Job Interview Preparation for Communications Students

The motivated job candidate who chooses to seek out information that will help him or her in the interview process is likely the job candidate who already recognizes the significance of his or her performance in this area. A candidate who needs persuasion to care about his or her performance might be a candidate who lacks the motivation needed to succeed. In either case, solid information about the interview process can set the stage for the experience a new job candidate can expect. One cannot teach motivation, and graduating communications students who still need persuasion to see the big picture will likely need to learn that lesson on their own. This article is geared toward providing first-time job seekers with the preparatory tools they need to put their best feet forward with prospective employers.

The typical job interview involves a one-on-one, question-and-answer discussion between a candidate and a company hiring official. However, this format is not universal, and some companies develop their own unique strategies to determine a candidate's potential. Therefore, a candidate should anticipate the unexpected. As Beebe, Beebe, and Ivy (2009) discuss, the defining principles of communication come into play in all communication settings, no matter how many individuals might be involved. Depending on the particular company, an initial job interview might involve the traditional, one-on-one meeting. In other cases, a candidate might face two or more company representatives from different departments. These representatives might each ask questions of the candidate, or a central figure might conduct the interview while one or more others observe and take notes. In yet other cases, a candidate might appear before a formal panel composed of high-ranking company officials who take turns questioning the job seeker on different levels of competency, behavior, and values. In addition, some companies confront job candidates with on-the-spot tests of skill or knowledge. For instance, a company that seeks a graphic designer might ask a candidate to sit down at a computer and create an image within a specified period during the interview time slot. In addition, some companies gauge a candidate's behavior and interactions with employees who are not involved in the hiring process. A common example involves a hiring manager who follows up with a front-desk receptionist to ask about a candidate's demeanor upon arriving, introducing him- or herself, and waiting for an interview to commence. In many organizations, a candidate is already judged on several accounts before he or she sits down with an official interviewer.

When preparing for a job interview, a candidate can apply uncertainty reduction strategies in order to familiarize him- or herself with the corporate culture of a prospective employer. As Beebe, et al (2009) note, individuals tend to be more comfortable with new encounters when they know what they are getting into. In many cases, job candidates must only turn to the Internet to gain much of the information they need to develop an understanding of a company's structure, goals, and values. Almost every company maintains a website, and many companies include a team mission statement that outlines the company's purpose. Most companies also describe their team's values in terms of customer service, commitment to quality, attention to detail, and other factors. For instance, Radisson hotels operate under a widely publicized, corporate "Yes I Can!" brand of service, which defines staff members' approach to guest relations. If an individual is to interview for a position with a Radisson hotel, he or she might first research the corporate website and read about the brand of service. He or she can then enter the interview knowing that he or she will be expected to answer questions in a manner that places guests' every desire as the top priority. Many organizations also maintain pages on their websites that are specifically targeted toward job seekers who are interested in career information. Such pages often detail characteristics of a successful company employee and describe the skills and traits that are expected of workers.

Under some circumstances, a job candidate might not physically appear before an interviewer. For instance, some large corporations initially screen candidates through the use of phone interviews. Phone interviews, as well as video interviews, are also sometimes used to reduce travel expenses when candidates are located far from company headquarters. When a candidate does not undergo a face-to-face evaluation, the interview process can be either easier or harder, depending on his or her communication skills. According to Beebe, et al (2009), an individual's self-awareness and perception of nonverbal communication play a large role in understanding, adapting to, and reacting to interaction with others. For instance, an individual who engages in a phone interview does not need to worry about his or her physical appearance, but he or she must be mindful of his or her tone of voice, enunciation, and other aspects of his or her verbal delivery. For a video interview, a candidate does not experience the pressure of being in the same room as the interviewer, but he or she must carefully relegate his or her facial expressions, gestures, and responses. In addition, as a prerequisite to job interviews, some companies require candidates to complete knowledge assessments or personality profiles. While such evaluation tools are designed to elicit a candidate's true, potential fit with a company, a candidate might keep factors of company culture in mind as a guide for how to respond.

