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Student Guide > Acquiring Successful Interview Skills

ACQUIRING SUCCESSFUL INTERVIEW SKILLS

Purpose of Interviews
An interview is a personal conversation between an employer and a job candidate for the purpose of exchanging information about a job opportunity. The employer seeks to determine if the candidate's qualifications and personality are suitable for the position and future development within the company. The candidate seeks to determine if the career opportunity and working environment are compatible with his/her career goals.

The objective of an interview

For the employer
· To evaluate the candidate's personality in relation to the requirements of the organization.
· To appraise the qualities not revealed in a resume.
· To probe previous work and educational experience.
· To evaluate communication skills.
· To determine motivational factors and values.
· To select the candidate who is the best “fit”.

For the candidate
· To furnish information that is not included in the resume or application.
· To gain information about the employer not available in published materials.
· To evaluate the job, the working environment, and growth opportunities.
· To make a verbal presentation emphasizing those items contained in the resume.
· To correlate skills/training which are appropriate to the employer/position.
· To present how one can positively impact the success of the organization.

Both the recruiter and the applicant are seeking information for decision-making purposes.

What is the best way to prepare for interviews?

Research, Research, Research!!!
Research Yourself, Research the Industry; Research the Employer.

Preparation for Interviews

Personal preparation
Candidates should be able to discuss their educational and work experience. The biggest error most candidates make is to underestimate their competition...one of your competitors WILL take the time to research the company, their products, their latest projects, and their employment needs. The best candidates are not always offered the job--often it is the person who is best prepared for the interview, and who presents himself/herself the most effectively. Consider an exam you had recently that you prepared for by studying the materials. When you walked into that classroom you still had a certain amount of "nerves," but you were self-confident about your preparation. Now, think about an exam for which you did not prepare. You did not have that same sense of self-confidence and readiness. Consider this same type of preparation for your interviews.

Be prepared to present yourself with Enthusiasm. Imagine that you are the recruiter and that you spoke to two candidates who presented themselves in these ways:

· "Yes, I probably would like doing that, I haven't really thought about doing that job, but I think it would be ok."
· "This is exactly what I am seeking in a position. I am the kind of person who thrives in an environment where I have to coordinate lots of people and have lots of different agendas and schedules. That skill is what I believe has earned me success in brand management. I thrive in an environment where I am challenged.

Now, which candidate would you invite back to a second interview?

Recruiters will try to help you feel at ease, and for the most part will not ask trick questions. They are not asking random, spur-of-the moment questions either. They are trying to determine selected criteria about your job capabilities, preferences, and skills.

Keep in mind there are many characteristics and experiences that make you the person you are. Only job-related skills would make you a qualified employee for a certain job. When a recruiter asks an open-ended question like "Tell me about yourself" present information about your job qualifications and not information that is unrelated to the interview.

A good way to prepare for an open-ended question such as "Tell me about yourself", is to have a 1-2 minute presentation in mind. Relate your background, education, interests, and skills that are most appropriate to the interviewer. You might never use this "presentation", but you will have prioritized the information that is the most important and will know how to present that information to a recruiter.

Appropriate Dress
Although the dress code for corporate America is taking a turn to casual these days, you should not simply assume a casual state for interviewing. Recruiters expect candidates to be dressed in standard business attire. Knowing you look good and present a professional appearance will enhance your self-confidence during the interview. Consider the suit as the major mode of dress for interviews. For women, you should invest in a solid color (navy, charcoal, gray, black, beige). The jacket should match the bottom part of your outfit; if it does not, it is not considered a suit. For an interview, the suit should be uniform. Keep in mind that pantsuits are not recommended for women in an interview setting.

Women need to avoid very high heels; instead wear conservative shoes with a closed toe. Black, brown and navy are standard colors that should compliment most suits. Women should avoid trendy clothing but rather err on the conservative side when choosing a skirt length (skirt should fall at or right above the knee). Avoid strong colognes and perfumes. Your hair should be clean; if your hair is long it should be pulled back.

