- What have you learned from participation in
  extra-curricular activities?

- In what kind of work environment are you
  most comfortable?

- How do you work under pressure?

- How do you feel about travel or relocation in
  relation to your career?

- What major problem have you encountered and   
  how did you deal with it?

- What have you learned from your mistakes?

- Tell me what you learned from your volunteer,
  employment or internship experiences?

Behavior Based Questions: These questions are developed on the assumption that past behavior is the best predictor of future performance.  Interviewers usually design questions around the traits and skills they deem necessary for succeeding in the position or organization.

How do you know it is a behavioral question?  These questions traditionally begin with     
“Tell me about a time when...”, “Describe a time when you... or “Give me an example of a time when...”  In preparation for these kinds of questions, it is helpful to develop a list of experiences that relate to the skills and characteristics an employer is seeking in applicants.                                                                                

The following is a list of the most popular behavior-based interview questions.  Some of the questions will be more applicable to the kinds of jobs for which you are interviewing.  Try to develop answers that would be effective for a variety of interview situations.

 Tell me about a time when you...

·         worked effectively under pressure.

·         handled a difficult situation with a co-worker.

·         were creative in solving a problem.

·         missed an obvious solution to a problem.

·         were forced to make an unpopular decision.

·         had to adapt to a difficult situation.

      prioritized the elements of a complicated   
      project.

·         got bogged down in the details of a project.

·         lost or won an important contract.

 escribe a time when you…

·         were unable to complete a project on time.

·         persuaded team members to do things your way.

·         wrote a report that was well-received.

·         anticipated potential problems and developed preventive measures.

·         had to make an important decision with limited facts.

·         were tolerant of an opinion that was different from yours.

·         made a bad decision.

·         had to fire a friend.

 Give me an example of a time when you…

·         were disappointed in your behavior.

·         used your skills to push through a program in which you really believed.

·         had to deal with an irate customer.

·         delegated a project effectively.

·         surmounted a major obstacle.

·         set your sights too high or too low.

·         hired or fired the wrong person.

·         turned down a good job.

Questions for the Interviewer

This is your turn to ask your potential employer questions.  Consider what information you would like to know before going to your interview.  Vary your questions to include things about the position, training and professional development opportunities, the organization’s corporate culture, etc.

·         Please describe your company’s training program.

·         I especially like the diversity of assignments I read about in your brochure.  How did your personal experience when you started with the company compare with the brochure?

·         Will I have the opportunity to apply my computer skills and interests during the first year of employment?  How?

·         Who are your major competitors and what is your company doing to contain or increase its market share?

·         What opportunities for travel do your entry level positions have?

·         What can you tell me about reasonable career paths with your company?

·         Why did you choose company X to start your career?

·         What are the most important characteristics for success at your company?

·         At what point in a person’s career path do you introduce supervisory responsibility?

·         Do you see anything in my resume that needs further explaining?

·         What are the major obstacles to success in the first year for the typical new employee?  How may they be overcome?

·         In what ways do you feel your company is unique in your industry?

·         How would you describe your “corporate culture?”

·         Have you employed other Hollins graduates?  How do they compare with graduates from other schools?

·         Describe the successful candidate for the positions you are seeking to fill.

·         What is the best way to “grow” professionally at your company?

·         Tell me what you look for in a candidate.

·         In what cities do entry level employees begin their career with your company?

·         Which of my experiences would best prepare me for work at your company?

·         Is there anything I may further clarify for you about my experience or ability?

·         In your opinion, what are your company’s greatest strengths?  Greatest weaknesses?

Illegal Questions

Title VII of the Civil Rights Act of 1964 forbids employers from discriminating against any person on the basis of sex, race, age, national origin, or religion.

Title I of the Americans with Disabilities Act of 1991 protects people with disabilities from hiring, training, compensation, fringe benefits or promotion.

The Age Discrimination in Employment Act (1967) prohibits discrimination in employment against workers age 40 or older and promotes employment of older workers.

IT IS ILLEGAL for employers to ask questions that will reveal the following information about you: race, religion, ethnic origin, age, marital status, children, height, weight, health or disability.

Possible responses to illegal questions:

·         Answer the question and hope the information will not be used against you.

·         Answer the question and explore how the information will be used.

·         Ask how the information relates to the job requirements.

·         Refuse to answer the question. This response carries the most risk.

Tough Interview Questions and How to Handle Them

The final step in the employment process is the interview.  This may be with a single person, a series with different people, or even an interview before a group.  Regardless of the setting, you will be judged on the basis of your skills, personality, adaptability, and how well you respond to questions.

Just as the letter of application and the resume can be improved by careful planning, you should anticipate questions that you may be asked during the interview.  Listen carefully to what the interviewer asks and make sure you fully understand the question before beginning to answer.

Question:  Tell me about yourself.

Answer:  This is not the time to share your life's history!  You want a 60 second response that includes how you were referred to the position, your most recent educational and work experiences, the skills and qualities that relate to the position, and perhaps one or two of your major accomplishments that relate to your career objectives.  This rather simple question introduces the interviewer to the kind of person you are and whether or not you are the kind of person who would fit into the company's work style and culture.                                                                          

Question:  What made you apply for this job?
Answer:  Be ready to cite several reasons why you think your current level of skill and interest help qualify you for the position and also several points about why you are particularly interested in this employer (which also reflects the research you have done on the organization).

