Welcome everybody to our summer chat series about Behavioral Interviewing. My name is Mia Ferraina, and I am the public service careers coach here at Cornell Career Services. So not necessarily related to interviewing in any way, but we all pretty much do practice interviews, so I'm happy to answer any questions you have about this interview style. I guess just one housekeeping point of note. You're welcome to have video or audio on, off. Whatever you like. Kay here is going to help me manage the chat. So I'll let her introduce herself and then go ahead and get started. Hi all. I'm Kay Lewis and I am one of the Career Development Associate in the College of Arts and Sciences, Career Development. So I work with lots of different majors. We do lots of different kind of interview style, including the behavioral interview, case interviews, those kind of things. So also happy to answer questions. I am mostly going to be paying attention to the chat. So folks are wanting to put questions in the chat. I can kinda keep an eye on that. Ready to talk those in there if you're not comfortable unmuting and just jumping in and oh, great. Okay. And I'll also kind of giving you an overview of the day, both intrusive, what we will cover and what we're not going to cover. Which is this is really about behavioral interviewing. And so we're going to talk about what, what that means. What behavioral interviews are, just the logistics of like technology and getting things set up. Hirevue is an interesting kind of up and coming platform that you may not have heard of. So I'll tell you a little bit more about that. Preparing, you know, what do you do before, during and after essentially your interview from start to finish. We'll also give you some next steps of ways to continue developing your skills and continue working on this. But I do also want to make sure that people know that we will not be talking about case interviewing today. We already did a session about case interviewing. I think it just finished getting caption today, so it'll get posted to the library tomorrow and you'll be able to watch that they're so if you were coming thinking you will learn about case interviews. I'm sorry to say no, but there's lots of good information. In the session that Craig hosted with lots of specifics about the nuances of case interviews out and I will not be offended if you leave, if that's what you're looking for. So we'll continue on with the Behavioral Interviews for today. Okay, just a quick little kind of bird's eye view here of our career development model. This is not something you need to intellectually study or know all, all about. But I do want to highlight that we're kind of at this take action phase today, are talking about actually applying to things and interviewing for them. So if you are still at the point where you're trying to figure out maybe what you're interested in. Or you are looking for some connections or something like that. This would be a great topic for you to have a one-on-one appointment with us. So a little bit about Okay. So what is an interview? If you haven't interviewed before, we want to start at square one here, that an interview is both an opportunity for you to showcase things about yourself, your skills, personality, experiences that you have obviously. But it's also the employer's opportunity to kind of answer questions you have or define a job a little bit more clearly. So it really is what we like to call a two-way street. It's an opportunity for you to ask questions and learn more about the job and the company. And obviously the more traditional way we think of it is for the employer to learn about you. But we really want you to encourage, we really want to encourage you to ask questions. I almost say think of it like, what would happen if you were in this magical world where you've got lots of job offers, what would help you decide between those multiple offer? Those are potentially question that you want to ask in your interview to help you make an informed decision about whether this is a good position and they could be work. A lot of times people say, oh my goodness, I have a panel interview or have this group. What do I do? Honestly, when you're interviewing virtually a group interview is not all that different from a one-on-one interview. You may find yourself getting asked a wider variety of questions, but you don't have to worry about all the nuance of making eye contact with each person or shaking everybody's hand or even remembering their names because it's probably listed right there on Zoom. So, so it's not incredibly different. Something that you do want to keep in mind. And they usually offer this information before your interview. But if not, you can always ask what the background is of the people in that session. So if you have maybe someone who'd be your direct supervisor, somebody that's in a different department, but that you collaborate with somebody from HR. Those people are all going to ask different kinds of questions. And we'll be able to answer different kinds of questions for you. So that traditional phone screen, that's the first step for a lot of larger organizations. That's almost always with an HR professional, they can answer general questions about the company or some, some things about the position. But that nuance of like the day-to-day or the supervisor's style and those kinds of things that HR persons a little bit too far removed to know. So just keep in mind your audience and these settings and then I'll help you have a good experience. So just some logistics to keep in mind. I think a lot of us, probably in the past year and a half or so, have learned a little bit of help presenting ourselves on Zoom and other video platforms as well technology. But just a couple points of note, and we'll send you these slides as well for you to have for reference. But a few things to keep in mind. Even if you are on a