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Ten tips for interviewing Before stepping into an interview, be sure to practice, practice, practice. A jobseeker going to an interview without preparing is like an actor performing on opening night without rehearsing. To help with the interview process, keep the following ten tips in mind: Keep your answers brief and concise Practice on commonly asked interview questions. At the beginning of the interview you will more than likely be told how many questions and how much time you will have for the interview. Therefore, it is important that you pace yourself throughout the interview. Sometimes, it is helpful to tape record yourself and see how long it takes you to fully answer specific questions.Include concrete, quantifiable data Interviewees tend to talk in generalities. Unfortunately, generalities often fail to convince interviewers that the applicant is skilled. Include measurable information and provide details about specific accomplishments when discussing your strengths.Repeat your key strengths three times It is essential that you comfortably and confidently articulate your strengths. It is helpful to talk about your past performance and how this can be a benefit to the organization. Explain how the strengths relate to the organizations goals and how they might benefit the potential employer. If you repeat your strengths they will be remembered andif supported with quantifiable accomplishmentsthey will more likely be believed.Prepare five or more success stories In preparing for interviews, make a list of your skills and key assets. Then reflect on past jobs and pick out one or two instances when you used those skills successfully.Put yourself on the team Ally yourself with the prospective employer by using the employers name and products or services. For example, "As a member of the Department of Human Services, I would carefully analyze the needs of our clients and services." Show that you are thinking like a member of the team and will fit in with the existing environment. Be careful, though, not to say anything that would offend or be taken negatively. Your research will help you in this area.
Back to topImage is often as important as content What you look like and how you say something are just as important as what you say. Studies have shown that 65% of your communication is nonverbal; your gestures, physical appearance, and attire are highly influential during job interviews.Ask questions The types of questions you ask and the way you ask them can make a tremendous impression on the interviewer. Good questions require advance preparation. Just as you plan how you would answer an interviewers question, write out specific questions you want to ask. Then look for opportunities to ask them during the interview. Stay away from questions about benefits or salary. The interview process is a two-way street whereby you and the interviewer assess each other to determine if there is an appropriate match.Maintain a conversational flow By consciously maintaining a conversational flowa dialogue instead of a monologueyou will be perceived more positively. Use feedback questions at the end of your answers and use body language and voice to create a conversational interchange between you and the interviewer.Research the company, product lines and competitors Research will provide information to help you decide whether you are interested in the company and important data to refer to during the interview.
Back to topAfter the interview As soon as possible, write a brief summary of what happened. Note any follow-up action you should take and put it in your calendar. Review your presentation. Keep a journal of your attitude and the way you answered the questions. Did you ask questions to get the information you need? What might you do differently next time? Within 24 hours, prepare and send a brief, concise thank-you letter. Restate your skills and stress what you can do for the company.What do you look for in an interview?
The following are DHS manager responses to the question: "What do you look for in an interview?" When you know the panel members Interviewees that are familiar with panel members need to ignore that fact and respond as though all the interviewers on the panel are total strangers (do not assume they "know" you).It never fails, when I interview someone from my branch, they never do the same interview that someone from the outside does. They are less professional. They do not highlight the things that we need to hear and keep the answers vague. This is a real detriment. Professional looking applications the PD100 and the DHS101 Have a professional looking application. For some people coming from within DHS, the application is unprofessional looking. It sends a message that the applicant doesnt really care about the interview or the job. Make sure that if you are going to take the time to complete your application that you do so in a way that tells the reader that you are a professional with high standards.Be prepared for interviewshave a copy of your application with you. I look at the content of the application as well as the information provided. How is the application put together? Is it neat, are there spelling errors, does the application only give the experience with no details, does the information make sense and have a good flow? All of this is important when making the applicant selection.
