Mock interview assessment

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Published Date:15-07-2017
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MOCK INTERVIEW HANDBOOK Career Development Services 805.437.3270 career.servicescsuci.edu www.csuci.edu/careerdevelopment/ INTERVIEW SKILLS THE PURPOSE OF AN INTERVIEW An interview is a mutual exchange of information between an employer and you, as a candidate for a position. The primary objectives are to: • Supplement resume information • Show that you understand your strengths and weaknesses and have a sense of direction • Enable the employer to evaluate your personality and attitudes in terms of the demands of the organization and the position • Allow you to gain information about the organization and the job that is not available through other sources • Give you and the employer an opportunity to discuss the desirability of further contact or an offer of employment FIRST IMPRESSIONS INTERVIEW CHECK LIST: Your success or failure in an interview can depend on your  Polished Resume appearance and the interviewer's first impression of you. Research indicates that, on average, an interviewer decides to hire in just 5½  Professional Attire minutes. If the first impression is not positive, it will be difficult to change the interviewer's mind during the rest of the interview.  Portfolio, Pen  Positive Attitude Be punctual. Arrive ten minutes early to allow yourself time to collect your thoughts. Take the opportunity to observe the work environment. Keep your eyes and ears open. Look professional—neat, clean, and well groomed. Select proper clothing for the type of organization interviewing you. If in doubt, be conservative. It is also advisable to keep fashion accessories to a minimum, to avoid wearing strong scents, and to turn off devices such as cell phones and electronic organizers. Greet each person with respect and professionalism. When you shake hands, make eye contact and smile. Handshakes should be firm but not aggressive; try to match the grip of the interviewer. It is good etiquette to wait to sit down until the interviewer invites you to do so. INTERVIEW PREPARATION KNOW THE COMPANY/ORGANIZATION You must be familiar with the position and the organization so that you can demonstrate your interest in and fit for the job. Refer to the research notes you made as you reviewed print and online materials, spoke with people about the position, and prepared your resume and simplifying IT cover letter. A commonly asked interview question is: "What do you know about our company?" If you are unable to answer this question effectively, employers will see this as a sign of disinterest. ANSWERING INTERVIEW QUESTIONS The next phase of the interview consists of the interviewer asking you questions to try to determine your fit. Having knowledge of potential questions helps you to prepare points to include in your answers. Think about why a question is being asked. What does the employer really want to know? Behavior-based and situational/hypothetical questions are increasing in popularity because they are considered to be more valid predictors of on-the-job performance. BEHAVIOR-BASED QUESTIONS Behavior-based interviews are designed to elicit information about how you have performed in the past because past behavior is a good indicator of how you will function in the future. Interviewers develop their questions around the traits and skills they consider necessary for succeeding in a position or organization. These questions usually begin with phrases such as: • Tell me about a time... • Describe a situation in which... • Recall an instance when… • Give me an example of… Some applicants find the format of these questions difficult to understand and have trouble responding. However, if you have done your research and prepared for the interview, you will have work, academic, and life experiences ready to share. You can prepare for behavior-based questions by recalling specific actions that demonstrate your accomplishments, abilities, and fit for the position. Be certain to tell the truth, get to the point, stay focused, turn negatives into positives, and be consistent with your responses. COMMON BEHAVIOR-BASED INTERVIEW THEMES INCLUDE: • Working effectively under pressure • Handling a difficult situation with a co-worker • Applying good judgment and logic in solving a problem • Thinking creatively • Completing a project on time • Persuading team members to do things your way • Writing a report or proposal that was well received • Anticipating potential problems and developing preventative • Making an important decision with limited facts and information • Making a quick decision during the absence of a supervisor • Making an unpopular decision • Adapting to a difficult situation • Being tolerant of a different opinion • Using your political savvy to promote a program or idea that you really believed in • Dealing with an upset client or customer • Delegating a project effectively • Explaining complex information to a client, colleague, or peer • Surmounting a major obstacle • Prioritizing the elements of a complicated project By analyzing the questions asked of you, you will discover further details about the position. Does the interviewer seem to be emphasizing certain skills, knowledge, personality traits, and attitudes? That insight can help you tailor your answers more easily to the employer’s position. ANSWERING BEHAVIOR-BASED QUESTIONS: W5 MODEL The W5 model is a useful method for answering a behavior-based question. The answer should take approximately 90 seconds (the length of a typical attention span). 