IntegraBlog

When Preparing for a Job Interview, Don’t Forget the Most Important Part: The Close

by: Josh Stahl | Business Development Manager

Lack of interest or enthusiasm during the interview process is on the top 10 list of reasons for candidate rejection.  Most applicants don’t understand just how important it is to follow up after an interview, beginning with a thank you letter to each interviewer.

In addition to competence, employers want someone they would like to work with and who wants to work with them. During the interview always show your excitement and enthusiasm about the position (assuming you are being genuine). Besides stating your interest in the particular position, remember the following points during the final moments of your interview:

• Express your gratitude to the interviewer for the opportunity you have been given - no matter how the interview went.
• Find out if there is anything else you can do (for example, sending samples of your work) that might give the interviewer a better sense of what you can contribute to the organization.
  Tell the interviewer that you are confident in your ability to perform the responsibilities and make a contribution.
• Ask what the next steps are in the selection process and when a decision is expected to be made.
• Ask how you stack up to the other individuals they have interviewed and if the manager’s see any reason why you wouldn’t be able to be successful in the position.
• Follow up can help you turn an interview into an offer by knocking out your competition, reassuring the hiring manager of your capabilities, or turning a losing situation into a winning one.

First of all, assess each interview. Effective follow up depends on knowing what happened in the interview. Ask yourself several questions.

• How did it go?
• What did they say? What did you say?
• How many people did you see and how much time did you spend with each one?
• What role does each one play and who is important?
• Who is the decision-maker?
• Which one is likely to most influence the decision?
• How quickly do they plan to decide?
• What do you believe you have to offer that your competition doesn't?
• What problems does the interviewer have and what solutions do you recommend?

Then, follow up with each person with whom you interviewed with a computer-generated letter of thanks - regardless of how the interview went. Your goal is to influence the interviewers. Address the following areas in your thank you letters:

• Apply the same tone reflected in the conversation during the interview (friendly, formal, etc.).
• Reaffirm your interest in the position and thank the interviewer for the time given to you.
• Recap your key qualifications that apply to the position, your understanding of the employer's immediate needs and what can you do to make his or her job easier.
• Any objections to your candidacy. For example, you may know they typically hire someone with a different background from yours.
• Reiterate the commitment you made at the end of the interview and state the next steps. For example, "I'd like to get together with you to discuss my ideas on..." or "If I don't hear from George within the next week or so, I'll follow up with a call."

Move the process along to the next step at the employer's pace - not yours. The next steps could include another meeting with the hiring manager or other people, discussion of your ideas for a new project, or a proposal on how you would handle a certain area. The timing of your letter depends on the hiring manager's sense of urgency and personality. If the situation is urgent, mail or deliver your letter(s) immediately.

In addition, it is possible to influence the hiring decision by contacting anyone else who can help you. Think of the people (your references or mutual contacts) the hiring manager will most likely call for information. Call them, tell them about the position, and ask for their support by putting in a good word for you.

This may seem like hard work. However, how badly do you want the job? Every step of the interview process is an opportunity to make an impression. Create the best possible impression right from the beginning. It will be well worth your effort.

Do You Have Any Questions For Me? Concluding the Interview

by: Kasey Sloan | Business Development Manager

The most dreadful part of an interview for many candidates is the end: “So, do you have any questions for me?”  This not only shows a company that research was done prior to the interview, but also that you’re interested in finding the right fit for yourself as well!  The interviewer has many questions to ask about your skill set, past experiences, your personality, etc…  It’s important that you also have a list of questions that don’t have obvious answer listed on the company website or other collateral material.  Below are just a few questions that may be helpful in an interview!

