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How to Handle Different Types of Interviews

How to be prepared for all phases of a Job Interview

How to Handle Different Types of Interviews

Interviews will come in a variety of different formats, methods and styles. Here’s how to be ready for all types of interviews, and how to be prepared for them. 

 

The Traditional Interview

In a traditional interview, you will be asked a series of questions which have pretty straightforward answers. For example: “What were major challenges you had, and how did you find a solution for them,” or “why are you looking to leave your current employer,” or “tell me about yourself.” 

  • If you are asked, “What are your career goals and future plans” the interviewer may want to know if your plans are consistent with those of their organization. You should let them know that you are an ambitious person and want to advance within their company.
  • Another question that may be asked is “What are your salary expectations?” This is a delicate question and should be handled carefully. Always wait for the interviewer to ask this question, and if you have to give a number, give a range or say the salary is negotiable.

 

The Screening Interview

Companies use screening tools and techniques to ensure that candidates meet minimum qualification requirements. Computer software programs are often used to weed out unqualified candidates. The screening interviewers’ goal is to determine whether there is anything that might disqualify you for the position.

Screeners will dig for dirt and hone in on gaps in your employment history or pieces of information that look inconsistent. One of the first things the screener will need to find out is whether you will be too expensive for the company.

 

Things to watch out for during a screening interview:

  • Personality can go a long way, but it’s not as important to the screener as verifying your qualifications. Answer their questions clearly and directly.
  • Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics. You don’t want to lose your leverage this early in the interview process.
  • If the interview is conducted by phone, it is helpful to have your resume and a few notes highlighting your strengths ready.

 

The Informational Interview

This is on the opposite end of the stress spectrum from the screening interview. Job seekers secure informational meetings in order to seek the advice of someone in their current or desired field and to gain further references to people who can lend insight.

Employers that like to stay apprised of available talent even when they do not have current job openings are often open to informational interviews. These employers are especially likely to accept an informational interview with you if they like to share their knowledge, feel flattered by your interest, or thank the mutual friend that connected you to them. During an informational interview, the job seeker and employer exchange information and get to know one another better without reference to a specific job opening. 

Informational interviews take off some of the performance pressure. The objective here it to gain valuable information, just as the employer is doing at their end.

  • You should be able to pinpoint prospective employers. Through your interview you’ll develop an understanding of what it’s like to work for specific companies or individuals, and you’ll be able to make informed decisions about what employer would be a good match for you.
  • You will expand your list of contacts by collecting names from the employer with whom you interview.
  • You will gather information from your interviewers that, during your later job interviews, will help you show prospective employers that you’ve done your homework.

The Meandering Style

This interview type, usually used by inexperienced interviewers, relies on you to lead the discussion. It might begin with a statement like “tell me about yourself,” which is pretty typical, and can be used to your advantage. Interview styles such as these allow you to guide the discussion in a way that best serves your needs.

Here are some strategies which may prove helpful for any interview, particularly when interviewers use an indirect approach:

  • Pay attention to the interviewer. Even if you feel like you can take the interview in any direction you wish, remain respectful of the interviewer’s role. If he or she becomes more directive during the interview, acknowledge their move and adjust accordingly.
  • Come to the interview prepared with highlights of your skills, achievements and experiences. Do not rely on the interviewer to spark your memory. Jot down some notes that you can reference throughout the interview.
  • Ask well-placed questions. Although the open format allows you to shape the interview, you don’t want to run the risk of missing important information about the company and its core needs.

 

The Stress Interview

Employers view the stress interview as a legitimate way of determining a candidate’s aptness for a position. A potential employer in this case might purposely have you wait in the lobby before the interviewer greets you. You might face long silences or cold stares.

The interviewer might challenge your religious beliefs or your judgment. Be prepared because insults and miscommunication are common in this type of interview. All this is designed to see whether you can withstand the company culture, work environment, or other potential stress triggers.

  • Even if the interviewer is rude, remain calm and tactful.
  • Remember that this is a game. It is not personal.
  • Go into the interview relaxed and rested. If you go into it feeling stressed, you will have a more difficult time keeping a cool perspective.

