Congratulations! Either your resume or a networking contact has landed you a job interview. (Or you like reading interview advice because, hey, you never know).

On average, a person has a 12% chance of a job interview resulting in an offer. One effective way to significantly increase your odds is a technique I call role mapping. If you adopt this technique, you’re highly likely to be more prepared than other candidates. (Note: there are dozens of interview prep tips you can and should heed; this article focuses solely on role mapping).

Most hiring managers interview against the requirements of the job description, therefore, role mapping prepares you to explain how you can meet their needs.

Role Mapping

Step 1:
Print (or digitally open) a job description you’re interviewing for. If you don’t have a current opportunity, obtain a sample job description via online search for a role similar to what you’re seeking.

Underline or highlight key behaviors, skills, and experience within the job description. Don’t forget to include soft skills!

Example: Human Resources Assistant

Step 2:
Create a simple table with three columns: “What Employer Needs”, “What I Do Best”, and “Tell the Story”

Step 3:
Transfer the list of requirements you highlighted from the job description under column one (What Employer Needs).

In column two (What I Do Best), list your assets related to the employer need.

I highly recommend using any assessment results you have to link to the employer need, e.g. StrengthsFinder, DISC, WorkPlace Big Five, Myers-Briggs, etc. I’m certified and experienced in many assessments if you’d like to learn more.

Using the HR Assistant job, I’ve linked the employer need for scheduling and coordinating with sample strengths and experience:
Step 4:
In column three (Tell the Story), write a brief STAR story, in 50 words or less, to substantiate the experience and/or abilities you listed under What I Do Best.

STAR is an acronym for Situation, Task, Action, and Result. In short, What did you do and what difference did it make? STAR stories are the basis for answering behavioral-based interview questions, which is a subject all by itself. I will cover elements of effective STAR stories in an upcoming article.

Tip: If you don’t have direct experience or ability with a requirement, write a STAR story about a time you quickly learned a new skill that’s closely related to the employer need (e.g. soft skill, technical skill, software, etc).

But don’t do it like this:

Interviewer: “So, Kristin, do you have any experience working with PeopleSoft?”

Me: “No. I haven’t had an opportunity to work with PeopleSoft. I’ve only worked with WorkDay and Taleo, but I learn quickly.”

Meh. Here’s a better answer:

“I’ve used Work Day and Taleo, however, in my last position I was required to use SharePoint to manage our team documents and schedule interviews. With no prior SharePoint experience I became fully productive on these tasks in my first week on the job.”

BOOM!

If you have any questions about role mapping, feel free to contact me.

All the best to you!

​Prepare

• Research the team, what they do, and the roles within their department.
• Call you call anyone in the organization who may know about the team and the people in it?
  • Ask about key issues and trends.
• Make a list of questions to ask, points to make, and STAR stories to share during your interview.
• Work through the Practice Questions (see Practice Questions document) with a friend or co-worker.
• Be sure you know the interview location, making a test run before hand to find it, if needed.
• You want to look professional so the focus will be on what you have to say and not how you look:
  • Dress for success. Look your best, conservatively. Wear little or no jewelry, with the exception of a watch, wedding ring, and (for women) conservative earrings.
  • Do not wear cologne, perfume, or other scents.
  • If you need a haircut, get one.
  • Eat right and get plenty of rest the day before the interview.
• Bring:
  • Writing pad and pen for note-taking.
  • Extra copies of your resume for each person you will meet.
  • Information about the job in a folder with the team or position name on the tab.
  • List of questions, points you want to make and STAR stories to tell.
  • Samples of work, if appropriate.

Perform

• Arrive 5 minutes before the interview.
• Be friendly to people who may not be interviewing you, but will be making observations.
• Greet the interviewer with a warm smile and a firm handshake.
• Look them in the eyes and tell them how glad you are to meet with them.
• Effective communication is only 7% words. The other 93% is how you carry yourself. Sit up with interest. Stand straight, but not stiff. Walk with purpose. Smile with confidence. Look around with alertness.
• How you say what you say is as important as the words you deliver. Speak clearly with enough volume to be heard. Vary your pitch and pace – slow down and emphasize important words and phrases. Talk with interest, enthusiasm and passion.
• Look around the office for clues about the person, like photos, certificates, or awards.
• Ask questions or comment on objects of mutual interest.
• Listen closely to what is being said.
• Observe the interviewer and match their style and pace.
• Answer interviewer’s questions confidently and honestly. Look for opportunities to share relevant STAR stories.
• Limit answers from 20 seconds to no more than 2 minutes; the interviewer will ask for more.
• Feel free to pause to arrange your thoughts. If you do not understand a question, ask for clarification.
• Don’t be cocky. Confidence is good. Overconfidence is not. Attitude is key to your success.
• Always be positive in your answers. Never say anything negative.
• As the interviewer describes the job, ask questions about the role and the work. Seek to understand what needs to be accomplished through the job. You might ask what they are looking for in the successful candidate.
• When closing the interview, thank the interviewer.
• Tell them you enjoyed the interview, learning about the position, and ask about next steps and timing.
• Take notes.
• Send a thank you note in the mail, as well as an email.
• If you are interested in the position, say so. If not, do not.
• Whatever the situation, do not burn bridges with anyone.

