Guidelines for Successful Interviews
Preparation Before the Interview
A successful interview is dependent upon preparation, presentation and follow-up. In much the same way you would prepare for an exam, preparing for an interview will enable you to positively answer questions and ask great questions that engage the interviewer so you actively participate in the interviewing process.
Showing insight, demonstrating how you "fit in" with an organization and how you can help them solve problems, and then following through post interview will significantly increase your chances of securing an offer. Your FPC recruiter will help you prepare for the interview by reviewing the following steps.
Assessing Your Personal Inventory: Anticipate what you are likely to be asked and prepare your answers. Being able to specifically detail your accomplishments is very important, making sure to convey your strengths and special skills. Make a list of your personal strengths and abilities. Familiarize yourself with the list, but don't deliver a memorized presentation.
Identify your life goals and be ready to demonstrate how the prospective position relates to them. Remember that your interviewer may probe about long-term commitment, so if you know where you want to be five years from now, you'll be able to answer confidently.
In anticipation of questions about any weaknesses, explain how you might convert these into strengths in a different setting. For more information on the type of questions an interviewer might ask, see the section below on “Common Interview Questions”
Researching the Company: Find out as much as you can about your prospective employer. Your FPC recruiter will help you understand the organization and its products, services, clientele and competition. In most cases the employer’s company website will contain a vast amount of information about the company, their people, and their products and services. If time permits, obtain a copy of the company's most recent annual report. Also consult reference books such as Dun & Bradstreet, Moody's Manuals, and Standard & Poor's Corporation Records. Trade and industry publications may also be helpful in giving you that extra margin of information, which shows that you took initiative.
Preparing Your Questions: Asking questions about the company is an excellent interview technique. Such questions as "What will be most important for me to accomplish?" and "Why is the position open?" not only show the interviewer your interest, they give you information to help you proceed with the interview. You should also make inquiries about the company's current status and future growth plans. Do not ask questions about salary, benefits, vacation and the like. However, if you are asked about salary requirements, simply state current earnings and your openness to a reasonable increase.
Dressing for the Interview: Your appearance will provide a first impression, even before you shake hands. Attire, haircut, manicure and personal hygiene are essential in presenting the most professional appearance. Although many workplaces today permit casual attire, you should always dress in a professional manner for the interview.
Men:
- conservative business suit in black, dark blue or charcoal gray
- make sure suit is not wrinkled
- white or pastel dress shirt
- conservative or moderate tie
- avoid sport jackets, summer attire and open collars
- shoes should be lace ups and well polished
- carry a planner or professional legal pad/portfolio
- avoid briefcases, as they can become cumbersome
- avoid excessive cologne
- remember to shave or trim facial hair
- make sure hair is nicely groomed
- clean and trim your nails
- remove any facial jewelry
Women:
- suit and blouse or tailored conservative dress
- avoid slacks or jeans (designer or otherwise) and large shoulder bags
- shoes should be closed-toe and well-shined
- carry a planner or professional pad
- avoid briefcases or bulky purses, as they can become cumbersome
- avoid excessive makeup, jewelry and perfume
Count Down to the Interview: A day or two before the interview, call your FPC recruiter to confirm the time of your appointment, and get the spelling and pronunciation of the hiring manager’s name. Get directions and maps to the location, especially if it is in an area you don't know. You may even want to rehearse getting there the day before, so you’ll know the directions exactly. Review your recruiter's notes regarding the company, job and interview process.
Plan to arrive a few minutes early for your interview. Punctuality makes a good impression, so allow extra time for traffic delays. If for some reason you are running late, call your FPC recruiter immediately to let him or her know that you will not be on time. You consideration will be appreciated.
When you arrive, it may be necessary to complete an application, whether or not you have submitted a resume. On any questions regarding salary requirements, it is advisable to answer "open" or "to be discussed." Now that you know the steps to take before your interview, read on to the next article, “Presentation at the Interview.”
Presentation at the Interview
First Impressions Count: It is here that all of your advance preparation will pay off. Your appearance, handshake, eye contact, confidence and ability to both answer and ask questions will set the tone for a successful interview.
Arrive early, but not too early. Look over company publications while waiting. Use the restroom facilities to check on your appearance.
When you meet your interviewer, stand, smile and greet him or her with a firm handshake. It is at this moment that your evaluation has begun. An air of self-confidence will help convince the interviewer that you can handle the stress of this first meeting. Be observant, and try to establish a good rapport.