virtual interview, we always recommend that you just in business attire, mostly because it gets you in the right mindset. If you roll out of bed and your sweatpants your probably going to be in that mentality of like I'm just hanging out. So We recommend you still dress for success. Be mindful of things like your background or not having people like walking around or I put a sign on my door that says I'm in a meeting or something like that, that people are more mindful of your space, but sometimes people think they have to like stare at the camera because you're supposed to make eye contact and interview. But, you know, it's okay to look at the camera once in a while, but it's a little awkward to just constantly stare at it. So don't be afraid to look at your notes. Take a drink of water, do whatever you would normally do. In an in-person interview. You want constantly stare at someone in an in-person interview either. So you can think of it in that way. The tech stuff, I really just say be prepared, try it and advance, make sure it's installed. If you haven't used, Skype in forever, like go in there, open it, run any updates. You don't want to be sitting there five minutes before your interview, panicking that your your platform isn't ready. All of those basic, I think many of you probably know. What I do also want to point out is that it's helpful to ask the interviewer either ahead of time or right when you're getting settled into your interview. What to do if somehow you get disconnected? And these are just a couple tips, you know, kind of in order of preference, I guess. I'll try turning your video off. Maybe it's just an Internet connection thing. Leave and come back, try just phoning in. There's always going to be a backup plan so you don't have to panic like, oh my gosh, my whole interview is out the window. But you don't want to waste time figuring out, you know, in the moment what you should do. Make sure you have a plan before your interview begins so that you're not scrambling and wasting ten minutes of a 25 minute interview, figuring out how to get back into the other technology things. Have a little video here I want to share with you. Here's what you can expect when taking a high view. You'll be offered practice questions prior to starting the official interview. They're not shared with the company. And you can practice as often as you'd like. You'll get used to speaking to the camera. It's a lot like video calling your friends and family. If watching yourself on camera feels distracting, there is an option to hide the video so you can focus. During your hire view, you'll be asked to respond to a series of job related questions. Like any job interview, some upfront research about the position and company is always a good idea. Spend some time thinking about how your skills align with the job requirements. And if it's helpful, some notes to use during the interview to keep things fair, you will answer the same questions as every candidate applying for the job. This helps reduce unconscious bias that naturally occurs within a traditional interview. You'll have approximately 30 seconds to prepare and up to three minutes to respond to each question. Many companies will even allow you to rerecord your answers. You can interview from anywhere. So find the place where you think you'd be the most comfortable and free from distractions. What should you wear during a virtual interview? Just wear the same clothes the way to any in-person interview. Your potential employer will be able to see and hear what's going on around you. So pick a recording spot away from housemates, pets, or anything odd in the background you wouldn't want your employee to see before, is that check the invite for an estimate of how long it will take to complete. We recommend setting aside a bit more time just to stay on the safe side. And don't worry, if you have to take a break between questions, you can always come back to where you left or a bit later. Be sure to check your lighting. A good rule to follow is to avoid dark with dimly lit rooms and make sure you're lighting is in front of you. Natural light from a window is typically your best bet. During your HireView You don't stress about making eye contact with the camera. Just speak and focus like you would in a normal conversation. Finally, your hire view might include a series of games. Think of these as brain teasers. Oh, fun quizzes. Different games have different rules. So read the instructions closely to be prepared. When you begin answering questions or playing games, you will see a countdown starting at three. When the countdown reaches 0, start speaking or playing. That's it. After you complete your hire view, your results are automatically sent to the recruiter or hiring manager who will follow up with next steps. They may reach out through email, call, or text you directly. We want you to have fun with your hire view it. Just remember to relax and let your skills and personality shine. That's a little bit about HireVue essentially is one of the more popular platforms for employers to conduct early round interviews to make sure that people at least meet the minimum qualifications are looking for. So a lot of times this would be a potential replacement for a phone screen. Or if you are in media stem field. Some of those little games at the end are a fun way to get a sense of how your brain works, fast sort of thing. But ultimately, take your 30 seconds to actually think about what you want to say before you start recording. Know, use the practice times to get familiar with the technology. And ultimately, that's kinda nice because oftentimes you, the company will let you have a redo. So it'll say at the top whether or not, you know how many chances to get basically. But sometimes it's nice for those of you who might get a little more nervous doing things live. So just another, another method. And there's some other