Chapter Number 1

INTRODUCTION OF INTERVIEWS, ITS ROLE AND PROCESS

Interview Definition

A job interview is a process in which a potential employee is evaluated by an employer

for prospective employment in their company, organization, or firm. During this
process, the employer hopes to determine whether or not the applicant is suitable for
the job

Role

A job interview typically precedes the hiring decision, and is used to evaluate the
candidate. The interview is usually preceded by the evaluation of
submitted résumés from interested candidates, then selecting a small number of
candidates for interviews. Potential job interview opportunities also include networking
events and career fairs. The job interview is considered one of the most useful tools
for evaluating potential employees, it also demands significant resources from the
employer, yet has been demonstrated to be notoriously unreliable in identifying the
optimal person for the job.  An interview also allows the candidate to assess
the corporate culture and demands of the job.

Multiple rounds of job interviews may be used where there are many candidates or the
job is particularly challenging or desirable. Earlier rounds may involve fewer staff from
the employers and will typically be much shorter and less in-depth. A common initial
interview form is the phone interview, a job interview conducted over the telephone.
This is especially common when the candidates do not live near the employer and has
the advantage of keeping costs low for both sides.

Once all candidates have been interviewed, the employer typically selects the most
desirable candidate and begins the negotiation of a job offer.

Process

A typical job interview has a single candidate meeting with between one and three
persons representing the employer; the potential supervisor of the employee is usually
involved in the interview process. A larger interview panel will often have a
specialized human resources worker. While the meeting can be over in as little as 15
minutes, job interviews usually last less than two hours.

The bulk of the job interview will entail the interviewers asking the candidate questions
about his or her job history, personality, work style and other factors relevant to the
job. For instance, a common interview question is "What are your strengths and
weaknesses?" In some ways, all questions are really subsets of one of three
overarching questions "Can you do the job?" (strengths), "Will you love the job?"
(motivation), "Can we stand working with you?" (fit). The candidate will usually be
given a chance to ask any questions at the end of the interview. These questions are
strongly encouraged since they allow the interviewee to acquire more information
about the job and the company, but they can also demonstrate the candidate's strong
interest in them. The Peak Interview theory, which purports to leverage insights of a
Nobel Prize winning psychologist, suggests this is the most important part of the
interview. The last question the candidate asks is the peak-end question.

Candidates for lower paid and lower skilled positions tend to have much simpler job
interviews than do candidates for more senior positions. For instance, a lawyer's job
interview will be much more demanding than that of a retail cashier. Most job
interviews are formal; the larger the firm, the more formal and structured the interview
will tend to be. Candidates generally dress slightly better than they would for work, with
a suit (called an interview suit) being appropriate for a white-collar job interview.

Additionally, some professions have specific types of job interviews; for performing
artists, this is an audition in which the emphasis is placed on the performance ability of
the candidate.

In many companies, assessment days are increasingly being used, particularly for

graduate positions, which may include analysis tasks, group activities, presentation
exercises, and psychometric testing.
 Advantages

 useful for determining if the applicant has requisite communicative or social skills which may be
necessary for the job
 interviewer can obtain supplementary information
 used to appraise candidates' verbal fluency
 can assess the applicant's job knowledge
 can be used for selection among equally qualified applicants
 enables the supervisor and/or co-workers to determine if there is compatability between the
applicant and the employees
 allows the applicant to ask questions that may reveal additional information useful for making a
selection decision
 the interview may be modified as needed to gather important information

Disadvantages

 subjective evaluations are made

 decisions tend to be made within the first few minutes of the interview with the remainder of the
interview used to validate or justify the original decision
 interviewers form stereotypes concerning the characteristics required for success on the job
 research has shown disproportionate rates of selection between minority and non-minority
members using interviews
 negative information seems to be given more weight
 not much evidence of validity of the selection procedure
 not as reliable as tests

Summary of Interviews

In general, interviews have the following weaknesses:

