Interview Packet

Our People Are Everything.

 The STAR Approach
Behavioral/Situational Interviewing Techniques

Situation or Task:
Describe the situation that you were in or the task that you needed to accomplish. Describe a specific
event or situation (don’t generalize) of what you have done in the past as it relates to the question asked.

Action:
Explain the action you took to accomplish the task at hand. Make sure to keep the focus on you and what
you did to help accomplish the task.

Result:
Explain that result that occurred. What happened? What was the final result?
Overall, what did you learn?

*Prepare yourself for a behavioral interview or behavioral questions prior to the interview.
Think about situations that you feel comfortable speaking about in an interview. Use examples
from internships, classes, school projects, team activities, previous job experiences or even
hobbies.

*Communication is important in an interview and even more important during a behavioral

interview. You must clearly convey information and ideas to the audience to help them
understand and retain the message.
 Interview Preparation

Preparing for the Interview

 Know the exact place and time of the interview, the interviewer's full name, the correct pronunciation
and his or her title.

 Learn pertinent facts about the company such as annual sales revenue, principal lines of business and locations.

 Find out why the hiring manager and/or client representative is interested in your qualifications.

 Determine how the opportunity will impact your immediate and long-term career development.

 An interview is a "two-way street." Know what questions to ask during the interview. Your questions allow the hiring
manager to evaluate your professional and personal needs. Insightful questions help both of you determine if your
relationship will be mutually rewarding. Lastly, the better you understand the opportunity, the more you will be able
to communicate your interest in the position.

 Put your best foot forward. Always wear proper attire and greet your interviewer with a firm handshake and an
enthusiastic smile.

The Interview

1. For hiring managers, the "right match" means they have identified individuals capable of performing the immediate
challenges. More importantly, they hope the individuals have the potential to be future resources and assets to the
firm.

2. The interviewer is the mechanism used to determine the "right match."

3. You are being interviewed by the hiring manager to determine whether you have the qualifications necessary to do
the job and whether a mutually rewarding professional relationship can be formed.

4. Similarly, you must determine whether you can be successful in the available position and whether the company will
give you the opportunity for growth and development.

5. Present yourself in the best possible light. However, be yourself; everyone has the same goal - the "right match."
 Some "DOs" and "Don’ts
1. Do plan to arrive on time or a few minutes early. Late arrival for a job interview is never excusable.

2. If presented with an application, do fill it out neatly and completely. Don't rely on your application or
resume to do the selling for you. Interviewers will want you to speak for yourself.

3. Do greet the interviewer by last name if you are sure of the pronunciation. If not, ask the employer to repeat
it. Give the appearance of energy as you walk. Smile! Shake hands firmly. Be genuinely glad to meet the
interviewer.

4. Do wait until you are offered a chair before sitting. Sit upright, look alert and interested at all times. Be a
good listener as well as a good communicator.

5. Do look a prospective employer in the eye while speaking.

6. Do follow the interviewer's leads, but try to get the interviewer to describe the position and the duties to
you early in the interview so that you can apply your background, skills and accomplishments to the
position.

7. Do make sure that your good points come across to the interviewer in a factual, sincere manner. Stress
achievements. For example: sales records, processes developed, savings achieved, systems installed, etc.

8. Do always conduct yourself as if you are determined to get the job you are discussing. Never close the door
on opportunity.

9. Do show enthusiasm. If you are interested in the opportunity, enthusiastic feedback can enhance your
chances of being further considered. If you are not interested, your responsiveness will still demonstrate
your professionalism.

10. Don't forget to bring a copy of your resume! Keep several copies in your briefcase if you are afraid you will
forget.

11. Don't smoke, even if the interviewer does and offers you a cigarette. Do not chew gum.

12. Don't answer with a simple "yes" or "no." Explain whenever possible. Describe those things about yourself,
which relate to the situation.

13. Don't lie. Answer questions truthfully, frankly and succinctly.

14. Don't make unnecessary derogatory remarks about your present or former employers. Obviously, there
were issues or else you would not have left a prior company or be looking to leave a present employer.
However, when explaining your reasons for leaving, limit your comments to that necessary to adequately
communicate your rationale.

15. Don't over-answer questions. And if the interviewer steers the conversation into politics or controversial
issues, try to do more listening than speaking since this could be a sensitive situation.

