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Interviewing Presented by Career Services. Overview Preparing for an Interview What Hiring Managers look for Basic Types of Interviews Common Questions.

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Presentation on theme: "Interviewing Presented by Career Services. Overview Preparing for an Interview What Hiring Managers look for Basic Types of Interviews Common Questions."— Presentation transcript:

1 Interviewing Presented by Career Services

2 Overview Preparing for an Interview What Hiring Managers look for Basic Types of Interviews Common Questions Questions to ask Questions not to ask Salary Negotiation Closing the Interview After the Interview

3 Preparing for an Interview Research the Company and position you are interviewing for. Go over interview questions with friends and family, or participate in mock interviews. Prepare interview clothing and accessories (Dress to Impress)Dress to Impress Have resumes, applications and other requested materials available and ready Plan your route, and allow time to find the exact location. Arrive 10-15 minutes early and expect to wait Review your resume and relate your interview to the experiences you present on it If you are running late, not able to make the appointment, or do not have the requested materials, give the employer as much notice as possible.

4 What Do Hiring Managers Look for? Professionalism Appropriate dress, Submission of materials requested, Punctuality, addressing issues professionally. Concise answers Give examples from your work, school, or volunteer experiences. Be positive even when describing negative situations. Non-verbal positive feedback Seem interested, comfortable, and relaxed when answering questions. Knowledge and interest Convey your knowledge and interest in the company, industry, and position Ability to fill their need Uncover their needs and ideal candidate to answer questions and give appropriate examples

5 Two Basic Styles of Interviews Traditional Broad based questions about work ethic and skills Hiring decision based more on your communication skills and general qualifications Typically looking for positive answers and overall positive persona Behavioral Probe through specific questions based on past behaviors Looking for truthful answers of past experiences to assess future behavior In depth answers that describe the situation, discuss the actions you took, relate the outcomes, and specify what you learned from it. Other Types of Interviews: Phone, Performance, Situational, Panel, etc

6 Phone Interview Prepare to receive the phone call Prepare your greeting, voicemail, and others that might answer the phone. Find a quiet room, and have notepad and pen available. Be prepared to speak about your background & qualifications Speak clearly, sound positive and upbeat Prepare questions about the position Inquire about next step in interview process

7 Psychological Testing Typically administered for retail and sales environments: Neuroticism: a tendency to easily experience unpleasant emotions Extraversion: a tendency to seek stimulation and the company of others Agreeableness: a tendency to be compassionate rather than antagonistic about others *Conscientiousness: a tendency to show self-discipline, act dutiful, and aim for achievement and competence Openness to experience: a tendency to enjoy new intellectual experiences and ideas

8 Behavioral Will be conducted by a Human Resource representative or professional interviewer. Based on objective past results and behaviors Probing questions on your situation, so must be a very honest example Typically have a predetermined set of characteristics/skills they are looking for Possibly use a rating system to evaluate selected criteria

9 Common Questions Professional Statement Knowledge of the company and or position Short Term, Long Term Goals Strengths/Weaknesses Description of yourself (your perspective/others) Motivating Factors (Most/Least) Success (What is it, examples, how to achieve) Why you want the job Why should you be hired

10 Approach to Questions Situation or Task Describe a specific situation or task that you needed to accomplish. Be as detailed as possible for the interviewer to understand. Action you Took Describe the action you took and be sure to keep the focus on you. Avoid detailing others actions or lack there of even if you are discussing a group project or effort. Results you achieved Describe what happened? How did the event end? What did you accomplish? What did you learn? If possible, provide quantitative results.

11 Example Answers Prepare about 10-12 examples/stories that fall into each of these categories: 1. High accomplishments 2. A time you had to overcome an obstacle/ disagreement  Positive result  Negative result 3. A negative experience with a coworker/customer/employer 4. A difficult decision **Draw from your recent experiences in class projects, voluntary organizations, extracurricular activities, work experiences, etc. **Improvising your Answers** Might be able to be unprepared through essays and presentations, but do not risk an employer sensing that you know nothing or made no attempt to learn more about their organization.

12 Questions to Ask Typical daily/weekly tasks Work environment Other positions and/or departments interaction What does the training program entail Expectations for a person in this position Criteria for evaluation Opportunities for advancement

13 Questions not to ask Salary/benefits Harassment Background Checks Social Events Vacation Make sure your questions are not focused on anything else but the company and the job itself. Do not bring up the following topics in the first interview:

14 Salary Negotiation Never make the first move…. Salary is what you earn, not what you deserve Know your market and your limitations –, NACE salary survey, etc When questioned on requirements, have a set range in mind Question the typical salary of the position

15 Illegal or Discriminatory Questions Questions that are personal in nature including medical background, nationality, physical appearance, disability, and family. Although questions of a very personal nature are typically inappropriate, they are not criminal. These questions in an interview process become criminal if they determine a hiring decision and are not directly related to qualifications of the job functions.

16 Answering Discriminatory Questions Decline to answer Very direct approach, and should be used with caution Answer directly Be concise, clear, and comfortable disclosing Tactfully Sidestep Rephrase question into a legal response

17 Closing the Interview Ask if there is anything in your background that might not qualify you for the position. Overcome any objections Assure understanding of interview process, and when you should hear back from employer. Should you contact them if you do not hear back. Thank them for their time and opportunity to meet with them.

18 What to Do After the Interview Follow up with a phone call or Email if you do not hear anything in the expected time frame. Check on the status of the position. Never show frustration, there may be future opportunities that are better suited to you. Type the letter on good quality bond paper in a business format or send by Email if there are time constraints. Send a thank you letter to each interviewer immediately following the interview. Thank them for their time, re-state your interest in the company or, follow up on some of your strengths that you feel make you the best candidate.

19 Office of Career Services, Cooperative Education & Student Employment Part-time and full-time job postings –College Central Network Internships & Co-op Federal Work-study Florida Work Experience Program Workshops Resume & cover letter critiques –Optimal Resume Career Fair & Employer Day Mock interviews

20 For any questions, please contact: Elizabeth Farney Assistant Director of Career Services

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