Wright State University Career Services Address: 3640 Colonel Glenn Highway, Dayton, Ohio, 45435-0001; phone: 937-775-2556; email: career_services@wright.edu  
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Building Experience, 2nd through Final Year of College.
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Manage the Interview Process

The interview is a conversation with information flowing both ways. Both the employer and the candidate seek information during the interview.  The candidate is encouraged to ask ahead of time about the format of the interview, and how many interviewers will be participating.

Understanding the Interview

The typcial interview has several parts:

  1. Professional introductions;
  2. The interviewer outlines basic information about the job;
  3. The interviewer asks questions;
  4. The candidate makes a sales presentation with their answers, referring to their skills and accomplishments that relate to the job description and responsibilities;
  5. The candidate then has an opportunity to seek information they need, including inquiries about the time frame for the interviewing and decision making process;

It is essential for the candidate to understand that the underlying question in all job interviews is 'why should I hire you?'  However questions are framed, the goal of the question is the same.  The interviewer is inviting the candidate to provide convincing responses to 'why should I hire you?'

bullet'Why Should I Hire You' Tip Sheet

bulletSample Questions

It is ineffective to construct and memorize potential questions and answers.  A candidate cannot predict what questions an interviewer will ask. Instead, candidates are advised to pursue a thematic approach to interview responses, focusing on the theme 'Why I am the best person for this job.'

In the interview, the candidate's task is effective self-promotion.  The candidate is advised to know their strengths and accomplishments; review their professional history for meaningful examples; and prepare to build those positive examples into their interview responses.

In addition to technical questions about the field, the candidate may be asked general questions designed to reveal past behavioral patterns. This is called behavioral interviewing.

bulletMore about Behavioral Interviewing

Behavioral interviewing questions can be effectively answered by following a model referred to as P - A - R : Problem - Action - Results. In the P - A - R model, the candidate first describes the Problem or situation; then relates the Action they took; and, finally, the Results. Specific examples with salient details are best.

bulletPAR model and a PAR sample

Practice Builds Confidence

Practice is important in preparation for the actual interview. All candidates should review their experience for positive examples of performance and skill application.  Practice is essential to refining presentation skills and honing answers to best advantage.  For students who are involved in a job search, Career Services offers a Mock Interview program.

bulletMock Interviews

More Information

For more information about interviewing, and all aspects of the job search, visit our Job Search Readiness section.

bulletJob Search Readiness

 

©2008 Wright State University
This page was last updated Wednesday, 22-Oct-2008 16:36:29 EDT.
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