Interviewing

• You must be prepared to answer the interview questions you are likely to be asked. Review the “Common Interview Questions” part of this guide. In addition, use the internet to gather sample interview questions specific to your field.
• Examine the job posting closely. Circle each of the required qualifications and parts of the job description. Be prepared to elaborate on each area.
• Relate your answers to what they are looking for in candidates for this position. For example, if the interviewer asks what your strongest skills are, your answer should include some of the skills that were listed as requirements on the job posting (assuming that those are skills you actually have!).
• Watch for clues from the interviewer. Throughout the discussion, they may provide useful clues as to what they are looking for in candidates. For example, if they mention that the company’s goal is to provide better supervision of the staff, make sure to talk about your supervision and leadership experience.
• Most candidates say too little in the interview. Be thorough in your responses and give examples to support your comments. For most interview questions, plan on spending at least one minute answering the question. That doesn’t mean ramble unnecessarily. If you can’t fill one minute, you probably didn’t prepare well enough.
• The interview is your opportunity to sell yourself. You need to overcome any shyness toward talking about yourself and even “tooting your own horn.” It’s difficult to convince someone that you are the person they want if you can’t promote your qualifications.
• Thoroughly research the employer. Go to the company website and learn as much as you can about the company and its history, culture, competitors, and performance. Use the Employer Research Worksheet to help with this. Also, become more familiar with the industry in which the company operates.
• Never badmouth previous employers, supervisors, or colleagues.
• If you don’t know the answer to question, acknowledge it (“That’s a good question”) and ask for a moment to compose your thoughts.
• Relax and let your true personality come out. In most cases, interviewers want to like you (or they wouldn’t have called you in and spent time interviewing you).

Your Voice

• Tone – Enthusiastic, expressive, and warm. Avoid monotone!
• Pitch – Try to end sentences on an “up” tone.
• Tempo – Watch your pacing. Try to get in a rhythm and be conversational.
• Clarity – Concentrate on proper enunciation. Avoid mumbling.
• Hesitation – Answer the questions confidently without starting and stopping.
• Pauses – It is acceptable to briefly pause for emphasis or dramatic effect.
• Language – Absolutely no slang or profanity. Avoid clichés and colloquialisms.

Your Body Language

• Maintain consistent but not constant eye contact with the recruiter(s) throughout the interview. Constant eye contact will be disconcerting for most people, and some may even find it to be aggressive. Avoiding eye contact entirely can lead people to see you as lacking in confidence or, worse, they may see you as dishonest.
• Smile frequently to demonstrate your positive attitude.
• Maintain proper posture – don’t slump; lean slightly forward; keep your feet and knees directed towards the person you are speaking with. This posture shows you are interested and engaged in the conversation.
• Maintain positive body language – avoid crossing arms or legs. This, in combination with other factors, can make you appear to be closed off, defensive, and/or bored with the interview.
• Use your hands naturally. If you naturally talk with your hands, don’t try to stop it during an interview. It can make you look awkward. Just make sure your gestures don’t get so big or so frequent that they start to distract from your words.
• Don’t fidget – If you have a tendency to tap your foot, jiggle your legs, play with your hair, crack your knuckles, or in any other way unnecessarily fidget, practice controlling it. Fidgeting will make you come across as nervous or impatient.

Work Experience

• Describe your job-related skills and experiences and how they relate to this position.
• What have you enjoyed most about previous jobs? Enjoyed least?
• What did you learn in previous jobs that will help you in this job?
• What were your responsibilities in your previous positions?
• How would previous supervisors describe you?
• Why did you leave your last job (or why are you leaving your present job?)
• Tell me about a work situation that really challenged you. How did you meet the challenge?
• Can you explain this gap in your work experience? (If applicable)

The Job, the Employer, and the Industry

• What do you know about our company? (Look at the "Employer Research" section for tips on how to prepare for this question)
• Why do you want to work for us?
• Why should I hire you?
• What do you know about this industry?
• How do you keep current on trends in this industry?

Behavioral-Based Interview Questions

Behavioral-based questions are those that require you to describe a specific situation that occurred in the past and how you handled it. Look at the "Answering Behavioral-Based Questions" section for tips on how to answer these.

• Tell me about a work situation that really challenged you. How did you meet the challenge?
• Describe a time you had to deal with conflict in a group situation.
• Give me an example of your ability to manage or supervise others.
• Describe a situation in which you had to handle an upset customer or co-worker.
• Give me an example of a time you showed initiative. 
• Tell me about a difficult decision you had to make at work. 
• Give us an example of a time in which you worked under deadline pressure. 
• Describe a time when you disagreed with your supervisor. How did you handle it?