 

The Situational Interview

In this interview, situations are set up to simulate common problems you might encounter on the job. Your responses to these situations are measured against predetermined standards. This approach is often used as one part of a traditional interview rather than as an entire interview format.

 

The Behavioral Interview

Companies increasingly rely on behavioral interviews because they use your previous behavior to predict your future performance. In these interviews, employers use standardized methods to gather information relevant to your competency in a particular area or position.

Depending on the responsibilities of the job and the working environment, you might be asked to describe a time that required problem-solving skills, leadership qualities, conflict resolution, multi-tasking, initiative, or stress management. You will be asked how you dealt with these situations. Your responses require not only reflection, but also organization of thought.

 

Here’s how to maximize your responses in the behavioral format:

  • Any of the qualities and skills you have included in your resume are potential probing points for the interviewer.
  • Anticipate the transferable skills and personal qualities that are required for the job.
  • Keep in mind the situations you have been in, and identify the results of your actions. Present them in less than a couple minutes.
  • Reflect on your own professional, volunteer, educational and personal experience to develop brief stories that highlight these skills and qualities in you. You should have stories for each of the competencies on your resume as well as those you anticipate the job will require.

 

The “Show Me” Interview

For some positions, such as engineers or trainers, companies want to see you in action before they make their decision. For this reason, they might take you through a simulation or brief exercise in order to evaluate your skills. This tilts the interview in your favor because it allows you to demonstrate your abilities through familiar challenges. The simulations and exercises should also give you a simplified sense of what the job would be like.

 

To maximize on this type of interview, remember to:

  • Be professional and take responsibility for the task before you.
  • Get a clear understanding of the instructions and expectations for the exercise, and if there’s a time limit to complete it. Communication is half the battle in real life, and you should demonstrate to the prospective employer that you make the effort to do things right the first time by minimizing confusion.
  • Do some role playing and brush up on your skills before an interview if you think they might be tested.

 

The Directive Style

In this style of interview, the interviewer has a clear agenda. Interviewers ask each candidate the same series of questions so they can readily compare the results of their interviews. Directive interviewers rely upon their own questions and methods to entice you with questions and gather what they would like to know. This style does not necessarily mean that they have dominance issues, although you should keep an eye open for these if the interviewer should end up being your supervisor.

Remember:

  • Follow the interviewer’s lead.
  • Maintain control of the interview. If the interviewer does not ask you for information that you think is important to proving your superiority as a candidate, politely interject it.
How to Handle Different Types of Interviews


The Group or “Tag Team” Interview

The group interview helps a company get a glimpse of how you interact with peers to let them know if you are timid or bossy, attentive or attention-seeking. Do others turn to you instinctively, or do you compete for authority? The interviewer also wants to know if you use argumentation or careful reasoning to gain support. The interviewer might call on you to discuss an issue with the other candidates, solve a problem collectively, or discuss your qualifications in front of the other candidates. 

This environment might seem overwhelming at times, but here are a few tips that will help you interview successfully:

  • Treat others with respect while exerting influence over others.
  • Observe the dynamics and the interviewer’s rules of the game. If you are unsure of what is expected from you, ask for clarification from the interviewer.
  • Keep an eye on the interviewer throughout the process so that you do not miss important cues.
  • Use this opportunity to gain as much information about the company as you can. Just as each interviewer has a different function in the company, they each have a unique perspective. When asking questions, be sensitive not to place anyone in a position that invites him or her to compromise confidentiality or loyalty.
  • Treat each person as an important individual. Get each person’s business card at the beginning of the meeting, if possible, and refer to each person by name. If there are several people in the room at once, you might want to jot down their names on a sheet of paper according to where each is sitting. Make eye contact with each person and speak directly to the person as you ask each question.

Multiple Interviews

This type of interview is commonly used with professional jobs. This approach involves a series of interviews in which you meet individually with various representatives of the organization. In the initial interview, the representative usually attempts to get basic information on your skills and abilities. In subsequent interviews, the focus is on how you would perform the job in relation to the company’s goals and objectives.

