1. Interviewing Techniques, Tips and Tirades Doug Elliot, Career Counselor SDCCD Professional Development, November 2001

2. Agenda Preparation and Planning Interviewing – Questions
What it’s about…
Preparation and Planning
Interviewing – Questions
Making an Impression
- Follow Up

3. An Interview …helps keeps you in the running …gets you the job
…closes the deal

4. Interview Purpose Exchange information with employer:
“Sell” your interest, skills and abilities for the job.
Obtain information about the position and team.
Assess the fit between your goals, values and needs and the position and supervisor/co-workers.
Make the interviewer feel comfortable with you!

5. Not-So-Common Sense… Map out location on Google
Arrive early and go alone!
Leave CELL PHONE in your car or make sure you turn it OFF
Have copies of relevant documents with you
Be courteous to everyone you meet. Everyone!

6. Check your attitude and use your best manners:
Establishing Rapport
Check your attitude and use your best manners:
Remain poised and relaxed
Minimize distracting body language
SMILE; Convey enthusiasm
Speak clearly - not too fast or slow
Shake hands confidently
Look at all interviewers in the eye
Listen carefully to the question
Sit up and lean forward

7. What Employers Want Can you do the job: Skills
Do you fit in: Personality
Can you be counted on: Reliability/Goals

8. Communication is a Proce
It’s only effective when there’s a mutually agreeable exchange of information between at least two individuals

9. Message What Communication Looks Like Receiver (decodes message)
Sender (encodes message)
Receiver (decodes message)
Barriers
Internal and External
Information sent by sender
Response to sender’s message
Message

10. Communications is about…
Words
Vocal
Body Language
= 100%

11. Words Vocal Body Language
(voice, timing, pitch, tone, breathing, pauses)
Body Language
(facial expressions, body movement, 7%
38%
55%

12. 96% of 330* employers said that COMMUNICATION and INTERPERSONAL SKILLS are the most important employee traits! Next in line… Learning aptitude, collaboration teamwork and creative-problem solving, strong work ethic. *University of Phoenix Survey 2005

13. Types of Interviews Traditional
You respond to interviewer’s questions with facts to support your answers.
Behavioral / Story Telling
You provide specific examples of what you have done in the past relating to the situation that the interview gives you.
Case Study
You are asked to analyze a problem and come up with a solution.
Employer assesses ability/thought process…not if your answer was correct.
Job Task or Exam
You are asked to demonstrate a task, I.e.., make a bed, prepare a tray, etc. -or-
You are asked to take a test and you’re put on a list of eligibles.

14. Personality Type
The foremost instrument to identify how and communicate (or not) and how you fit in (or not) with others is…

15. Explore your interest in the organization - “Do I want to work there?”
Research
Explore your interest in the organization - “Do I want to work there?”
Helps you ask and answer interview questions

16. About the ORGANIZATION
About YOURSELF
About the POSITION
About the ORGANIZATION
In three small groups, give each group one of the above categories to brainstrom. Then each group reports their findings and are written on the board. This becomes the groups homework, to research these items.

17. Where is the Information?
 Self-assessment and reflection
 Organization’s website******
 Internet searches
 Annual reports/marketing materials
 Libraries
 Newspapers, magazines
 Networking contacts
Review the company’s website.
Search websites for recent articles or other news items.
Call the marketing department (or receptionist for smaller companies) and request a copy of the annual report or any marketing brochures, company literature
Networking: Anyone might have information about the company. Review your list of networking contacts and ask everyone if they know anyone that works there or has done business (as a vendor or client) with the company.

18. Interview Answer Prep State the Problem/Situation/Task
Answer questions using the PAR/STAR method…
State the Problem/Situation/Task
State what Action you took to solve the problem
or complete the task
State the Results of your actions

19. ACTION TIME
State a Problem or Situation/Task for which you were responsible
State what Action you took to solve the problem or complete the task
State the Results of your actions

21. Focus on Results…Accomplishments
Be specific
Use numbers, statistics, and percentages
Tell powerful results:
Improved morale, resulting in “Employee of the Month” award
Streamlined operations and saved agency $25,000 annually
Cut costs by training employees to troubleshoot tech issues.
Increased sales from $100k to $500k with revamped lead sheets.
Start a BRAG FILE to collect accomplishments

22. Create a Personal Pitch
Introduces yourself
Includes who you are in terms of education, roles, and work situation
Highlights strengths
Explains what you are looking for (I.E… THIS JOB!)
Your personal pitch allows you to save time because you are not reinventing what you are saying each time you introduce yourself.
Don’t include extra information that is negative or anything that doesn’t relate to your goal.
It should only be a minute or two in length. Practice your personal pitch so that it comes naturally to you.