Listen Carefully and Be Responsive: Listen more than you talk during the interview. Get as much information as possible about the interviewer's needs and desires before asking or answering questions. The interviewer should be selling you on the opportunity. The old adage that we have one mouth and two ears, so therefore we should listen twice as much as we speak, is a good one to apply here!
When asked a question you don't understand, seek clarification and respond accordingly. The skills in your "personal inventory"—the responses that you prepared prior to the interview—will help you to answer with confidence and sincerity.
Remember, your interview may be short, so you must get your point across quickly and concisely. Be both factual and sincere when stressing your achievements. While each interview situation is different, there are some questions that you are almost certain to be asked. Your potential employer may want to know more about your education and previous work history, why you are considering a change, how you'd carry out the duties of the position or how willing you'd be to relocate.
Sometimes, broad questions may be asked. Focus your answers on specifics. It will make your responses much more meaningful and the interview more successful. For example:
Q: What can you do for this company?
A: Ask about the company’s plans over the next six months, it’s most pressing issues, what it would like you to accomplish, etc. Then share similar experiences in your background that relate directly to the company’s needs.
Q: Tell me about your background.
A: Relate your professional experience and employment history, most recent first. Concentrate on accomplishments rather than areas of responsibility.
Be Positive and Professional: Interviewers are likely to ask pointed or potentially negative questions, such as why you left your prior companies. Answer honestly, but try to respond positively. For example, if asked why you had changed jobs three times in five years, you might explain that each position offered a higher degree of challenge and fulfillment, and cite the accomplishments in each of the positions.
Do not be critical of your current or previous employers. To do so suggests disloyalty and unprofessionalism. Your entire demeanor throughout the interview should be positive and professional. It is possible to be assertive, yet remain tactful.
Body language and eye contact are important, but don't overdo it. Sell yourself by concentrating on what you can do for the interviewer, not what the potential employer can do for you. Benefits of employment with the firm will become apparent. If you are successful in this position, the rewards will come.
Treat each interview as though it were the only one. You will undoubtedly meet several different company representatives during the interview process. All are of equal importance to you in the interview process. Do not stop asking questions just because they have been answered previously. Asking questions of all parties involved:
- shows your interest in the company and the position to each and every interviewer
- gives you the opportunity to sell yourself to each interviewer
- allows you to get different perspectives from different current employees
Closing the Interview: Before the conclusion of the interview, express your understanding of the position. Enthusiastically indicate your interest in the position and ask what the next step is. If you are uncertain about the opportunity, you may want to pursue an additional interview to adequately form an opinion about the company and your prospects with it. Close the interview just as it began…with a smile and a handshake. Thank the interviewers for their time and consideration.
Post Interview Debriefing
Immediately following the interview, you must call your FPC recruiter. It is important that your recruiter has your reaction in order to effectively represent you wishes when speaking with the hiring manager.
This is your opportunity to discuss both positive items and concerns.
At this time, the recruiter may suggest a phone call or short note to the company restating your attributes and expressing your interest.
If you anticipate an offer, your FPC recruiter will help you carefully weigh the advantages and disadvantages. In fact, your recruiter will be of help throughout the process to secure a position and compensation package that's right for you.
How to Prepare for Situational and Behavioral Interviews
Job interviews can be relatively mundane. You research the company and rehearse answers to such questions as "Tell me about yourself" and "Where do you see yourself in five years?" On the day of the interview, you stride in, brimming with confidence.
After the initial greetings, you get ready to relate your experience. However, before you have a chance to do so, the interviewer begins asking such questions as "Tell me about a time when a project you worked on didn’t turn out as planned. What went wrong? How did you salvage the project? What did you learn from your mistakes?"
Or you are peppered by something like "Suppose you work for a medical device company that recently launched a highly anticipated product. Now you discover there might be something wrong and a recall is likely. How would you handle it?"
Traditional questions these aren’t. Instead the first is an example of what would be asked during a behavioral interview (what action was taken in a particular situation) and the second demonstrates a situational interview (what action would be taken in a hypothetical situation).
While these types of questions may be challenging, they also offer you a chance to shine.
Behavioral interviews "are great opportunities to present clear and specific facts on what you’re able to do," says Héctor Cariño, a human resources manager at EngenderHealth. "You can demonstrate in just one response how you’re able to deal with difficult people, timelines and projects."