platforms that are similar with different names but work pretty similarly. I would add to Mia for the higher views. I know in the video they said, You know, you don't need to worry about making eye contact with the camera. I would say that some companies are actually moving to systems that are reviewing for certain things, certain pieces of answers and also a little bit of body language. So don't forget that you're still talking to a person. So you don't have to stare down the camera, but it is helpful to make eye contact them. Why? Sometimes it is helpful to think about the fact that somebody else is going to be looking at that. So just thinking about your body language as you are. Giving those answers can be really helpful. Yeah, I thought it was a little odd that right after they say where once you went to a regular interview, they show a guy like Relaxing on the couch, kind of slouching and wearing a t-shirt so that that imagery doesn't quite align. But yeah, you want to be comfortable but not uncomfortable. I do want to introduce this other concept to help frame a little bit more of what we're talking about. And I want to pause here and see if there's any questions about kind of this like pre preparation type stuff, this more technical pieces are the different types of interviews and any questions about those sort of things. All right, so I do want to introduce the nice competency. If you just briefly as kind of a framework, we'll come back to as common skills that you can emphasize about yourself, in this case during the interview. So nice is, in short, Association of College career advisors, as well as employers from various industries who work together to make sure that students are prepared for the workforce. So when we get together, we have a conversation about what employers are looking for. These eight skills, these eight competent or things that employers across all industries sound very valuable. So when you're wondering, how do I talk about this experience that was really important to me, but I'm not sure how to make it seem important to the employer. Fall back on these eight and that might help you think about ways to, to explain what you've done. This can also be helpful for things where you might feel like they're not as relevant to the job. So if your midi currently working on the dining hall on campus, you're like, well, I'm not going to work in hospitality after graduation. That's okay. But you probably learned a lot of these eight skills in your on-campus job experience. So it doesn't have to be about the physical skill of like wiping a table or something. It can be about more of the, what we call soft skills or things that kinda happened in your head or like it interacting with other people that are a little bit less tangible, but still very, very valuable. Keep these in the back your mind. These will be helpful when you're thinking not have it. So now we're going to shift to, I guess the more immediate preparation. When you hear that you have an interview, you're all excited, okay, now what do I do next? Some things that you will definitely want to be prepared to do is talk about why you're interested in the position. And maybe some of why are interested is the benefits are really great or something like that that's out there looking for in an interview. That can certainly be one of your reasons. But that's not really what they want to hear. So think about maybe how this position aligns with your gold or what you admire about the company, things like that, that have inspired you to apply. There's a lot of different terms for this experience. Inventory. Some people call it like a story toolbox. All sorts of different things. But I think it's really helpful to brainstorm a bunch of stories, notable moments from different experiences that you've had throughout your college career and maybe even outside of that. The reason I say this is because sometimes it can be really difficult to anticipate every single question that you're going to get asked in the interview. And that's okay. You don't have to know everything that's going to come your way. But if you have this kind of pull of stories to choose from more readily at the front of your memory. That will help you be able to answer questions on the spot a little bit better. And you'd be surprised how many different questions you could answer with probably just one little story. So you can kind of massage it to fit into different questions depending on what you get asked. But this is not just this is the internship I had. When I'm talking about come up with a list of stories. I want to know specific projects you've worked on. Maybe a difficult conversation you had with a coworker or feedback you got from a supervisor. We're talking more fine tuned or small-scale stories and experiences. So they know what's on your resume, right? They know the basics of what positions you've had used. The behavioral interview is a chance for you to really prove that you can do this skill by sharing a story where you've done that skill before. So that's what you want to look for when you're coming up with stories. And we can talk about. But it's definitely important to do your research before the interview. Make sure you know the company really well. Oftentimes we'll have a little blurb about themselves in the actual job posting, which is great, That's a great place to start. But there's a lot more information available about them out there. So read different articles that they've published about themselves. Maybe that the news has published about them. You know, check out their LinkedIn, look at their website, even you can tell a lot about accompanied by no, who did a feature on their website? Do they emphasize their employees or as a kind of accompany above all, what's the representation of different identities and in their group and their leadership. All those kinds of things you can find a lot about just by