Informational Interviews and Traditional Job Interviews (page 3)
Putting Your Success Stories to Work
PREPARING FOR A winning interview is all about knowing your strengths and being confident of your accomplishments. Already, you've mastered how to research a job, conduct yourself in an interview, construct effective success stories, and follow through after an interview has ended. Now, the combination of your resume and knowing your success stories should boost your confidence to the degree that you will go into any interview relaxed, energetic, and ready to talk about yourself—instead of feeling that you can hardly wait for it to be over.
However, before you go any further, it is essential to learn the mechanics of various types of interviews in order to do well in each of them. Although it is true that most interviews share the same basic expectations, there are a number of different interview formats and processes. For example, in a panel or group interview, you will be expected to converse with and answer questions from several people over the course of a morning or an afternoon. Or you may be called upon to talk about yourself to a single recruiter during a five-minute campus interview. On the other hand, you may find yourself looking across a restaurant table at an interviewer, while you skillfully blend pleasantries with some of your better success stories.
This chapter provides a thorough understanding of informational and standard interviews and shows how to navigate them for maximum effect. Chapter 6 follows through with all the information, tips, and advice you will need to anticipate every requirement and protocol of off-site, group, panel, and campus interviews, as well as case, recruiter, internal, and second interviews.
The first type of interview to be discussed in this chapter—the informational or networking interview—is different from the others because there may not be an actual job opening. Such interviews will help you research an industry, company, or job category. You will also be discussing your strengths and career aspirations in the hopes that industry professionals know of suitable contacts or open positions for you. In a standard interview, you will be required to ask and respond to questions. However, the objective of an informational interview is to illustrate the strength of your skills, the best qualities of your personality, and the breadth of your accomplishments. This chapter teaches you how to reach that objective through the judicious use of well-crafted anecdotes.
If you're a recent college graduate looking for your first job, you may not be entirely certain about the kind of work you want to do. You will undoubtedly have questions about certain fields or businesses and want information before you launch a job search. Of course, there are many options for researching jobs in the library and on the Internet. Your friends, family, and network are also extremely useful sources of general information and advice. But, if you want inside information, you will need to arrange an informational interview with someone who is already doing the work that you may be interested in doing. There are several advantages to this kind of interviewing:
- You will discover whether or not you want to go into a particular field.
- In the process of gathering information and meeting people, you may be given leads about job openings in the industry.
- You may be referred to specific people at other companies for more information or perhaps job interviews.
- You may be offered a job.
- A job may be created for you.
The ideal person you want to contact and meet for an informational interview should be in a position to hire, but you should take advantage of the opportunity to meet with anyone—at any level—who is willing to talk to you about a particular company or industry. It's important to remember that the primary objective of this kind of interview is to gather information—the likelihood of there being an open job on the day you come for your interview is slim. In addition, the person you are coming to see knows that the main objective of your conversation is to share information, not to "make a sale."
Ideally, you will have obtained the name of this person from someone in your network, but if no one you know has a personal contact in the field that interests you, there are other options:
- Call an alumnus of your university who is in the field that interests you. Although you may not know him or her, you both share the common experience of attending the same university. Most alumni are willing to help recent graduates.
- Write a letter to the senior-level person you would like to meet. Refer to industry directories, either in the library or on the Internet, for names, titles, addresses, and phone numbers. Be sure to call the company to make sure the person still works there and to find out if his or her title has changed. Your letter should be clear about what you want. Here are some tips to follow:
- Explain that you are researching a field (children's book publishing, for example), because you think it might be a career you'd be interested in pursuing.
- Request a short meeting for information gathering.
- Briefly describe your background in terms of education and work experience (if you have any).
- State that you will call in a few days to follow up.
When you make your follow-up call, you may be asked to speak with someone at a lower level in the company or with the human resources department. This is good news: When you call for an appointment, you can mention the name of the senior-level person who referred you. Simply say something like, "I was referred by Eleanor Klein in the research and development department."
On the other hand, some executives and managers are reluctant to meet with people they don't know. Others are simply too busy to take the time for informational interviews. But if you do get through to someone who is willing to talk with you, refer to the letter you wrote and explain again that you would like to meet briefly to gather information and learn more about the field. You don't want to imply that you are looking for a job: You only want information.
What's the Purpose of an Informational Interview?
Some day, you will receive a networking call from a person who wants 15 minutes of your time to learn more information about your company. How would you like to spend those 15 minutes? You'd want the person to be interesting, to ask about you, and to be prepared with thoughtful questions about your company and industry. That's the model.
There are three parts to an informational interview: talking about yourself, learning about your contact, and learning about your contact's company.
You could begin the interview by saying, "Thank you for agreeing to see me. It may be helpful for me to tell you a little bit about myself, and then I'd like to ask you how you got started in your career." At first, when talking about yourself, keep it short. Tell the contact briefly about your background, why you're interested in the field, and then weave in more information as the interview proceeds, looking for ways to link your experiences to what your contact says.
Once you've given some information about yourself, turn your focus on your contact and his or her company or industry. Maximize what you learn in a short period of time by asking some of the questions listed in Exhibit 5–1.
If you know something about the field, industry, or company under discussion, you will make a much stronger impression on your interviewer. Prepare for this interview as you would any other. Bring copies of your resume and make sure that your cover letter has given your interviewer a strong sense of your background and what it is you want to learn about the field. At the interview, take notes.
Next Steps after an Informational Interview
There may be a number of outcomes from an informational interview:
- You get the information you want and you can add one person to your professional network.
- Your interviewer takes an active interest in you and suggests a second meeting.