• Could you tell me why this position is currently open?  This answer could show that the company has a high amount of turn-over, or could shed some light into the company’s growth if it’s a new position.
• How long do people typically stay in this role?  This can provide insight into growth opportunities within a company, or also show a level of turn-over.
• What are your strengths and weaknesses compared to XYZ Company (competition)?  Do your research on a competitor so that you know where a company stands in line with competition.  You’re not only selling yourself to a perspective company, but also learning if the company is in line with your expectations.
• What are some of the skills and abilities necessary to succeed in this position?  If you’re interested in the position, this will show the employer that you want to be successful.  Knowing what a company is looking for may help you in revealing personality traits that aren’t necessarily communicated on your resume.
• Who will review my performance and how often?  This could allow you to show a potential employer that you’re willing to accept criticism in order to improve, or that you’re able to work alone if need be.
• Are there any weaknesses within this department/company that you’re currently working to improve?  Not everyone is perfect and not every company is where they’d like to be.  This could prove to a potential employer that you have creative solutions to a problem that exists.

You don’t have to wait until the conclusion of the interview to ask questions.  If there is an opportunity to engage your interviewer in a conversation, go ahead!  This will reveal more about your personality in the long run!  And finally, don’t leave the interview without asking what the next step will be.  Not only is this a question you need to know the answer to, but will also show a company that you are proactive ….  “When can I expect to hear from you?” 

Dressing for the job!

by: Yin Lo | Client Relationship Manager

You’ve pieced together the perfect paper resume, which has helped you get a face-to-face interview with the hiring manager.  What now?  The next step will be to mentally prepare your self for the interview process.  Interview preparation will consist of researching the company, knowing your strengths/weaknesses going into the interview, and interview question preparation.  However, don’t forget one extremely important element that could make or break you—dressing for success! 

 

Time and time again, you’ve heard this phrase.  Unfortunately, it’s one of the most-said and under-used tips out there.  Truth be told, being well dressed will not alone land you the job but it will indicate to the employer that you’re serious about the position and company.

 

There is such a thing as overdressing but most often, job seekers are underdressed.  Either way—both can definitely hurt you.  Managers are given a short amount of time to interact with a candidate before having to make a hiring decision.  Therefore, their first impression of you will be a strong one.  Make sure it’s a good one!

 

Rule of thumb is to dress conservatively and professionally during the interview, no matter how the office dress code may be.  Depending on the company, there could be anywhere from 1-4 rounds of interviews (possibly even more for high-level execs!).  Make sure you have at least 2 sets or more of professional clothing.  Though extremely expensive suits (again unless you’re a higher-level exec) aren’t required, quality does matter—being too economical may not always be the best way to go. 

 

Men should wear a well-fitted dark one-breasted & buttoned suit (usually black or navy blue) with a white button up shirt and red or blue tie.  Matching dress socks are a must with black dress shoes!  You want to avoid flashy colors as this may draw unwanted attention, especially for a first round interview.  Being clean shaven is also important! 

 

Women should wear a well-fitted (but not tight) dark pant/skirt suit with a neutral colored blouse/button up underneath the jacket.  Skirts should not be more than 2” above knee length and don’t forget the neutral skin-toned hosiery—no matter how much you want to show off your summer tan!  Another important thing to remember is to wear dark colored closed-toed heels no higher than the traditional 2 ½ inches.  Make-up should give off a natural look and jewelry should be minimal.

 

Both men and women need to have combed and conservative hair styles.  Teeth should be brushed and though you may want to chew gum or have a mint before the interview, make sure you are not chewing gum during the interview.  Strong perfumes/colognes should be avoided and no body odor should be apparent.  Nails should be trimmed and neat. 

 

As simple as the tips listed above sound, they do work!  I say--dress for the role you are aspiring to be in.  Just remember that your self-image makes a statement about how you see yourself and how you want others to see you. 