doing some research online. So use your detective skills and you can find a lot. But think about some questions you have based on that, that research. It doesn't have to be. I guess this is almost kinda the opposite. You don't want these to be so fine. Like, Oh, did you work on project ABC? And what was that like? Because if the answer is no, then you've kinda hit a dead end. So you can talk about things that you're interested in or like areas of the company may be working with. But don't get too far in the weeds in case that person doesn't know. Some other tools here listed on the side on Glassdoor is really helpful to anticipate what kinds of questions you might get asked. That's a website where companies can't edit anything that's on there. That's all from people who have interviewed with them. Now sometimes people are either on the extreme ends, like had a really great experience, are really bad experience. But usually the questions are factual, right? So if there's a particular question, use the come up again and again and Glassdoor review. It probably means that they really like to ask a question and not something you can anticipate being ready again. Yeah. All of the recipes they had pretty much talked about Vault guides you can access through. There are resource library on the career website as well. As pointed out like industry research as opposed to specific questions to ask the interviewer. We mentioned this a little bit before, but obviously, you want to prove that you did your research. So don't ask questions that you could have found the answer to on the website. You don't want to ask questions just for the sake of asking them. You know, kinda go back to that comment I made earlier. What would help you decide whether this is a place that you would really like to work or position you really enjoy. Sometimes I really like to ask about the ratio of responsibilities. I wouldn't use that term, right? But this concept of a lot of job descriptions list multiple different areas of the job that you'd be responsible for. And sometimes it's hard to tell as someone outside the organization, how much time am I going to spend with clients versus at my desk? Or how much time am I going to be doing presentations versus research? Those kinds of things can be helpful for you to gauge whether or not you would enjoy that division. So there's lots of different questions you can ask. I wouldn't really say there's many wrong questions other than information you could have already found on the website. And typically, this is, I guess a little bit controversial, but salary doesn't usually get brought up until later in the process. That culture is changing a little bit and some organizations that are being a little bit more transparent upfront. But sometimes if you ask that in the beginning, they think you're motivated like only about money as opposed actually being interested in Nepal. So yeah, that's a personal choice, kind of a risky you have to decide if you want to tape. But other than that, I'd say pretty much all questions are on the table. And typically they'll tell you what the next steps in the interview process are or when you can expect to hear from them. But if they don't, you can always ask that as well. Though. You might have heard people use this term fit before, outfit, are you a good fit for our company? And that can mean a lot of different things. But honestly, what, what it most often is is about jail your skills and your values aligned with the position and the company. So it's, I guess this little sweet spot rate of the Venn diagram. What does the organization looking for and are you bringing match the table? So quite frankly, allow the time when I'm preparing for interviews or even just when I'm getting ready to write a cover letter, I'll make a very simple T-chart. Just kind of make a, you know, a column of what they're looking for and try and match up something that I've done to each piece of the job description that they've listed. That can be helpful for you to know. Make sure you're emphasizing skills and experiences that you have that are going to make you the most qualified. And it can also help, you know, for those of you who are. Maybe younger students on this call. First, second year students are looking at internships or trying to figure out down the line what you potentially want to do that teach our activity can also be a really helpful way for you to get a sense of what skills you're missing to get the job that you're aiming for. So if you ultimately want to be, I don't know, a partner in a law firm one day, look at what that job description would be and see what kind of skills you need to work on developing in order to get to that point. So that could be that just kind of self-reflection exercise. And a Td, sorry, piece of paper. Note skip, it, doesn't have to be complicated. I think we'll probably skip this for now because I am getting the feel that were mostly I like listening learning group. But I do encourage you to think about what are the skills that you want to emphasize about yourself the most. And that's probably going to vary for different jobs. But I guess it's kind of like what are your strengths? What are the things that you bring to the table that you think they're most interested in. So pay attention to where that overlap is between what you have and what the job is looking for. And those are the things you probably want to emphasize. Okay. I'm going to pause here before we talk about the actual day of the interview. Any questions about kind of that preparation phase, how to do research on employers? What kind of questions you should prepare for? Anything like that? Nia, I have a closed shape. You just mentioned about the glass stored and has like all the questions are like some of the interview questions that we had previously. So I was just wondering, is that the only place that you guys would suggest that has those