In the Define stage, you identified your unique strengths and developed your brand statement. In the Plan stage, you learned about conversation starters and storytelling. Now, you have reached the climax of your hard work: the interview.

The interview is where your STRIDE journey comes to life and your preparation meets a real-world opportunity. In this chapter, you will learn how to perform interviews in various formats, and how to use your preparation to prove you are the answer to an employer’s needs. 

As you read this chapter, think about: In a world where you might talk to a recruiter on the phone, a bot on a screen, and a hiring manager in person all in one week, are you ready to adapt your story to fit the format without losing your impact?

The interview process varies widely from company to company. Some companies use a series of individual interviews to select a candidate. Other companies use a single interview panel to make a choice. 

Interview formats also vary based on the stage of the interview. We have described the most common interview formats below. 

Note: Because AI interviews are relatively new and unknown, we have separated them out from traditional interview formats and styles. 

Telephone Screening Interviews (Voice Only)

Many recruiters conduct brief telephone screening interviews to filter the most promising candidates, usually after these candidates have made it past the Applicant Tracking System (ATS). Because these interviews are short, this is the perfect opportunity to introduce yourself with a concise brand statement. 

Most telephone screening interview questions directly relate to the job description. Keep in mind you may also be asked about your availability (start date) and salary requirements. If possible, make sure you have already researched salaries in your area of the country and can give the interviewer a range rather than a specific number. We talk more about salaries in the previous chapter on salary negotiation. 

Virtual and In-Person Interviews

Unlike a telephone screening interview, during a virtual or in-person interview, you are likely to meet with a hiring manager and other potential co-workers. This stage is about more than just skills. It is about chemistry. While the team is looking to see if you are a good fit for their culture, it is also your opportunity to observe them. Pay attention to details to be sure the company’s environment aligns with the priorities you identified in the Define stage.

Interviewing with an AI Bot 

With AI increasingly part of the hiring process, especially in telephone screening interviews, job seekers are navigating new challenges. One such challenge is talking to an AI interviewer (i.e., AI bot). AI interviews are generally one-way video interviews where your answers are recorded to pre-set questions, without a live person (only a bot) on the other side.

Treat this kind of interview the same as you would a conversation with a human. Be professional, enthusiastic, and focus on your delivery. Many AI interview platforms evaluate your tone, facial expressions, and body language. In addition to delivery and tone, AI platforms also score you based on keyword usage, relevance to the question, and/or structure of the response. Success stories (described in detail in the chapter on START stories) are a perfect tool for this situation. 

Additionally, in an AI bot interview, keep pauses short. Some AI platforms interpret pauses as the end of your answer. Further, conclude each answer by summarizing your key points. This will help the AI bot better understand and score your message accordingly. 

Finally, don’t try to 'game' the AI interviewer. Speak naturally. 

AI-Specific Tips: 

• Before the interview, ask the recruiter or hiring manager if they know what AI technology will be used. If you have this information, research the platform's features. 

• If the technology doesn’t appear to be functioning properly, report the issues to HR and request another interview. 

For the most part, interviewers take one or both of the following approaches to their conversations with candidates: behavioral interviews and technical interviews. 

Behavioral Interviews

In behavioral interviews, employers ask questions about your skills and experience (including work, internships, school, and/or volunteer work) to assess future performance. They want to see evidence of collaboration, flexibility, problem-solving, initiative/leadership, and communication. Behavioral Interviews also help employers understand how you approach challenges, work under pressure, or learn from mistakes. Finally, behavioral interviews evaluate your strengths and fit with the company culture.

START stories are one of the most impactful ways to answer behavioral interview questions. They provide structure and clarity, highlight your specific role and contributions, demonstrate your impact and value, and show your ability to reflect. 

Sometimes an interviewer might ask a question that seems to have nothing to do with the job, like "If you were an animal, which one would you be?" These are called ‘oddball’ questions, and are usually designed to see how you think on your feet. There is no 'right' answer to these questions. Use the opportunity to walk the interviewer through your thought process and connect it back to one of your relevant strengths.

Technical Interviews

In technical interviews, employers evaluate your job-specific knowledge and technical skills (also called ‘hard skills’), often through problems or tests that imitate real-life tasks or hypothetical scenarios (i.e., pretend situations). 

Although technical interviews were once almost exclusively used for assessing candidates in Tech, Engineering, and Science, more and more employers are using technical interviews to assess candidates for roles in Human Resources, Marketing, Customer Success, and Manufacturing.

For example, for a Customer Success position, you might be asked to participate in a role-play scenario with a difficult client; for a Graphic Design or Marketing position, you might be asked to create a simple social media post or flyer based on a company’s brand guidelines. 

Technical interviews evaluate:

• How do your problem-solving abilities show up? Always think out loud to showcase the steps you took to reach a solution. 

• Do you think logically?  Most companies are not looking for a single right answer but they want to know your thought process. 

• Do you ask questions? Employers want to know if you ask clarifying questions before you begin to work on a project, or during the process. 

