Interview Skills

Interview Skills

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The purpose of an interview
The interview is a mutual exchange of information between an employer and you, as a
candidate for a position. The primary objectives are to:
• Supplement résumé information
• Show that you understand your strengths and weaknesses and have a sense of
direction
• Enable the employer to evaluate your personality and attitudes in terms of the
demands of the organization and the position
• Allow you to gain information about the organization and the job that is not available
through other sources
• Give you and the employer an opportunity to discuss the desirability of further
contact or an offer of employment
First impressions
Your success or failure in the interview can depend on your appearance and the
interviewer's first impression of you.
Be punctual. Arrive ten minutes early to allow yourself time to collect your thoughts. Take
the opportunity to observe the work environment. Keep your eyes and ears open.
Research indicates that, on average, an interviewer decides to hire in just 5 1/2 minutes.
If the first impression is not positive, it will be difficult to change the interviewer's mind
during the rest of the interview.
Look neat, clean, and well groomed. Select proper clothing for the type of organization
interviewing you. If in doubt, be conservative. It is also advisable to keep
fashion accessories to a minimum, to avoid wearing strong scents because many people
have environmental allergies, and to turn off cell phones, electronic organizers, and pagers.
Greet each person with respect and professionalism. When you shake hands, make eye
contact and smile. Handshakes should be firm but not aggressive; try to match the grip of
the interviewer. It is good etiquette to wait to sit down until the interviewer invites you to
do so.
Don't worry about being a little nervous during the interview; being nervous is normal and
expected. Remember, the interviewer wants to hire you if you have the right qualifications
and interest in the position. Many interviewers will begin the interview with some "small
talk" to help you relax. This may seem irrelevant to the position, but you are still being
evaluated; be sure to demonstrate a positive attitude.
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Preparing for the interview
Know yourself
To impress an employer, you must be well prepared and understand the value of what you
have to offer. To demonstrate effectively your suitability for the position and your value to
the organization, you must know yourself. Review your self-assessment information and
your résumé. Be prepared to give examples to substantiate all claims in your résumé. In
addition to determining your level of proficiency, some interviewers want to see how you
have grown over time in areas related to their position(s) (e.g., interpersonal and work
skills, motivation). Others will want you to talk about your mistakes and what lessons you
learned from them.
Know the company/organization
You must be familiar with the position and the organization so that you can demonstrate
your interest in and fit for the job. Refer to the notes you made as you reviewed print and
online materials and spoke with people about the position.
In addition, try to obtain information on the person (or persons) you will be meeting with
and the schedule for the interview period.
Answering interview questions
The next phase of the interview consists of the interviewer asking you questions to try to
determine your fit. Having knowledge of possible questions helps you to prepare points to
include in your answers. Think about why a question is being asked. What does the
employer really want to know?
Behaviour-based and situational/hypothetical questions are increasing in popularity because
they are considered to be more valid predictors of on-the-job performance.
Behaviour-based questions
Behaviour-based interviews are designed to elicit information about how you have
performed in the past because past behaviour is a good indicator of how you will function in
the future. Interviewers develop their questions around the traits and skills they consider
necessary for succeeding in a position or organization. These questions usually begin with
phrases such as the following:
• Tell me about a time...
• Describe a situation in which...
• Recall an instance when…
• Give me an example of…
Some applicants find the format of such questions difficult to understand and have trouble
responding. However, if you have done your research and prepared for the interview,
you will have work, academic, and life experiences ready to share. You can prepare for
behaviour-based questions by recalling specific actions that demonstrate your
accomplishments, abilities, and fit for the position. Be certain to tell the truth, get to the
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point, stay focused, turn negatives into positives, and be consistent with your responses.
Common behaviour-based interview themes include the following:
• Working effectively under pressure
• Handling a difficult situation with a co-worker
• Applying good judgment and logic in solving a problem
• Thinking creatively
• Completing a project on time
• Persuading team members to do things your way
• Writing a report or proposal that was well received
• Anticipating potential problems and developing preventative measures
• Making an important decision with limited facts and information
• Making a quick decision during the absence of a supervisor
• Making an unpopular decision
• Adapting to a difficult situation
• Being tolerant of a different opinion
• Using your political savvy to promote a program or idea that you really believed in
• Dealing with an upset client
• Delegating a project effectively
• Explaining complex information to a client, colleague, or peer
• Surmounting a major obstacle
• Prioritizing the elements of a complicated project
By analyzing the questions asked of you, you will discover further details about the position.
