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Kleiman (2000) reports that a 1997 AON Consulting/Society for Human Resource Management survey of the associations’ 130,000 members shows that 18% of U.S. companies use behavioral and personality testing for screening non-management candidates; 22%, for management (pp. 1-2).  Kleiman quotes Jeff Dressler, national manager of selection and assessment for Bank One Corp in Chicago who adds these assessments are used to identify knowledge, skills and abilities, typical behavioral; and questions seek a response concerning , “what have you done in this situation, instead of what you should have theoretically done” (pp. 1-2).  While other interview methods pertain to relationship building, and fitting in, but don't raise the issue of having the skills to do the job. 

Use of behavioral interviewing is ever increasing every day (pp. 1-2).  According to these authors, preparation is the first step toward a successful interview.  The Affiliates suggest it is important to: (a) know the exact place and time of the interview, the interviewer's full name, and the correct pronunciation; (b) know pertinent facts about the firm or company; (c) know why the hiring manager and/or client representative is interested in your qualifications; (d) determine how the opportunity will impact your immediate and long-term career development; (e) know what questions to ask during the interview; (f) understand the opportunity in order to be able to communicate interest in the position; and (g) know how to present yourself in the interview.  The Affiliates stress the importance of getting insights into the personalities of the decision makers and guidance in responding to specific questions and suggestions for proper attire (p. 1).

Tips

• Get a good nights sleep before the interview.  Arrive on time, if not a few minutes early, for the interview, dressed neatly with professional appearance.  Take the opportunity to observe the working environment.  Walk tall, smile, make eye contact, and present a firm handshake -- this goes for men and women.  Be alert and friendly with everyone.  Review literature about the company provided in the reception area.  Bring at least two copies of your resume to the interview.

 
• In the United States, interviewing is weighed heavily toward first impressions.  Interview preparation is critical, but it's important that this preparation goes beyond having all the right answers to the questions.  What you say is often not as important as how you say it.
   
• Get the interviewer to describe the position and duties early in the interview so that you can relate your background and skills to the particular position.  Your responsibility is to convince the employer that you are the best person for the job.  Since the interviewer may not draw it out of you, remember the points which are important about your qualifications.  Never answer with a simple "yes" or "no".  Give descriptive examples or proof whenever you can throughout the interview.  Try to paint a visual picture that the employer will remember. The true stories you tell about yourself will differentiate you from the other applicants.  Radiate energy and genuine enthusiasm. 

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• Watch the interviewer for clues on how the interview is progressing.  Listen carefully to the question and the way it is phrased.  If it can be interpreted in more than one way, and if you are unsure what the interviewer really wants you to discuss, ask for clarification.  Answer questions clearly and concisely.  Don't get into personal details that are not appropriate to discuss. 

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• If the interviewer becomes silent, look for the reason.  Are you being tested to see how comfortable you are with silence?  Are your answers too brief and the interviewer is waiting for you to elaborate more in order to get a better sense of who you are?

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• If the interviewer outlines a hypothetical situation and asks you what you would do if you found yourself in a specific circumstance, imagine yourself in that situation.  Give the best answer you can if it is a situation which you have not already experienced and successfully dealt with.  In many instances, the interviewer is more interested in finding out how you would react under those circumstances and in your thinking/analytical process than in your final answer.  In conceptually based questions keep in mind common strategies for dealing with problems such as planning, involving others, obtaining resources, training, etc. and particular models applicable in your field.  For example, in the career/life planning field, one model's components are self assessment, occupational exploration, training/education, and success skills such as job search skills, decision making and goal setting, etc.  Use these models to structure your answers.

• In your analysis, think about which are the most important facts.  Watch for trick questions; for example, would you need to get additional information from someone else in the scenario before you could make a decision?  When necessary ask the interviewer to supply more detail for clarification on a key point.

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• When the interviewer asks about your weaknesses, choose something work related, but not so serious as to disqualify you.  Briefly mention one, always ending on a positive note.  Show what you have learned from the experience or what you are doing to change; an example is, I have a hard time saying no to a request and find myself stretched at times, however, I have learned to prioritize my work better and work more efficiently in order to complete all the projects on time.  If pressed for more than one weakness, have another one ready to discuss but this may be a time that you could say I can't think of any others.  Remember, things you don't do well will not get you the job offer, so do not elaborate on any negatives.  Don't criticize past employers or blame others for any negative employment experience (being fired, trouble with supervisor).  If asked, briefly acknowledge any difficulty and say what you have learned or discuss the positive outcome of the situation, explaining that the opportunity was not a match.  By looking at weaknesses or negatives, an employer is trying to determine where you might have problems on the job; generally they want an employee who will do the work adequately while having the fewest serious shortcomings.

