Figuring out how an interview went can be as problematic as figuring out how you did on a midterm. You know you are prepared. You have done your research and yet, as you leave the room there is this gnawing feeling that something might not be right.

As you go through the interview process it is important to remember that there are things you can control and things you can’t.

The things you can control include all the activities leading up to the interview: doing your research, talking to people who work for the organization and getting a good night’s rest. In the interview you can do your best to respond to questions and admit if you do not know the answer to a question. Before you leave the room you can ask for a business card and then follow up with a short thank you note.

What you can’t control is how the recruiter acts in the interview.

And, unlike being unhappy with a course grade, there is no appeal process if you don’t get an offer.

The interview offers you the opportunity to interact with a representative of an organization. One person may not adequately portray the values of an employer, but they are your window into the corporate culture for the thirty minutes of your interview. If  you find that you are not being treated in a professional manner, take it as a sign of what may lay ahead if you were to be an employee. If you don’t like the people who are interviewing you, you definitely will not enjoy spending hours with them in the workplace.

How did the interview go? Even the worst interview might have gone well if it helps you clarify your career decision.

What will you wear to work? It is that time of year when we choose an alternate identity to celebrate Halloween. It reminds us that when we choose a career, we also choose a daily ‘costume’, identifying us as a working member of an organization.

Often we focus on what to wear to the interview. But have you thought about what you will wear everyday? And does that fit with your personality and image?

In preparing for an interview, you want to convey a level of professionalism. For most employers this translates into a suit. As you walk across campus you can easily identify the seniors heading to an interview, riding bikes and skateboards clad in black suits with backpacks. Ask for feedback on your interview outfit and avoid short skirts with high slits, outrageous ties and plunging necklines. And guys, don’t wear your roommate’s shirt unless you are a perfect size match.

Once you have been hired, do your research as you plan your working wardrobe. In most major metropolitan areas you will be more formally dressed at work. In the entertainment industry it will vary. If you are teaching, depending on the school you could be casual or formal. Don’t be afraid to ask for advice. And if you are leaving Southern California, you will probably need a coat, gloves and boots. Why is this important to think about in advance? Because your professional reputation starts to develop with the first impression you make on your work colleagues. And, you need to budget. A new wardrobe can challenge the wallet as you transition from student to full time career.

Use any opportunity to observe professionals in your field. Take your cues from both entry level employees and senior executives. There are some who believe you should dress for your next level. The main thing is to enhance your image, not cause a distraction. You want your managers to value your opinions and ideas, not be distracted by your ‘costume’.

And, if you are uncomfortable in the ‘costume’ of your employer, other things may not be fitting as well. It may be a small signal that it is time to change.

What will they ask?  Most folks preparing for interviews want to have some idea of the questions an employer will ask. Here are a few from respected executives. What they look for in their senior team will give you a new perspective on the process.

One shift in past years has been to an emphasis on teamwork. In an interview for the Corner Office column in the NY Times, Tim Brown the CEO and President of IDEO a Palo Alto based design firm says his best interview question for candidates is to ask who they’ve done things with. “And if they can very quickly give you lots of examples of what other people did, then you’ve got some hint about how collaborative they are. If, however, the answer is ‘I did this and I did that and I was responsible for that,’ and you get no sense of who they worked with and how they worked with them, I worry. Because then I see somebody who probably isn’t very collaborative, probably isn’t very good at promoting the ideas of others and probably isn’t going to bring talent out very effectively. They may be very inspirational, they may do brilliant work, but they’re probably not going to actually result in a more capable organization, which is what I’m looking for.”

Susan Lyne, chief executive of Gilt Groupe and former editor of Premiere Magazine and head of ABC entertainment feels that a key role for any CEO is recruiting. If you can’t attract talent, you are not going to succeed. In her interviews for a new hire “I try to get someone to talk about how they handle different challenges. So, depending on what the role is, I want to understand what their work style is, and I want to understand how they deal with a crisis, a challenge. Because everyone is going to tell you about what they have accomplished, right? That’s just part of the interview….I want to know what happened when something went badly, and what they would say were the most significant mistakes they’ve made along the way and what they’ve done along the way to correct them: What did you learn from it? How would you do it differently , or what would you say was the best thing you did in that moment of crisis?”

