No-Nonsense Job Interviews

How to Impress Prospective Employers and Ace Any Interview

Arnold G. Boldt

• Publisher: Career Press
• Year: 2008
• ISBN:
  9781601638151
• Topic: Personal Development
• Subtopic: Careers

Job interviews have changed dramatically in recent years. The questions asked drill deeply into a candidate's personality and behavior, not just his or her job qualifications. The cost of hiring and retaining good employees compels employers to be much more careful about whom they hire, leading to more in-depth interviews.

In this companion to No-Nonsense Resumes and No-Nonsense Cover Letters, Arnold Boldt takes you step-by-step from interview preparation to performance to follow-up. It is for candidates of any type: entry level, blue-collar, mid-career, and senior-level managers.

No-Nonsense Job Interviews begins with the many different types of job interviews and the key interviewing techniques. You'll see the most common and toughest interview questions and the best way to answer them. The book shows you how to research the company, ask the interviewer questions, and evaluate your performance.

Also included are specific tips from professional career coaches, plus samples of thank-you letters and other correspondence related to the job-interview process.

Chapter 1

▶ Simple Truths About

Job Interviews

Professional resume writers will tell you that a strong resume and cover letter will paint a compelling picture of how your unique skills can solve a prospective employer’s challenges. Likewise, professional career coaches will tell you that a job interview is your opportunity to connect with the prospective employer, both on a professional and personal level, to sell your skills and abilities and, equally important, to determine if you believe there will be a good fit—in other words, to help you decide if you really want the job.

Many job seekers invest a great deal of energy and effort in developing resumes and cover letters. Countless books have been written on the topic (including a few by this author), and these documents are vitally important. In the final analysis, though, your cover letter and resume are actually all about winning you the opportunity to interview. Once you’re there, how you present yourself and how well you connect with the interviewer(s) will determine whether you are invited back for a second interview and, ultimately, whether you are offered a job.

The Many Types of Job Interviews

Let’s look at the hiring process from the employer’s point of view for a moment. The costs associated with recruiting and retaining good people continue to escalate in this increasingly competitive marketplace. As a result, just as job seekers invest in resumes, cover letters, and search strategies, many employers invest in a variety of interview approaches, which they believe will most effectively identify candidates who will both fulfill the responsibilities of the position in question and be a good fit for their organization.

Hiring companies use a wide array of interview techniques to accomplish varying objectives. Here’s a quick summary of some of the most common:

Types of Job Interviews

The Traditional	You’re interviewed by the hiring decision-maker who also happens to be the person who would be your direct supervisor.
The Intermediary	You are interviewed by a representative of the HR department who may or may not be familiar with the position for which you are applying—and may be screening for follow-up interviews with the hiring authority.
Tasks and Challenges	You’re presented with a specific task, such as prioritizing numerous items in an in-basket or solving a series of puzzles, and are evaluated on your judgment, creativity, and efficiency in completing the task.
Meet and Greet	You spend an entire day meeting individually or in small groups with various key stakeholders; this often includes meals and facility tours.
Firing Line	You’re interviewed and evaluated by the members ofapanel.
Sink or Swim	You’re one of a group of candidates interviewed in the same space at the same time.
Groupthink	You’re one of a small group of candidates who are asked to discuss an issue or solve a problem together—and are evaluated throughout the process.
Showtime	You’re asked to prepare and deliver a presentation on a particular topic to key stakeholders—for example, how you would overcome a challenge the organization currently faces.
Remote Control	You’re asked to go to a video conference site and are interviewed remotely by one or more people (the session will most likely be recorded).
Good Cop/	Two interviewers question you, with one behaving in a very
Classic Bad Cop	engaging and friendly manner while the other is cold and aggressive.
Minute Waltz	Similar to speed dating, you get 15 minutes with the interviewer to make an impression. Currently popular for screening a large number of candidates for entry-level opportunities.
Problem Solved	You’re given a word problem to solve. Typically, it’s not about math skills, but about logic and the ability to work through the process to a solution.
Let’s Do Lunch	You’re interviewed by one or more stakeholders over breakfast, lunch, or dinner, and suddenly, it’s all about the food and beverage and which fork to use.
Can You Hear Me Now?	You’re interviewed by one or more people over the telephone.
Some information from this table adapted from material used in the Certified Employment Interview Coach (CEIC) training program offered by Career Directors International, as well as from Interviewing: The Gold Standard, by Laura DeCarlo. Used with permission.

In addition, some organizations include other surveys or so-called assessment tools, many of which are written or computer-based tests that probe and measure everything and anything imaginable that’s legal to probe and measure (and some things that are not!). For example, these tests are designed to evaluate your aptitude in various disciplines (such as math, reading comprehension, and so on); identify your personality characteristics (for example, whether you are a team player or an individual contributor); and determine your level of expertise in a particular profession. In Chapter 6, many types of interviews will be explored in more depth to give you a better understanding of the interviewers’ motives, the unique challenges presented, and how you can best prepare for these scenarios.

The 3 Ps of Job Interviewing

The job interview process begins long before you find yourself sitting in front of an interviewer, and lasts well beyond the end of that initial meeting. Recognizing this fact and understanding the steps in the process will put you well on your way to making a winning impression and landing that job offer. The three phases of the job interview process, what I call the 3 Ps, are preparation, presentation, and post-interview follow-up.

