1 Be an Interviewing STAR: Learn How to Shine in Your Next Interview Pam Herrmann Career Advisor

2 Purpose of an Interview For the Employer To successfully identify qualified and competitive candidates for position openings. To select the candidate(s) whose skills, knowledge, and values match the needs of the position and department. To determine who will be a successful, satisfied, and “lasting” employee.

3 Purpose of an Interview (continued) For the Candidate To identify an employing organization that offers an opportunity which... allows pursuit of short and long-range goals is of interest will provide challenges is a good-fit (corporate culture, skills, values)

4 Behavioral Interviewing Is where employers predetermine which skills are necessary for a job and then ask very pointed questions to determine if the candidate possesses those skills

Behavioral Interviewing Basic premise behind Behavioral Interviewing is: The most accurate predictor of future performance is past performance in a similar situation.

6 How Behavioral Interviewing Differs Traditional Interviews How would you behave in a particular situation. Hypothetical The interviewer will allow for theories and generalizations. Behavioral Interviews How did you behave in a particular situation? Actual The interviewer will want details.

Why Employers Use Behavioral Interviewing Base hiring decision on performance and ranked responses to questions, rather than “gut reaction” Provides company a more legally defensible employment process Enables employer to consider applicant’s skills for a specific position even when applicant has no prior experience in such a job

8 Preparing to Conduct a Behavioral Interview Look at job listing and job description Identify key KSAs (Knowledge, Skills, Attributes) Identify other important experiences and personal qualities Formulate questions to elicit evidence of the desired KSAs and qualities through the candidates responses

9 Example: Senior Assistant Director of Career Services Duties include providing leadership for the Job Search Team including supervision of team members, maintaining and creating innovative programs related to students’ post graduation plans, program assessment, and budgeting. Other duties include advising on career exploration, experiential education, job search and grad. school plans; developing and presenting seminars; teaching career exploration course; serving as a liaison to one of the colleges; periodic interactions with employers; and coordinating special projects. To be successful in this fast-paced work environment, candidates should be energetic, organized, detail oriented, and possess strong interpersonal, communication and team skills.

10 Behavioral Questions 1.Tell us about your experience supervising a team in the past. Was that team successful? 2.Give us an example of an innovative and creative program that you initiated. 3.Describe a project or assignment you have been responsible for that required great attention to detail.

11 How to Prepare for the Behavioral Interview  Recall recent situations -- use favorable behaviors, traits, or actions  Prepare short descriptions, but be prepared to go into more detail  Each story should have a beginning, middle and end MIDDLE BEGINNING END

12 How to Prepare (continued)  Use examples that have positive results or outcomes  Be honest and specific  Analyze the job

13 During the Behavioral Interview Interviewer works from a profile of desired behaviors Expect the interviewer to question and probe Focus - what is important to the interviewer Interviewer might be taking copious notes More structured

14 Sample Question “ Give an example of when you worked on a team to accomplish a task or project.” - What was your role? - What were the results/outcomes? - What would you have done differently?

15 Formula for Answers: STAR Situation: Describe the situation Tasks: What needed to be done? Action: What did YOU do? Results: What happened?

16 Base Examples On: Previous jobs Volunteer work Classroom experience Hobbies Leisure activity ** Apply your response to the workplace

Why Behavioral Interviewing Works Follows a structured interview format Based on well defined job requirements Uses questions focusing on behavior related to the job Applied equally with all candidates