Interviewing

• Be intentional – use the resources below and CMC resources to think strategically about your prep

• Be yourself – you want to ensure that you fit with the opportunity just as much as the company does

• Plan ahead – start early with your interview prep, iron your suit, map-out directions

• Get plenty of sleep – be alert and rested, it shows

• Relax – you know yourself and your experiences better than anyone – avoid sounding scripted

1. Tell me/us about yourself.
   • Hint: Tell the interviewer about yourself in relation to the position (rather than your life story). If this was the only question asked, would the interviewer leave with a good summary of you and your fit?
   • Possible formula 1:  Education + Experience + Enthusiasm + Why this position is the next step
   • Possible formula 2: Past (2 relevant accomplishments) + Present experience + Future goals
2. What would a past supervisor say is one of your greatest strengths?
   • Hint: Highlight your greatest strength (related to the position) and share an example of when and how you used it well.
3. Weakness/Challenge Area?
   • Hint: This question is all about your self-awareness! Briefly mention a challenge area/weakness and then focus on how you are turning it around/how you have already begun to address this. WARNING: do not select a weakness/challenge that is critical to the position, or a weakness that is actually a strength
4. Why THIS industry, company, position?
   • Hint: Do your research, know specifics, and be genuine!
5. Where do you see yourself in 5 years?
   • Hint: Focus on your goals and how they mirror the goals of the company.

• How do you deal with conflict in a group situation?
• What do you like/dislike about working in a group?
• How do you deal with conflicting deadlines?
• Describe a time when you did not meet a deadline.
• Tell me/us about the skills you used to achieve something great at your past work.
• Describe a time when you advised/mentored someone.
• How do you take constructive feedback?
• Describe when you received constructive feedback.
• What is your leadership style?
• Give a specific example.
• How do you deal with stress? Between work, school and personal life.
• Tell me/us a time when you went above and beyond at work.
• Tell me/us about your preferred supervisor style.
• What questions do you have for me/us?

The STAR model is a structured approach used to answer behavioral interview questions effectively. Those are the questions that likely begin with “Tell me about a time when . . .” The goal is for you to provide specific examples from your past experiences to demonstrate your skills, abilities, and qualifications relevant to the position. STAR stands for Situation, Task, Action, and Result, and it’s a methodical way to structure your accomplishment stories.

Situation (S): Begin by describing the situation or context in which the experience you’re discussing took place. This sets the stage for the interviewer and provides the necessary background information. Be concise and focus on the relevant details.

Task (T): After setting the situation, clarify the task or challenge you were faced with. What was your goal or objective in that situation? Clearly define the problem or task at hand to give context to your response.

Action (A): This is the heart of your response. Describe the actions you took to address the situation and accomplish the task. Highlight your skills, competencies, and the specific steps you took. Be sure to focus on your role and contributions in the situation.

Result (R): Conclude your response by detailing the outcomes of your actions. What happened as a result of your efforts? Emphasize the positive impact you had, quantify the results if possible, and mention any lessons learned from the experience.

BONUS Takeaway (T): Share how this example relates to the position.

Example:

S – Situation

Advertising revenue was falling off for my college newspaper, The Daily News, and large numbers of long-term advertisers were not renewing contracts.

T – Task

Develop a plan that would raise advertising revenue for the paper and increase advertisers from the year before.

A – Action

I designed a new promotional packet to go with the rate sheet and compared the benefits of The Daily News circulation with other ad media in the area. I also developed a targeted list of local businesses/organizations with a customer base matching our circulation and implemented four direct marketing campaigns.

R – Result

I signed contracts with 10 former and 7 new advertisers for daily ads and three for special supplements, increasing our new advertisers by 20 percent over the same period last year.

Employ a strategic approach to interviewing by developing 6-8 of your BEST stories in advance, highlighting times when you excelled/added value/demonstrated your strengths/utilized key skills/were recognized for your accomplishments. Think about your stories, say them out loud, write them down, and/or practice them with a career counselor. Use the STAR model to add results and quantify how you made a difference. And…be sure to find a balance between sounding/being scripted and “knowing your stuff”.

Then, when asked an interview question, you will already be equipped with articulate examples to share and can select from the variety of stories you have already spent time thinking about.

Framework for developing stories:

When was a time that you felt most proud or received recognition for your work?

What skills did you use? Were you challenged? Were there positive results? Who else was involved?  

Does this story exemplify a key skill/qualification that this position requires?

