Consumer Web
Not long ago employment agencies charged applicants 5 percent of their annual salaries to find jobs. Most agencies have quit this unethical practice, but unscrupulous firms still prey on vulnerable job seekers. Some career-advisory firms claim to be legitimate, but they make puffed-up promises and charge inflated fees—$4,000 is typical.
Your Task. Using databases and the Web, find examples of current employment scams or danger areas for job seekers. In a presentation to the class or in team discussions, describe three ex- amples of disreputable practices candidates should recognize. Make recommendations to job seekers for avoiding employment scams and disappointment with career-advisory services.
Video Resources
Video Library 1. The Job Search illustrates the good and bad job- search tactics of Yolanda and Stephanie. Be prepared to discuss critical-thinking questions your instructor may provide.
Grammar and Mechanics C.L.U.E. Review 15
Total Review
Each of the following sentences has a total of three errors in gram- mar, punctuation, capitalization, usage, or spelling. On a separate sheet, write a correct version. Avoid adding new phrases or rewrit- ing sentences in your own words. When finished, compare your responses with the key beginning on page Key-4.
Example: One West coast company found that e-mail consumed about 24% of staff members workdays.
Revision: One West Coast company found that e-mail consumed about 24 percent of staff members’ workdays.
1. The employment process begins with introspection. Which mean looking inside yourself.
2. To find the job of your dreams, you must: (a) Know yourself, (2) know the job market, and (3) know the process.
3. When Marcys job was terminated she applied at 3 online job boards.
4. If you loose your job consider using the internet to find another.
5. Justin wondered whether it was alright to apply at many sights simultaneously?
6. At last months staff meeting team members examined several candidates résumés.
7. Rather then schedule face to face interviews the team investi- gated videoconferencing.
8. 55 trainees are expected to attend the May 1st meeting, conse- quently, we need a larger room.
9. Good telephone manners reflects on you and your company, however, to few employees are trained properly.
10. In the last issue of Newsweek did you see the article titled “Should a résumé include a Career Objective?”
© Tom Grill / Corbis
Chapter 16
Interviewing and Following Up
OBJECTIVES
After studying this chapter, you should be able to
1 Understand the importance of a job interview, its purposes, and its forms, including screening, hiring/placement, one-on-one, panel, group, sequential, and stress interviews.
2 Describe what to do before an in-person interview, including researching the target company, preparing success stories, and practicing answers to possible questions.
3 Explain how to perform during an interview, including sending positive nonverbal messages and using good techniques in answering questions.
4 Describe how to answer typical interview questions such as those that seek to get acquainted, gauge your interest, probe your experience, explore your accomplishments, look to the future, and inquire about salary expectations.
5 Understand how to close an interview positively, including asking meaningful questions.
6 Outline the activities that take place after an interview, including thanking the interviewer and contacting references.
7 Understand how to complete employment applications and write résumé follow-up, rejection follow- up, job acceptance, and job rejection messages.
The Job Interview: Understanding Its Importance, Purposes, and Types
A job interview, whether at Google or anywhere else, can change your life. Because employ- ment is a major part of everyone’s life, the job interview takes on enormous importance. Inter- viewing is equally significant whether you are completing your education and searching for your first serious position or whether you are in the workforce and striving to change jobs.
Everyone agrees that job interviews are extremely stressful. However, the more you learn about the process and the more prepared you are, the less stress you will feel. It’s also important to realize that a job interview is a two-way street. It’s not just about being judged by the employer. You, the applicant, will be using the job interview to evaluate the employer. Do you really want to work for this organization?
This chapter will increase your interviewing effectiveness and confidence by explain- ing the purposes and kinds of interviews and how to prepare for them. You will learn how to gather information about an employer, as well as how to reduce nervousness, control body language, and fight fear during an interview. You will pick up tips for responding to re- cruiters’ favorite questions and learn how to cope with illegal questions and salary matters.
Moreover, you will receive pointers on significant questions you can ask during an interview.
Finally, you will learn what you should do as a successful follow-up to an interview.
Yes, job interviews can be intimidating and stressful. However, you can expect to ace an interview when you know what’s coming and when you prepare thoroughly. It’s often the degree of preparation that determines who gets the job.
LEARNING OBJECTIVE 1 Understand the importance of a job interview, its purposes, and its forms, including screening, hiring/placement, one-on-one, panel, group, sequential, and stress interviews.
LEARNING OBJECTIVE 1 Understand the importance of a job interview, its purposes, and its forms, including screening, hiring/placement, one-on-one, panel, group, sequential, and stress interviews.
