VA for Vets Interviewing Techniques Guide 1
Welcome For Veterans and Military Service Members like you, the Federal government’s job-hiring process can be difficult. It
is a challenge to:
• Translateyourmilitaryskillstocivilianskills.
• Presentyouroverallmilitaryexperienceinawaythatcivilianrecruitersunderstand.
• Identifysuitablejobswhenthesamemilitarypositionmaybecalledsomethingdifferentincivilianterms.
The Internet contains many resources to help
navigate the federal recruiting process, but these
resourcescanbeconfusing.Manywebsitessimply
referyoutoadditionalwebsiteswithlinkstoother
websites.Themosthelpfulresourcesarethosethat
actuallyconnectyouwithjobopeningsthatfityour
background and skills and that honor the sacred
pledge that you made to protect our nation.
The Department of Veterans Affairs (VA) created the
VA for Vets program for just this purpose: to make
the process of finding, applying for and obtaining
federal civilian jobs easier.
ThisInterviewingTechniquesGuidepreparesyou
for one of the most important parts of the federal
recruitingprocess,thejobinterview.Itsuggests
stepsyoushouldtakepriortoaninterview,describes
differenttypesofinterviewsandoffersideasonhow
toeffectivelyanswerinterviewquestions.
VA for Vets Interviewing Techniques Guide 2
Contents About VA for Vets ................................................................................................................................4
Introduction .........................................................................................................................................5
PhoneInterview ...............................................................................................................................6
IndividualInterview .........................................................................................................................6
GroupInterview................................................................................................................................6, 7
ObservationalInterview ..................................................................................................................7
Performance-BasedInterviewing(PBI) .........................................................................................7, 8
TheInterview .......................................................................................................................................9
PreparingfortheInterview ............................................................................................................9
DuringtheInterview ........................................................................................................................15
Nonverbal Communication .............................................................................................................17
Challenges ........................................................................................................................................17
InterviewConclusion .......................................................................................................................18
AftertheInterview ..........................................................................................................................18
Contacting the Employer ................................................................................................................19
IllegalInterviewQuestions .............................................................................................................20
HandlingIllegalInterviewQuestions .............................................................................................21, 22
Additional Resources ..........................................................................................................................23
Attachments ........................................................................................................................................25
AttachmentA–JobInterviewChecklist ........................................................................................26
AttachmentB–TypicalPhoneInterviewQuestions ...................................................................27
AttachmentC–“ProveIt”Method .................................................................................................28
AttachmentD–QuestionsYouMayWanttoAsk .......................................................................29
AttachmentE–JobInterviewDressCode ....................................................................................30
AttachmentF–TenQuestionsYouShouldNeverAskInaJobInterview ................................31
AttachmentG-PhoneCallforInterviewChecklist .....................................................................32
AttachmentH-InterviewsofTypes .............................................................................................33, 34
Attachment I - Military Terms/Civilian Equivalent ......................................................................35
VA for Vets Interviewing Techniques Guide 3
Thebestwaytogetaninterviewis to have a solid resume.
Let the VA for Vets Career Center help you!
VA for Vets Interviewing Techniques Guide 4
About VA for Vets VA for Vets is a comprehensive career development program that assist Veterans and service members to launch
or advance their civilian careers at VA. The mission of VA for Vetsissimple:tocreateaworld-classorganizationof
Veterans serving Veterans. To achieve this, the program‘s objectives are to:
• RecruitVeteranstoworkforVA.
• Retainthemorethan100,000+VeteranscurrentlyemployedatVA.
• ReintegrateVA’sservicememberemployeesseamlesslyafterdeployments.
• RecognizeandhonorVeterans’service.
• EducateVA’ssupervisors,hiringmanagers,HRprofessionalsandcoworkersaboutVeteran-specificissues
and support resources.
The program offers support services tailored to the needs of Veterans and service members like you, including:
• ACareerCentertohelptranslatemilitaryskillstoequivalentcivilianskills,assessyourskillsandjobinterests,
create easy-to-read resumes, apply for open VA positions and save all results into one profile.
• Professionaltrainingresourcestolearnmoreaboutdeploymentandreintegrationtopics.
• CoachestoaddressdeploymentandreintegrationissuesorquestionsrelatedtocareersatVA.
From dynamic job searches and military skills translation to professional development and deployment lifecycle
support—there is something for every Veteran at VA for Vets (VAforVets.VA.gov).
Our Mission:Tocreateaworld-classorganizationofVeteransservingVeterans
VA for Vets Interviewing Techniques Guide 5
IntroductionAninterviewisaconversationinwhichthehiringmanagerandtheinterviewee(you)havesomegoals.
TheInterviewerwantstodetermine:
• Canthecandidateperformthedutiesassociatedwiththeposition?
• Howdoesthecandidatefitin?
• Isthisthebestcandidatefortheposition?
Youwanttodetermine:
• DoIwantthisjob?
• CanIdothisjob?
• DoesthisjoboffermetheopportunitiesIwantforadvancementorexperience?
Youmayencounterseveraldifferenttypesofinterviews.Youprobablywon’tknowinadvancewhichtypeyouwill
befacing,soyoushouldfamiliarizeyourselfwiththedifferenttypestobetterpreparefortheinterview.
Thethreemostcommontypesarephone,individual,andgroupinterviews;youmaywanttopaycloserattentionto
those descriptions.
VA for Vets Interviewing Techniques Guide 6
Phone InterviewThetelephonerings.It’sforyou.Anunknownvoice
provides an introduction and begins a conversation. “I’m
pleasedtotellyouthatafterreviewingyourresume,you
wereselectedtobeinterviewed.”
Isthisamomentofexcitementoramomentofpanicfor
you?
Employersusetelephoneinterviewsasawayof
screening job candidates for employment in order to
narrowthepoolofapplicantswhowillbeinvitedforin-personinterviews.It’simportanttobepreparedforaphone
interviewonamoment’snotice.Youneverknowwhenarecruiteroranetworkingcontactmightcallandaskifyou
haveafewminutestotalk.Hereareafewtipsthatwillmakeyourphoneinterviewsmoresuccessful.
• Getahigh-qualityphone.
• Haveyourresumeandcoverletterinfrontofyou.
• Standoratleastsitupstraightatatableordesk.
• Treatthephoneinterviewseriously,justasyouwouldaface-to-faceinterview.
• Makeacheatsheetofquestionsaskedandanswersyouprovided.
• Bepreparedtowritedownthenameofthepersonwhocalled,date,timeandnextsteps.
Individual InterviewDuringanindividualinterviewyouareinvitedtomeetwithoneperson—whetherahumanresourcesprofessional,
hiringmanager,recruiter,yourpotentialboss,oracoworker—tospeak,indepth,aboutyourqualificationsandhow
youmightbenefittheorganization.Sometimescompaniesuseone-on-oneinterviewstofurtherdecreasethesize
of the applicant pool.
Group Interview Onewaycompaniescansavetimeduringthehiringprocessistoconductoneormoregroupinterviewswitha
candidate.Inagroupinterview,employersplaceyouinaroomwithseveralpeopleatatimeratherthanhave
youmeetindividuallywithmembersoftheorganization.Questionscancomefromanyoneatanytime,andeach
memberinthegroupwillevaluateyou.
