SELECTION INTERVIEW Conducted by the decision maker, this interview will probe your qualifications and assess your comfort level with the challenges of the position. There may be more than one interview at this stage. As the candidates are whittled down, you may be invited back to speak with other managers or members of a work group. Your ability to establish rapport and present yourself as the right person for the job is critical. Even with just one interviewer, opinions of others will be sought and may influence the outcome. When you’re invited to interview with a number of people, it’s important to present yourself effectively to each one of them. Remember, they will be evaluating your skills and ability to fit in. As always, be yourself, but sell to each person’s concerns or areas of interest. BEHAVIORAL INTERVIEW Behavioral interviewing can provide more information about your on-the- job behavior, personality and character. The interviewer will ask questions that require you to describe how you have handled work-related situations. For instance, a question might be: “ Describe a time when you had to overcome a stressful work situation and how you dealt with it. ” From an employer’s perspective, behavioral interviewing gives more insight about your potential than simply asking you to detail your qualifications. There is a proven method for answering these types of questions. The technique is called the STAR method, which stands for “Situation, Task, Action and Result.” That’s the order you will follow should you encounter an interviewer who is asking behavioral questions. It’s a good idea to think of a few STAR stories ahead of time that can be adapted to different questions.
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