COMMON INTERVIEW STRUCTURE

OPEN Building rapport

Making connections

BODY Employer asks employees questions

CLOSE Interviewee has opportunity to ask questions

Conclusions
Ive done some reading about your organization. To make sure I understand your current situation is
it okay if I get some more information?
Is this a replacement or new hire opportunity?
What specific responsibilities does this position hold?
How do you feel about the job done by the person who held this job last?
In your opinion, what abilities are most critical to success on this job?
What did you consider the greatest strength of the previous holder of this job?
Tell me more.
Can you be more specific?
Can you elaborate on that?
Is it fair to assume you are looking for someone who?
Did you say ________ manages two cross-functional teams?
So communication skills are a key need is that correct?
In other words, youre saying that
So what youre saying is that
Let me see if I understand what you just said
Putting that another way, would you say
Am I right in thinking that
What you mean, then, is that

BEHAVORIAL QUESTIONS TO ASK

What are your departments top five priorities?

What is your biggest concern right now?
What are your departments strong/weak points?
Does this organization have any unique policies or procedures?
What do I need to know about your job/work style?
What hampers your progress and what changes can I make to help you do your job?
What are your professional goals and what can I do to help you achieve them?
 Examples of Last Questions

This is your opportunity to advance any information or qualifications still unknown to the interviewers
about your skills, abilities, knowledge or experiences. It is also a chance to cement their thinking
about you as a member of their team. Always ask some questions and never discuss benefits or
compensation at this time. Those items are part of the offering a job process.

What specific skills do I have to help you achieve your performance goals this year?
What, in your opinion, are the core competencies required for this position?
When I have been in this position for six months what would I have done to be successful?
What percent of the position requires written communications, oral presentation, working on quality
improvement teams, interfacing with senior management, analysis or other leadership roles?
Would you like to see a brief sample of my work?
Are their any questions that I am not asking which are germane to this position which I should know now?
What is your time frame for making this decision? Will you need references from me?

Job Interview: How-To Conduct A Job Interview

Job Interview ... You have just started a new company, and you're looking at a sea of empty desks. Or
maybe you have just accepted your first managerial position. You may have never conducted a job
interview, and the process can be daunting. Here are a few tips to prepare you for finding the right
candidate for the job.

Preparation
Prepare Questions & Interview Structure. The key to a good interview is preparation, so have
your questions ready in advance. "Winging it" will leave you with a short interview with lots of
awkward pauses. If you and another member of your staff are conducting the interviews, decide
which topics each of you are going to discuss. If you can play off each other well, it shows
professionalism and a good sense of teamwork, which leaves the applicant with a positive
impression of the company.

Location. Decide where you are going to have the interview beforehand, and choose a comfortable
setting conducive to conversation. Uncomfortable settings can be intimidating to applicants, and
you may lose a potentially valuable employee. Do not allow phone calls to interrupt the interview,
as it shows a lack of politeness. Mute the ringer (some phones have a "Do Not Disturb Button") or
ask receptionists to forward all calls to voice mail.

Time. Allow enough time for the interview. Appearing as though you are in a hurry to finish
suggests that the applicant's time is not valued. Avoid scheduling interviews during times you know
are hectic for you, such as the very beginning or end of the day. Also, be mindful of potential
problems such as traffic when you set the time.

"Should I Bring Anything?" If you want applicants to bring anything with them, such as a
writing sample, hard copy of a resume, or references, remind them ahead of time. Don't assume
they will bring these items.

Study the Applicant In Advance. Review the applicant's rsum or application ahead of time.
Looking down at the rsum shows a lack of preparation, while knowing about the applicant
without having to look at their paperwork shows that you are on the ball and genuinely interested
in them.
During the Interview
Be Upfront. If there are reasons why the applicant may turn down the job, let them know it. It is
better that they decline the job on the spot before you turn down other applicants. If the salary is
not negotiable, tell them so. Do not promise them things that you cannot deliver.