16. Don't inquire about salary, vacations, bonuses, retirement, etc., on the initial interview unless you are sure
the employer is interested in hiring you. If the interviewer asks what salary you want, indicate what you've
earned but that you're more interested in opportunity than in a specific salary.
 Be prepared to answer such questions as...

 Tell me about yourself?

 Tell me about your background, accomplishments?

 What are your strengths? Weaknesses?

 How would you describe your most recent job performance?

 What interests you about our company?

 How do you stay professionally current?

 What outside activities are most significant to your personal development?

And, be prepared to ASK questions, such As...

 What would I be expected to accomplish in this position?

 What are the greatest challenges in this position?

 How do you think I fit the position?

Remember a lack of questions may be mistaken as a lack of interest.

 Not letting these kinds of subjects catch you off-guard is a key factor in maintaining your
composure during an interview. Rehearse these questions and answers in your mind (or even out
loud, if you can) in the days before the interview.
 Negative Factors Evaluated by an Interviewer

 Personal appearance which is less than professional.

 Overbearing, overaggressive or egotistical behavior.

 No positive purpose.

 Lack of interest and enthusiasm -- passive and indifferent.

 Lack of confidence and poise; nervousness.

 Overemphasis on compensation.

 Evasiveness; making excuses for unfavorable factors in work history.

 Lack of tact, maturity and courtesy.

 Condemnation of past employers, managers, projects or technologies.

 Inability to maintain a conversation.

 Lack of commitment to fill the position at hand.

 Failure to ask questions about the position.

 Persistent attitude of "What can you do for me?"

 Lack of preparation for interview -- failure to get information about the company, resulting in
inability to ask intelligent questions.
 Closing the Interview

1. If you are interested in the position, let the interviewer know. If you feel the position is attractive
and you want it, be a good salesperson and say something like: "I'm very impressed with what I've
seen here today; your company, its products and the people I've met. I am confident I could do an
excellent job in the position you've described to me." The interviewer will be impressed with your
enthusiasm.

2. Don't be too discouraged if no immediate commitment is made. The interviewer will probably
want to communicate with other people in the company or possibly interview more candidates
before making a decision.

3. If you get the impression that the interview is not going well and that you have already been
rejected, don't let your discouragement show. Once in a while an interviewer who is genuinely
interested in you may seem to discourage you as a way of testing your reaction.

4. Thank the interviewer for his or her time and consideration. If you have answered the two
questions-- "Why are you interested in this position?" and "What can you offer?"-- you have done
all you can.
 Behavioral Interview Questions

 Describe a situation in which you were able to use persuasion to successfully convince
someone to see things your way.
 Describe a time when you were faced with a stressful situation that demonstrated your coping
skills.
 Give me a specific example of a time when you used good judgment and logic in solving a
problem.
 Give me an example of a time when you set a goal and were able to meet or achieve it.
 Tell me about a time when you had to use your presentation skills to influence someone’s
opinion.
 Give me a specific example of a time when you had to conform to a policy with which you did
not agree.
 Please discuss an important written document you were required to complete.
 Tell me about a time when you had to go above and beyond the call of duty in order to get a job
done.
 Tell me about a time when you had too many things to do and you were required to prioritize
your tasks.
 Give me an example of a time when you had to make a split second decision.
 What is your typical way of dealing with conflict? Give me an example.
 Tell me about a time you were able to successfully deal with another person even when that
individual may not have personally liked you (or vice versa).
 Tell me about a difficult decision you’ve made in the last year.
 Give me an example of a time when something you tried to accomplish and failed.
 Give me an example of when you showed initiative and took the lead.
 Tell me about a recent situation in which you had to deal with a very upset customer or co-
worker.
 Give me an example of a time when you motivated others.
 Tell me about a time when you delegated a project effectively.
 Give me an example of a time when you used your fact-finding skills to solve a problem.
 Tell me about a time when you missed an obvious solution to a problem.
 Describe a time when you anticipated potential problems and developed preventive measures.
  Tell me about a time when you were forced to make an unpopular decision.

Why should we hire you?

Here's the chance to really sell yourself. You need to briefly and succinctly lay out your strengths,
qualifications and what you can bring to the table. Be careful not to answer this question too generically,
however. Nearly everyone says they are hardworking and motivated. Set yourself apart by telling the
interviewer about qualities that are unique to you.

Why do you want to work here?

