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Representatives from ChevronTexaco, Lockheed Martin, and Informatica offered the following tips at the recent Recruiting Kickoff for Engineering, Science and Technical Careers. Part I of this article focused on resumes and can be accessed via the article archives.

Learn about the different types of interviews

Not all interviews are alike. Are you prepared for the different dynamics associated with traditional, behavioral, and technical interviews? The style and timing varies between organizations in terms of what type of interview is emphasized at different stages of the interviewing process. Margaret Walker from Lockheed Martin noted that their first round interviews, held on campus through On-Campus Recruiting, are all behavioral-based, and the exploration of technical competencies doesn't occur until second round interviews at their company site.

Behavioral Interviews

The predominant interview style used today is behavioral-based. It requires the interviewee to call up episodes from his or her past that demonstrate the personal qualities or competencies that the employer values. Employers in general believe that behavioral interviewing separates out an applicant's skills and personal attributes from the image he/she is trying to project and is therefore much more consistent and objective.

Each employer looks for a particular set of competencies and/or "soft skills" which they deem necessary for a successful fit with their organizational culture. For example, the competencies actively sought by Lockheed Martin are communication, problem solving, adaptability and flexibility, initiative, and teamwork. Below is a brief description of how they describe each and the kinds of questions they might ask to elicit information about them.

Communication - Are you articulate, persuasive and able to listen well?

Behavioral-Style Questions they might ask:

• Describe a project that required a lot of interaction with people over a long period of time.
• Tell me about any presentations you've made to groups, both successful and not so successful.

Problem Solving - Can you demonstrate reasoning ability, judgment and an understanding of the issues, and the ability to effectively combine diverse information, intuition and common sense when considering alternatives?

Behavioral-Style Questions they might ask:

• Tell me about an experience where you had a limited amount of time to make a difficult decision.
• How did you prioritize? What steps did you take in solving the problems?

Adaptability and Flexibility - Are you able to modify your own style to respond to the needs of others and maintain effectiveness in different situations? How adaptable are you to these situations?

Behavioral-Style Question they might ask:

• Tell me about a time you made a mistake and rectified it; what, if anything, would you do differently?

Initiative - Are you self-motivated, do you meet goals, and how do you influence events?

Behavioral-Style Questions they might ask:

• Tell me about a time you reached out for additional responsibility.
• Tell me about a project or idea you initiated, how it was implemented, what challenges you faced, and how you overcame them.

Team Work - Are you a team player and how well do you share information?

Behavioral-Style Questions they might ask:

• How would your teammates describe you and why?
• Gaining the cooperation of others can be difficult. Give me a specific example of when you had to elicit cooperation: what was your approach and what were the results that came directly from your involvement in that project?

How to help employers remember you

When jobs become available, you want employers to think of you first - before other applicants. All employers are interested in motivated, enthusiastic applicants who take the time and care to present themselves well. The panelists offered the following suggestions:

• Research the employer well before the interview and think of smart, well thought out questions to ask in the interview. Everyone checks out the website, and you should too. But also look at press releases in the media and financial/investor websites to gain a different perspective. They will be impressed that you took the time and care to learn about them.
• Network and have conversations with employers at Career Fairs, information sessions and other special employer events. After career panel programs, make a point of going and talking with them - individually if possible. It's okay to meet with employers a number of times - they view it as relationship building, and it's one of the reasons they come to campus more than once a year. Re-introduce yourself, re-state your interest, inquire about any changes in their hiring plans, and ask them for suggestions and advice. Not as many students attend employer information sessions so these are a great way to get a lot of one-to-one time with employer reps.
• Make sure you have a good understanding of the job and spend your time focusing on those companies where there is a good fit. For example, Neetu Sabharwal noted that at Informatica data structures, algorithms and databases are important. If you didn't enjoy these classes, she said, maybe Informatica's not the right fit for you. What she also implied was that a way to impress her would be to say in an interview that you're particularly interested in Informatica (as opposed to other software design firms) because you enjoy the challenge of data structure/database work. If you're not sure what is distinctive about an employer's work or approach, you can ask them at information sessions or other events (e.g., "What undergraduate courses are most applicable to the work performed at your company?").
• Tell employers what you want to do, what you see their company doing, and how you would fit in and contribute.

When in doubt, ask.

Recruiters are rewarded for bringing talented, well-prepared candidates to the attention of hiring managers who have final say over who is hired. You share that common interest. View them as your ally in the recruiting process, and use them as a resource for making yourself the strongest possible candidate.

Additional Resources

Interviewing & Job Offers

Videotaped Interview Practice Workshop

Interview Workshops

Behavioral Interviews