INTERVIEWING GUIDE

Phone screens occur in the initial stage of the job application process and involve a recruiter or hiring manager conducting a brief interview with you over the phone. Its purpose is to assess your qualifications, skills, experience, and overall fit for the position before advancing you to the next stage of the hiring process, such as an in-person interview.

Format

The phone screen interview is usually a relatively short conversation, typically lasting between 10-30 minutes. 

Preparation

For candidates, phone screens provide an opportunity to make a positive impression and showcase your qualifications, communication skills, and enthusiasm for the position. It is important for you to prepare for phone screen interviews by researching the company, reviewing the job description, and practicing responses to common interview questions.

Screening Questions

The conversation can cover a range of topics, including your background, skills, experience, availability, salary expectations, and interest in the position. Questions may be similar to those asked in an in-person interview but are typically more focused on the candidate's general suitability for the role. 

Candidate Questions

Towards the end of the phone screen interview, the interviewer often gives you an opportunity to ask questions about the position, company culture, or any other relevant details. This allows you to gather more information and demonstrate your interest in the role.

Next Steps

Based on the phone screen interview, the interviewer assesses your responses and determines whether you should move forward in the hiring process. Candidates who perform well in the phone screen may be invited for further interviews, such as an in-person interview, video interview, or assessment tests. Alternatively, candidates who do not meet the requirements or expectations may receive feedback that they are no longer being considered for the position.

Similar to phone screens, recorded interviews are automated and occur early in an interview process. The questions are usually very basic and simple in nature; this is similar to a phone screen. This invitation is usually sent via email and contains instructions on how to proceed. Check out below to learn more!

Recorded Interview Tips

Step 1: You will be provided a link or access to a specific online platform or software that facilitates the pre-recorded interview process - examples include HireVue or Spark Hire. 

Step 2: Various questions are presented to you, either in text format or through video prompts, that you need to answer. These questions can cover a range of topics, including job-related skills, experience, behavioral scenarios, or situational challenges.

Step 3: You will be given a specific time limit to record your responses to each question - this is typically around 2 minutes, but may vary based on the question. Often, you may can review the question before starting the recording and may have the option to re-record your answers if you are not satisfied.

Step 4: Technical Considerations - ensure you have a reliable internet connection, a functioning microphone, and a webcam (if video responses are required) to record your answers successfully. It is important to follow any specific instructions provided by the employer regarding technical requirements.

Step 5: Once you have have recorded responses to all the questions, submit your completed pre-recorded interview through the designated platform or tool. The deadline for submission is typically specified by the employer.

Behavioral interviews are a type of job interview designed to assess your past behavior and how you may respond to similar situations in the future. Instead of hypothetical questions, behavioral interviews focus on concrete examples from your academic, professional, or personal experiences. Through these, employers aim to gain insight into your skills, abilities, problem-solving approaches, and how you handle various work-related scenarios. These interviews are often conducted by hiring managers or recruiters.

Format

These interviews may be conducted in-person, through video conferencing, or over the phone.

Preparation

Questions in these interviews are typically structured around specific competencies or skills relevant to the job. Utilize the job description, online research about the position, and/or informational interviews with alumni to identify key traits or qualities the employer is seeking in a candidate to gauge what types of questions may be asked. Lastly, prepare with examples of tangible examples you have from your experiences to be able to demonstrate your skills and transferable skills during the interview.

STAR Method

The STAR method (Situation, Task, Action, Result) is commonly used in behavioral interviews. Candidates are asked to provide specific examples of situations or challenges they have encountered (Situation), the tasks or goals involved (Task), the actions they took to address the situation (Action), and the outcomes or results achieved (Result). This method helps candidates provide structured and detailed responses.

In behavioral interviews, employers are interested not only in the actions you describe but also in the outcomes and results that you have achieved. Try to emphasize the positive impacts your actions made, such as increased efficiency, cost savings, successful project completion, or improved team dynamics.

Example Questions

Behavioral interview questions often begin with phrases such as "Tell me about a time when...," "Describe a situation where...," or "Give me an example of...". 

Some examples of behavioral interview questions include:

"Tell me about a time when you had to work under a tight deadline. How did you prioritize your tasks and ensure timely completion?"

"Describe a situation where you had to deal with a difficult coworker or team member. How did you handle the situation?"

"Give me an example of a time when you faced a significant challenge or setback in a project. How did you overcome it?"

Technical Interviews 

These interviews focus on assessing your technical knowledge and skills in a specific field or discipline. They typically involve the interviewer posing a questions and problem, or scenario, where you have to solve tasks related to the job. For example, in a technical interview for software development, the interviewer may ask the candidate to write code, solve coding problems, explain programming concepts, or design system architectures. The goal is to evaluate the candidate's technical proficiency, problem-solving abilities, and familiarity with relevant tools or technologies.

To best prepare for a technical interview, read the job description thoroughly and identify potential skills that may be tested. You can also research potential technical questions that have been asked of candidates in similar roles through Glassdoor, LinkedIn, or other similar websites.

Case Interviews

In a case interview, the interviewer presents a hypothetical business scenario or problem and asks you to analyze the situation, propose solutions, and provide recommendations. You are expected to ask relevant questions, gather information, structure your thoughts, and present a logical and well-reasoned approach to addressing the problem. The purpose is to evaluate the your ability to think critically, make sound judgments, and communicate effectively.

Success in case interviews requires knowledge and practice. You can find many example cases online as well as YouTube and other industry websites, and can also utilize our Consulting Career Guide resources. To prepare successfully for case interviews in consulting, it is recommended to practice at least 10 cases prior to your interview. Case practice should start well in advance of the interview process to properly prepare.

When interacting with potential employers or networking with contacts virtually, you’ll want to present yourself in the best way possible on camera for a great first impression. Be sure to review these easy tips for a great first impression.