PHONE INTERVIEW - - - - -

Partaking in a phone interview seems like it would take some pressure off the entire interviewing process, however, it doesn’t. Phone interviews are perceived as being an informal means of securing a job, and unfortunately, job seekers make some of the most critical mistakes during this type of interview.

It’s important to recognize why phone interviews are becoming popular. Time is one of the biggest factors. As employees are taking on more responsibilities, they’re trying to find timesaving techniques. Fitting into busy schedules, the interviewer can discuss matters with a potential candidate prior to an official meeting; clarify discrepancies or concerns; conduct an informal introduction; discuss the position; and/or, ask for additional career information.



Although a phone interview caters to employers, it sometimes doesn’t have the same affect for interviewees. A phone interview can be impromptu, leaving an interview candidate breathless from trying to catch the phone or caught off guard for even the simplest of questions. Whether the interview was scheduled or not, you should have a “cheat sheet” by your phone to ensure preparedness regardless of which situation you find yourself in.

Without an outline or list of potential answers, these types of discussions (interviews) can get casual. A casual phone interview can provoke unrelated and untargeted answers.

Create an outline that might resemble this:

Specific Skills (broken down)

Management Sales Personnel

(1)
(2)
(3)
(4)
(5)

Position and Industry-specific Accomplishments

(1)
(2)
(3)
(4)
(5)

Cost-cutting Measures

(1)
(2)
(3)
(4)
(5)

Unique Assets as an Employee
(e.g. language skills, cutting-edge technology, techniques)

(1)
(2)
(3)
(4)
(5)

PANEL INTERVIEW - - - - -

Much like a phone interview, panel interviews are becoming popular because of the need to stretch time over multiple tasks. Interviewing procedures are being modified so that all those involved in the hiring decision can meet, question, and later discuss each candidate.

Of all interviews, a panel interview can be the most stressful because you find yourself trying to sway several decision makers rather than one or two. Unlike that old bit of advice — try to relate to the interviewer — it can be difficult, if impossible, in a panel interview.

Bring a Cheat Sheet
Doing your best is a great way to approach this type of situation. Much as you’d prepare for any interview, you should bring a list of highlights that you’d like to mention during the interview. Your interviewing “cheat sheet” should focus on key assets you’ll bring to the position. Remember, you’re not writing an essay but an outline of all the key elements that need mentioning.

Take Names and Use Them
Individuals like to hear his or her name during a conversation. It’s important to know who is interviewing you, so ask their names and write them down within your notes — in order of where each is seated. Don’t be afraid to use their names or ask questions throughout the process.

Another great technique to utilize within a panel interview, or within any other group setting, is to cross reference the latest question with a previous one. For example if you answered a question by Jane Doe, and you can incorporate that answer into another question asked by Frank Doe, you’ll start navigating the outcome of the interview. An answer might be:

“I understand why you are asking specific questions about my acquisition skills, Frank. As Jane mentioned a few minutes ago, acquisitions are a vital aspect to businesses your size and without a trained and seasoned acquisition clerk at the helm, it can cost your company money. To answer your question, and expand upon what Jane asked earlier, I …”

Do you see where I’m going with this? This answer is now tending to the concerns of two individuals on the panel, rather than one.

Take Notes
During the process, members of the panel will mention facets that will need remembering. Just as you jotted down the name of each panel member, you can also make small notations of each person’s concerns or specific questions. For example, the department manager may have focused his or her questions on specific administrative portions of the job. Adding important yet little tidbits into your thank-you letter will help set you apart from other candidates and reflect your attentiveness. The key, however, is to mark down items that are relevant to each interviewer. Although they are a team and have one common goal, each has differentiating concerns.

Make Eye Contact
It’s difficult to give enough eye contact to each individual without making your head and neck look like a lawn sprinkler. Try your best to look individuals in the eye and focus on speaking to each person equally, focusing heavily towards the one that asked the question.

Unfortunately, a panel interview can be stressful for jobseekers because they feel outnumbered. It’s important to remember that you are an asset to their business, and they obviously feel you’re a viable candidate, or they wouldn’t have scheduled the interview. Stay positive, remain calm, and answer each question thoroughly and effectively.

LUNCH INTERVIEW - - - - -

Conducting an interview around a meal is rather “laid back,” however, not an unheard of process. This type of interview could be performed amongst friends and maybe previous colleagues, or possibly as a final test before selecting the winning candidate. Transplanting a smooth-talking pro into an informal setting, can place a skilled interview candidate into un-chartered waters.

Benefits. This lax setting can provide a forum for candidness. An interviewee can provide answers freely rather than regurgitating textbook versions of what the employer “wants to hear.” Used to discuss management obstacles, short- and long-term business goals, employee relations / confidentiality issues, and operations logistics, this type of meeting can be an informative meeting.

Confidence. Get nervous when someone watches you eat? Actually, a person’s confidence level can be determined by HOW poised one eats. A confident eater, who drops a little condiment upon his pants, grabs his napkin and without a fuss, wipes the mess clean. A nervous and diffident individual, wouldn’t be able to concentrate upon anything else, but the spot.

Handle food, and everything else. Handle your food tactfully; practice beforehand, if necessary. You will certainly make a bad impression if you can’t handle your own food. Simple rules to follow:

• Break bread into small and manageable bites

• Avoid anything that can spill

• Don’t suggest or order alcoholic beverages (even if interviewer does)

• Order something similar to your interviewer

• Use your napkin to wipe mouth and disguise picking teeth (or visit the restroom)

• Never use fingers unless the meal consists of a sandwich or finger food

To pay, or not to pay. Generally, the company pays for the meal; of course, there are exceptions to every rule. Ensure you attend the meeting with enough cash to cover your meal and the tip.Determining tip amounts: When the bill arrives, review for accuracy (of course) and make note of the sales tax amount. For example, New York State charges a 7% sales tax. If you wish to tip 15%, take the tax amount, double it, and round to the highest dollar.

Tax $2.33 x 2 = $4.66; round to highest dollar, so the tip would be $5.00

One final note. As with any interview, thank everyone present with a firm handshake. Approximately 70% of interviewees do not send a thank you letter after the meeting; so, set yourself apart from the rest … SEND A HAND-WRITTEN NOTE!

EXIT INTERVIEW - - - - -

Exit Interview description. This type of interview is performed at the end of the employment term, or shortly thereafter; appropriately named the “exit” interview. Not all companies perform exit interviews on their former employees; however, companies who wish to restructure in-house policies and procedures are finding themselves polling individuals who are no longer on the payroll.

Timeframe. Typically performed within the last days of employment, an exit interview can be conducted up to two or three months after separation. Clearing up employer concerns or unanswered questions – “What made you decide to leave the company?” or “Do you have any advice for your successor?” – can be vital for ensuring healthy business development and strong employee relations. Hiring and human resources managers tend to vary on why they conduct exit interview when they do.

Short- and long-term comparison. For example, a newly departed person (or about to be) may be hesitant to say anything negative about the company for fear of receiving a bad reference. Whereas, an employee who has been separated for a couple of months and employed by another company, may be apt to divulge in-depth details relating to their departure.

Exit Interview CONS:
* Provide an arena for hostile or irrational employees
* Bring forth personal conflicts or gossip sessions
* Difficulty keeping or maintaining a positive or upbeat mood, if the employee was fired

Exit Interview PROS:
* Shed light on outdated policies and procedures
* Point out conflicts / complications between employees and management
* Address departmental competencies or inaptness
* Determine employee's state of mind
* Forum to negotiate future reemployment or mediate difficulties