1. validity of the interview is relatively low

2. reliability of the interview is also low
3. stereotyping by interviewers, in general, may lead to adverse impact against minorities
4. the subjective nature of this procedure may allow bias such as favoritism and politics to enter into
the selection process
5. this procedure is not standardized.
6. not useful when large numbers of applicants must be evaluated and/or selected
Chapter Number 2
TYPES OF INTERVIEWS AND TIPS FOR INTERVIEWEE FOR GIVING
SUCCESSFUL INTERVIEW
Background

Traditionally, interviews have not been valid predictors of success on the job. For 500
years, Leonardo da Vinci’s Mona Lisa, every job applicant presents a mysterious
façade. Nevertheless interviews continue to be the primary method companies use to
evaluate applicants. The employment interview is especially important because the
applicants who reach this stage are the survivors. Every seasoned manager knows,
however, that appearance can be quite misleading. Additional information is needed to
indicate whether the individual is willing to work and can adapt to that particular
organization.

Content Of The Interview

Both the candidates and interviewers have agendas for the interview. After establishing
rapport with the applicant, the interviewer seek additional job seeking information to
complement data provided by the other selection tools. The interview permits the
clarification of certain points, the uncovering of additional information and the
elaboration of data needed to make a sound selection decision. The interviewer should
provide information about the company, the job and expectation from the candidates.
Other areas typically included in the interview are discussed next.

 Occupational Experience:

The interviewer will explore the candidate’s knowledge, skills, abilities, and willingness
to handle responsibility. Although successful performance in the job does not guarantee
success in another, it does provide an indication of the person’s ability and willingness
to work.

 Academic Achievement

In the absence of the significance work experience, a person’s academic record takes
greater importance. Manager should, however, grade point average in the light of other
factors. For example involvement in the work, extra curricular activities, or other
responsibilities may have effected an applicant academic performance.

 Interpersonal Skills

An individual may posses important technical skillssignificant to accomplishing a job.

However, if the person cannot work well with others, chances for success are slim. This
is especially true in today’s world with the increasing use of the teams. The biggest
mistake an interviewee can make is thinking that firm hire people for their technical
skills.
  Personal Qualities

Personal qualities normally observed during the interview include physical appearance,
speaking ability, vocabulary, poise, adaptability, and assertiveness. As with the
selection criteria, employers should consider these attributes only if they are relevant to
job performance.

 Organizational Fit

A hiring criterion not mentioned in the literature is organizational fit. Organizational fit
refers to the management’s perception of the degree to which the prospective
employee will fit in with the firm’s culture or value system.

Using fit as criterion raises legal and diversity questions, and perhaps this explains the
low profile. Nevertheless, there is evidence that managers use it in selection decisions
and it is not a minor consideration. Complicating the situation further is the fact that the
same employee may be a poor fit with one firm and perfect with another.

Interview Format
 

When you are invited to a first interview you have passed the biggest hurdle in
your job search. The majority of candidates fail at the first sift, the application
form or CV. The invitation to interview means that the recruiter is interested in
employing YOU. You have been selected for interview because the organization
believes that you have the potential to do the job. It's now up to you to convince
them of this by virtue of your qualifications, skills, experience, personality and
motivation to do the job. 

So, you are probably wondering what's going to happen during the interview, but
before we go onto that consider why interviews are used.

 Most employers usually want to meet the people they are considering
recruiting and with whom they may have to work. 

 Interviews are designed to assess whether you measure up to the

requirements of the job. 

 An interview is also an opportunity for you to decide whether you want to

work for that organization. 
 Format 

This can vary widely, depending on the type of job and organization, from a 20
minute 'informal discussion' to a series of separate interviews lasting from half
an hour to all day. 

Behavioral
A common type of job interview in the modern workplace is the behavioral
interview or behavioral event interview, also called a competency-based interview.
This type of interview is based on the notion that a job candidate's previous
behaviors are the best indicators of future performance. In behavioral interviews,
the interviewer asks candidates to recall specific instances where they were faced
with a set of circumstances, and how they reacted. Typical behavioral interview
questions:

