. Prepare for Behavioral Interviews by researching what job competencies an employer might seek. Why should you prepare for behavioral interview? Candidates who prepare for behavioral interviews are better prepared - even for traditional interviews. Using behavioral answers works well with inexperienced interviewers. Companies that invest the time and energy in developing behavioral interviews often attract top candidates. Top candidates make the company a more desirable place to work. Before the interview: One way to prepare for the interview is to first consider the job description. What skills are listed as qualifications for the job? For example, does the organization say they need team players? someone with a strong attention to detail? keen problem solvers? or someone with superior customer service? Once you have a greater understanding of the kinds of skills they are seeking, you can begin to reflect upon experiences in which you demonstrated these skills. If you don’t have a job description, think about the skills that might be necessary for the job or speak to an advisor in career services.
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When answering the question: First, internally note what competency or skill the employer may be seeking (hint: it may be more than one) and then always make sure you: Describe a specific, recent situation (if you can, try to keep it within two years) Detail your behavior or the actions you took to resolve the situation. (Be sure that your role is clear and significant) Share the outcome or the results of the situation. Feel free to draw upon your experiences within an on-campus organization or sports team, volunteer work, prior internships, classroom experience or coursework. Some examples of Job Competencies are below: Adaptability Analysis Analytical Problem Solving Attention to Detail Continuous Learning Communication-Oral Communication-Written Conflict Management Assertiveness Control Creativity/Innovation Customer Service Decisiveness Delegation Entrepreneurial Insight Diplomacy Equipment Operation Fact Finding-Oral Financial Analytical Ability Futuristic Thinking Initiative Goal Orientation Impact Independence Flexibility Innovation Integrity Interpersonal Skills Leadership Influence Planning and Organizing Listening Personal Effectiveness Persuasion Participative Management Presentation Skills Risk Taking Process Operation Rapport Building Resilience Practical Learning Safety Awareness Sales/Persuasiveness Sensitivity Stress Teamwork Written Communication Professional
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Knowledge Empathy Employee Development Energy Decision Making Management Motivation Negotiation Judgment Technical Proficiency Tenacity Training Strategic Analysis
During a behavioral interview, always listen carefully to the question, ask for clarification if necessary, and make sure you answer the question completely. Your interview preparation should include identifying examples of situations from your experiences on your resume where you have demonstrated the behaviors a given company seeks. When answering behavioral questions use the STAR Method and convey specific situations, actions, and outcomes/results. Situation Use specific details about a situation or task. Task Tell what led to the situation or task? Action Taken Discuss what you did and who was involved? Result or outcome Communicate the outcome? Before the interview process, identify two or three of your top selling points and determine how you will convey these points (with demonstrated STAR stories) during the interview. Whenever you can, quantify your results. Numbers illustrate your level of authority and responsibility. For example: "I was a shift supervisor." could be "As Shift Supervisor, I trained and evaluated 4 employees." Be prepared to provide examples of when results didn't turn out as you planned. What did you do then? What did you learn? Your resume will serve as a good guide when answering these questions. Refresh your memory regarding your achievements in the past couple of years. Demonstration of the desired behaviors may be proven in many ways. Use examples from past internships, classes, activities, team involvements, community service and work experience.
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Behavioral Interview Questions
Behavioral questions can be difficult if you are not prepared. Always try to be conscious about what the recruiter is trying to find out about you by asking you a particular question. Setting up a mock interview with the MIT Careers Office is an excellent way to practice. Here are some examples: Adaptability: Tell me about a time when you had to adjust to a classmate’s or colleague’s working style in order to complete a project or achieve your objectives. Analytical Skills/Problem Solving Tell me about a situation where you had to solve a difficult problem. What did you do? What was your thought process? What was the outcome? What do you wish you had done differently? Communication: What is your typical way of dealing with conflict? Give me an example. Give me an example of a time when you were able to successfully communicate with another person even when that individual may not have personally liked you (or vice versa). How did you handle the situation? What obstacles or difficulties did you face? How did you deal with them? Creativity: Tell me about a time when you had to use your presentation skills to influence someone's opinion. Tell me about a problem that you’ve solved in a unique or unusual way. What was the outcome? Were you happy or satisfied with it? Decision Making: Tell me about a difficult decision you've made in the last year. Describe a situation where you have had to overcome a problem or obstacle in order to move forward with something. What did you do? Tell me about a time when you had to make a decision without all the information you needed. How did you handle it? Why? Were you happy with the outcome? Flexibility: Give me a specific example of a time when you had to conform to a 28
policy with which you did not agree. Describe a time when you put your needs aside to help a co-worker understand a task. How did you assist them? What was the result? Goal Setting: Give me an example of a time when you set a goal and were able to meet or achieve it. What do you consider to be your greatest achievement so far and why? Tell me about a goal that you set that you did not reach. What steps did you take? What obstacles did you encounter? How did it make you feel? Iniative: Describe a time when you anticipated potential problems and developed preventive measures. What tricks or techniques have you learned to make school or a job easier, or to make yourself more effective? How did you learn that? Describe a situation where you have had to use your initiative to solve a problem. What did you do? What was the best idea you came up with during your professional or college career? How did you apply it? Give me an example of a time when something you tried to accomplish and failed. Give me an example of when you showed initiative and took the lead. Integrity/Honesty: Tell me about a time when you missed an obvious solution to a problem. Tell me about a time when you were forced to make an unpopular decision. Tell me about a time you had to fire a friend. Describe a time when you set your sights too high (or too low). Tell of the most difficult customer service experience that you have ever had to handle-perhaps an angry or irate customer. Be specific and tell what you did and what was the outcome. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. Give a specific example of a policy you conformed to with which you did not agree. Why? Leadership: Give me an example of a time when you motivated others. Tell me about a time when you delegated a project effectively.
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What has been your experience in giving presentations to small or large groups? What has been your most successful experience in speech making? Tell me about a team project when you had to take the lead or take charge of the project? What did you do? How did you do it? What was the result? Interpersonal Skills: Give me an example of a time when you used your fact-finding skills to solve a problem. Give me a specific example of a time when you used good judgment and logic in solving a problem. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. Give an example of when you had to work with someone who was difficult to get along with. How/why was this person difficult? How did you handle it? How did the relationship progress? Planning and Organization/Time Management: How do you determine priorities in scheduling your time? Give examples. Describe a time in school when you had many projects or assignments due at the same time. What steps did you take to get them all done? Tell me about a time when you had too many things to do and you were required to prioritize your tasks. How do you prioritize projects and tasks when scheduling your time? Give me some examples. Teamwork: Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). Tell me about a recent situation in which you had to deal with a very upsetcustomer or co-worker. Describe a situation where you have had to work as part of a team to achieve a result. What was your role in this? Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?
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Illegal Interview Questions
Is it legal for a job interviewer to ask me if I have a disability? No. The Americans with Disabilities Act (ADA) prohibits questions about medical conditions; past hospitalizations; nature and severity of disabilities; and other related matters on job applications and in job interviews. Unfortunately, some employers persist in asking questions that are prohibited under the ADA. This places job applicants in the uncomfortable position of deciding how to respond. What type of question is an interviewer allowed to ask? An employer may ask you whether you can perform the job-related functions, as long as they don’t phrase the questions in terms of the disability. For example, if driving a vehicle is a function of the job, the employer may ask if you have a driver’s license. However, they may not ask if you have a visual disability that would prevent you from driving. Do I have to tell the truth about my disability? It is recommended that you never lie on a job application or job interview. The employer could have a legitimate justification to fire you later on if it’s revealed that you lied. Some courts have ruled that lying on a job application or in an interview is a legitimate ground for firing an employee, even if there is evidence that the firing was also motivated by unlawful discrimination. Can the interviewer ask about gaps in my employment history if those gaps were related to my disability? Under the Americans with Disability Act (ADA), potential employers cannot ask certain questions at a job interview that would result in the applicant revealing information about the existence or nature of a disability. Questions about gaps in employment history are likely to lead to information about an applicant’s disability and are therefore arguably illegal. However, until the courts and the Equal Employment Opportunity Commission (EEOC) clarify the issue, the law on this
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question is unsettled. What should I do if an interviewer asks me unlawful questions about my disability? There is no easy answer. If you are asked a question at a job interview that is not allowed under the ADA and you answer the question, you may be revealing information that the law allows you to keep private, at least at that stage of the job application process. There are two basic issues for you to consider: (a) do you want to get the employer to change the illegal job application or interview process or (b) do you want to get the job? Accomplishing both objectives at the same time may be difficult. If your main goal is to pursue the job, you may choose to refuse to answer a question in a nonconfrontational manner. For instance, you could state that you read about a law that prohibits questions of this type during job interviews. This lets you avoid answering the question without giving the employer the impression that you have a disability. If your main goal is to get the employer to change the illegal interview process, then you can file a complaint with the EEOC or state or local human rights agencies, and ask them to take up the problem of the illegal question with the employer. What should I do if I encounter an illegal question on a written job application? You may leave the question blank or ask if you can take the application to fill it out at home. If you are permitted to take the application home, you can show the application to the U.S. Equal Employment Opportunity Commission (EEOC), NYLPI, other advocacy organizations, or state or local human rights agencies, and ask them to take up the problem of the illegal question with the employer. If you do this, you can also request that the agency to whom you show the application not reveal your identity to the employer. This may enable you to get the application changed while continuing to pursue the job.