Men should consider a two-piece suit as well; the suit should be made of wool or polyester-wool blends. A 100 % wool suit, however, is always the best bet for men. Most clothing consultants agree that conservative is best: shades of blue, gray, beige, and brown. Solid colors are most appropriate, however pinstripes, herringbone, tweed and some plaids are acceptable. A white long sleeved shirt is recommended. Never wear short sleeves to an interview. Men should be very aware of the current trends in ties. Tie should be of silk and fall right above the beltline. Select either black or brown shoes for the interview. Socks should also compliment your shoe color and should be matched to either the color of your trousers or the color of your shoes. Make sure your shoes are well polished.

Men should avoid long hair, beards, and mustaches and have a clean-shaven appearance. If you wear an earring, remove it before the interview. If you have tattoos, you should conceal them, if at all possible. People tend to think you are wild, eccentric, or even rebellious—not professional. These labels may be far from the truth, but that is the perception.

In summary, appropriate dress for a job interview should be professional and conservative. Wear the apparel you would wear for the most formal activity on the job. Wear conservative business attire even for companies with casual dress policies unless a company representative instructs otherwise.

What to Bring to the Interview
Make sure that you have the materials with you that you will need during your interview. You don’t want to be caught off guard by a request that leaves you looking unprepared. You should bring a good quality writing instrument, extra copies of your resume and copies of your transcript. Consider purchasing a leather or leather look portfolio to keep all of your materials in. It is also a good idea to have your driver’s license and any other forms of identification that may be needed. Finally, you will want a list of your past employers along with the name(s) of your supervisors and contact information in case you need to fill out paperwork that requires this information. In additional to the things mentioned above, it is a good idea to showcase your skills with a portfolio. One trend in this area is the on-line portfolio.

The On-line Portfolio by Audrey Rorrer
Instead of presenting hard copies of your work, you portfolio is housed on your personal website. It should include samples of your work that will enable potential employers to evaluate your skills, and it should include other relevant information that will demonstrate to employers you have qualities they prize. (There is an added benefit: By developing a portfolio, you are actively summarizing and reflecting upon skills, thus preparing yourself for an interview. By creating a showcase of work samples and experience, you will be able to talk about yourself and your skills more comfortably and succinctly in a job interview.)

Your Portfolio’s content and look
What should you include in your online portfolio? Keep it relevant and professional: Remember that the reader is evaluating you as a prospective employee. This means that you should keep the content focused on samples, characteristics, and experiences that demonstrate that you fit in a professional environment. Do include samples of the information that you have included on your resume, along with visual items and reflective commentary to communicate the meaning of your experiences to the employer, i.e., that you have key “soft skills” and qualities (communication, teamwork, work ethic, and so forth). For example, you might include a photograph of yourself at work during a summer internship at a newspaper, insert a PowerPoint presentation that you gave as part of a public speaking course you took, include excerpts of a business plan or marketing plan you developed in a course, place photos of yourself organizing a volunteer project or managing a campus club meeting. The reflective commentary should communicate meaning; for example, commentary about a photograph of your managing a club meeting might read. “ I developed leadership and communication skills as the Student Government Chair for Earth Day Celebration.”

Your portfolio is also a chance to showcase your creativity; Video streams, PowerPoint presentations, photographs, documents, and other elements will enhance your portfolio. But don’t overdo it-keep your web site simple, organized, and easy to navigate. Use menus and icons. Pick a unifying design theme and be sure the color scheme and design elements are not overwhelming to the observer. (Tip: A good rule of thumb is to limit font and color choices to no more than three.) As with any professional document or correspondence, make sure the content of your online portfolio is error-free and grammatically correct.

Showing your portfolio
If you are not specifically asked to display a portfolio, you may invite the interviewer to view it. Reference your portfolio web address in the cover letter or on your resume as part of the demographics section, or by a separate section notation. During the interview process, you can also mention that you have an online portfolio that showcases your abilities.

It depends on the organization and on the particular position, of course, but don’t be disappointed if your portfolio isn’t reviewed during the initial interview process. Often, the manager of the position for which you are applying is the first person to actually view the portfolio, not the recruiter or human resources representative who is your first contact with the organization. Assuming you make the cut, your portfolio will help you demonstrate your abilities to the hiring manager.

Manage access to your portfolio to maintain privacy
A word of caution about using an online portfolio: It is not wise to have your portfolio open to all, as your private information is on display. Encode your online portfolio so that it is password protected. Offer the password only to those individuals who are part of your interview process, such as the hiring manager or department manager. By controlling access to your portfolio, you reduce the risk of identity theft while ensuring that appropriate individuals have access.

