NC State Poole College of Management Career Center https://poole.ncsu.edu/undergraduate/career-services
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WHAT HAPPENS DURING THE INTERVIEW?
THE INTERVIEWING PROCESS can be scary if you don’t know
what to expect. All interviews fit a general pattern. While each
interview will differ, all will share three common characteristics:
the introduction, discussion and conclusion.
The typical interview will last 60 minutes, although some may
be much longer. A typical structure is as follows:
• Five minutes—small talk
• Forty minutes—a discussion of your background and
credentials as they relate to the needs of the employer
• Ten minutes—questions (both parties)
• Five minutes—conclusion of interview
As you can see, there is not a lot of time to state your case. The
employer may try to do most of the talking. When you do respond
to questions or ask your own, your statements should be concise and
organized without being too brief.
IT STARTS BEFORE YOU EVEN SAY HELLO
The typical interview starts as soon as you arrive. The recruiter
begins to evaluate you the minute you are identified. Be confident
and stand to greet the recruiter. Offer a warm smile, an introduction
and a firm handshake if appropriate.
It’s a good idea to arrive at least five to ten minutes early. Greet
the receptionist. Use the time to relax.
THE RECRUITER HAS THE FLOOR
The main part of the interview starts when the recruiter begins
discussing the organization. If the recruiter uses vague generalities
about the position and you want more specific information, ask
questions. Be sure you have a clear understanding of the job and the
company before you arrive.
As the interview turns to talk about your qualifications, be
prepared to deal with aspects of your background that could be
construed as negative; e.g., low grade point average, no partici-
pation in outside activities, no related work experience. It is up
to you to convince the recruiter that the positive aspects of your
background outweigh the negative. A low GPA could stem from
having to fully support yourself through college. You might have no
related work experience, but plenty of other experience that shows
you to be a loyal and valued employee.
Many times recruiters will ask why you chose the major you
did or what are your career goals. These questions are designed
to determine your goal direction. Employers seek people who
have direction and motivation. This can be demonstrated by your
answers to these questions.
IT’S YOUR TURN TO ASK QUESTIONS
When the recruiter asks, “Now do you have any questions?” it’s
important to have a few ready. Dr. C. Randall Powell, author of
Career Planning Today, suggests some excellent strategies for asking
questions. He says questions should elicit positive responses from
the employer. Also, the questions should bring out your interest in
and knowledge of the organization.
By asking intelligent, well-thought-out questions, you show the
employer you are serious about the organization and need more
information. It also indicates to the recruiter that you have done
your homework.
THE CLOSE COUNTS, TOO
The interview isn’t over until you walk out the door. The
conclusion of the interview usually lasts five minutes and is very
important. During this time the recruiter is assessing your overall
performance.
It is important to remain enthusiastic and courteous. Often the
conclusion of the interview is indicated when the recruiter stands
up. However, if you feel the interview has reached its conclusion,
you may stand up first.
Shake the recruiter’s hand, if the recruiter offers a handshake, and
thank him or her for considering you. Being forthright is a quality
that most employers will respect, indicating that you feel you have
presented your case and the decision is now up to the employer.
EXPECT THE UNEXPECTED
During the interview, you may be asked some unusual questions.
Don’t be too surprised. Many times questions are asked simply to
see how you react.
For example, surprise questions could range from, “Can you
tell me a joke?” to “What time period would you like to have lived
in?” These are not the kind of questions for which you can prepare
in advance. The way you react and the response you give will be
evaluated by the employer, but there’s no way to anticipate questions
like these. While these questions are not always used, they are
intended to force you to react under some stress and pressure.
Pause, think and give a natural response.
WHAT TO DO IF ASKED AN ILLEGAL QUESTION
Your interview is going well, and you are excited that this may be the
job of your dreams. Then suddenly you are asked an illegal question.
What should you do? Some illegal questions include, “Do you have
children?”, “Is your middle name your maiden name?”, ”Since you
are in a wheelchair, are you able to drive?”, “Where were you born?”
These questions may be asked with no harm intended and are often
asked by untrained interviewers who are trying to show a personal
interest in the applicant. However, interviewers are not allowed to
ask these types of personal questions because sometimes responses
given by applicants have been used to discriminate against them.
Laws vary from state to state, but generally, questions about
race, nationality, ancestry, religion, sex, marital status, children
and childcare, health, medical history, and disabilities (with the
exception of inquiries about accommodations needed to effectively
perform the job) are defined as illegal. If you feel uncomfortable
answering an illegal question, it is recommended that you either
answer briefly and move onto another topic or ignore the question
and change the subject. If the question is obviously discriminatory
and/or offensive, you have the right to walk out of the interview
and report it to the recruiter’s supervisors. In addition, inform your
Poole Career Center coaches so that they can follow-up with the
employer.
EVALUATIONS MADE BY RECRUITERS
The employer will be observing and evaluating you during
the interview. Erwin S. Stanton, author of Successful Personnel
Recruiting and Selection, reports some evaluations made by the
employer during the interview include:
1. How mentally alert and responsive is the job candidate?
2. Is the applicant able to draw proper inferences and conclusions
during the course of the interview?
3. Does the applicant demonstrate a degree of intellectual depth
when communicating, or is his/her thinking shallow and
lacking depth?
4. Has the candidate used good judgment and common sense
regarding life planning up to this point?
5. What is the applicant’s capacity for problem-solving
activities?
6. How well does the candidate respond to stress and pressure?