kinds of questions were like, are there anywhere else that has the similar resources that we could dig out a little bit. Yeah, that's a great question. Thanks, Genesis. So I would say Glassdoor is a handy one and that there are questions that people have definitely been asked by the company. So it's nice and that way you have a little bit more certainty perhaps. But honestly, even just a simple Google search can often give you a lot of ideas. So, you know, interview questions for management consulting, interview questions for Biology, lab assistant, whatever. If you, you know, kind of call through some of those, you'll start to find that there's some repetition. So that's 11 other kind of tangible research way. But honestly even one of the easier things to do, let me go back here. So I did the job description here. And what I mean when I say, think about questions you might get asked can be informed by the job description. So again, looking at each of those characteristics, skills, qualifications that they're looking for. If it's listed in the job description, there's a potential that you can then get asked a question about it. So you can also kind of plan to address, know if there's any gaps in your experience based on what you've read in the job description, how you've maybe been working to improve on that skill. Or now, what? If you have a little bit of experience with it? You know, even just thinking about the personality characteristics sometimes they describe and they're right. They'll say like looking for a hardworking team player. That's not something you can necessarily prove with a given experience, but it's something you can share an example of to help back the claim that you're a good team player. Safe never worked with you. So you don't want to just say, Oh, I'm a good team player. You want to give them an example. So that is something we'll go into a little bit more here when we talk about how to answer questions. But that's another really great place to learn for. This is maybe something that some of you have heard of before. But we always encourage you, if you're in an in-person interview to be prepared for some of those. Just like a traditional elements. They'll probably shake your hand. In COVID times, you might want to think about whether or not you want to shake someone's hand dry where I'm asked to the interviewer or not. Um, that might really depend on where you're interviewing and what's the culture of that organization right now. But I would say it wouldn't hurt to bring amassed. Just you can dress for the weather, right? If you're interviewing in Boston in January, you want to be dressed warmly, right? You want to be comfortable. If you're not comfortable, are going to be distracted and not able to focus as well on what you're actually having a conversation about. Other physical things if you're there in person, no copies of your resume, something to take notes with. That's not like a totally torn apart spiral notebook. Business cards. If you're in person, if you're virtual, make sure you have your resume handy, right? So somebody says, Oh, I can't seem to find your resume, can quickly send it to them and knowledge of each. When I say treat all employees courteously, some peoples they interview starts the moment you walk in the door. There's a lot of times people don't necessarily give the the staff like outside of the office space the same respect as the person that's interviewing them. That's usually a big red flag to employers. You can't treat my administrative assistant politely and with respect and thank them for how much they've you know, they're probably the ones that set up your inner honestly. So being gracious, basically being a good guest in general to any in-person space. That's really important. Because even though there might not be in your official interview, they're definitely going to talk to the person who interviewed you. If you keep that in mind, Don't let your stress get the better of you. Might be nice everybody from the moment you walk in, why this company or this particular position. We talked about this a little bit before in terms of doing their research. But if you have any connections to the organization, that can be a good thing to mention. I go my my friend works in a different department year and she really loves working for you. So I'd love to be a part of this company. It sounds like the culture here is really great and you port work-life balance, something like that. Think about how the organization fits into the industry. So know a little bit about the competitors of that company or other non-profits that do similar work, something like that. So you can answer, not just here's why I want to be an accountant, but here's why I want to be in a county with your particular organization. So being able to understand the nuance between them and other people in the same field is really important to demonstrate your fake what this particular case. Obviously, I mentioned this before. I don't talk about what you'll get from the experience that that goes without saying about the salary piece. But in terms of internships, sometimes this comes up where your students will say, here's all the great stuff I'm going to learn from all the really smart people who work at this place. And that's probably true. And you can mention that. But you also want to talk about what you're going to bring to the table. So it's not it's not solely about like a selfish, here's what I'm going to gain from you. Here's what I'm going to absorb, but also here's what I'm going to bring to the organization. Even as an intern, you are bringing something, whether it's stills or fresh insight or fresh energy, honestly, you're definitely bringing something. I see a question in the chat here about business cards. As mentioned on the last side. Um, you can't get business cards from campus for, I think pretty inexpensively, maybe like $10 or