Interviewing Preparation: Tips and Suggestions

Table of Contents
Types of Interviews ........................................ page 1 Dressing for an Interview ..................................... page 6
Inside the Mind of an Employer….................. page 2 Common Questions Asked by Employers ............ page 7
Before the Interview ....................................... page 3 Appropriate Questions for Candidates to Ask ...... page 8
During the Interview ....................................... page 4 Common Factors Leading to Job Rejections ....... page 8
After the Interview .......................................... page 5 Responding to Inappropriate / Illegal Questions .. page 9

Your Interview Goals: Employer’s Interview Goals:

1. Sell yourself by describing skills and 1. Determine whether the candidate can succeed
experiences that match the job, and at the job by evaluating their skills, experience,
demonstrating that you have a sense of and personality.
direction in your career.

2. Get information about the position and 2. Assess the candidate’s “fit” with a work
organization not found online or in team and/or organization.
writing.

3. Determine whether the position and 3. Sell the organization and the position.
organization are right for you.

TYPES OF INTERVIEWS
Informational Interview: Generally, this is an interview setup by you with a human resources manager or
department supervisor in a career field of interest. The primary goal of this interview is for you to gather insider
information regarding a particular career, job or company. This information can help you make a decision or
validate a decision to pursue a career in the industry or position in question. Additionally, you may gain invaluable
advice and suggestions regarding how to best position yourself for success in a specific field. An informational
interview may also produce job leads, that is, if you make a good impression, you may walk away with names of
people your interviewee recommends you meet with.

Screening Interview / Phone Interview: Typically, this is the hiring step an employer takes after all resumes for a
position have been reviewed. These interviews may last 15 to 30 minutes and may take place either in person or
over the phone. The purpose of this interview is to assess a candidate’s skills and personality to determine if they
are capable of meeting the basic/minimum job functions of the position. Ultimately, employers want to “screen out”
those applicants they should not hire due to a lack of skills/experiences or poor first impression and “screen in”
those candidates they feel should be further interviewed. Your job during this preliminary step is to convince an
employer that you are worthy to take the next step.
General / Structured Interview: This is the type of interview most think of when they talk about interviewing. This
interview may be combined with a screening interview due to time constraints in the hiring process. You can expect to
meet and be interviewed by the supervisor over the position for which you are interviewing as well as additional staff with
whom you would be working. As an extension of a screening interview, in this interview you will be discussing the specifics
of the position and company for which you are applying.

Group / Panel Interview: This can be the most intimidating type of interview for most given the amount of people involved
and pressure of feeling as though “all eyes are on you” or “you must do better than the person next to you”. There are two
variations of the group interview. You may meet alone and be interviewed by a panel of anywhere from two to five
interviewers, or you may be included in a group of several candidates being interviewed by two to three interviewers, at the
same time. Employers may use this type of interview to save time in the hiring process as well as observe how well you
perform under pressure and in group settings.

INSIDE THE MIND OF AN EMPLOYER

When interviewing, most employers look for certain desirable characteristics and skill sets, including:

• Excellent listening skills

• Strong verbal and written communication skills
• Problem-solving skills
• Proven ability to get along with co-workers, i.e., interpersonal skills
• Dedication, reliability and good attendance record

In order to assess and evaluate your strengths in these areas, an interviewer may ask behaviorally-based questions or
conduct a behavioral interview. The interviewer’s intention will be to discover how you, the interviewee, acted and
responded in past, specific employment-related situations. The logic being that how you behaved in previous situations
will predict how you will behave in the future, i.e., past performance predicts future performance. An example of a
behaviorally-based question would be, “Have you handled a difficult situation with a co-worker? How?”

To prepare for a behavioral interview, refresh your memory regarding special situations you have encountered and
appropriately dealt with, as you may be able to use them to frame responses. Recall and prepare stories that illustrate
times when you successfully overcame challenges or performed memorably. Finally, when responding, use the STAR
method (see below). Remember, you want to ensure that the outcome of the story you share reflects positively on you!

S.T.A.R. Method

Situation: Briefly describe the situation you were in, provide background and context. Give enough detail for the
interviewer(s) to “get it”.

