INTERVIEWING FOR EMPLOYMENT AND
FOLLOWING UP
Prepared by: vasanth sunder
MSE 608B
OUTLINE
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APPLICATION LETTER AND TYPES
•
AIDA APPROACH
•
INTERVIEWING PROCESS AND TYPES
•
PRE-EMPLOYMENT TESTS
•
HOW TO MAKE INTERVIEW SUCCESSFUL?
•
SUCCESSFUL EMPLOYMENT INTERVIEW
•
FOLLOW-UP AFTER THE INTERVIEW
•
CONCLUSION
APPLICATION LETTER
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For most job application , you will be required to submit a cover letter, as well as
resume. This is your probability to really impress potential employees. Various actions to
be noted while preparing it are as follows:

Shorter is better

Be focused – be clear

Highlight your expertise

Don’t waffle
TYPES OF APPLICATION LETTERS

Solicited application letter is written in response to a specific job description –
something posted or job openings announced by a firm. Using key bullets to reflect skills
and experiences that matches those listed job description. That makes it easier to read.

Unsolicited application letter is written to an firm that has not announced an
opening, it is a trial to attain a singular attention. In this you need to reveal your
academic status, position you are looking for, beyond that you need a job!

Both solicited and unsolicited letters address your eligibility, experience and skills
similarly. But in solicited letter, you need not get any attention as you are invited to
apply. In unsolicited letter, you need to take reader’s attention and interest. Better use the
AIDA approach
AIDA APPROACH
Gaining the advertiser’s attention is crucial. As
your application is one among hundreds. It must
make a positive approach
Now that you’ve caught the reviewer’s attention,
your next task is to secure their interest
AIDA APPROACH
The goal here is to stimulate the readers desire
to read more about you
Final step in AIDA is to encourage your
targeted employer to invite in for an interview,
is the action
INTERVIEWING PROCESS

A job interview is a type of employment test that involves a conversation between a job
applicant and representative of the employing organization. Generally job interviews are
under sequence operation.

Screening stage: Suitability screening identifies applicants who posses the
necessary skills, abilities, and qualifications to perform specific job. Conversely, the
screening process is designed to disqualify ineligible applicants.

Selection stage: The process of interviewing candidates for a specific job and
selecting an individual for employment based on certain criteria. Employee selection
can range from a very simple process to very complicated process depending on the
firm hiring and the position.
TYPES OF INTERVIEWS
Face-to-face interview: The most traditional are face-to-face
conversation. Here, goal is to establish rapport with interviewer
and show them that your qualifications will benefit their
organization. Though it is a indigent process companies use it o
build uniformity
Open-ended interview: This kind of interview are
typically used when the same questions are asked of all
interviewees. The applicants can answer the questions
however they choose to respond. It is used to testing the
professional judgment of the applicant
TYPES OF INTERVIEWS
Case/situational interview: In this interview, applicants may
be asked to demonstrate their problem solving skills. The
interviewer will outline a case and ask you to formulate a plan
that deals with the problem
Group interview: A group interview is to see how applicants
interact with others and how they use your knowledge and
reasoning to influence others
TYPES OF INTERVIEWS
Stress interview: It is a deliberate attempt by interviewer to see
how applicants handle themselves under pressure. The interviewer
may be sarcastic or argumentative. Do not take it personally.
Calmly answer each question
Telephone/virtual interview: Organizations will conduct
telephone or virtual interview to narrow a field of candidates. It is
important as you would a face-to-face connection. Clear a work
surface to avoid distractions
WHAT EXECUTIVES SEARCH FOR IN AN INTERVIEW

In a interview employer try to grab intense information from the applicant to find
whether he/she is capable of meeting the organization requirements or not.

Interviewer look for the applicants sincerity , curiosity , eagerness to learn and selfconfidence.

Background of the applicant indicates his/her suitability to the post.

Interviewer expect the candidates to be diverse from each other to gain attention.

