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In many cases, companies will use the phone screen interview as a first interview. This interview typically determines how you measure up against a profile of the ideal candidate. Individuals conducting phone screens tend to proceed in a logical, systematic fashion and often the interviewer must report their findings and opinions to the decision maker.
To prepare for the phone screen, make a list of your major attributes (e.g. problem-solver, financial expert, team player, cost-cutting specialist) and two or three specific examples to illustrate those qualities. This will help you promote yourself in response to any question you are asked. Also, review the list of requirements contained in the job description. Be prepared to discuss how your background and qualifications meet these requirements.
You will also want to work with your Transition Assistance Coach to prepare a set of questions to ask the interviewer, based on in-depth company research and the outcome of the “Creating the Filter” exercise. It is as important to assess your filters and prepare corresponding questions as you gather information about the company.
Some general guidelines for a successful phone interview include:
The one-on-one format is the most familiar and common format in job interviewing. One-on-one interviews involve a conversation between two people to determine whether there is a natural fit between the interviewer, the applicant and the available position. Both parties will leave this conversation with some kind of an opinion. The interviewer will know whether you can fulfill the responsibilities of the position, and you will know if this is the right position and company for you to utilize and expand upon your talents.
The interview begins the second you and the interviewer meet. Lasting impressions are made within the first 10 seconds of meeting someone. Chemistry, or lack thereof, is determined and an opinion is formed based on appearance and body language. Basically, the interviewer is sizing you up: Are you dressed appropriately? Are you well-groomed and pleasant? Do you have a firm and comfortable handshake? A lot of close scrutiny takes place in those initial moments, and the interviewer can get a good idea as to how well the interview will or will not go based on his or her first impressions of you.
In a one-on-one interview (and all other types of in-person interviews), it is extremely important to maintain eye contact throughout the conversation. A lack of eye contact can lead to a negative impression of you on the part of the interviewer.
In the one-on-one interview, recruiters and/or hiring managers are attempting to get a picture of your abilities to perform in the available position. They are also looking to see how you would fit in with their corporate culture. Often there will be a succession of one-on-one interviews within the same company. The process may begin with the human resources department, and then move on to the hiring manager. It may then continue down the line to other members of the department.
In each one-on-one conversation, you must be prepared to discuss specific examples of situations which highlight your strengths. By doing this, you can leave the interview having confidence you have communicated a positive and accurate picture of yourself.
Behavior-based interviewing is built on the premise that "past behavior predicts future performance". This approach to interviewing focuses on how the candidate has applied his or her skills in prior job functions. Instead of asking how you would behave in a particular situation, the interviewer will ask you to describe a specific situation and your response. Expect the interviewer to question and probe (think of “peeling the layers from an onion”). The interviewer will ask you to provide details, and will not allow you to theorize or generalize about several events.
When presented with behavioral questions beginning with phrases such as , "Tell me about a time when…” or “Give me an example of…,” the interviewer wants to hear your real-life examples. When interviewers ask such questions, they are listening for examples of how you handled situations similar to the ones you may handle for their company. This is your chance to talk about your accomplishments. If you can demonstrate through examples (preferably recent ones) that you have succeeded in certain areas of interest, you will position yourself to be considered a strong candidate for the position. After all, if you did it somewhere else yesterday, you can do it for this company tomorrow.
One technique to consider while sharing your story with a potential employer is to utilize the STAR method when answering questions.
Situation – Describes the specific situation or event. Make sure you provide the interviewer with enough relevant details.
Task – Describes what you needed to do or your goal.
Action taken – Talk about the action that YOU took, even if it involved a team project. Again, don’t be hypothetical…talk about what YOU did.
Results you achieved – Time to drive your story home! What did you accomplish? What was the end result for the key stakeholder? What did you learn? What feedback did you receive?
Following this pattern of response will help you organize your answer and keep you on track. Review our sample behavioral questions to test your STAR response.
The case interview evaluates applicants’ analytical skills while introducing them to the kind of tasks they may confront in the job. Case interviews are common in several industries, including business consulting, investment banking, technology, law, marketing and finance. This interview can last from 90 minutes to 4 hours.
In the case interview, the interviewer presents you with a real or simulated problem to consider. When faced with this type of question in an interview situation, you must remember that what interviewers are looking for is how the job candidate breaks a problem down into manageable pieces, thinks under pressure, and their ability to be convincing and persuasive, not whether they get the correct answer. Therefore, focus on how you are going to approach the problem rather than finding the right answer. You should also realize that these cases are designed to be challenging and it is likely you do not have enough information to provide/find the correct answer anyway.
During the course of your job search, you will likely face situations which involve interviews with more than one person. Board or panel interviews are usually rather formal and organized, using a standard set of questions for all applicants. This type of interview is typically used in academia, government or for high-level executives, but can be used for any other type of position in any company. In some instances, a panel interview can occur when a group of interviewers takes a candidate out to lunch (see next section).
In a panel interview, be sure to shake hands with each person. Ask for business cards and if possible, jot the names of the interviewers down in the order they are seated in your notes. This will help you with remembering names and will allow you to address the members of the panel by name when they ask you a question.
It is also important to make frequent eye contact with all interviewers so that they feel included. When asked a question, look at the person as they ask you the question and continue to look at them for about 30 seconds or so. Then, shift your eye contact to each member of the interview panel as you continue to provide your answer. Just remember that the interviewers are working together toward the same end and therefore, you should treat them equally, not favoring one over the other.
On the first or second interview you may be asked to go out to lunch. A lunch interview provides an opportunity to interact with the interviewer/s in a different environment. During a lunch interview, the “interview team” may seem more relaxed; however, you need to continue to conduct yourself as you would during a typical one-on-one or panel interview. A common mistake candidates make is forgetting that the lunch is actually a formal panel interview in disguise – do not let your guard down or conduct yourself in an overly casual manner. Also, avoid saying something you would hesitate to say in an office environment. When in doubt about saying something, it is best not to. Finally, don’t forget to use your table etiquette and order something that is easy to eat.
Second round in-person interviews indicate serious interest in you on the part of the company. The first interview often focuses on whether you are a fit with the company, while the second interview focuses on whether you are the best candidate for the job. Therefore, in a second interview you will share your qualifications in greater depth with one or more individuals at the company. You can ask the HR/Recruiting Manager what the style of the interviews is going to be and prepare accordingly. As with all interviews, you must do your homework and prepare your responses and questions in advance. If you feel you did not have the opportunity to highlight a certain characteristic or strength, then this is your chance to adjust your interview style and “bring your A game.” However, since you are likely meeting different people, you can also expect to be asked some of the same questions, such as “Tell me about yourself,” and you should be prepared to answer these questions as well.
If testing is required, it may be scheduled before or after your interview.
If travel or an overnight stay is involved, be sure to keep your receipts as most employers will reimburse any expenses you incur. After each interview, it is imperative that you send a thank you note. Thank you notes can be emailed or hand written. Be sure to proof-read your thank you notes and take your time writing them.