Recruiters use “behavioral-based” questions to evaluate how a candidate handled a past situation or task. The candidate's past behaviors may be used to help predict future behaviors and determine the likelihood of a candidate’s success in the position. Answering behavioral-based questions is like telling a story. Here is a strategy you can use to ensure you answer the question thoroughly. Use the STAR method, which stands for Situation or Task, Action, and Result. 

Situation or Task
Based on the question, describe the situation that you were in or the task that you needed to accomplish. Although it is OK (but not necessary) to start with a generalized description of what you have done in the past, at some point during your answer you must provide a specific, detailed example. Be sure to give enough detail for the interviewer to understand what is going on.

Action
Describe the actions you took in detail, illustrating the skills you used. This should not be a hypothetical situation, so don't explain what you might do, describe what you actually did. And keep the focus on you – even if you are discussing a group project or effort, describe what you did - not the efforts of the team. The “Action” is the most important part of your answer, so be detailed and spend most of your answer time on this.

Results
How did the situation end? What happened? What did you accomplish? What did you learn? It should obviously be a “happy” ending.
Your answer should be no less than one-minute long. Here is a shortened example of how this works:

Interview Question: “Describe a situation in which you had to handle an upset customer.”

Possible answer: (Situation/Task) “I had a situation just last week. I am a sales associate at an apparel store in the mall. We were having our summer sale, and one of our regular customers was upset that we didn’t have the outfit she wanted in her size. (Action) She was clearly very angry, so I let her express her disappointment. I reassured her I would do everything I could to help. I contacted one of our other stores in the area to see if they had the outfit in the size she was looking for. They did, so I asked them to have the company delivery truck bring it to our store the following morning. I told the customer we would have it the next day and that I would personally call her when it arrived. (Result) By this time, she had already calmed down quite a bit. She thanked me for all the extra effort, and even ended up buying over $300 in clothes that day!

The type of example you use will depend on the interview question, but it is preferable to draw mostly upon previous work experiences. You can also use examples from college (class and extracurricular) and volunteer experiences. Typically, only use personal experiences as a last resort.

If you are forced to use an example that has an “unhappy” ending (either because it is the only example you have for the question asked or because the question specifically asks for it) finish your answer by telling the interviewer what you learned from the negative results and, if applicable, explaining what you would do differently if you encountered a similar situation in the future.

General interview preparation: Now that you know how the STAR strategy works, refer to the “Common Interview Questions” section for a list of sample behavioral interview questions. For more advice on answering behavior based questions, check out Candid Career's How to Ace a Behavioral Interview.

In preparation for an interview for a specific job, review the job posting and assume you will be asked behavioral-based questions about all of the duties of the position.

There are basically two strategic reasons you should be asking questions during the interview process:

1. To make sure this position, department, and company are a good fit for you.
2. To gather information to help you better understand the needs of the company, so you can interview more effectively and “sell yourself.”

Asking questions is also important in order to demonstrate your engagement in the interview process. Candidates that don’t ask thoughtful questions may come across as uninterested, unmotivated, and even a little unsophisticated.

Therefore, here are some sample questions based on the two reasons above:

Make sure this position, department, and company are a good fit for you.

• I understand the responsibilities of this position as they are stated in the job posting. But perhaps you could give me an idea of what a typical day (or week) may look like?
• What are the most challenging aspects of this position?
• What would you consider to be the most important aspects of this job?
• What are the performance expectations of this position over the first 12 months?
• Please describe your training program or process.
• Where does this position (or department) fit in the overall organization of the company?
• How would you describe the company “culture”?

To gather information to help you better understand the needs of the company, so you can interview more effectively and “sell yourself.”

• What do you see ahead for your company in the next five years?
• What have been the department's successes in the last couple of years?
• What are the major challenges facing the company or department?
• What are some of the company’s short-term and long-term goals?
• What skills are especially important for someone in this position?
• What’s the most important thing I can do to help within the first 90 days of my employment?

Use the information you gather from these questions to further your candidacy. For example: “I understand that your company will be expanding into the technology consulting industry. I have a strong computer background and contacts in that field that may help during this expansion period.”

Your final questions:

• What is the next step in your selection process?
• Do you have a timetable for making a decision? (Ask only if not addressed by question above.)

