516475The interview is an opportunity for both the employer and the applicant to gather information.

The
employer wants to know if you, the applicant, have the skills, knowledge, self-confidence, and motivation
necessary for the job. At this point you can be confident that the employer saw something of interest in your
resume. He or she also wants to determine whether or not you will fit in with the organization’s current
employees and philosophy. Similarly, you will want to evaluate the position and the organization, and determine
if they will fit into your career plans. The interview is a two-way exchange of information. It is an opportunity for
both parties to market themselves. The employer is selling the organization to you, and you are marketing your
skills, knowledge, and personality to the employer.

Research is a critical part of preparing for an interview. If you haven’t done

your homework, it is going to be obvious. Spend time researching and
thinking about yourself, the occupation, the organization, and questions you
might ask at the end of the interview.

STEP 1: KNOW THE JOB AND THE SKILL REQUIREMENTS

The first step in preparing for an interview is to research the job or the
occupation. If you’ve done your homework, you have already completed this
step when you prepared your resume. Do you have a clear understanding of
the employer’s needs and what skills, experience, and personal traits they
are looking for in a candidate? Have you done a skill assessment of your own
skills to see how they can match up with the employer’s needs? This is very
important information to have because in order to present a convincing
argument that you have the experience and skills required for that
occupation, you must first know what those requirements and duties are.
With this information uncovered, you can then match the skills you have with
the skills you know people in that occupational field need.

It is in your best interest to identify the approximate starting salary for that
position, or those similar. There are several ways to find out about an
occupation:

Read articles about people in the occupation, and articles written by people
in the occupation. Sources include the internet, newspapers and magazines.
Acquire a copy of the job description from the employer (Human
Resources/Personnel) or check with Career Services. If you are responding to
an advertisement, this may also supply some details.

The Career Help Centre has general information files on a variety of

occupations. Make sure you have read through the appropriate file and are
updated on the occupation.

If you belong to a professional association related to the occupation, use its

resources. These associations often publish informative newsletters and
sponsor seminars. It is also a good way to meet people working in the field.

Conduct information interviews with people working in the field.

Find out what the future trends are in the area. Is technology changing the
job?

STEP 2: KNOW YOURSELF AND YOUR SKILLS

The second step in preparing for an interview is to do a thorough self-

assessment so that you will know what skills you have to offer that matches
the employer’s needs. You have hopefully already spent a lot of time during
the process of writing your resume identifying and demonstrating the skills
that match the job requirements. Use your resume to prepare for an
interview. What skills, experience, and attributes did you identify in your
resume that you will want to stress, highlight, and market in your interview?

In developing this inventory, it is easiest to start with experience. Once you

have a detailed list of activities that you have done (past jobs, extra-
curricular involvement, volunteer work, school projects, etc.), it is fairly easy
to identify your skills. For each item ask yourself:

“What did I learn by doing this?”

“What skills did I develop?”

“What issues/circumstances have I learned to deal with?”

Keep in mind that skills fall into two categories – technical and generic.
Technical skills are the skills required to do a specific job. For a laboratory
assistant, technical skills might include knowledge of sterilization
procedures, slide preparation, and scientific report writing. For an outreach
worker, technical skills might include counselling skills, case management
skills, or program design and evaluation skills. Generic skills are those which
are transferable to many work settings. Here is a list of the ten most
marketable skills. You will notice that they are all generic.

ANALYTICAL/PROBLEM SOLVING

FLEXIBILITY/VERSATILITY

INTERPERSONAL

ORAL/WRITTEN COMMUNICATION

ORGANIZATION/PLANNING

TIME MANAGEMENT

MOTIVATION

LEADERSHIP
SELF-STARTER/INITIATIVE

TEAM PLAYER

Often when people think of skills, they tend to think of those they have
developed in the workplace. However, skills are developed in a variety of
settings. If you have ever researched and written a paper for a course, you
probably have written communication skills. Team sports or group projects
are a good way to develop the skills required of a team player and leader.
Don’t overlook any abilities you have.

When doing the research on yourself, identifying your experience and skills is
important, but it is not all that you need to know. Consider the answers to
other questions such as:

How have I demonstrated the skills required in this position?

What are my strong points and weak points?

What are my short term and long term goals?

What can I offer this particular employer?

What kind of environment do I like? (i.e. how do I like to be supervised? Do I

like a fast

Pace?)
What do I like doing?

Apart from my skills and experience, what can I bring to this job?

STEP 3: KNOW THE ORGANIZATION

The more you know about an organization, the better prepared you will be to
discuss how you can meet its needs. Some of the characteristics that you
should know about an organization are:

Where is it located?

How big is it?

What are its products and who does it serve?

How is the organization structured?

What is its history?

Have there been any recent changes or new developments?

There are a number of ways in which you can access this information. Most
medium to large size organizations publish information about themselves.
You can access this by:

Visiting the company’s Internet home page which you can locate by
searching by industry and company name
Visit or phone the organization and request some information on their
products, services

Or areas of research

Talk to people that have worked for the organization

If the organization is small or fairly new there may not be much information
published. In this. Case, it will be necessary to do an informational interview.
Contact someone within the organization, introduce yourself, explain that
you are considering moving into the field, and ask if it would be possible to
meet with him/her to inquire about the company/organization and about
what exactly the position of would involve.