• How well do you handle pressure? Can you work well under stress?

• Can you meet deadlines or juggle many responsibilities? In other words, how do you keep track of tasks?

Every Kind of Interview

Research is mandatory. Research enables you to be more informed and ready to answer “Why do you want to work here?” and talk about recent company and industry news. LinkedIn, Glassdoor, Reddit, Google News, and the company website are excellent sources of information. 

If possible, find out who will be interviewing you and/or their role. Knowing something about the person or people who are 'in the room' you will help you tailor your language and responses. For example, if you are talking to someone in Human Resources, you may focus on professional or human skills and how you fit the company culture. If you are being interviewed by a Technical Manager, you may talk about your hard skills and how you solve technical problems.

Connect the dots. In preparation for the interview, we encourage you to match employer priorities (from the job posting) to your relevant skills, and have your START stories (success stories) ready to demonstrate these skills in real life. 

In a telephone or virtual interview, keep a quick reference guide (cheat sheet) with this information nearby. In the case of an in-person interview, a quick reference guide may not be appropriate but always bring a copy of your resume. In the moment, it is easy to forget simple facts. 

Use keywords. Always include keywords from the job posting in your answers, and use quantifiable and/or qualifiable measurables to describe your achievements. 

Be a listen-first candidate. Pay close attention to details shared by the interviewer and acknowledge their points to make clear you are present and engaged. Nod, wait for the interviewer to finish speaking, and talk slowly to ensure clarity. 

Also, aim for answers that are under 2 minutes. If you aren't sure you have said enough, ask: "Would you like more details?"

Establish an authentic connection. An interview is more than just a list of questions and answers. To build a real connection with the interviewer, use your research to mention a shared interest, common professional goal, or something you admire about the company. Further, while you must be professional, don’t be afraid to show your personality, even appropriate humor. Authenticity builds trust. 

Connect in the moment. Smile while you speak. It makes your voice sound warmer and puts the interviewer at ease. People can even ‘hear’ your smile in telephone interviews. A smile conveys confidence and friendliness. 

Respond with a thank-you note within 24 hours. A thank-you note is not ‘extra credit’, nor is it just about being polite. This is a strategic gesture. It shows you have initiative and follow-through. It is an opportunity to remind the employer of your relevant strengths, and prove you are more eager than other candidates.

Dress appropriately. Be sure you are dressed for your industry from head to toe, even for virtual interviews. 

Virtual Interviews

Set the stage. Find a quiet, comfortable space free from distractions. Pick a location with excellent cell reception, stable internet, and no background noise. Use a professional or blurred background. Items like beds, hanging clothes, or cat perches are unprofessional and distracting,  even if they are out of focus. Be sure your camera and microphone are working properly and your lighting is in front of you, not behind you. 

Do a run-through to check how you look on camera. Frame your face correctly so you are not too high or not too low on the screen

Adjust the lighting. Place yourself next to a window with natural light or point a lamp at your face in front of you, not behind you.

While talking, look at the top of your screen and as close to the camera as possible. This way, you will be looking directly at whomever is interviewing you. 

In-Person Interviews 

Be early, but not too early. Arrive at the building approximately 20-30 minutes ahead of time, but wait in your car or a nearby cafe. Walk into the office 10 minutes before your start time.

Know where you are going in advance. Be aware of traffic patterns (e.g., rush hour or detours) and parking availability, and download the directions the day before in case they aren’t clear and you have questions. 

Not being friendly and engaging to everybody. Your interview starts the moment you enter the building. Say a friendly hello to and smile at anyone in your path like security guards and receptionists. Employers often ask them for their opinion of you later!

Saying something negative about a past job. Even if your last job was difficult, stay positive. Focus on what you learned or why you are excited about this new opportunity.

Not having any questions. Always have 5–7 questions ready to ask during and at the end of the interview. Having well-researched questions ready indicates your interest in the role and company. If you don't ask anything, the employer might think you don’t care about the position. 

Adjust your level of detail based on the specific format. For example, in a telephone screening interview, you want to appeal to the recruiter or the organization’s HR representative. Keep your answers high-level and focused on ‘professional/human skills’. In a technical interview, you are likely speaking with the hiring manager; this is where you ‘zoom in’ on the technical details and hard skills you researched in the Plan stage.

When finishing an AI bot interview, don't just stop talking. End your final answer by explicitly restating your North Star from the Plan stage. Say: "This role aligns perfectly with my long-term direction of (your North Star) and I look forward to the possibility of discussing this further with the team." This reminds the person eventually reviewing the video that you are a person with a purpose, not just a set of data points. 

Success in the Stand Out stage requires the ability to adapt to any interview format and style. In this chapter, we have looked at how to engage in a professional conversation across telephone, virtual, and in-person settings. Each format has its own rules - from lighting and tech-checks in virtual interviews to arrival etiquette and nonverbal clues in in-person interviews - but they all rely on your ability to connect your strengths to the employer's needs. By mastering these different formats and styles, the ‘medium’ never gets in the way of your message.