Résumés from thousands of prospective Nooglers (new Google employees) arrive at Google’s Mountain View, California, head- quarters every day. Admired for its technological excellence and nontraditional corporate culture, Google recently topped Fortune’s
“America’s Best Companies to Work For” list. Its growth had been so rapid that Google’s employee roster soared from about 1,600 in 2003 to well over 11,000 now. With major offices worldwide, the company typically hires 16 Nooglers a day. It looks for talented, passionate people from a variety of backgrounds. Google seeks enthusiastic candidates who want to make a difference in the world by applying technology to benefit users.
Hiring and retaining the best people are central to Google’s continuing success and growth. “It’s no accident that my title is Vice-President of People Operations, and not the more traditional description of ‘human resources,’” said Laszlo Bock, who had recently joined Google after leaving General Electric. “People are our most vital competitive asset. . . . Our strategy is simple: We hire great people and encourage them to make their dreams a reality.”1
The uniqueness of the Mountain View Googleplex contributes to employee satisfaction and keeps turnover low—just 4 to 5 percent. Its informal, collaborative work environment has been compared to a uni- versity setting. Employees work in small teams that promote creativity and an open exchange of ideas. As the leading Internet search site and advertising giant, Google values out-of-the-box thinking. Managers encourage employees to work on special projects and expand their responsibilities well beyond their original job descriptions.
In addition to encouraging a high-energy atmosphere, Google supports its employees with an exceptional list of benefits. Gourmet meals and snacks, haircuts, car washes and oil changes, gym facili- ties, sports, language lessons, personal concierge services, day care, running trails, medical and dental care—all these and more are avail- able at the Googleplex.
Googling for Jobs
Communicating at Work Part 1
Google’s high growth rate places intense pressure on Google’s recruiters to fill its many open positions. “As we get bigger, we find it harder and harder to find enough people, ” said Vice President Bock.2 Many senior managers were devoting almost one third of their time to interviewing candidates. As a result, one of Mr. Bock’s first initia- tives was to streamline Google’s rigorous hiring processes—while still striking “the right balance between letting candidates get to know Google, letting us get to know them, and moving quickly. ”3 Critical Thinking
● Before you apply for a job, why must you investigate carefully the background of any company that interests you?
● What types of skills and background do you think Google recruiters look for in a candidate?
● How would you craft a résumé and cover letter so that it would stand out when it arrives at Google?
http://www.google.com
© ERIN LUBIN / Bloomberg News / Landov
Career Coach
Ensuring That You Pass the All-Important Telephone Screening Interview
Job seekers often mistakenly think that telephone interviews are less important and less formal than face-to-face interviews. These screening interviews, however, are the first hurdle in landing a job. If you fail the telephone interview, you won’t get a second chance. To increase the odds of passing a screening interview, try these tips:
● Consider using voice mail to screen calls. By screening incoming calls, you can be totally in control when you return a prospective employer’s call.
● Tell those who might answer your phone at home about your job search. Explain to them the importance of acting professionally and taking complete messages.
● Prevent children from answering the phone during your job search. Children of all ages are not known for taking good messages!
● If caught off guard by the call, ask whether you can call back in a few minutes. Organize your materials and yourself.
● Avoid using a cell phone. If you have put your cell phone number on your résumé, don’t answer your cell phone unless you are in a good location to carry on a conversation with an employer.
● Polish your verbal skills. “Teen speak” and poor grammar are immediate turnoffs. Use a professional tone and businesslike language.
● Be polite and sound enthusiastic as you answer questions and sell your qualifications.
● Have a copy of your résumé available so that you can answer any questions that come up. Also have your list of references, a calendar, and a notepad handy.
● Take good notes during the phone conversation. Obtain accurate directions, and verify the spelling of your interviewer’s name. If you will be interviewed by more than one person, get all of their names.
● Ask the employer to send you a copy of the job description and other company information, which you can use to prepare for the interview.
● Before you hang up, reconfirm the date and time of your interview. You could say something like, I look forward to meeting with you next Wednesday at 2 p.m.
Career Application
Practice your telephone interviewing techniques with a friend, spouse, or relative. Prepare a set of practice questions and ask your partner to call you so that you can rehearse your answers and develop confidence.
Purposes of Employment Interviews
An interview has several purposes for you as a job candidate. It is an opportunity to (a) con- vince the employer of your potential, (b) find out more about the job and the company, and (c) expand on the information in your résumé. This is the time for you to gather information about whether you would fit into the company culture. You should also be thinking about whether this job suits your career goals.