What emphasis does the interviewer seem to be placing on which skills, knowledge,
personality traits, and attitudes? That insight can help you tailor your answers more easily
to the employer’s position.
W5 model
The "W5 model" is a useful method for answering a behaviour-based question. The
answer should take approximately ninety seconds because that's the typical attention
span.
70 seconds State skill/knowledge/ability and give an example of it by
explaining:
• What, Who, When, Where, Why, and How
• What the successful outcome was
20 seconds Re-state skill and outline benefits transferable to the
interviewer’s organization
For example, in response to the query "What experience do you have organizing
projects?" you determine that the qualification being evaluated is organizational skills.
Your skill/knowledge/ability statement could be, "I have developed excellent
organizational skills by working on two major projects. The one I would like to tell you
about ended successfully six months ago." Every statement you make must be true!
Don’t lie or embellish. Ideally, the illustration you choose to confirm your statement
should be a project that required similar competency to the typical project the
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prospective employer wants you to organize. If you do not have a similar experience to
relate, try to choose a relevant story from your academic or extracurricular experience.
Describe the what, who, when, where, why, and how, and talk about the successful
outcome or what you learned from the experience. As you tell the story, the employer
can see or live through the action with you. Choose words that will help the
employer visualize you in the experience (e.g., "It was five minutes before closing on
the busiest night of the year and the power went out..."). Whenever possible,
include positive feedback from supervisors, colleagues, professors, and
others to reinforce your accomplishment. Humour can also be an effective tool, if used
appropriately, because it helps the interviewer remember you.
The next step is the one that most candidates forget. Tell the interviewer what specific
benefits or competitive advantage you can bring to the position because of the
experience you have just described. For example, "As part of the team being formed, I
would be able to coordinate...." Avoid generic statements such as, "All organizations
need people with leadership ability."
Situational/hypothetical questions
An interviewer will use situational/hypothetical questions to establish how you would react
to and handle real-life situations on the job. For situational/hypothetical questions,
candidates must have a good understanding of the job and its requirements. Here are some
examples of this type of question:
• If you had met your project deadlines and your direct supervisor was unavailable,
describe how you would remain busy
• You are the manager of a small software testing team, and one individual is
continually late for work and taking extended breaks. How would you approach the
issue?
• During construction, a contractor unexpectedly finds a very large object in one of the
trenches where he is about to dig. He requests that you tell him how to proceed.
How would you deal with this situation?
• You plan a workshop to teach newcomers to Canada how to use word-processing
software. Unfortunately, only four people have registered and you are required to
have a class of ten. You really feel that the training is important but are worried
about the financial consequences. It is five days before the class is scheduled
to begin. What do you do?
• You have a conflict with someone who is senior to you and is not your supervisor.
Describe how you would handle it
Skill-testing questions
Potential employers often require proof that you have the practical skills and savvy to
successfully do the job. Skill-testing questions can be hands-on (e.g., programming on a
computer, solving a complex math problem, etc.) and are more common in technical,
scientific, and industrial/manufacturing fields. The following are examples of skill-testing
questions:
• What is the difference between server-side and client-side scripting?
• Provide a brief description of a diode
• Explain the theory of elasticity
• What is a comma splice?
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If you know the answer, great! If not, don't fake it. Instead, indicate your interest and
desire to learn. If possible, indicate something else that may compensate for this lack of
knowledge (e.g., "I'm not familiar with that programming language but I do have
experience with...")
Problem-solving questions
When answering problem-solving questions, you want to demonstrate your abilities
to process information quickly, think logically, and problem solve creatively. Employers
place emphasis on the thought process rather than on the conclusion. Examples of problemsolving
questions include the following:
• Why is a manhole cover round?
• How many automobiles are there in Toronto?
