However, one consolation is that most people will be empathetic to your situation. Whether they are in the personnel department or your future boss they too had to go through the same process to get their jobs. Keep in mind that the company you're seeing had a reason to invite you in: the resume or action letter you sent closely fitted an existing opening; a search firm or employment agency felt you could be right for their client; or you were highly recommended by someone whose opinion the people you are to see respect. But it is best to be prepared for all kinds of people and all types of interviews-then you will achieve your goal, the right position.
Company recruiters regard interviews as a way of measuring their own ability to assess candidates and to "sell" qualified candidates on working at their company. But always note that what you consider qualified and what any company representative views as qualified may differ. This does not mean that you are unqualified for the type of position you seek. It can mean that you are at the wrong company.
For most applicants the interview process is a proving ground for career goals and personal self-esteem. The successful job interview validates that a college degree, special training, or prior work experience means something. There is so much ego-involvement for both interviewer and applicant; it is small wonder that you may become a little edgy. Much of this anxiety can be dispelled, though, if you understand the whole interview process and do not regard yourself as a victim or suppliant.
Executive recruiters know that most people applying for jobs have at least two to four interviews at each company and have to interview at approximately nine or ten different companies before one offer is forthcoming. And the offer you get is one you may not want to take. This is true if you are staying in your present field. If you are attempting a major career change, many more interviews than ten will be necessary.
Pre-interview Attitudes
Since the interview is so important, no matter how calm you want to appear, you will probably have some anxiety. But it is important to keep in mind certain facts that may get lost in the adrenalin-filled interview.
The acceptance of a position is a major event. It commits you and a company in the way a marriage does, so it is essential that you conduct an interview carefully and rationally. You should not lose sight of the fact that it is a major step in career development and you have certain rights in relation to the interview. You have the right to ask questions to determine if the position is a good fit for your career goals and personal values; in fact you had better ask questions! You have the right to get paid a fair salary; you have the right to ask to meet your coworkers and subordinates, not just your immediate superior (ask about this only after it is clear that you are going to be extended an offer or after one has been made); you have the right to ask to see your personal work area (again, only if you are getting or have received the offer); you have the right to work in a nondiscriminatory environment; if you are a woman, it is illegal for someone to ask you about marriage plans, children, or who cares for your children while you work. You have all kinds of rights. Look upon interviewing as a positive time in which to explore many possibilities. And when possible, if you still feel a little shaky about all this, start with what we call "throwaway" interviews. Practice interviewing at organizations you don't care about much, just to hone your skills at fielding questions. Take any reasonable interview. Save your important interviews for when you have finished practicing. You can also interview for information about a field before you interview for jobs in it.
The following questions and answers do not cover everything you will ever be asked, but many of these questions come up at some point in almost every interview. You should become skilled at answering them.
There is more than one good answer to each of these questions, but we have prepared the ones we know (from experience) work.
The Four Stages of the Typical Employment Interview
There are four major stages in all employment interviews. Awareness of these stages will enable you to handle better and control the interviewing process.
Stage I. Chitchat Time or Breaking the Ice
An interview is an interaction between two strangers, not unlike meeting someone for the first time at a cocktail party. One key thing to remember is the importance of the firm handshake. Women readers, pay close attention to this: firm handshakes are crucial. Don't arm-wrestle your interviewer to the floor, but be sure your handshake says: "I am comfortable, I am in control."
The interviewer should take the initiative in beginning the dialogue; you are the respondent. Even though you may wish to get down to basics right away view this time as a relaxation technique for both of you. Remember, most interviewers, particularly if they're not in Personnel, are not so skillful that they are comfortable meeting strangers either! The responsibility is on you to make them comfortable.
This "chitchat" allow you to assess quickly the communications skills of the interviewer, both verbal and nonverbal, which will facilitate conversation flow later on.
Stage II. Information Exchange
Once some form of rapport has been established through chitchat, the second stage is focused on exchanging information. Presumably the person you're seeing will have read your resume before your arrival and will have prepared topics for discussion based on your background. You did provide one, didn't you? And it is in the P-A-R format, isn't it?
