If you have received an interview, a hiring manager believes
that you have the skills to do the job. Interviewing is about
convincing the employer that you possess not only the
skills, but also the motivation and personality to be an asset
to their organization.
 First Round: This is your first interview with the
employer. A recruiter will often conduct the interview
over the phone or by videoconference. Depending upon
the size of the organization, landing a first round
interview means you are likely in a pool of 5-30
candidates.
 Second Round: You made it through the first round
interview screening process. The employer will usually
invite you to the site of the organization for a second
round interview, or an in-person interview will be held
at an alternate location. This interview is your chance to
convince the interviewer that you are not only a great
candidate, but the best candidate for the position. You
are now probably in a pool of the top 2-10 candidates.
 Informational: An informational interview is an
informal conversation with a professional working in an
area that interests you. These interviews help you gain a
better understanding of an occupation or industry and
provide an opportunity to expand your network of
contacts. Informational conversations have been known
to lead to first round interviews.
 Phone: Phone screening is often the first stage of the
interview process. This allows organizations to screen
candidates from across the state, country, or the globe.
 Choose a quiet place to receive the call, and make
sure that your voicemail message is appropriately
professional.
 A phone interview is like an open book test. In
addition to your resume, pen, and paper to jot
down notes, you can have additional tools at your
fingertips: company research, notes on points you’d
like to express, answers to common interview
questions, and questions you will ask.
 Although you will have these tools at your disposal,
it’s important to prepare for a phone interview in
the same way you would a face-to-face interview.
 Talk only when necessary. Since you lack the visual
cues of body language to determine if you have said
enough, mark the end of your response with a
question such as, “Would you like more details
about my experience as an intern with XYZ
Company?”
 Videoconference: Interviews via Skype or other webbased programs are becoming more common, especially
for first-round interviews.
 Videoconference interviews offer some of the
benefits of phone interviews (you can have notes
where they can’t be seen by the camera) while also
allowing you to pick up the visual cues of a face-toface interview.
 Be sure to keep your eyes on the camera, not at the
notes you bring to the interview.
 On-site/In-person: On-site interviews offer a chance
for you to visit the organization to interview with the
hiring manager. You may be provided with a schedule for
your interview in advance. They can last anywhere from a
half hour to a daylong interviewing “marathon.” In other
cases, you may be interviewed in-person off-site, either
on campus or at another location.
 Group: Group interviews are typically first round, onsite interviews during which you will be in a room with
many of the job candidates at once. If you are going into
a group interview situation, it’s likely that you will be told
about the process in advance.
 Behavioral Interview: Most interviews emphasize
behavioral interview questions. This means that the
questions you will be asked will prompt you to describe
specific experiences that you’ve had rather than
hypothetical situations. The interviewer wants to
ascertain how you have behaved in various situations in
the past, which indicates how you will perform on the job
in the future.
 Case Interview: If you are interviewing with a consulting
firm, you should be prepared for a case interview. For
more information on preparing for this particular type
of interview, download the Vault Guide to the Case
Interview, (Vault Guides are free for Bowdoin students.)
of your actions. Refer to Appendix I for more
 Organizational Research: Before the interview, learn as
much as you can about the organization. Research any
public information available – Annual Reports, press
releases, news stories, etc.
 Additional Research: Research the interviewer, job, and
field. Understand the position competencies.
 Networking: Review the Bowdoin Career Advisory
Network or LinkedIn to find any alumni who work or have
worked for the organization. Contact them to let them
know you entering the interview process. They can
frequently provide you with additional information and
tips to help you prepare. See the Using the Bowdoin
Career Advisory Network and Networking essential guides
for further information.
 Logistics: You must be prepared for all interview logistics
involved.
 Know the type of interview format to expect.
 For on-site interviews, confirm all details with the
recruiter – date/time of interview, lodging
arrangements, transportation, and directions to the
interview site. Have the recruiter’s phone number
with you in case you are delayed. Save your receipts if
the organization is reimbursing you.
 Dress: Dressing professionally is important for all
interview types: from phone interviews, to
videoconference interviews, to on-site/in-person
interviews
 Refer to The Look of Success essential guide for
information on professional attire.
 For phone interviews, even though the interviewer
can’t see what you’ve chosen to wear, it often helps to
dress professionally to get in the right frame of mind.
 For videoconference interviews, even though the
employer will only be able to see you from the waist
up, you might need to walk into the room where the
interviewer is already on camera, so dress
appropriately waist down as well.
 Elevator Pitch: Develop a 30-second commercial, also
known as an “elevator pitch,” for yourself. You should be
able to quickly summarize why you are the best candidate –
including your skills, your enthusiasm, and your “fit” with
the organization.
