Chapter 9 “Exploring the Interview Process”

1. Chapter 9 “Exploring the Interview Process”

2. Topics of Discussion • Roles in the interview process • Types of interviews • Preparing for an interview • The actual interview • Post interview • Personal appropriateness • Appropriate questions

3. Section 1 Nature of Interviews

4. Roles in the Interview Process Interviewer • Set goal • Develop structure • Prepare and ask questions • Control the direction of discussion

5. Roles in the Interview Process Interviewee • Provide clear, complete, and appropriate answers • Think about responses before voicing them • Gather information

6. Types of Interviews Information-gathering • Survey interviews • Used to gather reactions • Investigative interviews • Used to find out unknown info • Exit interview • To determine why a person has decided to leave

7. Types of Interviews Information-giving • Performance appraisal • Counseling interview

8. Types of Interviews Employment • Importance • Single most important factor in landing a job • Communication skills and interview knowledge more important than GPA or work experience • Used to size up whole individuals

9. Types of Interviews Employment • Building skills • Study of employment ads may indicate what you need to prepare for in an interview

10. Types of Interviews Employment • Variations • Most conducted on-site • Most off-site locations are chosen for convenience

11. Section 2 “Understanding the Interview Process”

12. Preparing for an interview Goals of Interviewer • Decide what you want the outcome to be • Decide the approach to take Goals of the interviewee • Decide what you want to accomplish

13. Preparing for an interview Determine type of interview • Choose type that best reaches goal

14. Preparing for an interview Determine structure • Scheduled interview • Standardized questions • Answers tend to be limited • Follow up on answers may lead off track • Devising questions takes skill; interviewing doesn’t • EX: poll

15. Preparing for an interview Determine structure • Nonscheduled • Topic but not standardized • Require interviewing skill • EX: sales call

16. Preparing for an interview Determine structure • Moderately scheduled • Questions are a guide but not strict

17. Preparing for an interview Research other party • Information gathering • Primary goal is to prepare research • Need background on topic and interviewee • EX: news report

18. Preparing for an interview Research other party • Information giving • Performance appraisal • Need research and data to support • Interviewee should know about topic and interviewer as basis for understanding critique

19. Preparing for an interview Research other party • Employment • Requires preparation by both parties, but primarily with interviewee • Info available from current employees, internet, Better Business Bureau

20. Preparing for an interview Research other party • Employment • When and by whom was company founded • Who runs it now • What is its main line of business • What are recent changes at business • Who is the competition • How many employees • How does it train • What are the benefits, such as insurance, etc.

21. Preparing for an interview Research other party • Employment • Primary responsibilities • What role would you play • What skills are required • What training will you get • Where can it lead in the future • What performance appraisal is there

22. Preparing for an interview • Research other party • Employment • Benefits • Helps decide if the match is good for goals and skills • Is company stable and ethical • Is it a safe environment • Will it be challenging • Enter interview with confidence

23. Actual Interview Opening • Introduction • Handshake • Small talk • Sets tone for interview

24. Actual Interview Body • Conversation turns to specific questions • Both parties speak and listen • Both answer and ask questions • Both parties make decision based on info

25. Actual Interview Possible questions • Open ended • Gives freedom in answering • “Tell me about yourself”

26. Actual Interview Possible questions • Closed • Seeks specific info • “What hours are you available to work”

27. Actual Interview Possible questions • Highly closed • Provides answers from which to choose • “Would you prefer to work morning or evening”

28. Actual Interview Possible questions • Primary • Begins new topic • “Tell me about your hobbies”

29. Actual Interview Possible questions • Secondary • Helps understand the answer to primary • “Why do you like that hobby”

30. Actual Interview Possible questions • Leading • Suggests the desired answer • “You do want to work weekends, right?”

31. Actual Interview Possible questions • Neutral • Implies no specific right or wrong • “Would you like to work weekends”

32. Actual Interview Possible questions • Direct • Straight forward, no ambiguity • “Can you work Friday evenings”

33. Actual Interview Possible questions • Indirect • Seeks specific info w/o directly asking • “What do you usually do Friday evenings”

34. Actual Interview Possible questions • Factual • Seeks info that can be proven • “Where do you attend school”

35. Actual Interview Possible questions • Opinion • Asks for judgment • “What is your opinion of employees who steal”

36. Actual Interview Possible questions • Hypothetical • Asks for reaction is a given situation • “If you knew someone was stealing from the company, what would you do”

37. Actual Interview Closing • Summary of what has occurred • Gives interviewee chance to correct any misinformation • Discuss future action • May follow-up call be made • When is decision expected

38. Post Interview • Follow-up thank you letter is crucial • Reconnect with interviewer to remind of strong points • Summarize discussion • Thank him/her for meeting with you • Be warm but professional

39. Post Interview Self Analysis • Was I prepared • Did I ask clear questions • Were responses accurate and complete • Did I listen carefully • Did I seem confident • Would I have hired me • What would I change next time

40. Section 3 “Appropriateness in Interviews”

41. Personal Appropriateness Dress and Appearance • Confident posture • Smiling • Dressed appropriately • Neat and clean clothes • Clean and well groomed • Calm • Outgoing and enthusiastic

42. Personal Appropriateness Demeanor • Friendliness • Poise • Confidence • Verbal skills • Body language

43. Interviewing Dos and Don’ts Do • Look professional • Make good eye contact • Be specific • Be flexible • Listen carefully • Be enthusiastic • Speak clearly and concisely • smile

44. Interviewing Dos and Don’ts Don’t • Chew gum • Wear too much fragrance • Wear excessive jewelry • Lie • Mumble • Brag • Interrupt • Look at your watch

45. Common reasons for rejecting • Poor appearance • Poor diction, grammar, voice • Little enthusiasm, passive, indifferent • Late for interview, disrespectful • Talks too much, rambles • Unable to handle silence • Negative attitude • Couldn’t sell self to employer • Talked about salary

46. Common reasons for rejecting • Overbearing, aggressive • Lack of purpose, career goals • Unwilling to start at bottom • Lack of courtesy, proper etiquette • Poor eye contact, extreme nervousness • Lack of poise, confidence • Lack of leadership skills • Condemned previous employer • Didn’t ask for the job

47. Appropriate Questions Interviewee Questions • What are specific duties • Can you describe a typical day • Is this a new or recently vacated position • Is travel normally involved • With whom will I be working • What type of technology skills are needed • Is special training provided • Is performance reviewed regularly • What else can I tell you about my qualifications • When do you expect tomake a decision

48. Appropriate Questions Interviewer Questions • Tell me about yourself • Tell about a strength/weakness • How will qualifications help you do this job • Why did you leave your last job • What is most important thing learned from job or school • What did you like most/least about last job • What have you done that shows initiative • Why do you want to work for this company • Why should we hire you • When are you available to start • May we contact your references • What is your best/worst subject

49. Laws governing questions • Can not ask questions that can be used to discriminate on race, color, religion, sex, disabilities, marital status, national origin, age

50. Illegal questions • Birthplace, nationality or ancestry “Pasquale, is that a Spanish name • Gender/marital status “Is that your maiden name” • Race/color “Are you considered to be part of minority group