Source: Job Choices for Business & Liberal Arts Students, 48th Edition, copyright 2004, National Association of Colleges and Employers

How to Research Employers
Companies dislike it when they are 20 minutes into an interview and a candidate asks: “What does your company do?” The more knowledge you have about a prospective employer, the better prepared you will be during the interview. When you research the industry, employer and position, you can present yourself in terms of what the employer is seeking. The amount of research a candidate does is a critical factor with recruiters because it demonstrates interest and enthusiasm. Also, your research will help you to determine whether the company’s opening is a good opportunity for you.

Learn as much as possible about the organiza-tion’s products and services, general business strategies and values, target market(s), plans for growth, and key challenges:

· Is the company public or privately held.
· Local, regional, national, or international.
· A subsidiary or a division of a larger corporation.
· Year founded.
· Basic philosophy.
· Growth pattern, divisions and subsidiaries, number of locations.
· Size, number of employees, sales, assets and earnings.
· Services, products or projects.
· Typical career path, training and development programs.
· Industry trends and competitors.

Utilize the Following Resources in Your Research
· Internet.
· Become familiar with the corporate websites of organization.
· Web pages of professional associations.
· The Public Library/The U of M Library
· Standard & Poor's Directory of Corporations.
· Dun & Bradstreet's Million-Dollar Directory.
· Thomas Register of American Manufacturers.
· Annual Reports.
· Investment Publications.
· Business Periodicals Index.
· The Career Services Resource Library.
· “Job Choices,” published by the National Association of Colleges & Employers.
Information for smaller, local organizations may be harder to locate than large national organiza-tions. You may need to contact the firm directly and request any information or advertising brochures.

In addition to financial and product information, you should try to learn more about the "intangible" information—is the company employee-oriented, what are some characteristics of their management, is the company involved in community events, and the firm's ethics.

Being able to perform the job is very important, but it is equally important to "fit" into the corporate setting. You should seek a position with an employer that is a good match with your requirements and personality.

Prior to the Interview
It is recommended to arrive early to your interview by 15-20 minutes. This will allow you to stop by the restroom to make a last minute check of your appearance as well as to show the employer you are punctual and have an appreciation for their time. You do not need to arrive any earlier since that would give the appearance that your time is not valuable to you. Do let the receptionist know who you have an appointment with upon your arrival so he/she can notify the interviewer.

Be Ready To Shake Hands
Be sure to keep your lap and hands clear so that you can provide a firm handshake. Use a briefcase to hold all of your materials so that you will not have to juggle a purse and briefcase at the same time. As you shake hands, smile. First impressions are very important; a recruiter will perceive that you are at ease and confident if you maintain good posture, provide a firm handshake, and smile!

The Interviewer Has the Floor
The interview begins when you shake the interviewers’ hand and they hear your voice for the first time. The recruiter will begin the main part of the interview by discussing the organization and the position you are interviewing for. Know as much as you can about the job and the company so that you can contribute during this process.

Be prepared to highlight your strengths and bring out the positive aspects of your qualifications. However, no doubt the recruiter will ask about aspects of your background, which could be construed as negative, such as a low GPA or lack of participation in activities in college. Be prepared to discuss this in a positive way. Perhaps you did not belong to student organizations in college because you had to finance all of your education and worked two jobs to put yourself through school. With regard to your GPA, you could certainly mention that you do not think your grades are an accurate reflection of your performance in school. Turn this situation around. Focus on the positive aspects by mentioning that your major GPA is a better representation than your overall GPA because you did very well in your major coursework.

Be clear and focused when you interview. Know what it is that you want to do. Recruiters like candidates who know why they chose their major and what career path they want to pursue. If you are focused, the interviewer will assume you are serious about your career. For example, if you interview for a pharmaceutical sales position, you should be able to tell the interviewer that sales is definitely what you hope to pursue. Using doubt words, such as “I think” or “I might”, will create a negative impression with the interviewer.

When It Is Your Turn To Ask Questions.
Try to think of specific meaningful questions rather than generic questions. Asking specific questions will allow you find out more about the environment you may be working in as well as what kind of community projects the organization may be involved with. You are interviewing the company/organization to determine if this is an environment you would enjoy.