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What should I do if I refuse to answer illegal interview questions and then don’t get the position? The employer has violated the law. You may want to consider filing an administrative complaint with the EEOC or a state or local human rights agency. If I apply for a job and I am not hired, how do I know if the employer has violated the law and discriminated against me because of my disability? There is no way to know for certain. This is especially true when an employer doesn’t directly state that you weren’t hired because of your disability or provides no reason at all for not hiring you. Then, how can I prove that I wasn’t hired because of my disability? (a) You must show that you are a person with a disability; you were qualified for the job; you were denied the job; and the job either remained open or was given to a person without a disability. (b) The employer must offer a neutral or non-discriminatory reason for the decision not to hire you, such as the fact that you were not qualified for the job or were not as qualified as another applicant who was hired. (c) If the employer can meet this burden, then you have to show that the neutral reason given by the employer is not the real reason for the employer’s decision not to hire you, and your disability was the true reason. Any information that you can obtain on these issues prior to filing a complaint will be helpful to your case. What’s my chance of success if I file a complaint based on disability discrimination by an employer? Even if you can prove that an employer asked an illegal question on a job application or at an interview, and you can prove that you were not hired as a result of your response to the illegal question, you will not necessarily win an administrative proceeding challenging the employer’s decision not to hire you. To win an administrative complaint or lawsuit challenging a decision not to hire you, you will also have to prove that you were able to
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perform the essential functions of the job, with or without a reasonable accommodation. You will need concrete evidence that the employer’s decision not to hire you was based, at least in part, on your disability. Does an employer who asks an illegal job interview question violate the ADA even if they extend a job offer? The employer may have violated the ADA even if you are offered the job or even if you decide that you do not want the job and withdraw your application before a hiring decision is made. In either of these situations, you may want to ask the EEOC, NYLPI or state or local human rights agencies to investigate and ask the employer to change the application or interview process so that the question is not asked of other applicants. Does the ADA require employers to give preference to hiring people with disabilities? No. While the ADA and state and local laws protect people from employment discrimination on the basis of disability, they do not require an employer to hire or promote the person with a disability over other people. These laws prohibit an employer from refusing to hire or promote or from taking other adverse action against a person because of the person’s disability, if he or she can perform the essential functions of the job. An employer can, under the ADA, choose a person without a disability with more experience over an individual with a disability even if the individual with the disability is qualified for the job. An employer can choose a person without a disability over an individual with a disability, if the two individuals are equally qualified, as long as the choice was not made because of the individual’s disability.
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Questions by Function
Consulting What background do you have that would be helpful in consulting? Why consulting? How do you think the consulting industry is structured? What are some differences among the consulting firms that are important to you? What were the sales of your last employer? What was its profitability? Are you a generalist or specialist? Where do you see yourself specializing? Are you competitive? How are you going to make your decision if you get more than one offer? Health Care Why are you interested in the health care industry? Why are you pursuing an MBA vs. Master in Health Administration? What strengths do you have for the health care industry? Prioritize the most important issues facing health care management. Provide your recommendations to address these issues. What is the current administration’s goal towards health care? Why have some HMOs been successful and others have not? Elaborate. Investment Banking What would you do if you weren’t going into investment banking? What was your quantitative GMAT score? Some technical finance/accounting questions: - How do you value a firm? - What is an interest rate swap? - What is DCF? How do you calculate the discount rate? - How do you determine if a stock is undervalued? - How would you price the stock for an IPO? - What is the yield on a zero coupon bond trading at par with 10 years to maturity? - What is working capital? Quick ratio? Free cash flow? Tell me what you know about [the firm]. Tell me about the cultures of the different firms. How are you going to make your decision if you get more than one offer? 35
What do you want to do and why- M&A, capital markets, or corporate finance? The bond market is going down; what is the stock market going to do? Where is the industry going? What is the market doing? What are the headlines in today’s Wall Street Journal? What do you read regularly on the industry? Why choose investment banking? Why pick this bank? Tell me what an investment banker does. Tell me the difference between commercial and investment banks. Why pick corporate finance as opposed to sales and trading? What are your outside activities? Why would you be willing to give them up for such a demanding job? What role do you play in group situations? What would you do if offered drugs as part of the deal? (or other ethically-oriented questions) Sell us on your quantitative skills. How smart are you? How do we know how smart you are? If we made you an offer today, would you take it? What did the Dow, S&P, or NASDAQ close at yesterday? What stocks do you follow and why? (Be prepared to discuss the stock’s performance.) Marketing Give me the attributes of a good brand manager. Now take me through your background and demonstrate how you have each attribute. Rate Yale’s marketing program. How would you sell more [Tide]? Talk about an ad—what makes it effective? interesting? etc. What are some examples of bad advertising? Why? How do you sell your ideas? What are you looking for in a consumer products company? What do you think are the most important traits in a marketing person? Describe your leadership style. Provide an example of your problem solving approach. Sales and Trading What other firms have you talked to? What makes you think you can sell? Would you like to do sales or trading? Why?
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Tell me what you think a trader (salesperson) does. Why choose selling debt vs. selling equity? Why didn’t you choose corporate finance? What do you think having an MBA does for you in this field? What particular markets or instruments are you interested in? Why? Will your personality make you a good trader? Why? How will you motivate yourself to make the calls you hate to make? What are your grades? (Yes, they know about the Yale SOM grading process.) Strategic Planning and Corporate Finance What do you hope to gain by working for our firm? Where do you see yourself five years from now? How do you see your career progressing in our firm? What do you know about our industry? How would you describe our competitive position? Our ____ division is thinking of introducing a (such and such) new product. How would you go about determining if this is a good idea? We are having trouble managing our ____ division. What do you think are the key performance metrics? How would you improve them? How would you value our _____ for a potential sale, spin-off, or liquidation? How does M&A activity in banking affect our industry? Venture Capital What is venture capital? What strengths do you have for venture capital? Tell me when you have worked with all management levels--from CEO to analyst. Describe your analytical and interpersonal skills. What operations exposure have you had? What managerial exposure have you had? What do you look for in a venture? Do you think more effort should be put into human capital or raising funds and investing them?
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Interview Questions for Laboratory Positions
Describe your field experience: sample type collected, sampling techniques, field measurements taken and equipment used. Please describe your experience with analytical chemistry Do you have experience with organic extractions and/or sediment or tissue digestions? Do you know what trace metal clean technique is? Please describe. Please describe your experience with and/or knowledge of Quality Assurance and Quality Control Analyses. Describe your experience with analytical instrumentation. Have you developed or assisted with the development of lab or sampling procedures? Please describe briefly. Describe your computer applications experience, specifically with regards to word processing, text editing, e-mail and data management with the use of spreadsheets and databases. What programs have you used and in what capacity? Have you had a job where you had to meet strict deadlines? What percentage of those deadlines were you able to meet? What were the contributing factors in them not being met? What do you consider when organizing your work? Describe a past situation in which you worked as a member of a team? What was your role in the team?
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With respect to your interpersonal skills, describe the nature and frequency of interactions in your previous positions and with whom you interacted. How would you solve any personal conflicts with co-workers? Our analyses are subject to a great deal of scrutiny by regulators, discharges, and special interest groups. Some of our data have been subpoenaed and used in court cases. Our data are also published in scientific journals. Therefore, it is very important to us that all aspects of the analyses are carefully and extensively documented such that the data will withstand external review. This requires a great deal of care and attention to details. Have you been involved in any work similar to this or are there any skills that show your abilities to work in this field? Our work involves going on two cruises in San Francisco Bay each year. Each cruise is for approximately two weeks, typically leaving Santa Cruz on Sunday evening and returning to Santa Cruz on the following Thursday evening for the weekend, the going back for three more days the next Sunday. Workdays on the boat during the sampling trip start very early in the morning and are typically 10 to 12 hours. The evenings are spent in motels with two individuals per room. There is heavy equipment that needs to be carried to and from the boat. Sometimes the weather conditions and ocean conditions are rough. Also, space on the boat is limited. Do any of these working conditions represent a problem to you? We've gone over the essential functions and expectations for this position, with or without employment accommodation; do you perceive of any difficulties meeting these expectations? (I.e., Can you maneuver objects weighing 40-lbs. from the dock to the boat? Can you use hand tools to make simple repairs/adjustments to the equipment? Describe your previous job experience relevant to this position Describe experience with the following techniques: iodinating proteins cell cultures RNA isolation and measurements protein assays histology running radioimmunoassays and radioreceptor assays fixing, embedding and sectioning tissue samples for regular histology
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and immunocytochemistry Describe experience handling laboratory rats and mice: assisting with surgical procedures injecting sacrificing collecting tissue This job requires working with radioisotopes and carcinogens. Please describe your experience working with these, and the methods used for safe handling. Does working with these present any difficulties for you? Much of this work is done independently in a room away from the main lab and you would be working alone for several hours. Can you give an example of working in this type of environment and whether or not this would present any difficulties? Give an example or two of the types of repetitive tasks you've had to perform, how often you performed them and how you ensured a high level of accuracy while doing repetitive tasks. Describe the level of supervision you've received in the past and the type of work you did independently. Can you describe a situation you've encountered in dealing with conflict in the work place? How did you handle the conflict? Can you give an example of a change in procedures, or priorities you had to make? Please describe your experience with lab notes, how accurate they needed to be and wheat the ramifications were if not accurate. The lab has approximately a dozen people working on different research projects. Frequently equipment usage needs to be coordinated with other lab members. Can you give an example of working as a team member in a large group?