• Estimate the size of the DVD rental market in Tokyo, Japan
• How would you project the future rate of PC game purchases in Canada?
• Describe how you would extract caffeine from coffee beans
The key is not to worry about getting the "right" answer but, rather, to demonstrate your
logical thought process in solving the problem. The following five-step process is appropriate
for handling most problem-solving questions:
1. Listen carefully to what is being asked
2. Ask clarifying questions to determine exactly what the interviewer is looking for
3. Respond by first explaining how you’d gather the data necessary to make an
informed decision
4. Discuss how you’d use that data to generate options
5. Based on the data you’ve gathered, the available options, and your understanding of
the position, explain how you’d make an appropriate decision or recommendation
Keep in mind, there is no right answer, only your answer.
Classic questions
In addition to asking the other types of questions mentioned, many employers rely on a
series of standard questions, and you should prepare for them:
• Tell me about yourself
• What are your short-term goals? What about in two and five years? How are you
preparing to achieve them?
• What is your vision/mission statement?
• What do you think you will be looking for in the job following this position?
• Why do you feel you will be successful in this work?
• What other types of work are you looking for in addition to this role?
• What supervisory or leadership roles have you had?
• For you, what are some advantages and disadvantages of working in a team
environment?
• What have been your most satisfying/disappointing experiences?
• What did you like/dislike about your last job?
• What motivates you to do a good job?
• What are your strengths/weaknesses?
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• What kinds of problems do you handle best?
• How do you reduce stress and try to achieve balance in your life?
• How did you handle a request to do something contrary to your moral code or
business ethics?
• What was the result the last time you tried to sell your idea to others?
• Why did you apply to our organization and what do you know about us?
• What do you think are advantages/disadvantages of joining our organization?
• What is the most important thing you are looking for in an employer?
• What were some of the common characteristics of your past supervisors?
• What characteristics do you think a person needs to work effectively in our
company/department?
• What courses did you like best/least? Why?
• What did you learn or gain from your part-time/summer/co-op/internship
experiences?
• What are your plans for further studies?
• Why are your grades low?
• How do you spend your spare time?
• If I asked your friends to describe you, what would they say?
• What frustrates you the most?
• When did you last have a disagreement with someone at work, and what was the
outcome?
• What could you do to increase your effectiveness?
• What was the toughest decision you have had to make in the last year? Why was it
difficult?
• Why haven’t you found a job yet?
• How will you be successful in the job, given your lack of experience in ______ (e.g.,
sales, fundraising, bookkeeping)?
• Why should I hire you?
While responding to questions, use to your advantage information that the employer
volunteers about the position and organization. Listen for verbal cues and hints (e.g., what
is said, how it is said) and customize your responses accordingly, but be honest. For
example, if you are excellent at multi-tasking and skilled at meeting tight deadlines, share
this information if the interviewer just stated that the work environment is very fast
paced. Furthermore, listen carefully to the question and how it is phrased. If it can be
interpreted in more than one way, and if you are unsure what the interviewer really wants
to discuss, ask for clarification.
PAWS model
The "PAWS" model is a useful method for answering classic questions such as "Tell me
about yourself." The answer should take approximately ninety seconds because that's
the typical attention span.
When an employer asks this question, the employer is looking for those aspects of your
life that are relevant to the job, such as how you became interested in the field, related
experience, courses taken, etc. The "PAWS" acronym stands for Profile, Academic, Work,
and Skills. Include all or as many of the four (in any order) to reinforce your fit for the
job. As with any interview response, limit your answer to a maximum of ninety seconds.
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Here are some examples of what to discuss in each of the four areas:
Profile: Mention how you became interested in this field and perhaps point out any
relevant community involvement, extracurricular activities, memberships, and personal
interests that further demonstrate your commitment to the field
Academic: Talk about your educational background (degrees/diplomas/certifications)
and other related training and professional development initiatives/courses that you
participated in
Work: Highlight paid or unpaid experience related to the job
Skills: Refer to specific technical skills that relate to the position or field (e.g.,
programming C++, knowledge of GIS) and relevant transferable skills (e.g., time
management, problem-solving skills)
Tricky situations
Awkward situations may occur during an interview, and it is up to you to be prepared
to handle confidently whatever happens. To increase your confidence and prepare for
an interview, practise interviewing. Check for quality of information in your answers, and
the positive, non-verbal reinforcement of your words. By practising responses out loud, you
can hear your answers and assess their effectiveness. But don't practise so much that you
lose your spontaneity and your answers sound rehearsed.