Ifyouareaskedaquestioninagroupinterview,besurethatyoualwaysaddressthepersonaskingthequestion,
buttrytomaintaingoodeyecontactwithseveralmembersofthegroupwhenansweringaquestion.Thekeyto
VA for Vets Interviewing Techniques Guide 7
succeedinginagroupinterviewistoremainfocused.
Don’tletthenumberofpeoplesqueezedintotheroom
intimidate you.
Observational InterviewPerhapsthemosttransparenttypeofinterviewis
onewhereyouareaskedtodemonstrateoneormore
taskstypicalofthejob.Thesetypesofinterviewsare
oftenusedwhenitisaprerequisiteforajobcandidate
tohavethenecessaryskillsorknowledgeinorder
performthejobandwhentheseskillscanbeeasily
andinexpensivelytested.Thismayincludegivingademonstrationofpublicspeakingability,answeringtelephone
callsoroperatingapieceofequipmentwhiletheinterviewerobservesyourperformance.
Performance-Based Interviewing (PBI)Inperformance-basedinterviewing(PBI)theinterviewerwillasksyouquestionsaboutyourknowledge,skills,
abilities, and other characteristics (KSAOs) that are important for you to do the job. This method is also referred to
ascompetency-basedorbehavioralinterviewing.
Thistypeofinterviewincludescompetency-based(“Howwouldyoudothis...?”)questions.Thesequestionsmake
youtelltheinterviewerhowyouwouldapproach,handle,dealwith,solve,etc.,aparticularsituation,problem,
projectorchallengethatisrelevanttothejob.Keepinmindthatyourinterviewerswillbeaskingyouquestions
thatprobedeeplyhowwellyouhavedealtwithsituationsandchallengesinthepast.
SolidpreparationisessentialtoasuccessfulPBIinterview.Followthesesteps:
• Findoutwhatskillsandattributesareimportanttotheorganizationconductingtheinterview.Talktoalumni,
readtheorganization’sliteratureandwebsiteinformationand,ifpossible,attendorganization-sponsored
events.Onceyouhavedeterminedkeyskillsandattributespreferredbytheorganization,youwillbeableto
tailoryouranswerstofocusonyoursuccessinthosesameskills.
• Thinkofthreetofourspecificexamplesthatyoucanusetoillustrateyouranswerstothebehavioral
interviewquestions.Thinkofsituationswhenyousucceededanddidn’tsucceed,asyourintervieweris
almostcertaintoaskyoutogiveexamplesofbothinstances.Itisokaytodiscussmistakesthatyouhave
madeinthepastaslongasyoucanillustratewhatyouhavelearnedfromthem.Theseexamplesshouldbe
frompastworkexperiences,andyoushouldbepreparedtoprovidesignificantdetail.
• Becomfortablewithyourresume!Interviewerswilloftenaskyoutoprovideadditionalinformation
pertaining to an activity or accomplishment that you have listed on your resume.
VA for Vets Interviewing Techniques Guide 8
Itisveryimportantthatyouranswersbespecificanddetailed.Listencarefullytothequestionandaskfor
clarification,ifnecessary.Youshouldframeyouranswersinathree-stepprocess:
• Definethesituation
• Explaintheactionthatyoutook
• Providetheoutcome
ExampleofagoodanswertoaPBIinterviewquestion:
Q: “Give me an example of when you had to deal with a difficult customer. What was the problem and how was it resolved?”
A: “Ihadworkedatacarrepairstorethatwaspartofanationalchain.OnemorningwhileIwasatthecounterby
myself, a very angry customer came in and demanded that I give her a refund on a brake service that she’d had
doneatanotherstoreinanotherstate.EventhoughIwascaughtoffguardbyherrudeness,Iofferedtocheck
thecomputertoresearchwhathadbeendonetohercar.Ifoundoutthatshehadhadnewbrakesputonthree
separatetimesatoneofourstoresinNewJerseyinthepastyear.Ibegantosympathizewiththecustomer–of
courseshewasangry!Theonlyproblemwasthatmymanagerwasn’tatworkyetandIwasnotauthorizedtogive
refundswithouthispermission.IletthecustomerknowthatIunderstoodwhyshewasangryandinformedher
thatIhadtogetmymanager’spermissionbeforegivingherarefund.Iwrotedownhernameandphonenumber
andletherknowthatIwouldspeakwithmymanagerassoonashearrivedthatdayandwouldcallherassoon
as I talked to him about her situation. I also gave her my name and the store phone number just in case she had
anyquestionsbeforeIwasabletocallherback.ShewasveryappreciativethatItookthetimetogiveherallof
thatinformationandthankedmeforbeingsounderstanding.Asitturnedout,afterIexplainedhersituationtomy
managerthatafternoon,Iwasabletoextendafullrefundonhercreditcardandcallherwiththenewsthatsame
day.”
Noticeintheaboveexamplehowtherespondentdefinedthesituation,explainedtheactionshetookandtheend
result.TobesuccessfulinaPBI,youalwaysneedtoincludeallthreecomponents.
VA for Vets Interviewing Techniques Guide 9
TheInterviewTheinterviewprocesshasthreephases:preparingfortheinterview,duringtheinterview,andaftertheinterview.
Eachphaseisimportant;however,preparingfortheinterviewcanmakeabigimpactonhowwellyoudoduring
theinterview.Youwillbelessanxiousthebetterpreparedyouare,whichwillgiveyouagreaterchancetohavea
positiveinterview.
Preparing for the Interview
1. Do Your Homework
Thoroughlyresearchtheorganizationandconsultyourjobdescription.Whatexactlydoesthismean,youask?
Yourprospectiveemployer’swebsiteisagreatplacetostartlearningabouttheorganization.Whileyou’reatthe
organization’ssite,lookforaPressRoomorOrganizationNewspagethatlinkstorecentnewsreleases.These
pressreleaseswilltellyouaboutthemostrecentachievementsoftheorganization.Makesureyouresearch
informationaboutyourinterviewers.Iftheorganizationsitehasasearchtool,useittosearchfortheirnames.You
may find a section containing employee biographies or press releases that give you insight into their most visible
activitiesattheorganization.ThendoageneralWebsearchtogetsomemorebackgroundinformationaboutthem.
Nowthatyou’vefoundouteverythingyoucanabouttheorganizationandthepeoplewhowillbeinterviewingyou,
Googleyourself–youcanbesuretheinterviewerswillbedoingthesame.First,makesurethateverythingaWeb
search reveals about you presents you in a good light.
2. Anticipate Interview Questions
Anticipate some common questions for
ajobinterview,andprepareimpressive,
believableanswers.Tomakesureyour
answersaresuccinctandcoverwhatyou
wantittocover,youshouldwriteout
youranswerbeforetheinterview,practice
it, time it and rehearse it until it sounds
natural. The goal is to tell enough to keep
theinterviewer’sinterest,notsomuch
thatheorshewondersifyouwilleverstop
talking.
VA for Vets Interviewing Techniques Guide 10
Thefollowingaresomecommoninterviewquestionsforwhichyoushouldprepareanswers:
• Tell me something about yourself.
Mostpeoplestartsayingthingslike,“Well,IwasborninBrooklyn,andwhenIwaseighteenIenlistedinthearmy…”
or“Whatdoyouwanttoknow…?”Thesearethewrongwaystorespondtothisquestion.Thistellstheinterviewer
youhavenotpreparedproperlyfortheinterviewandarelikelytobeequallyunpreparedonthejob.
