Interview Tips -- Situational, Technical and Illegal Questions

Last week, we talked about using the STAR method to answer behavior-based questions.  This week, we’re talking about other types of questions and strategies for answering them, as well as how to practice answering questions. 

Three other types of questions include situational questions, technical questions and illegal questions. 

Situational questions often take the form of a hypothetical.  The employer will describe a scenario and ask how you would respond.  For example, an employer might ask, “What would you do if your client came in and started yelling or sobbing in the lobby?”  A great method for answering these questions is the STAR method – Situation or Task, Action you took and Result you achieved.  Think of a situation that you handled that mirrors the hypothetical, or is at least analogous to it. 

Sometimes situational questions are actually technical questions in disguise.  A technical question is one that tests your problem solving and critical thinking skills.  While most employers do not expect you to already know the law, they do expect you to know where to find the answers.  For example, an employer might ask, “What would you if opposing counsel in a civil case wants to set the case for trial in two weeks?”  Here, the employer is not looking for a STAR answer.  What the employer want to see is whether you will catch the possible legal issues involved (i.e., does it affect the right to a jury trial? the filing of motions? raising of issues? etc) and whether you have a plan to get answers to those questions before agreeing to the new trial date.

Lastly, there are illegal questions.  Employers are supposed to ask questions about your job qualifications, not your personal information.  Employers are prohibited from asking questions about race, color, sex, religion, national origin, birthplace, age, disability and/or marital/family status because it would be discriminatory to not hire someone based on any one of these factors.  That said, employers sometimes do ask illegal questions. 

Answering illegal questions can be tricky.  The best advice I can give is to answer the underlying question.  For example, an employer asks, “Are you a US citizen?”  You could respond, “I am authorized to work in the US,” which is a questions employers can ask and which is appropriate to answer.  If you’re not sure what the underlying question is, ask the interviewer to clarify how that relates to the job function.  You always have the right to refuse to answer a question, and while it may cost you that job, consider whether you really want to work somewhere where you are asked questions that are not appropriate. 

Next week: Tips for practicing your interview technique. 

Interview Tips -- the STAR method

This week, we continue our series on interviewing tips by discussing how to answer tricky behavior-based questions using the STAR method.

Employers ask behavior-based questions because they believe that past actions predict future behavior.  Some examples of behavior-based questions include:

·         Describe a time when you were faced with a stressful situation that demonstrates your coping skills.

·         Give me an example of a time when you had to conform to a policy with which you did not agree. 

·         Tell me about a difficult decision you’ve made in the last year. 

·         Tell me about a time when you missed an obvious solution to a problem.

·         Tell me about a recent situation in which you had to deal with a very upset customer or co-worker. 

·         Give me an example of a time when you tried to accomplish something and failed. 

·         Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. 

·         Tell me about your most embarrassing moment.

·         Describe your greatest disappointment. 

While these may seem like tricky questions, they are the perfect opportunity to illustrate your strengths for a potential employer.  How well you answer this question will depend on how much you have prepared. 

A great strategy for answering these types of questions is the STAR method.  STAR stands for Situation or Task, Action you took, and Results you achieved. 

Situation or Task: Describe the situation you were in or the task that you needed to accomplish.  You must describe a specific event or situation, not a generalized description of what you have done in the past.  Be sure to give enough detail for the interviewer to understand.  This situation can be from a previous job, volunteer experience, a class project or extracurricular activity, or any related event. 

Action you took: Describe the action you took and be sure to keep the focus on you.  Even if you are discussing a group project or effort, describe what you did – not the efforts of the team.  Don’t say what you might do; say what you did. 

Results you achieved: What happened?  How did the event end?  What did you accomplish?  What did you learn?  Be as specific as possible. 

Here’s an example of how to answer the question, “Give me an example of a time when you had to conform to a policy with which you did not agree.” 

S/T: I had a client who was accused of violating a local ordinance because he brought a holstered-but-not-concealed handgun into a state park.  Prior to this case, I had been generally in favor of gun control laws, especially when there was a risk of guns being around young children, as there was in this case.  However, our office policy is to accept whatever case we are given and to represent our client’s interest to the fullest extent, regardless of our personal feelings about a case. 

A: Therefore, I began researching the legal issues involved and discovered that the local ordinance was in direct conflict with state statutes.  I filed a motion to dismiss.  The prosecutor agreed with my motion and dismissed the case under the local ordinance, but refiled the case under the unlawful display of a weapon statute.  I filed a Knapstad motion, arguing that the safest way to carry a firearm in an open-carry state is by having it in a holster. 

R: The court agreed with my motion and the case was dismissed.  While it was challenging to go against my gut reaction to gun control laws, I now have a much more sophisticated understanding of gun control laws and the need for state-wide consistency.  I benefited both personally and professionally from following the office policies despite my initial reservations, and I believe that I am a better attorney for having represented this client.  After his case was dismissed, he sent me a thank you card and a bouquet of flowers. 

