A job interview requires research, preparation, implementation, and follow -up. Many of us think we know how to go through the steps but a little review is always helpful.

1. Interviewing to Succeed

2. Interviewing to Succeed
A key point to remember is that a
Job Search is a Sales Process with
you as the Product.
Know what you have to offer that is
of value to the employer and
demonstrate that.
Balance your desire to sell yourself
with
Your need to learn enough to
decide if the job is the right match
for you.

3. Remember, each interview is a
two-way street!
Both the employer and you have
something to sell and something to
buy.
The employer has need for certain
work to be done to achieve its goals
and offers compensation and
development opportunities in return.
You need income and career-
enhancing opportunities and offer the
value to the employer to meet its
business goals.

4. Interview Preparation
Review all the materials you have
already submitted.
Check and update your research.
Search for new information to tailor
your approach to the organization.
Check your network for further
details.
Evaluate which of your success
stories are most useful for this
opportunity.

5. In Depth Interview Preparation
Potential Research examples:
What is the strategy, vision, mission
of the company?
What are their organization goals and
values?
Who are the executives?
What are the current trends in
revenues, market share, competitors?
What are the critical issues facing the
organization?
What is the culture?
What is the role of the job function in
relation to the organization?
Are there new plans or changed
circumstances related to the job?
What can you learn about the
interviewers?

6. The Phone Screening
Interview
The interviewer is trying to find
out:
•do you meet the minimum
requirements.
• how you present yourself.
•whether it is worth their time
to bring you in.
•in the government contracting
community - whether you are
in the pay range set for the
position in the contract.

7. Phone Screening Interviews
Your role is:
• to present your best self for the
specific job.
• to ask questions that are critical
to your decision to proceed.
If called without warning, do not
hesitate to reschedule if needed.
Get the full name of the employer
and the position so you can pull
your file before answering
questions.
Get the phone screener’s contact
information and send a short thank
you note afterwards.

8. Types of In-Person Interviews
Most interviews are still in-
person.
Some done virtually.
Common styles of interviews
are: chronological history,
behavior-based or include
testing.
Types of interviews: Supervisor
only, multiple interviewers in
sequence, or a panel.
Other potential aspects of
interviews include: tests,
demonstrations, presentations,
written materials or portfolio.

9. Setting up the In Person
Interviews
Interviews are the time to both
learn about the job and to
demonstrate the value you will
add to the employer.
Schedule at times that work for
you and the employer.
Ask about who you will be
interviewing with and the time
frame when you schedule.
Bring copies of your resume.
Take notes as needed.

10. In-Person Interviews
The interviewers are trying to
find out:
• Can you do the job? Do you
have the knowledge, skills,
attributes relevant to the
position.
•Will you do the job? Do you
have the interest, motivation,
enthusiasm, dependability
needed for the position? Will
you interact with the
customers well?
•Do you fit with the
organization? Will your
attributes, and personal style
to succeed in that company?

11. Conducting the In-Person
Interviews
Ask every interviewer, what their
time allows. Work with that.
Make sure that you offer some
specific information about your
value that is directly related to
their needs.
Ask questions to learn more about
the position and the hiring
manager.
Sadly, many interviewers are not
well-trained in interviewing.
If so, be pro-active in
selling yourself but do not control
the interview.

12. Your Questions
Ask questions to assess the
opportunity in relation to your goals
Potential ‘good’ questions include:
•goals and future plans of the
organization/function
•short-term and 12 month goals
of the hiring manager
•issues tied to your own specific
goals and needs
•management style of your
supervisor
•what constitutes success or
high performance in the
position
Your questions should be an
outgrowth of your research and each
shows a good interviewer what is
important to you.

13. Remember, each interview is a
two-way street!
Balance your desire to sell with
the need to learn if the job is the
right match.
Be prepared, do your research.
Demonstrate your value in terms
important to the job and
employer.
Ask questions to assess the
organization and opportunity to
meet your needs.

14. After an Interview
Send thank you notes immediately
to each interviewer. This is a good
time to provide further
information about yourself, if you
are interested in the job.
State if no longer interested but
that you might be interested in
other positions with the company.
Follow-up if you remain interested.
Keep your job search going until
you have accepted and started a
new job.

15. Good luck! And if you are a security cleared
professional looking for a new opportunity
check out www.ClearedJobs.Net