Potential employers find these interviews valuable because "you get to see the candidate thinking, solving and acting in real time in person," notes Joseph A. Torres, RCDD, an independent consultant in telecommunications infrastructure who also makes hiring decisions.
"This is more like a working situation and is grandly telling of how someone might treat a real-world work situation."
Behavioral Interviews: Backing up Your Words with Examples
The theory behind a behavioral interview is that a candidate’s past experience is a good barometer of future success. Employers believe that asking job candidates to discuss specific challenges they’ve faced at their job is more telling and realistic of a candidate’s qualifications than rehearsed replies.
The questions tend to be open-ended and start with "Tell me about…" or "Describe a situation where…." Here is a chance for you to highlight your strengths and attributes more strongly than with generic statements like "I’m a good problem solver."
How best to prepare yourself for such an interview? HR experts recommend the following steps:
Go beyond the words on your résumé. You may be able to recite your résumé word for word, but are you prepared to explain how you got things done? Go into the interview armed with stories of your past accomplishments, especially those that reveal leadership and problem-solving skills. "Know exactly how you did your tasks, the resources you used to complete them, what worked and what didn’t," advises Cariño. "Many job candidates trip on such simple questions."
Avoid the temptation to fib. Questions asked during a behavioral interview are probing and require in-depth responses, and you can easily trip yourself up if you’re not truthful.
Keep in mind the STAR method. .Be prepared to describe a situation or task, the action you took and the result. You want examples with positive outcomes, but you can also impress by relating a potentially negative experience and how you were able to turn things around.
Situational Interviews: Backing Up Your Words with Action
Situational interviews are based on hypothetical settings. You are asked to show what you will do in a given situation. For example, you may be asked to role play and pretend you are a salesperson trying to sell your interviewer a product. This demonstrates your interpersonal skills and ability to handle similar situations.
Another example is the "in-basket" approach. Here, you are presented with an in basket containing assorted memos, phone messages and other papers that a manager would encounter on a typical day. The prospective employer wants to observe how you process, plan and prioritize what’s ahead of you.
Here are some tips on how to handle a situational interview:
Envision yourself actually doing the job you’re asked to do. "Approach the task from the point of view of seeing yourself in that job," Cariño suggests. "If it works, I will go there with you." Remember, you’re putting on a performance that will prove you’re up for the job—here, action really does speak louder than words.
Keep in mind what the interviewer is looking for; you’re not being asked to perform a mindless exercise. "Candidates should focus on higher end values, judgment and logic rather than the minutiae of the particular job for which they are being interviewed," Torres points out.
Study up on your prospective employer. Avoid conflicting comments and behaviors by knowing the company’s policies and management philosophies, which can be gleaned from the company’s Web site. Or ask when you’re called for an interview. If you’ve truly done your homework, have learned about the company and the job itself, you should be able to convey what you have to do.
When In Doubt, Just Ask!
When faced with such open-ended questions, you may launch immediately into a reply, thinking any pauses would show ignorance. In fact, according to Cariño and other HR experts, asking for time to think through the questions reveals an assured job candidate. "It’s great to have someone say, ‘Let me have a minute to think about this,’" says Cariño. "Many times, people stumble, get very nervous and they keep talking, which makes it worse. Someone who says, ‘Let me think about that’ shows confidence and maturity."
Another tip is to ask what type of an interview you’ll be having. Not all companies will divulge this information, but some will. It can’t hurt to ask, and at the very least, you show that you’re taking the interview seriously enough to be as prepared as possible.
How to Answer Common Interview Questions
We will go through a list of the most common interview questions that we have seen asked by client companies over the years. Then we will go through the best strategies for answering those questions.
"Tell me about yourself." The perfect opening for your two-minute presentation! Describe your educational and work background, identify your key strengths and provide a couple of illustrations, and state your intended career direction. Usually, this is the first question asked. If it isn't, you can usually defer answering a different question by saying "It may help if I start by providing a bit of background" and following with your presentation. Then you can return to the interviewer's question.
Good answer: "I've researched the leading companies in this industry, and yours seems to be the one that does the best job in terms of customer relations, encouraging risk taking, and setting tough goals while giving people an idea of how they're doing. That appeals to me." (Shows that you've done some research and are basing your decision on specific criteria.)
