In this episode of our “Land Your Dream Job Series,” we will learn about different formats that job interviews can take on and what the objective of each one is.
The attributes that employers look for in their ideal candidates are determined by the type of work that the employee will be required to do on the job. So, how do employers determine which candidate has what it takes to be successful on the job? They use targeted interviews that help to reveal what they need to know. These are called interview formats and there are five main stream formats that employers use. They include 1) Behavioral; 2) Case; 3) Competency-Based; 4) Situational; and 5) Executive. We’ll also provide some advice on interviewing when you have a criminal record. Let’s familiarize ourselves with the distinguishing characteristics of at each one to help you get that much more prepared for your next big interview.
- Behavioral Interview – This interview format is very adaptable so it can be used by almost all career fields because it endeavors to predict your future performance based on your past performance in similar workplace situations. Hiring managers achieve this mission by asking you to describe a time when you faced a certain situation at work such as a tight deadline; high-stress incident; lacked supplies that you needed to meet a requirement. In order to respond effectively to these types of interview questions, you should describe the tasks that you needed to accomplish; share the actions you took to achieve your goal; and let the hiring manager know the outcome of your actions.
- Case – If you like to show case your critical thinking and decision-making skills, this interview format is for you. During case interview, the interviewer reads the details of a business case to you, has you watch a short film, or provides you with a copy of the scenario to read. After listening to, watching, or reading the detailed description of the business case, the interviewer directs the candidate(s) to make a business decision based on the facts presented in the case description. Examples of some of the case interview scenarios that I have encountered during my career searches could involve whether to upgrade a system or not; the selection of a vendor; which patient, from many, to give an organ transplant; which person to save from a burning car crash, knowing that you will be unable to save the other person. Yes, they can be intense, especially if you are doing this as a member of a group interview exercise. While there is typically no wrong decision, you must be able to explain your thought process, supporting business intelligence for making your decision of choice.
- Competency-based interview – Your success during a competency-based interview could allow the interviewer to assess a number of required attributes, including communication, compliance, conflict resolution, creativity, emotional intelligence, interpersonal skills, etc. These are often referred to as “soft” skills. You see, it’s great to possess the technical aspects of the qualifications for job, but I believe that the non-technical aspects are as, or even more, important because they reveal who we really are as a person and how we feel about, and interact with, those around us. My motto is, “A person can be trained on the technical aspects of a job. A person either has the soft skills or they don’t.” A lack of soft skills can tear down a team.
- Situational Interviews – This interview format is similar to the behavioral interview format in that it also requires a candidate to explain how they would address a workplace situation. The candidate might be asked to solve a problem. The best way to success with this type of interview format is to describe similar workplace situations that they have encountered during their career to show that they are able to address such challenges. Many thought leaders recommend that candidates use the “STAR” method to effectively respond to situational interview questions. This method advises the candidate to describe the situation that they faced; the task that they were charged with accomplishing; the actions that they took to meet the challenge; and finally, the resulting outcome of their efforts. Candidates should understand that the hiring manager is not always looking for a perfect outcome. They understand that in business, that is not always the reality that we face. If the candidate’s efforts did not result in success, he/she should explain what they learned from the experience and how they might do things differently if faced with a similar workplace situation in the future.
- Executive Interviews – As you might imagine, executive interviews are completely different from staff level interviews. That is because positions at the executive level are responsible for contributing to taking the organization to the next level of performance. They must be able to see the big picture, such as what is necessary to improve the organization’s industry standing. Once they identify that need, they will be tasked with setting milestones or goals that will enable success. They then need surround themselves with a team that will successfully carry out the steps to success and inspire employees to make the necessary changes to bring the vision to reality and positively impact the organization’s future. If you are an aspiring executive, you need to study everything you can about your organization of choice. Not only should you know who its competitors are, but you should also study the organization’s history and know about its challenges and successes. You then need to study its top two competitors to identify what has made them successful and so that you can build a strategy that will help your organization to get closer, and possibly overtake its competitor(s). Because of the level of accountability that executives assume, their interviews begin with higher level officials within the organization, then possibly end with staff level employees. The reason for this is that there is no need for them to meet people at lower levels of the organization if his/her colleagues at the top of the organization feel that he/she does not have the strategic vision, or the likability and relatability that will enable them to positively influence employees to success during organizational change. If you are an executive candidate and during your interview, you are not asked to describe your strategy to address a challenge that the organization is facing, your interviewers are not skilled in the executive selection process. You should therefore, think long and hard about whether that opportunity for you because you may face opposition from those around you in response to new ideas that you bring. This could lead to failure, or a great deal of unnecessary stress while trying to bring your vision to life.
- Interviewing when you have a criminal past – Many people think that a criminal record is an automatic disqualifier for a rewarding and challenging career. This mindset is not completely true. Now let’s be honest with ourselves. Yes, some criminal convictions…especially those for violent crimes, can make it very difficult to obtain gainful employment. It is still not impossible for restored citizens to break the barriers before them to become public speakers who travel the Country encouraging others and their story of turning their lives around. I encourage those facing such a challenge to take your future into your own hands. a) Research organizations which have a mission of helping restored citizens to find jobs; b) Identify programs that help restored citizens apply for jobs and prepare for the selection process. One such program is CareerOneStop, which the US Department of Labor sponsors. It has published a guide filled with career, training and career search information for ex-offenders. You can find the guide at https://www.careeronestop.org/TridionMultimedia/tcm24-26393_PDF_Job-Search-Help-for-Ex-offenders.pdf. Additional resources may be available at your respective state’s department of labor; Goodwill Industries (800-Goodwill); or through local churches; c) Be patient; d) Be realistic and know that it might take a little time to achieve your goal; and e) Never give up. Persistence has a way of paying off.
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