The interview process is about results. The rŽsumŽ should
get you the coveted interview, and the interview should get you the
coveted job. The first thing to know is the interview is not the place
to exercise your impromptu speaking skills. If you think years of
preparation, through attaining degrees, licenses, or certifications have
prepared you to do the job you are applying for well, then don't you
think there should be some preparation that goes into the actual
interview?
One of the major concerns I hear from recruiters is
that the majority of people who interviewed for jobs don't prepare for
the interview. Preparing for a job interview requires doing research.
This is not a quick process, but one that requires time and patience.
Otherwise, your interview answers may consist of lots of "uh" or "um"
answers, which tend to indicate that you don't take the process
seriously.
The first thing to remember is, don't get discouraged
if you've been on several interviews and you don't have a job, yet. With
each interview, you become more skilled at knowing what questions, in
general, will be asked and how to best answer those
questions.
Researching the company is one of the best ways to
prepare for an interview. Study the company as if you were going to be
asked to give a class presentation on the topic. Educate yourself on
where the company is headquartered, how many offices it has, the
products or services it provides, and its customer base.
Become
aware of the company's rank in its industry, its size, sales and profit
trends, and who its competitors are. Read trade journals, check out the
company's Web site, visit professional association meetings, and ask the
reference librarian how to find company information at the library. This
type of legwork will serve you well when you get ready for your starring
role.
The interview is your chance to make an indelible mark on
the minds of the interviewers. You need to separate yourself from the
crowd. One common interview technique used by many employers is called
the behavioral interview technique. The purpose of this type of
interview is to find out how the interviewee would behave in a
particular situation.
For example, if an employer wants to know
how you might exercise your leadership skills in a particular situation,
they may ask you a behavioral interview question that will allow you to
answer by giving a particular situation where you had to exhibit your
leadership skills. It's important for you to convey information that
showcases your past experience and the successful results of your
actions.
I suggest what's called the S.T.A.R. technique
(situation, task, action, results) for behavioral
interviews:
Situation: Tell the employer what the specific
leadership situation was; give details that set up the story.
Task: Tell what were you being asked to do, or explain
what had to be done.
Action: Explain the action you
took--what did you actually do to help solve the
problem.
Results: Make the results quantifiable --through
your actions, you saved the company 20 percent in profits, or you
finished a project two weeks before deadline. These are the types of
results that employers can understand, and they show evidence of what
you can do for their company.
By using the S.T.A.R technique you
can distinguish yourself above the crowd, increasing your chances of
being the STAR chosen for the job.
Preparing for the interview,
reflect on your accomplishments, save everything (certificates, rewards,
thank-you letters from supervisors, etc.) that can help you recall your
achievements, and use them to help yourself prepare for behavioral
interviews.
As we continue to hear about companies laying off
their workforce, taking these extra steps can help you stand out from
the crowd. Using the S.T.A.R technique can increase the spotlight on
you, as you position yourself for the starring role in the interview
process.
Felicia H. Vaughn, M.Ed.
(fhvaughn@hotmail.com), is a certified career management coach. She
works as a career consultant for REA Career Services Inc. and is COO of
VaughnElite Corp.