Even in a face-to-face interview, as much as 93% of an individual's meaning is conveyed through nonverbal communication (Beebe, et al, 2009). Without speaking at all, an individual expresses his or her feelings about a situation. Eye contact, facial expressions, body posture, hand gestures, and vocal cues all add depth and nuance to the actual spoken word. Consider an individual who states, "I am really excited about this opportunity." If the individual leans forward, looks the interviewer in the eye, and provides an animated smile with these words, he or she will likely convey genuine interest and anticipation. If the individual says the same words but slouches in his or her chair, mumbles the message, shrugs, and looks off into a corner, he or she will indicate detachment and a lack of sincerity. Candidates can consciously gear their nonverbal communication to express professionalism and engagement.

Regardless of the interview format, a candidate must implement studious listening skills to ensure he or she understands and responds appropriately to every question. In many cases, interview questions are designed to draw out intimations of a candidate's potential behavior or performance in an array of possible workplace scenarios. By taking an active approach to listening, a candidate can pick up on verbal and nonverbal cues that can help him or her to formulate a complete, satisfactory response. In addition, a candidate's word choices, pronunciation, and oral inflections can shape his or her image as either professionally polished or carelessly casual. Particularly in a communications-oriented position, proper speaking skills are essential for an individual to appropriately represent his or her competency and credibility. Slang and sloppy language have no place in a job interview. Consider a candidate who is asked about his or her writing skills. The candidate will not gain favor by saying, "Yeah, I can write good." The candidate will better represent his or her abilities by saying, "Yes, I have proven, excellent writing skills, as evidenced by my high scores in my university-level Communications courses." In interviews, hiring officials expect candidates to demonstrate the job skills they can bring to a position. Therefore, candidates for communications-related positions must illustrate their mastery and real-world usage of language.

In addition, a candidate who interviews for a communications-related position based outside of his or her native country must demonstrate cultural awareness and an understanding of diversity in relation to the particular company's location. Prior to such an interview, a candidate should conduct research regarding a culture's accepted customs and practices. Such information is readily available online; several extensive, credible resources exist specifically to address cultural differences in terms of business relations. According to Beebe, et al (2009), factors such as differing values, gender roles, emphasis on context, and assumptions can all shape communication between cultures. A general understanding of and adaptation to such differences can prepare a candidate to behave and communicate in accordance with another culture's accepted norms. For instance, a candidate might do well to familiarize with a culture's etiquette regarding introductions, including appropriate forms of verbal greetings and attitudes toward handshaking. A candidate should also be aware of potential language barriers in other countries. A candidate should anticipate the possibility of being interviewed by an individual who might have limited English skills or even require a translator to conduct the interview. By researching and becoming sensitive to particular cultural differences, a candidate not only undertakes proper preparations to avoid uncomfortable or embarrassing situations but also demonstrates to the hiring official an understanding and acceptance of the country's way of doing business.

Finally, a candidate should recognize the increasing use of technology by hiring officials to learn about prospective employees. In some respects, an individual's background check might occur through online platforms such as Facebook or MySpace. More and more companies consider applicants' online personae as deciding factors in the hiring process. If a candidate posts photos of a wild drinking binge on a personal profile that is publicly visible, a hiring official might question how the individual will represent the company. In contrast, if a candidate posts thoughtful, well-written blog posts focused on his or her career interests and education, he or she might convey serious professionalism in the eyes of a hiring official. While candidates can now use the Internet to search for compatible jobs around the world, an employer can use the Internet to determine whom a candidate really is, outside of the interview setting. In today's work environments, all aspects of a candidate's behavior can impact a job search.

References

Beebe, Steven A., Susan J. Beebe, and Diana K. Ivy. Communication: Principles for a Lifetime, Volume One: Principles of Communication. Allyn and Bacon, 2009. 1-214.