Also, read recent news releases and acquire up-to-date information about the organization so that you will be able to share this information with the interviewer. This indicates to the interviewer that you have done your homework and are serious about your career.

Expect the Unexpected
Don’t be surprised if you are asked some unusual questions during the interview; sometimes questions may be asked just to see if you can provide a response and how you react. Some examples might include: “If you could be an animal, what would you be,” “Tell me a joke,” and “What time period would you like to have lived in.” The interviewer will consider your response time and your ability to answer the
question.

(Interview Information adapted from Career Development Guide, Cass Recruitment Media Publication, 2000)

Evaluations Made by Recruiters
The employer will be observing and evaluating you during the interview. The following information, adapted from Erwin S. Stanton, author of Successful Personnel Recruiting and Selection, indicates some evaluations made by the employer during the interview:

1. How mentally alert and responsive is the job candidate?
2. Is the applicant able to draw proper inferences and conclusions during the course of the interview?
3. Does the applicant demonstrate a degree of intellectual depth when communica-ting, or is his/her thinking shallow and lacking depth?
4. Has the candidate used good judgment and common sense regarding life planning up to this point?
5. What is the applicant’s capacity for problem-solving activities?
6. How well does a candidate respond to stress and pressure?

Requirements, Responsibilities, and Rewards
These three R's apply both to the employer and to the candidate.

1. REQUIREMENTS: The employer should explain to you what the requirements of the position are in terms of education, prior work experience, and skills. You, the candidate, should also be prepared to state what your requirements would be for a job. Are you seeking a position that allows you to travel; do you want to work behind a desk all day; do you seek fast-track promotions; do you prefer individual tasks or group projects?

If you were making a big-ticket purchase such as a home or a car you would have a list of items that you required (a three bedroom house, a fenced yard, etc.), plus some items that you would like, but could give up (a fireplace in the den). You should be able to state clearly what your requirements are for your ideal career position, but be open to options.

2. RESPONSIBILITIES: The employer should explain to you what your responsibilities on the job would entail. For example, if you are an engineer, you would be told which projects you could expect to be involved with. You would learn what is expected of you and the function of the department in which you would work. The employer also has certain responsibilities to its employees such as a safe workplace, a discrimination-free workplace, compliance with Federal, State, and local laws.

3. REWARDS: An employee expects “rewards” for his/her work such as a certain salary, travel opportunities, promotion or advancement opportunities, bonus, car allowances, and insurance coverage. This information normally is explained to a candidate towards the end of the interview process or when a job offer is made. The employer, not the candidate, should bring up the subject of these benefits.

A good candidate should be prepared to explain to a recruiter the rewards that candidate could bring to the employer. These “rewards” or “strengths” include dedication, willingness to put in the extra effort to get a job done, a certain expertise in that field, and a commitment to that industry and employer. (Information taken from Career Development Guide, Cass Recruitment Media Publication, 2000)

Types of Interviews
Generally, a candidate can expect interviews to fall into several standard types: behavioral interviews, case interviews, and traditional interviews. Any of these types may be conducted by one person or by a panel of people. The Career Development Guide by Cass Recruitment Media (2000) offers the following information.

Behavioral and case interviews are the two major types of interviews that focus on qualifications alone. Traditional interviews vary in format, but include questions about the candidate’s qualifications, values, interests and future plans.

Behavioral Interviews
The premise of behavioral-based or situational interviews is very understandable. Employers believe that past performance is a strong predictor of future behavior. This type of interviewing seeks examples of situations and the outcomes from the candidates. Instead of asking how you would behave in a particular situation, the interviewer will ask you to describe how you did behave. The interviewer will ask you to provide details, and will not allow you to theorize or generalize about several events.

The interview will be a more structured process that will concentrate on areas that are important to the interviewer, rather than allowing you to concentrate on areas that you may feel are important. Other behavior-based questions could include: “Describe a major problem you have faced and how you dealt with it,” “Give an example of when you had to work with your hands to accomplish a task or project,” “Tell me about a recent situation when you faced a difficult technical problem. What did you do to examine the problem and come up with a solution, and what was the outcome?” Behavioral interviews focus on examples of when the candidate has demonstrated skills needed in the position. You will notice an absence of such questions as: “Tell me about your strengths and weaknesses.”