Interviewing Do's

by: Renee Boatwright | VP of Recruiting
Prior to going on an interview research the company. Chances are the company has a website that is full of valuable information. Most company websites include Mission and Vision Statements as well as the “hot” initiatives for the year such as diversity in the workplace and social responsibility. Keep in mind that just because the initiatives are listed on the website doesn’t mean that the person interviewing you believes and lives by those same initiatives. Hopefully they do believe in the same initiatives as the company but regardless of their belief it is important to show that you did your homework. It is also a good idea to research the person interviewing you. Depending on the size of the company there is a chance the person’s bio is listed on the website with information regarding tenure, experience and unique abilities. You may also want to Google the person, which may give you information on past accomplishments, activities, etc. It never hurts to bring up a sport or hobby in common when interviewing with someone in order to break the ice. Keep in mind that no matter what the topic is you are discussing the interviewer can gauge your communication skills even if you’re speaking about baseball or knitting.

When asked questions like “Tell me about a time” or “Give me an example”, be prepared to talk specifics. Interviewees that generalize their responses may be deemed as bad listeners or someone that does not think fast on their feet. Do not be afraid to ask the interviewer to repeat the question if you did not understand it when asked the first time. The interviewer would rather hear you ask to repeat the question as opposed to answering incorrectly. Remember to remain positive throughout the interview and don’t forget to smile. I know interviewers that do not smile especially during an interview, but they like people who do. And lastly be yourself for that is the reason you were extended the opportunity to interview in the first place.

Tips for a Successful Job Interview

by: Mia Andrews | Recruiter
Imagine walking into a room to interview a potential new hire for a professional position and the candidate is wearing flip-flops and a t-shirt…imagine the conclusions you would jump to regarding this candidate’s level of professionalism! 
According to a recent survey by Careerbuilder.com, more than half of all hiring managers cited dressing inappropriately as the biggest mistake a candidate can make in an interview.  At Integra, we always stress to candidates to “dress to impress” for interviews and to avoid chewing gum and wearing powerful scents.

Nearly half of the managers also cited speaking negatively of a past employer as another big no-no in an interview.  When speaking of past employers, it is best to emphasis the work experience and skill set developed while on the job.  If there were aspects of a previous position that a candidate did not enjoy, it is possible to put a positive spin on the situation by focusing on the environment or job function that the candidate will thrive in.  Avoid bad-mouthing past companies or managers at all costs as no prospective employer wants to bring a negative attitude through their doors.

Above all, be prepared!  Candidates that are easily frazzled and can’t give specific answers to questions generally send interviewers a red flag.  Expressing interest in the position and the company while maintaining a professional demeanor is the key to a successful interview! 

Interview Do's and Don'ts

by: Renee Boatwright | VP of Recruiting
I recently read a Careerbuilder survey ranking the Top Ten Interview Mistakes. See below:

1. Candidate answered cell phone and asked the interviewer to leave her own office because it was a "private" conversation.

2. Candidate told the interviewer he wouldn't be able to stay with the job long because he thought he might get an inheritance if his uncle died -- and his uncle wasn't "looking too good."

3. Candidate asked the interviewer for a ride home after the interview.

4. Candidate smelled his armpits on the way to the interview room.

5. Candidate said she could not provide a writing sample because all of her writing had been for the CIA and it was "classified."

6. Candidate told the interviewer he was fired for beating up his last boss.

7. When applicant was offered food before the interview, he declined, saying he didn't want to line his stomach with grease before going out drinking.

8. A candidate for an accounting position said she was a "people person" not a "numbers person."

9. Candidate flushed the toilet while talking to interviewer during phone interview.

10. Candidate took out a hair brush and brushed her hair.

Comical to say the least!! It is amazing that with all of the “tips” and “how-to’s” available that candidates would do such things! Some readers may think the survey participants exaggerated their stories, but if you work in the area of Human Resources/Recruiting I’m sure this list just caused you to remember a similar situation. One of the latest stories that comes to mind for me involves my best friend conducting an in-office interview followed by lunch with the candidate. After the candidate took a personal cell phone call during the in-office interview, he asked my friend if she would stop at Target on the way to the restaurant to pick up a prescription from the pharmacy!! That story still baffles me!! It all goes back to those simple rules of etiquette and treating others with respect. My advice to candidates that are interviewing, if there is even a smidgen of doubt that what you are doing is unacceptable don’t do it.

