Preparing for Interviews
Interviewing truly is a skill—one that can be developed and refined over time. While it may seem like a simple conversation, interviewing involves a combination of preparation, communication, self-awareness, and adaptability, which together form a compelling narrative for potential employers.
1. Know the Employer
- Research the organization: Visit their website and social media, explore their mission, values, and recent news.
- Understand the role: Review the job, internship, or volunteer position description carefully. Be ready to explain how your skills and experiences match what they’re looking for.
- Learn about the industry: Being familiar with current trends helps you stand out as someone genuinely interested.
2. Know Yourself
- Review your resume or CV: Be ready to discuss everything on it — your roles, projects, and what you learned.
- Identify your strengths: Think of examples that relate to the career readiness competencies: Career & Self-Development, Communication, Critical Thinking, Equity & Inclusion, Leadership, Professionalism, Teamwork, and Technology.
- Reflect on your goals: Be prepared to explain why you’re interested in this position and how it connects to your future plans.
3. Practice Common Interview Questions
We encourage you to use the STAR Method (Situation, Task, Action, Result) to structure your answers clearly and confidently. The STAR method is a structured way to answer behavioral interview questions ("Tell me about a time when you...") by organizing your response into four parts.
When choosing an interview story to share, pick one that:
- Shows your impact: Choose an example where your actions made a difference, even in a small way.
- Feels authentic: Pick something you genuinely care about or learned from. Passion and reflection stand out.
- Does not have to be from work: Class projects, campus involvement, internships, or volunteer work all count if they show transferable skills.
- Keep it positive: Even if the situation was challenging, end on a note of what you achieved or learned.
4. Prepare Questions for the Interviewer
Asking an interviewer questions is important because it shows that you’re engaged, prepared, and genuinely interested in the role. It turns the interview into a two-way conversation, helping you assess whether the job and company are a good fit for you. Thoughtful questions also demonstrate critical thinking and enthusiasm, leaving a strong final impression.
- What does a typical day or week look like in this position?
- What qualities help someone succeed in this role?
- Can you tell me more about the culture of the team or department I would be working with?
- What opportunities are there for professional development and growth?
5. Plan the Details
- Dress appropriately: Choose professional attire that fits the company culture.
- Test your technology: For virtual interviews, check your camera, microphone, and internet connection.
- Arrive early: For in-person interviews, plan to arrive 10–15 minutes ahead of time.
6. After the Interview
- Send a thank-you email or LinkedIn Message: Within 24 hours, thank the interviewer for their time and restate your interest in the position.
- Reflect: Think about what went well and what you could improve for next time.
7. Practice with Us!
Schedule an appointment with our career team offers mock interviews and feedback to help you sharpen your skills.
Behavioral interviews aim to understand how a candidate has handled various situations in the past, which can indicate how they may respond in future work scenarios. These interviews focus on soft skills like teamwork, communication, leadership, problem-solving, and adaptability.
- Example Questions: “Describe a time when you had to resolve a conflict,” or “Tell me about a time you led a project under tight deadlines.”
- Evaluation Criteria: Candidates are evaluated on their ability to articulate past experiences, the actions they took, and the outcomes. Employers often use the STAR method (Situation, Task, Action, Result) to assess structured responses.
- Purpose: Behavioral interviews help predict future performance by examining past behaviors, especially in interpersonal and stressful situations.
Scenario-based interviews (sometimes called situational interviews) present hypothetical situations to gauge how candidates would react or make decisions. These interviews are useful for understanding how candidates approach problems and make decisions under pressure.
- Example Questions: “How would you handle a client who is unhappy with a deliverable?” or “What would you do if you found an error in a project after it was submitted?”
- Evaluation Criteria: Interviewers look at a candidate’s analytical thinking, problem-solving skills, creativity, and ethical judgment. They want to see if candidates can think quickly, make sound decisions, and demonstrate good judgment.
- Purpose: Scenario-based interviews help assess a candidate’s potential future actions and thought processes, revealing how they may handle challenges they haven’t necessarily encountered before.
Technical interviews test a candidate’s specific knowledge, skills, and abilities related to the role’s technical requirements. These are common in fields like engineering, data science, and software development.
- Example Questions: “How would you optimize a given algorithm?” or “Write code to solve a particular problem.”
- Evaluation Criteria: Interviewers assess problem-solving abilities, coding skills, technical knowledge, and the ability to communicate solutions clearly. In coding interviews, they also look at a candidate’s approach to debugging, handling edge cases, and optimizing solutions.
- Purpose: Technical interviews ensure that a candidate has the practical skills necessary to perform the core functions of the job, along with an understanding of industry standards and best practices.
Get to Know You & the Company
- Tell me about yourself.
- Why are you interested in this position?
- Why do you want to work for this company/organization?
- What are your career goals?
- What do you know about our company?
Skills & Experience
- What are your greatest strengths?
- What is your biggest weakness?
- Tell me about a time you worked on a team.
- Describe a time when you had to solve a problem.
- Give an example of a time you took the initiative
Situational & Behavioral
- Tell me about a time you had a conflict with a classmate or coworker.
- Describe a challenge you faced and how you handled it.
- How do you handle pressure or tight deadlines?
- Tell me about a time you failed. What did you learn?
- Give an example of how you manage your time.
Communication & Leadership
- Have you ever led a project or group? What was the outcome?
- How do you handle feedback or criticism?
- Describe a time you had to persuade someone.