LECTURE NOTES

CHAPTER 16--INTERVIEWING FOR EMPLOYMENT AND FOLLOWING UP

INTERVIEWING WITH POTENTIAL EMPLOYERS

• Three steps in the interview process:
  1. Preliminary screening (to eliminate unqualified applicants).
  2. Initial evaluation (to narrow the field).
  3. Final evaluation (to make hiring decision).
• The preliminary screening is conducted by the personnel department; takes a structured, standardized approach; is often conducted on campus.
• The initial evaluation is held at the organization's facilities.
• The final evaluation is conducted by the supervisor or department manager to whom the employee will report.
• The best strategy for a screening interview is to follow the interviewer's lead and to keep answers brief and pointed; the best strategy for a selection interview is to show interest, answer fully, and listen attentively.
• Three basic forms of interviews:
  1. Directed interview.
  2. Open-ended interview.
  3. Stress interview.
• Directed interview.
  • Is completely planned and controlled by interviewer.
  • Is good for gathering facts.
  • Is used when screening large number of preliminary applicants.
• Open-ended interview.
  • Has open, relaxed format.
  • Encourages applicant to talk.
  • Is used in evaluation interviews.
• Stress interview.
  • Reveals applicant's reaction to tough situations.
  • Consists of pointed questions, critical comments, hostile reactions.
• Preemployment tests attempt to provide an objective, quantitative measure of an applicant's qualifications.
• Preemployment tests try to measure either skills or psychological characteristics.
• Two things employers look for in an applicant:
  • Suitability for job.
  • Good fit with organization.
• Qualifications for the job consist of (1) the right functional and technical skills, and (2) the right personality type.
• A good fit with the organization consists of
  1. physical style (clothes, grooming, mannerisms)
  2. age and maturity
  3. personal interests and hobbies
  4. attitudes and values.
• In a job interview, applicants need to look for answers to seven questions:
  • Are these my kind of people?
  • Can I do this work?
  • Will I enjoy the work?
  • Is the job what I want?
  • Does the job pay what I'm worth?
  • What kind of person would I be working for?
  • What sort of future can I expect with this organization?
• How to prepare for a job interview:
  • Do some basic research on company and industry.
  • Think ahead about questions.
  • Bolster your confidence.
  • Polish your interview style.
  • Plan to look good.
  • Be ready when you arrive.
• In an interview, expect to be asked about your strengths, weaknesses, education, experience, values, career goals, and expectations.
• Think about responses to likely questions.
• Prepare a list of questions to ask interviewer:
  • Warm-up question to break the ice.
  • Mix of various types of questions (open, direct, indirect).
  • Questions that are easy to answer.
• To bolster your confidence.
  • Think about your strengths, not your weaknesses.
  • Minimize or offset your shortcomings.
  • Remember that the interviewer is only human.
  • Defuse nervousness by analyzing its source.
  • Rehearse.
  • Prepare props to take to interview (copy of resume, information about employer, samples of work).
  • Avoid nervous mannerisms.
• Practice mock interviews to polish your style.
• Avoid these flaws:
  • Shrinking in presence of authority.
  • Seeming too "laid back."
  • Talking too much or too little.
  • Being overwhelming.
• Nonverbal behavior and vocal characteristics can be improved through analysis and practice as well.
• Appearance is an important element in an interview:
  • Dress conservatively.
  • Check out organization's dress style in advance.
  • Be well groomed.
  • Stand up straight.
  • Smile.
• Readiness is a matter of
  • Carrying copies of your resume and job-related papers.
  • Checking route to interview site and arriving on time.
  • Being patient and pleasant if you have to wait.
• The correct approach to an interview depends on the stage in the process:
  1. Screening interview: differentiate yourself form other candidates; telegraph "headline".
  2. Initial selection interview: broaden sales pitch; emphasize your three or four best qualifications; gather information on employer.
  3. Final interview: determine psychological fit; clinch deal on favorable terms.
• Three stages in every interview: (1) warm-up, (2) question-and-answer stage, (3) close.
• The warm-up is important because 50 percent of the interviewer's decision is made within the first 30 to 60 seconds; focus on using body language effectively.
• In the question-and-answer stage,
  • Think before you answer.
  • Ask questions to show interest and obtain information.
  • Listen attentively.
  • Pay attention to interviewer's body language.
• In the close,
  • Evaluate your performance and correct any misconceptions.
  • Watch for signs that time is up.
  • If you get a job offer, ask for time to make decision.
  • Let the interviewer mention salary.
  • Negotiate, if you are in strong position and the organization is flexible.
• Some tips on negotiating:
  • Test employer's flexibility on salary and benefits.
  • Evaluate strength of your bargaining position.
  • Consider noncash benefits.
• Take notes immediately after each job interview:
  • Write down names and titles of interviewers.
  • Summarize answers to your questions.
  • Evaluate your own performance.

FOLLOWING UP AFTER THE INTERVIEW

• A thank-you message
  • Should be sent within two days after interview.
  • Can be letter or telephone call.
  • Demonstrates interest and sets you apart from other candidates.
  • Should be brief and organized using direct approach.
  • Should exhibit "you" attitude.
• An inquiry following a job interview
  • Can be letter or phone call.
  • Should be sent after decision date promised by interviewer or two weeks after interview.
  • Is especially appropriate if you have another offer.
  • Should be organized to follow direct approach.
• A request for a time extension
  • Is appropriate when you receive offer but need time to complete other interviews.
  • Should be organized like direct request.
  • Should begin with friendly opening.
  • Should ask for extension but emphasize your interest in position.
  • Should close with request for response and indicate willingness to compromise.
• A letter of acceptance
  • Should be sent within five days of job offer.
  • Should open with good news, cover necessary details in middle, and conclude with look toward future.
• A letter declining a job offer should use the bad-news plan, opening with a buffer and closing with an expression of gratitude.
• A letter of resignation should also use the bad-news plan, opening with a favorable, appreciative buffer; mentioning the date that the resignation is effective; and closing on a cordial note.

Last Update: 4/23/01
Web Author: Angie Chittick
Copyright ©1998 by Angie Chittick - ALL RIGHTS RESERVED