 "Tell me about a project you worked on where the requirements changed

midstream. What did you do?"
 "Tell me about a time when you took the lead on a project. What did you do?"
 "Describe the worst project you worked on."
 "Describe a time you had to work with someone you didn't like."
 "Tell me about a time when you had to stick by a decision you had made,
even though it made you very unpopular."
 "Give us an example of something particularly innovative that you have done
that made a difference in the workplace."
 "What happened the last time you were late with a project?"
 "Have you ever witnessed a person doing something that you felt was
against company policy. What did you do and why?"
A bad hiring decision nowadays can be immensely expensive for an
organization – cost of the hire, training costs, severance pay, loss of
productivity, impact on morale, cost of re-hiring, etc. (Gallup international
places the cost of a bad hire as being 3.2 times the individual's salary). Studies
indicate that 40% of new executives fail in their first 18 months in a new job.
This has lead to organizations investing in on boarding for their new
employees to reduce these failure rates.
 One to One
This is a very common format and it is the setting in which you are likely to
feel most comfortable. The interviewer will normally be someone from the
human resources department, or a departmental manager in the area of
work to which you are applying. 

 Panel
Panel interviews are very common in public sector organisations but are
also found in private sector recruitment. They are potentially the most
daunting as you may have up to five or six interviewers (although three is
more usual). There is normally a convenor who will explain the format.
Each person may ask you questions in turn or some may concentrate on a
particular aspect. Try not to be put off if one person takes notes, but
doesn't ask questions. Maintaining reasonable eye contact with all the
members of the panel is important.

 'Informal'
Sometimes interviews described as informal are used as a preliminary
screening before the written application stage or as an information
exchange where the employer is expanding on information already given
about the organisation and allowing you to ask questions and to give a
limited amount of information about yourself. This sort of interview is
sometimes done in a small group. Whatever the reason for the encounter
being described as 'informal' don't be lulled into thinking that you can get
away with less preparation. You are still being assessed and in a less
structured exchange you may need to think more carefully about the
message you want to get across to the interviewer and ensure that you do
so.

 Telephone
An increasing number of employers are using telephone interviews at
some stage in the recruitment process. Some employers use telephone
interviews because it is a cheaper way of doing an initial screen of
applicants and others because the requirements of the job make them
want to judge how you come across using this medium.

Prepare as thoroughly for telephone interviews as you would for any other.
In addition you will need to ensure that there will be no background noise
to disturb you and that you will be comfortable. You will have to listen more
carefully to the reaction of the interviewer as you will not be receiving any
visual clues about their response to your answers.

There are several different types of telephone interview found and those
most commonly used in graduate recruitment are described below.

Automated -  A few organisations use pre-recorded telephone interviews in

which you have to use the telephone keypad to answer questions
automatically, often to agree or disagree with a statement. Your responses
are recorded and the time you take to respond may also be measured.
There is very little preparation that you can do beforehand to get ready for
this type of telephone interview. They are usually designed to see if you
possess the competencies or skills which have been determined as optimal
for success in the area of work for which you are applying. This type of
interview is often employed as an initial screen of candidates to decide who
will be called for further interview or assessment. You should be given
detailed information about the format of the interview in advance.

Structured -  These are often 'competency-based' with an interviewer

asking the questions. The questions asked will be based on the
competencies, or skills and qualities, required for the job rather than on
examining any specific aspects of your experience. As such the purpose of
each question may not always be clear to you so it is best to answer as
honestly as possible rather than trying to fathom what the interviewer is
looking for. The interview is structured to ensure that every candidate is
asked exactly the same questions in exactly the same way. The interviewer
will not deviate from their script and will not provide any clarification on
questions asked but simply repeat the question as originally stated if
required. This can be quite disconcerting so it is important to try to remain
focussed on the questions and not be distracted by the unusual nature of
the 'conversation'. Similar to the automated telephone interview, structured
interviews are designed to collect information about the candidate's
attitudes, beliefs and behaviour patterns to compare against criteria which
have been pre-determined to be desirable for the job.

Informal -  These will take a very similar form to a face-to-face interview

and despite the fact that they may be advertised as an informal 'chat' you
should be as well prepared as you would be for a formal interview. The
interviewer will ask questions based on the information in your CV or
application form; your interest in the job and organisation; and the skills
and qualities that you possess which would make you a suitable candidate
for the job.