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Interview Questions for a Teacher Job
Phone Interviews Phone interviews seem to be growing more common as search committees try to make the difficult decision of who to invite for a campus interview. When you pass this level you will pass to the interview, and to campus for in-person interviews, and ultimately offered the position! If you are not interviewed by phone, these same questions are likely to be asked on site. Questions for a teacher job interview: Why are you interested in this position? How will/could you involve students in your research? What courses could you teach here? (Check out the course offerings in the department ahead of time and use actual course numbers to refer to the courses you could step into, as well as new courses you might propose.) What sorts of research projects/topics could you pursue here? (Check out the research interests of the other faculty in the department, and mention possible areas for potential collaboration.) What kinds of facilities would you need to conduct your research and teaching here? (If possible, get a sense of what major items are already in place (such lists are often on departmental/college websites) and talk about how you could use what’s there, as well as anything new you would need/want.) When could you start in the position? What do you see as your greatest accomplishments in your career to date? What shortcomings have you dealt with? How would you describe your interactions with students? What questions do you have for us? 41
(You should prepare several questions in advance. Asking these questions led to more lively discussion among the interviewers and allowed everyone’s individual personalities to emerge.) Questions for you to ask On-Site Interviews: The following questions are in no particular order and reflect our personal experiences. Some of these questions could also come up in a phone interview, although probably not the more detailed ones. So even if you are only at the phone interview stage, it would be helpful to review these, too. Research Why did you choose your dissertation (post-doc) topic? Tell us about the theoretical framework of your research. What changes would you have made to your dissertation or postdoctoral work if you were to begin again? What contribution does your dissertation make to the field? Tell me about your research. Why didn't you finish your dissertation sooner? What are your research plans for the next 2/5/10 years? What are possible sources of funding to support your research? What are your plans for applying for external funding? When will you have sufficient preliminary data for a grant application? What facilities do you need to carry out your research? How does your research fit in with this department? Who would you collaborate with? What kind of startup package do you need? Do you have the permission of your mentor/advisor to take this work with you? (mostly asked of postdocs) Teaching Are you a good teacher? What makes a good advisor? Do you think it is important to challenge your students? How would you do that? How many MS and PhD students would you try to have in your lab? And what about technicians and post-docs? What is your approach to advising graduate students? It is the third week of your introductory class and you notice that some students really aren't paying attention, some are sleeping and some aren't showing up - what do you do?
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How do you feel about having to teach required courses? How do you motivate students? How would you encourage students to major in your field? In your first semester you would be responsible for our course in _____. How would you structure it? What textbook would you use? What is your teaching philosophy? If you could teach any course you wanted, what would it be? What do you think is the optimal balance between teaching and research? Have you had any experience with distance learning or technology in the classroom? How would you involve undergraduates in your research? Have you taught graduate or professional students? Have you supervised any undergraduate or undergraduate students? Institutional/Departmental Issues Can you summarize the contribution you would make to our department? Are you willing to become involved in committee work? Why are you interested in our kind of school? What institutional issues particularly interest you? Career and Personal You list a number of interesting community service activities on your CV. Would you want to continue with that sort of extracurricular involvement if you came to U of X? If you have more than one job offer, how will you decide? How do you feel about living here? What does your spouse do? (…they are not supposed to ask this but they probably will!) What do you do in your spare time? Who else is interviewing you? What will it take to persuade you to take this job? What kind of salary are you looking for? Helpful advice based on experience: Try to enjoy yourself. If you enjoy talking to certain people during the day you can bring that up with the committee. They want to know that you enjoy the department. Be prepared to tell your story again and again. It may seem like it is getting really old and boring, but try to make it seem fresh to them. Say goodbye to people you have talked with individually if you can. Read the job description carefully.
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Bring phone numbers and names. Bring a print-out of the faculty web pages, particularly those you know you are going to meet but also those of others so you can look them up quickly. Practice your talk to death. Time it. Develop a "cocktail party length" summary of your work that you can spout off. Bring extra copies of your vita, dissertation abstract, papers, statement of research interests, handouts for talk. Bring a sample syllabus of a course you might want to teach. Don't check in anything critical on the plane – carry it with you.
Interview Information
The Purpose of an Interview Goal of Candidate: Gather information on position and employer. Evaluate position, job-setting, coworkers. Determine if position is suitable – “Do I want to work here?” Communicate information about yourself – convince employer to hire you because you are qualified for the position. Goal of Interviewer: Promote organization. Attract the best candidate, gather information, and assess candidate’s qualifications. Determine if the candidate fits the position. Research the Position Make sure you understand the details, requirements, and responsibilities of the job you are applying for. This information can be typically found by reviewing interview bulletins, recruiting information, and company literature. Additionally, conducting your own informational interviews can often provide valuable information. Finally, be able to relate your skills and qualifications to the stated job responsibilities.
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Research the Organization How long has it existed? What is its mission? What does it produce? Who does it serve? Size? Location? Visit the organization's website to help you research companies and organizations. In addition, expand your search by conducting informational interviews. Prepare and Practice Develop specific examples that highlight your skills. Make sure that you can answer each question honestly and sincerely without sounding like you prepared them. But remember, this is not an exhaustive list of possible interview questions, but rather some general samples to help you begin thinking about what may be asked during an interview. Anticipate Difficult Questions Can you explain your low grade point average? Why did you change you major three times? Do not try to avoid these questions, explain the situation honestly and in a positive manner. Try to turn a weakness into a strength, i.e., “Yes, my GPA is low, but this is because I worked thirty hours a week to put myself through school.” Prepare Questions for Your Interviewer What are the educational opportunities? What training will I receive? The end of the interview is usually reserved for your questions. Do not just ask generic questions, and do not ask questions that could easily be found in company literature. Ask questions that will help you determine if you are a good match for the position and organization, such as the questions above.
Questions for you to Ask
Asking questions indicates to the employer that your job search has been well thought out. Your interest in the organization resulted in thorough research and preparation.
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The following are samples of questions prepared to start you thinking about questions you can ask in an interview. Do not memorize these samples but do sit down, study them and figure out how they translate into suitable questions for the organization you are interviewing. Prepare questions to ask the interviewer, such as: What do you think are the three key skills/strengths vital to this position? What characteristics do the achievers in this company seem to share? Is there a lot of team project work? What would I be expected to accomplish in the first six months on the job? in the first year? What are some of the department’s ongoing and anticipated special projects? Identify a typical career path in your organization for someone with my qualifications. How is an employee evaluated and promoted? What is the retention rate of individuals in the position for which I am interviewing? Tell me about your initial, as well as future training programs. What are the challenging facets of this job? What industry trends will occur in this company? Describe the work environment. What are the company’s strengths and weaknesses? Who are your clients? May I talk with one? Who are your competitors? What kinds of computers and programs do you use? Will I have my own computer? How would you describe your company’s personality and management style? Is it company policy to promote within? Tell me the work history of your top management. What are your expectations for new hires? What is the overall structure of the department where this position is located? What qualities are you looking for in your new hires? Is this a new position or a replacement? What happened to the person who held it previously? Is there someone already employed by the firm who thinks they should have this position? What is the next step in the hiring process for this position? Do not ask about salary and benefits. Will I work independently or with others? Who directly supervises this position? What is his or her background? What's he or she like? May I talk to other people who report to this
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person? Are there any recent or anticipated changes in the structure of the organization (mergers, cutbacks)? If I want to further my education, does the organization offer tuition benefits? Can I provide you with any other information to help you in the decision making process? Will I have a written employment agreement? Does your company require that I sign a non-compete agreement? How many women and minorities hold management positions in your company? Where do the other employees live? How far away are these communities? Can you describe them? What is the commute like? How many other candidates are you considering for this position? What can you tell me about them? How soon can I expect to hear from you?
