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Careers - Interviewing for Information

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CAREERS - Interviewing for Information

Career decision making is a process requiring time, thought, and a great deal of information. Part of the information you seek will be easily accessible in the form of books, annual reports, and literature from potential employers. These sources, however, are not sufficient. In order to fully explore employment options you need to talk to people in the field who can give you an in-depth picture of a particular job or organization. They can best provide insights on a typical workday, information about what skills are most needed, ideas on other career options and "inside information" about the organization. The process of gathering this information is called "information interviewing".

Students tend to shy away from this valuable information source because they do not know how to proceed or they don't know what questions to ask. When students think of utilizing their contacts, it is usually in terms of inquiring about job vacancies, rather than seeking background information about an employer or occupational field. Information interviewing can be the start of your own network: you will be in the "loop" and will possess the knowledge and confidence to take the next step on your own.

START WITH WHO YOU KNOW
The first step in the process is to make a list of everyone you know. The purpose of this list is to identify, within your immediate circle of acquaintances a readily available pool of people you feel comfortable approaching. The list should include all friends, parents of friends, friends of parents, faculty, relatives, neighbors, co-workers, etc. You can easily generate a list of a hundred names if you spend 10 minutes on it. Next, survey your list. Who among this group is in an occupational field or works for an organization that interests you. Remember it can be that student who sits next to you in Bus. Ad 402 who works for Chase Manhattan Bank as a part-time teller, your neighbor who works for Monroe County, or someone in your church. You'll be amazed at the diversity of occupational backgrounds and experiences of your acquaintances. If you wish to extend the concept further, each individual on your list, even if they themselves are not an information source, may know someone who can be of assistance.

Therefore, your immediate circle of acquaintances can serve as a direct source of information or an indirect source of help by suggesting someone they know who may provide the information you seek.

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CONDUCTING THE INFORMATION INTERVIEW - Prepare ahead of time
Information interviewing can be of the most value if you use the right approach and prepare an agenda ahead of time. Preparation will ensure that the concerns you have will be addressed, and the questions you have will be answered. Ask the person with whom you are speaking if they mind if you take notes, and then proceed to do so if they do not object. Also, if you are interviewing someone in their work setting, dress appropriately. Follow the same rules you would follow for a job interview. What follows are step-by-step guidelines for interviewing for information, as well as a list of questions you might consider asking during your interview. You should have in written form the questions for which you want answers.

1. INITIAL CONTACT

When you phone for an appointment, make it clear that you are seeking information and advice. People will be much more willing to talk with you if they know you are not asking for a job. You may of course, contact them at a future time for employment assistance if, after you have gathered all your information, this is the type of employment you wish to pursue. Initially, however, you are seeking information and advice.

2. IN-PERSON INTERVIEWS

Whenever possible, conduct your information interviews in person, not over the telephone. You will be more likely to make an impression in terms of your sincerity and motivation through a face-to-face interaction.

3. INTRODUCTIONS

Start the interview with introductions, expressing appreciation for the person's time.

4. LENGTH OF INTERVIEW

Agree on the amount of time to be spent together. If you have not already done this by phone, be sure to confirm this at the beginning of the interview, e.g. "I don't want to overstay my welcome, so would you like to suggest a time limit before we begin?" If, at the end of the agreed upon time limit, you still have more questions, say so, and ask the person how she or he would like to handle this. (15 more minutes? Another appointment? A follow-up call or letter?)

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5. DEVELOPING RAPPORT/ GATHERING RELEVANT INFORMATION

One way to develop rapport is to ask people to talk about themselves- what they do in their job, what they most like about it, what they would change, etc. This also gives you useful information at the same time. (See attached list of questions). Remember to have your questions in written form.

6. GETTING REFERRALS

Once you are nearing the conclusion of an information interview, you should always ask " Can you think of anyone else who can provide me with additional information about ______________ occupational field/ employers. May I say that you suggested I call?" In almost all cases, your interviewer will be able to refer you to others and will be pleased to do so. It is vital to pursue these leads, because one person will not be able to tell you everything, and you'll want to avoid being too heavily influenced by his/her biases. Remember to make it clear that you are seeking information, i.e. you are not going to "harass" his/her friends for a job.

7. ENDING THE INTERVIEW

Express appreciation again for the person's time. Always take the initiative to keep in contact with the person, especially with people not your close friends. For example: "You've been very helpful- I'd like to keep in touch with you to let you know how things are going and to see if you have any other suggestions for me."

8. FOLLOW UP THE INTERVIEW WITH A THANK YOU LETTER.

9. MAINTAIN RECORDS

Keep organized detailed records of everyone with whom you have met and the information they have provided.

