Interview Guidance

Interview Formats

There are several interview formats an employer may use depending upon his or her approach to interviewing. You should be familiar with the different formats so that you can be prepared for various interview situations.

Screening Interview

• Used primarily to determine if the candidate possesses the required skills and qualifications and to verify the factual content of his or her background.
• Usually brief, typically 1/2 hour, and may be conducted on post or in a personnel office.
• The interviewer, often a personnel or human resources representative, may use an outline to ask specific questions of each candidate.

On-Site Interview

• Conducted at the organization, allowing you to see the physical surroundings.
• As a serious candidate, this becomes a more in-depth interview.
• Interview may last all day, giving you the opportunity to see what the organization is like.
• You may meet with different people who will have input into the hiring decision.

Behavioral Interview

• Interviewer's goal is to obtain information about how you might behave in given work situations based on past performance in similar situations.
• Provides interviewer with a close-up view of your skills, experience, management style in particular situations, decision-making skills, and how you deal with stressful situations.

Case Interview

• Often used by business employers, especially management consulting firms but may also be used by law firms, counseling/social work organizations, police departments and other organizations looking to understand your thought processes.
• Candidate is given a dilemma or situation he/she would encounter in this type of job and is asked to respond.

Board/Panel Interview

• Meeting with several interviewers at once; less subjective.
• Try to establish rapport with each member of the group to involve everyone; establish eye contact with each member.
• If possible call ahead of time and get the names of the interviewers.
• Used extensively for graduate/professional school interviews and for executive positions

Interview Styles

Each interview may be as different as the interviewer conducting it. The actual content of the interview will depend on the style and priorities of the interviewer. Some interviewers may be representatives from the human resources or personnel department and therefore will often have had professional training in conducting interviews. Other interviewers may be from the department where the position opening is, interviewing is not typically one of their day-to-day responsibilities and they may have no formal training in interviewing. Some typical styles of interviewing may include:

Directed or Information Gathering

• Often used for a screening interview.
• Uses detailed questions, often from an outline, to gather facts about the applicant.
• Typically follows candidate's resume/application; fairly structured.

Non-directive (loosely structured)

• Interviewer may seem more informal and encourages discussion.
• Interviewer is trying to see the "whole picture" or form an overall impression.
• Questions are broad and general (not set) and often allow applicant to set directions, but may not end up covering all of your background.

Creating Stress

• Stressful portions of interview test reactions of applicants.
• Interviewer may put you on the defensive by challenging or criticizing opinions or being silent.
• May ask you to come up with an "idea" or "solution" in short amount of time.
• No longer frequently used.

Asking Hypothetical Questions or Past Situations

• Hypothetical questions ("what would you do if" or "how would you") are used to evaluate probable performance. May miss total picture of candidate if solely used.
• Assessing past behaviors (such as in behavioral interviewing "tell me about a situation in which you…") concentrates on drawing conclusions from past behaviors and using them as indicators of future behavior.

Interview Preparation

Effective interviews require careful and thorough preparation on your part. Knowing what to expect, the kinds of questions you may be asked and how to respond, gives you greater self-confidence and increases the chance that your interview will be successful. Preparation should cover three areas: knowledge about yourself, knowledge about the organization, and preparation directly prior to the interview.

Know Yourself

You need to know as much as possible about your education, experience, skills, and personal qualities to communicate a positive self image, allow the employer to conclude you are the best person for the job, and be able to determine if the position is one where you can be productive and successful. A thorough self-assessment should enable you to:

• summarize your educational experiences
• know what your skills and abilities are and how they relate to the position you are interviewing for
• cite where you developed or used a particular skill
• know your personal strengths and weaknesses
• discuss your work and extra-curricular experiences in detail
• discuss your career goals and objectives
• know where you want to work and what types of positions interest you
• know what your preferred starting salary is
• know what variables you are willing to negotiate (i.e. salary for geographical location)
• identify any problem areas in your background (i.e. poor grades) and be prepared to address them and offer a strong case for them in the interview