Hypothetical and Stress Interviews
Hypothetical Interviews Employers will sometimes “put” you in a work situation to test your problem solving skills. You must be able to think on your feet and analyze the situation while keeping in mind the company's culture and values. Don’t concentrate so much on what your final answer is but that you show a logical thought process in developing your answer. There is sometimes no “one” right answer but there are definitely wrong ones. Steps to problem solving: 1. 2. 3. 4. 5. 6. Gather relative information Evaluate your information Prioritize the information Propose and weigh possible solutions Choose and propose your solution Discuss how you would evaluate the effectiveness of your solution
Examples: How would you handle it if a co-worker confided in you that they have seen another employee stealing from the company? 47
What would you do if 2 out of 3 people did not show up for their shift? What would you do if your supervisor asked you to do something that you felt was unethical? Do you feel it is unethical to charge two different prices for the same service? Stress Interviews If you feel that you are being interrogated rather than interviewed you might be in a “stress or direct interview.” The employer may be interested to see how you handle pressure. They will ask direct questions that will put you on the spot. The trick is to stay calm and composed while addressing their concern or answering the question. Examples: The recruiter makes you wait 10 minutes. Why is your GPA not higher? I don’t know if you have what it takes for this position. (Then silence)
Ten Rules about Interview
1. Keep your answers brief and concise. Unless asked to give more details, limit your answers to two to three minutes per question. Tape yourself and see how long it takes you to fully answer a question. 2. Include concrete, quantifiable data. Interviewees tend to talk in generalities. Unfortunately, generalities often fail to convince interviewers that the applicant has assets. Include measurable information and provide details about specific accomplishments when discussing your strengths. 3. Repeat your key strengths three times. It’s essential that you
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comfortably and confidently articulate your strengths. Explain how the strengths relate to the company’s or department’s goals and how they might benefit the potential employer. If you repeat your strengths then they will be remembered and—if supported with quantifiable accomplishments—they will more likely be believed. 4. Prepare five or more success stories. In preparing for interviews, make a list of your skills and key assets. Then reflect on past jobs and pick out one or two instances when you used those skills successfully. 5. Put yourself on their team. Ally yourself with the prospective employer by using the employer’s name and products or services. For example, “As a member of __________, I would carefully analyze the __________ and ______.” Show that you are thinking like a member of the team and will fit in with the existing environment. Be careful though not to say anything that would offend or be taken negatively. Your research will help you in this area. 6. Image is often as important as content. What you look like and how you say something are just as important as what you say. Studies have shown that 65 percent of the conveyed message is nonverbal; gestures, physical appearance, and attire are highly influential during job interviews. 7. Ask questions. The types of questions you ask and the way you ask them can make a tremendous impression on the interviewer. Good questions require advance preparation. Just as you plan how you would answer an interviewer’s questions, write out any specific questions you want to ask. Then look for opportunities to ask them during the interview. Don’t ask about benefits or salary. The interview process is a two-way street whereby you and the interviewer assess each other to determine if there is an appropriate match. 8. Maintain a conversational flow. By consciously maintaining a conversational flow—a dialogue instead of a monologue—you will be perceived more positively. Use feedback questions at the end of your answers and use body language and voice intonation to create a conversational interchange between you and the interviewer. 9. Research the company, product lines and competitors. Research will provide information to help you decide whether you’re interested in the company and important data to refer to during the interview. 10. Keep an interview journal. As soon as possible, write a brief
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summary of what happened. Note any follow-up action you should take and put it in your calendar. Review your presentation. Keep a journal of your attitude and the way you answered the questions. Did you ask questions to get the information you needed? What might you do differently next time? Prepare and send a brief, concise thank you letter. Restate your skills and stress what you can do for the company. Because of its importance, interviewing requires advance preparation. Only you will be able to positively affect the outcome. You must be able to compete successfully with the competition for the job you want. In order to do that, be certain you have considered the kind of job you want, why you want it, and how you qualify for it. You also must face reality: Is the job attainable?
Questions for you to Ask
Asking questions indicates to the employer that your job search has been well thought out. Your interest in the organization resulted in thorough research and preparation. The following are samples of questions prepared to start you thinking about questions you can ask in an interview. Do not memorize these samples but do sit down, study them and figure out how they translate into suitable questions for the organization you are interviewing. Prepare questions to ask the interviewer, such as: What do you think are the three key skills/strengths vital to this position? What characteristics do the achievers in this company seem to share? Is there a lot of team project work? What would I be expected to accomplish in the first six months on the job? in the first year? What are some of the department’s ongoing and anticipated special projects? Identify a typical career path in your organization for someone with my qualifications. How is an employee evaluated and promoted? What is the retention rate of individuals in the position for which I am interviewing?
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Tell me about your initial, as well as future training programs. What are the challenging facets of this job? What industry trends will occur in this company? Describe the work environment. What are the company’s strengths and weaknesses? Who are your clients? May I talk with one? Who are your competitors? What kinds of computers and programs do you use? Will I have my own computer? How would you describe your company’s personality and management style? Is it company policy to promote within? Tell me the work history of your top management. What are your expectations for new hires? What is the overall structure of the department where this position is located? What qualities are you looking for in your new hires? Is this a new position or a replacement? What happened to the person who held it previously? Is there someone already employed by the firm who thinks they should have this position? What is the next step in the hiring process for this position? Do not ask about salary and benefits. Will I work independently or with others? Who directly supervises this position? What is his or her background? What's he or she like? May I talk to other people who report to this person? Are there any recent or anticipated changes in the structure of the organization (mergers, cutbacks)? If I want to further my education, does the organization offer tuition benefits? Can I provide you with any other information to help you in the decision making process? Will I have a written employment agreement? Does your company require that I sign a non-compete agreement? How many women and minorities hold management positions in your company? Where do the other employees live? How far away are these communities? Can you describe them? What is the commute like? How many other candidates are you considering for this position? What can you tell me about them? How soon can I expect to hear from you?
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Interview During a Meal
It is rare that a first interview will take place during a meal; second interviews sometimes involve lunch or dinner. In any case, if you are having a discussion in an office, which then continues over a meal, remember that you are being “interviewed” in both settings. What you say and do will be under review until you say goodbye. A few guidelines will help to make the meal less stressful. If you have questions about table manners, brush up with an etiquette book. Order something that is easy to eat—stay away from items such as shish kebab, french onion soup, and spaghetti or linguine. Beware of finger food. You will want to be able to eat small bites of your food without dropping or spilling anything. Follow the lead of your host(s) regarding which courses and generally which items to order. You may want to ask, “What do you recommend here?” so that you will have an idea of what they are likely to order. Order items within the same price range or lower, and never order the most expensive item on the menu. If others are ordering an appetizer and an entrée, you should do the same. If no one orders dessert, you should refrain. It is almost always unwise to drink alcohol in an interview setting. If you are at a group dinner or a cocktail reception where wine is served and your hosts are having a glass, you can have a glass to be sociable, but don’t drink all of it. Even a small amount of alcohol can impair your judgment. Be prepared to ask a few questions during the meal, or you may end up with a full plate of food when others are ready for coffee. A meal may be a good time to ask your interviewer(s) about his or her career path(s).
TYPES OF INTERVIEWS
Interviewers come in many styles, shapes, and sizes. They may be trained professionals or rank beginners. They may be pleasant and encouraging or rude and opinionated.
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Likewise, there are several kinds of interviews, depending on the personality and preferences of the interviewer and the instructions from the employer. Generally, in on-campus and consortia interviews students will be involved initially with a screening interview, one from which the interviewer makes a recommendation about whether to consider a candidate further. The screening interview is usually (but not always) conducted by a friendly, encouraging individual who has been trained to follow a fairly structured line of questioning. Telephone Be ready for a telephone interview from the moment you apply for a position. Many times a company will ask you questions the first time they contact you to begin assessing your qualifications. Keep a list with you of the positions you have applied for, the company it is with, the job description and any other pertinent information. The fact that they cannot see you is a challenge but also a benefit, use your notes. Group Some employers will interview several candidates at the same time or you might find yourself in a social setting with the other candidates during the interview process. Keep in mind that the employer is always evaluating you. You want to be seen as a team player. Panel A panel is the reverse of the group interview. There are several people from the employer. You might be interviewed by 2-10 people at the same time. Be sure to make eye contact with each person. When a question is asked you want to direct 50% of your eye contact to the person that asked the question and the other 50% to the other members of the panel. Try to get everyone’s contact information so that you can write each of them a thank you letter. One-On-One This is the traditional format for interviews. Make good eye contact and try to match their “style”. If they are very conservative and don’t smile it would not be a good idea to try humor in the interview.
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On-Campus The main challenge is that you usually only have 30 minutes with the recruiter. So be sure to use all the time to your advantage. If there are company representatives in the waiting area, take advantage of the extra “face time” by speaking with them. Remember, they are always evaluating you. On-Site When you get an interview that is at the employer’s place of business you need to stay on your toes. You want to be nice to everyone from the receptionist to people you pass by in the parking lot. You never know what their position is at the company. Plan your route to the location and make sure you allow for traffic. You do not want to be late to an interview! Arrive about 15 minutes early but you want to be near the employer about 1 hr before your interview so you can make sure you have everything together. Take the last 45 minutes to get some water or a bite to eat if you are hungry.