The Closing. Tell applicants what the next step is, and the timeline. If you're going to conduct
second interviews, tell the applicant when they will be notified. And follow through with this.
Candidates are also interviewing your company. Who wants to work for a place that doesn't do
what they say they will, or leaves you hanging?

Avoid Using "You" or Personalizing the Job. It's human nature to want to personalize
situations. While going over scenarios and job tasks with an applicant, it's easy to slip into talking
to the applicant as if he/she already has the job. "You'll be working with so and so," "We want you
to start in October," etc. Unless you're 100% certain that you'll be offering this person a job, try to
talk in general terms to prevent misleading them.

References. References are generally taken when you are choosing between similarly qualified
applicants, or have decided on one applicant. We highly recommend that you check references.
While logic would indicate that most folks won't give out references unless they know they're good,
you'd be stunned at the number of people whose references are out of date, or who may be more
honest than the candidate would like. If either of these happens, this could be a sign that the
candidate does not plan very well or keep on top of things. When you do take references, have a
prepared list of questions and keep a record of the feedback you obtain.

Salary Negotiation

Job interviews always involve the awkward dance of salary negotiation.

A company in corporate America somewhere...

Interviewer: "So Joe, what are your salary requirements?"
Joe Interviewee: "Well, I'm pretty flexible."
Interviewer: "How about a general range?"
Joe Interviewee: "Did you have a specific number in mind?"

Sound familiar? They could go on like this for hours. Let's be honest: you want to pay as little as
possible, they want to get as much as possible. You need to meet somewhere in the middle. If
you've done your homework you should have a pretty good idea of the going competitive rate for a
particular position. Know up front how much room there is in the budget to negotiate. It's ok to try
to ferret out what the candidate wants so you don't offer too much upfront, but know that they'll
be doing the same thing. Usually, it's best to be honest, give a range that allows for some
movement up or down, and get the applicant to be honest with you about what they want. This will
help prevent you from under or overbidding.
General Stages of an Interview

There are general stages of any job interview. Below are descriptions of some the typical stages.

Introductions

The common exchange of names, small talk, casual questions as you are escorted to the place of the interview is your first
chance to impress. Topics may include weather, traffic, hobbies, etc., designed to make you more at ease/relaxed.

Broad Questions and Answers

The interviewer will begin to ask you questions about yourself, your education, your past work experience, other items on
your resume, your interests and goals. You may also be asked questions about the organization and the job position.
Questions may include: Tell me about yourself, Why did you choose your major? What are some of your
extracurricular interests?

Position Related Questions

The interviewer concentrates more on the details of the job and the company and how you might fit in. You will be able to
discuss how your experiences and qualifications fit the requirements of the job. These questions require the most
preparation in advance and include: What types of contributions do you see yourself making tot his company?, How has
your experience and education prepared you for this position?. You should ask pointed questions about the job and
company based on your previous research. In addition to skills and qualifications, the interviewer will be looking for signs
of your work ethic and your values.

Conclusion

The interviewer will summarize what has been said and clarify any questions you may have. This is when you need to
reiterate your interest in this company and position and stress again how you are uniquely qualified for the job. The
interviewer should explain the next steps in the recruiting process and how and when the next contact with you will be
made. If the interviewer doesn't do this, ask them for the information before you leave. Ask for a business card so you
can send a thank you note with correct spellings and address. Don't discuss salary or benefits unless the interviewer
initiates it. These will be discus sed when you are definitely being considered for the job or when an offer is made.

The basic parts of the interview are: The Arrival, The Initial Contact, The icebreaker, The Chronological Interview, The
Topical Interview, The Interview Close, The Exit, and After the Interview. Each part is important and deserves separate
and detailed attention.
The Arrival Ps.. try and remember names.

Typically, the first person you will meet is the receptionist who may or may not be expecting you. Greet the
receptionist and tell him or her your name and the individual's name you wish to see. Then, follow his or her
Instructions.