70 seconds - Identify the skill/knowledge/ability and give an example of how you applied or developed it by explaining: • What, Who, When, Where, Why, and How • What the successful outcome was 20 seconds - Re-state the skill and outline the benefits transferable to the interviewer’s organization For example, in response to the query "What experience do you have organizing projects?" you determine that the qualification being evaluated is organizational skills. Your statement could be, "I have developed excellent organizational skills by working on two major projects. The one I would like to tell you about ended successfully six months ago." Every statement you make must be true Don’t lie or embellish. Ideally, the illustration you choose to confirm your statement should be a project that required similar competency to the typical project the prospective employer wants you to organize. If you do not have a similar experience to relate, try to choose a relevant story from your academic, extracurricular, or volunteer activities. Choose words that will help the employer visualize you in the experience. Whenever possible, include positive feedback from supervisors, colleagues, professors, and others to reinforce your accomplishment. The next step is the one that most candidates forget. Tell the CLASSIC QUESTIONS: interviewer what specific benefits or competitive advantage you can In addition to asking the other types bring to the position because of the experience you have just described. For example, "As part of the team, I would be able to coordinate...." of questions, many employers rely on Avoid generic statements such as "All organizations need people with a series of standard questions, and leadership ability." you should prepare for them: SITUATIONAL/HYPOTHETICAL QUESTIONS • Tell me about yourself • What are your short-term goals? An interviewer will use situational/hypothetical questions to establish What about in two and five years? how you would react to and handle real-life situations on the job. For How are you preparing to achieve situational/hypothetical questions, candidates must have a good them? understanding of the job and its requirements. • What is your vision or mission statement? Here are some examples of this type of question: • What do you think you will be looking for in the job following • If you had met your project deadlines and your direct supervisor this position? was unavailable, describe how you would remain busy. • You are the manager of a small marketing team, and one • Why do you feel you will be individual is continually late for work and taking extended successful in this work? breaks. How would you approach the issue? • What other types of work are • During construction, a contractor unexpectedly finds a very you looking for in addition to this large object in one of the trenches where he is about to dig. He role? requests that you tell him how to proceed. How would you deal • What supervisory or leadership with this situation? roles have you had? • You plan a workshop to teach newcomers to the country how • For you, what are some to use word processing software. Unfortunately, only four advantages and disadvantages of people have registered and you are required to have a class of working in a team environment? ten. It is five days before the class is scheduled to begin. What • What did you like/dislike about do you do? your last job? • You have a conflict with someone who is senior to you and is • What motivates you to do a good not your supervisor. Describe how you would handle it. job? ANSWERING CLASSIC QUESTIONS- PAWS MODEL • What are your strengths/weaknesses? The PAWS model is a useful method for answering classic questions • What kinds of problems do you such as "Tell me about yourself." The answer should take handle best? approximately 90 seconds (the length of a typical attention span). • How do you reduce stress and try to achieve balance in your life? When an employer asks this question, the employer is looking for • How did you handle a request to those aspects of your life that are relevant to the job, such as how do something contrary to your you became interested in the field, related experience, and courses moral code or business ethics? taken. • Why did you apply to our organization and what do you The "PAWS" acronym stands for Profile, Academic, Work, and know about us? Skills. Include all or as many of the four (in any order) to reinforce • What do you think are your fit for the job. As with any interview response, limit your advantages/disadvantages of answer to a maximum of ninety seconds. joining our organization? • What is the most important thing Here are some examples of what to discuss in each of the four you are looking for in an areas: employer? • Why should I hire you? Profile: Mention how you became interested in this field and perhaps TRICKY SITUATIONS: point out any relevant community involvement, extracurricular activities, memberships, and personal interests that further demonstrate Awkward situations may occur your commitment to the field during an interview, and it is up to you to be prepared to handle Academic: Talk about your educational background confidently whatever happens (degrees/diplomas/certifications) and other related training and with confidence. To increase professional development initiatives/courses that you participated in your confidence and prepare for an interview, practice Work: Highlight paid or unpaid experience related to the job interviewing. Check for quality of information in your answers, and Skills: Refer to specific technical skills that relate to the position or field the positive, non-verbal (programming C++, knowledge of GIS) and relevant transferable skills reinforcement of your words. By (time management, problem-solving skills) practicing responses out loud, you can hear your answers and SALARY assess their effectiveness. But don't practice so much that you If applying for short-term work (such as co-op or summer positions), lose your spontaneity and your you will likely have only one interview, so it is acceptable to discuss answers sound rehearsed. salary. If you need to know the salary and it has not been discussed, ask about it as your final question. The key to tricky situations is to remember that barriers to Employers hiring full-time or contract staff may inquire about salary employment can often be during a first interview to see if your expectations are compatible with overcome by focusing on the what they are offering and to see how much value you place on your positive. Circumstances that you experience, skills, and educational background. Try to defer the subject may find problematic are: until you have been offered the job, but if the employer insists, be prepared to offer a salary range that you know is realistic based on your 1. Salary research. 