Tasks: Identify the task(s) or goal(s) you set out to accomplish. This step may reflect your strategy/approach.

Action: Describe the actions you took to address the situation. What did you do specifically? What skills did you use?

Results: Describe the outcome. What happened? What did you learn or achieve? How might you do things differently next
time?
BEFORE THE INTERIVEW

Know yourself, know the employer/organization, prepare responses to commonly asked questions, develop a list of
questions to ask and practice. Follow these steps to help you effectively prepare for an interview.

□ Review your resume: make sure you know your resume well enough that you can discuss every line if necessary!
□ Assess yourself: evaluate and be prepared to discuss your strengths and weaknesses, interests, education and skill
sets.

□ Develop your career objectives: be prepared to articulate your career goals, highlighting how these goals fit in with
the position and organization you are interviewing for.

□ Research the employer: research its history, present day standing and future directions. Explore the company’s
website, company brochures, yearend statements, trade journals, local Chamber of Commerce, professional
organizations and media coverage. Develop an understanding of their mission and vision, size and locations,
organizational structure, services/products offered, sales volume and competitors.

□ Conduct informational interviews: with alumni, current and/or previous employees of the organization with
whom you have been referred. Remember, with every interaction you have the potential to leaven an impression, for
better or for worse.

□ Practice, Practice, Practice: conduct a mock-interview with a colleague, friend, family member or Career
Development Center professional. Keep in mind that the less familiar you are with your mock-interviewer, the more
likely you are to experience and have the opportunity to practice managing the “real life” anxiety and pressure you can
expect during your actual interview. Prepare responses to commonly asked questions and rehearse them to ensure a
professional and articulate performance. Prepare a list of questions to ask of the interviewer(s).

□ Choose your interview attire: try it on after you pick it out and model it for a friend. Be certain it is laundered
and pressed. Business attire is appropriate for most interviews, unless otherwise notified. See interview clothing
tips later in this guide.

□ Complete a walkthrough: If your interview is off campus, take a test drive to the location where you will be
interviewing. Be aware of how long the commute took, consider whether traffic will increase the drive time and by how
much, and identify parking options and requirements (metered, fee, free parking, etc.). Be sure to check the weather for
the day you are interviewing and prepare accordingly.

□ Make necessary arrangements: be sure that you make all necessary arrangements to ensure you will be free of
distractions and stressors the day of the interview. Be sure you have secured reliable transportation and have an
adequate back-up plan to address any unforeseen challenges. Finally, get a good night’s rest!
DURING THE INTERVIEW

This is what you have been preparing for, take a deep breath and acknowledge all the preparation you have put into
today. Remember, performance anxiety is normal; in fact it can be helpful up to a point. To combat nervousness and
anxiety before an interview, find a relaxation strategy that works for you, such as listening to a favorite song, deep
breathing, visual imagery, meditation, etc., and rely upon it to calm your mind and improve your focus. Below are some
additional tips and considerations to make throughout the actual interview process.

Create a Good First Impression Responding to Questions

➢ Check your grooming, hygiene and appearance. ➢ Remain attentive and seek clarification, if
➢ Avoid strong scents such a needed, as the employer discusses the
perfumes/colognes, eating odorous foods, organization, position, and/or unique
smoking, or drinking coffee before an circumstances/challenges.
interview. ➢ When seeking clarification, your questions
➢ Prepare and take extra copies of your should imply and highlight your interest and
resume and cover letter. knowledge of the organization and position.
➢ Arrive 10-15 minutes early and don’t ➢ Use active listening – let the employer
appear hurried or rushed. finish statements before replying, listen to
➢ Once you arrive onsite, your interview has the entire question before constructing a
begun. Be aware of how you are presenting response.
yourself, especially non-verbally, as you may ➢ Respond with confidence and enthusiasm.
unknowingly walk by someone involved in the ➢ Speak and enunciate clearly. Use proper
interviewing or hiring process. grammar.
➢ Greet everyone with respect and ➢ Use descriptive examples when
professionalism, from grounds keepers to sharing experiences.
executives. ➢ Stay on topic, try not to ramble.
➢ Greet people using their names, offer a ➢ Be prepared to respond to employer
firm handshake, make eye contact, and concerns or negatively construed aspects of
smile. Avoid sitting down until invited to do your background.
so. ➢ NEVER criticize a former employer.
➢ Again, be aware of your non-verbal ➢ NEVER bring up salary or benefits in the first
communication, including posture, facial interview. If you are asked to provide
expressions, hand gestures and nervous expectations, ask the employer about the
habits. position’s salary range first.
➢ Demonstrate positive energy and enthusiasm
that fits with your personality style. In other Wrapping Up Well
words, ensure you are coming off as genuine
➢ Final impressions are as important as first.
and not “faking it”. Be yourself! ➢ If unclear, ask about the next steps in the
➢ Remember, even small talk counts. process.
Everything you say and do may be evaluated. ➢ Express gratitude and thanks for being hosted.
➢ Remain calm. Take moments to refocus, if ➢ Shake the interviewer’s hand and be sure to
needed. leave with business cards (for thank you
letters).
AFTER THE INTERVIEW