After the interviews are completed, the interviewers meet and discuss your qualifications for the job. A variation on this approach involves a series of interviews in which unsuitable candidates are screened out at each succeeding level. It’s important to ask how many interviews are in the interview process, and who you would be interviewing with for each interview. For example, you might meet with someone in Human Resources, then a hiring manager, then team members you will be working with, and maybe even the president of the company, depending on the size of the company.

I would be suspicious of any company calling you in for a fourth or fifth interview. In cases like these, they typically want to get industry or competitor information out of you. I would be suspicious if the interviewers are jotting down notes to competitor information, or how you do things at your current company. That should be a giveaway. 

 

The Lunch/Dinner Interview

Interviewing over a meal can go one of two ways. It can be a catastrophe, or it can help you get the job. An example of a lunch gone bad is if the interviewer or candidate has an allergic reaction to the dish they eat. With some preparation and psychological readjustment, you can enjoy the process. Meals often have a way of getting people comfortable so they can facilitate deals.

 

Here are some basic social tips to help ease mixing food with business:

  • If your interviewer wants to talk business, do so. If he or she and the other guests discuss their upcoming weekend plans or their families, do not launch into business just yet.
  • Avoid foods that have been historically known to be messy, such as barbeque ribs and spaghetti.
  • Take cues from your interviewer, remembering that you are the guest. Do not sit down until your host does. Order something slightly less extravagant than your interviewer. If he insists you try a particular dish, oblige him unless it conflicts with your diet or religious beliefs. Do not begin eating until he does. If he orders coffee and dessert, do not leave him eating alone.
  • Practice eating and discussing something important simultaneously.
  • Thank your interviewer for the meal.
  • Who pays for the meal? Traditionally, the interviewer will pay for the meal.

 

 

How to prepare for a follow-up Interview

There are a number of reasons why companies bring candidates back for second and sometimes third or fourth interviews. Sometimes they just want to confirm that you are the worker they first thought you to be. Sometimes they are having difficulty deciding between a short-list of candidates. Other times, the interviewer’s supervisor or other decision makers in the company want to meet you before making a hiring decision. When meeting with the same person again, you do not need to be as assertive in communicating your skills. You can focus on building rapport, understanding where the company is going, and how your skills mesh with the company vision and culture.  

 

Tips for managing second interviews:

  • Elaborate on what you have to offer and your interest in the position.

Be tactful with probing questions. You want to learn more about the internal company dynamics and culture.

For other job related statistics and relevant data, you can visit the U.S. Bureau of Labor Statistics website at www.bls.com

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Research the Company before Your Interview

Research The Company Before Your Interview

Research The Company Before Your Interview

One thing you must do before a job interview is learn about the company and position. Here are some ideas to help you get started on this research.

  • Gather information from the web. Search the company’s website and look through the web pages to find product information, newsworthy articles, case studies and company related information.
  • Search online for forums about the company, and what people are saying about the company.  
  • Contact the organization’s public relations or marketing department and ask for the most recent annual report and other company literature.
  • Read current periodicals and trade journals to learn about the latest trends in the industry. These can be found at your local library, bookstore or industry websites.
 
For job descriptions, you can try looking in these publications:
  • The Complete Guide for Occupational Exploration
  • The Occupational Outlook Handbook
  • Call or visit the human resources department and ask for a copy of their job descriptions. If you can’t get it, you might ask competitors for similar job descriptions.
  • The Dictionary of Occupational Titles
Important things to find out:
  • What is their market share (if available), and how do they rank in the industry?
  • Know what salary range is typical for this type of position. Learn about the company’s competitors.
  • Familiarize yourself with the employer’s organizational structure. Read the company mission statement.
  • Who are their clients or customers?
  • Know the full names of the executive officers, including the president, CEO, COO, and CFO.
  • Familiarize yourself with the company’s products, services and brand names.
  • Find out the locations of all operations, branches and divisions. In most cases, this could be found on the company website.