This is one tool interviewers use to see if you have done your homework. You should never attend an
interview unless you know about the company, its direction and the industry in which it plays. If you
have done your research, this question gives you an opportunity to show initiative and demonstrate how
your experience and qualifications match the company's needs.

What are your greatest weaknesses?

The secret to answering this question is being honest about a weakness, but demonstrating how you have
turned it into strength. For example, if you had a problem with organization in the past, demonstrate the
steps you took to more effectively keep yourself on track. This will show that you have the ability to
recognize aspects of yourself that need improvement, and the initiative to make yourself better.

Why did you leave your last job?

Even if your last job ended badly, be careful about being negative in answering this question. Be as
diplomatic as possible. If you do point out negative aspects of your last job, find some positives to
mention as well. Complaining endlessly about your last company will not say much for your attitude.

What accomplishment are you most proud of?

The secret to this question is being specific and selecting an accomplishment that relates to the position.
Even if your greatest accomplishment is being on a championship high school basketball team, opt for a
more professionally relevant accomplishment. Think of the qualities the company is looking for and
develop an example that demonstrates how you can meet the company's needs.

Tell me about yourself.

While this query seems like a piece of cake, it is difficult to answer because it is so broad. The important
thing to know is that the interviewer typically does not want to know about your hometown or what you
do on the weekends. He or she is trying to figure you out professionally. Pick a couple of points about
yourself, your professional experience and your career goals and stick to those points. Wrap up your
answer by bringing up your desire to be a part of the company. If you have a solid response prepared for
this question, it can lead your conversation in a direction that allows you to elaborate on your
qualifications.

Describe a problem situation and how you solved it.

Sometimes it is hard to come up with a response to this request, particularly if you are coming straight
from college and do not have professional experience. Interviewers want to see that you can think
critically and develop solutions, regardless of what kind of issue you faced. Even if your problem was not
having enough time to study, describe the steps you took to prioritize your schedule. This will
demonstrate that you can think through situations on your own.
 MOST COMMON WAYS TO STRIKE OUT DURING AN INTERVIEW

In a recent survey, more than 150 companies were asked the question, “Why don’t you hire an applicant who
is capable of doing the job?” Read their responses, and keep them in mind when preparing for your next
interview.

1. Poor personal appearance

2. Lack of interest and enthusiasm
3. Over-emphasis on money
4. Condemnation of past employers
5. Failure to look at interviewer while conversing
6. Limp, fishy handshake
7. Unwillingness to go where sent
8. Lateness to interview
9. Failure to express appreciation for interviewer’s time
10. Asks no questions about the job
11. Indefinite response to questions
12. Overbearing, over-aggressive, conceited “know-it-all” complex
13. Inability to express oneself clearly
14. Lack of planning for career: no purpose or goals
15. Lack of confidence, uneasiness
16. Failure to participate in activities
17. Unwillingness to start at bottom
18. Excuses, evasiveness
19. Untruthfulness
20. Lack of manners, courtesy
21. Lack of maturity
22. Lack of vitality
23. Indecision
24. Merely shopping around
 Twenty Interview Questions You Should Be Prepared To Answer

1. What specific goals, including those related to your occupation, have you established for your
life?
2. What do you think it takes to be successful in this career?
3. What has been your most rewarding accomplishment?
4. Are you more energized by working with data or by collaborating with other individuals?
5. Are you a goal-oriented person?
6. Given the investment our company will make in hiring and training you, can you give us a reason
to hire you?
7. What do you see yourself doing in ten years?
8. Would you say that you can easily deal with high-pressure situations?
9. Before you can make a productive contribution to the company, what degree of training do you
feel you will require?
10. Why did you decide to seek a position in this company?
11. What kind of supervisor do you work best for? Provide examples.
12. How do you determine priorities in scheduling your time? Give examples.
13. What has been your experience in giving presentations? What has been your most successful
experience in speech making?
14. Tell of the most difficult customer service experience that you have ever had to handle—perhaps
an angry or irate customer. Be specific and tell what you did and what the outcome was.
15. Describe a situation where you found yourself dealing with someone who didn’t like you. How
did you handle it?
16. What suggestions do you have for our organization?
17. What is the most significant contribution you made to the company during a past job?
18. Describe the system you use for keeping track of multiple projects. How do you track your
progress so that you can meet deadlines? How do you stay focused?
19. Tell me about a time when you came up with an innovative solution to a challenge your
company/class/organization was facing. What was the challenge? What role did others play?
20. Tell me about a time when you failed to meet a deadline. What things did you fail to do? What
were the repercussions? What did you learn?
 QUESTIONS TO ASK AN EMPLOYER IN AN INTERVIEW

IMPORTANT QUESTIONS YOU SHOULD ASK

1. Please explain what my day-to-day responsibilities would be.

2. What are some of the abilities and skills needed to be successful
in this position?
3. What are the short term / long term goals for this department
and how do they relate to the company as a whole?
4. Please tell me about the company’s management style.