The key to tricky situations is to remember that barriers to employment can often be
overcome by focusing on the positive. Circumstances that you may find problematic are:
Salary
If applying for short-term work (e.g., co-op or summer), you will likely have only one
interview, so it is acceptable to discuss salary. If you need to know the salary and it has not
been discussed, ask about it as your final question.
Employers hiring full-time or contract staff may inquire about salary during a first interview
to see if your expectations are compatible with what they are offering and to see how much
value you place on your experience, skills, and educational background. Always try to defer
the subject until you have been offered the job, but if the employer insists, offer a salary
range that you know is realistic based on your research.
Silence
If you answer a question and there is no prompt response or follow-up question, what do
you do? Try to remain calm and collected. Silence may not be a negative sign; the employer
could be taking time to process and record your answer and/or be considering the next
question. A few employers create periods of silence during an interview to see how
candidates handle stressful and awkward situations.
In response to uncomfortable silence, ask the interviewers if they require any further details
regarding your last response, shifting the responsibility to them. Resist the temptation to
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ramble because you may provide irrelevant information that may hurt your chances of being
offered the job.
Note-taking
Although the interviewer will likely take notes, generally you should not. If you have your
head down writing, the conversation will be uncomfortable and unengaging because of your
lack of eye contact and inability to show enthusiasm.
Making brief notes is acceptable when you need to record information that may be easily
forgotten, such as a key word, phone number, or contact information. If you fear you may
not recall other pertinent details, document the information immediately after the interview.
Being stumped
You may have difficulty communicating your thoughts clearly and concisely, especially when
you are not sure how to respond to a question. The key is to remain calm and positive,
focus on the question, and continue to remind yourself that you are doing well. You may
request clarification if you are not sure what the interviewer is asking or pause and politely
ask for a few moments to consider your response; however, don't take too much time
because employers want to see that you can think well under pressure.
After a brief pause, if you still cannot respond to the interviewer's question, you may ask to
defer your answer to the end of the interview. The risk is that interviews usually follow a
certain structure and the question might be missed entirely, leaving the interviewer with an
unanswered question. Of course, if you’re stumped because you simply do not know the
answer, be honest with the interviewer in a positive and professional manner.
When asked a question about a skill that you don't have, demonstrate that you have
the transferable skills necessary to succeed in the position. For example, "I have excellent
computer skills but I do not have knowledge of that specific software. However, I did learn
FrontPage, a similar program, on my own and quickly applied the concepts by independently
creating a website for a project that received a grade of 90%."
Negative questions
Interviewers will often ask negatively phrased questions to assess your perceived
weaknesses and strengths. The following are a few examples:
• What are your weaknesses as an employee?
• Recall a time from your work experience when you made a bad decision or mistake.
How did you get beyond it?
• Give me an example of a time you did not meet a project deadline. How did you
handle the situation?
Be honest and discuss a real work-related weakness or past event that would not negatively
impact performance for the job you are applying for. Avoid the popular advice to turn a
weakness into a strength (e.g., "I'm a perfectionist...") because this kind of
response is unconvincing and over used. Be sure to end your "weakness" response on a
positive note by indicating what steps you are taking to overcome the weakness.
It is important to be as positive as possible, even when answering a negatively framed
question, and to keep your answer short.
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Many short-term jobs and/or gaps in employment history
It is becoming more common to work for shorter periods for a variety of employers, so
employers may not place as much emphasis on dates worked as they might have in the
past. However, if asked, be prepared to provide reasons that the employer will understand
for your frequent job changes or gaps in employment history.
Gaps in your employment history can occur for many reasons, some within and some
beyond your control: short-term positions, lay-offs, health or personal concerns, raising a
family, extensive travelling, completing a degree, unemployment, or time for career
planning. In creating a targeted résumé, you may also have chosen to omit some
experiences.