Employers have identified three different skill sets:
Content Skills: Skills that result from academic background, training, and experience.
Functional Skills: Skills, which could be used in any job, such as problem solving, organizational, or leadership skills.
Adaptive Skills: Skills such as dependability and work ethic.

Within each category are the particular skills needed for the job the recruiter seeks to fill. The interview questions will seek examples of how the candidate has used these skills successfully in the past. Candidates must organize their thoughts and be prepared for this type of inter-view. No longer can a candidate memorize the answers to the “Top Ten Interview Questions” and expect to have a successful interview!
(How To Prepare for a Behavioral Interview,Career Development Guide, Cass Recruitment Media Publication, 2000).

In A Behavior Interview Be Able To:
· Recall recent situations that show favorable behaviors or actions, especially coursework, work experience, leadership, teamwork, initiative, planning and customer service.
· Prepare short descriptions of each situation; be ready to give details if asked.
· Be sure each story has a beginning, middle, and an end. Be ready to describe the situation, your action and the outcome or result.
· Be honest. Don’t embellish or omit any part of the story. The interviewer will find out if your story is built on a weak foundation.

Case Interviews
Case interviews are used by consulting firms and other companies who seek employees with good problem solving and project oriented skills. In a case interview, the employer will describe a situation, project or issue and ask the candidate to solve the problem or to complete the task. Some employers will combine question types, using popular traditional interview questions, along with some behavioral and case interview questions.

Traditional Interviews
You should be prepared to answer questions about your coursework, work experience, and outside interests and/or activities. Interviews normally do not last over an hour, so you need to use the time to present reasons why you would be a qualified candidate.

Give your answers in a positive manner. You may be asked questions about courses/jobs you have liked the most and those that you liked the least. Never use an interview as a time to gripe or let off steam about someone you feel has wronged you or treated you unfairly. Try to present a positive outcome from each experience.

Most recruiters have heard the answer "I like to work with people" on a regular basis. Rather than using this worn-out answer, prepare an answer such as: "I am an effective motivator", "I enjoy solving problems", "I work well as a team member", "I am highly organized and thorough, and I am willing to help others complete projects."

A list of possible questions appears in the back of this guide. Look through these questions and consider how you would answer each one. By becoming familiar with the types of questions you will be more at ease when you hear them during an interview.

Non-Verbal Communication
Be aware of the message your non-verbal signals are giving to the employer. Under no circumstances should you smoke, eat, drink, chew gum, or eat breath mints during an interview. Maintain good eye contact. If you don’t think you have any non-verbal behaviors or speech habits, ask your friends - they can tell you!! Avoid verbalized pauses and slang expressions during interviews.

Legal Issues Impacting Interviews
Whether interviewing takes place on or off campus, you should be aware of your legal rights. Certain questions are illegal for employers to ask.

ILLEGAL QUESTIONS
· ORIGIN: Questions that try to determine ethnicity or race are considered discriminatory. Examples include: Are you a US citizen? Where were your parents born? However, it is permissible for an employer to determine authorization to work in the U.S. or to ask about languages in which you have fluency if related to the position.
· AGE: How old are you? What is your date of birth? Questions like these are illegal. The only age related question an employer can ask is if you are over the age of 18.
· MARITAL AND FAMILY STATUS: What is your marital status? How many children do you have? What child-care arrangements have you made? These are illegal questions. However, employers can ask if you are willing to travel as needed by the job or if you would be willing to relocate.
· MEMBERSHIPS IN ORGANIZATIONS: Questions that try to determine social, religious or political affiliations are considered discriminatory. Employers can ask about professional or trade associations related to the candidate’s ability to perform the job.
· DISABILITY: Employers should not ask if you have any disabilities nor should they inquire about the specific nature of a disability you have disclosed. Other examples of illegal inquiries include: please complete the following medical history; have you had any recent or past illnesses or operations; what is your family’s health? Appropriate inquiries include: Are there any limitations that would prevent you from performing the essential functions of the job? If yes, which job duties would you be unable to perform because of these limitations. What types of accommodations might we make to help you perform the job successfully? Is there any job or types of jobs for which you should not be considered because of a disability or health condition?
· ARREST RECORD: It is discriminatory to ask:
Have you ever been arrested? It is permissible to ask: “Have you ever been convicted of _____?"
· PERSONAL: What are your height and weight are discriminatory questions. "Are you able to lift a 50 pound weight and carry it 100 yards" would be considered appropriate if lifting was one of the essential functions of the job.