- Your interviewer suggests that you meet one or more colleagues, who may be in a position to hire.
An important goal of informational interviews is to expand your network. Some experts say that you should leave an informational interview with at least three additional names to add to your network, but this may not always be feasible. It is important to take the initiative to ask all your contacts if they know anyone else with whom you should speak, given your background and career objectives. Remember to send a thank-you note to your contacts and add their names to the list of people you will notify when you secure employment.
If you are fortunate, and your contact refers you to other people in the field, you may use your contact's name when contacting them. You can either phone or write when arranging appointments, but mention the name of the person who referred you. Also, don't forget to mention what you're calling about.
After each meeting, send a thank-you note. Even if the first person to give you an informational interview does not refer you to anyone else, have the courtesy and professionalism to send a thank-you note. At the very least, informational interviewing is an excellent way of getting firsthand knowledge and advice about various career options. At best, you may be offered a job or one may be created for you.
The Traditional Job Interview
When going on a traditional (or "standard") interview with a small company, you will likely meet your interviewer right away. At a larger company, you might be asked to first fill out an application in the human resources department. You will have a copy of your resume handy, so you will be able to complete the application quickly and easily.
It is also common to meet with more than one person, especially at larger companies. You might meet with a human resources professional, and then speak with the hiring manager (i.e. the person for whom you will work if you get the job). The interview with the hiring manager will last longer than the other interviews. (Do remember, though, that no hard and fast rules apply, and interviewing methods vary widely from company to company.)
An interview with a human resources professional will be different from an interview with the hiring manager. This interview will determine whether or not you will be passed on to the hiring department. Part of this interview will be spent acquainting you with the company, in general, and the particular position. You will also be asked some general questions about your skills and experiences. Although human resources personnel do not make final hiring decisions, they are asked for feedback about candidates. So be sure to use your success stories and treat this interview as seriously as you would any other.
Assuming that you've arrived on time, your primary interview with the hiring manager will last 30 minutes to an hour. (Again, there are no hard and fast rules about interviews.) A longer interview should be interpreted as a good sign. But if you come and go in ten minutes, it's likely that something didn't work out—maybe you were the wrong fit, or perhaps the interviewer preferred another candidate.
If things continue to go well, your primary interviewer may ask you to speak to someone else (or several other people), either right then or a little later in the day. This is another good sign. It usually means that your interviewer thinks you are a viable candidate for the job. You will get to know more about the company and hear different points of view.
Sometimes, because of the necessity to fill positions quickly, especially in fast-paced growth sectors, you will meet with more than one person on the same day. If you are perceived as a highly qualified candidate by this kind of company, the interview process will be accelerated to ensure that you don't get hired elsewhere. So, try to be flexible about time. Avoid scheduling interviews back to back, and give yourself plenty of time between appointments to respond to unexpected developments.
Focus on the Ten Success Factors
Most standard interviews generally begin in one of two scenarios: Your interviewer starts off by asking you questions, or the interviewer describes the job first and then asks you questions. Scenario two is the most advantageous because you are given information before any questions are asked. This will give you plenty of time to decide which success story you will use to illustrate one of your skills, strengths, or accomplishments.
As you will remember from Chapter 4, each of your success stories should be built around one of the ten success factors that most employers look for in job candidates:
- Accomplishments/ getting results
- Taking initiative
- Communication skills
- Problem solving
- Teamwork and team leadership
- Project management
- Decision making
- Strategic thinking
- Innovative thinking
- Handling pressure
Telling success stories well is the most effective way to illustrate your accomplishments because it puts each one into a credible—and memorable—context. Long before you go to your first interview, you will have written and rehearsed many success stories for each success factor listed above, and you will be ready to skillfully weave them into your answers. (For more detailed information about success stories, please refer to Chapter 4.)
Answer Questions in Detail
If you start answering questions with a simple "yes" or "no," you're on the wrong track. Other one- or two-word responses won't help you either. For example, if the interviewer asks what your best quality is, and your response is "Analyzing things," you won't be telling the interviewer enough about yourself to understand how you think or the breadth of your experience.
You need to share as much information about yourself as possible, so that your interviewer understands how you think and what your skills and qualifications are. Show off your interpersonal skills, personality, and even your sense of humor.
So, what should you do when your interviewer asks about your best quality? Tell a success story! Consider the following example:
- One of the qualities I can really count on is my ability to analyze and resolve problems, particularly when people are in conflict. When I was in college, I was the Resident Advisor of my floor in the dorm. There were about 24 of us altogether, and I was often called on to arbitrate and settle arguments. It always seemed so clear to me what the answer was, maybe because I'm the oldest of four children in my family.
- One time, two women in the dorm couldn't agree over the use of the telephone—there was only one phone at our end of the hall— which meant that 12 of us were expected to share it. Anyway, one woman accused the other of monopolizing the phone.
- It seemed pretty clear to me that the only way to satisfy both women—and the rest of us, for that matter—would be to agree, as a group, how long each of us should stay on the phone at any given time. Once everyone knew what the "rule" was, there were far fewer conflicts.
Make Sure You Prove Your Claims
When you answer a question with a story, such as the one you just read, you are giving the interviewer two things:
- Proof of claim
Anyone can say that he or she has good conflict management skills and leave it at that, but telling a success story that illustrates your point proves your claim. In the process, you are giving the interviewer other information, such as: You were in a position of leadership, understood it, and rose to the challenge. When there were conflicts in the dorm, you didn't just shut your door or walk away; you actually interceded, which took initiative. And, of course, you solved the problem. So, a simple question, such as "what's your best quality?" can give you a valuable opportunity to give the interviewer a fuller picture of your capabilities.
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