Student Resources
Preparing for the Interview
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
Prior to the interview, it is suggested that you research the company to the extent that you
are aware of some of the following:
- 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.