2. Silence 3. Note-taking 4. Being stumped SILENCE 5. Negative questions 6. Many short-term jobs or If you answer a question and there is no prompt response or follow-up gaps in employment question, what do you do? Try to remain calm and collected. Silence history may not be a negative sign; the employer could be taking time to 7. Having never worked or process and record your answer or could be considering the next no recent work question. A few employers create periods of silence during an interview experience to see how candidates handle stressful and awkward situations. 8. Being over/under qualified 9. Low grades In response to uncomfortable silence, ask the interviewers if they 10. Interview talker require any further details regarding your last response, shifting the 11. Ageism responsibility to them. Resist the temptation to ramble because you 12. Disclosure of disability may provide irrelevant information that may hurt your chances of being 13. Reasons for leaving last offered the job. job 14. Poor or no references NOTE-TAKING 15. Proprietary information Although the interviewer will likely take notes, generally you should not. If you have your head down writing, the conversation will be uncomfortable and disengaged because of your lack of eye contact and inability to show enthusiasm. Making brief notes is acceptable when you need to record information that may be easily forgotten, such as a key word, phone number, or contact information. If you fear you may not recall other pertinent details, document the information immediately after the interview. BEING STUMPED You may have difficulty communicating your thoughts clearly and concisely, especially when you are not sure how to respond to a question. The key is to remain calm and positive, focus on the question, and continue to remind yourself that you are doing well. You may request clarification if you are not sure what the interviewer is asking or pause and politely ask for a few moments to consider your response; however, don't take too much time because employers want to see that you can think well under pressure. After a brief pause, if you still cannot respond to the interviewer's question, you may ask to defer your answer to the end of the interview. The risk is that interviews usually follow a certain structure and the question might be missed entirely, leaving the interviewer with an unanswered question. Of course, if you’re stumped because you simply do not know the answer, be honest with the interviewer in a positive and professional manner. When asked a question about a skill that you don't have, demonstrate that you have the transferable skills necessary to succeed in the position. For example, "I have excellent computer skills but I do not have knowledge of that specific software. However, I did learn Dreamweaver, a similar program, on my own and quickly applied the concepts by independently creating a website for a project that received a grade of 90%." NEGATIVE QUESTIONS Interviewers will often ask negatively phrased questions to assess your perceived weaknesses and strengths. The following are a few examples: • What are your weaknesses as an employee? • Recall a time from your work experience when you made a bad decision or mistake. How did you get beyond it? • Give me an example of a time you did not meet a project deadline. How did you handle the situation? Be honest and discuss a real work-related weakness or past event that would not negatively impact performance for the job you are applying for. Avoid the popular advice to turn a weakness into a strength (for example, "I'm a perfectionist...") because this kind of response is unconvincing and over used. Be sure to end your "weakness" response on a positive note by indicating what steps you are taking to overcome the weakness. It is important to be as positive as possible, even when answering a negatively framed question, and to keep your answer short. MANY SHORT-TERM JOBS OR GAPS IN EMPLOYMENT HISTORY It is becoming more common to work for shorter periods for a variety of employers, so employers may not place as much emphasis on dates worked as they might have in the past. However, if asked, be prepared to provide reasons that the employer will understand for your frequent job changes or gaps in employment history. Gaps in your employment history can occur for many reasons, some within and some beyond your control: short-term positions, lay-offs, health or personal concerns, raising a family, extensive traveling, completing a degree, unemployment, or time for career planning. In creating a targeted resume, you may also have chosen to omit some experiences. Although you should truthfully explain in a few words the reasons for your job changes or gaps in employment, focus on what you did during the gaps that was related to the position. HAVING NEVER WORKED OR NO RECENT WORK EXPERIENCE Tell the interviewer about any relevant courses, workshops, volunteer or internship experiences, and extracurricular activities. Indicate if you have researched and joined associations or societies in your field to learn or stay knowledgeable about industry trends and connect with other professionals. Convey your interest in the position and indicate that you look forward to a long-term association with the company. BEING UNDER/OVER QUALIFIED Although you may be concerned about your qualifications, the interviewer liked something about your resume or you wouldn’t have been offered an