Interviewing Skills for

Candidates

U n iv e rsity H u m a n R e so u rce s
P ro f e s s io n a l D e v e lo p m e n t P ro g r a m
S u p p o r t in g le a d e r s h ip , in t er p e r s o n a l a n d p r o fe s s i o n a l e x c e lle n c e
Some good thoughts
Some wisdom from Anonymous:

“Once you find the job you love, you

never go to work again.”

“The hours you spend at work are a

tremendous chunk of your life. It’s
foolish to let yourself be dissatisfied
or miserable. When you’re happy,
you spread happiness.”
 Welcome!
 This program is intended as a service to employees who
wish to improve their understanding of the behavior-
based interview process and enhance their interviewing
skills.

 The Professional Development Program also offers the

online presentation Blueprint for Your Career. It is
recommended you review that workshop before this
one. Obtain it at http://uhr.rutgers.edu/profdev.

 It is also recommended that you access the many job

search resources available through your local library
and county Department of Labor office.
This workshop includes
materials from the presentation:

“Behavioral-based Interviewing”
Created by Janet B. Jones
Associate Director
Rutgers University
Career Services
 This presentation will . . .
 Discuss the advantages of behavior-
based interviewing for candidates and
employers

 Identify competencies and desired

behaviors pertinent to vacancies you
may pursue

 Discuss illegal and inappropriate

questions
Behavioral interviewing
improves the selection
process
Interviewers are trained in the
technique
Job analysis is used as the basis

Questions are job related

Questions are consistent and

organized
Personal impressions/biases are

minimized
Candidates are treated more fairly

Competencies are measured

Behavioral interviewing -
benefits to the candidate
Before an interview
provides opportunity to identify your
abilities, skills, knowledge, experiences and
where improvement is needed

During an interview allows you to:

give details about work/project/academic
experiences not on your resume
talk about specific examples, real life
experiences
highlight your strengths
get a better idea if the job is a good match
 Behavioral interviewing -
benefits to the employer
 Greatly increases the accuracy of
predictions of on-the-job performance
 Increases the number of long-term hires
 Candidate sees what excelling in job requires

 Lessens “rehearsed” answers to

questions
 Helps interviewers stay on track and
avoid inappropriate areas/questions
 Allows employer to identify areas of
Behavioral interviewing
Assumes the candidate’s past behavior
is the best predictor of future
performance

Focuses on key behaviors, skills,

actions, and “competencies” that top
performers demonstrate effectively

Includes essential technical skills, but

stresses excellence in job performance
Behavioral interviews
assess
 Poise
 Ability to communicate
 Problem solving skills
 Attitudes
 Ability to handle difficult situations
 Ability to focus thinking,
summarize
 Personal priorities
What are competencies?

Motives, traits, actions, skills,

abilities, knowledge, and behaviors
demonstrated more often and
more completely by employees
who excel.

Competencies (adaptive,
functional, and technical skills) are
what employers will be looking for
Behaviors
employers find desirable
 Proactive problem solving
 Service orientation
 Punctuality
 Ability to manage multiple priorities
 Attention to detail/organizational skills
 Collaboration
 Flexibility
 And others…
Skills/aptitudes
employers find desirable
 Supervisory experience
 Verbal/written communication skills
 Quantitative skills
 Persuasion skills
 Negotiation skills
 Decision making skills
 Ability to plan and manage projects
 And others…
Personality traits
employers find desirable
 Taking personal responsibility
 Taking a leadership role
 High energy, enthusiasm, positive
attitude
 Ability to work in team setting
 Ability to manage stress
 Strong work ethic
 Ability to self motivate
 And others…
 Sample competencies
 Customer Service Orientation
Anticipates customer needs. Takes action to
meet customer needs. Continually searches
for ways to increase customer satisfaction.
Demonstrates concern for helping/serving
others.
 Leadership
Displays leadership through taking personal
responsibility, actions, work activities. Leads
by example. Proactively resolves conflicts.
Sample competencies

Logical/Analytical Thinking


Gathers relevant information systematically.

Applies logic in solving problems and
making decisions.
Teamwork


Demonstrates an understanding of the

benefits of teamwork. Volunteers for extra
work as needed.
Flexibility


Shows the importance of flexibility in the

work environment. Adapts readily to major
What competencies are
important to your current
job?
Review your strengths to determine
what you will want to stress during
the interview.

To focus your thoughts, write a list of

all the competencies you currently
use.

After preparing the list, detail what

each competency looks like day-to-
day.
 Put it to work…
 Choose a key competency in your
current job that transfers to a new job;
e.g., scheduling.

 Describe one experience that shows

how you excelled at that competency;
e.g., handled the scheduling of a 9-day
education series for 328 students on
three separate campuses.
Traditional vs. behavioral
interviews
Traditional - questions are hypothetical, leading,
open ended, resume based; note taking is
minimal
Do you have customer service experience?
What would you do if…
You are ok with working overtime, aren’t you?

Behavioral – questions are situation/experience

based, probing; note taking is emphasized
Tell me of a time when you...
Describe a time when you had to put in extra hours to
complete a project or assignment…
Summarize your customer service experience for me…
Not for boy scouts only…

Be prepared.

The magic of behavioral interviewing is in

the answers, not the questions
 Prepare for the interview
Research the department (web,
literature)
what services are provided?
what might be priorities?
what are current projects/recent
successes?
where might you be able to contribute?