something. So you can get Cornell logo on it and stuff like that. So if you'd like to get those, You certainly can. I think they're more commonly used in networking events. In person interviews. They probably already have your contact information. But it doesn't hurt. I mean, if you have them, you want them to to give them out. I honestly keep a few in each of my bags, my purse that I just like carry with me on the weekends because you never know who you're going to run into. So sometimes I'm in line at the grocery store and somebody says, Oh, I actually work at Ithaca and I'm like, Oh great, Let's talk about how your career services office works. So yeah, I think they're potentially handy to have, but not necessarily crucial in this age of technology. Like you can always, like friends that aren't Friend, Connect with that person on LinkedIn that you met in line at the grocery store chains. There's usually other strategies. If you don't want to or can't afford getting business partners. You'll also hear sometimes that people will ask at the end of an interview, especially throughout, but especially at the end. Sometimes they'll say, you know, we have a lot of really qualified people applying for this position. Why should we pick you over somebody else? But what makes you unique? You know, they'll ask this in a few different ways. But you want to think about what skills you're bringing. Again, that idea of what really matches what they're looking for in that position. So I put that little Venn diagram here again, what are you bringing? That is really what they are looking for. You want to be specific about some of the experiences or perspective that you would bring. So, for example, maybe you're an IRR student. And you might say, I have a really interesting, no interdisciplinary perspective on the way that human resources works. And my courses in a, B, and C, really I think what helped me bring a lot to this role. So you can name specific things. And you know, ultimately, especially if this is at the end of the interview, you can always just summarize what you think are your top like three to five qualifications. That's also a great strategy if they ask no, oh, is there anything we didn't ask that you want us to know or is there anything else you want to share with us? A lot of times I'll ask something kind of open-ended like that at the end to give you that final opportunity. If you really feel like you've shared everything that you need to share, don't just say, no, I think I'm good. Take that opportunity to summarize your experiences and kind of just like a conclusion paragraph if you think about it like an essay. Now, you've just talked to them for how many minutes? You want to make sure that at the end, they're walking away and remembering the five things that you really want them to remember about you. So take that opportunity to at least summarize your, your skills and qualifications. But you can also add additional things if you feel like you didn't have it. Not gonna go through every single one of these questions, but other types of questions you anticipate are definitely a lot of told me about a time when type questions. That's the kind of central concept of behavioral interviews, is the reason they're called behavioral because they want evidence from your past behaviors that you are going to perform that still in the future. So pretty much any way you can finish that sentence, they might ask a question like that. I think you'll also get some questions that aren't necessarily phrased that way, right? What role do you typically play in a group or collaborative project with them and say, Tell me about a time when. But it's really helpful to include an example to kind of further give evidence, right? It's like adding a citation to an essay. It just makes your argument stronger to have evidence of a tiny done that. So we'll talk more about how to answer these questions on the next slide. But some of them will be situational, more like what would you do if kind of concept. I want to talk about what we've done in the past that similar, how you would use that to solve the problem at hand. Now, what about this already kind of looked for hangs in the job description of what kind of questions they might ask based on what the qualifications are. And you may get some questions about the pandemic time period. I think it's pretty common for people to not have had internships the past couple years. So I guess don't be too self-conscious about that if you don't, because probably students from a lot of other schools don't either. That wasn't unique to Cornell, that's kind of a global experience. But do be prepared to mediate, talk about lessons learned, right? What did you take away from that time period? So kind of ongoing, write it. You don't necessarily have to have taken a class or done something really lucrative or anything, but even just talking about maybe a value of yours that you realized was maybe more important than my pot. It's not a definite, but you might get asked questions of the star method. Some of you may have heard of this before, but I want to make sure that we spell out each letter here of star. So this is the abbreviation of a few different, essentially a strategy flow to answer a question. So if we're talking about, tell me about a time when you worked with a team. I want to tell them the situation. What was this a class project, a sports team? What kind of team? When we're talking about what kind of task where you assigned. So maybe you were doing a class project and you had to know that create a solution for a local business. Talk about what action you took. So this and this case as both the action that the group truck, maybe what solution you came up with. What role you specifically played in the project is also important. So even if it's a group question, they want to know what role did you play or what did you paint with you? Then lastly, the