Gender Neutral Job Evaluation
What is meant by “gender neutral job evaluation”? Gender neutral evaluation means that the factors that are considered and the way in which those factors are applied must be free of any gender bias (favouring neither male nor female-dominated jobs). Does gender neutral job evaluation favour women’s jobs? No. The emphasis is on not favouring either male or female dominated jobs, but to deal with all jobs in an unbiased way. In the past, job evaluation plans have tended to overlook some aspects of work traditionally done by women. The new plan removes those biases. How can different jobs be compared? The gender neutral job evaluation plan employs a factor point rating method of job evaluation. Factor point rating is an analytical and quantitative method of evaluation and was chosen because it is particularly suited to the consistent evaluation of work that is
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dissimilar and diverse in nature. The plan assesses the skill, effort, responsibility and working conditions that are inherent in each job. Points are assigned for each of 10 subfactors and then totalled to provide a “score” for the job. How does the Job Evaluation Committee determine a rating? Each committee member, carefully studies the questionnaire (often spending an hour individually), and assigns tentative ratings for each subfactor. He/she makes note of any areas where clarification or additional information is needed, and then asks about these areas in the interview. After the interview, the committee members discuss their individual ratings and come to a consensus. By having four individuals consider each position independently, and then discuss their rating, each job benefits from the perspective brought by each rater. The consensus approach ensures a thorough analysis and agreement on each factor for each job. The ratings and the rationale and/or the relevant references in the factor/degree descriptions or the committee rating notes are recorded. How can you evaluate positions fairly when the language in the evaluation plan seems so general? The degree levels for each subfactor are defined in such a way that there is sufficient detail to differentiate amongst jobs, but still allow flexibility to accommodate the diverse range of jobs in the bargaining unit. The factor and degree definitions given in the plan provide the basic framework for evaluation, but there is much more to guide the raters. Raters refer to a variety of information and guidelines including the subfactor definition, degree level descriptions, and reference to benchmark jobs. In addition, “Notes to Raters” guidelines have been developed to provide interpretation guidance and direction for committee members. Is the interview really necessary when the committee has the questionnaire? The pilot project in 1992 confirmed our belief that the extra time required for the personal interview is well worthwhile. Although most organizations rely solely on a written questionnaire for job evaluation purposes, we found that the interview provides the committee with an extremely valuable opportunity to clarify the questionnaire information as well as to answer participant questions about the process.
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How is my rate of pay effected if my position is reclassified upward or downward? Once the Committee has completed the review and if the job is rated at a higher pay grade, the incumbent’s salary will be paid retroactive to the date the duly signed Position Questionnaire was received by the Human Resources Office. The incumbent’s new salary shall be determined by application of Article 28.05 of the Collective Agreement. “When an employee is promoted or reclassified to a higher paying position, the employee will receive the rate of pay which is the next highest rate in the new scale.” If a position is evaluated lower than the current rate, the incumbent shall maintain the current rate as a red-circled rate for as long as the incumbent holds the position. Employees will be eligible for salary increments within the assigned pay grade. The reevaluated rate shall become effective as soon as the incumbent leaves the position.
Preparing for an Interview
Know Yourself What are my skills and abilities? What are my strengths? How do my skills and experiences relate to the position and employers’ needs? What contributions will I bring to the employer? Am I willing to relocate? How do my values compare to the philosophy of the organization? What points do I want to be sure to get across during the interview? How does this position fit into my career goals? If interviewing in a country other than your home country, do you understand the cultural expectations? Prepare Yourself Obtain a copy of the job description. 56
Use the employer information and the employer’s websites to gather information (annual reports, employee handbooks, policy statements, employee newsletters) on the organization. Locate the employer’s home page on the Internet. Conduct informational interviews with persons in similar positions to learn about the career field and how your skills may apply. Develop a list of appropriate questions that reflect your research. Be sure to know the culture of the country where you are interviewing. U.S. employers are expecting you to articulate your future career goals and past accomplishments. They are assessing you according to American values such as self-confidence, initiative, directness, and individualism. Practice Review attached list of questions most asked during an interview as well as list of questions to prospective employers. Practice answering interview questions (out loud). Schedule a mock interview, through the Office of Career Services, to gain experience and feedback. Be aware of your body language…what is your body language under pressure? Remember to smile and be yourself! Checklist Confirm date, time and place of interview. Pack several copies of your resume; a list of references, including names, titles, addresses and telephone numbers; writing samples if appropriate; and letters of recommendation. Dress appropriately (conservative business attire). Be punctual. Plan to arrive early. Research the Occupation: Know the area in which you are interested: Read articles written by people who are in the field. Inform yourself about future trends. Check if your interests and abilities compare to the requirements of the position. Find out the average income earned by people in the occupation. Some methods of finding this information include:
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Conduct information interviews. Reading the information in the Connection Centre (Student Life & Career Services), either through Internet or hard copy publications. Talking to friends, relatives or others. Researching the Organization: Before the job interview, you should research the organization. It is easier to convince an employer that you would be of benefit to the organization if you are knowledgeable about it. In addition, information obtained through research can help you decide whether you want to work for a specific organization. General areas to research: How old is the organization, and what is its history of development? Where are the plants, offices, or stores located? What are its products or services? If the organization sells, what are its markets? Retailers? Wholesalers? What are its new products? Is it a public or non-profit organization? What purpose does it serve? How is it funded? Whom does it serve? What functions does it perform? How does this organization rank in the industry? What is the financial status of the company? Last year’s sales? Growth record? Are there any plans for expansion? What is the organizational structure? How does the organization fit into the community? To what degree is it committed to solving community problems? What problems does the organization need to overcome? (By identifying the problems that the organization faces, you can match your abilities to these ends during the interview.) One of the best ways to find company information is on the Internet. You should be able to find plenty of information to get you started by exploring the Web with a good browser and search engine. Just entering the company name in the search engine will usually result in success. Here are five things that most employers want to know about you.
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1. They want to know if you are qualified for the position. What are your greatest strengths? Do you have experience in this field? What do you believe you bring to this job? Why should I hire you? 2. They want to know what motivates you. What motivates you to put forth your greatest effort? Where do you see yourself five years from now? What is more important to you, the money or the job? What did you like most about your last job? 3. They want to know about the negatives. Why did you leave your previous job? What did you like least about your last supervisor? What is your greatest weakness? What did you like least about your last job? Why have you been unemployed so long? 4. They want to know if you are a good fit. What kind of people do you find it hard to work with? Tell me about a time when you worked as a member of a team. In what kind of environment are you most comfortable? Do you prefer to work alone or with others? 5. They want to know if you want their job with their company. What are you looking for in a position? Who else are you interviewing with? Why are you interested in this position? What do you know about the company?
Critical Thinking Interviews
If you are interviewing with a consulting company you have a high probability of running into a Critical Thinking or Case Interview Question. These might sound ridiculous but they are gaining clout with big business. This type of interview requires much more of a two way communication between the candidate and the interviewer. They are not necessarily looking for the “right” answer but rather they want to see common sense, creativity and problem solving skills.
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Question: How many jellybeans will fit in a 747? Possible answer: Does the plane have seats in it? As that would affect how many I could fit in. Also when do I need this information and what will we use it for? What size jellybean? Can I grind them up or melt them to get more in? Do we want to get more in? Does it have to take off and land? Can I fill up the fuel tanks? Etc… Question: Why is a man-hole cover round? Possible Answer: Because it is covering a round hole and that is the most effective use of materials. Also because a round cover cannot fall into the round hole it is covering. Or they might ask you about a current case they are working on. You want to use the same problem solving skills as you would in a Hypothetical Interview: Steps to problem solving: 1. 2. 3. 4. 5. 6. Gather relative information Evaluate your information Prioritize the information Propose and weigh possible solutions Choose and propose your solution Discuss how you would evaluate the effectiveness of your solution
AFTER THE INTERVIEW
Even though the interview is over, your work is far from complete... After each interview mentally review the questions asked by the interviewer and your responses to them. Were you caught “off-guard” by any questions? Could you have answered a question better, in more detail, or in a more focused manner? Quiz yourself after each interview and take notes. This will enhance future interview efforts. It is advisable to send a thank you letter to the person(s) who
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interviewed you within twenty-four hours after the interview. It reinforces your interest in the position and can serve as an additional opportunity to separate you from the other candidates by recalling a notable topic or attribute discussed in your interview. Most employers will tell you when you can expect to hear from them. If you do not hear by that date, it is appropriate for you to call them. If the employer requests additional materials, such as an application, transcript, or references, send them as soon as possible. If an employer indicated an interest in pursuing things further with you, but you are no longer interested in the opportunity, inform him/her of that fact as soon as possible. Here are some things you can do: Type or handwrite the letter. E-mail is not as personal, therefore it should be used in conjunction with a personal letter. If you absolutely cannot write a letter, an e-mail is better than not following up at all. The letter should be brief and include the following: 1. Thank the interviewer for his/her time. 2. State the position for which you are applying. 3. Mention something from your interview to remind the interviewer who you are. 4. Describe in one or two sentences why you are the best applicant. Address it to the recruiter, by name and title Mention the names of the people you met at the interview. Send a letter to appropriate individuals you interviewed with (always send to the main interviewer). Keep the letter short, less than one page. Mail the letter within 24 hours of the interview. Thank the interviewer for his/her time. Send a thank you letter for every interview you go on.