After an interview, once an employer thanks you for coming in and interviewing, the formal interview has concluded;
however, the employer has not completed their evaluation of you as a prospective employee. What you do following an
interview can be as important as what you did prior to and during, in regards to improving your chances of being hired.

□ Prepare and Send “Thank You” Letters or Emails: express your gratitude, acknowledge the meeting, reiterate a
couple of important points you made during the interview, and/or provide information you forgot to mention. Keep your
letters /emails brief and send them within 24 hours of your interview (see “thank you letter” handout).

□ Prepare for salary negotiations: know what the position pays in similar size companies (review the NACE salary
survey in our center’s library and/or visit the O*Net online) as you do not want to sell yourself short or overprice
yourself. Know your bottom line…consider your living expenses and what you absolutely need to live on. Remember
to consider the entire benefits package, health, life, vision and dental insurance and vacation days.

□ Following-up: if the discussed follow-up timeframe has passed and an employer has not followed-up with you, wait a
few days and email or call the employer to inquire as to the status of the position and your candidacy. If you weren’t given
a timeframe, it is appropriate to follow-up with an employer a week after the initial interview. However, never stalk an
employer and don’t be paranoid if you don’t quickly hear back from them, as hiring may not be their top priority or they
may be out of town for business. A delay in their response is not always an indicator of disinterest.

□ If you are offered the position: thank the employer and ask for time to consider. It is wise to take at least 24 hours
to evaluate an offer, but do not drag things on. Ask the employer when they need to know your decision.

□ Declining a job offer: thank the employer for their job offer and express regret that you will not be able to accept
their offer at this time. If you wish, provide reasoning as to your decision, being sure to include aspects that attracted
you to the job. Remain friendly and tactful throughout, as you do not want to burn any bridges with them.

□ Withdrawing from consideration: inform the employer if you no longer wish to remain in consideration for the job
so that you can be removed from the active list of candidates. State your appreciation for the interview(s) and remain
friendly and tactful so as to maintain an amicable relationship with the employer. Provide reasoning if you wish.

□ Response to being declined for a job: be sure to demonstrate a positive attitude and express gratitude for having
been considered. If so desired, suggest that you would be interested in similar positions within the organization as they
become available. If you anticipate reacting poorly to being declined for a job, talk about this with someone as soon as
your complete your interview so that you can prepare accordingly. Remember, recruiters and hiring personnel know one
another and you do not want to hurt your chances of being hired elsewhere due to expressing a negative or
unprofessional reaction after being declined for a job.
DRESSING FOR AN INTERVIEW

We cannot overstate the importance of maintaining a professional appearance during an interview. Your interviewers will
develop a visual impression of you within the first 10 seconds of meeting. Be aware of your physical appearance, dress
conservatively; be neat, clean and tidy. Remember, what you say is as important as how you present the information.

