Seminars & Events > Notes from Past Events > Cargill

Interviewing Tips & Techniques from Cargill Professionals

These are brief, informal notes taken from this event.

Speakers from Cargill, Inc.
Jeff Coombe, Human Resources
Ann Burke, Controller in IT Shared Service Division

Presenters shared the interviewing training that they give their staff who are about to conduct interviews.

Steps in their process

1. Forecast hiring needs
2. Review criteria and competencies needed for the position
3. Arrange campus visits
4. Review Resumes and look for the following: one page long, educational background, objective, employment history and experience, extra-curricular activities, organization of information. Especially interested in technical skills and writing skills. Select top candidates for interviews
5. Identify experience and behavioral questions that tie-in with position needs.

What interviewer is evaluating when listening to interview responses:

• Can applicant "discuss, decide and support"?
• Demonstration of Respect
• Pursue and Reinforce Collaboration
• Ensure and accept Accountability
• Challenge, innovate and Change
• Develop and leverage customer knowledge and insight
• Look for community involvement, ethics and integrity

Advice to Students

Attend an information session to get an edge over the other applicants who do not!

Be conscious of your scent – don't smoke before interview, don't wear heavy perfume or cologne or heavily-scented deodorants.

Your handshake says a lot (Guys, be aware of your grip - don't crush the interviewer's hand).

If you've been selected to interview, you have been out into the 1st tier selection bucket; you can take yourself out of the bucket by how you answer the questions.

But don't get overly stressed out; it's just a conversation. Remember, you are making a decision about them, too.

Smile, look like you are enjoying yourself. Who would you want to hire? A happy or unhappy person?

Initial questions are to help ease anxiety. They are generic, no right or wrong answers, may be something off of the resume.

Slow down, some people talk faster when they are nervous.

When anticipating questions you may be asked to have 2-4 examples for each.

If you are not sure of the question, ask them to re-phrase it. Or, begin your response by re-phrasing the question in the body of the answer; ask for clarification/if accurate.

They will look for how you have turned a negative experience into a positive experience.

Be honest about weaker skills and talk about how you are trying to improve.

The company will train you in technical skills unique to their operation, but they can't change your behavior or modify your interpersonal skills.

Questions to ask at the end of the interview

If the company has done an Information Session, the interviewer will know if you have attended based on the questions you ask at the end of the interview.

Suggested having 2-3 questions prepared to ask interviewers at the end. Make them good, make them help you make a decision about whether you would take this job if offered it. Those questions are also an indication of how truly interested you are in their position.

Don't ask specific questions like salary and benefits.

Ask:

• What skills will be developed in this job?
• Where could I go next in the company for career growth?
• What motivates you to stay at XYZ Company?

How they evaluate candidates

• Categorize responses by appropriate job competence
• Rate applicant on every competency
• Evaluation form choices: exceeds, meets, does not meet
• Make a final recommendation (hire, reject, 2nd interview)

Your evaluation process: ask yourself, do you want to be "married" to that company and that department? You will spend more hours at work than you will with your spouse/family.