Interviews and Interviewers
Summary:
The Screening Interview
The Decision Interview
There are two major categories of job interviews
The first, “the screening interview” is used to screen someone in or out and the second, “the decision interview” is used for making the actual hiring decision. Usually each type of interview is conducted by a different kind of interviewer.
The Screening Interview
The screening interviewer’s job is not to decide if you are the best person for the job but to judge whether you come fairly close to a profile of the hypothetically ideal candidate they have created.
These interviewers tend to proceed in a logical, systematic fashion. Because they often must make a written report of their findings and their opinions, they collect facts. They know what information they need and will ask the right questions to get it, collecting and using facts to arrive at a conclusion that they can justify at a later date if necessary.
Be direct and concise in your replies and be sure you understand exactly what information they are looking for before answering a question. If you are not sure, restate the question and ask if you have it right. Wherever possible, frame your answers in a positive light as negative answers tend to induce probing and sometimes an adversarial atmosphere. Don’t give extra information unless you know that it will help you in the interview.
The Decision Interview
The boss is rarely a trained interviewer. This is both good news and bad news – good news because you will probably know more about interviewing than the interviewer and will be able, therefore, to control the interview. Its bad news in that the right questions are not asked and unexpected questions may be directed at you in what seems an illogical sequence.
Can you do whatever he/she wants done?
Will you solve her/his problems? Are you motivated to do that?
How do you fit in the organisation? Will she/he be comfortable seeing you every day?
Interview Preparation
There are some basic steps you need to take to prepare effectively for an interview:
They are:
Research the company and the interviewer
Match your strengths to the company profile
Prepare questions to ask
Prepare answers to difficult questions
Practice aloud
Research the Company & the Interviewer: The first step in preparing for an interview is to research the company and, if possible, the interviewer.
Match Your Strengths to the Company Profile: Once you have the relevant company information, you will need to work out the best way to convey what you can do and to demonstrate how you will add value to the organisation.
Prepare Questions to Ask: Take the time to develop relevant and insightful questions for each particular interview.
Prepare Answers to Difficult Questions: In addition to asking insightful questions, you’ll want to be prepared to answer questions.
Summary:
Prepare Answers to Difficult Questions
PURPOSE: Is the person prepared? Organised and Concise?
PURPOSE: Is this person mature and self-aware?
PURPOSE: Is the person motivated? What are his/her values, attitudes? Is there a fit between the applicant and the organisation?
PURPOSE: Does the person match job and criteria?
PURPOSE: How does the person handle stress? What is their confidence level?
PURPOSE: What is this person’s market value?
Prepare Answers to Difficult QuestionsIn addition to asking insightful questions, you’ll want to be prepared to answer questions.
Although many of your interactions will be quite informal and seemingly unstructured, there will be some interviewers who are quite incisive in their style, asking penetrating and often difficult questions. Recruiters tend to be this way; they have limited time and are skilled at getting to the point.
You cannot anticipate every question. But if you prepare your responses and practice answering the difficult questions that appear below, you will be better equipped for the interview.
Although there may be multiple purposes underlying the questions asked by an interviewer, we have listed only one purpose for each question below.
PURPOSE: Is the person prepared? Organised and Concise?
Interviewer’s Purpose and Questions
Consider When Answering
Tell me about yourself
Be on guard against the interviewer who gives you free reign. Don’t spend too much time answering (1-2 minutes). Avoid details, don’t ramble. Touch on four areas
-Born/Raised
-Education/Military Background
-Work Experience
-Current Work Situation
Did you bring your resume?
Yes. (Be prepared with two or three extra copies)
What do you know about our organisation?
Highlight products, services, revenues, problems, people and history. “But I would love to know more, particularly from your point of view. Do we have time to cover that now?”
According to your definition of success, how successful have you been so far?
Be prepared to define success for yourself and then respond.
PURPOSE: Is this person mature and self-aware?
Interviewer’s Purpose and Questions
Consider When Answering
In your current or last position, what were your most significant accomplishments? In your career so far?
Refer to the accomplishment statements you prepared when you were matching your strengths to the company profile.
Had you thought of leaving your present position before? If yes, what do you think held you there?
No job is perfect. Yet, there are pluses in every position. Refer to positive aspects of the job, mention it was a learning experience.
Would you describe a few situations in which your work was criticised?
Give only one, and tell how you have corrected or plan to correct your work.
If I spoke with your previous boss, what would he or she say are your greatest strengths and weaknesses?
Be consistent with what you think they would say as a referee. Position the weakness in a positive way with examples.
How would you describe your personality?
Keep your answer short and relevant to the job and the organisation’s culture.
What are your strong points?
Present three. Relate them to that particular company and job opening.
What are your weak points?
Don’t say you have none – give only one. Position it in a positive answer such as, “I am sometimes impatient and do all the work myself when we are working against tight deadlines.”
How did you do in school?
Emphasise your best and favourite subjects.If our grades were average, talk about leadership activities or jobs you took to finance your education.
PURPOSE: Is the person motivated? What are his/her values, attitudes? Is there a fit between the applicant and the organisation?
Interviewer’s Purpose and Questions
Consider When Answering
In your current or last position, what features did you like most? Least?
Give only one of each and make it brief.
What do you look for in a job?
Positive answers outlining fulfilment, outcomes and ability to satisfy the needs of the employer.
How long would it take you to make a meaningful contribution to our firm?
An ideal answer would be, "Not long, because of my experience, transferable skills and ability to learn and adapt."
How long would you stay with us?
An ideal answer would be, "As long as the situation is mutually satisfactory and the job is interesting and challenging. As long as I feel that I’m contributing and that my contribution is recognised."
If you have never been a supervisor, how do you feel about assuming those responsibilities?