 Common Questions: Rehearse your answers to commonly
asked interview questions. Refer to Appendix I for more
information.
 Behavioral Questions: Behavioral questions assess how
you handle specific situations that involve leadership,
interpersonal, and problem solving skills. Prepare several
short vignettes that illustrate your strengths by briefly
stating a particular situation, what you did, and the results
information.
 Job-Specific Questions: Based on your research, prepare
responses that give clear, quantified examples of the ways
in which you’ve developed the skills and experiences that
the employer is seeking. Be prepared to demonstrate your
interest in and knowledge of the position, organization,
and field. Refer to Appendix I for more information.
 Practice Interview: Always practice verbally articulating
your responses to potential interview questions in advance.
You can practice over the phone, via Skype, or in person
with a Bowdoin Career Planning advisor or Mock
Interviewer. Schedule an appointment today by calling
725-3717 or emailing [email protected].
 Questions to Ask: You should prepare 5-10 insightful
questions that demonstrate your preparation for and
interest in the position, organization, and/or field to ask
during the interview. Refer to Appendix II for more
information.
 Closing the Interview: Ask what the next steps are. Express
gratitude. Reiterate your interest in the opportunity
through your closing remarks.
 Interviewer’s Questions: The interviewer will ask you
questions to assess your skills and abilities as a candidate.
Support each of your statements with specific examples,
drawing upon answers you’ve prepared when appropriate.
Stay focused on each question and maintain engaged
posture.
 Remain positive and relaxed. Emphasize your
accomplishments. You may not have all of the
answers, but you can convince the interviewer that
you’re willing to learn.
 Interviewee’s Questions: During the interview, usually
towards the end, you will be given a chance to ask questions
of the interviewer. Ask 2-3 of the questions you prepared.
It is also acceptable to ask questions throughout the
interview as they arise.
 Closing Remarks: Reiterate your interest and
qualifications. Thank the interviewer for his or her time.
 Thank You Note: Always write a thank you letter or email
within 48 hours of the interview. This is another
opportunity to summarize your skills and express your
enthusiasm for the position. Review the How to Write a
Thank You Note essential guide for advice.
 Following Up: A follow-up phone call or email is
appropriate if you haven’t heard from the recruiter within
a reasonable amount of time. If the recruiter tells you that
you are not the right candidate for the position, use this
opportunity to request feedback on what (if anything) you
can improve upon in future interviews.
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Tell me about yourself.
 Create a narrative that highlights something about you that is unique and relevant to the position. Weave in
personal strengths with experiences and interests. Be memorable!
 What motivates you?
What is your greatest strength? What would your colleagues and friends consider your best qualities?
What is your biggest weakness? What would someone who does not like you say about you?
 Answer honestly, and address how you compensate.
 Do not highlight a weakness that is an essential aspect of the position.
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From past experiences (internships, jobs), what tasks/responsibilities did you enjoy the most? Least?
Who is your favorite professor and why? What was your least favorite course and why?
Do you work best under pressure or with time to plan?
What are the hardest decisions for you to make?
What do I not know about you from looking at your resume?
What achievement are you most proud of?
Where do you see yourself in 5 years? 10 years?
How has your education prepared you for this job? Why should I hire someone with a liberal arts background over
someone with a research university education?
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Tell us about a time when…
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 You took a risk and it paid off?
 You went the extra mile and beat all expectations?
 You experienced a difficulty and overcame it?
 You handled high stress and pressure?
 You identified a problem and came up with a solution?
 You assumed leadership for something?
 Your plans didn’t go as expected?
 You made a mistake?
 You challenged yourself and others?
 You disagreed with someone on a team?
 You worked in a diverse environment?
Answer questions by using the SCAR (or STAR) method: Situation, Challenge (Task), Action (you took), Result
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Why this position/organization?
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 Do your research and be specific.
What will you bring to this position?
 Identify experience and skills you have gained that fits the position, solves their problem(s), or addresses their
need(s). Connect the dots for them, and use specifics to substantiate your assertions.
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What challenges do you seek?
What interests you about this field? About our products/research/programs?
Why should we hire you?
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Connect answers back to your experience (resume) and to the position.
Be prepared, authentic, and positive.
Show enthusiasm, confidence, and honesty.
Listen actively and respond thoughtfully.
Make eye contact and smile.
About the Position and Department
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With whom will I be working most closely?
What type of training will I receive for this position?
How do the department’s goals fit into the overall mission of the organization?
What are some of the current projects that the department is undertaking?
About the Organization
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What changes/new initiatives are happening at your organization?
How are decisions made? Is there collaboration within and/or across departments?
What is the overall corporate/organizational structure and culture?
What opportunities are there for professional growth and development?
About the Hiring Process
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What are the next steps in the hiring process?
When might I expect to hear from you?