Bad answer: "I've heard it's a good company, and I have friends here." (You don't appear to have done any serious research, and the interviewer may wonder if you're more interested in socializing than in working.)
“In what way do you think you can contribute to our company?” Preparing to answer this question requires a 2-step preparation: assessing your skills and researching the needs of the company. An integral part of skill assessment (looking at your own experience, education and talents) is to 'skill-match'. Considering the job opening, what are the skills needed? Make a list of the requisite skills (in priority order) and then list concrete examples of your possession of the skill. For example: a sales representation would need good interpersonal skills, the ability to deal with difficult people. For 'proof' of this skill, you could list experiences and examples of how you were successful in a difficult situation. These matched skills are your key selling points.
Next, what appears to be the current problems at the organization, based upon your research? What are their needs that you can meet? In other words, given the specifics of the company, what value can you add? After these two steps, you are in a great position to come up with concrete examples of what you can offer the company. This question, by the way, is just another version of "Why should we hire you"? In the interview, when asked this question, you could respond with: "In my experience in sales, I know having the ability to deal effectively with all types of people is not merely a positive element --- it is an essential one. With your plans to expand into ____ market, a sales representative with a proven ability to meet with all types of people and to be able to assess and meet their immediate needs would be a great asset. In the past __ years, I have increased sales __..."
"What are your career goals?" Focus on the idea that you want to grow professionally, but realize that there may be a variety of opportunities in the company as time goes on. Avoid naming titles—you may shoot too high or too low.
Good answer: "I've learned from the experiences I described earlier that I enjoy leadership, communication, and negotiation. I'm interested in learning to manage projects, people, and business situations. My goals are to work for a manager I can learn from, to develop on-the-job experience, and to achieve or surpass the goals that are set." (Ties together the past and future and shows business awareness and achievement orientation.)
Bad answer: "I haven't set any specific goals, but I know I want to work here." (If you don't have any goals, how do you know you want to work here? Are you focused on learning, or have you already completed all the learning you intend to do?)
“Where do you see yourself in five years?” This is the interviewer trying to see how you are in making long range plans and if you have goals that mesh with the organizations. One way to answer this question is to look back on your accomplishments to date: "I started out in my profession as a junior clerk while I completed my college studies during the evenings. Once I had my degree, I applied for a transfer to a more advanced position, citing my on-the-job training. This has been my pattern for my career with my past 2 employers. I learn quickly on the job and am willing to take classes and workshops to augment my experience. I have been able to assume greater responsibilities and add more value to the organization. I do not think in terms of titles...I think more in terms of "How can I solve this problem? Since this has been my career style to date, I do not imagine it to change. In five years, I feel I will have continued to learn, to grow into a position of more responsibility and will have made a significant contribution to the organization."
"Who is your hero?" Pick someone—don't answer that you don't have a hero or heroine, because the question is about the traits you value. (If you don't want the job, you might say that no one lives up to your standards.) This should be someone you genuinely admire, and you should make sure to name the traits that give rise to your admiration. Also consider whether the values these traits represent will seem positive to the company. If you say, for example, "I've always admired my Uncle Al because he did whatever it took to pile up a fortune," you'll come off as greedy and selfish.
Good Answer: "I've always admired a guy I went to high school with named Joe Curates. He was a paraplegic, injured in an accident when he was 12. He could have been bitter, but he decided that wasn't the kind of life he wanted. He became a fine chess player and trumpet player and was very popular. He taught me the value of managing your attitude and using what resources are available to you."
"Why should I hire you?" Be prepared to cite the key strengths that you see as necessary to do the job, relating them to your own demonstrated skills, as illustrated in stories you've already told. Then try to name one desirable extra that you provide, such as your enthusiasm, your ability to work long hours when necessary, or your love of learning.
“What are some of your values?" You can answer this as you would the hero question, if that question hasn't already been asked. Or just name some things you genuinely admire or desire. Examples: a collegial environment, good teamwork, honesty, fairness, willingness to help, trust.
"Do you set goals for yourself?" Do not say no. Name a situation where you did and tell the interviewer what you did to be sure they were met.
"What characteristics would you look for in a good manager?" Select the elements that are most important to you from the range of traits considered desirable in a manager: honesty, providing clear goals, encouraging resourcefulness, challenging employees, respect, giving feedback, offering recognition, inspiring, caring, and being available. Don't give the whole list, or you'll seem impossible to satisfy.
