One of the most frequent comments I hear from job seekers is how long it’s been since their last interview. Some folks claim never to have been interviewed, although my guess is that they simply weren’t cognizant of being sized up during a lunch meeting or networking event.
Since most job seekers will indeed experience interviews -- often multiple sessions for the same opportunity -- it’s a good idea to know what’s coming. In today’s column, I’ll review common interview processes; next week, I’ll look at strategies for answering the questions.
Telephone interviews. A favorite of recruiters everywhere, this is most frequently a 10-20 minute inquisition with a "gatekeeper" -- the person charged with culling an unwieldy list of candidates to a handful who will be interviewed in person. Your strategy for this session is to stay in the game. A corollary strategy: Remember that the interviewer is probably not in your professional discipline. Focus on being credible, but don't burden the conversation with details about the latest technology in the field.
Your most difficult question will be: “What salary are you expecting?” This is definitely a screening question, and those who want too much will not make the cut. Since you may be able to negotiate later, answer by providing a broad range based on your research. For example, “I’d need to know more about the position, but from my current research, something between $45,000 and $65,000 would work for me.”
One-on-one interviews. By far the most common interview format, this meeting is often held with the person who would be your supervisor. If so, recognize that you are now playing for the championship, as he or she is the person who will make the ultimate hiring decision.
These interviews may last 30 to 60 minutes, or more, and will be focused on information exchange. Here is where you might learn more about the position, while also going in-depth and technical on some of your answers. Your strategy is to win over the supervisor, both personally and professionally. The winning candidate will be someone the manager likes and trusts. Strive to be that person.
Panel interviews. Uh-oh -- these are the sessions responsible for most people's interview anxiety. In some cases, these committee meetings with three or eight (gulp) interviewers are an efficient way to meet an entire team; at other times, they smell of bureaucracy. Your strategy is the same either way: Win each person over. How? With the basics: handshakes, eye contact, humility and confidence.
Your advanced strategy is to address answers to cover individual concerns. Your future co-workers want to know you’re competent and team-oriented; your future boss wants leadership; your direct reports want fairness. Demonstrate the qualities each seeks, and you’ll pile up the votes in your favor.
Group interviews. Here the tables are turned. Instead of one candidate and many interviewers, there are now several candidates, each being observed or individually questioned in front of the other applicants. Think "Men in Black" and you'll have the picture. Thankfully, these processes are rare, although they pop up in unexpected places.
Your strategy is to stay in the game, with the hope of advancing to a one-on-one session. To do so, observe as much as you can, particularly while others are “performing.” Listen to candidate answers, watch interviewer reactions, and formulate your own strategies as you wait your turn. For team exercises, my best advice is to be yourself. If you’re naturally a leader, take that role. But if leadership isn’t your gig, there’s no point in faking it. Even if you pull it off, that might not be the role they’re trying to fill.
Special situations. In addition to the above interview formats, you may encounter any number of variations, including video interviews, large group Q & A sessions, skill demonstrations, lunch meetings, facility tours with multiple standing interviews ... not to mention the psychological testing some companies use for final candidates. It's enough to inspire self-employment.
Since knowledge is better than speculation, you should ask as each meeting is scheduled: “What can you tell me about this interview? Will it be one person, or a panel? I’d like to get their names and titles if you don’t mind. That will help me prepare. Do you know if there’s likely to be a tour or a meal involved?”
You might feel that asking these questions is inappropriate, but you’ll soon appreciate the difference in your confidence when you know the setup in advance. Then you can focus your preparation on your answers. I’ll go over some of those strategies in next week’s column.
Amy Lindgren owns Prototype Career Service, a career consulting firm in St. Paul, Minn. She can be reached at alindgren@prototypecareerservice.com or at 626 Armstrong Ave., St. Paul, MN 55102.
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