STEP 4: ANTICIPATE AND PRACTICE INTERVIEW QUESTIONS

You can never predict every question that you will encounter. If you’ve done
your homework, you can anticipate what skills or competencies an employer
is interested in based on their needs.

Make a list of the points about yourself that you want the interviewer to
know. For example, if you were to apply for a job as a Sales Representative,
you can be assured that the employer will want to know about your customer
service skills, communication skills, sales results from past experiences,
planning and organizational skills, and teamwork skills.

TYPES OF QUESTIONS

Interviewers use different types of questions-TRADITIONAL which can include

directive, non-directive or hypothetical and BEHAVIOUR DESCRIPTIVE. Being
aware of the different types can help you in the preparation stage as you
build your skills inventory. It may also help you focus in on exactly what is
being asked and what the employer is looking for in specific questions.

Traditional Questions

A. Directive Questions

The interviewer determines the focus of your answer. The information that
the interviewer wants is very clear. If you have completed the research on
yourself, this type of question should be easy to answer.

Example: “What skills do you have that relate to this position?”

“I have very good communication and interpersonal skills that I have refined
through several summer and part-time jobs working with the public. In
addition, I am fluent in both English and French.”

B. Non-Directive Questions

You determine the focus of your answer. The interviewer asks a general
question and does not ask for specific information. The most common non-
directive question is tell me about yourself.” When answering the question,
keep in mind that the employer is interested in knowing how your
background and personality qualify you for the job. In your answer, you
should cover three areas: your education, related skills and experience and
share something personal-an interest, activity, a passion. As you talk about
these areas, relate them to the job you are seeking.

A good way to remember the format of your answer is to use the concept of
“Power of 3’s” Three things to share with the errmployer:

1. E- Education
 2. S-Skills-share 3 skills that you have that match with their needs and

3. P-Personal-share something personal about yourself with respect to an

interest or activity you like to do.

Example: “Tell me about yourself.”

Remember: ESP Power of 3’s

Education: “I have a Bachelor of Arts Degree in Psychology, and have

recently completed the course in Volunteer Management through the
Volunteer Centre of Winnipeg. These have given me a strong background in
many of the principles of human behaviour and the recruitment, training,
and supervision of volunteers. Skills (Share 3); I have counselling and
coaching skills and experience (1) gained through my volunteer work at the
Youville clinic. My part-time job at Moxie’s has provided. Me the opportunity
to further develop my communication skills (2)

Where I supervise and train staff, serve customers and work in team
environment. I had the opportunity to plan events as a volunteer in non-
profit organizations and have gained some valuable planning and
organizational skills (3).

Personal: In my spare time, I play soccer and I am involved in a vocal jazz

group which I really enjoy and think is a great social activity.

C. Hypothetical or Scenario Questions

When asking a hypothetical question, the interviewer describes a situation,
which you may encounter in the position and asks how you would react in a
similar situation. This is a good way to test problem-solving abilities. When
answering this type of question, try applying a simple problem solving model
to it gather information, evaluate the information, priorize the information,
seek advice, weigh the alternatives, make a decision, communicate the
decision, monitor the results and modify if necessary.

Behaviour Descriptive or Behavioural Questions:

This type of question is becoming increasingly popular in interview

situations. It asks what you did in a particular situation rather than what you
would do. Situations chosen usually follow the job description fairly closely.
Some employers feel that examples of past performance will help them to
predict future performance in similar situations. There is no right or wrong
answer to this type of question, but keep in mind that you should relate the
answer to the position. If you are interviewing for a research position, talk
about a research project you completed.

A strategy to use when answering a “BDI question is to follow the SAR or PAR
method to tell a story or “paint a picture” of the situation or problem.

1. S- Explain the situation or problem (P)

2. A-What did you do?

3. R-What was the end result? Did you receive any feedback? Keep it
positive!

ANSWERING INTERVIEW QUESTIONS

Regardless of what type of question you are asked, you will find it easier to
respond effectively if you keep in mind some basic question answering
strategies:
Consider each question an opportunity to market your skill set-go back and
review your resume. If you’ve done a good job on your resume and really
thought about what you have to offer the employer, discussing your skill set
will be much easier.

Don’t assume anything. You will be evaluated on your answers, not your
resume. Therefore, ensure you incorporate the relevant information from
your resume in your answers.

Pause for a couple of seconds before you respond to each question, even if
you know exactly what you want to say. Take this time to quickly plan your
answer, this helps to avoid misunderstandings and produces much more
concise answers.

If you don’t understand a question, ask for clarification. This is expected and
is preferable to providing an unsuitable answer.

If you need time to collect your thoughts take it. When people are nervous
they tend either to “draw a blank” or to babble. It is better to think for a few
moments and make sure that your answer is doing you justice and that there
is a point to what you are saying.

Always expand. Never answer a question with a “yes” or “no.”