Clarence Otis Jr., CEO of Darden Restaurants wants to see someone who has passion and drive. “Being comfortable with ambiguity and uncertainty is a trait I look for, because those folks are pretty comfortable with diversity, and not knowing how people who have differences might react in a situation doesn’t unmoor them.  You ask them about the various experiences they have had and try to probe, where were those circumstances where there wasn’t a good direction, when it wasn’t clear how thing would break?”

As you prepare for your next interview, consider the advice of these leaders. Focus on how you have achieved success working with others, think about your mistakes and how you corrected them and consider how you respond when there are no clear directions. Having a few examples to illustrate your experiences just might give you the competitive edge in an interview.

The interview process tends to be an intense experience for most of us. While it is important to convey your commitment to an employer in a serious manner, your success in the workplace will depend on your personal connection with colleagues and clients. You may need to lighten up a bit.

Last spring when I was conducting interviews with students seeking a competitive internship slot I asked each candidate: what do you do for fun? Most students did not have an answer. For those who did they described working on a research project or setting up a foundation to support a local youth group. While these are worthwhile efforts and show an engagement with learning and service, they don’t answer the question.

What is behind the question? Basically an employer wants to know what it will be like to work with you. When you reach the interview you have passed the resume review and demonstrated the technical requirements of a position. Now, in your first face-to-face conversation the employer is trying to determine if you are a ‘fit’ in the organization. Describing what you do outside of work adds an additional dimension to your personality, beyond what the employer can find on Facebook.

Try it out on a friend. Ask them what they do for fun. Now, don’t listen as much to the answer as observe the non verbals while they respond. People naturally relax and smile when they are talking about enjoying life. They convey an energy and enthusiasm that opens a window to another aspect of their life.

Now, translate this to your interview. When the employer asks this question he or she is offering you the opportunity to relax, smile and show a different side of yourself.

For the last blog of summer I encourage all of you to do a quick inventory of what you did for fun this summer – while you still remember. Then draft a couple of answers to the question.

Tell me about your failures.

How do you respond when the interviewer poses this one? We have all made mistakes, but this request can derail your opportunity if you are not prepared with a straightforward answer.

Here is the thing. You have spent a significant portion of your time as student with the one goal to succeed in the classroom and not fail. Now the rules change. It is not only acceptable to fail – within limits – but employers want to you to talk about it.

Think about your summer work experience. Can you come up with a few examples of mistakes? How would you present them in an interview?

In a recent New York Times interview, John Chambers, the chairman and C.E.O. of Cisco Systems was asked “How do you hire?”  His response: “First thing I want to ask you about: tell me about your results. I never get hard work confused with success. So I’d walk you through the successes, and what did you do right. I’d also ask you to tell me about your failures. And that’s something people make a tremendous mistake on. First, all of us have had mistakes and failures. And it’s surprising how many people say, “Well, I can’t think of one.” That immediately loses credibility. It’s the ability to be very candid on what mistakes they’ve made, and then the question is, what would you do differently this time?”

The article continues with the other skills Mr. Chambers seeks including strong communication and customer orientation. But his priority on understanding success in terms of results and failure as a learning tool for change provides an important perspective on where you should focus your preparation for an interview. So don’t seek sympathy for long hours, emphasize what you accomplished. And don’t pretend you haven’t failed, articulate what you learned in the process.

I have often thought this would be a good question to ask an interviewer. When you get to that point when the recruiter says “Do you have any questions for me?” I think it might be interesting to ask “Have you ever failed at work? How did the organization deal with your mistake?” The answer may give you a realistic insight into the employer’s culture.

As summer comes to an end, celebrate your success and consider the magic of mistakes.