results. Oftentimes I feel like this is a piece that people missed. They kind of say this is what we did. But then there's like this cliffhanger. So how did that turn out to the company? Like your proposal? Did you finish the project on time? Did you win the championship? Did you get along with your co-captain? Like whatever the the the tension point was, we wanted to answer to how that actually turned out. That can be a great way to show that you like seasonings through to the end and make sure that people have the whole picture right because we weren't there. Then I'll know everything you want to trade include each of the component. Any questions about the star method? I feel like this is probably one of the most important thing that I would want you to take away from today, happy. There's a pretty universally useful technique. I quit my job. So I understand when you're in an interview, one of the big things that I use you get nervous about is it feels like I'm talking about me, me, me. How do you make it more well rounded the size? These are my qualifications. I'm Vivian. I fit in perfectly. Like how do you apply the star method and all these tips without making it too? You're trying to show off or listing off your resume? Yeah, definitely. So I guess you can kind of think about it as well first, they're looking to get to know you. That's kind of the one of the main purposes of the interview. So it might feel a little bit uncomfortable. We don't talk about ourselves all that often. So some of it is just like embracing a little bit of that discomfort. But another strategy you can use to maybe take some of the intensity of the focus off yourself. As to maker interview a little bit more conversational, so needy, rather than holding all of your questions until the end, you may kind of incorporate some of that into your your conversation. So if they ask you about, you know, tell me about a time when you did X. You could say, oh, it's not something that commonly happens in this role. You tell me a little bit more about the daily responsibilities as a challenge that we would commonly be facing, something like that. I guess want to ask too many questions and then take away their time to ask what they're really looking to know from you. But you can make it a little bit more conversational. Maybe even in the beginning, asking them a little bit about themselves, their role in the company. That helps you get to know who you're talking to, audiences, but can also kinda take some of that fat. So this off of you got some, some informed questions for the interviewer can really help kind of shift the gears from all about you too. More about them in the company as well. Ad from me and Gary. Yeah. Go ahead. I think one thing to think about as they're interviewing you, they want to get to know you and a lot of off, it's ingrained in us through family, through culture, whatever it may be that you don't brag about yourself. Especially if you're someone who really have more of a collectivist approach to things where we did this together. It's really hard to think about what you yourself did or be able to talk about those things. So practice and can be helpful, but know that they're there, find out more about you. And Nick was one other time where it's hard and it feels uncomfortable and unnatural thumb time, sometimes it's just, you know, highlight those things that you've done it. If they see the passion of basically they've been coming through. If they see you're talking about things that you're really interested in. It's less of a let me brag about myself and more about what all the stuff I've done and what I'm so excited about and what I'd like to learn more about. So just kind of trying to keep that in the back your mind as you're doing the interview can be helpful. That depends on your audience to, I mean, if you're interviewing with a company that's overseas and maybe has a more collectivist culture and their company and their country. Maybe you don't emphasize like your individual role and that broader team project, right? There's partially don't know who you're talking to. Does that help, Vivian? Yeah, that was perfect. Thank you. Yeah. So it's going to be a little bit uncomfortable, but we can try feel free to chime in that chat with any other questions too. But I want to make sure that we talk about how to answer negative questions. Cause I know that's something that people get pretty nervous about. Though. These are just some examples of some potential negatively framed questions you might get. But really at the core of it is that you want to be honest and yet not share or something That's like the most important skill for you to have for the job, so. We what we don't want is. Oh, I'm just a really hard worker or really a weakness. You know, everyone is going to be glad that you're a hard worker. Even if that might backfire for you sometimes that's not really a general weakness. so What you want to do is maybe talk about going to a smaller part of the responsibilities that maybe haven't done before. And acknowledging that you genuinely like that's not your area of expertise. But this, this third piece here describe what you learn from the experience. That's like a failure type question. Or describe a way that you are working to improve that skill. So maybe I don't think I'm a great public speaker and I'm going to be a researcher, so I don't all that often, but sometimes I'm going to need to. And so that's a skill I've been working on by taking on more opportunities to speak publicly, even in smaller settings like a meeting. Maybe you do like LinkedIn Learning class or join Toastmasters or whatever. But ultimately they're looking for growth in this type of question. They're not looking for you to be perfect or flawless. They want you to be self-aware and acknowledge what's actually a potential shortcoming of yours. And the way that you've been working on it. That's