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Emphasize core competencies through concrete examples across technical skills, collaboration, results orientation, customer focus, influence, judgment, and adaptability. Clarify cultural and values fit to persuade the hiring manager, and articulate motivations by comparing role and organization positioning. 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Learn about the team, confirm details with people in the organization or your network, and prepare questions to ask during the interview.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What core competencies are often included in interviews?",{"text":118,"@type":114},"Interviews may include competency-based and resume questions across technical skills, collaboration, drive for results, customer focus, influencing for impact, judgment, and adaptability. Prepare clear examples for each area.",{"name":120,"@type":111,"acceptedAnswer":121},"What are the main phases of the interview process?",{"text":122,"@type":114},"The process typically includes a Screening Interview, one or more Technical Interviews to assess role competencies, and several Behavioral Interviews to evaluate motivations and fit. 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Learn about the employer and how the position contributes to helping the employer to achieve its mission. You should understand what's happening in the tech industry and what the employer is doing well, and how they may differentiate themselves from their competition. Learn about the team with whom you will be interviewing: understand what they do, and reflect on how and why you want to be a part of it. This is also a chance for you to make sure that the opportunity is what you are looking for. Make sure to prepare questions to ask during your interview. In addition to doing online research, you should identify individuals within the target organization with whom you may have conversations to validate your research and , in most instances, get important intel that will help you raise the quality of your application materials and prep for interviews. You should look to your personal network (family, friends, acquaintances), the Middlebury Professional Network (use MiddConnect or LinkedIn to find alums with whom to speak), others with whom you may have an affinity (e.g. , where you grew up, other NESCAC schools)  \n• Know Your Core Competencies-The interviews will include competency-based questions, as well as questions about your resume. Keep the core competencies in mind. Think of examples you can share or incorporate into your conversation. For example:  \no Technical skills: coding, data structures, algorithms, etc.  \no Collaboration. Communicating effectively within the team and across teams.  \no Drive for results. Working tenaciously to deliver on commitments, constantly seeking bigger challenges, holding yourself and others accountable.  \no Customer focus. Our mission at Microsoft is to empower every person and every organization to achieve more.  \no Influencing for impact. Successfully persuading and influencing others with effective communication.  \no Judgment. Effectively scoping complex problems and making knowledge-based decisions.  \no Adaptability. Ability to deal with ambiguous and uncertain situations or problems with agility.  \n• Understand your Fit – Every organization is different with its own culture, set of values, and work environment. You need to know what these elements are so that you can 1) determine if your values are consistent with the organization’s values and beliefs and if given the work environment, you can see yourself being successful there and 2) be persuasive in convincing the hiring manager that you are a great fit for that organization.  \n• Articulate your Motivations – Every hiring manager will ask you why you are interested in the specific role for which they are hiring and, as importantly, why you want to work with their organization versus other organizations that are in their field. This means you need to know what the job role is all about and be able to be convincing as to why you want to work in that role versus all the other things you could do. Also, you need to understand the differences and relative positioning of the target organization when compared to others that do what they do.  \nThe interview phases generally consist of some form of Screening Interview to kick off the selection process, one or more Technical Interviews to assess your job role competencies, and several Behavioral Interviews to assess your motivations and fit with the role and organization.  \nScreening Interview. The screen can consist of two types. One type focuses on validating your application content, e.g. ,“walk me through your resume” and is typically conducted by a recruiter or is an online set of prompts. The second type is a more technical screen which is increasingly being conducted as an online problem set. Some employers may ask the candidate to complete a \"take-home\" assessment to","cbCaii1zFvxG2vqy","https://ap.wps.com/l/cbCaii1zFvxG2vqy","pdf",218832,"English","# Preparing for Your Interview\n## Research and Questions to Ask\n## Core Competencies and Example Preparation\n## Organizational Fit and Motivations\n## Interview Phases and What to Expect\n## Screening Interview Types\n## Technical Interview Focus\n## Problem Solving, Design, Coding, and Algorithms","[{\"question\":\"How should you do research before a tech interview?\",\"answer\":\"Research the employer, the role’s contribution to its mission, and what is happening in the tech industry. Learn about the team, confirm details with people in the organization or your network, and prepare questions to ask during the interview.\"},{\"question\":\"What core competencies are often included in interviews?\",\"answer\":\"Interviews may include competency-based and resume questions across technical skills, collaboration, drive for results, customer focus, influencing for impact, judgment, and adaptability. Prepare clear examples for each area.\"},{\"question\":\"What are the main phases of the interview process?\",\"answer\":\"The process typically includes a Screening Interview, one or more Technical Interviews to assess role competencies, and several Behavioral Interviews to evaluate motivations and fit. The screen may validate application content or involve technical problem sets and take-home assessments.\"}]","Preparing for Your Interview | PDF",1790363552,13]