Theinterviewerwantstoknowthatyoucandothejob,fitintotheteam,whatyouhaveaccomplishedinyourprior
civilianpositions,thatyourmilitaryexperiencehaspreparedyouforthisjobandhowcanyouhelptheorganization.
Inaddition,youshouldhighlightyourmostimportantaccomplishmentsthroughastory.Forexample,ifyoutellan
interviewerthatpeopledescribeyouaspersistent,provideabriefstorythatshowshowyouhavebeenpersistentin
achievingyourgoals.Interviewerstendtorememberstories.Justbesureitisabrief,succinctstory,notanovel.
• How has your military experience, skills and training prepared you for the job?
RetiredandtransitioningVeteransoftendownplaytheiraccomplishments,butyourmilitaryexperiencesshould
showcaseyourdedication,leadership,teamwork,positivework
ethicandcross-functionalskills—allthingsthatwouldinterest
a future boss. Make sure you tout your accomplishments
so an average civilian understands the importance of your
achievements.Mostemployersmaynotbefamiliarwithmilitary
ranks,acronyms,terms,awardsandbranchesofservice.
Therefore,itisimportanttodescribeyourmilitaryexperience
incivilianterms.Thefollowingisanexampleofademilitarized
accomplishment statement:
Increased employee retention rate by 16 percent by focusing
on training, team building and recognition programs. Earned
reputation as one of the most progressive and innovative IT
organizations in the Army’s communications and IT community. 1
Thefollowingisanexampleofincorporatingamilitaryawardso
employers understand its value:
Received the Army Achievement Medal for completing 400+
medical evaluations and developing patient database using
1 “OutofUniform:ResumeTipsforMakingtheTransition,”RetrievedDecember30,2011,fromhttp://www.military.com/veteran-jobs/content/career-advice/military-transition/military-to-civilian-transition-resume-tips.html
VA for Vets Interviewing Techniques Guide 11
MS Access. The database improved reporting functions and tracked patient demographics, records, medication,
appointments and status 2
Toassistyou,itisgenerallyagoodideatostartbylookingatthecitationornarrativesummaryforyouraward.This
willlistwhatyouaccomplished;whatskills,traits,andqualitiesthatittooktoreachthatachievement;andhow
that achievement benefited the team, unit, command or branch of service.
Justremembertotranslatemilitarytermsintocivilianterms,e.g.,“NCOoftheQuarter”wouldtranslateto
“recognizedastheManageroftheQuarterforachieving....”
Ifyouwereinactivecombat,leaveoutthedetails.Defendingyourcountryanditsinterestsisamongthemost
admirable of pursuits, but the sad truth is actual references to the horrors of combat leave many employers
squeamish.Whileyoumighthaveworkedinashort-rangeairdefenseengagementzone,thisexperiencemightnot
relatetoyourfuturegoal.Tonedownorremovereferencestothebattlefield.3
Asmentionedabove,however,ifyoucan“civilianize”thetermsandfocusontheachievementandwhatittook,
youcanrelatetheseexperiencesandachievementstoaninterviewer.Forexample:“PlatoonSgt.orPlatoon
Commander that led his team on patrols through the streets of Fallujah (Iraq) searching for and disarming IEDs.
Successfullyidentifiedanddefused35IEDsduringthisperiod.”Thatcouldbetranslatedtociviliansas“Supervisor
or Team Leader that lead, trained, motivated and directed a team of 35 members successfully, under intense
pressure,toachievea92-percent(35outof38)successrateofeverytask.”
• How has any prior civilian work experience helped prepare you for the job?
Youshouldpresentyourcivilianworkexperienceinawaythatemphasizeshowitwillspecificallyand
significantlybenefitthehiringorganization.
• What are your strengths? What are your weaknesses?
Answerssuchas“myweaknessisthatIworktoohard”or“mystrengthisthatIhavenoweaknesses”arethe
wrongwaytoanswerthisquestion.Youneedtoassessyourstrengthsandweaknessesinordertoanswerthis
question.
2 “OutofUniform:ResumeTipsforMakingtheTransition,”RetrievedDecember30,2011,fromhttp://www.military.com/veteran-jobs/content/career-advice/military-transition/military-to-civilian-transition-resume-tips.html
3 “OutofUniform:ResumeTipsforMakingtheTransition,”RetrievedDecember30,2011,fromhttp://www.military.com/veteran-jobs/content/career-advice/military-transition/military-to-civilian-transition-resume-tips.html
VA for Vets Interviewing Techniques Guide 12
Assessing Your Strengths 4
Assessyourskillsandyouwillidentifyyourstrengths.Thisisanexerciseworthdoingbeforeanyinterview.Makea
list of your skills, dividing them into three categories:
• Knowledge-BasedSkills:Acquiredfromeducationandexperience,e.g.,computerskills,languages,degrees,
training and technical ability.
• TransferableSkills:Yourportableskillsthatyoutakefromjobtojob,e.g.,communicationandpeopleskills,
analytical problem solving and planning skills.
• PersonalTraits:Youruniquequalities,e.g.,dependable,flexible,friendly,hardworking,expressive,formal,
punctual and being a team player.
Whenyoucompletethislist,choosethreetofiveofthosestrengthsthatmatchwhattheemployerisseekinginthe
jobposting.Makesureyoucangivespecificexamplestodemonstratewhythatisyourstrengthifprobedfurther.
Assessing Your Weaknesses
Thisisprobablythemostdreadedpartofthequestion.Everyonehasweaknesses,butwhowantstoadmitto
them,especiallyinaninterview?
Thebestwaytohandlethisquestionistominimizethetraitandemphasizethepositive.Selectatraitandcome
upwithasolutiontoovercomeyourweakness.Stayawayfrompersonalqualitiesandconcentratemoreon
professionaltraits.Forexample:“Ipridemyselfonbeinga‘bigpicture’guy.IhavetoadmitIsometimesmisssmall
details,butIalwaysmakesureIhavesomeonewhoisdetail-orientedonmyteam.”
• What are your long-term goals? What do you see yourself doing five years from now?
Saying“Idonotplanthatfaralong,mygoalsareshort-termonly”or“Idon’thaveany”arenotthebest
responsestothisquestion.Whenansweringthisquestion,keepinmindthatyourlong-termgoalsarenotyour
personalgoalsbutyourcareergoals,whichshouldrelatetoorsomewhatmatchthoseoftheorganization’s
open position or mission.
• Are you willing to travel?
Behonestoryoumayhaveajobwhereyoutraveltoomuchornotenough.
• Do you have any questions you would like to ask? 5
4 CaroleMartin,“WhatAreYourGreatestStrengthsandWeaknesses?”RetrievedDecember28,2011,fromhttp://career-advice.monster.com/job-interview/interview-questions/greatest-strengths-and-weaknesses/article.aspx
5 CaroleMartin,“WhatAreYourGreatestStrengthsandWeaknesses?”RetrievedDecember28,2011,fromhttp://career-advice.monster.com/job-interview/interview-questions/interview-do-you-have-any-questions/article.aspx..
VA for Vets Interviewing Techniques Guide 13
Answering“no”isthewronganswer,andit’salsoamissedopportunitytofindoutinformationaboutthe
organization.Itisimportantforyoutoaskquestions–notjustanyquestionsbutthoserelatingtothejob,
theorganizationandtheindustry.