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Demonstrate employer knowledge in 2-3 sentences. Restate employment objective. Answer the question – “What can you do for them?” based on something specifically discussed during your contact. Use accomplishment/ results statements that demonstrate your ability to meet those needs.
Sample Thank you Letter
September 8, 2006 Mr. Dominic Philips Vice President Human Resources Universal Tire Corporation 2000 Park Drive Grand Rapids, MI 49525 Dear Mr. Maxx: As I was leaving your office on September 8, 2006 I was reflecting upon how much I enjoyed meeting with you and learning more about Universal Tire Corporation. I appreciate the time you spent with me discussing your opening for an Outside Sales Representative. I believe my internship with Shemax, Inc. and my educational background in Marketing and Business Administration make me an excellent candidate for the position. You mentioned the importance of having an outgoing person with a lot of initiative. I feel that my experience in using my marketing, communication and customer service skills would exceed your expectations if given the chance. I was also very impressed with Universal Tire’s commitment to investing in your employee’s future though the Tuition Reimbursement Program you mentioned. I look forward to hearing from soon. In the
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meantime, please call me at 271-3162 if there is any additional information I can provide to help you in your decision. Sincerely,
Mary Johnson
PHONE INTERVIEWS
Phone interviews seem to be growing more common as search committees try to make the difficult decision of who to invite for a campus interview. When you pass this level you will pass to the interview, and to campus for in-person interviews, and ultimately offered the position! If you are not interviewed by phone, these same questions are likely to be asked on site. Some helpful hints: Introduce yourself clearly and directly. Engage in some “small talk” at the start of the interview, just as you would a face-to-face interview. Speak clearly into the receiver and modulate your voice. Your voice is the only way you have of showing eagerness, enthusiasm and zest for the job. Your voice reveals both your personality and your attitude toward the caller. Don’t forget to smile! It makes a big difference in a conversation, even on the telephone. Have your resume and the job advertisement with you for reference, and a pencil and some paper to make notes. Some students find that it helps to dress for a telephone interview as
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you would for a face-to-face interview – it often helps to psychologically prepare you for this form of business “meeting”. No matter how or where your interview is conducted, you should still have the same goal: to communicate to the interviewer that you are the best candidate for the position for which you are being interviewed. If the interview has been scheduled in advance, you should prepare as carefully as you would for a formal “sit down” in someone’s office. Eliminate any distractions from your immediate environment (desk toys, newspaper clippings, your shopping list). Dress professionally and maintain good posture. The one bonus to a telephone interview is that you can prearrange notes to prompt you and to keep you on track, but only if you can refer to them unobtrusively. You do not want the person on the other end of the line to hear you shuffling papers in the background!
SALARY NEGOTIATION
Do… * Respond to the question positively without stating specific amounts. (Examples: “I’m earning in the low 30s.” “As a student, my jobs to this point have been geared toward gaining experience and making money to cover my educational costs.”) * Mention your desired salary, either saying that salary is negotiable depending upon the position or giving a $3-5,000 range (if you know the market value for the position and for someone with your skills and background). You may also use terms like “competitive” or “open” if you are responding to this question on an application form. * Know your salary requirements as well as what you hope to make. You shouldn’t mention these in your response to the salary history question, but you need to give this some thought for when you get to the negotiating stage. * Be prepared to respond to a request for previous salaries in an interview. It can be handled by responding without stating specific amounts. Avoid specific amounts if at all possible.
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* Prepare a list of your positions (in reverse chronological order) for your own reference and just in case an employer in which you are very interested is absolutely adamant. (This will not happen often!) The list should include name of each company or organization, your position title, your compensation, and a brief synopsis of your position. * Research Salaries in Your Field: Look at recent salary surveys, talk to others working in your field, and contact your trade or professional association to find out what other people are paid for doing the same work. * Be Flexible: When going through a salary negotiation you aren't likely to get the exact amount of money you want. You will probably have to compromise. The trick is to figure out how much you are willing to compromise and what you will do if your boss doesn't offer you a salary you find acceptable. Don't... * Include your salary history on your resume. What you did in a job is much more important than what you were paid. * Lie about your previous pay rate. Employers can often verify your salary history through your reference checks. * Look at How Much Money Your Friends in Other Fields Are Making: You may be envious of your friends who are earning more money than you are. If they aren't working in the same field you shouldn't make those comparisons. * Talk About How Much Money You Need: When you are going through salary negotiations, don't tell your boss (or future boss) that you need to make more money because your bills are high, your house was expensive, or your child is starting college.
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INTERVIEW TIPS
Dressing for the Interview
Wear clothing that indicates you are ready to go to work today. Men and Women All clothes should be neatly pressed. Conservative two-piece business suite (solid dark blue or gray is best) Conservative long-sleeved shirt/blouse (white is best, pastel is next best) Clean, polished, conservative shoes Clean and well-groomed hairstyle Clean, trimmed fingernails Minimal cologne or perfume Empty pockets – no noisy coins No gum, candy or cigarettes Men Necktie should be silk with a conservative pattern Dark shoes (black lace-ups are best); clean and polished Dark socks (black is best) Short hair always fairs best in interviews No beards – mustaches are acceptable (keep neat and trimmed) No earrings No heavy cologne Women Always wear a suit with a jacket; or a sheath dress with a jacket Do not wear extremely high-heeled or platform shoes Do not wear open-toe shoes or mules (they are more casual) Conservative hosiery at or near skin color
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(and no runs!) If you wear nail polish (not required), use clear or a conservative color One set of earrings only Conservative makeup No heavy perfume No heavy cologne
Interview Tips for the Financial Services Sector
Before the Interview Know Where You Stand in Relation to the MBAs Most of the time, we are competing with MBAs to get a position. We need to realize that many students with MBAs also have several years of relevant work experience. If you do not have work experience you should consider very carefully what qualifications you possess that compensate for these disadvantage. This could be country specific knowledge, fluency in a foreign language (or languages), or a great summer internship. Plan Ahead The time commitment required to conduct a job search is more than one class worth. Plan ahead; don't take four demanding classes if you want to be successful. It could be the case that you will have to go through ninety-one interviews altogether. This may sound like a lot, but it happens and could be that forty of them are for one company. Many times you will have to fly from one to another place six times in four months. This is the kind of time commitment you have to be ready for. Getting an Interview Sending out resumes is not enough to get interviews. You have to be active in the job hunting process and find your own way. Interviews don't just fall from the sky, you have to earn them. Sometimes you will send more than 30 resumes and you will get no
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response, try to get an interview through consistently going to company presentations and career events. At HBS company presentations, speak to the representatives there about your particular interests. Go early and speak to the reps before they present--they often have more time than if you wait until afterwards. Usually, they can get you in touch with the right person in the company. Sometimes, I had to call and e-mail many times before they responded. You have to be ready to go to more than ten company presentations to get one interview. During the Interview Make Sure to at Least Appear Focused Be sure to be able to explain what you learned from the classes you took and how they fit into the bigger picture (your past, present and future). Don't let them suspect that you might not be sure if you really want the job. Mention your Harvard Classes but Be Careful It is always good to mention the Harvard classes -if you are taking them- you are taking but be careful not to look like an HBS “wannabe”. Also, always keep in mind that the interviewer might be an HBS graduate and have taken the same class. They might ask you to talk about your favorite case. It is important to know one or two cases very well. You Cannot Miss the Technical Questions The one thing you have to prove in your interview when going for an MBA position is that you have enough knowledge. Interviewers might not ask technical questions to MBA students because they know what to expect from MBA students, However, they will most likely ask you technical questions. You need to be prepared for those questions because not being able to answer those questions will be a good reason for them to reject you. After the Interview Use Your Interviews to Gain Knowledge for the Next One Gain as much knowledge as you can from interviews. Never make the same mistakes again. What I often did was to ask the question that I am often asked in interviews. For example, "Why do you like working for XYZ Company?"
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Then you have some hints in terms of what to say when the next one asks you, "What do you like about XYZ Company?" Since the question "What do you think of the Japanese economy?" was often asked, I made sure that I asked the interviewer’s opinion at the end. So my answer got better and better as I went through more interviews. Finally, in those interviews where I had trouble solving a case or answering a specific question, I later asked the interviewers what kind of response he or she was looking for. By asking these questions, you never make the same mistakes twice.