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• It's best to conduct salary negotiations late in the interview process when the interviewer is aware of your qualifications or only when you actually get the job offer; this applies to questions about benefits, personal days, or vacation time as well.  If you are pressed to give a salary expectation, turn it around to the interviewer and ask what the organization would ordinarily pay a person with your credentials.  If you are still pressed, know what salary range would apply to that type of job in that geographic location.  You could try to obtain this information by speaking to people in the field prior to your interview.  Good salary information is also available on the Internet.

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• .If you do not receive a job offer (especially if you felt the "fit" was very good), you may want to contact the interviewer to get feedback on your performance and ask for suggestions on how you could improve.  Specific feedback can be invaluable; when you know exactly what needs work, problem resolution can be direct and effective.  For example, your experience may be on target but in the interview situation you may be too quiet giving the impression of low energy.  Or you may be too modest and not clear about the strength of your experience and training. 

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• In the United States, it is very important to convinced the interviewer by the five-minute point that you are the right person for the job or at least a contender who should go to the next step up.  In that first five minutes of the interview, many critical expressions of your history, your dress, your grooming, your handshake, your personal presence, your eye contact, your articulation and your personality are noted.  Do not fidget in your chair, pick at your cuticles, hum, chew gum, tap your foot or do anything else that might give the impression that you are not confident and professional.

 
• Having taken the right courses, having good grades and having related work experience are all important selection criteria.  Your GPA, or your work experience gets you the interview in the first place.  But it's all of the “soft factors” that will take you to the next level.

 
• Most interviewers are looking for individuals who are able to personally present themselves well in a face-to-face interview.  They want to recommend those who will be a good reflection upon themselves and their selectivity.  Most Interviewers naturally lean to specific success factors that have worked for them consistently.  These include punctuality, conservative grooming, body language, and articulation, vocabulary and enunciation.  Practice in a mock interview with another person.  Check for quality of information in your answers, and the positive, non-verbal reinforcement of your words. 
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• Personal presence, how you present yourself, is critical to interview success.  This includes all of the body language cues give during the interview; this is a difficult area for self-assessment, since we are typically unaware of our idiosyncrasies.  Articulation, the ability to convey your background is a combination of good preparation (which you have full control over) and vocabulary/enunciation (which you have little control).  Your intelligence and sharpness, quickness, aggression, and brightness are all characteristics that are typically appraised according to your articulation.  Preparation relating to your own background (recalling your success stories) and knowledge of the company is also very important.  Proper research will help you formulate your answers in a clear and succinct manner.  If you can, practice in front of a video camera so you can watch for body language of which you may be unaware.

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• Remember the most important goal of the job interview is to get a job offer.  There are two fears individuals have relating to the job search process.  One is that they won't get the job and the other is they will!  Obviously, if you accept a job offer then you have to assume the job responsibilities; however, you do not have to accept an offer before you evaluate the opportunity in light of all the information gathered during the interview process. 

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• At the conclusion of the interview, stand up, extend your hand, thank the interviewer for his/her time and consideration of you as a qualified candidate for this position, and leave gracefully.  You may ask when the decision is anticipated but don't offer to call back or give your cell phone and pager numbers, just walk out as confidently as you entered.

When you go in for an interview you should dress conservatively, because you never know who you will meet.  Generally it is best to be dressed in a suit for professional opportunities.

Dark suits, navy or charcoal gray, are recommended for men.  The suit can be pinstriped, but needs to be fairly conservative.  It doesn't  need to be expensive, but well fitted.  Generally, men should wear a white shirt, a conservative necktie, dark shoes and dark socks that come up to their knee, over the calf.  A watch or ring is perfectly acceptable, but men should not wear very much jewelry.  While it may be acceptable once you've got the job, wearing earrings may not be acceptable on the interview.  If that's something that is extremely important to you, then you need to be interviewing with firms where that is part of the culture.  You don't need to have very short hair, but it certainly needs to look clean, combed and well kept because you want to create a good impression when you walk in.

Women should wear dark suits also. They get a few more options. They can wear a colored blouse of some kind that does not necessarily have to be white.  The skirt should be long or just above the knee, but no miniskirts.  Women should wear hose and heels they are comfortable in.  Jewelry needs to be worn in moderation.  If women are going to wear earrings, they need to wear studs that do not dangle.  Hair needs to be washed and combed, long hair should be pulled up or back. 

Lunch or Dinner Interviews

What to order when a prospective employer takes you to lunch or dinner, it's still an interview, not a social situation.  Pick something in the medium price range that is generally neat to eat; for example an omelet can be eaten with a fork.  Some students have dietary restrictions too, if you're a vegetarian, there is nothing wrong with saying to the waiter, I'd  really like to have just a cheese sandwich with lettuce and tomato.  Don't make a big deal about your restrictions, but find something to eat in a way that makes you and the recruiter comfortable.