There are two principal types of interviews: The initial (screening) interview and the depth (evaluation) interview. They vary in length and intensity, but the structure is very similar. The purpose of the screening interview is to determine if you have the minimum qualifications for the job, and may even be done by phone. The depth interview explores the relevance of your background to the job; an appraisal of your personality, motivation and character; and an evaluation of your mental ability.
Both interviews consist of four segments - introduction, background, employer sell, and closing. The content of each stage is described below:
1. Introduction: The interviewer will probably start off with small talk to put you at ease. Your dress, smile, handshake, and the way you sit will make a distinct impact on the employer. She or he will make a preliminary decision about hiring you during the first two minutes of the interview. Further, there is a strong positive correlation between the impression in the first four minutes and the hiring decision made after a thirty or sixty minute interview. However, do try to be yourself and relax!
Some behavioral tips for this portion of the interview are: Offer the interviewer a firm handshake, don't smoke, don't call the interviewer by his or her first name unless asked, establish eye contact, smile, listen attentively, speak clearly, avoid remarks with negative overtones, and let the recruiter set the atmosphere.
2. Background: During this phase, the interviewer is testing your ability to handle yourself. Usually a question-and-answer format is followed. However, don't just provide answers - make comments, elaborate on obvious "yes-no" questions, clarify points, and ask questions of your own. If you don't know the answer to a question, say so. If you try to "bull" the interviewer, it will be obvious. During this phase of the interview, you will want to:
A. Show you understand the needs of the employer and desire to work for the organization.
B. Demonstrate your skills, motivation, interests and capabilities.
C. Identify traits that the employer seeks; indicate that you possess those qualities.
D. Sell yourself; communicate clearly why you are qualified for the position.
E. Determine if there is a match between you and the organization, and you and the job.
One of the best ways to insure that you will present yourself in the best possible manner during interviews is to choose three to five experiences from your resume that you believe best demonstrate why you should be hired. They should be chosen because they represent skills that, based on your research, the employer seeks. If you are not questioned about all by the interviewer, be sure to point them out!
3. Employer "Sell": Now that you have passed the employer's initial screening, you will get the pitch about the organization. In general, the interviewer will gauge how your career interests fit the needs of the organization, while also "selling" you on the employer.
It is extremely important, therefore, to have researched the organization. It is also imperative to know your own long- and short-range career plans. The interviewer is concerned with the match between you and the organization both now and in the long run (5, 10 and 25 years from now). (This is not the time to discuss your plans for future study or starting a business.)
Be sure to ask questions that indicate you have researched the organization. Often in campus interviews, recruiters will test your preparation by asking a question that was answered in the literature available in the Career Management Office. Knowledge of the organization can be the final deciding factor in the interview, so study up!
4. Closing: In the closing, the recruiter will indicate how the organization will follow up (letter, phone, etc.) and how long it will take. This is your final opportunity for making your "sales pitch" and posing any unanswered questions. Be certain to provide a summary of your qualifications for the position and say that you want the job!
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