From the employer’s perspective, the interview is an opportunity to (a) assess your abili- ties in relation to the requirements for the position; (b) discuss your training, experience, knowledge, and abilities in more detail; (c) see what drives and motivates you; and (d) decide whether you would fit into the organization.
Types of Employment Interviews
Job applicants may face a number of kinds of interviews that have different purposes. You must succeed in the screening interview to proceed to a hiring/placement interview.
Screening Interviews. Screening interviews do just that. They screen candidates to filter those who fail to meet minimum requirements. Companies use screening interviews to save time and money by eliminating less qualified candidates before scheduling face-to- face interviews. Although some screening interviews are conducted during job fairs or on campuses, most screening interviews take place on the telephone. See the accompanying Career Coach box to ensure that you can pass the all-important screening interview.
Hiring/Placement Interviews. The most promising candidates selected from screening interviews will be invited to hiring/placement interviews. Hiring managers want to learn whether candidates are motivated, qualified, and a good fit for the position. Their goal is to learn how the candidate would fit into their organization. Conducted in depth, hiring/placement interviews may take many forms.
During job interviews, candidates try to (a) convince an employer of their potential, (b) learn about the job, and (c) amplify résumé information.
During job interviews, candidates try to (a) convince an employer of their potential, (b) learn about the job, and (c) amplify résumé information.
Screening interviews are intended to eliminate those who fail to meet minimum requirements.
Screening interviews are intended to eliminate those who fail to meet minimum requirements.
In hiring/placement interviews, recruiters try to learn how the candidate would fi t into their organization.
In hiring/placement interviews, recruiters try to learn how the candidate would fi t into their organization.
One-on-One Interviews. In one-on-one interviews, which are the most common type, you can expect to sit down with a company representative and talk about the job and your quali- fications. If the representative is the hiring manager, questions will be specific and job related.
If the representative is from human resources, the questions will probably be more general.
Panel Interviews. Panel interviews are usually conducted by people who will be your supervisors and colleagues. Usually seated around a table, interviewers take turns asking questions. Panel interviews are advantageous because they save time and show you how the staff works together. For these interviews, you can prepare basic biographical informa- tion about each panel member. In answering questions, keep eye contact with the ques- tioner as well as with the others. Try to take notes during the interview so that you can remember each person’s questions and what was important to that individual.4
Group Interviews. Group interviews occur when a company interviews several candi- dates for the same position at the same time. Some employers use this technique to mea- sure leadership skills and communication styles. During a group interview stay focused on the interviewer, and treat the other candidates with respect.
Sequential Interviews. Sequential interviews allow a candidate to meet with two or more interviewers on a one-on-one basis over the course of several hours or days. You must listen carefully and respond positively to all interviewers. Sell your qualifications to each one; don’t assume that any interviewer knows what was said in a previous interview.
Stress Interviews. Stress interviews are meant to test your reactions during nerve-racking situations. You may be forced to wait a long time before being greeted by the interviewer, you may be given a test with an impossible time limit, or you may be treated rudely by one or more of the interviewers. Another stress interview technique is to have interviewers ask questions at a rapid rate. If asked rapid-fire questions from many directions, take the time to slow things down. For example, you might say, I would be happy to answer your question Ms.
X, but first I must finish responding to Mr. Z. If greeted with silence, another stress technique, you might say, Would you like me to begin the interview? Let me tell you about myself. Or ask a question such as, Can you give me more information about the position? The best way to handle stress questions is to remain calm and give carefully considered answers. However, you might also reconsider whether you would want to work for this kind of organization.
No matter what interview structure you encounter, you will feel more comfortable and be better prepared if you know what to do before, during, and after the interview.
Before the Interview
Once you have sent out at least one résumé or filled out at least one job application, you must consider yourself an active job seeker. Being active in the job market means that you should be prepared to be contacted by potential employers. As discussed earlier, employ- ers use screening interviews to narrow the list of candidates. If you do well in the screening interview, you will be invited to an in-person meeting.
Researching the Target Company
After scheduling an in-person interview, it’s time to begin in-depth research. One of the most important steps in effective interviewing is gathering detailed information about a prospective employer. Never enter an interview cold. Recruiters are impressed by candi- dates who have done their homework. In an Office Team survey, 47 percent of executives polled said that the most common mistake job seekers make during interviews is having little or no knowledge about the potential employer.5
Visit the library or search the Web for information and articles about the target company or its field, service, or product. Visit the company’s Web site and read everything. Call the com- pany to request annual reports, catalogs, or brochures. Ask about the organization and pos- sibly the interviewer. Learn something about the company’s mission and goals, size, number of employees, customers, competitors, culture, management structure and names of leaders, reputation in the community, financial condition, future plans, strengths, and weaknesses.