Research the Employer

Employers view candidates as being unprepared when they know little to nothing about the organization. The more information you have about a prospective employer, the better able you will be to ask meaningful questions of the employer. This will impress employers by showing them you are a conscientious, hard-working candidate who is interested in their organization. Thorough preparation will also give you an idea of the qualities and skills employers are looking for and will help you to anticipate the kinds of questions you might be asked. The kinds of information you should look for include:

• type of organization and its function
• key people in the organization
• size, location, departments and divisions
• mission and goals; history
• products or services
• leading competitors
• position description and career paths
• training programs
• personnel policies and benefits
• new trends in the field
• latest news reports on the company or on local or national news that affects the company

The following sources of information can assist you with your research. Be sure to check the reference section of university and public libraries, which contain a variety of professional directories.

• Career Services Center (Carroll Hall, Room 311)
• KeydetTRAK
• Vault
• Chamber of Commerce publications
• professional periodicals and directories
• job descriptions
• current employees of the organization
• annual reports, recruiting literature, etc.
• informational interviews
• employer Internet sites

Prepare Yourself

• Be certain of the time and location of your interview.
• Know how to get to the organization. It helps to drive to the site prior to the interview.
• Arrive early and be prepared to stay late.
• Know the name of the interviewer(s), his or her job title and role in the organization.
• Take appropriate materials with you (copies of your resume, cover letter, a job application, names of references, samples of your work, pen and notepad).

Conduct of the Interview

Stages of the Interview

1. Introduction/breaking the ice - The interviewer and candidate establish rapport with each other to create a relaxed atmosphere for the interview.
2. Asking questions/verifying information - The interviewer asks the candidate questions to learn and assess skills and qualifications and to discover the candidate's personal qualities.
3. Answering candidate's questions/promoting the organization - The interviewer answers the candidate's questions about the position and organization to clarify any information not answered in the candidate's research, and provides information to help the candidate assess his or her interest in the position.
4. Closing the interview - The interviewer explains the decision-making process and what will happen next, and requests any other materials needed (i.e. transcripts, etc.). Candidate restates interest in the position and thanks the interviewer for the opportunity to interview. Set parameters for the next contact. Candidate should find out what the next step is and/or when to expect to hear from the organization.
5. Decision-making/recording of information - The interviewer completes an evaluation form assessing the candidate's suitability for the position. The candidate writes down comments about the interview to remember what happened to better evaluate his or her performance and further interest in the organization.

Tough Questions and Strategies

The success of your interview will depend in great part on your ability to effectively answer the interviewer's questions. You can prepare for the kinds of questions you might be asked by doing your research on the organization and knowing what the position involves. Since no interview is so completely structured that you can anticipate every question you might be asked, it is important to treat every question as an important one, be honest, and be yourself. Here are some of the most commonly asked questions (and often the toughest) and some approaches to answering them.

1. "TELL ME ABOUT YOURSELF"
   This is commonly used as an icebreaker, an opportunity to see your reactions, body language, etc., and a chance to find out about your job skills. In your answer: give a brief introduction, tell your key accomplishments, key strengths related to these accomplishments, why these are important to the employer, and how you see yourself fitting into the position/organization you're applying for.
2. "WHAT IS YOUR GREATEST WEAKNESS?"
   Don't be negative, however, don't try to give a fluff answer or pretend that you're perfect. Always tell how you are working on your weakness or what you have learned from it. You want to give the picture that you know yourself well.
   
   For example: "Sometimes I ask too many questions about what I am told to do to make sure that I will do it right. As I become more confident in my job I'm learning to work without quite so much supervision."
3. "WHAT IS THE MOST SIGNIFICANT CONTRIBUTION YOU MADE DURING YOUR INTERNSHIP (or "x" experience)/ WHAT DO YOU CONSIDER TO BE YOUR GREATEST ACCOMPLISHMENT?"
   Try to think of accomplishments which might be most related to the position you are applying for, something that will be an asset to the organization and will demonstrate initiative or resilience. If possible tell about a specific accomplishment that added value to the organization, be sure to tell about outcomes.
4. "WHERE DO YOU SEE YOURSELF 5 YEARS FROM NOW/WHAT ARE YOUR FUTURE GOALS?"
   The interviewer may be trying to ascertain whether your goals fit with the organization, what expectations you have of the organization, and if you are goal directed and plan ahead. If you desire advancement and have leadership aspirations try not to come across as too pushy. For example: "I understand that my growth within this organization will depend on my job performance and the growth of the organization. I have demonstrated leadership characteristics in my past jobs and activities and hope to have continually greater management responsibilities in the future."
5. "WHY ARE YOU INTERESTED IN OUR ORGANIZATION/THIS POSITION?"
   The employer wants to see what you know about the organization and that you're genuinely interested in the organization and position. This is where all your hard work pays off. Show that you have researched the organization and thought about how it fits with your goals, skills, etc. Example: "I have been reading about your new training program and am really excited about...." or "After talking with other people who work for _____ I feel that this is a good company for me because..."

