Practically all interviews fit a general pattern. They have a beginning, middle, and conclusion. The typical interview will last 30 minutes and may be structured as follows: Five minutes for small talk Fifteen minutes for a mutual discussion of your background and credentials as they relate to the needs of the employer Five minutes for you to ask questions Five minutes to conclude the interview It Starts Before You Even Say 'Hello'     On interview day, dress in professional attire (dark dress clothes and shoes, little or no jewelry) and avoid perfumes or colognes. Being late for the interview makes a negative impression; arrive at the interview site at least 15 minutes in advance. This will give you a chance to relax and to review key points that you wish to make during the interview.     The recruiter begins to evaluate you the minute you are identified. You are expected to shake the recruiter's hand upon being introduced. Don't be afraid to extend your hand first. Doing so shows assertiveness. How's Your Small Talk Vocabulary?     Many recruiters will begin the interview with some small talk. Topics may range from the weather to sports and will rarely focus on anything that brings out your skills. Nonetheless, you are still being evaluated. First impressions often are the most important, so don't underestimate the significance of this phase of the interview.     Even though the small talk seems informal and relaxed, it has a definite purpose. Recruiters are trained to evaluate candidates on many different points. They may be judging how well you communicate on an informal basis. This means you must do more than smile and nod. The Recruiter Has the Floor     The main part of the interview begins when the interview starts discussing the organization. They may spend a great deal of time talking about the position and the organization while discussing your background. On the other hand, discussion about the organization may be quite limited. Be prepared for either scenario.     If the recruiter discusses vague generalities about the position and you want more specific information, ask questions. Don't be afraid to ask questions during this part of the interview. Don't interrupt the recruiter mid-sentence, but ask your questions at the first opportunity.     When the recruiter begins talking about your resume or asking questions about your qualifications, it's time to emphasize your positive traits. You should indicate through thoughtful answers why you are an excellent candidate for the position.     Your skills are your strongest selling points. It is not as effective to state that you are skilled at something as it is to give an example of how you are skilled at something. Use descriptive action words and include the outcome. Use the Star Technique (Situation - Action - Result) to develop your skills examples: S --> Situation (Explain the situation) OR T --> Task (What task were you assigned?) A --> Action (How it was handled) R --> Result (The outcome)     Examples: Developed computer program to estimate power loss in plated wave guides. Coordinated fraternity activities resulting in a 50% increase in membership. Managed over 400 community volunteers responsible for raising over $2 million for local United Way.     You may have points in your background that could be construed as negative, e.g., a low grade point average. It's up to you to point out the positive benefits that may arise from a negative situation and to follow any admission of weakness with a powerful statement about your strengths.     Many times recruiters will ask you why you chose the major you did or what your career goals are. These questions are designed to determine your goal direction. Employers seek people who have direction and motivation. This can be demonstrated by your answers to the innocent sounding questions.     You may be asked some unusual questions. Don't be too surprised. Many times questions are asked simply to see how you react. For example, surprise questions could range from "Tell me a joke" to "In what time period would you like to have lived?" These are not the kind of questions for which you can prepare in advance. Your reaction time and the response you give will be evaluated by the employer, but there's no way to anticipate questions like these. While these questions are not always used, they are intended to force you to react under some stress and pressure. The best advice is to take a moment to think and give a natural response.     You may also be given a hypothetical scenario and asked how you would respond in such a situation. These behavior-based questions give the interviewer insight into your priorities and your problem-solving ability.     Throughout the interview, maintain frequent eye contact with the interviewer, project a positive attitude, show enthusiasm, and express your points clearly and thoroughly. Exude confidence without appearing arrogant. It's Your Turn to Ask Questions     When the recruiter ask "Now, do you have any questions?" the best way to blow the interview is to say "No, you've stated everything I need to know." There is little chance the two of you have covered everything. Failing to ask questions may be interpreted as a lack of interest on your part. By asking intelligent, thoughtful questions, you show the employer you are serious about the organization. It also indicates you've done your homework.     Use this list of questions as a starting point. You may not have time for all the questions you wish to ask. However, ask the ones that interest you the most and be sure to include specific questions that indicate your knowledge of the organization.     Don't ask questions simply to impress the recruiter. Also, be careful not to cause the interviewer to run over the time limit. You'll usually pick up clues that indicate the interviewer is ready to wrap up the interview. The Close Counts, Too     The interview isn't over until you walk out the door. The conclusion of the interview usually lasts five minutes and is very important. During this time the recruiter may be assessing your overall performance as well as how you handle yourself during the last few minutes.     It is important to remain enthusiastic and courteous. Often the conclusion of the interview is indicated when the interviewer stands up. However, if you feel the interview has reached its conclusion, feel free to stand up first. Ask the recruiter for a business card if you have not already been offered one. Reaffirm your interest in the position and thank the interviewer for considering you. Evaluations Made by Recruiters     During the interviewer the recruiter will be seeking to evaluate the following: How mentally alert and responsive is the candidate? Is the applicant able to draw proper inferences and conclusions? Does the applicant demonstrate a degree of intellectual depth when communicating? Or is his/her thinking shallow and lacking depth? Has the candidate used good judgement and common sense regarding life planning up to this point? What is the candidate's capacity for problem solving? How well does the candidate respond to stress and pressure? How does this candidate compare with other candidates? Is this candidate a good match for the job?