This is the ideal situation, but don't count on finding it 100 percent of the time. Some people will read your resume for the first time while you sit across the desk from them pretending not to notice.
The interviewer should also share information with you on the company in general and the position for which you are applying in particular. If this information is not given, ask! It is necessary to have this information in order to proceed to stages III and IV.
It is now your interviewer's turn to communicate relevant information regarding job fit. Be aware that his or her job is to match candidates as closely as possible to specific positions. You, therefore, must have done your homework on the company and the specific position available and must have decided on the best way to verbalize matching your skills and experience to the job. Provide descriptive, assertive (but concise) statements to your interviewer, using a fair number of action verbs. Do not run off at the mouth. Doing so is boring and indicates a lack of concise thinking ability.
Stage III. Expanding the Focus
In stage II, the interviewer and you gained some general insights into the Tightness of the match. During stage III experienced interviewers zero in on critical information. This part will be much more detailed, regarding very specific qualifications. Together, you will explore aspirations, personal goals, and work values. Stage III is where your responses point out differences from or similarities to what the company is looking for. Remember, the people interviewing you probably had other resumes somewhat similar to yours to review. They have to make a determination about your "fit" for the particular position. They can only do this on the basis of what you say and how you say it.
It is at this stage that a clear difference appears between your hoping the interviewer likes you and your understanding that this is a mutual decision-making process.
It is also here that a skilled interviewer will become less involved in the process and the interviewee will take charge to amplify background, skills, and experience. You must gain more information by asking direct questions about the specific position, determining whether it meets your needs. You must successfully control this part of the interview. You should ask questions regarding mobility, why the job is open, where the person is who had the job before, how many people you would manage, if you would have support staff, if you have budget control, et cetera. This is the only way you can determine if the position is or is not for you. If you feel positive about what you hear, by all means show your enthusiasm.
Insiders' Tip: More jobs have been lost at this point than at any other because a candidate didn't want to appear excited.
Stage IV. Wrap-up or Tying Loose Ends Together
This part of the interview allows both of you to clarify any information needed and make some final comments tying the interview together. Here again, if you are interested in the position, state it very clearly.
Unless it is volunteered to you, ask what the next step is in the interview process. This assumes that you have a good feeling about how the interview went and that you are sincerely interested in pursuing the position. Ask about the length of time before you will be called back for a second round of interviews, scheduling a time, etc.
If your first interview was with a company recruiter, you may not get much feedback-regarding your chances at this point, as he or she will discuss you first with the hiring manager, but some information may be gleaned. If you are a good "people reader" you should now be able to tell fairly well how good your chances are to go on and have further interviews.
Remember that "chemistry," NOT qualifications, is usually the factor in personnel selection.
Since you were called in for an interview, you may assume that you are at least minimally qualified for the position. But it's the intangible factors that cause offers to be made, not the tangibles. As with job performance, it has much less to do with how well you do your job than how well you are perceived to do it.
If you are a fairly conservative person and everyone you have seen while interviewing is in jeans and wears shirts open to the navel and lots of gold chains, you can safely assume you would not be too happy working at this company even if a job was offered. People are often rejected for positions because of their style, not because of an inability to perform the work. If you don't proceed beyond Personnel at a corporation, it could be just that. It also could be that your interviewing skills were not up to par, but we will work on this! When you are turned down for a position (and it happens to everyone), do not internalize the rejection by thinking you are unqualified. Your first interviewer may perceive that the personality fit is not right.
It is much better to be rejected for a job than to take one that's wrong and want to leave three months later. Most people leave for style and personality mismatch reasons first, position, title, and money later.
On Insiders' Tip: Those of you who will get the job of your choice will be the best qualified at getting jobs (interviewing skillfully). However, success does not mean you are the most qualified candidate for the job. Please recognize this distinction.