The interview is an opportunity for you to sell yourself. Don’t be afraid to talk
confidently about your abilities and be proud of what you have to offer. As
long as you can back up. What you are saying with examples which
demonstrate that what you are saying is true, you are not bragging. Third
party observations can also be mentioned. For example, “my last employer
told me that I was promoted because of how I handled conflicts with clients.

Be very positive. Don’t complain about anything from your former employer
to the weather and don’t apologize for experience that you don’t have. Just
sell what you do have and let the employer decide if you have what he/she is
looking for. Also, avoid negative words. For example, you would not say “I
have a little experience….” You would say “I have experience….”

Don’t be afraid to repeat important points. In fact, it is a good idea to do this.

SPECIAL INTERVIEW QUESTIONS

Following are some common interview questions which people often have
difficulty answering and an explanation of how to handle them.

Negative Questions

In a negative question, the employer asks you to identify a weakness in

yourself or to describe a situation in which you performed poorly. If you are
asked a negative question, answer honestly. But always turn it around and
end on a positive note. If you are asked to identify a weakness, you do have
to identify one. However, don’t choose a weakness that is central to the job
and that will eliminate you from the competition. Further, always state what
you have done or are doing to overcome the weakness and/or demonstrate
how it’s not such a bad thing after all. If you are asked to identify a situation
in which you performed poorly, choose one that is not closely related to the
duties you would be performing on the job. Also, be sure to state what you
learned from that mistake, and how you would handle the situation
differently next time.

Example: “What is your greatest weakness?”

“I find it difficult to speak in front of groups. However, to develop my

confidence and public speaking ability, I have joined Toastmasters
International. I have given numerous speeches over the past five months and
have already noticed a big improvement.
Illegal Questions

Sometimes employers ask questions that violate the Human Rights

legislation relating to employment. It is important to understand that Human
Rights legislation exists at both the federal and provincial levels, and is not
necessarily consistent across all provinces. Which legislation an employer
falls under depends on the nature of the company. For example, working at a
local biological research laboratory may fall under provincial jurisdiction
while a nuclear research facility would fall under federal. To verify which law
an employer would fall under, or for more information, you can:

1. Contact Career Services, University of Manitoba

2. Contact either the Manitoba Human Rights Commission at (204) 945-

3007

3. Canadian Human Rights Commission at (204) 983-2189

Often, employers may not be aware that they are breaking the law, thinking
that they are simply making conversation. You have every right to refuse to
answer an illegal question, but be aware that if you do refuse to answer in a
confrontational manner, it may have an impact on the interviewer’s
impression of you. There are many illegal questions that an employer might
ask. Protected subjects include race, religion, age, marital status, gender
(including pregnancy), sexual orientation, family status, national or ethnic
origin, handicap or disability. Examples of some of these are:

“What is your maiden name?”

“Is your spouse subject to transfer?”

“What religious holidays will you be unable to work?”

“Are you planning to have children?”

“Where did you learn to speak English?”

“Tell me about the health problems you have had in the past.”

“Where were you born?”

Salary Questions

When responding to a question which asks you to state your salary

expectations, it is important that you have done your research and that you
are flexible. If you know what others in similar types of positions eam, you
can back up your request with that information. You should always. Suggest
a range, as some organizations may offer other opportunities (such as
training or potential advancement) that may make it worthwhile to accept
less that you normally would, Also, consider factors such as access to a
company vehicle. Career Services has information on salary ranges for many
different professions.

Example: “What kind of salary are you looking for?”.

“Career Services at the University of Manitoba has statistics that show most
start anywhere between $26,000 and $32,000 per year. I would like to earn
towards the upper end of that range based on my three summers experience
in the field and high marks in my academic program, but I am also interested
in what opportunities the position offers.”

Salary Negotiations
When entering into discussions of salary, benefits, etc., it is crucial that you
know your market value before you enter that room! As the above example
illustrates, salary surveys can help. Another avenue is to speak with people
working in that particular industry, and ask for a range (don’t ask

Individuals for their specific salary). As well, prior to negotiations, consider

what your lowest acceptable salary would be, keeping in mind factors such
as the ‘costs of living’ in various locations. Be prepared to justify any salary
you suggest. To do this, cite your relevant experience, training and past
achievements as in the above example. You may want to suggest a salary
range, and then immediately ask the employer what the range for the
position is.

If you are concerned that your previous position’s low wage might affect the
salary which you are offered today be ready to discuss your skill level at
present. You may now have completed your program, have had considerable
related experience or added specific skills to your inventory.

Finally, if your negotiations involve productivity bonuses, profit sharing or

something similar, it is fine to ask for details such as “in the past, how have
people in this or similar positions benefited from these? Such programs
would certainly affect my desired salary”

NOTE: Interviews are like anything else the more you practice, the better you
become. You can never anticipate every question that you will encounter, but
there are “classic” interview questions. At the back of this booklet is a list of
questions which are often used by interviewers. Practice responding to these
questions in front of a mirror, into a tape recorder, or with a friend.

OTHER METHODS OF EVALUATION

Written Segments

Employers wanting to test your written communication will have a written