(The list of illegal questions is provided courtesy of the University of Nevada Las Vegas Career Services).

Salary Expectations
Discussion of salary expectations normally will not occur during the first interview. Usually during a second (or third) interview the recruiter will ask, “What kind of money are you looking for?” It is to your best interest to have the recruiter go first. Some examples of ways to turn the issue back to the recruiter include: “I realize that you have a range that you are recruiting within, would you share that with me?” or, “You have a better idea of the worth of this position, what were you projecting for the salary?” or “I am not going to make my career decision based upon salary alone, and I am sure your offer will be a fair one.”

Realistically, you should have an idea of the salary range for your degree area and for the position before you go into an interview. You will have to evaluate the salary offer to determine if you are interested, plus, the recruiter may request that you state your salary expectations before giving you their range. Do not agree upon a salary amount until you have a clear picture of the job responsibilities and you have shared with the employer the qualifications that you would bring to the position.

You can research salary range information in the Office, a library, through the Bureau of Labor Statistics, or through the Employment Security Department. In addition, this information is available on the Internet by viewing Salary.com. The office reports salary offers to the National Association of Colleges and Employers, which in turn generates a quarterly national salary survey. This document can be reviewed in the CS Office.

Nervousness
You can expect to be nervous before your interviews. A certain amount of nerves can help you be more alert, but do not let nervousness impair your ability to present yourself effectively. Athletes and actors also experience “butterflies: before an event, and they channel these feelings into positive energy.

After you have had several interviews, you will be more at ease. Recruiters want you to be comfortable talking with them. You can expect an occasional interview not to go as well as you had hoped. In such an instance, you should reflect on how you answered questions and decide how you will answer those questions the next time you are asked. Take a deep breath, and be yourself!

The Conclusion of the Interview
The conclusion of the interview is very important. There are a few key points to concluding the interview in the most effective way:
1. Give a brief summary of why you are interested in the position, and the skills and strengths you would contribute to the organization, if hired. If you have not had the opportunity to point out your most valuable strengths to the employer-those that relate to the position at hand-NOW is the time.

2. Determine the recruiter's timetable for getting back in touch with you for either a decision, or a further interview. Ask if the recruiter will notify you (either about a decision about a job offer or to let you know if you will be invited back) or if the recruiter would prefer for you to contact him/her.

3. As you shake hands with the recruiter at the conclusion of the interview you should make eye contact. Thank the recruiter for the opportunity to learn more about the organization, and state that you hope to hear from the organization for another interview.

4. Ask for a business card. This will make addressing/ sending your thank you letter, as well as any other follow up to the interview(s), much easier.

Immediately after your interview, you should make notes for your own use. List what was said; how you felt about the position, and if there was any information, such as a transcript, you needed to send to the recruiter.

A thankyou letter is VERY important, and should be sent as soon after the interview as possible, generally within 24 hours. This letter is your opportunity to let the recruiter know (again) of your interest, to show that you have good follow-through skills, and possibly to point out a characteristic/quality that would make you a good choice for the position. If you need to get a thank you letter out right away, you may send it as an e-mail or e-mail attachment. However, make sure that it is written very professionally.

Second Interviews
When you are invited to a second interview (to visit the office or tour the plant), you can be sure that you made a good first impression, and that the firm is interested in learning more about you. This visit will give you an opportunity to see the workplace, meet other personnel, and ask more questions. The employer will be able to evaluate you in the work setting, and have other employees meet and evaluate you also. Keep in mind when it comes to the on-site second interview, good enough is simply not good enough.

Good preparation will help you have a successful second, on-site interview. The biggest mistake candidates make on site is resting on their initial research about the employer and therefore not knowing much about the company or the industry. The lack of information may not only lead to bad career decisions, but gives the impression that the search is merely for a job, and not for a career. You will need to: 1) refresh your interviewing skills; 2) look up information on the company, the products, locations, etc.; 3) review your notes made after the first interview --specifically the people you met and the details of the job you discussed; and 4) take along extra copies of your resume, list of references, and any data or documents you might need.

