INTERVIEWS

1. INTERVIEWS Created by Phillip Jobson – Jobson Power Consulting

2. Types of Interviews All job interviews have the same objective, but employers reach that objective in a variety of ways. One strategy for performing your best during an interview is to know the rules of the particular game you are playing when you walk through the door. The Screening Interview The Informational Interview The Directive Style The Meandering Style The Stress Interview The Behavioral Interview The Audition The Group Interview The Tag Team Interview The Mealtime Interview The Follow-up Interview

3. The Screeing Interview Companies use the screening tools to ensure that candidates meet minimum qualification requirements. Screening interviewers often have honed skills to determine whether there is anything that might disqualify you for the position. * Remember they do not need to know whether you are the best fit for the position, only whether you are not a match

4. The Informational Interview On the opposite end of the stress spectrum for the screening interview is the Informational Interview. I is a meeting that you initiate to seek the advice of someone in your desired field of work as well as to gain further references to people that can lend insight. During an informational interview, the job seeker and employer exchange information and get to know one another better without reference to a specific job opening. * Come prepared with thoughtful questions about the field of interest and the company.

5. The Directive Style In this style the interviewer has a clear agenda the he or she follows unflinchingly. Sometimes companies will use this rigid format so that each person is asked the same series of questions so that they can more readily compare results of all the candidates. * Do not give the interviewer full control. If you think you have information about yourself that they have not asked politely interject and offer this information up.

6. The Meandering Style This is done by in-experienced interviewers, they rely on you to lead the discussion. It might be a statement like “tell me about yourself,” which you can use to your advantage. This interview style allows you to tactfully guide the discussion in a way that best suits you. *Come to the interview well prepared with scenarios that explain skills, remain alert to the interviewer and ask well placed questions about the company and its needs.

7. The Stress Interview You might be held in the waiting room for an hour before the interviewer greets you. You might face long stints of silence or cold stares. You might be called upon to perform an impossible task. This is designed to see whether you have the mettle to withstand the company culture, the clients or other potential stressors. * Remember this is a game. It is not personal. Even if the interviewer is rude, remain calm and tactful.

8. The Behavioural Interview Many companies increasingly rely on behavioral interviews since they use your previous behaviors to indicate your performance. You will generally be asked to describe a time when you have used problem solving skills, adaptability, leadership, conflict resolution, multi-tasking or stress management. *Review your resume, reflect on your professional, volunteer, educational and personal experiences. Answer questions in a STAR format.

9. The Audition For some positions such as, retail, computer programmers, trainers, tele-marketers, companies want to see you in action before they make their decision. For this reason they might take you through a simulation, brief exercise or a work trial to evaluate your skills. An Audition allows you to demonstrate your skills and abilities in an interactive way that are likely to be familiar to you. * You must clearly understand the instructions and expectations of the exercise or work trial

10. The Group Interview This is where a group of candidates are simultaneously interviewed. It can be off putting but it gives the company a sense of your leadership and working style. The Group Interview helps the company get a glimpse of how you interact with peers – are you timid or bossy, are you attentive or do you seek attention, do others turn to you for leadership instinctively, or do you compete for authority. The also want to see how persuasive you are, your reasoning skills and negotiation skills. *Avoid power conflicts, treat others with respect and keep an eye on the interviewer throughout the process so that you do not miss important cues.

11. The Tag Team Interview When your expecting to meet with Ms Glenn, you might find yourself in a room with four other people. Companies often want to gain the insights of various people when interviewing candidates. This method of interviewing in often attractive for companies that rely heavily on team cooperation. Not only does the company want to know whether you have the skills, but also if you can get along with other workers. *Treat each person as an important individual. Gain each persons business card at the beginning of the meeting. Place them in order so you can refer to them by name.

12. Meal Time Interview For many, interviewing over a meal sounds like a professional and digestive catastrophe in the making. If you have difficulty chewing gum while talking, this could be a challenge. With some preparation and psychological readjustment you can enjoy the process. These interviews are used when your job requires interpersonal activity, companies want to know how you are in a social setting. Are you relaxed, charming or awkward and evasive. They are not only looking at how you handle a fork, but also how you treat your host, other guests, and importantly the serving staff. *Take cues from your interviewer, do not sit down until your host does. Do not be extravagant when ordering your meal. Choose manageable food items, avoid BBQ Ribs or Spaghetti. Make sure you thank your interviewer for the meal.

13. Follow Up Interview Companies bring candidates back for a second and sometimes third or fourth interviews for a number of reasons. Sometimes it is just for confirmation of your skills and abilities, or they may be having difficulty short listing candidates. It may be because they would like other staff that you would be working with meet with you. You might find yourself negotiating a salary package. *Be confident. Accentuate what you have to offer and your interest in the position. Walk through the door with a plan for negotiating salary. Ask more about the internal company Culture and Dynamics.