Stress Interview
This form of interview was more common in sales positions and is rare today.
However, you should be aware of the signals. The stress interview is usually a
deliberate attempt to see how you handle yourself under [Link] interviewer
may be sarcastic or argumentative, or may keep you waiting. Do no take it
personally. Calmly answer each question. Ask for clarification if you need it and
never rush into an [Link] interviewer may also lapse into silence at some
point during the questioning. This may be an attempt to unnerve you. Sit silently
until the interviewer resumes the questions. If a minute goes by,
ask if he/she needs clarification of your last comment.
 JOB INTERVIEW EVALUATION FORM

INTERVIEWEE NAME:___________________________________ DATE:__________

All applicants are expected to have an appropriate cover letter and resume. Interviewer: Please place an X in
the appropriate box and make comments that would be helpful for the interviewee in improving their
interviewing skills.

APPEARANCE Poor Fair Average Good Superior

Dress

Grooming

Body Language

Eye Contact

CHARACTERISTICS Poor Fair Average Good Superior

Assertive

Achievement-oriented

Cooperative

Responsible

Outgoing

Open

Dedicated

Poise

Maturity

Professional

Verbal/Persuasive

Ability to learn

GOALS/PERCEPTION OF SELF Poor Fair Average Good Superior

Realistic appraisal of self

Reason for interest in field

Realistic career goals

 QUALIFICATIONS Poor Fair Average Good Superior

Education/Training

Accomplishments

Skills

Relevant Experience

Potential

DECISION MAKING/PROBLEM
Poor Fair Average Good Superior
SOLVING

Creativity

Logic

REASONS FOR SELECTING

Poor Fair Average Good Superior
PARTICULAR ORGANIZATION

Commitment

Knowledge of Organization

Knowledge of Industry

JOB EXPECTATIONS Poor Fair Average Good Superior

Realistic

Match employer's needs

LONG TERM OBJECTIVES Poor Fair Average Good Superior

Realistic

Potential to grow

OVERALL Poor Fair Average Good Superior

EVALUATION

ADDITIONAL COMMENTS:

Tips For Giving Successful Interviews

1. Check Out The Company

Before you go on a job interview, it's important to find out as much as you can about
the company. That way you'll be prepared both to answer interview questions and to
ask the interviewer questions. You will also be able to find out whether the company
and the company culture are a good fit for you.

Take some time, in advance, to use the Internet to discover as much information as
you can about the company. Spend time, as well, tapping into your network to see who
you know who can help give you an interview edge over the other candidates.

Visit the Company Website 

Visit the company web site, review the company mission statement and company
history, products and services, management, as well as information about the
company culture. The information is usually available in the About Us section of the
site.

Use LinkedIn
LinkedIn company profiles are a good way to find, at glance, more information on a
company you're interested in. You'll be able see your connections at the company,
new hires, promotions, jobs posted, related companies, and company statistics. Take
a look at your interviewer's profile to get insight into their job and their background.

Get an Interview Edge

Glassdoor's Interview Questions and Reviews section has a goldmine of information
for job seekers. You can find out what candidates for the positions you are interviewing
for were asked and get advice on how tough the interview was.

Use Social Media

Check Facebook and Twitter. Become a Fan of the company on Facebook and follow
it on Twitter. You'll find information you may not have found otherwise.
 Google and Google News
Search both Google and Google News for the company name.

Tap Your Connections 

If you have a connection that will help you find inside information, use it. Do you know
someone who works there? Ask them if they can help. If you're a college grad ask your
Career Office if they can give you a list of alumni who work there. Then email, send a
message, or call and ask for assistance.
2. Practicing interview

Job interviews are always stressful - even for job seekers who have gone on countless
interviews. The best way to reduce the stress is to be prepared. Take the time to
review the "standard" interview questions you will most likely be asked. Also review
sample answers to these typical interview questions.

Then take the time to research the company. That way you'll be ready with
knowledgeable answers for the job interview questions that specifically relate to the
company you are interviewing with.

Interview Questions: Work History

 Name of company, position title and description, dates of employment.