Back to topThink of the big picture When you answer questions, think of the big picture. I am always amazed at how literal applicants are. They answer questions in very limited, narrow, concrete terms, never really showing us how they see either the question or the answer as it relates to the big picture. They don't weave a picture of how they see their answer fitting into the what or why behind our work.Listen to the question and answer it Be sure you answer the question. Again, I am amazed at how someone will skirt the question and then answer one of their own choosing. If you don't understand the question, ask for clarification.Listen to the question and answer it. If it is a two-part question, give a two-part answer. If it asks for an example, give an example. I listen very carefully to answers to make sure each part was answered. I am looking for someone who can answer the question. Often due to nervousness, interviewees rattle on and do not answer the questions. They assume you know them and their capabilities and skills. Some think just because they have been with the agency a length of time they deserve to be hired. We look for how they have met their performance standards and we learn about this during the interview. Give specific examples in your answers Don't answer in generalities. Give specific examples.Build specific examples of past experiences/behaviors that address skill sets such as communication or team building behaviors. I look for someone who can talk about what they have done and, specifically, how they have done it. During times of change in our agency I would want to see evidence of enthusiasm, the ability to change, and the ability to lead staff through changes whether this is a management position or a staff position. Many interviews are behavior bases. Not what you think but what you did. Some examples of behavioral based interview questions:
Back to topSell yourself Usually, this is an opportunity for the applicant to explain to us why they are the best candidate for the job. Huge numbers of staff fall down on this question. They twist and squirm in their seat, fidget, shyly glance up at you and say something ineffectual like "Well, I don't know the other applicants, but I am sure they are all very qualified." Or answers like "Uhhhhhhhhhhhhh, well, I don't know, I guess you should select me because I really want the job."..This, to me, is language that is almost an automatic guarantee of not getting selected.You should be able to discuss your strengths with discretion, knowing that if you are hired you may be asked to do things which test that strength. Selling yourself is not like selling a used car; don't tell me how terrific the car is, show me how terrific it is. Show some enthusiasm! I want to see some life across the table, someone who is happy to be there, and really wants the job. Close the interview with some 'selling.' Tell the interviewer why you are the best candidate for the position. If an interviewee is given an opportunity to 'add' anything, they need to be prepared with a number of items they think may convince the panel that they are the best suited candidate for the position. Hopefully, these 'things' would be related to why their knowledge, skills, abilities and experience are a perfect match for the position description of the job or the job duties section of the announcement, and that they were not able to include during the body of the interview.
Back to topDemonstrate organizational skills Demonstrate good time management skills. Responding to questions within the time frame of the interview will do just that. I generally provide the questions in writing and indicate how much time is available for the questions and answers portion of the interview.Arrive about 15-minutes early to the interview. Organize your thoughts before answering. Do your homework Show your interest in a specific job in this specific agency. Take the time to find out about the agency and about the job. Do not come to the interview unprepared.Do your homework before the day of the interview. Have some insight to branch priorities, diversity of the clients served, community partnerships, all of this can be very helpful when answering questions. Many times staff interview for positions that require a commute. They state the commute isn't an issue for them, however, they request a transfer 6 months later due to the commute. Don't apply for, or accept, positions to which you are not willing to make a long-term commitment. If interviewees are asked "Do you have any questions for us?" they need to be prepared to ASK A QUESTION. It shows they are interested and have thought about the position, place, workgroup, and specific project. I look for someone with a strong interest and passion for the work and the mission of the agency. Flexibility and humor Express flexibility and the appropriate sense of humor.One of the most needed skills is the ability to deal with a continuously changing environment and still maintain a sense of humor and positive outlook.
Back to topTeamwork issues Provide specific and relevant examples of working as a member of a team.Does the individual understand the value of diversity in a team environment? Willingness to do the right thing even when peer pressure suggests something else. Ability to work in a team as well as independently. Flexibility, interpersonal skills, and problem solving skills are key. Ability to work with all kinds of different people, staff, and clients. Working in a diverse team to better serve our clients is an important issue for our agency. Continuous learning The ability to present yourself without being pompous but exhibiting strength and belief in your own abilities. A strong sense of curiosity and willingness to explore the new and unknown; an openness to learning something new all of the time. A sense of humor. An attitude that says YES, I CAN DO OR LEARN ANYTHING. A positive approach and attitude toward life.I look for the ability to learn and interest in continuous learning. I have found that with some people I interviewed, if they mentioned specific examples of experience, they seemed to put forth this notion that I've done all this and more, so there is nothing new for me. What they were probably trying to say is "I'm qualified," what came out was "I'm closed-minded and not interested in growing." Ability to learn on the job, from written materials, and reading other work-related materials. This is more important than just classroom learning. Our learning environment tends to be more "on-the-job" and less structured. What are both their short- and long-term career plans and how does the position they are applying for fit into these goals. I also like to hear how a person is continuing to develop himself or herself outside the work environment. Proactive skills Offer potential solutions to problems identified. How refreshing it can be!Does the individual possess the enthusiasm to perform the work on a daily basis while seeking innovations to more effectively meet team goals? Two things I look for in an applicant are that they display a positive proactive approach to their job, and that they show a commitment to working with others to solve problems. Customer service Does the individual understand what excellent customer service looks like and is the individual committed to providing excellent customer service to all their customers?I look for someone who is energetic, enthusiastic and compassionate. I look for someone who has demonstrated good customer service in previous positions. Convey your attitude. "Attitude" as one key strength that will align well with good customer service practices. A commitment to the mission of the agency is at the top. This usually comes through in questions around customer service.
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