"What are your limitations on travel?" If you have limitations, think about these beforehand and come up with ways to work around them as far as possible. And before you jump into telling the interviewer all your limitations (no flying, no trips of more than two days, claustrophobia, vegetarian meals only, and so on), find out what the person has in mind in the way of travel. If you can handle the requirements, say so with enthusiasm.
"Tell me about your greatest challenge and how you dealt with it." This is the perfect entrée for telling another of the accomplishment stories you developed when you were preparing your two-minute presentation.
"Do you have any more questions?" Never say no! Keep several good questions in reserve for just this request (more than one, because over the course of the interview the manager may address one or more of them).
"What are your weaknesses?" You can say you don't know of any that would prevent you from doing an excellent job in the position you are discussing. If pressed, you can turn this into an opportunity to talk about the kind of workplace you hope to enter. You might say that you prefer not to work in an environment where there's no teamwork or where you don't have a sense of why your work matters. Another good answer along those lines, which turns your "weaknesses" into strengths: "I work better in a team environment, despite the fact that I'm a self-starter and think well independently."
"What would your most recent boss say about you?" Say that you believe he or she would confirm whatever you have claimed as your strengths or your accomplishments.
"What would you do if you were asked to do something that didn't make sense to you?" Indicate that you would say something like "Perhaps I'm missing something, but I'm not immediately seeing why that would be the best way to handle the situation. Could you help me understand?" If you can, provide an example of how you faced such as situation and successfully resolved it.
"What kinds of work do you find difficult to do?" Mention things that would run contrary to your values or your employer's best interests. For example: "I'd find it difficult to promote a product that I knew had flaws that weren't disclosed" or "I wouldn't want to do anything that I thought could harm the company—although, of course, I'd try to be sure I really understood the situation." Don't say something like "I really hate clerical work." Though that may be true, it makes you sound like a “Prima – Dona”.
"Has your work ever been criticized, or have you been told to improve your performance?" If you say no, be prepared to back it up with a statement such as "I've always received excellent reviews." (And be sure your references will confirm this, or you will lose credibility completely.) If you can't say this confidently, answer honestly—but it's best to choose a situation in which your idea was criticized, not your behavior. All the better if you can explain why the idea made sense to you.
Good answer: "I received some criticism when I introduced the idea of a customer satisfaction survey in the placement agency where I worked last year. It wasn't a popular idea with my boss, who feared the results. But I felt that if we were ever to correct our shortfalls, it would be important to know what mattered most to our customers."
Bad answer: "I received a lot of criticism from my last boss, who was pretty insecure. When I suggested a customer satisfaction survey to deal with our loss of customers, he flew off the handle. Eventually, with the help of top management, he came around to my point of view." (Just a bit arrogant sounding, isn't it?)
"What else should we know about you?" Here's your final chance for a sales pitch. Don't waste it on talking about your pet parakeet or your passion for limericks. This is a good place, however, to talk about some traits that would be valuable in the workplace: You have always been a person others have come to for advice, or people seem to like your ability to deal with stress using humor. For example, you could say "I'm the person who goes out at
If this is the close of your interview, however, you should use the opportunity to make your closing statement to summarize your qualifications and ability to add value in the position you've been discussing and then inquire about the next steps in the process.
Common Interview Mistakes to Avoid
- Poor personal appearance
- Lack of interest, energy, or enthusiasm for the opportunity
- Over emphasis on money and benefits – What the company can do for them
- Condemning past employers
- Using foul language – unprofessional
- Failure to keep good eye contact with interviewer
- Limp handshake
- Late to the interview
- Failure to express appreciation for the interviewers time
- Failure to ask questions about the position or the company
- Lack of details in answering questions – beats around the bush especially about things on their resume
- Overbearing or conceited with a superiority complex
- Inability to express self clearly
- Lack of planning for career – no purpose or goals
- Lack of confidence and poise
- Unwilling to start at the bottom – expects too much too soon
- Makes excuses or is evasive about unfavorable factors on resume/past record
- Lack of tact or good manners
- Lack of maturity
- Giving the company the impression that you are just shopping around – no real long term interest in the company or the position
- Cynical or negative personality
- At the close of the interview, failing to ask the hiring manager for the job or asking what the next step is in the process