 What were your expectations for the job and to what extent were they met?
 What were your starting and final levels of compensation?
 What were your responsibilities? -
 What major challenges and problems did you face? How did you handle them?
 What did you like or dislike about your previous job?
 Which was most / least rewarding?
 What was the biggest accomplishment / failure in this position?
 Questions about your supervisors and co-workers.
 What was it like working for your supervisor? - Best Answers
 What do you expect from a supervisor? - Best Answers
 Who was your best boss and who was the worst? - Best Answers
 Why are you leaving your job? - Best Answers
 What have you been doing since your last job? - Best Answers
 Why were you fired? - Best Answers

Job Interview Questions About You

 What is your greatest weakness? - Best Answers

 What is your greatest strength? - Best Answers
 Describe a typical work week. - Best Answers
 Do you take work home with you? - Best Answers
 How many hours do you normally work? - Best Answers
 How would you describe the pace at which you work? - Best Answers
 How do you handle stress and pressure? - Best Answers
 What motivates you? - Best Answers
 What are your salary expectations?
 What do you find are the most difficult decisions to make?
 Tell me about yourself.
 What has been the greatest disappointment in your life?
 What are you passionate about?
 What are your pet peeves? -
 What do people most often criticize about you?
 When was the last time you were angry? What happened?
 If you could relive the last 10 years of your life, what would you do differently?
 If the people who know you were asked why you should be hired, what would they
say? 
 Do you prefer to work independently or on a team?
 Give some examples of teamwork.
 What type of work environment do you prefer?
 How do you evaluate success?
 If you know your boss is 100% wrong about something how would you handle it? -
 Describe a difficult work situation / project and how you overcame it.
 Describe a time when your workload was heavy and how you handled it.
 More job interview questions about your abilities.
 More job interview questions about you.

Job Interview Questions About the New Job and the Company

 What interests you about this job?

 Why do you want this job?
 What applicable attributes / experience do you have?
 Are you overqualified for this job?
 What can you do for this company?
 Why should we hire you?
 Why are you the best person for the job?
 What do you know about this company?
 Why do you want to work here?
 What challenges are you looking for in a position?
 What can you contribute to this company?
 Are you willing to travel?
 What is good customer service?
 Is there anything I haven't told you about the job or company that you would like to
know?
 Interview Questions: The Future

 What are you looking for in your next job? What is important to you?
 What are your goals for the next five years / ten years?
 How do you plan to achieve those goals?
 What are your salary requirements - both short-term and long-term?
 Questions about your career goals. - 
 What will you do if you don't get this position? -

3. Interview while dinning

Employers take job candidates out to lunch or dinner, especially when they are
interviewing for jobs where there is a lot of client interaction, to evaluate their social
skills and to see how the candidates handle themselves under pressure.
Taking you to breakfast, lunch or dinner provides the interviewer with a chance to
check out your communication and interpersonal skills, as well as your table manners,
in a more casual environment than an office setting. Good manners will give you an
advantage over other candidates, so, take some time to brush up your table manners
and to be aware of good interview dining etiquette.

What to Wear
Dress professionally for your dinner interview, just as you would for an interview in the
office. The venue has changed, but you are still interviewing for a job and it's important
to make a good impression.

Mind Your Manners

Please and thank you go a long way in making a good impression. That means
thanking the host or hostess who seats you, the waitstaff, and your host. Follow up
with a thank you note to the interviewer which reiterates your interest in the job.

Remember Your Table Manners

Remember what you mom told you about not chewing and talking at the same time,
keeping your elbows off the table, and sitting up straight? Table manners are important
when you're dining with a prospective employer. Don't be too casual and do pay
attention to good table manners.