Bring examples of previous

work/transcripts

Prepare several questions for the

 Prepare for the interview
Be familiar with similar jobs
Read the specific job description
Consider special job requirements:
Bilingual skills, licensures, certifications,
technology
Be familiar with specialized
terms/buzzwords
Identify key “competencies”
Select experiences you’ve had that

demonstrate the competencies

Job descriptions
 COLT and 888 union job descriptions
are generic and not detailed

 Administrative/Professional/Superviso
ry (APS) job descriptions may not
reflect all responsibilities associated
with the job

 Feel free to call University Human

Resources and speak with a
generalist regarding specific
information about the job that
 General question
categories
 Interviewers will focus on these areas:
 Career goals
 Educating/training
 Work experience
 Relevant personal experience
 Skills/aptitudes related to job
 Attitude/personality characteristics

 Listen carefully to all questions

Behavioral questions
Initial questions are designed to allow you
to talk about a specific situation
You should do 80% of the talking in interview

Secondary questions probe, obtain more

information about what was said, clarify,
and verify skills are present. Examples
are:
What led up to the situation?
What was your role?
How did you feel about it?
What was the final outcome?
 Sample question
 “Describe a time you had to deal with
an extremely angry student and how
you dealt with it”
(primary question)
 “How did you feel afterwards?”
(follow-up question)
 “Would you do anything differently?”
(additional probing)
 What insight do they gain?
 “Describe a time you had to deal with
an extremely angry student and how
you dealt with it”
 Insight into actual experience and type of
problems candidate confronted
 “How did you feel afterwards?”
 Determine candidate’s ability to reflect,
level of empathy, understanding of impact
of actions
 “Would you do anything differently?”
 Insight into candidate's learning process
Standard questions
 Besides behavior-based questions, you
may encounter standard interview
questions. Think about how to
specifically answer:
 What exactly do you want from this position?
 Why did you leave your last job?
 Why are you switching careers?
 Where do you want to be 5 years from now?
 What’s your greatest accomplishment?
 What are your strengths?
 What are your weaknesses?
 Describe a time you failed. What happened?
Answering questions - Do
 Give a complete story of an event and be
specific. Focus on key points, results,
outcomes
 Be specific about what YOU did, said, felt,

thought
 Separate your actions from those of others

with more “I” than “we” examples

 Ask for clarification if you are unsure of the

question
 Watch and listen for interviewer cues,

maintain eye contact

 Let the interviewer bring up salary, benefits,
Answering questions -
don’t
 Evade “hard” questions - be prepared
 Give vague answers
 Ramble or give one word answers
 Focus on your wants vs. what the employer
wants or needs
 Disclose confidential information about
present or past employers
 Mention anything negative about a present
or past supervisor or employer
 Speak too quickly or loudly
 Drop names
 Legal and illegal pre-
employment questions
 Not all questions are appropriate or lawful. Most
interviewers will know what not to ask.

 The State of New Jersey has identified various

subjects in which questions may be illegal.

 NJ Illegal Pre-Employment Questions can be

found through University Human Resources web
site.

 Sample questions are given on the next two

slides.
Sample questions
Subject Lawful Question Unlawful Question

Age If you are under 18 How old are you?

yrs. of age, do you What is your date of
have working papers? birth? What year did
you graduate?

National You will be required What is your native

to provide proof of language? You are
Origin work authorization on Hispanic, so you
your first day of work. speak Spanish?
Is this a problem?
Marital None Are you married or
single? Do you wish
Status to be addressed as
Ms., Miss, or Mrs.?
Sample questions (cont.)

Subject Lawful Question Unlawful Question

Activitie What work-related List all clubs and

skills, if any, have you societies which you
s gained from activities belong. What do you
outside of work? do in your free time?

Financial How was your past Do you have good

performance credit? Have you
Info. rewarded? ever filed for
bankruptcy?
Here are the Are you disabled?
Disabilit requirements of the Have you filed a
y position. Are you able to workman’s comp
perform essential
claim? Have you ever
functions of this job with
or without reasonable had surgical or
accommodations? procedures or
Questions you can ask
 Interviewers are impressed with candidates
who have done their homework and focus
on department needs. If appropriate, you
can ask:
 “While you were speaking I heard you say…
please tell me more.”
 “What are the department’s goals/priorities for
the coming year?”
 “How is success measured in the department?”
 “What are the main things you would want me to
accomplish in my first 90 days?”

 Be careful not to take over the interview

Tips for before the
interview
 Get good directions to the meeting place
 Plan to arrive at least 15 minutes early to anticipate
unforeseen delays. If you arrive earlier, wait outside
until just before your appointment
 First impressions are powerful. Ensure your dress
and appearance are appropriate for the job you are
seeking. Make sure everything is neat, clean, and in
good condition
 Take only things you will really need for the
interview
 If someone drives you to the interview, have them
wait outside the office
 Find out how long the interview will be so you don’t
overbook appointments
Tips for during the
interview
 Enter the room with confidence
 Smile, introduce yourself, and offer a firm
handshake
 Respond to chitchat to show poise
 Learn the names of all interviewers
 Be friendly, courteous, enthusiastic
 Don’t smoke, chew gum, suck candy, or
drink, if the interview is during a meal
 Before you leave, thank the interviewer(s)
Tips for after the interview
 A few days after the interview, send
a brief note of thanks to the
interviewer. Reiterate one or two
points from the interview that best
highlight how you can contribute to
the department.

 Debrief. Consider each interview a

learning experience. Think about
what went well and what you could
Walk away with…
 Take the time to research the
department and the job
 Analyze how your competencies
may match those required
 Know your strengths and
weaknesses
 Practice answering a broad
variety of questions