​Demonstrating Value: Interviewing

Throughout the job search you need to tell your story and demonstrate your value verbally and in writing. Here are tips for telling your story in the interviews.

The interviewing process can start as early as when you apply for the job, if there are additional questions you need to respond to as part of your application. The process may also start when a company or recruiter asks you to complete an online questionnaire or participate in a phone screening. This type of exploratory interview can happen by phone, e-mail, Web or in person.

Search for typical interview questions online to help you prepare.

Practice an interview with a friend, a career adviser, in front of a mirror or with a video camera. Assess yourself or have another person analyze the initial impression you put across, and how well you answered questions and conveyed your strengths, stories and questions.
Making a Good First Impression at the In-Person Interview
If you want the employer to think you're prepared, competent and professional: 
  • Turn the cell phone off.
  • Dress appropriately.
  • Smile.
  • Make eye contact.
  • Shake hands firmly.
  • Have material easily accessible.
  • Take a seat when it's offered.
  • Be ready to talk about anything you've mentioned in your resume or cover letter.
Show How Well You Prepared
During your research, you should have read about the company and its mission, goals, products or services. You need to be ready to answer the questions, "What do you know about us?" and “How can you help?” Even if these specific questions are never asked, it's important to convey your knowledge and discuss how you can specifically contribute to the company as you answer other questions. Interviewers shouldn't have to provide a complete company overview to candidates when ample information is readily available online or in print.

Communicating Your Strengths
Do you know what your strengths are? What abilities, experiences, knowledge or personal characteristics set you apart from the competition? Once you've identified this information, confidently relate it within your interview answers. Your strengths are the ideal answers for the following interview subjects and questions like “Tell me about yourself,” “What are your strengths related to this position?” and “Why should we hire you?”
Handling Behavior-based Questions
The premise of behavior-based interview questions is that past behavior can predict future behavior. Successfully exhibiting a competent nature in the past makes it likely you'll perform admirably in the future. An interviewee can do well with this type of interview by understanding the position and relating strengths-based stories with confidence.

Follow the SOAR format in whatever story you relate: 1) relate the specific situation you were in (S); 2) describe the opportunity you recognized or your particular role (O); 3) describe your particular actions unique from the team’s actions (A); 4) conclude with the results (R).

The power of your stories depends on how related the behavior and circumstances are for the position you're interviewing for, and how recent the experience is.

Examples of behavior based questions help you prepare for the interview. Select those questions that best reflect the behaviors of the targeted position.
Handling Situational Interview Questions
These questions present you with a situation you may encounter on the job and ask how you would handle it. While prior experience is helpful and lends validity to what you're saying, your problem-solving ability will be more critical.

In preparation for this type of question, analyze the job you're interviewing for, learn about the company and know the industry. Think about different roles your target position plays and how you'd fulfill them. This goes beyond just saying "I could do the work if they would only give me a chance."

In addition, look at the company's Web site for examples of projects or clients. These profiles may be similar to the case studies offered. Some recruiters use writing exercises during the interview to gauge how a candidate will write reports or present products. Others will engage the interviewee in conversation, using language that the potential candidate claims to be proficient in.
Red Flags
Most people avoid their potential shortcomings, or "red flags," during interview preparation, hoping the interviewer won't notice them. But everyone possesses red flags and chances are they'll be detected during the interview process. A better strategy is to take a critical look at your resume and candidacy.
  • Do you have less experience than the employer would prefer or as compared to the competition?
  • Do you have a lot more experience?
  • Is there a gap in your resume due to job loss or stepping out of the workforce?
  • Are your academic grades not as high as an employer would find ideal but still a factor in the hiring decision? (Usually this would only apply for entry-level positions.)
  • Have you been fired or downsized?

After you've identified your weaknesses, reflect some more. Can you reduce the impact of any of them? Is there knowledge or experience you can gain while you conduct the job search that would close the skills gap? Plan how you can quickly and concisely explain the area of concern and redirect the conversation to your strengths as a candidate.

Employers want to know that you have the skills and motivation to perform the work you're seeking. Handling your weaknesses indicates motivation and maturity. Highlighting skills gained through non-work settings, and knowledge gained through independent professional development, will show that you possess the skills and drive to handle the work.

Tough questions will come your way, so be ready.
The Salary Question
Your goal in salary negotiation is to delay the discussion of salary until an offer has been made. The interviewer will ask about your salary background or salary requirements. As a delaying tactic, you can respond that you trust the judgment of the employer to compensate you fairly based on the responsibilities of the position and your credentials. Then convey that you'd prefer to wait and discuss salary until the employer has learned more about you, and you've learned more about the position. You may also inquire what salary range is being considered.

To encourage you to share information about salary, the interviewer may remain silent. If the silence makes you uncomfortable, ask a question instead of sharing more information.

Plan ahead and be ready if the interviewer asks again for salary information and you're not comfortable delaying further. How you answer the salary background question will depend on whether you were overpaid, underpaid, are out of work, were paid on commission, received bonuses, are switching fields, or are moving to a new geographic region. Understand how your previous salary fits within the salary averages for types of position and geographic areas that match your interview. For instance: "I was paid $60,000 at my last employer, but I understand from salary reports that this was below the area average." Turn the conversation back to your qualifications and to the content of the position.

If an employer is asking about your salary requirements, provide a range that encompasses your minimum, your goal, and regional averages. (e.g. For a salary of 75,000, use a range of $15,000 to $20,000. This range increases as your salary increases.) More specific salary conversations should wait until an offer is made.
Gathering Information
Don't forget that the interview is also your opportunity to gather information about the job, the company and potential colleagues.
Observe the office and how people interact with each other.
  • Ask questions about the job to ensure you understand the scope of the position.
  • Ask questions about the management style of your supervisor and the decision- making process of the team.
  • Ask questions about information you've read or learned from an employee to convey your knowledge and verify the information.
  • Ask about the timeline for making decisions.
  • Ask about goals and plans for the company and department.
  • Ask what background and experience the company's ideal candidate would possess. Then discuss the background and experience you'd bring, emphasizing anything that was not already covered in the previous conversation.
  • Ask questions related to your work values and priorities.
Follow Up
After the interview, send a thank-you note within 24 hours. The format, whether typed, handwritten or sent via e-mail, is not as important as just getting it done. This is a great time to re-emphasize a point you made in the interview, add information you neglected to cover or summarize the strengths of your candidacy.

If you haven't heard from anybody by the company's decision-making timeline, call or e-mail to ask about progress. Assume you're still in the running until somebody informs you that another candidate has been hired.

If the Answer is No
If you don't get the job offer, ask your contact:
  • Is there any feedback you can offer about my qualifications or how I presented myself?
  • Was there anything that made me less competitive?
  • Tell me about the person that got the job.
  • Are there other opportunities within the company that would be a good fit for my qualifications?
Adapted from material that originally appeared in the University of Illinois Alumni Association's Virtual Career Center
© 2020, Julie L Bartimus Consulting, Naperville, Illinois​