Although you should truthfully explain in a few words the reasons for your job changes or
gaps in employment, focus on what you did during the gaps that was related to the position.
Having never worked or no recent work experience
Tell the interviewer about any relevant courses/workshops, volunteer/internship
experiences, and/or extracurricular activities. Indicate if you have researched and joined
associations/societies in your field to learn and/or stay knowledgeable about industry trends
and connect with other professionals. Convey your interest in the position and indicate that
you look forward to a long-term association with the company.
Being over/under qualified
Although you may be concerned about your qualifications, the interviewer liked something
about your résumé or you wouldn’t have been offered an interview! Counter the
interviewer's fear that you may not be suitable by emphasizing your positive traits and
describing how your experience, education, and skills will help you succeed in the position.
Demonstrate to the employer your commitment by describing how the position aligns with
your career goals and how your decision to apply for the position was carefully planned.
Low marks
Low marks can stem from a lack of commitment (e.g., skipping classes, excessive
socializing), from enrollment in an unsuitable program, or from dealing with traumatic
events (e.g., death/sickness in the family, personal health issue/injury). In any case,
explain briefly and honestly what happened and describe what steps you have taken to
remedy the situation so that it is no longer an issue: “I know my grades were less than
stellar during my third year, but I really improved this term because I attended a series of
study skill workshops, and they made a huge impact. I now know how to manage my time
successfully, and I’m confident that I will perform well in this position.”
Interview talker
It is a pleasure to be interviewed by someone who is enthusiastic about the company and
the available position, but it is not desirable if you aren’t able to market yourself because
the interviewer monopolizes the discussion. Tactfully break into the conversation to help
keep the interview focused on the subject you know best: you! You might say, “I had a
similar experience…” or “It’s interesting that you say that because I am also skilled in…”
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Is your body or verbal language contributing to the problem? Without being rude, offer less
acknowledgement (e.g., nodding, "that's interesting," "really?"). If you are not given
adequate time to market your qualifications and the interview is drawing to a close,
request a few moments to summarize your qualifications for the position, highlighting key
points you want to discuss. Or summarize when asked "Do you have any questions?" or "Do
you have anything to add?"
Ageism
An interviewer can never ask how old an applicant is, and you should raise the topic of
age only if you think that age will be a barrier in the hiring process. Whether you feel you
are younger or older than the norm for the job you are applying to, you want to present
yourself in the most positive light. Redirect the employer's focus from your age to your
qualifications. Stress how your age is an asset. How is your life experience of benefit? Can
your energy and enthusiasm compensate for a perceived lack of experience?
Disclosure of disability
People with physical, sensory, or learning disabilities, or chronic medical conditions are
advised, like all job seekers, to focus on their abilities and interests when choosing a career.
During the self-assessment process and later during interviews, it is important to be up
front and honest about your situation if your disability may present a performance barrier or
if you need to request accommodation or assistive devices. If you determine that your
disability does not pose any risk to you and to fellow workers, you may choose to disclose
your disability once a job offer is formally presented. It is not necessary to disclose your
disability in your résumé or cover letter, although you may prefer to do so if the company
you are applying to has a specific policy to hire people with disabilities or if you are applying
to an agency that deals with persons with disabilities.
Employers may not understand what your disability involves and may feel uncomfortable
asking; the result is that they may perceive your disability to be more of a barrier than it
actually is. During your self assessment, determine how you can overcome or compensate
for any perceived or real stumbling blocks to employment so that you can explain your
situation more clearly and positively. For example, you may say, "Due to a spinal injury, I
have no sensation in my legs. I can get around and travel easily in my wheelchair. My injury
does not affect how I think, solve problems, or communicate and will not affect my
performance on the job." You may also want to ask if the employer has any additional
questions.
If you qualify, the Ontario Disability Support Program (ODSP) offers assistance to help you
secure employment. As well as offering job placement programs, the program can provide
you with specialized equipment, sign language interpreters, readers, and note takers to help
you with job searching and interviewing.
The University of Waterloo's Office for Persons with Disabilities (OPD) offers information,
academic accommodations, and support services to UW students, faculty, staff, and campus
visitors.