Interview Questions for Financial Services Sector
Define free cash flow. Define EVA. How do you measure Return on Invested Capital? What is the difference (and advantages/disadvantages) between purchase and pooling accounting methods? What do you think about the market?/Talk to me about the stock market. Tell me about some investment books you’ve read lately. Fixed Income Graph the price yield relationship of bonds. What is duration/Macaulry duration/Modified duration? Show me. What is convexity? The following are prices of four different bonds: 25, 23, 22, 24. Assuming that you can sell or buy these bonds at no cost, if you know that tomorrow, three of them will go to 0 and one of them, 100, how would you arbitrage? (buy them all) How would you explain credit spread? Currency - Foreign Exchange If the yen/dollar exchange rate is 100yen/$ today and the one year forward rate is 105yen/$, what does this imply? One plus one half plus one fourth plus one eighth . . . gets closer to a certain number. What is the number and why? What is the yen/dollar exchange rate today? Where do you think it will be in one year and why? (After knowing that the interviewee knows the basics of options) If an
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exporting company wants to pay no more than 110 yen to a dollar and no less than 90 yen to a dollar in 3 months, how would you use option instruments to hedge their position? Would a price of a call option go up or down when the maturity of the option is longer? (After knowing that the interviewee took econometrics) What is econometrics? Could you go through the calculation to do regression analysis? Investment Management (for fixed income) What does the yield curve look like today and what would be your investment strategy? Valuation questions (look under investment banking) Tell me about your own portfolio. What is your investment strategy? (answer in technical terms) If you are given a market or an industry, what would be the steps to evaluate them? Sales and Trading What are the qualifications needed to be a good salesman? How would you make a customer like you even if you don’t like them? General What is the Dow Jones today? What is the Federal Fund rate today? What is the 30-year T-bond rate today? Give me a business idea.
What Employers tell us
When asked what they look for in potential employees, many employers respond by mentioning all or most of the following traits: A well-written resume and cover letter Demonstrated initiative and uniqueness in approaching the employer Following up with the employer to schedule interview 70
Employers look for more than technical or specific job-related skills when hiring new employees. Certain characteristics have been found to be essential in developing an effective team. Employers look for these characteristics during the hiring process. Knowing these characteristics and being able to identify them in yourself will enhance your success at interviews and increase your chances of getting the job that you desire. Certain characteristics that are highly desirable to employers are: Excellent listening skills Strong written and verbal communication skills Problem-solving skills Proven ability to get along well with co-workers Dedication, reliability and good attendance record For an interviewer to identify your strengths in these areas, they need to ask behavior-based or situational questions such as “Tell me about a time when you had a conflict with a co-worker, and how you resolved it.” This type of question is becoming more and more common in interviews. Make sure to offer examples when asked open-ended questions. Answering with just a “yes” or “no” leaves the employer wondering if you truly stand behind your answer.
Day of the Interview
Material to Bring to an Interview As appropriate, you should have copies of the following with you at every interview: resume, transcript, references, portfolio, work sample, and performance evaluations from previous employers (if you have them). Make sure you can leave the copies with the interviewer because they will not have time to read them during the interview. Also bring a notepad and pen. The Routine of an Interview Most interviews can be divided into four major sections: the introduction, the employer sell, the candidate sell, and the closing.
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During the “introduction” the employer will use the first few minutes of the interview, to create a comfortable, friendly environment so that a meaningful conversation can follow. A mutual topic of discussion such as the weather, sports, or a major news story, etc., will normally be pursued. The "employer sell" will cover organizational structure, products or services, geographical location(s), specifics on the position under consideration, salary (usually not discussed during an initial interview), benefits, etc. The "candidate sell" is the time spent answering questions about your goals and qualifications and demonstrating your communication skills. During the "closing", both parties should indicate their level of interest in the other and understand what the next steps to be taken will be. Contact Log It is important to maintain current records of all your job search activities. Record all contact and address information for each organization to which you apply, updating the log with each follow-up call or letter, interview, etc. Accurate records can help to remind you about the current status of each job opportunity, as well as when a follow-up should be done. Interview Ethics Interview only when sincerely interested in a position with the employer. Provide accurate information on your qualifications and interests. Never falsify data such as GPA, academic major, coursework completed or extracurricular activities on a resume or in an interview. Notify the Cooperative Education and Career Services Office, at least 24 hours in advance, if you cannot make an on-campus interview or employer presentation. Acknowledge invitations for on-site interviews promptly, whether you accept or reject them Notify employers well in advance if you must postpone or cancel an on-site interview
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Resume, Cover Letter and Interviewing Tips
RESUME Why should I use a resume along with my application? A resume can help Human Resource Services staff and the hiring supervisor understand what skills, experience, and education you have that are relevant to a job. A well-done resume makes your application look more professional. You can use a resume to help demonstrate your communication skills. What should I include in my resume? Use your resume to help target your job search. Include relevant job history, education, volunteer experience, and memberships/associations. Use your resume to highlight important work experience and skills. Do not include information regarding marital status, parental status, religious affiliation, photos, age, or weight. Resume Language Use action verbs such as “developed,” “managed,” “coordinated,” and “maintained.” Don’t use “I” to start every sentence. Do use your own words to explain your experience Proofread carefully! Resume Information Keep your name, phone number and address current. Include dates of employment in a month/year format (example: 05/02 – 08/02). Include references. Use a separate sheet if necessary. Resume Appearance Use 1” margins on all sides. Use a standard font that is easy to read. Use bold font and italics to highlight information. Make sure to leave some white space in between sections. Don’t label your resume. The title “Resume” is unnecessary. Your resume can be longer than 1 page. A good rule of thumb is 1 page for each 10 years of work history.
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COVER LETTER Why should I include a cover letter along with my application? A cover letter can be a helpful tool to highlight your skills. Use a cover letter to show how your skills are appropriate for the job. A cover letter can also be used as a marketing tool – think of it as your personal sales brochure! You should use a cover letter anytime you use a resume. Can I use one standard cover letter on each of my applications? You will need to submit a separate cover letter with each set of application materials. Since the cover letter is a way to help interest employers in your skills and how they are suited to the particular job, it is a good idea to customize your cover letter for each position that you are applying for. What information do I include in my cover letter? Identify the job for which you are applying. Include the title and vacancy number. Mention where you found out about the job (newspaper ad, web page, etc.). If you were referred by someone, mention that person. Briefly highlight your skills and experience. Don’t include all of the information found on your resume. Tell the hiring supervisor what he/she will gain by hiring you. Close the letter by stating what you would like to happen next. Mention where you can be reached by phone or email. What format do I use? Your cover letter should be in standard business letter format. Should I include a cover letter if I submit my materials through email? Yes. INTERVIEWING The job interview is your chance to impress the interviewer with your skills and confidence. These few simple steps can help you prepare. Before the Interview Review the job duties included in the Vacancy Notice. Research the department. Dress professionally. Don’t wear perfume or cologne.
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Bring extra copies of your resume. Bring a pen and paper to write down any information you might need to remember. Prepare a few questions to ask the interviewer. Prepare answers to any questions you think you might be asked (see sample questions below). At the Interview Arrive on time. Try to be a few minutes early if possible. Try to relax. Be yourself. Show self-confidence – make eye contact; answer questions in a clear voice. Remember to listen. Think before answering questions. Try to make your answers as clear as possible. Avoid negative body language – crossing your arms, swinging your foot or leg, slouching, covering your mouth while speaking. When given a chance, ask any questions that you have prepared in advance. You can also follow up on anything that the interviewer tells you during the interview. After the Interview End the interview with a handshake and thank the interviewer for his or her time. Find out when the department plans to make a hiring decision. Follow up with a short “thank you for the interview” note. Common Interview Questions Tell me about yourself. Tell me what interested you in this job. Why did you leave your last job? What are some of your strengths? What are some of your weaknesses? Describe your workstyle. Do you prefer to work by yourself or with others? What are your career plans? Where do you see yourself in 5 years? What supervisory experience have you had? Tell me about your favorite supervisor. Why should I hire you? Questions for an Applicant to ask in the Interview What level of responsibility can I expect in this position? Why is this job available? What training programs do you have for new employees?
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Is there a typical career path for a person in this position? How are employees evaluated? Do you like working here? Tell me about a typical day in this department.
Selling Yourself
What to Say Introduce yourself with a smile and firm handshake. Maintain good eye contact during conversation. Demonstrate to the recruiter what you want to and can do for the employer today, based on employer research. Give two minute commercial. Answer questions with: " Yes, for example (accomplishment/result statement)" and " No, however (accomplishment/result statement)" Show interest in what the interviewer is saying, by nodding your head and leaning toward him/her occasionally. Give positive answers to negative-based questions. Ask the recruiter prepared questions. Initiate the next step by asking what the next step is. Ask for the recruiter’s business card for future contact. Immediately after you leave make notes of important points of discussion. The "Tell me about yourself" question Here is an example about how to answer the first question most interviewers ask. “Tell me about yourself” It also allows the job seeker to share with the interviewer the most important thing they want to know – “Why should I hire you?” 1. Personal and Education This part is used to give the interviewer relevant information concerning you personally and about your educational background. This does not include personal information such as marital status, children, etc. This does include information such as: hometown or state and/or personal attribute(s). The education should be either the latest obtained and/or major field if relevant to job objective. 2. Early Career/Life Experiences 76
This part is used to share with the interviewer past work and life experiences relevant to the job objective. 3. Recent Work History/Life Experiences This is the time for the job seeker to relate to the employer two accomplishments/results of the job seeker that indicate why he/she is the best candidate for the position sought. 4. Why you are here In this part, the job seeker speaks with enthusiasm that he/she is here for the specific position sought. What to Do Arrive 10-15 minutes early. Use time wisely to review employer research information. Have pen and paper. Asking to borrow a pen indicates lack of preparation. Be enthusiastic. Recruiters remember a positive attitude. Listen carefully to the interviewer’s complete question before responding. If needed, pause and take time before answering difficult questions. Keep going even if you feel you made a mistake. Carry extra resumes, references, etc. organized in a portfolio Unless asked, do not discuss salary and benefits.