Sample Questions You Might Ask:

1. Why is this role currently vacant?

2. Why did you choose to work here, and what keeps you here?

3. “What can you tell me about the leadership style in this department?”

4. “What is a problem you face that I might help you solve?”

5. “How will you measure my success? What will have happened six months from now that will demonstrate that I have met your expectations?”

6. “Now that we’ve talked about my qualifications and the job, do you have any concerns about my being successful in this position?”​

7. “What is our next step?” ​

​Think of 4-5 key accomplishments in your career, and describe them with this 4-step process:

1. What Situation did you face?

2. What was the Task to be accomplished?

3. What Actions did you take?

4. What Results did you achieve?

Each accomplishment you describe becomes a story which helps you discover what you do best and interview successfully.

Accomplishment Example: Turned around sales in a newly-assigned territory​

SITUATION You Faced	TASKS to Accomplish	ACTIONS You Took	RESULTS Achieved
Assigned new territory where sales had declined by 18% the prior year.	Increase sales 10% by end of the year.	Surveyed customers about satisfaction. Identified new competitor with cheaper product. Put on seminar for past, current and prospective customers featuring service.	Regained 63% of past customers, added 27 new customers, and increased sales by 24%.​

If you prepare STAR stories that map to the requirements in a job description, you’ll be prepared to knock it out of the park at the interview!

​Behavioral Interviews

The interviewer identifies work-related experiences, behaviors, knowledge, skills and abilities that are desirable for a particular assignment. The employer then structures pointed questions to elicit detailed responses aimed at determining if the candidate possesses the desired characteristics. Questions often start with “Tell me about a time…” or “Describe a situation when…”

Respond with STAR stories​ most relevant to the question and needs of the employer. Be specific. Candidates who tell the interviewer about particular situations that relate to each question are more effective. Be prepared with 3-4 STAR stories for each interview.

Qualifying/Screening Interviews

These interviews are usually 15 minutes to an hour by telephone. Be prepared by having your resume and notes on the employer and position with you. Try to be in a quiet place with no distractions around you. If an interviewer calls without an appointment, ask for a few minutes to call back or schedule another time.

Interviewers usual focus on your experience, education, skills, abilities, personality, and values. If the interviewer asks about salary, try to delay talk about money until later after you gain a better understanding of the position. Try to find out more about the job and candidate criteria, but recognize that the screening interviewer may not know some of the answers.

Hiring Manager Interviews 

This interviewer is usually the person to whom you will report if you are hired, and has the most influence on this decision. When you meet them, get to know them, their background, and position. Seek to serve them by asking questions about what they want accomplished. Take notes, and be alert for opportunities to connect relationally.

Sequential Interviews

It’s not unusual to meet with a variety of people in one visit – not only the hiring manager and HR representative, but also employees in and around the position to be filled. All of them are important! Offer each a copy of your resume. Pay attention to their interests and perspectives, to what needs to be accomplished through the job, and what they say about the hiring manager.

Introduction Interviews

The hiring and HR managers may already have agreed that they want to hire you, but need to let senior management get a look. This chance meeting is an opportunity to get perspectives from top management and the work for which you are interviewing.

Presentation Interviews

For some jobs you may be asked to give a presentation followed by Q&A. The approach is common for sales jobs and gives you a chance to show your communication abilities. While you want your presentation to be memorable, avoid using gimmicks or being too cute. Gain confidence and learn skills at a local Toastmasters group.

Team or Panel Interviews

The advantage of a panel is you have a chance to see how the group interacts. Address your answers to everyone in the room. Pay attention to the quietest person, who is often the final decision maker.

Stress Interviews

Sometimes interviewers ask difficult questions in hard ways to see how you respond. No matter how frustrating or intimidating, do not lose your cool. Do the best you can, and be firm and friendly.​​