Question:  What are your qualifications for this job?

Answer:  You may need to ask if these are academic or job-related qualifications.  This question can be answered well only if you know something about the job, company, or industry.  You should be able to relate your experience, education, skills, and attributes to the specifics of the job description.  Research is important here!

Question:  What kinds of people rub you the wrong way?

Answer:  This is not the time to get into personal likes and dislikes.  The interviewer really wants to see if you get along with most people.  A good answer may be that you generally like those with whom you have worked but you especially value people who are good team players and have positive attitudes.

Question:  What are your major weaknesses?

Answer:  Once again, this is no time to let it all hang out.  The best approach may be to list a few "weaknesses" which may actually be advantages such as being impatient to get things done or that you have a tendency to take your work too seriously.

Question:  What is your greatest strength?

Answer:  Select high points from your background and be able to discuss how you have used your strengths to reach a desired goal and how these strengths relate to the position for which you are applying.

Question:  Where do you hope to be 5 or 10 years from now?

Answer:  Never indicate that you have any intention of leaving the company for another employer or that you plan to start your own business.  Your best answer may be that you hope to be a true professional and team player with the company or that you hope to go as far as your performance and dedication will take you.

Question:  How did you like your last employer?

Answer:  Never criticize a former employer in an interview.  You might express appreciation for what you learned in a previous position.  If pressed to explain why you left, it might be for a situation offering more opportunities for advancement.

Question:  What are your salary expectations?

Answer:  Salary and benefits issues should not be discussed until you have received a firm job offer.  Some position descriptions will offer a salary range while others will not.  While research can  provide information on national salary ranges as well as salary levels for similar positions within the same industry and company size, the cost of living significantly influences salary offers in specific geographic areas. Appropriate answers to the salary questions include "I would prefer that you make an offer" or "What is the standard pay scale for this position?"  Other answers might be "I am really interested in long-term growth and advancement and my salary is negotiable" or “I have researched salaries for this position and expect to be fairly compensated for my education, skills, and experience.”

Negotiating a salary may or may not be an option for you.  Some employers offer a firm entry-level salary without regard to an applicant's particular experience and education.  When evaluating a job offer, there are a number of issues to explore in addition to the salary:  frequency of salary increases, payment of health and/or dental benefits, tuition reimbursement, vacation and sick leave, stock options, additional pay or compensatory time for working overtime, payment of relocation costs or work-related expenses.  The amount of a "total package" can be surprisingly high compared to the base salary.

If you can convince the employer that you offer valuable skills and attributes to the company, you will be in a stronger position to negotiate your salary and benefits package.  For more information, see resources available in the Career Center Library and on the Internet.

On-Campus Interview
All seniors are eligible to take part in on-campus interviews for career positions.  A resume must be submitted prior to the interview.  Students planning to interview are expected to review company literature, properly prepare for the interview and take advantage of the workshops and practice opportunities available through the Career Center.

Interviewees should plan to arrive 10-15 minutes prior to the scheduled interview time.  It is important that all students realize that signing up for an interview is a commitment and that improper presentation or being a “no show” reflects negatively on the student, the Career Center and Hollins University and can have an impact on whether or not this company chooses to return to campus to recruit our students in the future.  Students who do not report for a scheduled interview time will be expected to write a letter of apology to the interviewer and she may also lose the privilege of interviewing with future employers visiting campus.

All students should send thank-you notes after each interview. A handwritten note or email is appropriate. Prompt responses to subsequent requests and correspondence from the employer are also expected.  Should you receive a job offer, please notify the Career Center.  We look forward to sharing in your success!

Sources:  NBEW Interviewing, Arlene Hirsch; Interviewing for Success, Krannich & Krannich; How to Have a Winning Job Interview, Deborah Bloch; and The

New Rules of the Job Search Game, Larson & Comstock.

 Advice from Employers

What are the secrets to job-search success?

How can a candidate gain an advantage over

others?  Each year, employers tell students they

can set themselves apart with the following:

 

�    Research employers before you apply.
Nearly half of respondents said it is imperative that students research the companies where they plan to apply.  Research is the foundation for everything else: a pool of prospective employers to target, a

      well-thought out resume, the ability to articulate how one would fit with the company, and such.

 �    Being experience to the table.

      Employers prefer to hire students who have experience.  Consider that more than 90% of respondents said that they prefer to hire candidates with experience, and it’s clear that the candidate with experience enjoys a huge advantage over his or her inexperienced counterpart.  A few respondents even recommended that students participate in internship programs as early as their freshman year  to gain experience, get to know the company, and get a “foot in the door.”

�    Be prepared.
It’s simple advice, but many students don’t take this important step.  According to employers, the prepared students has done her homework and knows what she wants, has practiced and hone interviewing skills, and produced an error-free resume that clearly articulates how her skills and course work match the company and position for which she is applying.  The first step in preparation:  a stop at the career center (or a visit to the career center web site).  By taking advantage of the resources provided on campus by career center, students can prepare themselves and impress potential employers.

Source:  Job Outlook 2007 Report, National

Association of College and Employers, January 2007.

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