Do not ask about things that you have already been told or are obvious. For example, if the job posting lists the responsibilities of the position, don’t ask what job duties are. Don’t ask basic questions about the company that you could have researched on the company website. Notice that these sample questions do not include inquiries about salary! In fact, most questions dealing with your compensation and benefits (even tuition reimbursement) are off limits. Be mindful as to which people can answer what questions. A human resources staff person may be able to answer questions about the company, whereas the hiring authority is better equipped to answer specific questions about the nature of the job.

Companies frequently use phone interviews for the first interview. This allows them to conduct a preliminary screening of the candidates to decide who they want to advance to the next stage of the interview process. For employers, this saves them time and money (on candidate travel expenses), and enables them to screen large numbers of candidates efficiently.
For the job seeker, the challenge of the phone interview is that it is often more difficult to build rapport with the interviewer(s) since you can’t see each other. You also lose the positive elements of body language. Therefore, one key to success in the phone interview is ensuring you are prepared to answer the questions. This is the same type of preparation you would use for an in-person interview. If you haven’t already, we strongly recommend that you review the common interview questions section of this guide. Also, Career Services staff members are available to give a “mock phone interview” to practice your skills.
Helpful tips:

• Confirm date, time, and who will be involved in the interview.
• Ensure that you have a stable cell signal.
• Conduct the interview in a quiet room where there will be no interruptions or distractions.
• Write down the interviewer(s) name(s) and use it frequently. This helps build rapport.
• Dress professionally. Even though they can’t see you, it will keep you in the right frame of mind.
• Have your resume and notes organized in front of you, including the questions you want to ask.
• If you are in an area with spotty cell phone coverage, confirm who will call who back if you get disconnected.
• If you need time to think about an answer, let them know. Otherwise, your silence will be disconcerting.
• Place a mirror across from you. Check it periodically to ensure you are smiling. A smile on your face will produce a smile in your voice.
• Monitor the time on a nearby clock. Respect the time parameter set by the interviewer.

Another key to success is utilizing your “voice” properly. Consider some of these helpful tips:

• Tone – Enthusiastic, expressive, and warm. (Remember, they can’t see you smile). Avoid monotone!
• Pitch – Try to end sentences on an “up” tone.
• Volume – Appropriate for the situation. Most interviewees do not speak loud enough. At the beginning of the interview, ask them if they can hear you adequately.
• Tempo – Watch your pacing. Try to get in a rhythm.
• Clarity – Concentrate on proper enunciation. Avoid mumbling.
• Hesitation – If you feel you are struggling to find words and starting/stopping, this will sound even worse to them since they can’t see you. Prepare your answers in advance so you can answer the questions confidently.
• Pauses – It is acceptable to briefly pause for emphasis or dramatic effect.
• Language – Absolutely no slang or profanity. Avoid clichés and colloquialisms.

Video conferencing is another growing trend both for first interviews and/or in cases where traveling to the work site for an interview is not possible. Like a phone interview, video conferencing allows employers to conduct a preliminary screening of the candidates to decide who they want to advance to the next stage of the interview process. And like phone interviews, this saves the employer time and money (on candidate travel expenses), and enables them to screen large numbers of candidates efficiently.
For the job seeker, video conferences have some distinct advantages over telephone interviews. Most notably, you now regain some of the positive elements of non-verbal communication and body language. This makes it easier to build a rapport with the interviewer. Just like with any other interview, one key to success in the video conference interview is ensuring you are prepared to answer the questions. This is the same type of preparation you would use for an in-person interview. If you haven’t already, we strongly recommend that you review the “Common Interview Questions” section of this guide. Also, Career Services staff members are available to give a “mock video conference interview” to practice your skills.
Helpful tips:

• Verify that your username and profile picture are both appropriate for a professional interview.
• Test your equipment. Call a friend early enough before the interview to verify that your webcam and your sound are both working, that the proper microphone is active, and that your connection is stable. Make sure you have enough time to fix any problems you may encounter during the check.
• Keep the camera at eye level and at arm’s length.
• Look at the camera during the interview, not the screen. Looking at the camera will make the interviewer feel like you are looking them in the eye and will help build rapport.
• Confirm date, time, and who will be involved in the interview.
• Verify your time zones! Make sure that you are aware of what time zone your interviewer is in and that you are 100% sure what time the interview will be taking place in your time zone.
• Conduct the interview in a quiet room where there will be NO interruptions or distractions.
• Have an appealing yet professional background.
• Write down the interviewer(s) name(s) and use it/them frequently. This also helps build rapport.
• Dress professionally, top to bottom. You never know when you may have to get up.
• Have your resume and notes organized in front of you, including the questions you want to ask.
• If you need time to think about an answer, let them know. Otherwise, your silence will be disconcerting.
• Monitor the time on a nearby clock. Respect the time parameter set by the interviewer.

