Preparations for Job Interview

Introduction
An interview is a mutual exchange of information between an employer and you, as a
candidate for a position. An upcoming interview is an exciting opportunity to explore a new
career path and learn about a company you’re interested in working for. It's important to
prepare carefully as doing so can help you feel confident in your qualifications, what you can
contribute to the company, and how you present yourself. The primary objectives are to:
• Supplement resume 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.
• Give you and the employer an opportunity to discuss the desirability of further contact
or an offer of employment.
The interview is a two-way process. You evaluate the employer while he/she evaluates you. Since
there is no one way of interviewing, you will have to develop your own style. In order to
present yourself well during the interview, you must be prepared. Preparation builds
confidence and enables you to give a better presentation of your qualifications.

Interview Preparation
First Impressions
• Your success or failure in an interview can depend on your appearance and the
interviewer's first impression of you. Research indicates that, on average, an
interviewer decides to hire in just 5½ minutes. If the first impression is not positive, it
will be difficult to change the interviewer's mind during the rest of the interview.
• Be punctual. Arrive 10 minutes early to allow yourself time to collect your thoughts.
Take the opportunity to observe the work environment. Keep your eyes and ears open.
• Look professional—neat, clean, and well groomed (stable).
• 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.
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. A commonly asked interview question is: "What do you know
about our company?" If you are unable to answer this question effectively, employers will see
this as a sign of lack of planning or interest.
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 potential questions helps you to prepare points to
include in your answers. Think about why a question is being asked. What does the employer

1
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 (raise) 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:
• Tell me about a time…
• Describe a situation in which…
• Recall an instance when…
• Give me an example of…

The W5 model is a useful method for answering a behaviour-based question. The answer
should take approximately 90 seconds. In 70 seconds, identify the skill/knowledge/ability and
give an example of how you applied or developed it by explaining What, Who, When, Where,
Why, and How. In 20 seconds describe what the successful outcome was. Common
Behavioural-based themes are:
• Working effectively under pressure
• Handling a difficult situation with a co-worker
• 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
• Dealing with an upset client or customer
• Delegating a project effectively
• Explaining complex information to a client, colleague or peer

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.
2
 • You are the manager of a small marketing 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 the country how to use word processing
software. Unfortunately, only four people have registered and you are required to have a class
of ten. 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.

The PAWS model is a useful method for answering classic questions such as "Tell me about
yourself." The answer should take approximately 90 seconds (the length of a 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, and courses taken. 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. 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 (programming
C++, knowledge of GIS) and relevant transferable skills (time management, problem-
solving skills).

Skill-testing questions
Potential employers often require proof that you have the practical skills and savvy (knowing) 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 demand and supply?
• Provide a brief description of business ethics
• Explain the theory of elasticity.

Problem-solving questions

3
 Interviewers ask problem-solving interview questions to see how good you are at gathering
information, analysing it accurately and then developing a solution based on logical thinking.
These questions closely relate to analytical skills interview questions and may require you to
discuss an instance where you've used your skills to solve a real problem. The interviewer
wants to see how you consider the pros and cons of a situation, how you interpret this
information and then justify your solution.
• Have you ever encountered a totally unexpected situation at work? How did you handle
it?
• Your manager has proposed something that you believe will make things worse. What
do you do?

Negative Questions
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 (for example, "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. 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?