Links to ODSP and OPD web sites can be found at careerservices.uwaterloo.ca.
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Reasons for leaving last job
An employer may inquire about your reasons for leaving a job to determine if concerns from
a previous job might impact the organization. Employers like to gauge your attitude toward
work, management, organizational change, and policies/guidelines.
Begin your response with a positive statement regarding your previous place of
employment. Honestly and concisely state your reasons for leaving. If you left on good
terms, offer the interviewer letters of reference that outline your relevant achievements. If
the conditions under which you left were negative, focus the interviewer’s attention on what
you accomplished and avoid speaking negatively about past managers, colleagues, or
the organization. Emphasize that you will be able to handle the present job no matter what
may have happened in the past.
Poor/no references
If you were unable to obtain a reference from your previous place of employment because
you left on bad terms, you must briefly explain why. Read the section above on “Reasons
for leaving last job.” Quickly follow up your statement to suggest that the interviewer
contact other references from your list to obtain a more accurate picture of your previous
work experiences. Stress how direct managers, supervisors, professors, and colleagues
enjoyed working with you and can attest to your achievements and skills.
If references are outdated, you must decide if they are still appropriate to use. If you
feel your referees can still successfully highlight your skills, follow up with them to request
their permission to be contacted by potential employers. You will also want to remind them
of your previous accomplishments and provide them with an updated résumé. If you do not
obtain their permission, you must obtain new references by volunteering, requesting client
testimonials, etc.
Proprietary information
If you are asked to provide confidential information about a past employer, it is best
to refrain from giving any information that is not publicly available. Revealing information
about a past employer, who may or may not be a competitor, could create a breach of
confidentiality. Even though you may have worked for this employer some time ago, you
are still obligated to keep confidential information private. The interviewer could be testing
to see if you divulge any company information because doing so may be an indicator that
you will reveal confidential information about the interviewer's company.
If your portfolio includes performance reviews or samples of written work, ensure that no
proprietary information is included, such as the names of customers or clients.
Your rights in the interview
There are clear human rights guidelines for employment interview questions. An applicant
for employment may be asked to divulge only information relevant to the position applied
for. By law, an employer must focus on gathering information relevant to deciding if an
applicant can perform the functions of a position.
Some employers mistakenly believe that they have a right to ask any question they choose
since they are paying the salary. Others are simply awkward in their technique, and an
unlawful question results. However, human rights law does not distinguish between the
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interviewer who is asking questions with the intent to discriminate and the one who is just
curious or inept at interviewing.
Some questions are appropriate and others are illegal. You do not have to answer questions
that are illegal. The Ontario Human Rights Code prohibits discrimination in employment on
the grounds of:
• Race
• Ancestry
• Place of origin
• Colour
• Ethnic origin
• Citizenship
• Religion
• Sex
• Sexual orientation
• Age
• Record of offences
• Marital status
• Same-sex partnership status
• Family status
• Disability
Although it is ultimately the responsibility of the interviewer to know the law, this
knowledge may sometimes be lacking. It is to your advantage to be informed on the
subject.
Handling illegal questions
What should you do if you're in the middle of an interview and have just been asked what is
clearly an illegal question? There is no clear-cut answer. Much depends on you.
In some cases, you may be able to answer the "hidden" question. Think of what information
the employer is trying to elicit. For example, "Do you have or plan to have children?" may
indicate a concern about an ability to work overtime or to travel. In this example, your
answer should convey your willingness to maintain a flexible work schedule.
You may elect to say "Why do you ask?" or "Would you explain how this point is connected
to the qualifications for this job?" This could cause the employer to reconsider or clarify the
question. It may offend some employers, but probably not the majority.
If you feel that you should not answer the question (you shouldn't have to, after all) or that
you are not interested in working for the company, you may state, "I don't feel obligated to
answer that" or "That question is inappropriate." If you choose this option, you will either
enlighten (the employer may not realize it is illegal and will be happy that you pointed it
out) or offend (the employer may not consider you for the position).