23. Tell me about yourself. Who are you? Where are you headed?
Why are you going there?
What is unique about you?
Your personal pitch allows you to save time because you are not reinventing what you are saying each time you introduce yourself.
Don’t include extra information that is negative or anything that doesn’t relate to your goal.
It should only be a minute or two in length. Practice your personal pitch so that it comes naturally to you.

24. ACTION TIME Spend 2 minutes writing an outline of the answer
Pair off and practice answering this question
Your personal pitch allows you to save time because you are not reinventing what you are saying each time you introduce yourself.
Don’t include extra information that is negative or anything that doesn’t relate to your goal.
It should only be a minute or two in length. Practice your personal pitch so that it comes naturally to you.

26. It is About the Questions
“Why should we hire you?”
Summarize your experience
Address key points that match job requirements
The Menu Option: “I have a, b, and c skills. Which would you like to
hear about?”

27. “Tell me about your last job.” Be honest No negativity
Problems
Accept responsibility and how you learned from your mistakes
No Problems
Relocated away from job, laid off, no possibility of advancement, wanted a better job to suit my skills.
Demonstrate why you are a solid, reliable candidate

28. “Where do you see yourself in three years?”
Demonstrate ambition and flexibility
Tell about commitment to your occupation or the industry
“Why do you want to work HERE?”
“What do you know about us?”
“How will you benefit the company?”
Demonstrate your interest in the company
Explain what you can contribute
Share what you learned about the company/industry from research

29. “How would others, especially former co-workers and supervisors,
describe you?”
Practice: Answer this question using the STAR format
Partner with a neighbor and practice asking and answering this question with each other

30. “What are your pay needs?”
Know the going rate
Know what you are worth
Know your personal bottom line
Ask rather than answer, if possible
If you must, keep it in a range
Assume you have the job******
Instead of answering, ask: “Could you tell me the range you have in mind for this job?”

31. Interview Hazards Some questions may be unethical or illegal
Interviewers must address your skills and experience
Questions can’t relate to age, marital status, disability, sexual orientation, national origin, race or religion.
If questions are unclear , it’s ok to ask for clarification
Some interviewers may not be good at interviewing:
Stay focused on sharing relevant information
Stay positive; maintain eye contact and smile

32. Ask Questions…or at least TRY
An interview is a conversation
Prepare 5-6 questions ahead
OK to ask even if you think you know answers
Interview is not interrogation, not all one way—so ask!
OK to write down your questions and look at them for best ones to ask

33. Questions to Ask May I see a copy of the job description?
What is a typical day like for this position?
Why has the job become available?
Is there any information you need that will help you make a good hiring decision?
What is the next step?
When will you be making your decision?

34. Don’t interrogate the interviewer
Don’t ask about salary, stock options, vacation, holiday schedule or benefits
Don’t ask questions that have already been answered in the interview, just for the sake of asking something

35. Stay in contact & coach them Make sure they will be available
About References
Ask permission first
Bring your list
Stay in contact & coach them
Make sure they will be available
Always ask permission to use someone as a reference prior to doing so. You should be able to tell from their response whether it will be a positive reference.
Your list should include the following information: Name, title, company they are employed with, telephone number
Call them after the interview to coach them on the particulars of each job opportunity and the specific skills that each employer is seeking.
Make sure they will be available.

36. Thank Everybody! Stand out from your competition
Courteous gesture = good manners
Another chance to remind who you are and what you can do for the employer

37. Thank You Tips Short and to the point
Separate letters should be addressed to each person met at the interview
Tailor letters for each interview rather than using a form letter
Hand-written or business letter?

38. Mention when and why you met
Mention when and why you met. Include a brief statement of what you gained from the meeting.
Remind about a strength you bring to the job, and add anything else that “sells” you for the job.
Confirm your interest in the job.