Effective Interview Tips

by: Yin Lo | Client Relationship Manager
Once you’ve phone-screened and qualified a candidate, the next step would be to invite the candidate in for a more formal face-to-face interview.  Interviewing styles and techniques will differ depending on the employer and the position requirements. 

Many companies follow a standardized interview sheet with questions such as “What were your previous responsibilities and duties? or “What do you consider are your strengths and weaknesses?”  This format may be helpful when determining skill set; however, it can be a bit deceiving because candidates expect the standardized questions and prepare standardized answers.  It also lacks real-life situations that produce action-reaction results.  Below are some tips on how to construct a more effective interview:

Tip #1:  Be Flexible

As the Interviewer, you will have to be flexible with the type of questions you ask. The more probing and questioning you do, the more information you’re bound to find out.  There’s nothing wrong with using an interview sheet as a guide but make sure you tailor your interview questions from there depending on a candidate’s answer.  This will help you focus on some main questions but allow enough leeway to dig deeper!

Tip #2: Use Situational Interviewing

Situational interviewing is another popular interview method.  These types of questions may include “Describe a time when…” or “How did you handle…”.  These questions help probe into an individual’s thought-process or more directly, how they may handle a certain situation.  It’s effective because you can easily determine whether an individual possesses real-life experiences and how they approached and resolved the situation.

Tip #3: Use Behavioral Interviewing

Recently some companies have started to utilize behavioral interviewing.  This form of interviewing requires candidates to think fast and apply their knowledge, skills, and personality to their responses.  Behavioral interviewing strays away from typical questions and actually puts candidates in real-life situations.  This differs from situational interviewing because you are not asking candidates to describe a situation but instead put them in the situation.  For example, you may have a candidate perform a function that may be required on-the-job (i.e. placing a call t to a client), or you may test their personality by putting them in a stressful situation and observing their actions.  Though this method can be very effective, you should be careful to choose appropriate behavioral interviewing that applies to their position.  The last thing you want to do is overwhelm or scare away a strong candidate!  This is a newer form of interviewing and it allows individuals to react instead of recite.

Each position within a company will require a different set of skills, personality, and ability.  By catering your interview to fit the job duties and functions, it will help you better select the top candidates amongst your pool of viable candidates.  I recommend utilizing a little bit of each method!

Use the Phone as an Effective Pre-Interview Tool

by: Yin Lo | Client Relationship Manager

As a recruiter, I spend a lot of time on the phone with candidates before ever meeting them face to face.  The phone can be a valuable time saving tool for recruiters and hiring managers if used effectively.  In this post, I will share some ways I have found to effectively use the phone as a pre-interview tool.

During your first phone call with a candidate, clearly define the hiring process and set realistic expectations upfront.  What are the steps the candidate will go through in order to be considered for the position?  How many people will the candidate interview with?  Approximately how long will the process take?  The more you can set expectations up front for the process that lies ahead, the smoother the hiring process will go for both you and the candidate.

Next, identify “fit.”  Look beyond just the skill set and ask some probing questions to determine whether the candidate will be a good fit culturally within your organization. Ask questions such as, “Describe your preferred work environment,” “To what type of managerial style do you respond to best?” “Where do you see yourself in 5 years?”  These types of questions can tell you a lot about a candidate’s character; more so than questions related strictly to background and experience.  It is important to ask these types of questions early on so that you don’t waste your time or the candidate’s time.

Finally, follow up with your candidates.  Oftentimes, candidates may get flustered at the lack of immediate progress.  We’ve all had the candidates that leave several voicemails a day and email us relentlessly.  Follow up with candidates and let them know what the next step is and when they should expect to hear from you next.  If the candidate is clearly out of the running, let them know immediately so that they can re-focus their job search elsewhere.