Remember: You will still be expected to dress professionally. If you will be going on a tour of a manufacturing plant, you might ask if certain dress restrictions need to be considered. Also remem-ber that everyone you meet will be forming an opinion of your candidacy. A job offer is not usually made during this interview, but would be extended by letter or phone call within a few weeks of the plant/office visit.

Also, early in the game, before arriving on the scene for the on-site interview, find out who will be on your interview schedule, and where they fit in the company hierarchy. This will help you to tailor your “sales pitch” to the interests of the managers and executives to whom you will be presenting yourself.

You can expect to have either a series of individual interviews by both management and professional personnel, or one or more group interviews. Although your skills and abilities are important, the evaluators are now looking to see if you will fit into the corporate culture and way of doing business. They want to know if they should make an investment in your training and development, or whether they should look for another candidate.

Speak out, sell yourself, and demonstrate that you are in control. Industry generally looks for a take-charge personality. You will have to exude confidence, while fighting nervousness at the same time. Know the interviewers’ priorities (does the job require leadership, individual initiative, communication skills) so you will be able to build them into your answers to their questions.

Again, expect a number of open-ended questions such as, “If faced with this situation, how would you handle it? Tell me about a time when you were responsible for a project. What did you do? How did it turn out? How do you structure your schedule when you have a number of things to do in a limited amount of time?”

When answering questions about your prior employer or assignments remember to always be positive. Even less-than-ideal experiences can be phrased in a manner that is not degrading to prior employers or co-workers.

Courtesy extends beyond the content of the interview. You should extend it to anyone you encounter on the telephone, the security personnel in the lobby, the receptionist, the interviewer’s assistant who offers you a beverage. These people may have more influence on the decision-making process than you realize, and an unkind word to one of them can be the kiss of death.

Evaluating Job Offers
A position may be selected on the basis of your personal feelings toward an employing organization, its policies, its employees, and your sense of identification with the organization. There is a definite need, however, for a more scientific approach to the selection of your career employer.

Once an offer is made, it is time to start utilizing negotiation strategies (to the extent that you can depending on the level of the position and the company) and to make your final decision about the offer. Depending on the position, employer, and company circumstances, you may be surprised to know that you may be able to negotiate anything from salary, to signing bonus to even some of your job duties. You have to make certain that you are aware of just what is or isn’t negotiable and acceptable to your new employer. In making your decision, you will find that the company recruiter will play a key role in this process by keeping the communica-tion flowing between you and the hiring manager. The hiring manager has the final say about the salary level and other points related to your job offer.

Although you have researched the company and have been through a round of interviews, check to see if you still have any questions that you would like to have answered before accepting or declining the offer. These could include any remaining questions about the position, your manager, or even the company/organization.

Remember to also review any written resources such as the company’s annual report, benefit brochures, and other sources to assist you in making your decision.

You will also want to be sure to ask the recruiter for time to evaluate the job offer. This will allow you to discuss the offer with your family, network contacts or others whose opinions you value. The recruiter may give you a specific date when the company wants an answer, or they may tell you to take a few days to get back to them.

It is also helpful for you to make a list of your “must haves” which are items you consider critical in order to accept the offer. Prioritize your “wants” and “needs” in evaluating the offer. Top on most lists are two items: Job content and salary. Do expect your salary to vary according to the state you live in. Location is a big factor since the cost of living varies geographically.

In addition to salary, remember to look at the key part of taking the position, which includes your job function. If the position is new, being changed, or very complex, you may need to ensure that you have clarified items in detail with your future manager. Ask yourself, “Am I comfortable with the content of the job I am being hired to perform and do I feel that I will do well with my manager and the team? Do you know what the company’s probationary period is, what your scope of responsibility will be, who will conduct your performance review and when, how your performances will be measured, and so forth.

