The Job Interview
     General Guidelines
     Agressive v. Assertive
     What the Employer Seeks
     Practicing Typical Interview Questions
     Illegal Questions
     Your Questions to Your Interviewer
     How to Handle a Bad Interview/Interviewer
Follow-Up

INTRODUCTION

As a job candidate you are primarily a salesperson. The product you are selling, of course, is yourself. The assets of that product are your education, experience, skills, and personality. You communicate the first three, at least initially, through your resume. Your personality must be demonstrated in an interview.

In a systematic approach to career campaigning, you will participate in one or more of three major types of interviews: the information interview, the screening interview, and the on-site job interview. The information interview is initiated by the jobseeker in an attempt to learn more about a field or company. It is also an excellent means of expanding your network of contacts and helpful acquaintances. The goal of the information interview is not to receive a job offer, but to gain information or assistance that will lead to one.

The screening interview is most often used in the on-campus recruiting program or in the various interview day programs in which Colby students participate. Screening interviews often last no more than 30 minutes, and your goal is to receive an invitation for a longer, possibly on-site interview. The preparation, however, is the same as for an on-site job interview.

In screening and on-site interviews, prospective employers will be looking for the answer to one question, "Why should I hire you?" The job seeker should be trying to decide whether to accept a position if offered while, at the same time, doing everything possible to secure that job offer. Those candidates who are well-prepared for interviewing are the most likely to succeed. Basically, there are three parts to the interview process: preparation, the interview itself, and follow-up.

INTERVIEW PREPARATION
Know yourself
Review your skills and assets.
Think about the skills that relate to this job and how you can demonstrate them.
Decide what things you would like the interviewer to know about you.
Know why you want the job for which you are interviewing.

Know the organization
Learn what you can about the company or organization.
Read company literature and talk to current employees.
Find out all you can about the position for which you are applying.

Know interviewing
Review interviewing techniques.
Practice answering typical questions.
Practice describing past job experiences.
Think about what you would do if an illegal or awkward question were asked.
Attend Interviewing Workshops and sign up for a videotaped mock interview in Career Services.

JOB INTERVIEW TYPES
Interviewers come in many styles, shapes, and sizes. They may be trained professionals or rank beginners. They may be pleasant and encouraging or rude and opinionated.

Likewise, there are several kinds of interviews, depending on the personality and preferences of the interviewer and the instructions from the employer. Generally in on-campus and consortia interviews students will be involved initially with a screening interview, one from which the interviewer makes a recommendation about whether to consider a candidate further. The screening interview is usually conducted by a friendly, encouraging individual who has been trained to follow a fairly structured line of questioning.

A successful screening interview leads to an invitation for a second, in-depth interview, usually conducted at the place of employment by the person who has the authority to recommend hiring. An in-depth interview may be the first interview, however, for candidates making contact directly with employers who do not normally interview on campus. The in-depth interview may be highly structured, or less structured than a screening interview and may involve a tour of the organization and opportunities to meet with other employees. Keep in mind that you are being interviewed and observed throughout the entire time you are visiting the organization, not only when you are in the formal office setting being asked questions by your prospective employer. Don't become unprofessional by doing or saying something you may regret when you think you are no longer being interviewed, for example at dinner with some of the younger employees. You are, in fact, involved in an interview process from the moment you arrive until the time you depart.

An in-depth interview may involve interviewing with just one person, with a series of one-on-one meetings, or an interview with a group of people. When you are setting up the interview, be sure to ask what the schedule will involve and with whom you will meet so that you can be prepared. In a group interview it is best to answer the interviewers' questions in turn, as if each were the only interviewer present, while continuing to make eye-contact with the others as you are talking.

A portion of an in-depth interview schedule may involve a structured group exercise, including other candidates. The group will be asked to solve a problem while being observed. In this situation, you will need to demonstrate your ability to work as a part of a team and/or to exhibit your leadership ability.

THE JOB INTERVIEW
General Guidelines
Look professional. First impressions will not get you a job, but can lose it for you. Men should wear suits, ties, polished shoes, and socks. Women should wear tailored dresses or suits, stockings, and conservative (closed-toe) dress shoes.

Be punctual. Never break an appointment. In the case of a real emergency, call the office to explain.

Have a strong handshake. Look people in the eye.

Never chew gum. Don't smoke, unless invited to do so, and then only if the interviewer is also smoking.

Don't schedule interviews back-to-back. Be prepared to lengthen the interview process if the company asks you to meet someone else.

Emphasize the positive. While past failures and shortcomings need not be volunteered, don't try to cover them up or sidestep them. Should recruiters ask about your failures, try to explain the circumstances, rather than blame others or make excuses.

Relax. An interview can be a pleasant experience if you're prepared. Remember, however, that the interview may still be in progress when you are having lunch, drinking a cocktail, or merely chatting with an employee. Such "relaxed" situations can influence decisions. 

NON-ASSERTIVENESS
Failing to express honest feelings, being apologetic or self-defeating. Leaving yourself open to be dominated.

ASSERTIVENESS
Standing up for one's rights and expressing thoughts, feelings, and beliefs honestly and in a manner which does not violate another person's rights. Assertive behavior requires respect for yourself and respect for the other person.

AGGRESSIVENESS
Standing up for one's rights but in a manner which violates the rights of others and exhibits hostile behavior.

General Qualities
1. Maturity - a person who is realistic and stable
2. Ability and aptitude
3. Training and experience
4. Willingness to learn and work
5. Congeniality -- someone who will fit in well with other employers
6. Desire to help create a profit or accomplish organization goals

Special Qualities for Management or Supervisory Positions
1. Previous successful experience as a supervisor
2. A broad understanding of management
3. Potential for promotion in management
4. Strong career commitment 

As you practice answering interview questions, you may want to try to think about one or two points you would want to touch upon if asked each question. This may help you avoid "over-practicing" so that your answers will always sound fresh.

There is no "right" answer to most questions asked in an interview. The person with whom you are speaking wants to become better acquainted with you and it is to your distinct advantage to respond with answers which reflect positively on your education, experience, personality, and your consequent ability to communicate intelligently. Your research on the organization and the field allows you to talk about yourself in a way that fits with the context from which the employer operates.

If an illegal question is asked that you don't wish to answer, try to determine what really concerns the interviewer and deal with that issue. For example, if the interviewer asks if you are planning to have children, he/she probably wants to know if you are committed to a career. You can answer the question by reiterating your seriousness in pursuing a career and stressing that any childbearing plans will not interfere with that goal. If the interviewer keeps pushing for more personal information, this may be a sign that this may not be a place where you would enjoy working. If you feel strongly that a question is inappropriate, you may simply state your objection, but remember that you may well be jeopardizing your chances for the job.

If you are asked illegal questions during an on-campus or consortia interview, please make someone in Career Services aware of the situation as quickly as possible. Staff members are also available to help you when you have encountered illegal questions or other questionable interviewing practices apart from Colby-sponsored interviews. 

Where does this job fit into the organizational structure?

How will I be evaluated?

What will be my opportunities for advancement?

Do you have any questions or concerns about my background, my qualifications, or anything I've said so far?

Don't ask about salary or benefits until you are reasonably sure you will be offered the job. Then you will be in a better position to negotiate. 

FOLLOW-UP
Always write a follow-up letter after an interview. Whether it was an informational interview or an actual job interview, the follow-up letter is an essential part of the process. While it appears on the surface merely to express your appreciation for the opportunity to talk with the interviewer, it also serves to remind the interviewer of your qualifications and interest in the job or career field. Finally, and not incidentally, it leaves a very favorable impression and could be the one factor that really makes you stand out from the crowd.