Candidates who aim for a more structured environment are the most needed by the
employer.
PRE-EMPLOYMENT TESTS
Integrity test: This test assess job applicants’ likelihood to engage in counterproductive
behaviors on the job. Employers tend to assume that past behaviors predict future ones.
Intelligence test: It is also known as cognitive ability test which are part of most preemployment assessments because intelligence is the best single predictor of job intelligence.
Personality test: These tests are very popular. It is designed only to assess an applicants’
honesty, preferences, and habits and do not include any negative factors like psychological
test.
Medical test: To ensure a healthy and safe environment the company will organize this
test. Drug test are allowed if all applicants are subject to them at the same stage of
application process. Employers give the employment offers conditional upon the completion
of medical exam.
HOW TO MAKE INTERVIEW SUCCESSFUL?
Research: Acquiring information about the firm you want to work by viewing their
website, requesting printed materials from the employer, using library or career center
resources and by personal contacts in organization if any. Researching a company and the
position makes you stand out in an interview. This shows the interest on job.
Think about questions: Preparing for interviewer's questions is an apropos action to lead
the interview a successful way. Train yourself to compete hypothetical questions from
interviewer. Make relevant answers counting responsibilities and expectations of the
organization. Also prepare a list of questions for interviewer to show you are truly interested
in job.
Maintain your confidence: Keep a track of your strengths, not on your weaknesses and
focus on the organization flourish. By building confidence , you’ll make a flawless
impression and the interview process even better. So be strong to stand away from others.
HOW TO MAKE INTERVIEW SUCCESSFUL?
Practice for better performance: Prepare a succinct, clear answer to each of the
questions in the interview. Building confidence is crucial to enhance the interview, which
can be by timely practices. Facing mock interviews is better to whet your style.
Dress for success: In an interview, first impression do matter. The best way to ensure a
good impression is to dress smart. What you are wearing tells employers a lot about how
serious you are about getting the job. Being conservative and professional is a option to go.
Be organized: Carry a portfolio containing samples of your work, resumes, performance
reviews, information learned about company, list of questions for employer, and any
correspondence you have regarding the position. Arriving the interview ahead of time would
be better to avoid issues.
SUCCESSFUL EMPLOYMENT INTERVIEW
The warm-up: This is the first and important section in an interview, though it may be of
small time it gives the interviewer a first impression.

The interviewer starts to evaluate the applicant before he/she even start. It is good to
arrive early to show your punctuality.

Applicant will also be expected to shake hands upon introduction. Don’t be afraid to
extend your hands first as this shows assertiveness.

Don’t under estimate power of physical appearance and non-verbal behavior. Dress
professionally, sit and walk with good posture and don’t fidget.

Finally, be sure to smile and relax!
SUCCESSFUL EMPLOYMENT INTERVIEW
The question-and-answer stage: At this stage in interview the focus turns toward the
interviewer asking specific questions about your background, experiences, skills, goals, etc.
Dealing with questions: It will be important for applicant to demonstrate how his/her
experience and abilities match the position and the challenges it poses.

It is critical that you state accomplishments from your past which support your
candidacy.

Don’t make yes or no answers.

Employer may ask a hypothetical question only to know your response.
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Attune your explanations to underline your qualities.
SUCCESSFUL EMPLOYMENT INTERVIEW
Listening to the interviewer: Concentrate on interviewers talk or questions for felicitous
response.
 Interviewer’s gestures, expressions and posture will give you the exact content of the
conversation.
 Scrutiny the interviewers verbal and nonverbal information to gain advantage over this
section.
 Don’t ever interrupt the interviewer in his part .
Fielding discriminatory questions: This case is not seen generally as well-trained
interviewers are aware of it .
 Even though you face a discriminatory kind of question, think how to respond actively
without taking it personally and never surrender.
SUCCESSFUL EMPLOYMENT INTERVIEW
The close: Ending the interview is also important to win a job. When you see signs of
concluding the interview by the interviewer, then its applicants turn to evaluate his/her
performance. Applicant must correct any fallacy the interviewer might have.
Concluding gracefully: Applicant must conclude the interview with courtesy and
enthusiasm.
 Applicant can even know interviewer’s decision by soothing approach, if he don’t get
any offer yet.
 Be sure to thank the interviewer for the opportunity and express an interest in the
organization.
Discussing salary: Applicant must not raise this until the interviewer discusses about it.
 Negotiating benefits may hike the employment package of the applicant.
 Research salary ranges of that job in prior to negotiate.
FOLLOW-UP AFTER THE INTERVIEW

Thank-you messages: Write a brief thank-you letter acknowledging interviewer’s
time and courtesy. Restate the job you are applying for and express your enthusiasm in
getting it. Gently ask for the decision, this must be done two days after the interview.

Messages of inquiry: If you don’t get any conformation till date they mentioned,
write a brief message with direct approach for necessary details. This kind of messages
are sent to the company, if you receive an offer letter but you are waiting for some other
company’s response.

Requests for a time extension: If you have any pending interviews to go then
request an extension time to decide, but in a friendly note that you have interest in the
company and you would make a quick decision.
FOLLOW-UP AFTER THE INTERVIEW
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Letter of acceptance: Send this message after you receive an offer letter . State clearly
that you are happy with the salary package and ready for the job . Know that a letter of
acceptance is treated as a acceptance for contract.

Letter declining a job offer: Open this message with a warm and appreciative note,
then state the reason why you are refusing the offer. End on a sincere, positive note.

Letter of resignation: This comes into play when you are currently employed, and
you found a better job opportunity, you shall write a resignation letter. By doing this you
can maintain a friendly depart with the current employer.
SUMMARY



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
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Application letter plays an absolute role in choosing a applicant for an interview.
Applicant undergoes three main phases in an interview as; screening, selection and final
stage.
Interview process are of various kinds, the applicant may be asked to perform any way at
any time by the employee.
Employers look for a candidate who fits the organization completely. His/her
qualifications must flourish the firm.
Job interview has three main components warm-up stage, question-and-answer stage,
close-up stage on which the applicants must be confident about.
Follow-up after the interview is also an intelligent step to make sure of applicants
presence.