Speaking - Aspects in Interviews II

Speaking for Formal Interactions
Aspects in Interviews II
Four Keys to Success
understanding what to expect (possible forms and

substances of interview)
(NEXT MEETING)
preparing and researching
anticipating questions
following up
Types of Interviews: The Substances
Conversational
Behavioral
Case or situational
Stress situation
Note: all four of these interview types can be one-on-one or might be a panel conversation
Types of Interviews: Conversational (Traditional)
typically a question-and-answer discussion, usually a relatively short

interview (15 minutes to 1 hour)
interviewers main goals are to:

assess whether or not the job-seeker has the skills and abilities to
perform the job
evaluate whether or not the job-seeker possesses the enthusiasm
and work ethic that the employer expects
analyze whether or not the job-seeker is a team player and will fit
into the organization
Types of Interviews: Behavioral
typically an assessment of past performance
interviewers will expect to hear about specific situations

and/or scenarios
initial questions are typically followed by follow-up

questions
specific, key details related to situations/scenarios are

expected

assess candidates behaviors and approaches by
exploring specific situations
analyze past behavior to try to predict future
performance
-Illustration-
identify the skill sought by the question so that you can

best focus your answer
give a STAR answer:

Situationwhat was the context?
Taskwhat was the specific problem or need?
Actionwhat did you do? (produce, write, create, etc.)
Results/resolutionwhat did you learn? what skills did
you develop?
STAR Example - QUESTION
QUESTION:
Can you tell me about a time from your work experience when your
manager or supervisor was unavailable and a problem arose?
STAR Example - ANSWER
Situation
quickly explain the situationwhat happened? who was involved (e.g.,
clients, coworkers, customers)?
Task
what was the particular problem that needed to be resolved?
Action
what specific action did you take to resolve the problem? what did you
do or produce?
Results/resolution
what were the results of your action? what did you take from this
experience?
Types of Interviews: Case or Situational
primarily used by management and consulting firms to

determine how well a candidate fits in a field or job
typically interviewee is provided a problem or a scenario

and asked to work through it
Types of Interviews: Case or Situational

analyze how well interviewee can identify and work
through a problem
assess problem-solving skills
evaluate tolerance for ambiguity and ability to start on
tasks
analyze communication skills
Types of Interviews: Stress Situation
typically used for jobs where high degrees of stress will be

encountered regularly
interviewers sometimes rely upon rudeness, sarcasm, or

outright hostility to provoke a response
Types of Interviews: Stress Situation
assess how well interviewee deals with unexpected

and/or stressful situations
evaluatehow well interviewee can work and

communicate under pressure
What are some of the goals of a job interview?
to get a job
to figure out if a position is right for you
to provide potential employers with a stronger sense of why

they should hire you, your skills, how you stand out
to provide further articulation and illustration of the skills

listed and experiences provided in your resume
Some Goals of a Job Interview
Employer evaluates candidates
skills applicable to the job

competence to do the job
potential to contribute to the team/organization
ability to mesh with teams/organizations mission,
philosophy, and environment
Some Goals of a Job Interview
Candidate evaluates employer
match between interests and job tasks/work

degree of responsibility and challenge
potential for growth and further education
ability to mesh with teams/organizations mission,
philosophy, and environment
How can you best prepare for a job interview?
dress appropriately depends upon business; dress for the job

you want
back up documents; e.g., writing samples, copy of resume,

transcripts, other docs, references; letters of recommendation
(dossier or portfolio)
research the company Google the company, Access information

from insider(s)
make sure you know how to get there efficiently

Preparing and Researching
research the field
research the employer
research the job, team, and context

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Speaking for Formal Interactions

understanding what to expect (possible forms and

typically a question-and-answer discussion, usually a relatively short

interviewers main goals are to:

typically an assessment of past performance

interviewers will expect to hear about specific situations

initial questions are typically followed by follow-up

specific, key details related to situations/scenarios are

interviewers main goals are to:

identify the skill sought by the question so that you can

give a STAR answer:

primarily used by management and consulting firms to

typically interviewee is provided a problem or a scenario

interviewers main goals are to:

typically used for jobs where high degrees of stress will be

interviewers sometimes rely upon rudeness, sarcasm, or

interviewers main goals are to:

assess how well interviewee deals with unexpected

evaluatehow well interviewee can work and

to figure out if a position is right for you

to provide potential employers with a stronger sense of why

to provide further articulation and illustration of the skills

skills applicable to the job

match between interests and job tasks/work

dress appropriately depends upon business; dress for the job

back up documents; e.g., writing samples, copy of resume,

research the company Google the company, Access information

make sure you know how to get there efficiently

research the field

research the employer

research the job, team, and context

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