Dependingonwhoisinterviewingyou,yourquestionsshouldvary.
• Ifyouareinterviewingwiththehiringmanager,
ask questions about the job, the desired qualities
and the challenges.
• Ifyouareinterviewingwiththehuman
resourcesmanager,askabouttheorganization
and the department.
• Ifyouareinterviewingwithmanagement,ask
abouttheorganization.
• SeeAttachmentDforsomequestionsyoumay
wanttoask.
3. Practice Your Responses
Prepareandpracticeanswerstotypicalinterview
questions.Findsomeonetorole-playtheinterview
withyou.Thispersonshouldbesomeonewithwhomyoufeelcomfortableandwithwhomyoucandiscussyour
weaknessesfreely.Thepersonshouldbeobjectiveandknowledgeable,perhapsabusinessassociate.Ifyouare
practicingalone,itisagoodideatouseamirrorortorecordyouranswersusingavideocameraoravoicerecorder.
Thiswillhelpyouassessyourbodylanguageandthekindofimageyouproject.Then,workoncorrectingyour
weaknessessuchasspeakingrapidly,talkingtooloudlyorsoftlyandnervoushabitssuchasfidgetingwithyour
handsorinappropriatefacialexpressions.
4. Assess Your Overall Appearance
Ifyouaskjobrecruiters,theywillgiveexamplesofjobcandidateswearingjeans,purplesweatsuitsandspikeheels
orsneakers.Otherapplicantsweren’tafraidtoshowpiercedbodypartsandbodytattoos.Stillotherschewed
gumorshowedupinrumpledclothesorwiththeirpantsfallingdown.Quitesimply,ifyoumakethewrongfirst
impression,itdoesn’treallymatterifyouarethetopcandidate.Youaregoingtobeinitiallyjudgedsolelybyyour
appearance.Sinceyouareassumedtobelookingyourbest,ifyourbestisn’tuptoparwiththeorganization’s
standards, you’ll have a hard time convincing the hiring manager you are right for the job.
Dressingforsuccessdoesnotnecessarilymeanthatyoumustgooutandbuya$1,000suit.Yourinterviewattire
VA for Vets Interviewing Techniques Guide 14
shouldbeappropriateforthejob,theorganizationandtheindustry.Eachorganizationhasitsowndresscode,and
itisessentialthatyouknowwhattheguidelinesarebeforestartinganewjob.
Fortheinterview,yourclothesshouldbecleanandpressed,andyourshoespolished.Youmustlooklikeyoubelong
intheposition,takeyourjobseriouslyandarecommittedtotheorganization.
During your military career you had to prepare your uniform for an inspection as matter of demonstrating your
discipline, attention to detail, personal and service pride. Take the same approach to your appearance in preparing
yourattireforaninterview.SeeAttachmentE,JobInterviewDressCode,foralistofwhatyoushouldorshouldnot
wear.
VA for Vets Interviewing Techniques Guide 15
During the Interview
1. Promote Yourself 6
Althoughyoumaycringeatthethought,youneedtosellyourselfduringtheinterview.Youhaveaproduct
(yourself)toofferthisorganization,andyoumustmakesurethattheinterviewerunderstandswhatyouhaveto
offer.Ifyousitbackanddutifullyawaittheinterviewer’squestions,youmayneverhavetheopportunitytomention
yourbestskillsandqualities.Thisdoesn’tmeanthatyoutakeovertheintervieworignoretheinterviewer’s
questions.Rememberthatalthoughtheinterviewercontrolstheflowoftheinterview,youcontrolthecontent.
2. Set Yourself Apart from the Competition 7
Yourinterviewermaybeboredtotearsfrom
interviewingaseriesofcookie-cuttercandidates
whospeakinthesamegeneralitiesabouttheir
qualifications:“I’madiligentworker,I’mateam
player,I’maquicklearner.”
This doesn’t mean that you shouldn’t use those
termsindescribingyourself.Butyoushouldbeable
todescribe,indetail,previoussituationsinwhichyou
demonstrated those qualities.
3. Enthusiasm is Vital! 8
Demonstrateyourinterestinthejobandintheorganization.Enthusiasmworksbestwhenitis:
• Sincere.Don’tgushoverajoboranorganizationthatyoucouldn’tgiveahootabout.Infact,whyareyou
interviewingwiththisorganizationifyou’renotexcitedaboutthejob?
• Basedinyourdeepinterests.Ifyoustartyourcareerandjobsearchwithanawarenessofyourdeepest,
mostcompellinginterests,youshouldeventuallyfindyourselfininterviewsforjobsthatyoutrulyareexcited
about.
6 JobSearchOnlineDuringtheInterviewKeyConcepts,RetrievedDecember30,2011,fromhttp://www.jobsearchonline.bc.ca/Interviews/duringtheinterview.htm
7 JobSearchOnlineDuringtheInterviewKeyConcepts,RetrievedDecember30,2011,fromhttp://www.jobsearchonline.bc.ca/Interviews/duringtheinterview.htm
8 JobSearchOnlineDuringtheInterviewKeyConcepts,RetrievedDecember30,2011,fromhttp://www.jobsearchonline.bc.ca/Interviews/duringtheinterview.htm
VA for Vets Interviewing Techniques Guide 16
In addition to those three things, try to:
• RELAX!
• Answerthequestionsusingthe“ProveIt”method(seeAttachmentC).
• Askintelligentquestionsabouttheorganization.
• Keepnegativeinformationaboutyourselftoyourself.
• Behonest.
• Maintaineyecontactwiththeinterviewer(s).
• Bebelievable,beyourself.
• Findwaystolettheinterviewerknowyouareateamplayer.
VA for Vets Interviewing Techniques Guide 17
Nonverbal CommunicationResearchshowsthatthemajorityofthemessageswesendarenonverbal.Therefore,youneedtobeaware
of your nonverbal communication. Nonverbal communication, referred to as body language, includes our facial
expressions,handgestures,eyecontact,posture,handshakeandtoneofvoice.Usethefollowingbodylanguage
tips to ensure your nonverbal communication evokes the right message.
Handshake Eye Contact Facial Expressions
• Practiceyourhandshake
• Offerafirm,sincere
handshake
• Useafirmhandshakeand
adjust your grip to the other
person’s hand
• Smileandmakeeyecontact
as you shake hands
• Makeeyecontactwiththe
interviewer(s)
• Usenaturaleyecontact
• Donotstare
Yourfaceconveysyourattitude:
• Avoidfrowning
• Smilenaturally
• Showexpressionsofinterest
• Naturalexpressionsarebest
ChallengesSomeofthechallengesyoumayfaceduringyourinterview:
Stress 9
Oneofyourenemiesinaninterviewisstress.Stresscouldbecausedbyanythingbutisusuallytheproduct
ofyousimplybeingattheinterview.Stressusuallymakesithardforyoutofindfittinganswerstointerview
questions.However,themosteasilyavoidablereasonforyourstressislackofpreparation.Youwouldn’ttake
anexamunprepared,sowhycometoaninterviewunprepared?Doingyourhomeworkmeansmorethanjust
findinganswerstointerviewquestions.Learningabouttheorganizationwillpayoffattheinterviewbecausethe
employerwillknowyoutakeinitiativeandareseriousaboutthejob.
