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Understanding the Interview Process

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  • 1. University of Phoenix South Florida Campus Understanding the Interview Process
  • 2. I haven’t interviewed in years. The thought of an interview STRESSES me out!! The Interview
  • 3.  Very few people enjoy being interviewed  It is very normal to be nervous  Most people do well… People get hired all the time
  • 4. The key is to be prepared Never go to a interview without being prepared
  • 5. The Interview Process Job Posting Send Resume/ Telephone call Review applications and résumés Pre-Interview Telephone Call/Screening In-Person Interview w/ Human Resources Job Testing In-Person Interview w/ Hiring Manager Job Offer
  • 6. Interview Formats • Two main styles of interviews – Traditional • uses broad-based questions. – Behavioral • used to find out what past behaviors the candidate has exhibited that will be beneficial to our company
  • 7. 7 Types of Interviews Screening or telephone interview – over the phone, these interviews are more of a quick check to see if the candidate has the basic qualifications you are looking for – It is recommended that you have in front of you your resume, the job description, a list of references, some prepared answers to challenging questions and perhaps something about the company. – Be sure to ask what the next step is.
  • 8. 7 Types of Interviews Individual Interview – Most common type and often called a “personal interview.” – Typically a one-on-one exchange at the organizations offices – In order to best prepare you will want to know the length of the interview which can usually range from 30 to 90 minutes. • If the interview is 30 minutes you have to be concise and have a high impact with your answers. • If it is 60 or 90 minutes you will want to go into much more depth and use specific examples to support your generalizations.
  • 9. 7 Types of Interviews Multiple or Committee Interview – This is where you will be meeting with several decision- makers at once or all in the same day. – This is a series of interviews where the candidate gets to meet individually with several different representatives from the organization. – It’s an efficient way to interview candidates and allows for different interpretations or perceptions of the same answer. • Be sure to make eye contact with everyone, no matter who asked the question. • It’s important to establish rapport with each member of the interview team.
  • 10. 7 Types of Interviews Behavioral-Based Interview – The theory behind Critical Behavioral Interviewing (CBI) is that past performance in a similar situation is the best predictor of future performance – You should prepare by thinking of specific examples that demonstrate your competence in core behaviors: – Teamwork – Problem-solving – Communication – Creativity – Flexibility – Organizational skills.
  • 11. 7 Types of Interviews Task Oriented or Testing Interview – This is a problem-solving interview where you will be given some exercises to demonstrate your creative and analytical abilities. – A company may ask you to take a short test to evaluate your technical knowledge and skills. – A presentation to a group is necessary to determine your communication skills.
  • 12. 7 Types of Interviews Stress – Candidates given questions or are told remarks that are intended to upset them, in order to see how they react. – The interviewer tries to bait you, to see how you will respond. – The objective is to find your weaknesses and test how you hold up to pressure. • Such tactics as: Weird Silences, Constant Interruptions, and Challenging Interrogation with antagonistic questions are designed to push your boundaries.
  • 13. 7 Types of Interviews Situational – Candidates are given scenarios of situations they may face when they come to work for the company, and their responses are compared with standard responses that have previously been set.
  • 14. INTERVIEW QUESTIONS
  • 15. Interview Question Types Specific Concept  Specific  Concept  Procedure  Behavior Based
  • 16. Example Specific Question Structure According to the Fair Labor Standards Act what determines if an employee receives overtime …?
  • 17. Example of a Conceptual Question Structure What does Division of Labor mean? Why do you think the cost of our product is a most important competitive advantage to our organization? Key question types are “What is..." "Why does... "
  • 18. Example of a Procedural Question Structure Which one of the following is the correct procedure for… How would you satisfy a customer if they wanted to return something after the return policy has expired?
  • 19. Example of a Behavior-Based Question Structure “Tell me about a time when you … (instead of “what would you do…”) Tell me about a time where you had to deal with conflict on the job. If I were your supervisor and asked you to do something that you disagreed with, what would you do?
  • 20. It Is Illegal To Ask About  Race  Sexual preference  Religion  National origin  Birthplace  Age  Disability  Marital/family status
  • 21.  Most illegal questions asked by untrained interviewer  Usually they are innocent Remember
  • 22.  Answer the question by answering the intent of the question  Try to change the topic  Refuse to answer the question How To Handle An Illegal Question
  • 23. Preparing for the Interview  Practice your body language  Posture  Positioning  Eye contact  Facial expressions
  • 24. Preparing for the Interview  Assess yourself  How do I come across to other people?  Do I act self assured?  Am I confident?  Do I give the impression that I want the job?
  • 25. Remember  Be prepared to explain your past successes, accomplishments  Restate your interest in the position at the close of the interview
  • 26. Interview Do’s Be on time - arrive 15 minutes early Offer a firm handshake Listen to the question before you answer
  • 27. Interview Do’s Turn off cell phone/beeper Give interviewer your full attention
  • 28. The Interview It is OK to be nervous It is OK for your heart to palpitate It is OK for your mouth to go dry But stay focused