Gain An Edge At Your Next Job Interview
By Heather Zeng
Spring 2007
Many of us warily view the prospect of an interview as an inevitable but nerve-wracking part of a job search. Knowing the most current approaches in the industry today can help combat this fear factor. As one who has traveled extensively and held a number of jobs, I have been fortunate to enjoy relatively seamless employment, partially because of my understanding of these interview approaches.
As you practice the techniques shared here, you should find that your interviews proceed more smoothly and you will begin to create the opportunities you seek. Now, let’s get started with these two approaches: behavioral-based and informational interviewing.
Behavioral-based interviewing has been around for many years, but employers are increasing their efforts in using this approach to interviewing.
Here’s how it goes. Instead of asking a question such as, “What would you do if a customer gets mad?” the interviewer asks you to “tell me about a situation when you resolved a problem with a customer.” See the difference? The employer’s mindset is that “the past is prologue,” and the way you acted in the past will help predict how you will act in the future. The aim is to learn whether you are an asset or a liability to the organization.
Here’s an example that may help. Management sits down with the human resource staff to determine the kind of behavior it wants in a candidate for a supervisory role in the quality control division. What kinds of traits or characteristics are desired for the position? Then the hiring group lists these traits, working backwards to create a profile of the competencies deemed relevant and necessary for the position. Then it formulates behaviorally-based questions for job interviews that center on these traits.
The SAR method – SAR stands for Situation, Action and Response – is associated with behavioral-based interviewing. Using another example, let’s say the interviewer knows that the job demands teamwork. The interviewer may say, “Tell me about a time when you worked in a team, and what were the outcomes?” Using the SAR method, the interviewee would discuss a specific situation, his or her actions in that situation as a team member, and the tangible results from that experience, including a discussion of the subjective experience of being part of a team. Memorize SAR and you’ve got it made!
What is the most effective way to prepare for a behavioral-based Interview? In a word, practice. I’ve found “The Ultimate Job Search Kit” (Stimac, 1997) the best product available to help get started. I’ve shared it with a number of clients who found it extremely helpful. In fact, I coached a client in the United Kingdom who was preparing to interview for a highly competitive job. I shared the “Ultimate Job Search Kit” with him. After several rounds of interviews, I received a card in the mail that said, “Thanks so much – out of 237 applicants, I was #1!”
Informational interviewing involves the process of contacting individuals working in your fields of interest and building a network that might lead you to a job in the near future. You learn about the individual’s work and his or her respective employer, gaining important knowledge while also sharing your interests and qualifications. In turn, this individual may know others who can assist you with your job search.
Here are some tips to begin the process:
- Identify a few occupations you may have an interest in pursuing.
- Prepare a list of questions about this type of work.
- Try to find outlets for individuals in these professions – in other words, “work to network.”
- Start a list of people you know and the fields in which they work. Ask these primary individuals if they know others working in the fields you mention. Also identify organizations that may have information about work opportunities in your areas of interest. Call them to find out whom to contact to set up an appointment.
- Thoroughly research the organization so you are as informed as possible when you talk with the point of contact.
Understanding these two approaches to interviewing will enhance your ability to compete in the job market. They will help provide you with a competitive edge as you move to a new city, retire and seek a second career, transition into a new field, or hang up your graduation cap and enter the workforce.
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Dr. Heather Zeng is a Master Career Counselor and National Board Certified Career Counselor, providing expertise on career development, policy and education. She worked for six years as a guidance counselor to U.S. Air Force members and their families serving overseas. Visit www.geocities.com/careerheather or send e-mail to heatherzeng@aol.com.