Potential Stereotypes
ManyemployersworryaboutemployingaReservistorNationalGuardsmanbecauseofthepossibilityof
deployment.SomeemployersthinkthatallVeteranswanttobeinchargeorlackcreativitybecausetheyare
9 RobertSampson,“Answersof[to?]InterviewQuestions:KnowYourQuestionsandAnswers,”RetrievedDecember30,2011,fromhttp://business.ezinemark.com/answers-of-interview-questions-know-your-questions-and-answers-4f28f6c7bc9.html
VA for Vets Interviewing Techniques Guide 18
usedtofollowingorders.Inaddition,somemaythinkVeteranscannotoperatewithinabudgetbecausethe
employerbelievesthatthemilitaryhasunlimitedfunding.Thebestwaytoovercomeanemployer’sstereotypeisto
reinforcewhatyoubringtotheorganizationandprovideexamplesofthinkingoutsideoftheboxorstayingwithina
budget.
Lack of Understanding
Many Iraq and Afghanistan Veterans, leaving the active-duty military, report that employers do not understand
theuniquestrengthsofVeteransbecauseVeteransfinditdifficulttoexplainhowtheirskillscantranslateintothe
civilianworld.Avoidthischallengeduringtheinterviewbymakingsureyoudescribeyourmilitaryexperiencein
civilian terms.
Interview ConclusionBeforetheendoftheinterview,makesureyouknowwhatwillbethenextstepsinthehiringprocess,e.g.,when
andfromwhomyoushouldexpecttohearandwhatactions,ifany,youshouldtake.Youshouldalsoofferafirm
handshakewhilethankingtheinterviewerforhisorhertime(makesureyouestablisheyecontactduringthe
handshake).
After the Interview
Theinterviewmaybeoverbutyouarenotfinishedyet.Aftertheinterviewyoushould:
• Writedownthenameandtitle(besurethespellingiscorrect)oftheinterviewer.
VA for Vets Interviewing Techniques Guide 19
• Reviewwhatthenextstepwillbe.
• Noteyourreactionstotheinterview;includewhatwentwellandwhatwentpoorly.
• Assesshowyoucanimproveyourperformanceinfutureinterviews.
• Senda“thankyou”notewithin24hours;yourthankyounoteshould:
- Besimpleandbrief.
- Expressyourappreciationfortheinterviewer’stime.
- Showenthusiasmforthejob.
- Conveywhytheyshouldselectyouforthejob.
Mostpeopleknowthatathankyoulettershouldbesentafteraninterview,butveryfewactuallysendone.Sending
athankyounotecouldgiveyoutheedge,sobesuretowriteone.
Contacting the Employer 10
Iftheydidnottellyouwhenahiringdecisionwouldbemade,callafteroneweek.Atthattime,ifyoulearnthat
thedecisionhasnotbeenmade,findoutwhetheryouarestillunderconsiderationforthejob.Askifthereareany
otherquestionstheinterviewermighthaveaboutyourqualificationsandoffertocomeinforanotherinterview,if
necessary. Reiterate that you are very interested in the job.
Ifyoulearnthatyoudidnotgetthejob,trytofindoutwhy.Youmightalsoinquirewhethertheinterviewercanthink
ofanyoneelsewhomightbeabletousesomeonewithyourabilities,eitherinanotherdepartmentoratanother
organization.
Ifyouareofferedthejob,youhavetodecidewhetheryouwantit.Ifyouarenotsure,thanktheemployerandaskfor
severaldaystothinkaboutit.Askanyotherquestionsyoumightneedansweredtohelpyoureachadecision.Ifyou
knowyouwantthejobandyouhavealltheinformationyouneed,acceptthejobwiththanksandgetthedetailson
whenyoustart.Askwhethertheemployerwillbesendingaletterofconfirmation,asitisbesttohavetheofferin
writing.
10“EmploymentInterviewing,”RetrievedDecember30,2011,fromhttp://www.mcohio.org/services/layoffs/employment_interviewing.html
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Illegal Interview QuestionsIllegalinterviewquestionsincludeverypersonalmatterslikeage,marital/familystatus,disabilities,citizenship,
arrest record, affiliations, and military service.
Examples of Illegal Age Questions• Howoldareyou?
• Whenisyourbirthday?
• Whatisyourdateofbirth?
• Inwhatyeardidyougraduatefromhighschool?
Examples of Illegal Marital/Family Questions• Areyoumarried?
• Withwhomdoyoulive?
• Howmanychildrendoyouhave?
• Areyoupregnant?
• Doyouexpecttohaveafamily?When?Howmanychildrenwillyouhave?
• Whatareyourchildcarearrangements?
Examples of Illegal Disabilities Questions• Doyouhaveanydisabilities?
• Haveyouhadanyrecentillnessoroperations?
• Pleasecompletethismedicalquestionnaire.
• Whatwasthedateofyourlastphysicalexam?
• How’syourfamily’shealth?
• Whendidyouloseyoureyesight,leg,hearing,etc.?
Examples of Illegal Citizenship Questions• Wherewereyou/yourparentsborn?
• Whatisyournativelanguage?
• Whatisyourcountryofcitizenship?
• AreyouaU.S.citizen?
Examples of Arrest Record Questions• Haveyoueverbeenarrested?
• Howmanytimeshaveyoubeenarrested?
VA for Vets Interviewing Techniques Guide 21
Examples of Illegal Affiliation Questions• Whatclubsorsocialorganizationsdoyoubelongto?
• Doyougotochurch?
Example of Illegal Military Service• Whattypeofdischargedidyoureceive?
Handling Illegal Interview QuestionsMostinterviewerswhoaskillegalinterviewquestionsdosounknowingly.Therefore,anyattemptbyyoutoassert
yourrightnottoanswerthequestionwillmakeyoulookdefensiveandmayputanendtoanyfutureconsideration
for employment.
Beforeresponding,assessthesituation.Istheinterviewermakingsmalltalkandisnotlookingtousetheinformation
againstyou?Afteryouhaveassessedthesituation,youhavethefollowingresponseoptions:
Afteryouhaveassessedthesituation,youhavethefollowingresponseoptions:
• Answertruthfullyifyoufeelyourresponsewillnotruinyourchancesofgettingthejob.
• Informtheinterviewerinamannerthathastheinterviewerassessingthequestion,suchas:“Idon’tthinkthat
questionisrelevantfortheposition,doyou?”
• Keepyouranswerontherequirementsofthejobandyourabilitytoperformit,suchas:“Isthereanage
requirementforthejob?”or“Isthatinformationrelevantforthejob?”
VA for Vets Interviewing Techniques Guide 22
Thefollowingareexamplesofcasuallyaskedillegalquestionsandsuggestedresponses:11
Q: Does your family mind the travel required for this position?
A: I am accustomed to significant business travel. In fact, I find being on the road invigorating, and my track record has
been very consistent under these conditions.
Q: Are you religious? Will your religion prevent you from working extra hours or on weekends when we have a big project?
A: Isupposeeveryoneisreligiousintheirownway.Idonotforeseeanycircumstancesthatwouldinterferewiththe
quality or commitment of my performance.
Q: You have a very unusual last name. What is its origin?
