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Preparing for the Interview

Purpose
Parts of the Interview • Employer Research
Interview Attire • Courtesy Letters
Sample Recruiter Questions • Sample Applicant Questions
Sample Recruiter Questions for K - 12 Teaching Candidates
Sample Questions for K - 12 Applicants to Ask Recruiters

Purpose

Interviewing allows you the opportunity to assess the position and the nature of the organization to determine if there is a "fit" between your professional goals and the job. At the same time, the recruiter will be gathering information on your interests and abilities to meet the staffing needs of the organization.
A "good" interview occurs when there is an open dialogue between you and the recruiter.
The key to interviewing is preparation. You should have clearly defined goals, be prepared to "sell" yourself in terms of skills, and determine what information you will need about the employer/position in order to make an informed decision.

Parts of the Interview

The INTRODUCTION, while brief, may be the most important. It is that time when first impressions are made, and it is vital that you are on time, dressed appropriately, and exhibit professional behavior especially in hand shaking.
The DIALOGUE is typically the longest portion of the interview. During this phase there will be an exchange of information between you and the recruiter. The general question that the recruiter has in mind when asking specific questions is "What can this person do for me?" Answer questions by giving specific examples such as relating what you have done, how you planned to meet a goal, how you overcame obstacles and how you achieved the final result. A common trend today is the behavioral-based interview where the recruiter asks you how you have handled situations in the past, and will then use this information to predict how you would handle situations in the future.

The recruiter may ask for information related to leadership, teamwork, problem-solving or analytical skills.

This is also the time for you to ask questions that demonstrate your interests and knowledge. Avoid asking questions that are answered in readily available promotional literature or questions that are purely self-centered, such as "what are the benefits?" Always remember, the recruiter is evaluating your ability to communicate, "think on your feet" and your maturity level. Strive to express yourself in a clear and logical manner and to exhibit self-confidence and sense of direction.

The CLOSING of the interview offers you a final opportunity to volunteer any additional information that may not have been discussed. This is the point at which the recruiter will give you a date for the decision regarding your status. Be sure to thank the recruiter for his/her time and obtain a business card so you may send a courtesy letter as a follow up.

Employer Research

Size of the company (sales/staff)
Potential growth of industry
Array of product lines
Location of corporate office
Major competition
Short and long term profit picture
Average time in assignment areas
Relocation policies
Organizational structure
Training procedures
Typical career path in your field
Management philosophy

Interview Attire

For WOMEN:

Create versatile combinations. Suits are preferred with various blouses and accessories that fit into the professional environment. Stay with neutral rather than bright colors, closed-toe low or mid-level pumps are suggested. Grooming should be impeccable and makeup the most natural style for daylight. Prepare for multiple interviews by mixing and matching from among the items of clothing you own or invest in items that will be worn later as you begin your career.

For MEN:

The basic business suit is still a solid or pinstripe navy or gray with straight leg, slope shoulder, single-breasted, two-piece variety. Wear traditional cotton shirts with straight or button down collars. Have shirts pressed professionally and make sure the collar fits perfectly. Traditional ties that are conservative and 3 to 3 ¼ inches wide are recommended. Tassel loafers, modified wing tips, or lace-ups in black, cordovan or dark brown are the best choices. Hair, along with sideburns and mustaches, should be neatly trimmed; beards are risky.

Click here for more information and tips. Courtesy Letters

Send a short, personalized letter to the recruiter as soon as possible after the interview.
This correspondence allows you to restate your interest in the position, offer additional information that might have been missed in the interview, include information requested during the interview (application form, transcripts, writing sample, etc.), and extend thanks for the interview.

Sample Recruiter Questions

Tell me about yourself.
For what position are you applying?
What are your long-term career goals?
Why do you feel that you will be successful in.?
What supervisory or leadership roles have you held?
How do you spend your spare time?
What have been your most satisfying and most disappointing experiences?
What are your strongest/weakest personal qualities?
Why did you decide to interview with us?
What courses did you like best? Least? Why?
What did you learn or gain from your part-time and summer job experiences?
In what ways do you think you can make a contribution to the organization?
Why did you choose your major?
Why are your grades low?
Tell me about your extracurricular activities and interests.

Sample Applicant Questions

How much travel is normally expected?
Can I progress at my own pace or is it structured?
How frequently do you relocate professional employees?
What is the average age of your first level supervisors?
How much contact and exposure to management is there?
Is it possible to move through the training program faster?
When does the training program begin?
About how many individuals go through your program each year?
What is the housing market like in your city?
How much freedom is given and discipline required of the new people?
How often are performance reviews given?
How much decision-making authority is given after one year?
How much input does the new person have on geographical location?
In your firm, is this position more analytical or more people oriented?
In promotions, are employers ever transferred between functional fields?

Sample Recruiter Questions for K - 12 Teaching Candidates

Why do you want to teach?
What is your philosophy of education?
With what kind of student do you most (least) like to work?
Describe your style of teaching.
Would you like to be involved in school (community) activities?
What do you plan to be doing in five years? What are your career goals?
Describe your student teaching experiences.
What was your biggest problem in student teaching? How did you resolve it?
What three words would your students use to describe you as a teacher?
How do you individualize your teaching?
How do you feel that the "rapid learner" should be provided for in your areas of teaching?
What is the greatest attribute you can bring to a class of students?
What are the qualities of an excellent teacher? Which of these qualities do you have?
Some of your students always finish their assignments early. How would you deal with the free time that they have?
How would you work with students who perform below grade level, especially those from disadvantaged socio-economic backgrounds?
What grade level do you prefer? Why?
How would you use teacher aides and parent volunteers?
Are parent/teacher conferences important? Why or why not?
Why do you want to work in our district?
What do you know about our school district?
Why should our school district hire you?
Describe an ideal classroom.
How do you relate with minority students in the classroom?
A student is consistently late to your class. How do you handle the situation?
What would you do, or how would you treat a student who refused to do the work you assigned?
How would handle a student who continually "acted up" in your class?
How and when do you discipline a student?
How should a student's educational achievement and progress be measured?
You know that a staff member has been talking behind your back about what he or she sees as your ineffective teaching methods. What would you do?
What do you expect from your supervisor?

Sample Questions for K - 12 Applicants to Ask Recruiters

What is the teacher/student ratio in your district?
Do you encourage teachers to earn advanced degrees?
How many classes a day will I be expected to teach?
Do you have teachers serving in areas for which they do not have full certification?
Tell me about the students who attend this school.
What textbooks does the district use in this subject area?
Do teachers participate in curriculum review and change?
What support staff members are available to help students and teachers?
How does the teaching staff feel about new teachers?
What discipline procedures does the district use?
Do parents support the schools? Does the community?
Do your schools use teacher aide or parent volunteers?
What allowances are provided for supplies and materials?
Does the administration encourage field trips for students?
How are teachers assigned to extra-curricular activities? Is compensation provided?
Does the district have a statement of educational philosophy or mission?
What are prospects for future growth in this community and its schools?

Source: "1999 Job Search Handbook for Educators," American Association for Employment in Education, 820 Davis Street, Suite 222, Evanston, IL 60201-4445.