MEN WOMEN
• Wear a solid colored suit or sports coat with • Wear a two-piece matched pant or skirt suit.
color coordinated pants. • Choose solid colors and conservative prints;
• Choose a neutral or dark avoid bold patterns, which can be distracting.
suit color – navy, black or Appropriate color choices include navy blue,
gray are appropriate. black, brown, dark green, dark red, burgundy
Subtle stripes are fine, but or gray.
avoid bold prints and • Skirt length should reach the knee or longer,
patterns. and should cover your thighs when seated.
• Light colored rather High skirt slits are not considered
than dark, and cotton appropriate for a professional environment.
or cotton blend long • Silky and rayon blouses look dressier than
sleeve cottons. Choose a conservative neckline.
shirts are conservative options. • Wear shear, plainly styled (no patterns)
Be sure your shirt is pressed and free of wrinkles. stockings in a soft neutral color
• Wear a tie. It should be darker than the complementing your suit.
color of your shirt. Avoid bold prints and • Closed toe and moderate
patterns. height heels are best. Avoid
• Wear leather shoes. Your shoes should be sandals, stilettos and chucky
color coordinated with your socks and belt platforms.
and should be polished. • Keep jewelry to a minimum, leaning toward
• Keep jewelry to a minimum, no more than simple and conservative.
two pieces, ex. a watch and a ring. • Fingernails should be trimmed to a
• Make sure your nails are trimmed and clean reasonable length and polish color should
• Maintain a neat, trimmed hairstyle. be neutral.
• Minimize colognes and aftershaves, as • Minimize perfume, as many people are allergic.
many people are allergic. • Avoid big bags, choose a small and
• Carry a professional portfolio or padfolio. simple purse/handbag or carry a
portfolio.

What NOT to Bring to an Interview: X

• Gum (to freshen breath, chew a few breath mints before the interview).
• Turn off or silence cell phones.
• iPods/ MP3 devices, iPads/tablets, or other personal electronics.
• If you have several piercings, remove jewelry with the exception of conservative earrings.
• Cover visible tattoos.
COMMON QUESTIONS ASKED BY EMPLOYERS

GETTING TO KNOW YOU YOUR CAREER GOALS

• Tell me about yourself. • Describe your ideal job.
• Why/how are you qualified for this position? • What other types of positions are you considering?
• What do you know about our organization? • Describe your ideal work environment.
Our products? Services? Competition? • Where do you want to be in five years?
• Why do you want to work here? • Do you plan to go to graduate school?
• What are your strengths? Weaknesses? • Would you be willing to relocate?
• What can you offer us?
• Why should we hire you rather than another BEHAVIORAL INTERVIEWING QUESTIONS
candidate? • Describe a project or experience where you
• Define success. Failure. worked as part of a team.
• Have you experienced failure? • Discuss a situation where you resolved a conflict.
• What did you learn? • Demonstrate your leadership skills.
• Of which three achievements are you most proud? • Tell about a time when you persuaded
• Who are your role models? Why? someone or successfully pitched an idea.
• What motivates you? • Describe a time when you worked under stress
and demonstrated your coping skills.
• Have you had difficulty getting along with a
professor (supervisor, co-worker)? Explain. • Give an example of a situation in which you
provided a solution or improved something for an
• Do you prefer to work independently or
with supervision? employer.
• How do you prioritize your tasks? • Give me an example of a time when you set and
then achieved a specific goal.
YOUR EDUCATION • Describe a time when you had to conform to a
policy with which you did not agree.
• How did you choose your college?
• Tell me about a time when you had too much to do
• Why did you choose your major?
and how you prioritized your tasks.
• Which classes do you like best? Least? Why?
• Share an experience that demonstrates your
• Would you change anything about your education? willingness to go above and beyond the call of duty
• In which campus activities did you participate? to get a job done?
• Do your grades accurately reflect your • Describe the most significant written report that
ability? Why or why not? you’ve completed.
• Did you pay for any portion of your education? • Have you ever had to make an unpopular
decision? Give an example.
YOUR EXPERIENCE • What’s the best example of how you think logically
• What did you most/least enjoy about your last and use sound judgment?
Job or internship? • Tell me about a difficult decision you’ve made in the
• Which skills do you enjoy using? past year.
• Have you ever spoken before a group of people? • Describe a situation where you failed.
• Did you work while going to school? • Give an example of how you’ve taken initiative.
• Have you ever quit a job? Withdrawn from a course? • How have you dealt with a co-worker or
• Have you ever done any volunteer work? subordinate who was incompetent?
• How would a former supervisor describe you and • How have you handled an emotional
your work? reaction or personality conflict with
someone?
• Describe an instance when you had to think on your
feet.
 QUESTIONS TO ASK WHEN BEING INTERVIEWED

In addition to the following standard questions, try to generate incisive questions based on
your research of the employer.