interview Counter the interviewer's fear that you may not be suitable by emphasizing your positive traits and describing how your experience, education, and skills will help you succeed in the position. Demonstrate to the employer your commitment by describing how the position aligns with your career goals and how your decision to apply for the position was carefully planned. LOW GRADES Low grades can stem from a lack of commitment (such as skipping classes or excessive socializing), from enrollment in an unsuitable program, or from dealing with traumatic personal events. In any case, explain briefly and honestly what happened and describe what steps you have taken to remedy the situation so that it is no longer an issue: "I know my grades were less than stellar during my third year, but I really improved this term because I attended a series of study skill workshops, and they made a huge impact. I now know how to manage my time successfully, and I’m confident that I will perform well in this position." DISCLOSURE OF DISABILITY IF YOU HAVE POOR OR NO REFERENCES: People with physical, sensory, or learning disabilities, or chronic medical conditions are advised, like all job seekers, to focus on their abilities and If you were unable to obtain a interests when choosing a career. reference from your previous place of employment because you It is important to be up front and honest about your situation if your left on bad terms, you must disability may present a performance barrier or if you need to request briefly explain why. Read the accommodation or assistive devices. If you determine that your section below on "Reasons for disability does not pose any risk to you or to fellow workers, you may leaving last job." choose to disclose your disability once a job offer is formally presented. It is not necessary to disclose your disability in your resume or cover Quickly follow up your letter, although you may prefer to do so if the company you are statement to suggest that the applying to has a specific policy to hire people with disabilities or if you interviewer contact other are applying to an agency that deals with persons with disabilities. references from your list to obtain a more accurate picture of Employers may not understand what your disability involves and may your previous work experiences. feel uncomfortable asking; the result is that they may perceive your Stress how direct managers, disability to be more of a barrier than it actually is. Determine how you supervisors, teachers, and can overcome or compensate for any perceived or real stumbling colleagues enjoyed working with blocks to employment so that you can explain your situation more you and can attest to your clearly and positively. For example, you may say, "Due to a spinal injury, achievements and skills. I have no sensation in my legs. I can get around and travel easily in my wheelchair. My injury does not affect how I think, solve problems, or If your references are outdated, communicate and will not affect my performance on the job." You may you must decide if they are still also want to ask if the employer has any additional questions. appropriate to use. If you feel your referees can still successfully Some regions offer assistance to help you secure employment. As well highlight your skills, follow up as offering job placement programs, programs may provide you with with them to request their specialized equipment, sign language interpreters, readers, and note permission to be contacted by takers to help you with job searching and interviewing. potential employers. You will also want to remind them of your REASONS FOR LEAVING LAST JOB previous accomplishments and provide them with an updated An employer may inquire about your reasons for leaving a job to resume. If you do not obtain determine if concerns from a previous job might impact the their permission, you must obtain organization. Employers like to gauge your attitude toward work, new references by volunteering, management, organizational change, and policies or guidelines. requesting client testimonials, etc. Begin your response with a positive statement regarding your previous place of employment. Honestly and concisely state your reasons for leaving. If you left on good terms, offer the interviewer letters of reference that outline your relevant achievements. If the conditions under which you left were negative, focus the interviewer’s attention on what you accomplished and avoid speaking negatively about past managers, colleagues, or the organization. Emphasize that you will be able to handle the present job no matter what may have happened in the past. YOUR RIGHTS IN THE PROPRIETARY INFORMATION INTERVIEW: If you are asked to provide confidential information about a past employer, it is best to refrain from giving any information that is not There are clear human rights publicly available. Revealing information about a past employer, who guidelines for employment may or may not be a competitor, could create a breach of interview questions. An applicant confidentiality. Even though you may have worked for this employer for employment may be asked to some time ago, you are still obligated to keep confidential information divulge only information relevant private. The interviewer could be testing to see if you divulge any to the position applied for. By company information because doing so may be an indicator that you will law, an employer must focus on reveal confidential information about the interviewer's company. gathering information relevant to deciding if an applicant can If your portfolio includes performance reviews or samples of written perform the functions of a work, ensure that no proprietary information is included, such as the position. names of customers or clients. Some employers mistakenly believe that they have a right to HANDLING ILLEGAL QUESTIONS ask any question they choose since they are paying the salary. What should you do if you're in the middle of an