Ontario Human Rights Commission
Keep in mind that the vast majority of employers strive to hire the most qualified staff and
do so fairly. For employers who don't play by the rules, remember that assistance is
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available through the Ontario Human Rights Commission (OHRC) office. A link to the OHRC
site can be found at careerservices.uwaterloo.ca.
Ombudsperson, University of Waterloo
If you feel you have been discriminated against in any way during a job interview either
within or outside of the University, please speak to staff in Co-operative Education & Career
Services and inform them of your experience. You may also approach the Ombudsperson
regarding the matter.
Verbal and non-verbal communication
Smile when appropriate during the interview. Be enthusiastic and responsive. As you talk
about your past and present activities, your passion and energy can be communicated both
through your words and your body language (e.g., an excited tone of voice, leaning
forward, nodding your head in agreement). Maintaining eye contact is important; failure to
do so may imply a lack of confidence or, worse, cause the employer to question your
truthfulness.
Sit comfortably, without slouching. Don't put anything on your lap or in your hands if it will
restrict your natural body movement or if you may be tempted to play with it. Keep your
clipboard, note pad, briefcase, or portfolio on the floor beside your chair for easy retrieval.
Respond to questions specifically and concisely but give sufficient details to enable the
interviewer to evaluate your credentials. Interviewers become frustrated when they have to
listen to long, rambling answers. Think before you speak. It is quite acceptable to pause
before talking in order to organize your thoughts. Avoid verbal fillers such as "um," "ah,"
"you know," or regularly repeating the question to provide thinking time.
Use business language. Avoid slang. Speak clearly. Watch the interviewer for clues on how
the interview is progressing. Is the interviewer's face or body language telling you that your
answers are too long, not detailed enough, too boring? If in doubt, ask the interviewer if
more or fewer details are needed.
Prepare in advance to talk about any topic that you are concerned or feel uncomfortable
about. If there is something that you don’t want an interviewer to inquire about, it will likely
be raised during the interview. Practise your answer out loud often enough to feel confident.
Maintain poise and self-control. Consider a difficult issue as a learning opportunity that has
made you a better person.
Questions you can ask
To supplement the information you obtained before the interview, you may want to ask
questions during the interview. Some questions will arise naturally during the interview, but
it is wise to prepare some questions in advance. Asking questions will demonstrate your
interest and help you determine if the job fits your personality, skills, interests, and values.
Your questions should be pertinent to the position and show your enthusiasm and
knowledge. By asking intelligent, well-thought-out questions that genuinely matter to you,
you will convince the employer that you are serious about the organization and the position.
If a question has been answered during the interview, do not ask it again; such repetition
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will suggest that you were not listening. It is important to compose your own questions;
however, the following may give you a starting point:
• What do you see as the priorities for someone in this position?
• Please describe a typical day on the job?
• What training programs do you have available for your employees?
• What level of responsibility could I expect in this position?
• Is there a typical career path for a person in this position?
• What are the company's plans for the future?
• What do you see as the greatest threat to the organization?
• What/where are the greatest opportunities for the organization?
• How would you describe your organization's management style, culture, and/or
working environment?
• What do you like most about your organization?
• How are employees evaluated and promoted?
Types of Interviews
Individual interview
The most common interview format is one interviewer interviewing one candidate, either by
phone, via video, or in person.
Interview with two or more people
Although it is important to have good eye contact with the person who asks you a question,
also look at the other interviewers frequently to include them in the discussion. Try to
remember each person's name and use his or her name during the interview.
General/group interview or information session
This approach is intended to provide applicants with a large amount of information about
the organization and the job. The format is used to save time and ensure that everyone
understands the basic facts. This process is usually followed by an individual interview. A
well-timed and intelligent question may help the employer to remember you positively.
Competitive group interview
In this interview format, one or more persons interview many candidates at the same time.
This type of interview is sometimes used when a position involves team work and the
interviewers want to see how you interact in a group setting, when the company wants to
see who emerges as a leader within the group, or when people are being interviewed for
several similar roles within the company. It is important to thoughtfully and intelligently
contribute, be attentive to the contributions of others, and not to monopolize the
conversation.