Engage in a Conversation
Dining interviews aren't one sided. They are an opportunity for the interviewer to get to
know you and vice versa. It's important to be engaged in a conversation with the
interviewer and whomever else is there. As well as responding to questions about
yourself, ask questions, and carry on a conversation. The more comfortable and
relaxed everyone is, the better chance you have of moving to the next round.
 To Drink or Not to Drink
There are two schools of thought when it comes to alcohol and interviewing. The first
is that it is important to not drink and to keep your wits about you. The other is that it
could be awkward if the interviewer orders a bottle of wine and everyone at the table,
other than you, has a glass. Of course, if you don't drink alcohol there is absolutely no
need to drink just because the host is drinking. If you choose to drink alcohol, don't
have more than a glass of wine or so and be very careful to stay focused on the
conversation
4. Improve Your Interview Technique
A job interview gives you a chance to shine. What you say and what you do is going to
either move you to the next round of consideration for employment or knock you out of
contention. It doesn't take much to make an impression - good or bad. If you haven't
taken time to dress appropriately or if you say the "wrong" thing, it will be over.
Take the time to prepare your interview technique including knowing what's on your
resume, being able to present why you are qualified for the job, why you are interested
in the company, and practicing staying calm and focused. It's important to remember
that the image the interviewer has of you when he first meets you is the one that is
going to last.

Know the Facts

I've been surprised when applicants weren't able to tell me their dates of employment
or what they actually did on a day-to-day basis at their job. Review your work history -
and make sure what you say matches what's on your resume. Take the time to learn
about the company and about the job you're applying for.

What You Don't Say 

What you don't say can - and will - be used against you in a job interview. If you come
to an interview chewing gum or drinking coffee, you will already have one strike
against you. Too much perfume or not enough deodorant won't help either. Not being
dressed appropriately or having scuffed shoes will give you a second strike. Talking or
texting on your cell phone or listening to an iPod while waiting to be called for the
interview may be your final strike and you could be done with your candidacy before
you even say a word.

What You Do Say 

Your verbal communications are important. Don't use slang. Speak clearly and
definitely. If you need to think about a response to an interview question, that's fine. It's
better to think before you talk than to stumble over your words. Practice answering
some interview questions so you're comfortable responding the basics.

Listen
It can be easy to get distracted during a job interview. It's stressful and you're in the
hot seat when it comes to having to respond to questions. That said, if you do your
best to listen to what the interviewer is asking, it will be easier to frame appropriate
responses.
 Dress for interview
How to dress for an interview including advice on what, and what not, to wear on a job
interview, appropriate interview attire, how to impress a prospective employer,
business vs. business casual attire, and tips on dressing for success.

5. How to Dress for an Interview

The first impression you make on a potential employer is the most important one. The
first judgement an interviewer makes is going to be based on how you look and what
you are wearing. That's why it's always important to dress professionally for a job
interview

6. How To Handle Group Interview

To successfully handle a group interview, take time in advance to prepare. Ask who
you will be interviewing with and ask for their names. That way, you can bring a copy
of your resume for each interviewer and it will be easier to remember who's who.
Check the LinkedIn Profiles of your interviewers so you can get insight into their role at
the company and their background.

Be sure to research the company ahead of time. The more you know about the
company, the easier it will be to respond to questions.

Bring a notepad and pen and take notes. Again, it will be easier to keep track of the
interview if you are able to jot down some notes.

Connect With the Interviewers

Connect with the group as well as the individual interviewers. When one panelist asks
a question, respond directly to him or her, but also make eye contact with the rest of
the group as you're answering. The more engaged you are - with everyone - the better
impression you'll make.

Pay attention to the group dynamics. How does everyone get along? What type of
interaction do they have? Is it positive? You're interviewing the company as much as
they are interviewing you and it's important to see how you will fit in, if you're hired. If
you're not comfortable with the synergy between the panelists, think about what it will
be like to work with them when making a decision on accepting a job offer.

Follow Up After the Interview

 Ask for business cards and send a thank you note to everyone you interviewed with. If
you don't get a chance to collect business cards, send a thank you note to the person
who arranged the interview.

7. Prepare for telephonic interview

Employers use telephone interviews as a way of identifying and recruiting candidates
for employment. Phone interviews are often used to screen candidates in order to
narrow the pool of applicants who will be invited for in-person interviews. They are also
used as way to minimize the expenses involved in interviewing out-of-town candidates.
While you're actively job searching, it's important to be prepared for a phone interview
on a moment's notice. You never know when a recruiter or a networking contact might
call and ask if you have a few minutes to talk.