interview and have just Others are simply awkward in been asked what is clearly an illegal question? There is no clear-cut their technique, and an unlawful answer. Much depends on you. question results. However, human rights law does not In some cases, you may be able to answer the "hidden" question. Think distinguish between the of what information the employer is trying to elicit. For example, "Do interviewer who is asking you have or plan to have children?" may indicate a concern about an questions with the intent to ability to work overtime or to travel. In this example, your answer discriminate and the one who is should convey your willingness to maintain a flexible work schedule.You just curious or inept at may elect to say "Why do you ask?" or "Would you explain how this interviewing. point is connected to the qualifications for this job?" This could cause the employer to reconsider or clarify the question. It may offend some Some questions are inappropriate employers, but probably not the majority. and others are illegal. You do not have to answer questions that If you feel that you should not answer the question (you shouldn't have are illegal. Most regions have to, after all) or that you are not interested in working for the company, human rights laws that prohibit you may state, "I don't feel obligated to answer that" or "That question discrimination in employment on is inappropriate." If you choose this option, you will either enlighten the grounds of: (the employer may not realize it is illegal and will be happy that you pointed it out) or offend (the employer may not consider you for the • Race position). • Ancestry • Place of origin For more information about illegal interview questions, contact your • Ethnic origin state's Department of Human Rights or your local state employment • Citizenship service office. • Religion • Gender VERBAL AND NON-VERBAL COMMUNICATION • Age • Record of offences Smile when appropriate during the interview. Be enthusiastic and • Marital status responsive. As you talk about your past and present activities, your • Family status passion and energy can be communicated both through your words and • Disability your body language (an excited tone of voice, leaning forward, nodding • Medical history your head in agreement). Maintaining eye contact is important; failure to do so may imply a lack of confidence or, worse, cause the employer to QUESTIONS YOU CAN ASK: question your truthfulness. Your questions should be Sit comfortably, without slouching. Don't put anything on your lap or in pertinent to the position and your hands if it will restrict your natural body movement or if you may show your enthusiasm and be tempted to play with it. Keep your clipboard, note pad, briefcase, or knowledge. By asking intelligent, portfolio on the floor beside your chair for easy retrieval. well-thought-out questions that genuinely matter to you, you will Respond to questions specifically and concisely but give sufficient details convince the employer that you to enable the interviewer to evaluate your credentials. Interviewers are serious about the become frustrated when they have to listen to long, rambling answers. organization and the position. If a Think before you speak. It is quite acceptable to pause before talking in question has been answered order to organize your thoughts. Avoid verbal fillers such as "um," "ah," during the interview, do not ask "you know," or regularly repeating the question to provide thinking time. it again; such repetition will suggest that you were not Use business language. Avoid slang. Speak clearly. Watch the listening. interviewer for clues on how the interview is progressing. Is the interviewer's face or body language telling you that your answers are • What do you see as the too long, not detailed enough, too boring? If in doubt, ask the priorities for someone in interviewer if more or fewer details are needed. this position? • Please describe a typical Prepare in advance to talk about any topic that you are concerned or day on the job feel uncomfortable about. If there is something that you don’t want an • What training programs interviewer to inquire about, it will likely be raised during the interview. do you have available for Practice your answer out loud often enough to feel confident. Maintain your employees? poise and self-control. Consider a difficult issue as a learning opportunity that has made you a better person. • What level of responsibility could I expect in this position TYPES OF INTERVIEWS • Is there a typical career INDIVIDUAL INTERVIEWS path for a person in this position? The most common interview format is one interviewer interviewing one • What are the company's candidate, either by phone, via video, or in person. plans for the future? • What do you see as the INTERVIEW WITH TWO OR MORE PEOPLE greatest threat to the organization? It is also common to be interviewed by a panel of people. Although it is important to have good eye contact with the person who asks you a • What/where are the question, also look at the other interviewers frequently to include them greatest opportunities for in the discussion. Try to remember each person's name and use his or the organization? her name during the interview. • How would you describe your organization's GENERAL/GROUP INTERVIEW OR INFORMATION management style, SESSION culture, or working environment? This approach is intended to provide applicants with a large amount of • What do you like most information about the organization and the job. The format is used to about your organization? save time and ensure that everyone understands the basic facts. This • How are employees process is usually followed by an individual interview. A well-timed and evaluated and promoted? intelligent question may help the employer remember you positively. COMPETITIVE GROUP INTERVIEW In this interview format, one or more people interview many candidates at the same time. This type of interview is sometimes