Interviewing for Federal Jobs

Agenda Purpose of Federal job interviews Interview formats Delivery methods Question types Interview preparation Other Considerations

Purpose of Federal Interviews Federal job interviews are used: To rate and rank eligible applicants who have been evaluated for basic qualifications, and/or By the hiring manager to verify qualifications of candidates prior to making a hiring decision 2

Interview Formats: Structured vs Unstructured Structured Interview Unstructured Interview Each interviewee is asked the same set of questions Interviewees may be asked different questions Each interviewee is given the same amount of time to respond to each question Interviewees may be given varying amounts of time to respond to questions Responses are formally scored using the same procedures across interviews Responses may not be formally scored but can provide information used to make a hiring decision

Interview Coverage Interviews are well-suited for assessing general competencies such as: Teamwork Oral Communication Interpersonal Skills Problem Solving Conflict Management Influencing/Negotiating 4

Interview Coverage (Cont’d) Ideally, interviews focus on a small number (approximately 4 to 6) of competencies Highly specialized jobs or jobs at a high level (e.g., managerial, executive) likely will cover more 5

Interview Delivery Methods In-person Telephone Video 6

Interview Delivery Methods (Cont’d) Panel One-on-one 7

Question Types Behavioral Situational Responses based on events or experiences “Tell me about a time when you…” Situational Responses based on hypothetical events or situation “If you were in the following situation…what would you do?”

Question Types (Cont’d) Résumé Responses based on items in your résumé “Tell me about your job at…” Getting-to-Know-You What is your greatest strength? “Why should I hire you?”

Question Type: Behavior-based Behavior-based questions draw on applicant’s experiences Objective Measurable Repeatable

Answering Behavior-based Questions Use the STAR Model to provide three important pieces of information Situation or Task: Provide the context Action: Describe exactly what you did Result: Be specific about the outcome

Behavior-based Question (Sample) Competency: Interpersonal Skills Describe a time when you dealt with an individual who was difficult, hostile, or distressed. Who was involved? What specific actions did you take? What was the result? 12

Behavior-based Question (Sample) Competency: Customer Service Tell me about a challenging customer service experience. Who was involved? What specific actions did you take? What was the result? 13

Behavior-based Response (Sample) Situation or Task: I was assigned the task of filing the nearly 1000 credit reports that had been piling up for weeks Action: I spent two days organizing the reports in both chronological and credit report number order. Then, I filed the reports. Result: Because I organized the reports in both chronological and numerical order, I discovered more than 30 duplicate reports. Both reports were forwarded to the customers which resolved all outstanding customer complaints. I did the work during my regular work hours. The work I did brought their team up to date, saved them overtime pay, and didn’t impact my team’s deadlines. 14

Behavior-based Response (Sample) Situation or Task: I work in an benefits claims department. One of our claim teams was short a researcher and claims were backing up. Our team was caught up so, I had some extra time. Action: I volunteered to complete several of their research assignments. Result: I researched the claims and the claim team got caught up. My work successfully went through the random quality review check process and no errors were found. I finished the extra work during work hours, did not impact my regular work, and saved the company from paying overtime. 15

Behavior-based Response (Sample) Situation or Task: We needed to translate new IT jargon to users and communicate their needs and frustrations with the system to the IT staff. Lack of communication between the two groups was affecting satisfaction metrics. Action: I convened focus groups with users and designated an IT team member follow up on specific recommendations. Based on the feedback, I created and implemented a plan to improve and expand Help Desk services. Result: Users and IT staff gained a better understanding of the IT system. New lines of communication were opened. Service calls decreased. Satisfaction rates improved. 16

Behavior-based Responses: Summary Use the STAR Model Present examples from your experience that demonstrate competencies, knowledge, skills, and abilities for the job Quantify your achievements, such as: If you saved money, state how much If you improved a process, describe what was improved (saved time, money, helped more customers, increased sales) 17

Behavior-based Response What is Not a Behavior-based Response Avoid the following types of responses: Opinions Theoretical Vague 18

Question Type: Situation-based Situation-based (or hypothetical) questions present realistic job-related scenarios, situations, or dilemmas requiring candidates to explain how they would likely respond The underlying premise is that people’s intentions are closely tied to their actual behavior in similar circumstances 19

Situation-based Response (Sample) Competency: Interpersonal Skills An angry client walks up to your counter and states he was told your office sent him a check five days ago, but he has not received the check. He says he has bills to pay, and no one will help him. How would you handle this situation? 20

Scheduling an Interview with the Hiring Organization Hiring agency may telephone or email to schedule an interview Obtain information from the scheduler Point of contact information Building access requirements Inquire about the interview process Panel, one-on-one, length of interview

Scheduling the Interview with the Hiring Organization (Cont’d) If you need an accommodation, notify the person who contacts you 22

Questions Interviewers Can Ask Interviewers can ask about: Specific roles and responsibilities at past or current jobs Likes and dislikes pertaining to your work Job knowledge and job-related factors (experiences, education, training, skills, etc.)

Interview Preparation Before the interview Day of the interview During the interview After the interview

Before the Interview: Prepare Learn about the hiring organization Search agency’s website Research media Know the job: carefully review the Job Opportunity Announcement Job requirements, including competencies, knowledge, skills, and abilities Major duties and responsibilities 25

Before the Interview: Prepare (Cont’d) Review résumé Think about accomplishments Discuss Rehearse

Day of the Interview Dress appropriately Act professionally Be yourself Arrive early Bring several copies of your résumé 27

During the Interview Listen carefully Be enthusiastic Be honest 28

During the Interview (Cont’d) Don’t talk too much…or too little Be aware of your non-verbal communication 29

Questions to Ask Hiring Managers: (Samples) Interviewing is a two-way street Be prepared to ask the interviewer(s) questions: What is a typical day like? What projects or assignments would I be responsible for? What is the career path? When do you expect to make a decision?

Summary Tips Regardless of the type of questions, follow basic principles: Be truthful State responses positively Demonstrate accountability; avoid blame Avoid negative comments about previous employers or coworkers Provide responses showing how you would contribute to the organization’s mission

Summary Tips (Cont’d) Listen carefully to each question Think about your response Keep responses to questions job-related Be clear and concise

Other Considerations Prepare concise responses for “tell me about yourself” question Have your list of references ready

After the Interview After you leave, write notes on the interview Send a “thank you” note Stay positive 34

Questions ? 35