HR Joe: Interviewing

As someone currently in the career search I have to say it is some of the most stressful times one will embark on. We spend countless hours looking for roles that our experience and education qualify us for only to talk ourselves out of the opportunity due to demanding job requirements. We submit resume after resume hoping we will be found by the recruiter. We check our junk mail incessantly, ensuring nothing slips through the cracks although we often just find ads or scams. It’s a lonely experience. Then, suddenly there is a glimmer of hope. You have an interview. What you do next can be the difference between moving on to the hiring manager or falling back into the abyss. Interviewing can be the most difficult step in the hiring process, but it can also be the easiest if you prepare.??????????

There are four commonly used types of interviews: structured, semi-structured, unstructured, and non-directive. Each type approaches the interview in a different manner. Structured means there is a set of questions prepared for the interview, this is the most common interview type. Semi-structured is a guided conversation where interviewers ask prepared questions, then might follow up with new questions that come up from the conversation. Unstructured is when interviewers ask questions that were not prepared. Non-directive is open ended questions that the interviewer asks based on answers to previous questions. It is best to know these interview types so you can adjust as needed in the interview.

There are also specific question types. The most common and difficult to answer is behavioral questions, which frames your qualifications for the current role based on past experiences. The interviewer wants to know that you can handle the responsibilities for the role, that you have experience that is applicable. Questions that start with “tell me a time when” or “give me an example” are behavioral questions. To answer you should use the STAR method: Situation, Tasks, Actions, Results. You want to drive your answer home with results. The point is for the interviewer to envision you in this role. Another type of interview question is situational. You will be given a scenario to which you have to provide an answer for.??????

Once you have the interview, the next step is to prepare. There are many resources out there that you can utilize. If you don’t know already, you can practice answering common interview questions on LinkedIn (LI). You can write or record your responses. The best part is you can ask your network for feedback. To take advantage of this feature you have to navigate to the jobs tab of LI. On the left side of the screen will be the link to interview questions. Practice, practice, practice. Don’t be embarrassed to share your answers with your network, they are there for you. You should also Google common interview questions. There are countless articles on questions asked, how to answer, and what to ask when it is your turn to ask questions. The more you prepare the more confident you will be during the interview. Don’t forget you are also interviewing the company to determine if the opportunity is right for you, so have thoughtful questions to ask.????

The first interview is usually with a recruiter. They are responsible for screening to ensure you are qualified for the role. It is your job to convince them of this. The most common question to be asked in this interview is “tell me about yourself”. This is not the opportunity to talk about what you did in high school. You should focus on the requirements of the job and how your experiences translate. Recruiters are looking for candidates that can communicate with confidence who they are, what they bring to the table, and how they will perform in the role. The second interview is usually with the hiring manager. This person has a problem that you can potentially solve. The hiring manager wants to know why you want to work for the company and how you will perform in the role. Always give examples when you are answering a question. For example, if the hiring manager asks what your strengths are, you want to answer the question with your strengths and an example of when they best served you. Always give examples.??????

The last step in the interview process is the “thank you” note. You can stand out in a crowd if you send a brief note thanking the interviewer for their time, highlighting a key point that you discussed, and sharing information that may not have come up in the interview but you feel is important. Generally you want to send this the next day to remind the interviewer why you are the best candidate for the role.????

Examples of Behavioral Interview Questions from LI Interview Prep?

“Tell me about a time when you handled a difficult problem, what was it and how did you solve it”

“Give me an example of a project you managed, what was difficult about it and how did you overcome that difficulty”

“Give me a time you had a conflict with a team member. How did you handle it”

“Tell me about a time you showed leadership”

“Tell me about a time you were successful on a team”

STAR methodology of answering questions

Situation - As an HR manager for a large urology group I realized that we could approach recruiting new talent more efficiently through our Human Resource Information System. At the time we were using Craigslist, not the most effective means of generating candidates. I decided to develop a new process and implement it across the organization. We were also heavily reliant on staffing agencies, an unnecessary expense.??

Tasks - First, I learned about the applicant tracking system embedded in our HRIS. I realized I could manage job descriptions and where roles were posted (Indeed, Glassdoor, LinkedIn). Then I developed a process that streamlined hiring by improving interview scheduling,? developing templates hiring managers could use instead of having to do it themselves.??

Action - Once I had the system in place I pitched it to the HR Director. He loved the idea and gave me the go ahead to implement. I sent a communication out to the practice managers explaining how the new system would work. I worked independently with practice managers to ensure they understood the why behind the change and how it would benefit them.?????

Results - The new process was a huge success. We were able to generate talent organically, saving time and money, and improving the overall experience for hiring managers and candidates.?

Example of a thank you note

Dear (Insert Name or title),

Thank you for taking the time to speak with me yesterday about the (insert role). I especially enjoyed hearing about the opportunity to grow as a leader. I believe my experiences and education make me a great fit for the role. I look forward to discussing this opportunity further and can be reached anytime.?

Kind Regards,

(Insert name and contact info)