The document provides guidance on interview skills and preparation techniques. It outlines key steps which include understanding the job requirements, preparing for common interview questions, what to expect during the selection process, and following up after the interview. Sample interview questions are given along with tips on how to structure responses using the STAR (Situation, Task, Action, Result) method. The document emphasizes being prepared, rehearsing answers, and following best practices during the interview such as maintaining eye contact and asking questions of the hiring committee.
2. Agenda
• Introductions
• Understanding job requirements
• Key interview preparation techniques
• What to expect during a selection panel
• Interview follow up
2
3. Understanding Job Requirements
• Job description
• Minimum requirements
• Core skills and competencies
• Overall fit
These determine if you should apply and how to
tailor your application
3
4. Application Preparation
• Cover letter
• Resume presentation and length
• Accomplishments to highlight
• Other relevant information
• Preparing references
4
5. 5
Purpose of the Interview
The Candidate’s
role is to evaluate
the position for fit
with their
personality and
career goals.
The Selection
Committee’s role
is to evaluate the
candidate’s fit for
the position.
7. Research
Research the job
• review the College website
• examine the specific department’s profile
• browse the Strategic Plan
• study the position description or job fact sheet
• read the job posting
• Professor of the 21st Century
You will want to be able to answer the following:
• how did you prepare for today’s interview
• how does the department fit into your career plan
• how does the position help the department reach
business plan goals
7
8. Review
• Review the job description and job posting, write
down the skills, education, competencies and
experience that are required for the job.
• Review your education, skills, experience and
accomplishments that are applicable to the job you
are applying for.
• Create a T graph and on one side list the jobs
requirements and on the other map your skills,
experience and accomplishments to them.
8
What is
required
?
What do
I have?
9. Rehearse
• Rehearse your answers for the difficult types of
questions until you have them down pat.
• Rehearse your accomplishments until you know them
inside out and backwards.
• Visualize yourself in the actual Selection Committee
setting.
• Conduct a mock interview, or record your answers and
listen to them.
9
11. Selection Panels
Insights from the HR Trenches
•Members of a selection panel – min. 3 – max. ?
•Guidance provided to panel members
•What we look for
•Screening applications in/out
•Evaluation
•Follow up process
11
13. 13
General Questions
• Direct, straightforward questions
- “Tell us about yourself.”
- “What skills do you have that are related to this
position?”
- “How does this role fit into your career path?”
• Always make your response relevant to the job you are
seeking
• Share information – keep it concise
14. • Scenario questions use a problem solving approach
to determine your analytical skills and critical thinking
abilities.
• These are “what if" type questions and are presented
in the form of case examples or problem situations.
• You will be asked to imagine yourself experiencing a
situation and will then be evaluated on how you
would handle that situation.
14
Situational Questions
15. • Based on the premise that the best way to predict
future behavior is to consider past behavior.
• Focuses the panel on actions and behaviors, rather
than subjective impressions.
• You will be asked to give a specific example of how
you did behaved in the past in a specific situation.
• You will be asked to provide details.
• PREPARE!!!
15
Behavioural Questions
16. 16
STAR Interview Responses
Situation: The panel wants you to provide a recent challenge or
situation in which you found yourself.
Task: The interviewer will be looking to see what you were trying to
achieve from the situation.
Action: What did you do?
Results: What was the outcome of your actions?
17. Best Practice Interview Tips
• Stay professional
• Eye contact, shake hands with committee members, be aware of
your body language
• Take your time before you respond to the question - silence is ok
• It’s ok to ask for clarification, for a question to be repeated or to
go back to a question.
• Be specific in your answer (difference between “I” and “we”)
• Pay attention how the panel is reacting to your responses.
When interviewing with people you know, assume they know
nothing about you.
17
19. Be Prepared:
“Do you have any questions for the hiring committee?”
• Demonstrate the research you’ve done
• Are very interested in the position
• Are confident and able to assert yourself
appropriately.
19
20. After the Interview
• Write down some notes on the questions asked
and where you thought you did well or poorly.
• Send a “thank you” e-mail to the interviewer(s).
• If you don't get the job, consider calling the hiring
manager for some feedback about the interview.
• Don't get discouraged! Interviews are about both
parties finding the right fit for the job. Better
interview skills can be developed through
preparation and practice.