A: Itreallyisamouthful,isn’tit?I’vealwaysusedmyfirstnameandlastinitialinmybusinessemailaddress,asitis
easier.
Q: Are you planning a family in the near future?
A: Currently,Iamfocusedonmycareer,andalthoughhavingafamilyisalwaysapossibility,itisnotapriorityatthe
moment.
Q: How many more years do you see yourself in the workforce (before retiring)?
A: Intoday’sworldpeopledon’tretireliketheyusedto;somecan’t.Mycareerandmyneedtoearnanincomeare
priorities that I do not foresee changing in the near future.
11HeidiM.Allison,“HandlingIllegalInterviewQuestions,”RetrievedDecember30,2011,fromhttp://www.hcareers.com/us/resourcecenter/tabid/306/articleid/592/default.aspx
VA for Vets Interviewing Techniques Guide 23
Additional Resources
• VA for Vets : http://vaforvets.va.gov
• One-Stop Career Center: http://servicelocator.org/
• My Next Move: http://www.mynextmove.org/vets/
• Veterans Job Bank: https://www.nationalresourcedirectory.gov/jobSearch/index
• National Resource Directory: https://www.nationalresourcedirectory.gov/
• O*Net: http://www.onetonline.org/crosswalk/
VA for Vets Interviewing Techniques Guide 25
AttachmentsThefollowingattachmentshavebeenaddedtothisdocumenttosupportyouinpreparingforaninterview.
Attachment A –JobInterviewChecklist
Attachment B – TypicalPhoneInterviewQuestions
Attachment C –“ProveIt”Method
Attachment D – QuestionsYouMayWanttoAsk
Attachment E – JobInterviewDressCode
Attachment F –TenQuestionsYouShouldNeverAskinaJobInterview
Attachment G –PhoneCallforInterviewChecklist
Attachment H –TypesofInterview
Attachment I – Military Terms/Civilian Equivalent
VA for Vets Interviewing Techniques Guide 26
Attachment A – Job Interview ChecklistThefollowingisbasedontheJobInterviewchecklistintheTransitionAssistanceProgram(TAP)participant
manual.
Job Interview Checklist YES NO
Before the Interview:
1. ThoroughlyresearchedtheorganizationandthejobwhichIaminterviewing.
2. Iamawareofthelogistics,parking,officelocation,paperwork,attire,andthetypeofinterviewthatwillbe conducted.
3. Ihavecalledtoconfirmtheinterviewtime.
4. Preparedtotalkaboutmyaccomplishmentsinnon-militaryterms.
5. ReviewedthequestionsIthinkImaybeaskedintheinterviewandpracticedmyresponsestothem.
6. Ihavecomposedmyresponsesinwriting.
7. Plannedinterviewattirethatisappropriateforthejob,theorganizationandtheindustry.
8. Bringpens,notepadandextracopiesofmyresume.
9. OtheritemsImightneed:extrapairofpantyhose,spot-removerwipes,tissues,combandbrush,hairspray or gel, makeup for touchups, breath mints, and an umbrella.
Day of the Interview:
1. Got a good night’s sleep.
2. Bathedandputondeodorant.
3. Stoppedsmoking2hourspriortointerview(ifapplicable).
4. Plantoarrive15minutesearly.
5. Turn off my cell phone.
6. Speakwithastrong,forcefulvoicetoprojectconfidence.
7. Ensurethatmystrongpointscomeacrosstotheinterviewerinafactual,sinceremanner.
8. Thanktheinterviewer(s)fortheirtime.
9. Request business cards from each person or get the correct spelling of their first/last names.
After the Interview:
1. Assoonaspossible,writedownthenotesfromtheinterviewsonocrucialdetailsaremissed.
2. Writeandsend“thank-you”letterswithin24hourstoeachpersonwithwhomIinterviewed.
3. Followupwithinaweek
VA for Vets Interviewing Techniques Guide 27
Attachment B – Typical Phone Interview Questions
1. Are you currently employed?
2. What are your salary expectations?
3. Will you relocate?
4. Will you travel? What percentage of overnight travel would you be willing to do on a monthly basis?
5. On a scale of 1 to 10, how would you rank your skill level of_______________? (fill in the blank)
6. What are your career goals?
7. What are your greatest strengths?
8. What was your greatest accomplishment?
9. When could you start working here?
VA for Vets Interviewing Techniques Guide 28
Attachment C – “Prove It” Method Usethe“ProveIt”methodtodisplayyouraccomplishmentsthatarepertinenttothejobforwhichyouarebeing
interviewed.
The “Prove It” method:
1. Pickaskill.
2. Explainhowyouusedit,givingspecificexamples,i.e.,quantifyandqualifytheskill.
3. Useaccomplishmentstatementstodescribehowyouusedthisimportantskill.
4. Explainhowitlinksuptotheinterviewer’sneeds.Explainhowthisskill/accomplishmentwillbenefitthe
office/organizationwhereyouwouldliketowork.
VA for Vets Interviewing Techniques Guide 29
Attachment D – Questions You May Want to Ask
Sincetheinterviewisatwo-wayexchange,youmaywanttobepreparedwithsomequestionsofyourown.
Considerthequestionsthatfollowbutbesuretoidentifyotherquestionsthatareimportanttoyou.
1. What would you consider the ideal job experience for this position?
2. If you had an ideal candidate, what skills and personal qualities would that person have?
3. What are the primary results you want to see from this position in the next year?
4. What are the criteria for measuring success for this position?
5. In what way does this position fit into the broader mission of this office?
6. Tell me about the reporting relationships involved with this position. To whom will I report and, in turn, to whom would they report?
7. What is the next step in the hiring procedure?
8. When can I expect to hear from you?
9. When will a decision be made?
10. When would you want me to begin working in this position?
VA for Vets Interviewing Techniques Guide 30
Attachment E – Job Interview Dress Code12
Thefirstimpressionyoumakeiswhenyouwalkintotheroomwiththeinterviewer.Theinterviewerwillmorethanlikely
makesomeassumptionsaboutyoubasedonhowyoulookandwhatyouarewearing.Therefore,itisimportanttodress
professionallyforajobinterview.
Do:• Wearneutralcolors–black,white,brownandgrayarestaplecolorsthatwillcarryforwardeachseasonregardlessof
thepositionforwhichyouareapplying.Formen,asuitjacketanddressshirtwithacolorfultiewillworkwonders.Full
button-up suits are needed only if you are applying for a position requiring full-business attire.
• Wearlayers–thisallowsforcomfortifgivingapresentationorcoolingoffwhenyougetnervous.
• Wearcomfortableshoes–Heelsshouldbenomorethan2inchesandcanbeanycoloraslongasitmatches
appropriatelywithyouroutfit.
• Accessorizelightly–goodqualityearringsoranicenecklacecangofarifbalancedrightwithyouroutfitdependingon
length of skirt or the lapel of a suit jacket.
• Smallbagorportfolio–thiscanbeofanycoloraslongasittiesintoyouroutfitandthejobforwhichyouareapplying.
• Neutralmakeup–alittlegoesalongway.Wearsimplecolors,lightontheeyelinerandshadowforoptimalappearance.
• Cleanyourhairandnails–unkempthairanddirtyfingernailswillmakeyoulooksloppyandunorganized.