Telephone interview
Telephone interviews are an effective way to quickly and cost-effectively screen or hire
candidates. If there will be more than one interview, the first may be conducted by phone;
candidates being seriously considered may be invited to a subsequent on-site interview. If
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you are not ready for an interview when called, politely request that the interviewer call
back at another, mutually convenient, time (non co-op interviews only). This request will
allow you to refresh your memory on the organization and consider what points you want to
make.
All of the above advice about interview skills still applies. Your attire is your choice, but you
may find that dressing professionally increases your confidence and allows you to perform
better. Keep your résumé, organization information, points that you want to highlight, and
list of questions handy; in fact, keep these in front of you during the interview for easy
reference. (Don't shuffle your papers though!) Have a pen and paper available to note any
comments or questions that may occur to you during the interview. Choose your words
carefully and be succinct. It is also important to vary your voice tone, tempo, and pitch to
keep the employer's attention. Ensure that you are in a private setting to eliminate any
distractions or background noise.
Approaches to interviewing
Structured interview
The goal of this approach is to reduce bias and assist the employer in making an objective
decision. Typically, each candidate is asked the same set of questions, responses are
recorded, and ratings are assigned to each response.
Unstructured interview
In this format of interview, questions are based on the applicant's résumé, so different
questions will be posed to each applicant. Without structured guidelines, the conversation
can be free flowing, thus making this method of interviewing the most prone to bias.
Although this type of interview may seem more casual, you must still be well prepared and
know the points you want to make. Be careful not to provide information you would not
have communicated if the interview was more structured.
Semi-structured interview
This type of interview is a blend of the structured and unstructured formats, with a small
number of pre-determined questions that will be asked of all candidates, along with some
résumé-based questions.
Ending the interview
When it appears that the interviewer is about to end the interview, you should make sure
you have covered certain points before you leave the room. Except in the case of co-op for
which the hiring process is clear, make sure you understand the process that will occur
before a candidate is selected for the job (e.g., another interview in the same/another
location, meetings with other individuals in the organization, etc.). Ask the interviewer when
you can expect to hear about a decision or ask when you should make an inquiry as a
follow-up.
Enthusiastically express your interest in the position (unless you are sure that you are not
interested) and thank the interviewer for interviewing you. Ask for a business card or
ensure that you have the interviewer's name, title, and address so that you can send a
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thank-you letter. Make sure your letter is sent within forty-eight hours of the interview. In
addition to being a standard business courtesy, a thank-you letter may tip the scales in your
favour if you are in close contention for the job.
Interview evaluation
After each interview, evaluate how well you did by completing the following “Interview
evaluation worksheet” (Appendix A).
If you do not receive a job offer and you felt that the "fit" was very good, for non-coop
students, consider contacting the interviewer for feedback on your performance. Did the
interviewer hire someone better qualified for the position? If so, what
additional qualifications might you need to be hired for a similar position? Did you
adequately present your qualifications? If not, stay motivated but learn from any feedback
and make necessary changes for your next interview!
Appendix A
Interview evaluation worksheet
Print this form to record how you perform during interviews and to document your progress.
Organization/company name/location/date/time
Interviewer(s)/title/contact information
Based on my performance, would I hire me? Why or why not?
Was I courteous and professional with everyone I came in contact with?
What did I do to make a solid first impression?
What did I do to outwardly convey interest, confidence and enthusiasm? (e.g., maintain eye contact, vary voice tone)
Overall, what impression did I make? Did I talk too much? Too little? Was I too tense? Passive? Aggressive?
What points did I make that seemed to interest/impress the interviewer(s)?
How did I present my qualifications to emphasize how my skills are related to the job, providing appropriate examples as
evidence?
How did I explain my professional goals, interests and desires to the benefit of the employer?
Did I pass up opportunities to further demonstrate how my work, academic and other experiences could benefit the
employer?
When did I use quantifiers to demonstrate how I could benefit the employer profitably?
How did I demonstrate knowledge about the position, company, and field of interest?
Do I have enough information to make a knowledgeable decision about accepting the job? If no, what more do I need to
consider and find out?
Overall, what do I feel I excelled at during the interview?
What else can I do to better prepare for future interviews?