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III. Anatomy of the Job Interview

Interviews take on various forms and are conducted in various sequences. There is not a standard pattern. You may begin the process in the personnel department and then be escorted to the interviewing supervisors later. Some companies conduct interviews in conference rooms; some require testing. You will probably be interviewed by more than one person. The interview may include lunch with a group of interviewers. Although there is no standard procedure, there are recognizable steps or stages within any interview sequence. It will be up to you to recognize which stage the interview is in and how to act and react properly to get the job offer.

A. The arrival. Usually, the first person you will meet is a receptionist who directs you to the proper place and the proper time. The receptionist may or may not be expecting you; explain who you are and who you would like to see.

B. The initial contact. Whatever form the initial contact with the company personnel may be, your greeting should include a firm handshake and an enthusiastic hello, followed by an introduction of yourself. Your initial contact may be with an employee from the personnel department who will instruct you in how to proceed with your contacts and provide a preview of what to expect. Your initial contact may be with a supervisor within the department offering the job. This will probably be your first interviewer, but you may talk to others first and talk with the supervisor last. Remember to play by the company's rules.

C. The ice breaker. In every interview, there is a short interval before getting down to business, that is usually filled with small talk. You should respond with enthusiastic and pleasant answers to remarks and questions no matter how trivial they seem. This is also your opportunity to get on a first name basis with the interviewer. After the ice breaker, do not hesitate to drop the "Mister Smith" and simply call the interviewer by first name.

D. The chronological interview. Unless you do something about it, the interview can and probably will be a chronological interview controlled entirely by the interview. The chronological interview is a backward history of positions held through the years.

You should consider this interview as part of the introductory phase and you should close the chronological interview after five to seven minutes of introductory time. This can be done by seizing the initiative and beginning the topical interview. This is the important phase of interviewing and must be done subtly without appearing manipulative or domineering.
Switching to the topical interview is not difficult. The interviewer will welcome this change. The interviewee should look for the first opportunity to ask the simple question:

"Bill, what will be my first assignment in this program?"        The topical interview and your opportunity to sell yourself begin when the interviewer gives you a description of your initial responsibility as a new employee.

E. The topical interview. The topical interview is totally different from the chronological interview. Instead of being guided by a backward review of your previous jobs, the topical interview concentrates on responsibilities of the job you are interviewing for. Your strategy is to find out what will be expected of you and to convince the interviewer that you can perform exactly as expected.
       The initial question in the topical interview is the question that began, "Bill, what will be my first assignment in this program?". This should be followed by a list of activities or duties that you will be expected to perform. You will then need to relate each activity to your experience, knowledge and exposure. Make the relationship between the position requirements and your abilities closely match. If you have specific experience, be sure and use it. If you are lacking experience, relate your knowledge of the subject. Voice a keen interest in learning about subjects that you are lacking in both experience and knowledge. Relate a previous learning experience showing that you can and will learn quickly and thoroughly. Once the first assignment is covered, ask another question, such as: "What else will I be expected to do in this position?"
       Follow each statement of responsibility and duty with a related experience or knowledge whenever possible. Continue the "what else" questions until all aspects of the job are covered. The topical interview is you principle technique in learning what the job entails and proving that you can do it. During this interview process, you should:

1. Miss no opportunity to compliment the interviewer's approach to problems. There is no better way to make a friend and gain a supporter than to let the interviewer know that you admire his accomplishments and respect his ability.
2. Miss no opportunity to imply that you expect to be with the company for a reasonable time. The interviewer will be continuously looking for such indications. Be careful not to suggest that you consider the position temporary.
3. Speak and act as if you already had the position. This means using "wills" and "cans" rather than "woulds" and "coulds." (Example: "What will be expected of me? rather than "What would be expected of me?")
4. Be careful not to speak negatively about anything. Keep the conversation positive.
5. Respond to questions honestly and positively. Go beyond "yes" and "no" answers elaborating on points that seem to be important to the interviewer --- especially points that get you excited and create a positive and enthusiastic response from you.

       It should be easy to detect when you have convinced the interviewer of your capabilities. When you recognize this, it is time to actively close the interview. Closing can be achieved by asking the interviewer, "Do you think I am qualified for the position?" This question, asked at the proper time, signals the start of the interview close.

F. The interview close. The closing phase is the most important aspect of the interview for making a lasting impression. It leaves the interviewer with a positive impression that can set you above other competitors for the same position. There are four parts to the interview close:

1. To begin the close, ask if the interviewer believes you are qualified for the position.
2. No matter what the answer is to that question (probably a noncommittal answer); you follow with a statement that you can handle the position.
3. Make a statement that the position is exactly what you're looking for and that you would like to become a part of the team
4. Finally, as you are preparing to leave, tell the employer you would enjoy working with him personally.

       By following this closing technique, you will have convinced the interviewer that you can do the job. You'll let him know that you are interested and you want the offer. You will also let the interviewer know that you will be a part of the interviewer's team and that you're the right person for the job. A typical sequence for an interview close might be as follows:

Candidate: "Tell me Bill, do you think I qualify for the position?" (This starts the interview close.)
Interviewer: "Yes Tom, I think you do. However, we have several more interviews to complete before we will make an offer."

      At this point, you should expect to be dismissed or taken to another interviewer. All interviews, no matter who the interviewer is, should be handled in the same fashion --- with a topical interview and a strong, positive close.
       You must convince all parties in the interview cycle that you are the right person for the job. Assume each interviewer knows nothing about you; start your interview procedure from scratch.

G. The exit. Your exit from the interviewer's office will conclude the interview. Your exit should be viewed as an additional opportunity to display a positive attitude.
       At the interviewer's door, or the elevators, repeat the opinion that you can do the job and that the position is exactly what you are seeking. The opportunity for the personal touch --- repeating that you would enjoy working with the interviewer --- is present at this time. This reinforcement, at the exit phase, can make the difference between receiving or not receiving a job offer.

H. After the interview. After the exit, write down what you feel are the strong points and weak points of the interview. This way you can review your performance before your next interview and work on a stronger presentation of yourself as being the right person for the job.
       On the day following the interview, write the employer saying that you've thought over what was discussed in the interview and that your interest has increased.

The interview cycle is now complete.