| |
| Jobs
and Training Information at the HOPES FRC... |
|
|
|
| |
Guide
to Job Interviews
Job interviews are all about making the best matches.
Both the company and the job-seeker want to determine
if there is a correct fit between them.
Job-seekers going on job interviews can basically expect
one of two styles of interviewing. While the styles differ,
there are some basic activities job-seekers need to do
both before and after the interview in order to succeed.
This page is organized in the following manner:
First, the common aspects of interviewing will be discussed.
Second, the two types of interviews will be discussed
briefly.
Common Aspects of Interviewing: |
|
 |
Preparing
and Researching: |
|
| Job-seekers must spend time before
the interview conducting research on the type of
job, company, and industry they are interviewing.
Your knowledgeof these factors is critical to your
success. |
|
|
Anticipating
Questions (and Preparing Answers): |
|
| While the types of questions differ
depending on the interviewing style, job-seekers
must plan and be prepared for the typical types
of questions. You should not memorize answers, but
script specific responses so that you will be able
to remember more details when asked the question
in the interview. You should also have several questions
ready to ask the interviewer. |
|
|
Follow-Up: |
|
| It is amazing how many job-seekers
skip this crucial step. You must immediately write
a thank you note to each person who interviewed
you. Not only is this letter part of professional
etiquette, but it is often time to reinforce a concept
or skill that you have and that the employer desires
in the person they will be hiring. See an example
of a good thank you letter. |
|
Types
of Interviewing:
The two styles of interviewing used by companies
today are the traditional job interview and the
behavioral interview.
The traditional job interview uses broad-based questions
such as, "why do you want to work for this
company," and "tell me about your strengths
and weaknesses." Interviewing success or failure
are more often based on the ability of the job-seeker
to communicate than on the truthfulness or content
of their answers. |
|
| Employers
are looking for the answer to three questions: |
 |
does
the job-seeker have the skills and abilities to
perform the job; |
|
does
the job-seeker possess the enthusiasm and work ethic
that the employer expects; |
|
and
will the job-seeker be a team player and fit into
the organization. |
|
The behavioral job interview is based
on the theory that past performance is the best
indicator of future behavior, and uses questions
that probe specific past behaviors, such as: "tell
me about a time where you confronted an unexpected
problem," "tell me about an experience
when you failed to achieve a goal," and "give
me a specific example of a time when you managed
several projects at once."
Job-seekers need to prepare for these interviews
by recalling scenarios that fit the various types
of behavioral interviewing questions. Expect interviewers
to have several follow-up questions and probe for
details that explore all aspects of a given situation
or experience. Job candidates with little work experience
should focus on life experience situations that
might lend themselves to these types of questions.
Hobbies and volunteer work also might provide examples
you could use. |
|
| Job-seekers
should frame their answers based on a four-part
outline: |
| (1) |
describe
the situation, |
| (2) |
discuss
the actions you took, |
| (3) |
relate
the outcomes, and |
| (4) |
specify
what you learned from it. |
|
| |
|
| |
| |
|
|
| |
|
|
| |
 |
| |
|
|
| |
 |
| |
|
Access a range of
interesting websites with info to help you prepare for
your job search...
just click on a topic.
www.hoboken.com
"everything Hoboken"
www.nj.com
newspapers, job resources, general information, "everything
Jersey"
|
|
|
|
|
