Fair Labor Standards Act Revisions

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TRENDS IN JOB INTERVIEWING

• think of an interview as having two purposes
  establishing basic
• trust with the interviewer, and giving the
  interviewer a few clear facts
• about what you can do for the company.1
• In essence you need to connect with the
  interviewer interpersonally.2

1 Nick Morgan, How to Ace an Interview, Harvard
Management Update, (April 2003). 2 Clive Muir,
Managing the Initial Job Interview Smile,
Schmooze, and Get Hired? Academy of Management
Executive, (February 2005), 156.
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INTERVIEW METHODS

• Here are some typical types of interviews. What
  are the challenges to consider for each type?
• Structured Responsibilities and duties of
  position frame the questions questions designed
  to discover specific qualifications criteria for
  correct answers pre-determined and fixed.
• Unstructured Also called non-directive
  interviews no set list of questions sometimes
  used not generally thought to be effective.
• Telephone Screening Generally used as an
  initial screening method looking for reasons to
  remove candidates for consideration.
• One to One The most common format often have
  one or more of this type of interview for a job
  with the same or different people may be
  combined with panel interviews.

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INTERVIEW METHODS

• Here are some typical types of interviews. What
  are the challenges to consider for each type?
• Panel Typical in academia and health care
  group interview highlights ability to express
  leadership, interpersonal skills and ability to
  think on your feet designed to observe
  interviewees reactions in a group setting.
• Series Move from person to person often in
  conjunction with panel interviews.
• Assessment Center Relatively uncommon many
  candidates brought in at the same time utilize
  various interview methods including case studies
  group exercises and simulations same question
  may be given to multiple candidates who are in
  the same room
• Stress Used to deliberately test your coping
  skills relatively uncommon and used to determine
  if you can think on your feet while under
  stress. Interviewers may intentionally be
  sarcastic, confrontational , rude or challenging.

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THE INTERVIEW PROCESS
Interviewer
Candidate
-Analyze define skills qualifications -Prepar
e job profile
-Analyze posting -Research organization -Apply
for position

-Develop questions -Prepare for interview
-Develop potential questions w/
responses -Prepare for interview
-Conduct interview -Ask questions
-Respond to questions -Build rapport -Ask
questions
-Rate Select
-Follow up
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THINK LIKE AN INTERVIEWER

• Preparing a Job Profile
• Prepare for your interview by developing a
  working job profile.
• Using a job posting or job description
• List the key skills necessary for job-required
  duties and responsibilities.
• List the important qualifications for the
  position.

-Starting point in designing a job -Build from
this foundation
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THINK LIKE AN INTERVIEWER

• Question Formats
• Job-Related
• To determine your current knowledge and
  capabilities for the position.
• What do you know about our competition?
• How will you help the organization?
• Behavioral
• To define your experience looking back.
  Describe a time when you
• Give an example of a time when you

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THINK LIKE AN INTERVIEWER

• Question Formats
• Situational
• To determine your likely behavior in the future
  based on hypothetical situations.
• What if you and your team disagree?
• In this position how will you . . .?
• Stress
• To determine how you deal with stress. Stay
  calm
• Dont take it personally
• Endure the silent treatment

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THINK LIKE AN INTERVIEWER

• Question Formats
• Brain Teaser
• To determine how well candidates can logically
  and creatively think on their feet.
• How far apart are the minute and hour hand of a
  clock at 315?
• Why is a manhole cover round?

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THINK LIKE AN INTERVIEWER

• Creating Job-Related Questions
• Job Related questions may test your knowledge of
  the position, the company,
• the institution, and the industry.

Using the information from your job profile on
page 5, create 3 job related questions
1. 2. 3.
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RESPONDING TO JOB RELATED QUESTIONS

• This exercise will require you to work with a
  partner.
• Find a partner with whom you can exchange job
  related questions.
• One of you is the interviewer, the other is
  being interviewed.
• Interviewer ask the job related questions.
  Candidate, answer as you would in an interview.
  Begin the interview.
• Interviewer provide feedback on the question and
  the answer.
• -Is the question clearly job related?
• -Was the answer specific and concise?
• 4. Switch roles and repeat.