Be Prepared to Interview

Prepare for a phone interview just as you would for a regular interview. Compile a list
of your strengths and weaknesses, as well as a list of answers to typical phone
interview questions. In addition, plan on being prepared for a phone conversation
about your background and skills.
 Keep your resume in clear view, on the top of your desk, or tape it to the wall near the
phone, so it's at your fingertips when you need to answer questions.
 Have a short list of your accomplishments available to review.
 Have a pen and paper handy for note taking.
 Turn call-waiting off so your call isn't interrupted.
 If the time isn't convenient, ask if you could talk at another time and suggest some
alternatives.
 Clear the room - evict the kids and the pets. Turn off the stereo and the TV. Close the
door.
 Unless you're sure your cell phone service is going to be perfect, consider using a
landline rather than your cell phone to avoid a dropped call or static on the line.

Practice Interviewing

Talking on the phone isn't as easy as it seems. I've always found it's helpful to
practice. Have a friend or family member conduct a mock interview and tape record it
so you can see how you sound over the phone. Any cassette recorder will work. You'll
be able to hear your "ums" and "uhs" and "okays" and you can practice reducing them
from your conversational speech. Also rehearse answers to those typical questions
you'll be asked.

During the Phone Interview

 Don't smoke, chew gum, eat, or drink.

 Do keep a glass of water handy, in case you need to wet your mouth.
 Smile. Smiling will project a positive image to the listener and will change the tone of
your voice.
 Speak slowly and enunciate clearly.
 Use the person's title (Mr. or Ms. and their last name.) Only use a first name if they ask
you to.
 Don't interrupt the interviewer.
 Take your time - it's perfectly acceptable to take a moment or two to collect your
thoughts.
 Give short answers.
 Remember your goal is to set-up a face-to-face interview. After you thank the
interviewer ask if it would be possible to meet in person.

After the Interview:

 Take notes about what you were asked and how you answered.
 Remember to say "thank you." Follow with a thank you note which reiterates your
interest in the job.
8. Take The Time To say Thank You
Taking the time to say thank you after a job interview not only is good interview
etiquette, it reinforces your interest in the position. Use your thank you letter, as well,
to address any issues and concerns that came up during the interview.

You can also consider your thank you as a follow-up sales pitch. Restate why you
want the job, what your qualifications are, how you might .

make contributions to the organization, and so on.

Your thank you letter is also the perfect opportunity to discuss anything of importance
that you didn't answer as thoroughly as you would have liked during the job interview.
Keep in mind though, that your thank you note should be brief and to the point. A
couple of brief paragraphs are plenty.

Potential Interviewing Problems

Potential interview problems that can threaten the success the employment interview are
discussed next:
Inappropriate Questions
Although no Questions are illegal, many are clearly inappropriate. When they are asked,
the responses generated create a legal liability for the employer. The most basic
interviewing role is this : ask only job related questions” historically the interview has
been more vulnerable to charges of discrimination than any other tool used in the
selection process. One simple rule governs interviewing: all questions must be job
related. In addition to being a waste of time, irrelevant and personal questions are
dangerous and often improper.
Premature judgments
Research suggest that interviews often make judgments about candidates in the first few
minutes of the interview. Apparently these interviews believe their ability to “ read” the
candidate is superior. When this occurs, a great deal of potentially valuable information
is not considered. Even if an interviewer spent a week with an applicant, the sample of
behavior might be too small to judge the candidate’s qualifications properly. In addition,
the candidate’s behavior during the interview is seldom typical or natural, thereby making
a quick judgment difficult.
Interviewer Domination
In successful interviews, relevant information must flow both ways. Sometimes,
interviewer begins the interview by telling candidate what they are looking for, and then
excited to hear candidates parrot back their own words. Other interviewer are delighted
to talk through virtually the entire view, entire to take pride their organization’s
accomplishment or to express frustration over their own difficulties. After dominating the
interview for an hour or so, these interviewers feel good about the candidate. Therefore,
interviewers must learn to be a good listeners as well as suppliers of information.
Permitting Non-Job related Information
If a candidate begins volunteering personal information that is not job related, the
interviewer should steer the conversation back on course. It might do well to begin the
interview by tactfully stating,” this selection decision will be based strictly on qualification