In addition to these questions, you will want to consider making a list and noting your response to them. Here are some items to include (as appropriate) to the list you develop:

Sample Components of a Job Offer
· Base salary
· Bonus/commission, if any
· Medical, life, disability insurance
· Vacation and other time off
· 401K pension plan
· Equipment (car phone, laptop)
· Relocation benefits and expenses, if any
· Company Car
· (Stock options, profit participation, equity)
· Working at home
· Time off or a flexible work schedule
· Tuition reimbursement

After receiving a job offer, you will be given time to decide whether you wish to accept. Some offers will contain a time limit or date a reply is expected; others will be more open-ended. If you find it impossible to make a decision within the time limit, you may ask for an extension. The request should contain the reason for the extension, and the date when a decision will be made. If an extension cannot be granted, you should be prepared to make an immediate decision.

When you feel that you are comfortable with the fact that the job is right for you, that the company fits and the salary and other benefits meet your needs, then it is time to let the recruiter know that you accept or decline the offer. If you say yes, most companies make it a practice to provide written offer letters. Often, the letter may be accompanied by a document for you to sign and return, indicating your acceptance. These are kept on file for your first day orientation session and become a part of your official personnel file that is kept in human resources.

If there isn’t a written offer, you can send a letter expressing gratitude and confirming all aspects of the offer, but requesting that you still receive a formal letter of offer before official acceptance. You should always accept or decline a job offer in writing.

Handling Several Offers
The college graduate with a successful job search may have to choose from among several job offers. Your choice of the right position is complicated if you receive offers before hearing about an employer’s decision on a position you are especially interested in.

There are several helpful principles to follow in handling offers:

All job offers should be acknowledged immediately. The employer may not expect an immediate decision, but would appreciate knowing that you received the offer, especially if it was made to you in writing. Unless you respond, an employer has no way of knowing whether you are considering or ignoring the offer.

When you reply, indicate when you expect to make a decision. Sometimes an employer suggests a time limit. If you need more time to interview with other companies and consider the offer, request a general rather than a specific time extension. “A few days” provides more leeway than “until Thursday.”

If you are definitely not interested in a position or have more attractive offers, withdraw your application. This action simplifies matters for both you and the employer. Thank the employer for considering you and for giving you the opportunity to discuss career opportunities.

If a decision is required on an attractive offer, don't hesitate to contact other employers of interest. A straightforward approach is usually the best. Tell the employer that you have another offer, but are interested in his or her organization and wonder about the status of your application. Most employers will frankly share your status, indicate when a decision may be made, or expedite the decision process to encourage a speedy reply to your inquiry.

Rejection Letters
Almost everyone who goes through the interview process will get some letters of rejection. Many candidates have gone to first, second, or even third interviews, and then gotten the letter stating that the job was offered to “someone who more closely matched the requirements of the position.”

These letters can be a real blow to your self-esteem, if you take them personally...so don't. Companies are unable to make a job offer to every candidate they interview, just as a candidate would not accept a job with every company with whom he or she applies.

If you are still very interested in a position with that company, take a few minutes to write a note thanking the representative for letting you know that they have made a decision, wishing them continued success, and requesting that if any similar positions come open in the future to please consider you as a candidate. In some cases the first person offered the job will not stay (for a variety of reasons). By taking the time to write a note confirming your interest in the organization, you may hear from that company for another opportunity.

Summary
Remember the interview is an opportunity for a candidate to meet with a potential employer and discuss what each of them is bringing to the table—needs, abilities, requirements, responsi-bilities and rewards. There has to be a good match for both sides – a candidate may feel the position is ideal but the employer may feel that another candidate has more to offer. In contrast, the employer may be enthusiastic about one particular candidate yet the candidate may not see the same good fit.

The job search is a process. Don’t stop your search until you accept a position, even if a potential employer assures you that an offer is forthcoming. Until you have accepted an official offer you should continue networking, sending resumes, and following up wither other potential employers.

The job search will strengthen your interpersonal skills, your presentation skills, and give you self-confidence and self-knowledge. The job search process is a life-long skill. You may change jobs regularly, or stay with an employer for a long time, but eventually each of us will consider a job change or promotion that will utilize interviewing skills.

During your job search it is most imperative you write a thank you letter within three business days of your interview. A typed letter shows effort on your part and is recommended. However, more companies are beginning to accept thank you letters in the form of emails as well. Please see examples of thank you letters on the following page.

Remember to report all internship and job offers and acceptances to the Career Services Office!!!

Sample Interview Questions >>