Tested Questions for the "Structured" Employment Interview
The following questions are divided into four distinct areas: Work Experience, Education/Training, Personal Factors, and Home Environment. Some of these questions will be asked at nearly every interview you have; others will show up less frequently, but you should be prepared to answer all of them concisely, articulately, and in a relaxed and friendly manner. Practice interviewing with friends, business associates and sitting in front of a mirror. This last method is very useful, as you can see your own gestures and expressions and modify them accordingly, if necessary. The "a" answers to the tested questions are poor ones; "b" answers are the better responses. None of the answers to "b," the best response, are hard-and-fast, but if you are asked that question, the answer you give should be similar (in your own words). This question-and-answer format is not that of one person taking one interview. Rather, it is a list of common questions that are often asked at interviews, giving one poor answer and one good answer to each question. At interviews, they won't appear in this order.
Work Experience
How did you originally get your present (last) job at XYZ Company?
(a) I was interviewing through my college's placement office and XYZ was interviewing on campus. I guess I lucked out.
(b) After researching the companies coming to campus to interview for marketing people, I decided that XYZ most closely had what I was looking for: an excellent training program, a track record of moving their qualified trainees along, a good salary, and a chance for me to make a contribution early in my career.
Can you describe your present responsibilities and duties?
(a) I spend a good part of my day talking with other people to get the information I need about my reports. I also supervise one or two clerks.
(b) I gather data for my marketing research reports from outside vendors and the ill-house marketing people. Then I organize it and submit it for typing early so I can get it back for editing and a final draft before the end of the day. My assistant works closely with me on this. I then finish my reports and submit them to my manager, the vice president of market research. I also make oral presentations at weekly departmental meetings.
What do you particularly enjoy about working at XYZ?
(a) The people are very nice there and I could finish my work by five P.M. most of the time.
(b) I learned quite a bit at XYZ and I feel I made some significant contributions to my department and the company. The people in my department are quite supportive and helpful, from my boss to the clerks. Reviews and promotions were fair, and everyone pulled together. But I'm ready for a more responsible position now.
What did you like least at XYZ?
(a) My boss used to yell at us a lot if our work wasn't done exactly the way he wanted. He made me nervous.
(b) I didn't feel that management delegated enough. My manager was not always clear when giving directions and occasionally would lose his temper. However, I found that if I approached him to ask for clarification, he was helpful. But I knew I could do more than I was allowed; I wasn't being challenged or worked hard enough.
What would you consider your biggest accomplishment at XYZ?
(a) I did a large study with almost no backup in a very short time. It surprised my boss, but he took credit for my report.
(b) I researched, collected data, and published a key report for my department head. He needed it to make an important presentation to top management and was extremely pleased that my report was very thorough and would probably help us get the extra budget money we'd requested. I got the report to him four days early so he had a chance to go over it and prepare for his presentation. We did get our excess budget approved, by the way.
Did you have any disappointments at XYZ? Did anything turn out less well than you planned?
(a) I spent a lot of time doing a report and then my boss didn't use it in the marketing plan. I was really angry that I wasted my time.
(b) I had spent about six weeks working on a report for my manager which was to be included as part of our department's yearly marketing plan. However, at the last minute the whole focus changed, and my part was entirely eliminated. My boss spoke to me, praising my work, but explained that now she couldn't use it. Naturally I was disappointed, but these things happen to everyone, and she was considerate enough to let me know she understood how I felt.
7. What personal progress did you make at XYZ Company?
(a) I got to know a lot of people and it helped my social life.
(b) I had several important relationships at XYZ that enabled me to work more effectively. I developed a good mentor relationship with my boss. He taught me many of the subtle workings of a corporation that I needed to know. I now understand quite a bit more about organizational structure and the inner workings of a big company.
8. How has your job changed since you were hired at XYZ?
(a) They keep piling on the work and I don't get any overtime for it. But I keep plugging away.
(b) I have had two raises in less than eighteen months and have been given much more responsible work. The department's responsibility has grown and sometimes it's difficult to get support help, but when projects have short deadlines I give them highest priority so they can be completed on schedule or early.
9. What are your reasons for leaving XYZ?
(a) I didn't get promoted last review. In fact, my annual raise was minimal. They're a cheap company.