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THINK LIKE AN INTERVIEWER

• Creating Behavioral Questions
• Behavioral questions are about past experiences
  and are used as predictors of future success.

Using the information from your job profile on
page 5, create 2 behavioral questions
1. 2.
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RESPONDING TO BEHAVIORAL QUESTIONS STORYTELLING

• The creation of one-to-two minute stories of your
  experiences, skills and accomplishments are
  especially useful for behavioral based questions.

• Define a challenge, a problem or situation you
  faced,
• such as being required to
• Meet objectives with same or fewer resources.
• Increase efficiency.
• Develop something for the first time.
• Prepare original papers, reports, articles.
• Manage work group or department.
• Save the organization money.
• Increase production.
• Identify problem others did not see.
• Meet goals under difficult circumstances.
• Describe the actions you took to meet the
  challenge.
• Explain the results of your actions.

Challenge Actions Results
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MIRRORING MATCHING

• Mirroring and matching the expressions, posture,
  rate of speech and tone of voice is a good
  non-verbal communication technique.

• This exercise requires that you work with a
  partner.
• With your partner, exchange behavioral questions.
  One of you is the interviewer, the other is
  being interviewed.
• Interviewer ask the behavioral questions.
  Candidate answer as you would in an interview
  (use storytelling) while paying attention to
  mirroring and matching the interviewer. Begin
  the interview.
• Interviewer take notes provide feedback on what
  worked and what needs improvement.
• 4. Switch roles and repeat.

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TWO GUARANTEED QUESTIONS

1. Tell me about you?
2. Why are you leaving your current position?

Personal Infomercial Memorize a 30-60 second
summary. -Who you are -Where you have
been -Where you are going
Reason for Leaving Statement Be brief, positive,
truthful. Ive enjoyed working at XX for the
past XX years, and now Im looking for
an opportunity to make a new contribution. I
was hired as an XX, and after a few months it
was clear that the position was not a good fit
for my skills.
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MORE EXAMPLES OF QUESTIONS YOU MAY BE ASKED

• GENERAL
• Tell me about yourself?
• What is your approach to managing others?
• Why did you apply for this position?
• JOB RELATED
• What do you know about this position?
• What do you see as the direction of this company?
• How will you help our organization?

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MORE EXAMPLES OF QUESTIONS YOU MAY BE ASKED

• SITUATIONAL
• In your department you may be pulled in many
  directions at once. How will you manage your
  priorities and time?
• Assume you are working in a project in which
  you need to get people to work together
  effectively. How will you do this
• BEHAVIORAL
• Describe a time when you inspired others to reach
  a common goal?
• What was your biggest decision in the past year?
  Why?
• Tell me about a time when you anticipated a
  potential problem and developed successful
  prevention measures

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QUESTIONS TO ASK THEM

• Do you have any questions for us?
• Keep your questions focused on the work, the
  tasks, or the function.
• Avoid jumping to your needs before an offer is
  made.
• The types of questions you ask and how you ask
  them do as much to
• differentiate you from the competition as the
  ones you answer. For example
• How will you know if the person you hire for
  this position is successful?
• Can you tell me why this position is open?
• Can you describe your organizational culture?
• What are the greatest challenges facing the
  person in this position?
• What are the organizations plans for growth in
  the next 3-5 years?

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PRACTICE REHEARSE

• Successful job seekers know what to expect. They
  prepare for the interview by
• Researching the organization to determine the
  skills and qualifications a
• successful candidate will need.
• Preparing sample questions with complete
  responses.
• Rehearsing their responses, including one to two
  minute stories.
• Practicing their rapport building skills.

For additional support Human Resources Employee
Career Advising 621-2376 or 626-0850www.hr.ari
zona.edu/ecadvising