A quick primer on informational interviews – Twin Cities

If you’re considering a career change, or are about to decide on your first career out of school, now is a good time to think about informational interviews. A one-on-one conversation between a candidate and someone more experienced in the candidate’s area of ​​interest.

In this process, the candidate has not yet confirmed their decision to look for these types of jobs, so it is not “yet.” That’s the point of the conversation — to inform decisions or provide information to guide next steps.

Before we begin, it’s a good idea to clear up some common misconceptions. For example, informational interviews are often described as a form of networking, or a step in the job search, but they’re really neither.

It’s not a job search. When asking to learn more about someone’s work, it’s not cool to use a meeting to request work. That said, if you later decide you want to join the field, you can reconnect and ask for a new, employment-focused meeting.

Similarly, despite appearances, informational interviews are not really networking. Yes, the candidate is meeting someone to exchange contact information while discussing the job. But this is like a seesaw with little kids on one end and grown adults on the other. It always leans in one direction and one side can’t offer much to the equation.

So why would a mature adult in this metaphor, an individual already on the ground, agree to such a one-sided conversation? . For some, it feels like a prepayment since someone else helped them out.

There are several ways to find these individuals. For example, ask your current contact for contact information, or check with professional associations or on-site instructors.

Once you’ve identified your prospects, you’re ready to request a meeting. When doing this initial outreach, including your resume provides useful context for others and opens the door to relevant tips. For the avoidance of doubt, I would like to emphasize here that I am not looking for a job, but career information and advice.

A typical informational interview may be 30 minutes or a little longer. 15 is probably enough, but it’s pretty tight. It can be done in person or remotely, so having both options available on your request opens up more possibilities for other people’s schedules.

As the date approaches, it is professional to send a note confirming that the meeting will continue to work. Sending questions at the same time is a courtesy because it makes the other person feel ready for a conversation.

Gulp—Question. Now you’re in the limelight and setting the agenda for a meeting with someone in the field you’d like to join. What’s your question?

After all, this is easy if you follow the basic formula. In this case, you’ll probably ask five questions across three domains. Two about the interviewee, one about their perspective on the field itself, and two asking for feedback or advice.

For example, questions about them might include questions about their career path, why they chose that field, what they like most about it, what their actual job entails, and so on. What are the growth or future challenges?

Advice and feedback questions can focus on what they want to know about you as a potential candidate for this type of job: Do they think you need more training? Your history Does the book show the right skill set? Who do they think you should talk to next?

After the meeting is over, thank them and send them a thank you note again. Next, although it’s not always expected, it’s good to keep in touch during the decision-making and job-hunting process to give the other person a sense of continuity.

At this stage things can really shift to networking and this can be a bonus to the process. and its value becomes more apparent as one advances in career exploration.