Legal and Illegal Questions

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, sex, or national origin. The law prohibits the use of any pre-employment inquiry, which disproportionately screens out members of a minority group or members of one sex, and is not a valid predictor of successful job performance. Employer's questions must be related to the job that you are applying for. The following table will help you identify which questions are legal and which ones are not

If you are asked an illegal question you can approach it one of three ways:

• Answer the question, but realize that the information is not job related and your answer may harm your candidacy if it is viewed as a "wrong" answer.
• Refuse to answer the question (which is within your legal rights), but you run the risk of being viewed as confrontational or uncooperative.
• Think about the intent behind the questions and try to respond with an answer that might apply to the job. For example, if an interviewer asks, "What country are you from?" you could respond with "I am authorized to work in the US."

("Handling Illegal Questions". Rochelle Kaplan. Job Choices, National Association of Colleges & Employers)

What to Ask When it’s Your Turn

It's important to ask relevant questions of the employer regarding the organization and the position to enable you to thoroughly evaluate the job and determine if it is the right fit for you. If you have done your research on the organization and know what job factors are most important to you, you will be able to ask well thought-out questions. Do not ask obvious questions that are answered by reading the organization's literature, as this will only reflect your lack of adequate preparation. Make sure you know what will be expected of you in the job and the amount of contact you will have with your supervisor. Some areas you may wish to ask questions about include the following.

• Training programs and opportunities for professional growth
  How long is your training program? What is encompassed in the training?
• Travel required
  How much travel is normally expected? Where would I be traveling?
• Opportunities for advancement/career paths
  What are the opportunities for advancement beyond this level?
• Job relocation/transfers
  In what other areas are you located and would I be eligible for relocation?
• Level of supervision
  Who would I be reporting to? What kind of supervision would I receive?
• Performance evaluations
  How often are performance reviews given? What are you looking for this position to accomplish?
• Duties of position/typical day in position 
• New product lines/services/programs
  What new product lines have been announced recently?
• Organizational structure
  How is this department structured and how does it fit into the overall organization of the company?

Interview Follow-up

Even though the interview is over, you still have more work to do. Always send a thank you letter to the employer. If you are not contacted within the specified time, you may call to ask about the status of the position and restate your interest. It is best not to accept a job offer on the spot, but to request a reasonable amount of time to consider the position. If you have received several job offers, acknowledge each offer promptly with a note thanking the employer and restating the terms of employment. Request a time frame in which to make your decisions. Once you have accepted a position, contact all other organizations and thank them for their interest in you.

Use the interview as learning experience. Even the most qualified candidates experience rejection. You may want to consider asking the interviewer for some constructive feedback on your interviewing skills.

Mock Interview Practice

• Need experience for the job interviewing process?
• Worried about what is involved?
• Do you know how to answer behavioral interview questions?

If any of these situations apply to you, VMI's Mock Interview Program can help you gain valuable experience interviewing with actual company representatives without leaving campus!

Mock Interviews, sponsored by Career Services, are an opportunity for you to practice interviewing with a REAL employer. The employer will offer you professional feedback on your performance. Most Mock Interviews are held in the Carroll Hall Career Services Office. Mock Interviews are by appointment only and you must be registered on KeydetTRAK to sign up for Mock Interviews. For Mock Interview Dates - Check KeydetTRAK.

How do I sign up for a Mock Interview?