Various kinds of hiring interviews include one-on-one, panel, group, sequential, and stress.
Various kinds of hiring interviews include one-on-one, panel, group, sequential, and stress.
LEARNING OBJECTIVE 2 Describe what to do before an in-person interview, including researching the target company, preparing success stories, and practicing answers to possible questions.
LEARNING OBJECTIVE 2 Describe what to do before an in-person interview, including researching the target company, preparing success stories, and practicing answers to possible questions.
Prior to an interview, take time to research the target company and learn about its goals, customers, competitors, reputation, and so forth.
Prior to an interview, take time to research the target company and learn about its goals, customers, competitors, reputation, and so forth.
Analyze the company’s advertising, including sales and marketing brochures. One can- didate, a marketing major, spent a great deal of time pouring over brochures from an aero- space contractor. During his initial interview, he shocked and impressed the recruiter with his knowledge of the company’s guidance systems. The candidate had, in fact, relieved the interviewer of his least favorite task—explaining the company’s complicated technology.
Talking with company employees is always a good idea, if you can manage it. They are probably the best source of inside information. Try to be introduced to someone who is cur- rently employed—but not working in the immediate area where you wish to be hired. Be sure to seek out someone who is discreet.
Weblogs, or blogs, are also good sources for company research. Many employees main- tain both formal and informal blogs, where they share anecdotes and information about their employers. You can use these blogs to learn about a company’s culture, its current happenings, and its future plans. Many job seekers find that they can get a more realistic pic- ture of a company’s day-to-day culture by reading blogs than they would by reading news articles or company Web site information.6
In learning about a company, you may uncover information that convinces you that this is not the company for you. It’s always better to learn about negatives early in the process. More likely, though, the information you collect will help you tailor your applica- tion and interview responses to the organization’s needs. You know how flattered you feel when an employer knows about you and your background. That feeling works both ways. Employers are pleased when job candidates take an interest in them. Be ready to put in plenty of effort in investigating a target employer because this effort really pays off at interview time.
Preparing and Practicing
After you have learned about the target organization, study the job description or job listing.
It not only helps you write a customized résumé but also enables you to match your educa- tion, experience, and interests with the employer’s position. Learning about the duties and responsibilities of the position will help you practice your best response strategies.
The most successful job candidates never go into interviews cold. They prepare success stories and practice answers to typical questions. They also plan their responses to any prob- lem areas on their résumés. As part of their preparation before the interview, they decide what to wear, and they gather the items they plan to take with them.
Prepare Success Stories. To feel confident and be able to sell your qualifications, prepare and practice success stories. These stories are specific examples of your educational and work-related experience that demonstrate your qualifications and achievements. Look over the job description and your résumé to determine what skills, training, personal char- acteristics, and experience you want to emphasize during the interview. Then prepare a suc- cess story for each one. Incorporate numbers, such as dollars saved or percentage of sales increase, whenever possible. Your success stories should be detailed but brief. Think of them as 30-second sound bites.
Practice telling your success stories until they fluently roll off your tongue and sound natural. Then in the interview be certain to find places to insert them. Tell stories about (a) dealing with a crisis, (b) handling a tough interpersonal situation, (c) successfully juggling many priorities, (d) changing course to deal with changed circumstances, (e) learning from a mistake, (f) working on a team, and (g) going above and beyond expectations.7
Practice Answers to Possible Questions. Imagine the kinds of questions you may be asked and work out sample answers. Although you can’t anticipate precise ques- tions, you can expect to be asked about your education, skills, experience, and availability.
Recite answers to typical interview questions in front of a mirror, with a friend, while driving in your car, or in spare moments. Keep practicing until you have the best responses down pat. Consider recording a practice session to see and hear how you answer questions. Do you look and sound enthusiastic?
Clean Up Any Digital Dirt. Many companies that recruit on college campuses are now using Google and Yahoo to screen applicants. The president of a small consulting Blogs can provide authentic
information about a company’s culture, current happenings, and future plans.
Blogs can provide authentic information about a company’s culture, current happenings, and future plans.
Practice success stories that emphasize your most strategic skills, areas of knowledge, strongest personality traits, and key accomplishments.
Practice success stories that emphasize your most strategic skills, areas of knowledge, strongest personality traits, and key accomplishments.
Rehearse answers to typical interview questions so that you sound knowledgeable and enthusiastic.
Rehearse answers to typical interview questions so that you sound knowledgeable and enthusiastic.