Interview Self Evaluation
Think about an important interview you have had. Evaluating your performance in that interview will help you to prepare for a future one: 1. List 3 things which made the interview a success. 2. a) List 3 things about the interview that you would change b) For each of these three items, explain what 77
you are going to do to improve for your next interview. 3. Were some of the interviewer’s questions difficult to answer? What were they? How would you respond if asked again?
4. What skills/qualities was the employer looking for? How could you better present these skills next time? 5. What further information do you need in order to determine if you would accept an offer? 6. What do you like/dislike about this company? (Consider a graph or other way to rate and compare the companies with which you have interviewed).
Before the Interview
Before your interview find out everything you can about the company (read their annual report which can be obtained by telephoning them). Re-read your application, thinking through your own career and the questions they might ask you. You should try to anticipate the general questions which they will ask and also prepare some questions to ask them. To do well at the interview you will need to convince the interviewer you are technically qualified to do the job. You will also need to show that you are sufficiently motivated to get the job done well and that you will fit in with the company's organizational structure and the team in which you will work. You should dress smartly for the interview and should leave home earlier than you need to on the day of the interview - you may be delayed by traffic or for other reasons. Be courteous to all employees 78
of the company. At the interview itself you must be positive about yourself and your abilities - but do not waffle. Here are some tips: 1. Assemble all necessary papers Resume or personal data sheet Know your resume well enough that you can discuss every line if necessary Licenses, Social Security card and/or military records Samples of work, if relevant List of questions you want to ask the interviewer about the job Many employers will use your resume as a source of questions during the interview. Review your resume prior to the interview and be able to develop answers to questions that relate to your employment and educational experience listed on your resume. Be prepared to discuss gaps in employment. If called upon, you must be able to demonstrate the skills you stated on your resume. Focus your answers on the skills and experience that will be most useful to the position you are interviewing for. 2. Learn all you can about the prospective employer What What What What What What are the products and services? is its reputation? types of jobs are available? are the hiring policies and practices? are their salary ranges? are their goals?
Researching the company you are interviewing with and the position you are pursuing demonstrates genuine interest and initiative. It will be obvious to the interviewer whether you did your research or not. Many interviewers will focus questions on finding out how much preparation you did for the interview. One can research a company utilizing many different sources: The Internet Company brochures and year end statements The area Chamber of Commerce Networking – ask friends, relatives, teachers, social and business
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contacts You do not need to know everything possible about the company. The information most helpful for the interviewing process includes knowing the product manufactured or service offered. You should find out the size of the company and if they have multiple locations. Who are their competitors? Did they recently merge with another company? What is their sales volume and is that down or up from previous years? 3. Identify what you have to offer. Your education, training and experience—what you have done, know how to do and can do. Remember all the skills, abilities and talents you possess that will make you an excellent employee. 4. Consider your potentials as an employee Why do you feel you can do the job? What makes you qualified for the job? What do you have to offer the company or organization? Why do you want to work for the employer in question? Pre- Interview Checklist Before you leave home for your interview, check the following: Have you researched the organization you are interviewing with? Do you know the interviewer’s name? If not, get it from the receptionist before the interview. Have you formulated answers for usual interview questions? Do you have all necessary information for the interview? This includes items such as resume or personal data sheet, names and addresses of references, pen and note pad. Is there someone you could do a practice interview with? You will benefit from suggestions for improvement. Do not forget the most obvious research, simply knowing where you are going BEFORE the interview. What is the company address? How long should you plan for travel time? Drive by the company to be sure
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that you know how to get there and how long it will take. Also, remember to give yourself an extra 10-15 minutes in case they ask you to complete their job application. Other tips on preparing for your interview: Consider how the position relates to your talents and goals, such as specialty area and opportunities for advancement. Schedule the interview at a time that will not conflict with your working hours. Most interviewers will understand you not wanting to take off work at your current position to interview for other jobs. Find out the name and position of the person you will meet with and get his/ her telephone number in case an emergency arises. Be prepared with answers to why you want to work at that particular organization, and how you would be the best candidate for this position. Understanding the company, their mission and their environment will help you with these questions. Dress properly for the interview. Dress slacks, dress shirt, a tie and possibly a sport coat for men. Women should wear a knee length (or longer) skirt or pants, and blouse. If a skirt is your choice, be sure to wear nylons. Don’t forget the dress shoes.
25 things to avoid in an Interview
1. Poor personal appearance 2. Lack of interest and enthusiasm; passive and indifferent 3. Over-emphasis on money 4. Criticism of past employer 5. Poor eye contact with interviewer 6. Late to interview 7. Failure to express appreciation for interviewer’s time 8. Asks no questions about the job
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9. Unwillingness to relocate 10. Indefinite answer to question 11. Overbearing, aggressive, conceited with ‘know-it-all’ complex 12. Inability to express self clearly; poor voice, poor diction, poor grammar 13. Lack of planning for career, no purpose or goals 14. Lack of confidence and poise, nervous, ill at ease 15. Failure to participate in activities 16. Expects too much too soon 17. Makes excuses, evasive, hedges on unfavourable factors on record 18. Lack of tact 19. Lack of courtesy, ill-mannered 20. Lack of vitality 21. Lack of maturity 22. Sloppy application form 23. No interest in company or industry 24. Cynical 25. Intolerant, strong prejudices
Common Questions Asked by Students
1. When should I discuss salary and benefits at an interview?
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It is recommended that you allow the employer to bring it up. Otherwise, wait until you have been offered the position. 2. Are thank you notes really important? YES, YES, YES. Thank you notes are a major factor in securing any position. They should be sent within 24 hours after an interview and should emphasize what you can contribute to the organization. 3. Is it really important to get a job offer in writing? It is absolutely essential to have a written agreement. Written agreements protect both you and the employer. 4. Do I need to have an answering machine? An answering machine with a professional sounding message is essential. Employers may not call back to arrange interviews but they will leave a message. 5. How should I inform my current employer that I am leaving? In person (if possible) and in writing. Write a letter of resignation thanking the employer for the opportunities that you were given to: Contribute to the growth and success of the company (be specific) Learn and grow Develop your skills and experience Be honest but do not be critical. Do not burn any bridges. Give 2 weeks notice whenever possible. Some employers will not want you to remain for the 2-week period. Do not take it personally. Just move on. 6. If you get bad vibes during the interview, how do you politely decline? Be honest. The employer will appreciate you not wasting their time. Let them know you do not think it is a good fit and you appreciated their time.
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SECOND INTERVIEW
Almost all of what applies to first interviews applies to subsequent interviews, because you are usually meeting more people from the same organization for the first time. The greatest difference is likely to be in the level of understanding that you have about the organization. There can be numerous variations: you may interview first with a human resources staff person and then be invited to return to meet several more people; you may have a successful on-campus interview and then be invited to the home office to meet other people; you may in fact be interviewing with one person who is so impressed that he or she immediately calls a colleague to ask if that person has time to meet you. If time has passed before you are invited to return for further discussions, take the opportunity to reflect on your first conversation. The second interview is your opportunity to show that you have listened and learned. The more details you know about a position, the more successfully you can communicate your ability to meet its requirements. Think about what you know the employer is looking for and describe elements of your background and skills in such a way that you show that you have those specific qualifications. A candidate who can take information learned in a first interview and apply it in later interviews will be considered an astute observer and a quick study. If you have been saturated with information about the organization, position, training program, benefits, and anything else that might apply, certainly your interviewers will understand if you don’t have a long list of questions to ask. The preferred option, however, is to formulate a few new questions, perhaps more detailed or more sophisticated, based on what you have learned. As with a first interview, it is important to be attuned to the position of the person with whom you are speaking. On a day- or half-day-long series of interviews, you may have the opportunity to ask questions of someone who would be your peer, someone who would be your supervisor, a representative of the human resources office, and the president or director. They will each provide a different perspective and knowledge base. The keys to managing the interview process successfully are preparation and practice. If you are dilligent at both, you will present
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yourself in the best possible light and will be recognized by employers as a strong and effective candidate. Good Luck!
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Friday, October 12, 2007
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