• Click on Student Log-in and login as a registered student
• Click on the KeydetTRAK link
• Under Opportunities, type in "Mock" under Company Name
• Click on Details
• Scroll down to the button "Sign up for This Interview".
• Many Mock Interviews include BEHAVIORAL interview questions. These questions are open-ended and ask you about past work or life experiences. Behavioral questions can catch you by surprise if you don't know what to expect. Sample behavioral questions include:
  • Describe a situation that required you to get many things done at the same time. How did you handle it? What was the result?
  • We have all had to work with difficult people. Can you describe a time when you had a particularly difficult customer? How did you handle this situation?
  • Sometimes people are asked to do things that they think are not right. Has this happened to you? What did you do?
  • It is often difficult to make an unpopular decision, knowing it's not possible to please everybody. Have you ever made one of these decisions?
  • This position requires that you deal with people from diverse backgrounds. Can you describe a situation where you found yourself dealing with someone very different for you? How did you handle those differences?
  • What are the two strongest skills you would bring to this job and the one of two things you think you would need to learn?

Telephone Interview Considerations

Following are some suggested guidelines to assist you in making a favorable and professional impression with employers.

1. Answering Machines - Make sure your answering machine has a professional-sounding message. Remove any inappropriate language, music and other recordings. Employers begin to form an impression of you through their phone contact with you.
2. Return Employer Phone Calls Promptly - Employers are very busy and do not want to spend unnecessary time contacting you. Return phone calls during normal business hours as soon as possible. The longer you wait to return a call, the greater the likelihood that employers will assume you are not interested in the position.
3. Interviewing Over the Phone - Some employers may want to conduct an initial screening interview with you by phone. Be prepared for this. If you are not prepared to interview by phone when an employer calls, request to set up an interview appointment at a mutually convenient time. The interview should be set up within the same week the employer contacts you. Once a time has been set, make sure you do not miss the phone call. Most phone interviews last anywhere from 15 to 30 minutes.
4. Conducting the Phone Interview - You should be prepared to discuss your qualifications, experience, skills, abilities and education as you would during a face to face interview. Prepare ahead of time and outline the points you want to make on paper to make sure you cover all the necessary information. Remember, the employer cannot see you, so it is appropriate to have a written outline in front of you to assist you in answering questions. Be able to give the names and phone numbers of at least 2-3 references.
5. Know the Next Step - Before the conversation ends, make sure you know the next step in the process. Find out when you can expect the employer to contact you again or when it is best for you to call and follow up.

Off-Post Interviews

If the employer invites you to an interview off post, make sure you write down immediately all the pertinent information including the day and time of the interview, the business address and directions, the name(s) of the people you will be interviewing with and any other relevant information. Be on time and take copies of your resume with you.

Job Search Ethics

It is unethical to use the On-Post Interviewing Program for the sole purpose of practice interviews. In accepting an invitation for an office visit, you are indicating your serious interest in that organization. Misrepresenting who you are or the qualifications you possess is unethical and may result in termination of employment once it is uncovered.

Once you have accepted a job offer, your job search is concluded. Give careful consideration to your options before making a decision; once you accept a position you are obligated to take that commitment seriously.

GLOSSARY OF TERMS ASSOCIATED WITH ON-POST INTERVIEWS

Preselect Interview: An interview in which cadets/alumni meeting the Event Requirements submit their resumes to the employer via KeydetTRAK. The employer reviews the resumes and then chooses the candidates they wish to interview.

Preselects: Candidates whom the employer has chosen to interview.

Alternates: The employer may choose a list of supplemental candidates who many sign up if there are remaining interview time slots after the Preselects have had first opportunity to sign up. During the signup period, the Preselects have the exclusive right to sign up for the 5 days, then the Alternates are allowed to sign up the last 2 days of the period.

Open Interview: An interview in which students/alumni meeting the Event Requirements can sign up for interview time slots and submit their resumes to the employer. Check for open signup opportunities throughout the semester.

Resume Collection: The employer posts a job description on KeydetTRAK and collects resumes from interested candidates. The employer usually does not actually come on post to interview candidates, but may contact you directly and ask you to come to an interview on their site.