Don’t:• Wearjeans–nomatterwhattheprofession,thisisnotsuitableforaninterview.Savethisforwhenyoulandyourperfect
job.Formen,asuitjacket,dressshirt,tie,andcomfortablepantswillworkformostinterviews.
• Overdoit–lessismore.Watchhowmuchyouaccessorize.Bracelets,multiplenecklacesandpiercingshouldreflectyour
stylebutnotinexcess.Wewanttheinterviewertopayattentiontoyou,notwhatyou’rewearing.
• Wearstiletto’s–nomatterhowfashionableyouareorwanttoshowyouare,thereisnoneedtotriponyourfaceinfront
ofyoursoontobeboss.Theonlyexceptionisamodelingjob,andthenyouwillneedtobringthesealongwithyou.
• Wearheavyeyemakeup–thesmokyeyeisagreateveninglookbutshouldn’tbeusedfortheinterviewprocess.No
matterwhatthesizeorshapeofyoureye,thiswillhinderyourchanceofgettingin.
• Useoversizedbags–takingabeachbagorlargecouturebagwithyouwon’tcountinyourfavor.Keepingitneutralor
small is one less thing you have to keep your eye on.
• Teaseupyourhairoraddtoomuchhairgel–itmakesyourhairlookgreasy.
• Wearhats.
12byKrystalKochendorfer,“Gettingthejob:Dressingdo’sanddon’ts,”RetrievedDecember30,2011fromhttp://www.examiner.com/fashion-in-sacramento/getting-the-job-dressing-do-s-and-don-ts
VA for Vets Interviewing Techniques Guide 31
Attachment F – Ten Questions You Should Never Ask In a Job Interview13
1. What does your organization do?Ifyouaskquestionsabouttheorganizationthatcouldhaveeasilybeenansweredwitha
smallamountofresearch,you’llcomeacrossasunprepared,unmotivatedandlazy.
2. What benefits do you offer? Youdon’twanttoaskaboutbenefitsatthisstage,andyoudefinitelydon’twanttoaskabout
thenitty-grittydetailsofthosebenefits—whothehealthcareprovideris,ifdentalcoverageisoffered,howmanyvacationdays
employeesreceive,andsoforth.Thetimetoinquireaboutbenefitsiswhenyou’renegotiatingthedetailsofanoffer.Atthis
stage,yourquestionsshouldcenteronthejobitselfandtheorganization.
3. Can I leave at 3:00 on Thursdays? Ifyoustartaskingforspecialtreatmentbeforeyouevengetthejob,employerswillassume
you’regoingtoberegularlyaskingforexceptionstobemade.Whetherit’srequeststoworkdifferenthours,haveaspecificday
offortelecommute,now’snotthetimetobemakingrequests.Onceyouhaveajoboffer,thenyoucannegotiateforwhatyou
want.
4. Do you drug test? If they do, you’ll find out soon enough. Asking about it raises some obvious red flags.
5. Would I be able to play a role in [something unrelated to the job you’re applying for]? Youmightbereallyexcitedaboutthe
organization’ssocialmediaoperationorthatbigeventtheythrowinHollywoodeveryyear,butifitdoesn’trelatetothejob
you’reapplyingfor,don’timplythatit’smoreexcitingtoyouthantheworkthatyou’reactuallyinterviewingtodo.
6. Do employees get a discount on your product? Thisstageoftheconversationisaboutwhetheryou’llbeagoodfitforeach
other.Theanswertothisquestionisunlikelytodeterminethatforyou,andyou’llcomeacrossasinterestedonlyinwhatthey
can do for you.
7. Do you check references? Assume that most employers do check references. Asking about it implies that you have
something to hide.
8. How long do you get for lunch? Anythingthatimpliesthatyou’refocusedongettingawayfromworkratherthanexcellingat
the job itself is going to reflect badly on you.
9. Why should I take this job? Ifyoucan’tfigureoutonyourownwhetherornotthejobisoneyouwant,theintervieweris
unlikely to try to figure it out for you.
10. How did I do? Thisquestionputsyourintervieweronthespot.Goodinterviewerswillbetakingtimetoprocessyour
conversationandcompareyoutoothercandidates.Don’tendtheinterviewonanawkwardnote.
13AlisonGreen,“QuestionsYouShouldNeverAskinaJobInterview,”RetrievedDecember30,2011,fromhttp://money.usnews.com/money/blogs/outside-voices-careers/2011/11/09/10-questions-you-should-never-ask-in-a-job-interview
VA for Vets Interviewing Techniques Guide 32
Attachment G – Phone Call for Interview ChecklistRemember,thisisyourfirstchancetomakeagoodimpression.Yourinterviewbeginshere.Whenyoureceiveacallfor
aninterview,besuretofindoutthefollowinginformation.
Organization name:
Position you are interviewing for:
Name(s) and title(s) of person(s) conducting the interview:
Where and when to report:
Anything special to bring to the interview:
Who is calling:
Position of caller:
Return phone number:
Additional information:
VA for Vets Interviewing Techniques Guide 33
Attachment H – Types of Interviews
Individual Interview
Anindividualinterviewislikeanin-depthconversation.Theinterviewermaybethepersonwhowillbeyoursupervisor.Hiringdecisionsareoftenmadebasedonthistypeofinterview.Countondiscussingyourskills,experience,trainingandhowtheyallrelatetothedutiesandopportunitiesofthejob.Therewillusuallybetimeforyoutoaskquestions.Youmustsellyourskills,enthusiasm,interestandunderstandingof the job.
Structured Interview
Astructuredinterviewformatisastandardizedmethodofcomparingjobcandidates.Astructuredinterviewformatistypicallyusedwhenanemployerwantstoassessandcomparecandidatesimpartially.Ifthepositionrequiresspecificskillsandexperience,theemployerwilldraftinterviewquestionsfocusingexactlyontheabilitiestheorganizationisseeking.Byrequiringtheinterviewertofollowaspecificlistofpre-determinedquestions,thefocusoftheinterviewwillbeonwhatisrequiredfortheposition.Withinterviewsbasedonspecificquestions,there should be a greater chance of the employer being able to select the best candidates based specifically on qualifications, rather than on other factors like personality.
Unstructured Interview
Anunstructuredinterviewisajobinterviewinwhichquestionsmaybechangedbasedontheinterviewee’sresponses.Whiletheinterviewermayhaveafewsetquestionspreparedinadvance,thedirectionoftheinterviewisrathercasual,andtheflowofquestionsisbasedonthedirectionoftheconversation.Unstructuredinterviewsareoftenseenaslessintimidatingthanformalinterviews.Becauseeachintervieweeisaskeddifferentquestions,however,thismethodisnotalwaysreliable.
Multiple Interviews
Duringamultipleinterviewprocessanemployerislookingtoanswerthreequestions.First,canyoudothejob?Doyouhavethenecessarycombinationofexperienceandeducationtodothework?Secondly,areyoumotivated?Willyoucompletethetaskyou’vebeenaskedtodoinatimelymanner?Andthirdly,areyougoingtofitin.Thisisaboutanalyzingifthereisagoodmatchbetweenyourvaluesandworkstyleandtheorganization’scorporateculture.