really what any of these negative questions. This is from a longer session, so we don't have a whole practice time here, but I do want to talk about what to do after the interview, which I think a lot of us have heard about. Thank you Notes or thank you Emails. You don't have to necessarily send a physical thank you note anymore. It's a nice touch if you can, but it's probably a little more awkward. Like ask for a mailing address. If you don't already have one, that you just send an e-mail. So if you have it, great. If not an e-mail is fine, especially with people working from home now, like it's just the physical note that could be a little awkward. But, you know, thank them for the time they took to interview you. Reiterate why you're interested in why you're qualified. And try to circle back to something kind of unique about your conversation that might help them remember you. So you'll see a lot of different suggestions about time-frame here. Generally say the day after your interview, And I'll tell you why. I think if you do it later that same day, they're potentially still interviewing other candidates. So it'll just get kind of lost in the shuffle. If you wait too long, then they probably kind of Forgot your conversation, would have to look back at their notes, that sort of thing. So think about a kind of like studying. It's like a periodic reinforcement of remembering, oh, this is Martina. So that's why I say the day after, but you'll hear a variety of advice about that. Now if you are ever feeling like, oh, I really wish I said more about x. This is also a chance to briefly elaborate or change your answers. So you want to keep it short and sweet. But it can be a helpful tool to kind of get you back up to the top of the pile like, Oh yeah, I forgot about this candidate. They were really great. Even if you were the first person that interviewed. I do really encourage you to reflect after each of your interviews. Definitely try not to schedule them back to back or like immediately before a class. When you're pressured and you're rushing and all that sort of thing. But think about what you liked, what you didn't like compared to other positions. If you have any questions, you didn't have a chance to ask maybe or somebody you could email to ask that question. And I always say, write down any questions that surprise you so that you can think about them a little bit more and prepare for next time. This is something honestly I typically do like in the car before I leave the site of the interview because I want to think about. The surprising questions, I don't want to forget them. So typically I do that like right after and maybe take a little bit more time to reflect. But this can be really useful and making sure that entrepreneur drop it actually like and that just got caught up in the whirlwind and they loved me so much. And now I'm here and I don't really know if I want this. We're not going to talk about actually considering offers. It's a different session you have coming up this summer. I don't know why I put 4:30 it's four o'clock, sorry for the typo. But all these Tuesday at four o'clock sessions throughout the summer, we have a bunch of different topics coming up. The job offers is one of them. If you want to think about that. Here's a cute picture of Barnes, that's just where our office is in Central Career Services. That's where I am right now. It's next to the college bookstore, aggression Willard Straight. So if you want an in-person appointment for here, we're back. So you're welcome to visit us if you're on campus or if you're coming back in the fall, they happy to see you. Here are some of those other topics that are coming up in the Que. Kay will be presenting with one of our colleagues from Human Ecology about networking next week. And there's a couple more industry specific things coming up as well. So feel free to check those out. Obviously lots more details in Handshake. If you have not seen our Canvas modules yet. I highly, highly encourage you to check them out. They're really interactive. They cover just about any topic related to career, grad school or anything like that it could possibly think of. If there's a topic you'd like to see that isn't there. Certainly let us know because we're always looking to add more content, but they're really useful available 24, 7, it's in Canvas, something you're already familiar with and can kind of help you get started at least on right. Like that rough draft, that first draft of your resume or cover letter. And then you can bring it in through one of us to take a look that were, you know, in relation to today, There's a whole module about interviewing, talks about a lot more questions. You might get asked. Questions you can ask the interviewer. Lots of links in there for different platforms where you can practice interviewing. LinkedIn has a really neat tool where you can record yourself, listen back. They'll tell you if you talk too fast or say umm, I'm too much. Lots of different tools out there to help you prepare, even when you don't actually have an advisor at 11 PM the night before your interview. So lots of tools to use and I think Kay's going to drop some links in the chat for you. Handshake you probably already have if that's how you ended up here by Canvas with that really helpful one. And they're also want your feedback. We haven't done interviewing session and a while, so I wanted to hear what you thought of our most updated version and adding in some information now HireVue. So if you can either scan the QR code with your phone or Oh, beautiful Kay, just put a whole bunch of links in the chat. So one of those should hopefully be the feedback survey. I mean, you can go ahead and fill that out. That would be great. I can definitely answer any lingering questions people have. And as people fill out the survey. So feel free to stick around and I'm happy to answer any remaining questions.