Remember that your responses should be 30 to 90 seconds long, they should end on a positive and they should tell a story.  The key to answering these questions is preparation.  Pick a few questions from above, or additional behavior-based questions can be found here, and begin crafting your responses.  The goal is not to memorize an answer, but to create a few highlights that you can draw from easily in an interview.  Another approach is to think about the behaviors that this employer might ask about and then to come up with situations that help describe those behaviors.  A list of typical behaviors be found here.  You will need at least 3-5 example situations that you can tailor to various questions. 

The next step is practicing your interviewing techniques – but more on this next week. 

Interview Tips -- Basic Approach

This quarter, we’re talking about interviewing skills.  We’ve already discussed the importance of researching the firm or organization, understanding the position, dressing for success and the role of body language.  This week, we’re focusing on a strengths-based interview strategy. 

Many interviews begin with either “Tell me about yourself” or “Walk me through your resume.”  The real question, however, is “How are you valuable to me?” 

To answer this question successfully, you must know what your strengths are and be able to relate those strengths to the job description and the firm or organization’s culture or mission. 

·                     Take inventory of your strengths: Are you an excellent researcher?  Are you passionate about fighting for the disenfranchised?  Can you write or argue your way out of a paper bag?  Are you a tireless worker?  Are you comfortable talking to people who are in distress?  Do you have a strong academic record? 

·                     Remember the job description.  What were the skill or trait words used in the job description?  Is the organization looking for someone who is organized?  An excellent writer?  Someone who thrives in a busy office?  Someone who is passionate about their cause?

·                     Keeping the job description in mind, choose three strengths and say, “My strengths include ____________, ______________, and ______________; which of these would you prefer I talk about first?” 

·                     The interviewer will choose or will let you choose.  Give the best example of when you demonstrated that strength.  Your example should be short and clear – no more than 2 minutes.

·                     Ask: “Is that the kind of information you want?  Would you like another example in this skill area or shall I go on to another?”  By asking this question, you will guide the interview so your greatest strengths are clearly communicated.

The Basic Approach to Interviewing:

·         Listen to the question

·         Think through the answers you could give

·         Answer briefly and to the point

·         Use only positive information

General Tips:

·         Be yourself

·         Speak clearly

·         Seek clarification if you don’t understand the question

·         Don’t be afraid to ask for time to think

·         Keep your answers relevant to the question

·         Ask questions!  Leave the interview knowing about training, job locations, when you should expect to hear the outcome of the interview, etc. 

Next week: Behavior-based questions, the STAR method, and how to answer tricky questions

Interview Tips -- Be Prepared & Dress for Success

This quarter, the Professional Development Tip of the Week will focus on interviewing skills.  The interview skills you develop will benefit you in your career far beyond helping you get a great job. 

If you have been called for an interview – congratulations!  This means that firm or organization thinks you meet their basic qualifications, based on your resume and cover letter.  Now, they are looking for something more.  Are you a good fit for the culture of the firm or organization?  Can they see themselves working with you?  Do you have the intangible skills required for meeting with clients or other attorneys?  Will you bring something new to the work environment, or will you be a drain on the environment?

At a fundamental level, all interviewers are asking the same question: How can you be valuable to me?

To show value, follow these steps for success.  We’ll be reviewing each one over the coming weeks. 

•                    Research the firm or organization

•                    Understand the position

•                    Dress for success

•                    Know your strengths and value

•                    Talk about your strengths

•                    Learn to answer different types of questions

•                    Be prepared to ask good questions

•                    Actions speak louder than words – think about body language

•                    Look for ways to connect with the interviewer

•                    Practice your interviewing skills

•                    Send a thank-you letter

Research the Firm or Organization:

•                    Research will help you show how you match what the organization or firm needs. 

•                    Look for the firm or organization’s mission, core values, management style, culture, growth areas, projects and practice areas. 

•                    You can find this information on firm/organization websites, directories (like Martindale-Hubbell Law Directory or NALP Directory of Legal Employers ), or in queries for newspaper articles or law journals through Lexis or Westlaw. 

•                    Don’t forget to look for network connections that can help get the conversation started

Understand the Position:

•                    Know what the employer is looking for

•                    Print the job description and highlight “skill” words

•                    During the interview, discuss your strengths and experiences that match the job description

•                    Develop questions to ask at the end of the interview based on your research -- it demonstrates your desire to understand the position and the organization or firm

Dress for Success:

•                    For men, wear a dark suit and a collared shirt with a conservative tie.  Be sure to button your shirt all the way up.  For women, a dark skirt or pantsuit is appropriate, with a modest blouse or shell.  Keep jewelry simple. 

•                    Remember: you want the interviewer to remember you and talk about you with their colleagues, not your unusual tie or giant earrings. 

•                    Focus on your grooming.  It may seem obvious, but be sure to shower and use deodorant on the day of the interview.  Avoid excessive perfume or cologne.  Comb your hair.  Women with long hair should consider putting it up or pulling it back into a low ponytail.  When in doubt, err on the conservative side.