Be honest. If you don’t want to supervise, emphasise that you can contribute more as an individual player. If you want to supervise, say so and be enthusiastic.
Why do you want to become a supervisor?
"To grow and develop professionally, to help others develop, to build a team and to share what I have learned."
What do you see as the most difficult task in being a supervisor?
Getting things planned and done through others.
Why are you leaving your present job?
Refer to a difference in style or opinion. Never be negative. Keep it short. When possible, give a "group" answer (eg "Our office is closing; the whole organisation is being reduced in size.") Stick to one response; don’t change answers during the interview.
Describe what would be an ideal working environment.
An ideal answer would indicate: Where I can manage process and people, and relate the statement to the particular company.
How would you evaluate your present firm?
Be positive. Refer to the valuable experience you have gained.
Do you prefer working with figures or with words?
Be aware of the job requirements – position your answer in that context.
How would your colleagues describe you?
Refer to your strengths and skills.
What do you think of your boss?
If you like him or her, say so and tell why. If you don’t like him or her, find something positive to say.
Why do you want to work in a company of this size? Of this type?
Explain how this size or type of company works well for you.
If you had your choice of jobs and companies, where would you go?
Refer to job preferences. Say that this job and this company are very close to what best suits you.
Why do you want to work for us?
You would like to be part of a company project and solve a company problem.You like what you’ve learned about the company, its policies, goals and management.
What was the last book you read? Movie you saw? Sporting event you attended?
Think this through ahead of time. Select one of the books you’ve read that matches the company culture and make sure you have read it.
What are you doing, or what have you done to reach your career objectives?
Talk about formal studies, workshops, seminars. Also talk about reading, professional memberships, mentors, advisers.
What was wrong with your last company?
Choose your words carefully. Don’t be negative. Say that no company is perfect; that it had both strengths and weaknesses. Emphasise “mismatches”, not failings.
What kind of hours are you used to working?
As many hours as it takes to get the job done, then ask, “What’s an average working day or week here?”
PURPOSE: Does the person match job and criteria?
Interviewer’s Purpose and Questions
Consider When Answering
What would you do for us?
Relate past experience which represents success in solving problems which may be similar to those of the prospective employer.
What has your experience been in supervising people?
Give examples from accomplishments.
Are you a good supervisor? Give an example.
Why do you feel you have management potential?
Draw from your successes.“Because I have been told that I have management potential during evaluations; because I know what skills are necessary to be a manager and I know that I have them.”
Did you ever fire anyone? If so, what were the reasons, and how did you handle it?
If you haven’t, say so, but add that you could do it if necessary. Cite another example where you carried out an unpleasant but necessary task.
How have you helped your company?
Refer to accomplishments.
What is the most money you have ever accounted for? Largest budget responsibility?
Refer to accomplishments. If you haven’t had budget responsibility, say so, but refer to an accomplishment that demonstrates the same skill.
Describe some situations in which you have worked under pressure or met deadlines.
Refer to accomplishments. Everyone has had a few of these pressure situations in a career.
In your present position, what problems have you identified that had previously been overlooked?
Refer to accomplishments.
Give an example of your creativity.
Refer to accomplishments.
Give examples of your leadership abilities.
Draw examples from accomplishments.
What are your career goals?
Talk first about doing the job for which you are applying, then talk about longer-range plans.
What position do you expect to have in two years?
An ideal answer: “A position similar to the one we’re discussing, or the next step up.”
What are your objectives?
Refer back to question 43 on goals. Long range – keep these answers fairly general; Short range – be more specific. Talk about a position like this with growth opportunities, maybe having more responsibilities or moving into management.
PURPOSE: How does the person handle stress? What is their confidence level?
Interviewer’s Purpose and Questions
Consider When Answering
Why should we hire you?
Relate past experience which demonstrates success in solving problems which may be similar to those of the prospective employer.
You may be over-qualified or too experienced for the position we have to offer.
“A strong company needs a strong person.” “Experienced people are at a premium today.”
Explain that an employer will get faster return on investment because you have more experience than required.
Why haven’t you found a new position before now?
An ideal answer: “Finding the right job takes time. I’m not looking for just any job.”
Any objections to psychological tests?
“No, I don’t mind.”
If you could start again, what would you do differently?
No need to be too self-revealing.“Everyone would make some changes, but I’ve learned and grown from all my decision.”
How would you structure this job?
“Not easy to answer without knowing more than I do about the job. I’d move carefully in making changes.”
How much do you expect, if we offer this position to you?
Be careful. If you don’t know the market value, return the question by saying that you would expect a fair salary based on the job responsibilities, your experience and skills, and the market value of the job. Then ask what salary range has been set for the job.
If you know the market value of the job, that may be the key answer. “My understanding is that a job like the one you’re describing may be in the range of $___. Is that in the ball park for you?”
PURPOSE: What is this person’s market value?
Interviewer’s Purpose and Questions
Consider When Answering
What kind of salary are you worth?
Actively probe the interviewer about the job and specific responsibilities and problems. In time you should get an idea of how important the job is to the company and its willingness to pay. Sum up and evaluate. Then when the interviewer opens the discussion of salary, you will be in a much better position to determine what the job is probably worth to both the employer and you.
Strive to delay all mention of money until the end of the interview. If your minimum requirement is sought early, try to counter with the “need to learn more about the scope of the job” since the service you can provide is the principal question, not income. If they insist, provide a range or broad area.
What other types of job or companies are you considering?
“I’m looking at similar positions in several companies.” You don’t have to be specific.
How have you kept up in your field?
Discuss reading, seminars or courses in or out of work, discussions with co-workers.
Practice Loud: Start by writing rough notes of how you would introduce your background, ask your questions and answer the interviewer’s questions.
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