Government Jobs / Federal Jobs / Civil
Service Jobs / Interview Guidance
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Their are two primary job interview types that you will encounter during
your government job searchthe informational interview and the
employment interview. The informational interview —initiated by the job
seeker— is a valuable networking tool used to explore job opportunities.
Employment interviews are initiated by prospective employers to assess
your ability and weigh your strengths and weaknesses against other
applicants. The person with acceptable qualifications and the ability to
impress the interview panel gets the job.
Even under the best of conditions, interviews are often intimidating,
and going to an interview without knowing the “rules” can be downright
frightening. Understanding the interview process will help you
throughout your career and just knowing what to expect will improve your
mental stability as well.
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Interview Menu
The first step is to call agencies in your area and ask to talk with a
supervisor who works in your specialty, i.e.; administration, technical,
computer operations, etc. If an immediate supervisor isn't willing to talk with
you in person, ask to talk with someone in the Human Resource department.
Briefly explain to this individual that you are investigating government careers
and ask if he/she would be willing to spend fifteen minutes talking with you in
person about viable federal career paths with their agency.
On a personal note, as a manage with the FAA, I personally granted numerous
informational interviews. I met perspective candidates at my office,
participated in career days at various schools and colleges, provided
facility tours, and answered their many questions about future job
opportunities. A number of those that I talked with ended up eventually
applying for and being accepted for government jobs. One of the
individuals was hired the same day and on the other extreme, one technician
was applied for and was accepted for a position five years after our initial
discussion. This individual only wanted to be hired at one facility and was
willing to wait for scarce openings to apply.
If you're uncertain whether or not your job skills are needed by an agency,
contact the personnel or Human Resources Department and review the qualification
standards for positions that interest you. Secretaries can often direct you to
individuals that can help. If an informational interview is granted take along a
signed copy of your employment application or federal resume and a cover letter
describing your desires and qualifications. The informational interview will
help you investigate available employment opportunities in many diverse
agencies. You will need to identify candidates to interview through the methods
mentioned above. You don't have to limit your informational interviews strictly
to supervisors. Any individual currently employed in a position you find
attractive can provide the necessary information. The outcome of these
interviews will help you make an objective career decision for specific
positions.
There is one key element you must stress when requesting an
informational interview:
- Place a time limit on the interview. When contacting
supervisors, request the interview by following the above guidelines but add
that you will only take 15 minutes of their time. Time is a critical
resource that most of us must use sparingly. When going for the interview
you should be prepared to ask specific questions that will get the
information you need. This should be brought to their attention immediately
after requesting an interview. Many supervisors and employees are willing to
talk about their job even when no vacancies exist. These interviews often
provide insight into secondary careers and upcoming openings that can be
more attractive than what you were originally pursuing.
A complete set of informational interview questions is included in
The Book of U.S. Government Jobs by Dennis V.
Damp covering the following areas:
- Experience and Background
- Credentials
- General Questions
- Referrals
If an interview is not granted ask permission to send a
federal style résumé for their prospective employee file. If a position
opens up they can notify you when the job will be advertised. Positions
created through these methods bring aboard highly desirable employee
prospects under future competitive announcements.
It is hard to imagine the diversity of jobs needed by most agencies.
Don’t exclude any agency in this process. Most agencies hire a broad
spectrum of skills and professions. When going for the interview, dress
appropriately for the position applied for. You can expect numerous rejections
while pursuing these methods. Don’t become discouraged. Good managers, in
industry, as well as the federal government, are always on the lookout for
qualified employees. If you present yourself in a professional manner,
demonstrate a good work ethics, and have the appropriate experience and
educational background, you will make a connection. Persistence pays off when
dealing with the government. Many promising candidates give up prematurely
before giving their efforts a chance to work. You must realize that it may take
some time for a desirable position to become available.
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There are several different types of interviews which you may encounter. The
most common is the structured
interview however in the federal sector you may encounter one
of the others depending on the occupation you are entering. Generally, you won't
know in advance which type you will be facing. Below are some descriptions of
the different types of interviews and what you can expect in each of them.
In The Book of U.S. Government Jobs
you will find valuable interview preparatory guidance including a detailed
personal presentation of "Tony's Story" that takes you through the process
and will help you be more at ease during this often stressful time. You will
also find preparatory questions with suggestions on how to address those
issues based on hundreds of interviews that I personally conducted as a
federal government manager.
Interview Types
Screening Interview. A preliminary interview either in person or by phone, in
which an agency or company representative determines whether you have the basic
qualifications to warrant a subsequent interview.
Structured Interview. In a structured
interview, the interviewer explores certain predetermined areas using questions
which have been written in advance. The interviewer has a written description of
the experience, skills and personality traits of an "ideal" candidate. Your
experience and skills are compared to specific job tasks. This type of interview
is very common and most traditional interviews are based on this format.
Unstructured Interview. Although the interviewer is given a written description
of the "ideal" candidate, in the unstructured interview the interviewer is not
given instructions on what specific areas to cover.
Multiple Interviews. Multiple interviews are commonly used with professional
jobs. This approach involves a series of interviews in which you meet
individually with various representatives of the organization. In the initial
interview, the representative usually attempts to get basic information on your
skills and abilities. In subsequent interviews, the focus is on how you would
perform the job in relation to the company's goals and objectives.
After the interviews are completed, the interviewers meet and pool their
information about your qualifications for the job. A variation on this approach
involves a series of interviews in which unsuitable candidates are screened out
at each succeeding level.
Stress Interview. The interviewer intentionally attempts to upset you to see how
you react under pressure. You may be asked questions that make you uncomfortable
or you may be interrupted when you are speaking. Although it is uncommon for an
entire interview to be con-ducted under stress conditions, it is common for the
interviewer to incorporate stress questions as a part of a traditional
interview. Examples of common stress questions are given later in this chapter.
Targeted Interview. Although similar to the structured interview, the areas
covered are much more limited. Key qualifications for success on the job are
identified and relevant questions are prepared in advance.
Situational Interview. Situations are set up which simulate common problems you
may encounter on the job. Your responses to these situations are measured
against pre-determined standards. This approach is often used as one part of a
traditional interview rather than as an entire interview format.
Group Interview. You may be interviewed by two or more agency or company
representatives simultaneously. Sometimes, one of the interviewers is designated
to ask "stress" questions to see how you respond under pressure. A variation on
this format is for two or more company representatives to interview a group of
candidates at the same time.
Many agencies have quality of work-life and employee involvement groups to build
viable labor/management teams and partnerships. In this environment agencies may
require the top applicants to be interviewed by three groups. There are
generally three interviews in this process, one by the selection panel, and the
other two by peer and subordinate groups. All three interview groups compare
notes and provide input to the selection committee.
A complete interview preparatory guide is included in
The Book
of U.S. Government Jobs - 10th edition by Dennis V. Damp covering the
following areas:
- Tony's Story - A personal accounting of an interview with a unique and
helpful perspective
- Before the Interview (Preparation)
- During the Interview (Strategies)
- Illegal Questions (Discussion)
- After the Interview (Procedures/Follow-up)
- Sample Thank Your Letter
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