1. Preparation

Job seeker, know thyself

Before walking into an interview, it’s absolutely vital for you to know not only your work history, but also your resume, inside and out. Whether you wrote it yourself or worked with a resume-writing professional, you should be familiar with and comfortable speaking about every detail of your resume. Be prepared to tell at least one story about every position and achievement noted on your resume. Ideally, each story should illustrate a particular skill or strength that is relevant to the target position. If you’ve done a good job of researching the company, you should have some ideas about what’s important to the prospective employer, and then be able to connect that to the information on your resume.

Know your target

As you launch your job search and start sending your resume to prospective employers and/or recruiters, you should already be thinking about interview preparation. Presumably, you’re sending your resume to organizations you’d like to work for. It’s vital for you to thoroughly research those entities, as well as the specific positions you’re applying for. Ideally, your findings will help you even before you contact a target employer to ensure that you truly wish to work there.

Don’t be afraid to ask (or, forewarned is forearmed)

Recognize that from the moment you initiate contact with a target employer, the interview process has started. If your cover letter and resume have successfully opened the door for you, then expect a phone call or an e-mail message inviting you for the interview. Be mindful that as you respond to these initial communications, it’s likely that evaluation of your candidacy is already fully underway. Know that as soon as you send out your first job inquiry, each time the phone rings, it could be your target employer or representative. What does this mean? If you have an especially humorous or bawdy voice mail message, consider modifying it—at least for the duration of your job search. If young children in the household sometimes answer the phone, it may be time for a quick refresher on proper phone manners and procedures. If you’ve provided your cellular phone number, consider whether it’s wise to answer the phone at a sporting event or in a crowded, loud shopping mall—and then remember to check voice mail frequently and regularly!

Let’s assume you receive a phone call inviting you to an interview. It is perfectly acceptable during this conversation for you to inquire about the type of interview and who will be meeting with you. There’s nothing quite like anticipating a pleasant chat with the person who phoned you to schedule the appointment, only to find yourself walking into a large conference room with an eight-member panel prepared to fire questions at you.

Who knows you?

Another aspect of effective interview preparation is lining up a set of excellent professional references. To avoid any surprises that could hurt your chances with the potential employer, it’s wise to contact your prospective references in advance to seek their permission. This communication will also create the opportunity for you to brief these folks on your job-search goals and ensure that you have their current contact information.

It’s all about logistics

Another important aspect of preparation is planning for the logistics associated with job interviews. These include getting there (where is the interview taking place? Are you driving, riding the bus, or taking a taxi? What about the parking?); wardrobe and grooming decisions (what’s most appropriate to wear? Should you get a haircut?); and deciding what to take with you (recent performance appraisals? Formal letters of reference? College transcripts? Your professional portfolio?). And, by the way, do you practice the four components of a good handshake? Do you even know what they are?

2. Presentation

Taking the show on the road

Once you’ve done your research on the prospective employer, lined up a set of superb references, selected your wardrobe, and planned how to get yourself to the meeting, it’s showtime! Now you need to be ready for the actual interview. Hopefully, you now know what the format will be, who will conduct it, and if anyone else will be present (think back to the types of interviews mentioned previously). Your thorough research will have provided some insights into the culture and the management philosophy you will encounter. The more knowledge you have about what to expect, the less surprised you will be on the day of the interview.

Section II addresses in further detail the different types of interviews and what to expect from each. Each of these interview types has an underlying purpose, and prospective employers will choose a particular type because they believe it will meet their needs. Knowing what that purpose is can help you tailor your interview preparation so that you put your best foot forward.

What’s the question?

Regardless of which interview format you are presented with, there are certain questions you can expect to be asked in just about any interview. Be mindful that although these may seem routine, there’s still plenty of room to be tripped up if you don’t thoroughly prepare your remarks in advance. Likewise, there are several common tough questions that you should anticipate. These will vary depending on the target position and your particular work history. For example, such questions could probe gaps in employment or dismissal from a job, or focus on why you’re looking to change careers, move laterally, or take a job that might appear to be a downward move. Whatever the circumstances, these questions can easily trip you up, so you need to be ready to answer them honestly.

It goes both ways

Being prepared to ask your own questions at the interview is just as important as being prepared to answer the interviewer’s questions. This can be your opportunity to gain further insights into the requirements for the position, why the position is vacant, and what the opportunities for advancement may be. Inquiries along these lines will help you to better understand if this organization and job situation are right for you. Asking thoughtful questions can subtly communicate to the interviewer that you are envisioning your future as a long-term employee, and can demonstrate your serious interest in the organization, both of which will enhance your credibility as a candidate.

One very important piece of information to find out during the interview has to do with timing. If the information isn’t volunteered, it is acceptable for you to ask what the timetable is for the hiring decision, and when it would be appropriate for you to follow up.

It’s not all about the money!

The one question you don’t want to ask in an initial interview is the salary question. Talking about salary in a job interview is akin to a game of chicken: whoever turns—or in this case, speaks—first is in a weaker position. That is to say, whoever mentions a dollar figure first is at a decided disadvantage in any subsequent negotiations. It’s very easy to...