interviewing for federal jobs. agenda purpose of federal job interviews interview formats ...
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Interviewing for Federal Jobs
Agenda
Purpose of Federal job interviews
Interview formats
Delivery methods
Question types
Interview preparation
Other Considerations
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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
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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
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Interviews are well-suited for assessing general competencies such as:• Teamwork
• Oral Communication
• Interpersonal Skills
• Problem Solving
• Conflict Management
• Influencing/Negotiating
Interview Coverage
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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
Interview Coverage (Cont’d)
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In-person Telephone Video
Interview Delivery Methods
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Interview Delivery Methods (Cont’d)
Panel One-on-one
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Question Types
Behavioral • 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?”
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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?”
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Question Type: Behavior-based
Behavior-based questions draw on applicant’s experiences• Objective
• Measurable
• Repeatable
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Answering Behavior-based Questions
Use the STAR Model to provide three important pieces of information
1. Situation or Task: Provide the context
2. Action: Describe exactly what you did
3. Result: Be specific about the outcome
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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?
Behavior-based Question (Sample)
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Competency: Customer Service
Tell me about a challenging customer service experience.
•Who was involved? • What specific actions did you take?• What was the result?
Behavior-based Question (Sample)
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Behavior-based Response (Sample)
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1. Situation or Task: I was assigned the task of filing the nearly 1000 credit reports that had been piling up for weeks
2. Action: I spent two days organizing the reports in both chronological and credit report number order. Then, I filed the reports.
3. 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.
Behavior-based Response (Sample)
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1. 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.
2. Action: I volunteered to complete several of their research assignments.
3. 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.
1. 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.
2. 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.
3. 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.
Behavior-based Response (Sample)
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Behavior-based Responses: Summary
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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)
What is Not a Behavior-based Response
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Avoid the following types of responses:• Opinions
• Theoretical
• Vague
Question Type: Situation-based
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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
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?
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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
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Scheduling the Interview with the Hiring Organization (Cont’d)
If you need an accommodation, notify the person who contacts you
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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.)
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Interview Preparation
Before the interview
Day of the interview
During the interview
After the interview
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Before the Interview: Prepare
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Review résumé Think about accomplishments
Before the Interview: Prepare (Cont’d)
Discuss Rehearse
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Day of the Interview
Dress appropriately Act professionally Be yourself Arrive early Bring several copies of your résumé
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During the Interview
Listen carefully Be enthusiastic Be honest
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During the Interview (Cont’d)
Don’t talk too much…or too little Be aware of your non-verbal
communication
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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?
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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
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Summary Tips (Cont’d)
• Listen carefully to each question
• Think about your response
• Keep responses to questions job-related
• Be clear and concise
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Other Considerations
Prepare concise responses for “tell me about yourself” question
Have your list of references ready
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After the Interview
After you leave, write notes on the interview
Send a “thank you” note Stay positive
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Questions
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