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INTERVIEWS
Government Jobs / Federal Jobs / Post
Office Jobs / Job Interview Guidance
Their
are two primary job interview types that you will encounter during your government job
search—the informational interview and the employment interview. The informational
interview —initiated by the job seeker— is a valuable networking tool used to
explore job opportunities. Employment interviews are initiated by prospective employers to
assess your ability and weigh your strengths and weaknesses against other applicants. The
person with acceptable qualifications and the ability to impress the interview panel gets
the job.
The first step is to call agencies in your area and ask to talk with a
supervisor who works in your specialty, i.e.; administration, technical, computer
operations, etc. If an immediate supervisor isn't willing to talk with you in person, ask
to talk with someone in the Human Resource department. Briefly explain to this individual
that you are investigating government careers and ask if he/she would be willing to spend
fifteen minutes talking with you in person about viable federal career paths with their
agency.
If you're uncertain whether or not your job skills are needed by an agency, contact the
personnel or Human Resources Department and review the qualification
standards for positions that interest you. Secretaries can often direct you
to individuals that can help. If an
informational interview is granted take along a signed copy of your employment application
or federal resume and a cover letter describing your desires and qualifications. The
informational interview will help you investigate available employment opportunities in
many diverse agencies. You will need to identify candidates to interview through the
methods mentioned above. You don't have to limit your informational interviews strictly to
supervisors. Any individual currently employed in a position you find attractive can
provide the necessary information. The outcome of these interviews will help you make an
objective career decision for specific positions. There is one key element you must stress
when requesting an informational interview:
This should be brought to their attention immediately after requesting an interview. Many
supervisors and employees are willing to talk about their job even when no vacancies
exist. These interviews often provide insight into secondary careers and upcoming openings
that can be more attractive than what you were originally pursuing.
Place a time limit on the interview. When contacting supervisors, request the interview by
following the above guidelines but add that you will only take 15 minutes of their time.
Time is a critical resource that most of us must use sparingly. When going for the
interview you should be prepared to ask specific questions that will get the information
you need. The following questions will help you prepare:
A complete set of informational interview questions are included in
The
Book of U.S. Government Jobs - 10th by Dennis V. Damp covering the following areas:
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Experience and Background
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Credentials
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General Questions
-
Referrals
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There are several different types of interviews which you may encounter. You probably
won't know in advance which type you will be facing. Below are some descriptions of the
different types of interviews and what you can expect in each of them.
Interview Types
Screening Interview. A preliminary interview either in person or by phone, in which
an agency or company representative determines whether you have the basic qualifications
to warrant a subsequent interview.
Structured Interview. In a structured interview, the interviewer explores certain
predetermined areas using questions which have been written in advance. The interviewer
has a written description of the experience, skills and personality traits of an
"ideal" candidate. Your experience and skills are compared to specific job
tasks. This type of interview is very common and most traditional interviews are based on
this format.
Unstructured Interview. Although the interviewer is given a written description of
the "ideal" candidate, in the unstructured interview the interviewer is not
given instructions on what specific areas to cover.
Multiple Interviews. Multiple interviews are commonly used with professional jobs.
This approach involves a series of interviews in which you meet individually with various
representatives of the organization. In the initial interview, the representative usually
attempts to get basic information on your skills and abilities. In subsequent interviews,
the focus is on how you would perform the job in relation to the company's goals and
objectives.
After the interviews are completed, the interviewers meet and pool their information about
your qualifications for the job. A variation on this approach involves a series of
interviews in which unsuitable candidates are screened out at each succeeding level.
Stress Interview. The interviewer intentionally attempts to upset you to see how
you react under pressure. You may be asked questions that make you uncomfortable or you
may be interrupted when you are speaking. Although it is uncommon for an entire interview
to be con-ducted under stress conditions, it is common for the interviewer to incorporate
stress questions as a part of a traditional interview. Examples of common stress questions
are given later in this chapter.
Targeted Interview. Although similar to the structured interview, the areas covered
are much more limited. Key qualifications for success on the job are identified and
relevant questions are prepared in advance.
Situational Interview. Situations are set up which simulate common problems you may
encounter on the job. Your responses to these situations are measured against
pre-determined standards. This approach is often used as one part of a traditional
interview rather than as an entire interview format.
Group Interview. You may be interviewed by two or more agency or company
representatives simultaneously. Sometimes, one of the interviewers is designated to ask
"stress" questions to see how you respond under pressure. A variation on this
format is for two or more company representatives to interview a group of candidates at
the same time.
NOTE: Many agencies have initiated quality of worklife and employee involvement
groups to build viable labor/management teams and partnerships. In this environment
agencies may require the top applicants to be interviewed by three groups. There are
generally three interviews in this process, one by the selection panel, and the other two
by peer and subordinate groups. All three interview groups compare notes and provide input
to the selection committee.
A complete interview preparatory guide is included in
The Book of
U.S. Government Jobs - 10th edition by Dennis V. Damp covering the following areas:
-
Before the Interview (Preparation)
-
During the Interview (Strategies)
-
Illegal Questions (Discussion)
-
After the Interview (Procedures/Follow-up)
-
Sample Thank Your Letter
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