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The Initial Contact

Regardless of whom you contact initially among the company personnel with the exception of the receptionist,
your greeting should include a firm handshake and an enthusiastic "hello" followed by an introduction of
yourself. If your first contact is a supervisor in the department offering the job, he or she may talk with you first,
introduce you to other staff members and speak with you again before you leave. Your initial contact may be
with a personnel employee within the company. He or she will instruct you on how to proceed with your
contacts and provide a preview of your agenda while at the company. Remember to "play by the company rules"
without question.

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The Ice Breaker

In every interview, there is a short interval of "small talk" before "business talk" begins. You should
respond with enthusiastic and pleasant answers to remarks and questions regardless of how trivial
they may seem. This part of the interview is also your opportunity to get on a first-name basis with the
interviewer. After The icebreaker, do not hesitate to drop the "Mister" or "Ms." and simply call the
interviewer by his or her first name. Do not rely on items in the interviewers office as subjects of
conversation, that person has heard it all before and almost expects it from you. See section tell me
about yourself

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The Chronological Interview

Unless you take action, the interview probably will be a completely "chronological interview" controlled solely by the
interviewer. Unfortunately, this form of interview provides a poor framework for the interviewer to discover the skills and
goals he wants in his new employee and for you to explain how you can satisfy those job requirements. Consider the
chronological interview as part of the introductory phase of your interview. You should bring the chronological interview
to a close no later than 5-7 minutes after it begins. While being careful not to appear domineering or manipulative, you
must take the initiative and subtly begin The Topical Interview. Shifting to The Topical Interview is not difficult simply
look for the first opportunity to ask this question:

"Pat, what exactly will my first assignment be?"

When the interviewer responds with a description of the initial responsibilities of the position, your opportunity to
convince him or her that your qualifications match the position requirements has begun.

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The Topical Interview

The Topical Interview is completely different from The Chronological Interview. Instead of being guided by a
backward review of your previous jobs, The Topical Interview focuses on the responsibilities of the specific job
for which you are interviewing. Remember, your strategy is to find out exactly what will be expected of you in
the new position and to convince the interviewer that you have the skills to perform exactly as expected in the
position.

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The Interview Close

The Closing phase is perhaps the most important aspect of the interview insofar as making a final impression is
concerned. If you close the interview properly, you leave the interviewer with a positive impression of you -
head and shoulders above other applicants for the position. The Close involves four steps:
A. Briefly, recap the reasons you believe you are qualified for the position.
B. Regardless of the interviewer's response, STAY ENTHUSIASTIC ! !!
C. Make the statement that the position is exactly what you are looking for and that you would like an offer from the
company. (As in all sales, always ask for the offer.)
D. As you prepare to leave, tell the interviewer you would enjoy working with him or her personally.

By following this closing technique, you will have convinced the interviewer that you are definitely interested in the job,
you can do the job and that you would like an offer to work with the company. Perhaps most important, you have
convinced the interviewer that you will be a part of his or her team and that you are the right person for the job.

Remember. You want an offer.

A typical sequence for an interview close might be as follows:

"Tell me, Bill, do you think I qualify for this position?

Candidate:
"Yes, Tom, I think you do. However, we have several more interviews to complete
Interviewer: before we make a final decision on extending an offer."
"Fine, Bill, from what you told me, I know I can perform the job responsibilities and I
Candidate: would like your offer to come work for your company."

At this point, you should expect to be dismissed or taken to another interviewer.

Very important:
You must convince all parties in the interview cycle that you are the candidate for the position.
Assume each interviewer knows nothing about you and start your interview procedure from the beginning. Keep your
responses consistent - don't change your goals, duties, etc. from one interviewer to another. All interviews, regardless
of who the interviewer may be, should be conducted with a topical interview and a strong, positive close.

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The Exit

Your exit from the interviewer's office should be viewed as an additional opportunity to display a positive attitude about
the position and company. At the interviewer's office door (or at the elevator), you should repeat your statement that you
have the ability to do the job and that the position is exactly what you are looking for. You should also take this
opportunity to tell the interviewer you would enjoy working with him or her personally.

Reinforcement at the Exit phase can make the difference between receiving the offer and not receiving the offer.

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