(b) I feel I can make a greater contribution at another company. XYZ provided a terrific training ground, but it's a fairly conservative firm and promotes people rather slowly. My boss has been trying to get me a promotion for over five months. In her own way she's encouraged me to look outside. She knows I'm not being developed quickly enough, but her hands are tied.
10. How would you describe your most recent superior? What are his or her strengths and limitations?
(a) My boss is basically an okay guy but he's not one to mix much with his people. He gets temperamental a little too often for me.
(b) My manager is a quiet man who allows us to work without interference. But he is approachable and supportive when we need clarification or explanations. His limitation is his style; management doesn't regard him as a high-potential leader. As a day-to-day boss, though, he's excellent.
11. For what things have your superiors complimented you?
(a) My boss told me she liked my sense of humor.
(b) She told me that my reports were always timely and well written and that she viewed me as a high-potential employee in her division because I was a team player and a leader. She said I exercised good judgment, and she made me acting manager in her absence even though several other people are senior to me.
12. For what have your superiors criticized you?
(a) My boss says that when I'm under a time pressure my work is sometimes sloppy.
(b) I've never really received criticism unless it's been to slow down. My manager commented that with my energy level he's afraid I'll burn out. (He was kidding.) I like to work with time constraints on me; I perform well under deadlines and pressure.
13. How would your employer describe you?
(a) He'd say I was an easygoing person who got along well with everyone. I never make waves.
(b) My manager regards me as one of his two key people. He knows he can count on me to do professional work and that I can motivate the less effective people. He views me as a results-oriented, supportive leader within his department.
14. Did you find some aspects of your job difficult to perform?
(a) I sometimes had trouble understanding what my boss really wanted.
(b) No. If anything my work wasn't challenging enough after my first six or seven months at XYZ. My manager has said he found it difficult keeping me challenged and busy enough.
15. How did you solve problems that you encountered on your job?
(a) I just dug in and did the best I could. Sometimes I was right, sometimes not.
(b) I concentrated on what I perceived the problems to be and usually solved them myself. Occasionally I would seek my manager's advice to be certain I was right. I don't like to waste time by going off in the wrong direction if it's avoidable. I found very few problems; the ones I encountered generally came from unclear directions.
16. Did you and your superior ever disagree on work matters?
(a) My boss always wanted me to do things his way. Sometimes I would do it my way because he was wrong a lot.
(b) Occasionally-but it was a matter of style rather than content. My manager's detail-oriented and even though I handle details well, I am basically a conceptual person. However, whenever he's questioned any report, I found he was amenable to most of my ideas once we discussed them.
17. In what way has XYZ prepared you for greater responsibility?
(a) I've been there for three years now and my work is getting repetitive. I know I'm ready for more responsibility.
(b) In my three years at XYZ I have been assigned increasingly responsible work. I've had three promotions, my last one to supervisor, just ten months ago. But promotions from the level I am at now will be slow in coming-XYZ is conservative. I need more responsibility and challenge than what I see available in the near future. I'm ready to be a manager now but, in my personal timetable, it won't be possible to achieve it at XYZ.
18. What is your impression of your former/present employer?
(a) It's a nice place to work but they're kind of stodgy.
(b) XYZ is an excellent employer, particularly for someone right out of school who needs a supportive but conservative management style to learn the ropes of corporate life. However, once a person gets self-confidence and is able to make decisions, XYZ doesn't always keep pace with a high-powered employee.
19. How long have you been looking for other employment?
(a) About four or five months, but there's not much around. Employers all want advanced degrees these days, but I have been called back to a couple of places.
(b) I've been actively looking for about four months. I'm going back for in-depth interviews at two companies next week and one the week after that.
20. What position are you seeking now?
(a) Well, I was a marketing assistant at XYZ. I think I'd like to be a marketing supervisor now.
(b) I'm seeking a position as a marketing supervisor in a large organization or marketing manager in a smaller one. My present title is marketing assistant, but I am really the department supervisor. My marketing manager put me in charge of three assistants, but he can't get me a title change or a raise for at least six more months.