20
Helen 9:05-9:15 AM
Welcome – intro (brief)
Agenda for the session
Round Table
Please tell us your name, department and one thing you are hoping to learn or take away from today’s session
Helen – 9:15 to 9:20
The key to a successful application above all else:
Ensuring you are qualified and meet the minimum requirements of the job
Reviewing the applicable job descriptions
PDFs (Support)
JFSs (Administrative)
Collective Bargaining Agreement (Academic)
Andrea – 9:20 to 9:25 AM
Cover Letter – Required? No unless explicit in the posting requirements. However advantageous always to make the effort
Chronological
Length - CV is accepted and often very long
References – always have this ready going into an interview situation, prepare
Andrea – 9:25 - 9:50 AM (6 slides)
The interview is one of the most important phases of the job search process. Your resume and cover letter are simply tools to get you to the interviewing stage.
If you are invited for an interview, be proud of yourself and take this opportunity seriously. We receive thousands of applications each year for hundreds of postings. If you’ve been offered an interview, you’ve already made progress.
The interview is your opportunity to convince an employer that you are the right person for the job.
Andrea – 9:25 - 9:50 AM (6 slides)
Setting yourself up for interview success is simple – it’s all in the preparation.
Three steps: Research/Review/Rehearse
Andrea – 9:25 - 9:50 AM (6 slides)
Research the job…
review the College website
examine the specific department’s profile
browse the Strategic Plan
study the position description or job fact sheet
read the job posting
Professor of the 21st Century
You will want to be able to answer the following:
how did you prepare for today’s interview
how does the department fit into the plan
how does the position help the department reach plan goals
Andrea – 9:25 - 9:50 AM (6 slides)
Review the job description and job posting, write down the skills, education, competencies and experience that are required for the job.
Review your education, skills, experience and accomplishments that are applicable to the job you are applying for.
Create a T graph and on one side list the jobs requirements and on the other map your skills, experience and accomplishments to them.
Andrea – 9:25 - 9:50 AM (6 slides)
Andrea – 9:25 - 9:50 AM (6 slides)
Helen – 5 minutes 9:50 to 9:55 AM
****Be clear about distinction of “what we look for” versus “what we screen in/out basis of”
Helen 9:55 to 10:20 (5 slides)
There are a variety of types of interview questions that you can expect.
General
Situational
Behavioural
Helen 9:55 to 10:20 (5slides)
Summarize approximately four areas: education, experience, skills, and personal attributes.
These questions are determine your alignment with the job in question (e.g. "What skills do you have that relate to this position?")
The information you provide should be clear, specific and speak to either technical or soft skills.
Demonstrate you have performed a self-assessment
Helen 9:55 to 10:20 (5 slides)
Hypothetical questions
Helen 9:55 to 10:20 (5 slides)
The hardest type of question to answer – but also the hardest type of question for a panel to ask.
Helen 9:55 to 10:20 (5 slides)
STAR answers are based around behavioural interview questions. The interviewer is searching for specific examples - you will need to include details such as dates and outcomes.
Preparation is key to performing under pressure. Anticipating the areas that the panel may cover off.
Helen 10:20 – 10:30
Be friendly to everyone, but not their friend – stay professional. The interview starts from the minute you arrive at the office and ends when you leave the premises - be polite to everyone!
Be aware of your own body language - your posture, eye contact with all panel members at some point.
Take time before you respond to the question to think through your answer. Silence is ok.
Ask for clarification or for the question to be repeated, if you need to. There’s nothing wrong if you truly don’t understand why the panel is asking this question or what they’re looking for. It could be that it’s not a well worded question. Best to be up front and provide the kind of info we’re looking for rather than go completely down the wrong path.
Same if you are truly stumped and need to leave a question and then go back to it later. Just remember to return to the question – the panel will not always do that for you. And in that case you’ll lose out on valuable points.
Be specific in your answer (try using “I” instead of “we”).
Pay attention to visual cues… if the committee has put down their pens or are glancing at each other, it’s time to move on.
When interviewing with people you know, assume they know nothing about you. POINTS!!!
Andrea – 15 minutes 10:30 to 10:45 AM
Give group 10 minutes for quick exercise
STAR answers are based around behavioural interview questions. The interviewer is searching for specific examples - you will need to include details such as dates and outcomes
Andrea – wrap up 5 minutes 10:45 to 10:50 AM
Did we cover off all the requested info from beginning of workshop?