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QUESTIONS FOR INFORMATIONAL INTERVIEWING

Know what your information needs are and what kinds of questions you want to ask ahead of time. It's easy to let the conversation get off the track and then you leave without knowing more than when you started. Listed below are sample questions for you to adapt to your own language. You are encouraged to think of others that are of specific concern to you. The questions are divided into two categories:

1. Occupational Field: Questions to generate more in-depth information on a particular field and also questions to generate information on closely related field to help you develop more options.

2. Employer: Questions on work setting, hiring procedures, etc.

 

OCCUPATIONAL FIELD


Preparation:

  • What is your job title?
  • What credentials, educational degrees, licenses, etc. are required for entry into this kind of work?
  • What kinds of prior experience are absolutely essential?
  • How long have you worked for this organization?
  • How did you prepare yourself for this work?

Present Job:

  • How long have you worked in this job? For this organization?
  • Describe how you occupy your time during a typical workweek?
  • What are your major responsibilities?
  • What are the toughest problems you must deal with?
  • What are the most frequently recurring problems?
  • Is your job better or worse that it was a few years ago?
  • What job in the organization would you prefer above your own?
  • What do you find most rewarding about the work itself, apart from external motivators, such as salary, fringe benefits, travel, etc.?
  • If you were to leave this kind of work, what would drive you away from it?

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Life Style:

  • What obligations does your work place upon you, outside of the ordinary workweek?
  • Do you enjoy these obligations?
  • How much flexibility do you have in terms of dress, hours of work, vacation schedule, place of residence, etc.?
  • Why do people choose this type of work over others?
  • What kinds of job-related values are sought in this type of work (security, high income, fringe benefits, and vacation time?)
  • Do people in your line of work change jobs frequently?
  • What are the most important forms of compensation in your work other than salary (e.g. bonuses, commissions, pensions, security, insurance, vacation time)?

Career Future/ Alternatives:

  • If things develop as you'd like, what sort of ideal career do you see for yourself?
  • How rapidly is your present career field growing?
  • How would you describe or estimate future prospects?
  • If the work you do was suddenly eliminated, what different kinds of work do you feel that you could do?
  • What types of employers hire people with your background?
  • What are some representative job titles?
  • Which related fields are expanding?

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Job Hunting:

  • How do people find out about these jobs? Are they advertised in the newspapers (which ones?), by word-of-mouth (who spreads the word?), by the Personnel Office?
  • How does one move from position to position? Do people normally move to another organization (company, division), or do they move up in the organization (company, division)?
  • If you were to hire someone to work with you today, which of the following factors would be most important in your hiring decision and why?
    a. Educational Credentials
    b. Past work experiences
    c. Personality, personal attributes
    d. Specific skills, talents
    e. Applicant's knowledge of your organization, your department, your job.
    f.  Other______________________

Advice to Me:

  • How well suited is my background for this type of work?
  • What educational preparation do you feel would be best?
  • What kinds of experiences, paid employment or otherwise, would you most strongly recommend?
  • If you were a recent college graduate and had it to do all over again, what would you do differently to prepare for this occupation?
  • Would your advice be any different for a young woman (or man)?

Referral to Others:

  • Based on our conversation today, can you suggest other people that may be able to provide additional information?
  • Can you name a few of these people who might be willing to see me? May I have permission to use your name when I call or contact them?

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EMPLOYER INFORMATION

  • How long have you work for this organization?
  • What is the size of the organization/ geographic location?
  • Who is your immediate supervisor? What is his/her title?
  • What is the organizational hierarchy?
  • Please explain to me what the organization does.
  • Is there a lot of overtime? In what ways are you compensated for this?
  • What is the housing market for young married couples in . . . ?
  • How much freedom/ responsibility is given to the new people?
  • Does the organization provide formal on-the-job training?
  • How often are performance reviews given? What criteria are used?
  • Is it possible to transfer from one division to another?
  • How much decision-making authority is given after one year?
  • Are there any new product lines being developed?
  • Is the organization expanding- how does it compare with its competitors?
  • How much input does the new person have on geographical location?
  • In promotions, are employees ever transferred between functional fields?
  • Is a car provided to travelling personnel?
  • What is the average age of top management?
  • What is the normal routine of a . . . .like?
  • How much independence is allowed in dress and appearance?
  • Is public transportation adequate?
  • What is the average time to get to. . .. level in the career path?
  • What is a typical range for entry level salary? What level of increase might be expected after one year?
  • Is there an educational assistance program?
  • What is the best time of year to find an opening available?
  • What is the best method for getting an employment interview with your organization (resume? Walk in? call?)
  • With whom should I speak?
  • How does an applicant know when jobs open up? Are they advertised? Posted?
  • What would you recommend to a student as the best way to get a position with your organization?
  • What kinds of personal attributes does the organization value?

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