The manner in which you find information about a company will vary. The important thing is how you will use it and make the most of it for a great first impression in the interview.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Company Structure

Find out what the structure and scope of the company, and identify whether it is small, medium, or large. Is it a division of a larger company or owned by a parent or foreign company? Does it own other companies? Who are its strategic allies? Is it a local, national, or international company? Also discover whether the company has divisions and what they are. It is also useful to know at what stage of growth the company is in. Have they recently grown or laid-off employees? At what rate? Using the web, media, and personal sources, uncover as much as you can about the internal workings of the company.

 

Know the Customer

Moreover, it is useful to know how the company makes its money. Who are its clients or customers, and how many of them are there? Is it a family-owned business, or a start-up company funded by venture capital firms? Getting your hands on a shareholders report could be very helpful. This way you can determine what the company’s earnings or losses are. Compiling this information will enable you to assess the financial stability of the company.

 

Study the Market

You also must familiarize yourself with the company’s market. What products do they sell, and who are their target customers? If they provide a service, to who is it rendered? What is the nature of the products or services? These are the kinds of things you should be discussing when you sit down for an interview. In addition, it is also useful to know who the company’s competitors are.

 

Employee Relations

Interviewing current or former employees will give you some insight as to how the company operates and how employees are treated. Are company earnings shared by employees? What are the salary ranges for various positions?

Is there a benefits package offered by the company? Additionally, you should discover whether employees receive training or mentoring, how many hours a week the employees tend to work, and how long employees tend to stay at the company. Finally, you might check to see if any complaints have been filed against the company. This can be obtained through the local better business bureau and your state labor office.

Research the Company

I cannot overemphasize the importance of doing your homework on the company or organization you are interviewing with. You should have a list of questions, and be ready to ask them at the appropriate time. You might also want to check the rating of the company on various job boards. Typically a company has a rating from 1 to 5 stars.

1 being the lowest, and 5 being the highest. If you consistently see a number of 1 or 2 star ratings from past employees, this should cause for alarm, and you should definitely bring this up In the interview.

Researching answers to interview questions is also important, and this will help you prepare for your interview. Doing this will increase your chances of getting a job offer, or an invitation to a second or third interview, whichever may be the case.

Here are some questions you can ask about the position and company which should give you a better handle on direction of the company with regards to this position and expectation for the role. 

 

Questions regarding the position:

  • Is this a replacement position or a newly formed position?
  • How many people would I be working with? 
  • What are the hours for the position?
  • How soon do you anticipate a decision being made?
  • When do you hope to have the position filled?
  • Who will be your direct report?
  • How will your performance be measured?
  • What opportunities are available for future advancement?
  • What are the responsibilities and duties involved in the job?
  • What type of benefits package is offered, and are they fully company paid or is some of the cost

shared by the employee?

  • Are you capable of performing the job?
  • Do you have the relevant work experience?
  • Do the organizations goals and culture match your requirements?
  • Will the job challenge you?
  • Can you see future progression in line with your career aspirations?
  • Will the role motivate you?

 

Questions regarding the company:

 

  • What is the company culture like?
  • What are some basic goals and objectives of the company?
  • Is the company growing or planning to open new offices, locations, or facilities?
  • Is the department growing? Will there be new growth opportunities in the future?
  • What products and services does the company sell?
  • Is the company growing or downsizing?

How does the company perform relative to its competitors?

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How to be prepared for all phases of a Job Interview

How to be prepared for all phases of a Job Interview

How to be prepared for all phases of a Job Interview

Each phase of a job interview will be different. It’s important to know where you are in the process, and how you can leverage each stage of an interview.

Job interviews are a two-way discussion between you and a prospective employer. The interviewer is attempting to determine whether you have what the company needs, and you are attempting to determine if you would accept the job if offered. Both of you will be trying to get as much information as possible in order to make those decisions.

Traditional Format

The interview that you are most likely to face is a structured interview with a traditional format. It usually consists of three phases. The introductory phase covers the greeting, small talk, and an overview of which areas will be discussed during the interview. T

Middle Phase

The middle phase is a question-and-answer period. The interviewer asks most of the questions, but you are given an opportunity to ask questions as well. The closing phase gives you an opportunity to ask any final questions you might have, cover any important points that haven’t been discussed, and get information about the next step in the interview process.