Another key to success is utilizing your “voice” properly. Consider some of these helpful tips:

• Tone – Enthusiastic, expressive, and warm. Avoid monotone!
• Pitch – Try to end sentences on an “up” tone.
• Volume – Appropriate for the situation. Most interviewees do not speak loud enough. At the beginning of the interview, ask them if they can hear you adequately.
• Tempo – Watch your pacing. Try to get in a rhythm.
• Clarity – Concentrate on proper enunciation. Avoid mumbling.
• Hesitation – Prepare your answers in advance so you can answer the questions confidently.
• Pauses – It is acceptable to briefly pause for emphasis or dramatic effect.
• Language – Absolutely no slang or profanity. Avoid clichés and colloquialisms.

We also recommend reviewing the body language hints in the “Interviewing Basics” section of this guide in preparation for video conference interviews.
Examples of video conferencing tools:

• Zoom
• Microsoft Teams
• FaceTime
• Skype

Once you have identified some employers that you want to work for and are in the process of applying for jobs, you should also start “researching” those employers. This research takes place at two levels: Basic and In-depth. Use the Employer Research Worksheet to record the information you gather.

Basic

Before you even apply for a job, it is advisable that you collect information on the company’s:

• Major lines of business and main products/services
• History and reputation in the industry
• Culture, mission, vision, values, goals

Why should you know this information even before applying?

First, it may help determine whether this is a company you are even interested in working for. Secondly, it is not unusual for recruiters, on the initial call to the applicant, to “quiz” them on what they know about the company to see whether the applicant is serious and did his/her homework. Sometimes this call can come within 24 hours of submitting your application, so you need to be ready!

In-depth

To be prepared for the interview process, in addition to the “basic” research you have already conducted, you should at the very least be knowledgeable of the company’s:

• Competitors and customers
• Performance (revenues, market share, awards/recognitions, industry ranking, etc.)
• Size (annual sales, number of employees, number of locations, etc.)
• Corporate executives, officers, and leaders

Much of this information can be found on the company’s website in the “About Us” section. You should also be familiar with any press releases or articles in the newspaper or magazines about the company. This may be available on the company website, or you may want to use some of the resources available through the FGCU Library. For more researching tips, check out Candid Career's video on Studying a Company.

 

When do I use the information I have collected?

Remember, every question you are asked during the interview is an opportunity to sell yourself. Therefore, when you are asked what you know about the company, do more than just recite facts and data. Use your knowledge to link your qualifications to their needs. Here are a few examples:

• “I noticed on your website that you have plans to open a new sales office in Orlando. I grew up in Orlando and am very familiar with the city and have numerous connections, which will enable me to help you with that expansion.”
• “I read in an article in a local business magazine that your company’s top priority is enhancing your customer service. After spending three years working for one of the top hotels in the area, I have developed exceptional customer relations skills, which will enable me to help you reach your goal.”

Congratulations, you have been offered a job! Whether you accept or decline the offer, you should handle this transaction with the utmost professionalism, and communicate your intentions in writing.

Accepting the Offer

If you have verbally accepted the offer, it’s a good idea for there to be some official documentation so that both you and the employer are in agreement as to the details of your employment. Every company handles this differently. Some will send you an offer letter (sometimes called an employment agreement or employment contract) for you to sign and return. If this is the case, carefully review the document to ensure it is accurate, and make a copy for your files before sending it back. Getting an offer in writing is especially helpful if you are a candidate for other jobs. Once you have the offer letter, you may feel better about withdrawing your candidacy from those other jobs. If the company doesn’t state whether they send a written offer, make sure to ask. If they state that it is not their policy, it’s a good idea for you to send a letter (or email) to the company contact restating your understanding of the offer.

Here is some sample verbiage for your consideration:
Thank you for your offer of employment as a (title of position) at (name of company.) As we discussed on the phone on (date), I am delighted to accept your offer and look forward to beginning work on (state date) at your (name of city) location. You indicated that I will be receiving an annual salary of $(amount) and will be reporting to (name of supervisor.) At your earliest convenience, please let me know you have received this and that the above information is accurate. Once again, I am very excited about this opportunity and look forward to working at (name of company.)

