0. Interviewing for Federal Jobs

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

2. 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

3. 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

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

5. 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

6. Interview Delivery Methods
In-person
Telephone
Video 6

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

8. 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?”

9. 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?”

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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

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

19. 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

20. 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

21. Scheduling an Interview with the Hiring Organization
Hiring agency may telephone or 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

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

23. 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.)

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

25. 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

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

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

28. During the Interview
Listen carefully
Be enthusiastic
Be honest 28

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

30. 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?

31. 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

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

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

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

35. Questions ? 35