Use the STAR model to articulate the experience and bring the story full-circle

The Job Description is one of the BEST indicators of what types of questions and/or question topics that you can expect. You have in your hands a “cheat-sheet” to what the company is looking for in an ideal candidate- use it! Highlight the key words, skills, and qualifications listed in the job description. Ask yourself, “Do my 6-8 best stories cover these?” If the answer is no, think of additional stories and experiences that provide examples of how you meet these qualifications and follow the framework above.

Check-out the Company Website for more clues! What is the company ALL ABOUT? Read their “About” section or look for their mission/vision/values as an organization? You will likely see questions surrounding their core values as they look for candidates that FIT their overall company culture and goals, not just the specific position. Be prepared to talk about your company FIT!  

Use multiple sources to gather information.  Here are just a few resources to check out:

• Organization/Company website – familiarize yourself with the basics – size, locations, and history.
• Social Media Networks – LinkedIn, X, Facebook, etc.
• Google News and other local and national news sources for recent articles highlighting the company. 
• Yahoo! Finance and other financial sites
• Network Connections – ask people you know or seek out fellow alumni

This is your chance to ask questions and clarify any information and clear up any doubt about the role and the company. Prepare questions in advance, as well as those that arise during the interview. Ensure your questions are genuinely needed and not readily available through research. Concentrate on inquiries about the job, the organization, its culture, and the industry.

Sample Questions about the role: 

• What are the career paths in this department?
• Would you please describe an average day on this job?
• What is the history of this position?
• What are your top priorities for this position?
• How would you describe the ideal candidate?
• When and how will I be evaluated? What are the performance standards?
• What does the performance review process look like/how will I be evaluated and how often?
• With whom would I be working? Who would be my supervisor? Whom would I supervise?
• Is there anything else that I can expand upon to give you a better idea of my fit for this position?
• What do you see as needs that you want to turn into strengths?
• What was your career progression with the organization?
• What short-term and long-term objectives would you like to see the person in this position achieve?
• You asked a lot of questions concerning ___________________.  Tell me more about the specific expectations you have for the successful candidate regarding this area?
• What aspects of this job would you like to see performed better?

Sample Questions about the Company

• What do you see ahead for your company in the next five years?
• What do you consider to be your company’s most important assets?
• What have been the department’s successes in the last couple of years?
• What are the company’s short- and long-range objectives?
• What do you see as strengths of the department?
• Where does the company excel? What are its limitations?
• Could you describe your company’s management style and the type of employee who fits well with it?
• What is the timetable for filling this position?

Logistic Questions

• What are the next steps in the interview process?

Company Culture Questions

Asking questions about the company’s culture during an interview is a great way to gain insight into whether the organization is the right fit for you. Remember, your questions about company culture should align with your personal values and what you’re seeking in a workplace. Additionally, listening to the interviewer’s responses and observing their demeanor during these discussions can also offer valuable cues about the company’s culture.

• What values are most important to this organization?
• How does the company support professional development and growth for employees?
• Can you describe the team dynamics within the department or team I’d be working with?
• What is the company’s approach to work-life balance?
• How does the company recognize and reward employee contributions and achievements?
• Can you tell me about any recent team or company-wide successes or challenges?
• What is the company’s approach to diversity, equity, and inclusion?
• How does the company encourage innovation and creativity among its employees?
• Can you share an example of how the company’s culture has positively impacted an employee’s experience or career here?
• In what way does the company engage in the community/service?
• What do you like most about working here?

Strive to send your follow-up thank you notes within 24 hours. A hand written thank is a note is a nice touch, however an email is acceptable and is more timely. The note should include a thank you for the interview with a personal touch. Use this note to express your excitement for the position, reiterate your strengths and a personal connection you had with the recipient (e.g., both went to CSU). When possible send thank you notes separately to each interviewer.

The length can vary, anywhere between 3 sentences to 2 paragraphs. Please remember that spelling and grammar count! The style of the thank you card is at your discretion, but it should match the relationship you built and the level of formality you had in the meeting.

• Hint: Write down the names or ask for business cards of anyone in your interview.

Here is a sample of format and content. Be sure to make it in your own voice and to reflect your own experience.

April 15, XXXX

Dear Person Who Interviewed Me,

It was a pleasure to meet you yesterday, and I wanted to thank you for your time. I loved hearing more about the Financial Advisor position at Edward Jones and all the great things you do for your clients. Also, it was great to learn more about your career and passion for mint chocolate chip ice cream. I agree, Kilwins really is the best.

Based on our conversation, I am even more certain my strong interpersonal and analytical abilities can add value to the Fort Collins team. I am excited about the opportunities at Edward Jones, and I look forward to hearing from you.

Sincerely,

COB Student