Declining the Offer

When declining an offer, do so with a phone call first, then follow-up in writing. You are not obligated to explain why you are declining the offer but, if you decide to provide an explanation, never say anything negative in writing about the employer, even if you had a negative experience. A decision to decline an offer is usually based on the fact that another offer is a better fit for you. It is fine to state this and it is not necessary to state whose offer you accepted or the details of said offer. Decline graciously so as not to burn bridges!

Here is some sample verbiage for your consideration:
Thank you very much for your telephone call to offer me the (title of position) position at (name of company.) While I believe firmly in the mission of your organization and appreciate the challenging opportunity you offer, I have received another offer which I believe more closely matches my current career goals and interests. Therefore, I must decline your offer. As I explained when we spoke by phone this morning, this was a very difficult decision. I do appreciate all the courtesy and hospitality extended to me by your office, and I wish you well in your endeavors.

Withdrawing Your Candidacy for a Job

Accepting a job offer ethically obligates you to cease job search efforts and to notify other prospective employers that you are withdrawing your name from their consideration. As soon as your decision is made, promptly notify other employers with a phone call. Make every effort to speak to your contact in person rather than leaving a voicemail message. Follow up with an email. Withdraw graciously so as not to burn bridges!

Here is some sample verbiage for your consideration:
I want to express my sincerest appreciation to you for including me in the interview process as you seek candidates for the (title of position) position at (name of company.) I have enjoyed meeting with the members of your staff and think you have an outstanding operation. However, as I explained when we spoke on (date), I respectfully withdraw from consideration for your position. I have decided to accept another employment offer which I believe very closely matches my current skills and career goals. Thank you again for the opportunity to explore career possibilities with your company.

This information is provided as a resource and should not be construed as legal advice for any particular situation.

Preparation

• Base your salary expectations on the market value of your education, skills, and experience, as opposed to just your personal needs and expectations. Most positions have compensation ranges that reflect the level of expertise and qualifications necessary to perform the job.
• Register for AAUW's free salary negotiation course. AAUW also hosts Start Smart Salary Negotiation Workshops on-campus every semester. Check out our Career Events to see when the next one will be. 
• Research salaries of comparable jobs with similar companies or within the industry. There are numerous salary information websites, such as Salary.com, Salary Expert, Glassdoor, Indeed, and Occupational Outlook Handbook. Check out similar job postings for salary information. If possible, contact people you know in the industry to get this information. Look for patterns, not a single figure.
• Research the cost of living in the city you will be living and working in. Try sites like Best Places.
• Based on the information you find, determine a minimum salary and an ideal salary.
• Develop your interview skills to make them feel like you are the ideal candidate for the job. This may enhance your value to them and increase what they are willing to pay you.

When to Negotiate

• First things first…get the job offer! You can’t negotiate a salary for a job you don’t have yet. Once you are offered the job, you are in a better negotiation position since it is clear they want to hire you. Asking the employer about the salary before you have been offered the job may be too early in the process and viewed as inappropriate by the employer.

Suggestions for Handling the Negotiation

• If the employer asks you for your required salary before making a formal offer of employment, try not to give an actual figure. Ask if there is a salary range that is authorized for the position. (“Since you have a more comprehensive understanding of the specifics of the job, what salary range do you have in mind?”)
• If possible, don’t allow comparisons between past salaries and the new position. Emphasize the differences in responsibilities, companies, industries, etc.
• When you discuss salary figures, give a range. Make sure to put your minimum/expected salary at the bottom of the range with your ideal salary at the top.
• Show flexibility. If the offer is unacceptable, counter the offer instead of rejecting it altogether.
• If you must receive more than is offered, find out if they would be willing to provide you with another type of compensation, such as tuition reimbursement, to help offset the differences in salary.
• It is not unreasonable to ask for time (24 hours) to discuss the offer with those that are affected by your decision, such as family. Ask the employer if they typically submit the offer in writing.
• Remember, a compensation package typically includes more than just a salary; it can be worth an additional 35% of the salary to the total compensation value. Evaluate the benefits offered, such as Medical/Dental/Vision insurance, Pension or 401k, tuition reimbursement, and stock ownership.
• Also, consider the intangible benefits of the position, such as opportunity for advancement, training, company reputation and culture, commute, and the potential for working for or with leaders in your industry.

You should always send a thank you letter within 24 hours following an interview. Email is the most common format. You should also send a thank you letter after an informational interview or a positive interaction with an employer at a Career Fair.

Example: Sample Thank You Letter

 

For more tips, check out the Candid Career Interviewing Playlist.