Thefirstinterviewisreallytodeterminetheanswertoquestionone.Often,theinterviewquestionsfocusonhavingyoudescribehowyourpastworkdemonstrateswhatyou’llbringtothecompany.Thisisusuallydonebyconductingabehavioral-basedinterviewwithquestionssuchas,“Tellmeaboutatimewhen…?”Generally,adecisiontohiresomeoneisnotmadeafterthefirstinterview.Rather,thedecisionismadetocreatea“shortlist”ofasmallgrouptobringforwardtothenextround.Usually,ashortlistconsistsofthreeorfourcandidates.
Atthisstageintheprocess,anemployerhasdecided(atleastinapreliminaryway)thattheshort-listedcandidateshavethenecessaryskillstodothejob.Thismeansthatfollow-upinterviewsnowbecomeanissueofdeterminingtheanswerstoquestionstwoandthree.Anycandidatewhoisinvitedbackforadditionalinterviewsshouldgoinwiththeconfidenceofknowingthatthepotentialemployersthinktheyhavewhatittakes.Soyourjobistoconvincewhomeveryoumeetnextthattheirinitialimpressioniscorrect.Focusonbuildingapersonalconnectionwiththoseyoumeetandemphasizeyourwillingnesstobesuccessfulinthenewrole.
Multipleinterviewsalsoallowforanumberoforganizationrepresentativestobeinvolvedinthedecision-makingprocess.Insomecases,initialinterviewsmaybewithahumanresourcesrepresentative,oryoumaymeetwiththehiringmanagerrightaway.Follow-upinterviewsusuallymeanyou’remeetingmorepeople.Itmaybeyourpotentialcoworkersorperhapsseniormanagers.Insomeorganizationsthefinalhiringdecisionrestswiththepresident.
Stress Interviews
Stressinterviewsareanotherformatthatsomeemployers,frequentlylawenforcementorganizations,usetoevaluatecandidates.Theinterviewers’jobistointimidateyou.Theywanttofindouthowyouhandlestress.Therationalebehindthetacticisthatifyou’reunableorunwillingtohandleconditionsofimposedstress,it’sunlikelyyou’llhavetheabilitytomaintainyourcomposureunderconditionsofrealstress. In response to this tactic, it’s important that you don’t react defensively, but remain calm and respond appropriately.
VA for Vets Interviewing Techniques Guide 34
Targeted Interviews
Targetedselectionisabehavioralapproachtoimprovedhiringdecisions.Thegoalofeverytargetedselectionintervieweristocollectjob-relatedbehaviorfromanapplicant’spasthistory.Interviewersaretrainedtofocustheirinterviewskillsandselectiondecisionsonfivebasicinterviewprinciples:
• Usepastbehaviortopredictfuturebehavior
• Interviewforthecriticaljobrequirements
• Organizeyourinterviewintoasystem
• Applyeffectiveinterviewingskillsandtechniques
• Exchangeinformationwiththeothermanagersinvolvedininterviewing
Phone Interview
Thephoneinterviewisanotherstrategythatsomeemployersuse.Inthissituationthehiringmanagerorselectioncommitteeinterviewsjobapplicantsoverthetelephoneasascreeningtechnique.Phoneinterviewsareusedtomakeafirstroundofcutstotheapplicantpool.Iftheemployersareinterestedincandidates,theywillthenscheduleface-to-faceinterviews.Remember,assoonasyoupickupthetelephoneyouare making an impression.
Observational Interview
Anemployermayusetheobservationalinterviewformat.Inthisformatthecandidateisaskedtodemonstratehisorherabilitieswithsomeoftheskillsrequiredfortheposition.Thismayincludegivingademonstrationofpublicspeakingability,answeringtelephonecallsoroperatingapieceofequipmentwhiletheinterviewerobservesyourperformance.
Panel Interviews
Apaneljobinterviewtakesplacewhenanapplicantforemploymentisinterviewedbyapanel(group)ofinterviewers.Insomecasesthecandidatewillmeetseparatelywiththepanel.Inothercasestherewillbepanelofinterviewersandmultiplecandidatesallinthesameroom.
Duringatypicalpanelinterviewwheretherearemultiplecandidatesinterviewingforthesamejob,theapplicantssitbehindalongdeskandtheinterviewerssitfacingthedesk.
Eachintervieweraskseachcandidateseveralquestionsandpossiblyasksafollow-upquestion
Situational Interviews
Interviewingtechniquethatplacesanapplicantinaconflictorproblematicsituationinwhichheorshehastomakeassessmentsanddecisionstoresolveit.Thejobseekerisplacedinahypotheticalsituationsothattheinterviewerisabletojudgehisreaction.Thisissometimesreferredtoasascenario-based(problem-solving)interview,wherethejobseekermayhavetohandleahypotheticalsituationsuchasdealingwithanirate customer.
Group Interviews
Agroupinterviewtakesplacewhenacandidateisinterviewedbymorethanoneintervieweratthesametime.Alternately,itcanmeanthatagroupofcandidatesareinterviewedatthesametimebyahiringmanger.Thefirsttypeofgroupinterviewiswheneachjobapplicantisinterviewedbymultipleinterviewers.Thegroup(orpanel)ofinterviewerstypicallyincludesaHumanResourcesrepresentative,themanager,andpossiblycoworkersfromthedepartmentinwhichtheapplicantwouldbeworking,ifhired.Theothertypeofgroupinterviewiswhenagroupofapplicantsforthesamepositionareinterviewedtogetherbythehiringmanager.Inthisscenario,youandothercandidateswouldbeinterviewedtogetherasagroup.
Behavioral Interview
Behavioralinterviewsarebasedonthepremisethataperson’spastperformanceonthejobisthebestpredictoroffutureperformance.Whenanorganizationusesbehavioralinterviewing,theywanttoknowhowyouactandreactincertaincircumstances.Theyalsowantyoutogivespecificreal-lifeexamplesofhowyoubehavedinsituationsrelatingtothequestions.Inabehavioralinterview,anemployerhasdecidedwhatskillstheyneedforthejob,andthequestionsyouwillbeaskedwillbegearedtowardfindingoutifyouhavethoseskills.Theinterviewerwantstoknowhowyouhandledasituation,ratherthanjustgatheringinformationaboutyou.
Attachment H – Types of Interviews
VA for Vets Interviewing Techniques Guide 35
Attachment H – Types of Interviews Attachment I – Military Terms/Civilian Equivalent
Military Term Civilian Equivilant
NCOIC Supervisor, Manager, Coordinator
TDY/TAD BusinessRelatedTravel
PCS Relocation
NCO Academy Leadership or Management Training
WarCollege ExecutiveMilitaryLeadershipSchool
Command and Staff College Senior Military Leadership School
BasicOfficersCourse Entry Level Officer Leadership Course
BasicTraining Introductory Military Training
O7 and above President,SeniorDirector,ChairmanoftheBoard,ManagingDirector
O5 and O6 ChiefExecutiveOfficer,ChiefOperatingOfficer,ProgramDirector
O4 SeniorAdministrator,DepartmentHead,ProgramManager
O1 to O3 Executive,Administrator,Manager,ProjectOfficer
WO1toWO5 Director, Specialist, Facilitator, Technical Manager, Technical Specialist
E7 to E9 Director, Supervisor, Department Manager, Operations Manager, Senior Advisor
E4 to E6 Assistant Manager, Line Supervisor, Section Leader, Task Leader, Supervisor, Foreman
E1 to E3 ProductionWorker,Assembler,Technician,Assistant,Apprentice,TeamMember