 | |||||||||
 | |||||||||
|
Screening Telephone On-Site Serial Video Conference Size - Individual Size - Panel Size - Group Size - Group Panel |
Other Information regarding Interviews
How to Prepare and Practice Interview Questions and Etiquette Learn how to Dress for Success Dining, Second, Advanced Interviewing Graduate School Interviews Teaching Credential Interviews Networking for Jobs and Internships Interviewing Skills Main |
||||||||
|
Screening Interviews
Screening/initial interviews are designed to reduce a large number of applicants to a small number of qualified applicants the employer would like to continue with the hiring process. As I mentioned before, on-campus interviews are typically screening interviews. Screening interviews typically last 20 - 40 minutes but can last longer, so don't depend on that time limit. During the screening interview, you will be asked many questions about your background to see if you should progress to the next step. If you make it to the second interview, it's a good sign that the company has thought seriously about hiring you. On-Campus Interviews (through Aggie Job Link) With Aggie Job Link - On Campus Recruiting (OCR), recruiters from different ogranizations conduct on-campus interviews for entry-level career positions with UC Davis graduating seniors, graduate students and postdoctoral scholars, and alumni. All on-campus interviews are conducted in the interview rooms at the Buehler Alumni Center. These sessions last anywhere from 20 minutes to an hour. The on-campus interview may be conducted by a human resources representative, department or division manager, or an employee working in the position being considered. It is very common for companies to send recent UC Davis graduates working for their firm to conduct the interview. Like most first interviews, the purpose of campus interviews is usually to screen potential employees. Because of this, it is very important to prepare for campus interviews as you would for other interviews. Your performance and appearance will determine if you will continue in the selection process. If you pass this stage, you will more than likely be invited to a second on-site interview. Telephone Interviews Increasingly, telephone interviews are being used as a screening technique. If a candidate passes this stage, they are usually invited to an on-site interview. Telephone interviews are usually used by empoyers located in other parts of the country that don't have the time or budget to meet face-to-face with each candidate during the preliminary stages of the selection process. Please note that telephone interviews are increasing in popularity with local companies as well.
On-Site Interview While on-campus screening interviews are important, on-site visits are where jobs are won or lost. After an on-campus interview, strong candidates are usually invited to visit the employer's facility. Work with the employer to schedule the on-site visit at a mutually convenient time. Sometimes employers will try to arrange site visits for several candidates to take place at the same time, so there may not be much flexibility... but you'll never know if the employer is flexible unless you ask.
A site visit is a two-way street. You are there to evaluate the employer and to determine if your expectations are met for job content, company culture and values, organizational structure, and lifestyles (both at work and leisure). Take note of how the employees interact, and also assess the physical work environment. Just as any good salesperson would never leave a customer without attempting to close the sale, you should never leave an interview without some sort of closure. If you decide that the job is right for you, don't be afraid to tell the employer that you feel that there is a good fit and you are eager to join their team. The employer is interested in hiring people who want to be associated with them and they will never know of your interest if you don't voice your opinion. Keep in mind that although the employer has the final power to offer a job, your demeanor during the entire interviewing process-both on and off campus-also gives you a great deal of power. Serial interviews This is a series of interviews where the candidate moves from person to person. A typical interview might start with Human Resources, and then move to the hiring manager, the work team, etc. Some serial interviews can last the entire day so it is always a good idea to find out how long you will be expected to be at the interview when the human resources representative initially contacts you. Video Conference Interviews More and more companies and organizations are using video interviewing as a pre-screening tool. This process is used primarily for cross-country pre-selection by companies looking for cost-effective ways to recruit. As with telephone interviews, this process is becoming increasingly popular with local companies. There are usually two types of video conference interviews: Those handled by independent vendors, or those done in branch offices. For interviews held by independent vendors, you will be asked to report to a vendor office that specializes in contracting out video conference services. The facilities and technology are usally elaborate, and your interviewer will more than likely be a "professional interviewer" who will ask pre-determined questions. The video tape will then be turned over to the organization interested in you. If you are asked to report to a branch office, chances are the facilities will be less elaborate than a professional independent vendor. The video conference equipment may consist of a PC, a slow scan camera and a microphone. In this setting, you will usually be interviewed by someone in the company's human resources department or another staff member. In either case, video conference interviews present more of a challenge than telephone interviews. Be prepared to make a special effort to ensure your enthusiasm and warmth are projected to the interviewers because of this.
Interview Size/Variation
Interviews may also vary in size. Here are some common types of interviews you may encounter: Individual: One interviewer, one interviewee. This is usually done with someone who has hiring authority in the company. Panel: Multiple interviewers, one interviewee. The panel may be as small as two people or as large as necesary (I've heard of panels up to 15 people). This can be rather daunting for the person in the hot seat. If you're like me, you're probably too focused on the interview to remember names when introduced (especially to a panel). A good idea to help you remember all the names of the panel interviewers is to ask for business cards before the questions begin. That way you can lay them out in order and you will always know who is speaking to you. If you don't have a table to lay them out, you can still keep them in order. Collecting business cards will also help you when you send thank-you letters after the interview. Group: Often times when a company/organization receives a large number of applicants, they will interview whole groups. Each interviewer is assigned different group members to assess. You may never know who your assessor is, so you have to "shine" in front of all of the interviewers. Something else to consider for group interviews is that the group is often given a group project. When it comes to group projects, it is important to remember that the project must be completed. Often times, it's an all or nothing type situation where if the project isn't completed, the entire group fails the interview. This could be your time to shine as a leader and make sure everybody is kept on track. This also helps if the group doesn't complete the project because the people weren't cohesive enough. Since you have no control over the selection of group members, if you were included in a bad group but you genuinely tried to hold it together, the assessors may take that into consideration. Group Panel: This is basically a combination of panels and groups. You may or may not be given a group project, but you will be assessed by a large number of people (Capital Fellowship interviews often use this format). What is especially daunting about this is that they will ask the entire group the same question, so if you are last in line, you may hear some really good responses before it's your turn. If that's the case, you STILL have to come up with something original. |
|||||||||
Back to Top
Maintained by Ken Barnes of Liberal Arts & Business,
Room 211, South Hall. 530.752.2011.
Maintained by Ken Barnes of Liberal Arts & Business,
Room 211, South Hall. 530.752.2011.