INTERVIEW STYLES

Phone interview
If you are being considered for a position that will require relocation, there is a 90% chance that the process will begin with a phone call. Even many local searches will use this screening device. Do not take this step lightly. If the employer calls without prior notification, ask them to call back in 15 minutes or set an appointment for a time when you can be prepared and can control your environment. When it’s time for the interview, be prepared. Find a location in your home where you and the interviewer will not be distracted. You will want to have in front of you a copy of your resume, the job description or advertisement, and a notepad and pen to take notes. Although the interviewer(s) cannot see you, act as though you are in their office. Sit up straight with good posture, do not eat or drink, do not smoke, listen closely, and speak distinctly and with purpose. If the interviewer hears anything that suggests you are not giving the interview 100% of your attention, you probably will not be invited for the next step. In other words, present yourself professionally. Be sure to ask if you answered the questions to their satisfaction, i.e., "Is there anything you would like me to add?" or "Would you like me to give you another example?" Express interest in learning more about the opportunity and meeting them face to face.

Behavioral interview
Past behavior is a strong predictor of future behavior. The interviewer asks specific questions seeking information about a candidate's skills, character, and preference based on examples of past behavior. By using these answers, the interviewer can rate the candidate based on past actions, not "gut feelings" or "intuition." During the Behavioral Interview, questions are directed toward specific experiences. For example, "Tell me about a time when you had to deal with a difficult person at work." Questions such as "How do you feel about...?" or "What would you do if..." are discouraged. Traditional Behavioral Interviewing Questions Do you like to work over-time? Tell me about a time when you worked extra hours to reach a deadline or complete a task. This is a pretty high pressure environment. Are you comfortable with that? Tell me about a high-stress situation when it was desirable for you to keep a positive attitude. What happened? Do you consider yourself to be detail oriented? Describe a time when you have improved procedures to reduce potential for error on the job. Be specific. The key in Behavioral Interviewing is to "paint a picture" of the reasons and thinking about the decision or behavior without bringing in unessential details. It is expected that forming an answer will take time. Don't be concerned about spending time to think your examples through.

Traditional interview
In the past ten years or so, many books have been written on the subject of interviewing, often listing popular interview questions and then suggesting "safe" answers to those questions. Today we are finding that this interviewing approach is not used as often because employers found that applicants tend to give the same memorized answers. Although you may still find this approach used by some interviewers, the trend today is toward more sophisticated interviewing techniques. You are still likely to be asked some of these types of questions. Be prepared with well-thought-out answers.

Conversational interview
Interviewers today tend to prefer a more conversational style of interviewing. Instead of a question-and-answer volley, the interview becomes more of a professional discussion, with each side contributing equal amounts. The reason interviewers like this approach is that it allows them to get more candid information from the applicant. People are simply more likely to be honest and forthcoming during a relaxed discussion than they are during an interrogation. Be aware of the tendency to become too relaxed and revealing information you didn't intend to share. You need to do your part to foster the conversational tone, but don't become so relaxed that you start spilling all of your dark secrets. Bottom line tip: Be friendly, but stay professional.

Team interview
In an effort to get a well-rounded perspective on job candidates, many companies ask numerous people to participate in the selection process. Depending upon the level of job you're seeking, you may interview with an HR specialist, the hiring manager, the hiring manager's boss, and even staff members who would be your peers. In small companies, you may have to sell yourself to the entire staff. This team approach means that many different people interview you and then get together to debate whether they like you well enough to hire you. Sometimes, each person on the interview asks a different slate of questions. Other times, they all ask the same thing. This can happen by design, if the company wants to see whether you change your answers along the way. The team interview can take various forms, from a small group to numerous mini-team interviews where two to three people on each team meet with you at different times. The team members may divide the questions, or one team member may take the lead and the others jump in periodically. We have also seen companies that have the entire department meet with the individual at the same time over a casual luncheon. You will need to realize that in the team interview, you may have people with different experience levels interviewing you. You will need to be sure to connect with each person. Be sure to have eye contact with the person asking the questions, and to glance at the other team members while answering the question to be sure that you are connecting with each individual. Be sensitive to the dynamics in the team. If they seem to want to control the interview, relax and flow with it; on the other hand, be sure to offer information and ask questions. Take responsibility for ensuring that the group understands what you have to offer. The best approach is to be sensitive and adapt your approach to the group. Don't be overly aggressive and take over, yet do interact and show your enthusiasm. Bottom line tip: Each person's opinion can be weighed equally; in some cases, just one team member opposition can disqualify a candidate. Sometimes it is unclear what role or position the person holds; therefore, you'll need to be respectful of everyone you meet.

National Executive Personnel
and Marketing Group, L.C.
12734 Kenwood Lane, Suite 73
Fort Myers, FL 33907-5638
(239) 931-0200 Voice
(239) 931-0204 Fax
Email: search@NationalExecutivePersonnel.com

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