MORE QUESTIONS TO ASK

Write out at least 5 questions to ask during your interview. (It’s difficult to think of a well-worded question
when you’re under pressure, so do this ahead of time.) Your questions should be thoughtful and express your
interest in the company. Here are a few examples.

1. Tell me about the history of growth of your company.

2. What is your highest priority in the next six months, and how could someone like me help?
3. Tell me about a typical day.
4. Tell me about your training program.
5. What are the characteristics of your top people?
6. What are three main qualities you are looking for in a candidate?
7. How do you see me fitting in with your company?
8. If I was to ask your top rep what he / she likes most / least about the company, what kind of response
would I get?
9. How do I compare with other qualified candidates?
10. Do you have any reservations about my being successful with your company?
11. What does your interview process entail?
 Frequently Asked Interview Questions
Team Development
Key Points:
 Selects team members
 Clarifies team roles and responsibilities
 Establishes team expectations
 Encourages team
 Provides team support
 Monitors team performance
 Champions positive results
 Models desired behaviors
Questions
1. Describe a situation where a team you were on was not successful? Why was it not successful?
What did you do to try to improve the team’s performance?
2. Tell me about a time when you were able to provide input into how your team was run. What
types of ideas did you suggest?

Customer Focus
Key Points:
 Facilitates open communication
 Clarifies mutual understanding of customer needs
 Maintains customer trust
 Develops ideas/solutions
 Gains agreement
 Manage customer expectations
 Follows up
Questions
1. Tell me about a time when you took steps to address an internal/external customer concern?
2. Tell me about a time that you had to change what you were doing to satisfy your customer or
supervisor. (How did you know what to change?)

Builds Relationships & Partnerships

Key Points
 Establishes Shared Goals
 Collaboratively Develops Solutions
 Influences Action
 Confirms Agreement
 Facilitates
 Acknowledges Contributions
Questions
1. We are often asked to work with others from different parts of the organization. Tell me about a
situation when you had to work with others from a different department (i.e. Maintenance,
Engineering, Finance) to get your work accomplished. What did you do?
2. Tell me about a time when you had to work with the union in order to get a project or task
completed. What happened?
Initiative
Key Points
 Seeks understanding
 Identifies opportunities
 Assumes responsibility
 Ensures success
Questions
1. Tell me about a time you went above and beyond to accomplish an objective or task. What did you
do?
2. We have set out to do something and then things don’t work out as planned. Tell me about a time
when you realized that your efforts in a task were falling short. What did you do? What was the
outcome?

Diversity
Key Points
 Listens, understands and respects cultural differences
 Adapts to the differences of other cultures
 Values and promotes full utilization of diverse global resources
 Leverages diversity as a competitive advantage
Questions
1. Tell me about a time when you worked with someone from a different culture.
2. We all have been placed in group/team situations where our opinion is in the minority. Tell me
about a time where you have had to accept an opinion different than your own.

Functional Expertise
Key Points
 Understands technical terminology and developments
 Knows how to apply a technical skill or procedure
 Knows when to apply a technical skill or procedure
 Performs complex tasks in area of expertise
Questions
1. Tell me about a time where you had to translate technical information to individuals who did not
have your expertise?
2. In what specific area of supervision are you unfamiliar with or find difficult to master/understand.
What makes it difficult?

Motivational Pattern
Key Points
 Demonstrates deep-seated passion for excellence
 Consistently meets or exceeds other’s expectations
 Thrives on challenges
 Balances need for power with strong needs for personal mastery
 Demonstrates a high degree of commitment to company
 Motivated to learn and develop
 Looks to resolve problems and not blame someone else
Questions
1. Tell me about a major project that you have enjoyed. What aspect of the project did you enjoy
most?
2. Tell me about a major project that you did not enjoy. What aspect of the project did you like least?