Introductory Phase

This phase is very important. You want to make a good first impression and, if possible, get additional information you need about the job and the company.

Make a good first impression. You only have a few seconds to create a positive first impression, and that impression can influence the rest of the interview and even determine whether you get the job.

The interviewer’s first impression of you is based mainly on your body language. The interviewer is assessing your overall appearance and demeanor. When greeting the interviewer, be certain your handshake is firm and make eye contact.

Wait for the interviewer to signal you before you sit down. Once seated, find a comfortable position so that you don’t appear tense or uncomfortable. Lean forward slightly and maintain eye contact with the interviewer.

Your posture shows that you are interested in what is being said. Smile naturally and show that you are open and receptive by keeping your arms and legs uncrossed.

Avoid keeping your briefcase or handbag on your lap. Try to appear relaxed and confident.

Use your knowledge of company information. You should get this information about the company in advance. Be sure to prepare your questions in advance as well.

Ask questions. Deciding exactly when to ask your questions can be tricky. Your chance to ask questions in the traditional interview is typically late in the interview. How can you get the information you need early in the process without making the interviewer feel that you are taking control? Timing is everything.

You may have to make a decision based on intuition and your first impressions of the interviewer. Does the interviewer seem comfortable or nervous, soft spoken or forceful, formal or casual?

These signals will help you to judge the best time to ask your questions. The sooner you ask the questions, the less likely you are to disrupt the interviewer’s intent or agenda. However, if you ask questions too early, the interviewer may feel you are trying to control the interview.

Try asking questions right after the greeting and small talk. Since most interviewers like to set the tone of the interview and maintain initial control, always phrase your questions in a way that leaves control with the interviewer.

Perhaps you can say, “Would you mind telling me a little more about the job so that I can focus on the information that would be most important to you and the company?” You may want to wait until the interviewer has given an overview of what will be discussed.

This overview may answer some of your questions or may provide some details that you can use to ask additional questions later.


How to be prepared for all phases of a Job Interview


Middle Phase

During this phase of the interview, you will be asked many questions about your work experience, skills, education, activities, and interests. This is the assessment part of the interview. The interviewer wants to know how you will perform the job in relation to the company objectives.

Your responses should be clear and concise. Use specific examples to illustrate your point whenever possible. Although your responses should be well-phrased and effective, be sure they do not sound rehearsed.

Remember that your responses must always be adapted to the present interview. Incorporate any information you obtained earlier in the interview with the responses you had prepared in advance and then answer in a way that is appropriate to the question.

Below are frequently asked questions and suggested responses. Give a specific example to illustrate your point for each question.

How to be prepared for all Phases of a Job Interview

What is your weakest attribute? (A stress question)

“I’m a stickler for punctuality and promptness.” “I’m tenacious.” “I’m a perfectionist.”

What is your strongest attribute?

“I am organized and manage my time well.” “I work well under pressure.” “I am motivated and eager to learn.”

What do you hope to be doing five years from now?

“I hope to still work here and have increased my level of responsibility based on my performance and abilities.”

What do you know about our company? Why do you want to work here?

“You are a leading provider of widgets on the West Coast.” “Your company has a superior product/service.” “Your company has the largest market share for your product in the world.” “Your company is a leader in your field and growing.”

It would help if you try to get the interviewer to give you additional information about the company by saying that you are very interested in learning more about the company objectives. This will help you to focus your response on relevant areas.

What is your greatest accomplishment?

Give a specific illustration from your previous or current job where you saved the company money, helped increase profits, or improved processes. If you have just graduated from college, try to find some accomplishment from your school work, part-time jobs, volunteer work, or extra-curricular activities.

Why should we hire you? (A stress question)

Highlight your background based on the company’s current needs. Recap your qualifications keeping the interviewer’s job description in mind. If you don’t have much experience, talk about how your education and training prepared you for this job.

Some Questions You Should Ask

“Could you give me a more detailed job description?” “What are the company’s current challenges?” “Why is this position open?” “Are there opportunities for advancement?” “To whom would I report?”

For other job related statistics and relevant data, you can visit the U.S. Bureau of Labor Statistics website at www.bls.com