used when a position involves teamwork and the interviewers want to see how you interact in a group setting, when the company wants to see who emerges as a leader within the group, or when people are being interviewed for several similar roles within the company. It is important to thoughtfully and intelligently contribute, be attentive to the contributions of others, and not to monopolize the conversation. TELEPHONE INTERVIEW Telephone interviews are an effective way to quickly and cost-effectively screen or hire candidates. If there will be more than one interview, the first may be conducted by phone. Candidates being seriously considered may be invited to a subsequent on-site interview. If you are not ready for an interview when called, politely request that the interviewer call back at another, mutually convenient, time. This request will allow you to refresh your memory on the organization and consider what points you want to make. All of the advice about interview skills still applies. Your attire is your choice, but you may find that dressing professionally increases your confidence and allows you to perform better. Keep your resume, company research, points that you want to highlight, and list of questions handy; in fact, keep these in front of you during the interview for easy reference. (Don't shuffle your papers though) Have a pen and paper available to note any comments or questions that may occur to you during the interview. Choose your words carefully and be succinct. It is also important to vary your voice tone, tempo, and pitch to keep the employer's attention. Ensure that you are in a private setting to eliminate distractions and background noise. VIDEO CONFERENCING In this type of interview, recruiters use video technology to conduct interviews at a distance. Use the same strategies you would if you were meeting in person; clothing, body language, and dialogue are important. Depending on the sophistication of the technology, you may experience short transmission delays. Make eye contact with the camera, which, to the employer, appears as direct "eye contact." Remember to check the monitor periodically to observe the interviewer's body language. If speaking on camera makes you nervous, try to practice in front of a video camera or mirror before your interview. SECOND INTERVIEW When interviewing you for a long-term position, a prospective employer may invite you and other finalists to visit the organization. The visit can take from one hour to an entire day. One purpose is to allow you to meet other staff. The second is to give more people an opportunity to interview you in greater depth to determine whether a good match is developing. Do not assume that a second interview will lead to a job offer; ensure you actively listen, ask relevant questions, and collect specific information about the company so you can elaborate on how your strengths match the organization's requirements. Use the opportunity to observe the work environment (physical space, relations between employees, work pace) to determine if the setting matches what you are seeking. APPROACHES TO INTERVIEWING Structured Interview The goal of this approach is to reduce bias and assist the employer in making an objective decision. Typically, each candidate is asked the same set of questions, responses are recorded, and ratings are assigned to each response. Unstructured Interview In this format of interview, questions are based on the applicant's resume, so different questions will be posed to each applicant. Without structured guidelines, the conversation can be free flowing, thus making this method of interviewing the most prone to bias. Although this type of interview may seem more casual, you must still be well prepared and know the points you want to make. Be careful not to provide information you would not have communicated if the interview was more structured. Ending the Interview When it appears that the interviewer is about to end the interview, you should make sure you have covered certain points before you leave the room. Make sure you understand the process that will occur before a candidate is selected for the job (another interview, meetings with other individuals in the organization, etc.). Ask the interviewer when you can expect to hear about a decision or ask when you should make an inquiry as a follow-up. Enthusiastically express your interest in the position (unless you are sure that you are not interested) and thank the interviewer for interviewing you. Ask for a business card or ensure that you have the interviewer's name, title, and address so that you can send a thank you letter. Make sure your letter is sent within 48 hours of the interview. In addition to being a standard business courtesy, a thank you letter may tip the scales in your favor if you are in close contention for the job. Interview Evaluation If you do not receive a job offer and you felt that the fit was very good, consider contacting the interviewer for feedback on your performance. Did the interviewer hire someone better qualified for the position? If so, what additional qualifications might you need to be hired for a similar position? Did you adequately present your qualifications? If not, stay motivated but learn from any feedback and make necessary changes for your next interview. For further assistance please contact our center to set up a 30-minute Mock Interview appointment with our Career Resource Assistants. CONTACT INFORMATION Career Development Services One University Drive, Bell Tower 1548 (805) 437-3270 (office) (805) 437-8899 (fax) career.servicescsuci.edu Amanda Carpenter, M.S. Coordinator of Career Development Services & Hank Lacayo Institute Workforce Fellows Program One University Drive, Bell Tower 1527 (805) 437-3565 (office) amanda.carpentercsuci.edu Patty Dang, M.S Career Counselor One University Drive, Bell Tower 2724 (805) 437- 3544 (office) patty.dangcsuci.edu

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