1. Why is this position open? Is this a new or replacement position?

2. Why did the person who held this position most recently leave?
3. What do you see as the major responsibilities of this position?
4. What kind of support or supervision does this position receive?
5. What are the opportunities for professional growth?
6. Tell me about my prospective supervisor.
7. What person qualities/characteristics are most important for success in this job?
8. How is an employee evaluated and promoted?
9. Describe a typical day on the job and the overall work environment.
10. What are the most challenging aspects of this position?
11. What qualities are you looking for in new hires?
12. What kind of orientation and training is available for new employees?
13. What are the organizations plans for future growth?
14. What is the starting date for this position?
15. Is there any travel required for this position?
16. What are some of the other office/employees with which I would work?
17. Do you have any information available on the surrounding community?
18. In what ways has this company been most successful in terms of products and services
over the years?
19. What are your organization’s strengths and weaknesses?
20. Why did you join and stay with this organization?
21. Describe you typical client/customer/student.
22. Describe how staff meetings are structured.
23. Do you operate in a centralized or decentralized manner?
24. Do you encourage creativity?
25. What is the time frame for filling this position?

INTERIVEW KILLERS: NEGATIVE FACTORS AND COMMENTS FREQUENTLY LEADING TO JOB

REJECTIONS

• Poor personal appearance • Not enough examples when responding

• Overbearing, aggressive or arrogant behavior • Lack of maturity
• Inability to express self clearly, poor voice dictation or • Lack of courtesy
and spoken grammar • No interest in company or industry
• Lack of researching the company or organization • Emphasis on whom candidate knows
• Lack of planning for career, no purpose or goals • Intolerant, strong prejudices
• Lack of interest and enthusiasm • Lack of appreciation of the value of experience
• Lack of confidence and poise, increased nervousness • Late to interview with no good reason
• Over-emphasis on money • Never heard of company
• Unwilling to start at the bottom, expects too much too • Failure to express appreciation for interviewer’s
soon time
• Makes excuses, is evasive and harps on trouble areas • Asks no questions about the job
KNOW YOUR RIGHTS AS AN INTERVIEWEE

There are certain questions that are “illegal” for employers to ask you, as the interviewee. Specifically, interview questions
must be job-related; that is, necessary to judge an applicant’s competence for the job in question. Employers should not
ask questions concerning:

• Marital and/or Family Status • Ancestry, National Origin, Race or Color

• Religious, Political and/or Organizational Affiliations • Gender Identity
• Age (except to ensure minimum age requirements by • Sexual Orientation
law)
• Language skill (unless necessary requirement for
• Mental/Physical Disability job)
• Military Record • Photograph (requested before hiring)
• Arrests • Relatives
• Credit Ratings (unless written consent is obtained) • Pregnancy

HOW TO HANDLE ILLEGAL OR INAPPROPRIATE QUESTIONS

Most individuals interviewing for well-established organizations will not encounter these types of questions, as their hiring
personnel should be well versed in equal employment laws. Most times when an individual is asked a seemingly
inappropriate question, it is done so inadvertently. There are several ways you may address such questions:

1. Deflect the question. Simply reiterate why you are a good candidate for the job and ignore the actual question.
2. You may give an honest, assertive but non-contentious reply. Example:
a. Interviewer: “Does your spouse mind if you travel?”
b. Candidate: “We are completely supportive of each other’s career endeavors”
3. You may give an antagonistic reply such as, “That is an illegal question and I don’t have to answer it”. Such a
reply may risk ending an employer’s consideration of you for the position, as it would reflect upon your
interpersonal skills.
4. Address the employers concern, not the question. Example:
5.
a. Interviewer: “Do you have children or plan on having children?”
b. Candidate: “If you are concerned about my ability to maintain life-work balance, I assure you
that I am prepared to set healthy boundaries that will allow me to meet my obligations
professionally.”

If you feel that your legal rights have been violated during an interview, we encourage you to notify and discuss this with
the Career Development Center. If desired we can refer you to the appropriate government agency.