Tools and Tips

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The Informational Interview

One of the tools that I strongly advocate for my job search clients is the Informational Gathering Session or “Informational Interview.”  While many when they hear the term “interview’ in the job search process see themselves as having the role of being the one to answer the questions, and responding to the inquiries of those having a job opening, before even getting to that point, the informational interview gets one comfortable of being in the habit of conversing with others.  It even assists the job searcher in becoming a better “job interviewer,” because it will become more natural for them to see themselves as not only the one who must provide answers, but also be ready with questions for the individuals with whom they meet.

There are two major reasons to gain comfort with the informational interview process.  One is to gather information from those in the industry or companies in which they are seeking employment.  What are the skills and certifications needed for the job position?  When may positions be “opening up” organizations in which they may have an interest?  Where do their skills and background fit into what is needed by the industry and organizations in it?  It is the alternative to talking to individuals, “just because they may know something for me.”  This way you are building networking connections who are not only willing to help you, but feel less like you only find them of value if they know of specific job openings.  (In short, you are valuing them as a professional for their knowledge, and not what you may get from them).

There are several steps to the Informational Interview process, (which while a long-term process, is a valuable one).  First determine your purpose with the interview.  What information do you want to learn?  Which contacts do you want to build?  Secondly, make a list of people that you know.  These could be relatives, former bosses or co-workers, alumni, personal acquaintances, or individuals you know from professional associations.  Next contact those individuals you want to meet.  Explain your reason for wanting to speak to them.  Be ready to share some of the things you have done, since you saw them last.  And, you take responsibility for setting up the meeting.  Prepare and conduct the meeting.  Set goals for yourself.  Jot down questions you would like answered.  Rehearse your verbal pitch and accomplishments.  Seriously conduct the meeting, looking to get the information you seek.

In conducting the meeting, start with greetings and pleasantries.  Explain why you asked for the meeting, and establish credibility.  Ask appropriate questions for this person based on their level in the organization and job function.  If appropriate, ask for referrals.  Express gratitude for their time, indicate your desire to stay in touch, and write a thank you note after the session.  During the meeting relate your good points, keep control of the meeting, listen intently and probe and take notes.  Show your enthusiasm for meeting them during the session, remember your goals and do not overstay your welcome.  (If you agreed to 30 minutes keep the meeting to that). 

My clients who have used the Informational Interview technique have found it extremely valuable.  It has led to job opportunities.  Even when not doing that, it has led to referrals to individuals who could help them that they did not previously know.  It gave them a sense of being valued for their talents and skills.  It also verified for them that the people they spoke to understood what it meant to be in job search transition and learning of ways to move their search forward, because often the person being interviewed had been there themselves.

So, remember, during the process of job search, yes you will be interviewed for jobs to see if you are the candidate who is a right fit for a particular job.  However, it often starts with you getting comfortable by initiating conversations, through the Informational Interview technique.