Succeeding at the Interview

The interview is the last phase in the hiring process and obtaining one is an achievement in itself. However, now you must prove to the interviewer in a face-to-face meeting that you have the credentials, personality, experience, and creativity to meet the challenges of the job.

Here are some tips on preparing for the interview that can help you to succeed:

1. Begin with a firm handshake and steady eye contact

First impressions are difficult to break, so display a confident and friendly attitude from the first moment the interviewer appears. Shake the interviewer’s hand in a friendly greeting, and let the person guide you into the office where the meeting will take place.

2. Maintain eye contact

It is normal for your eyes to wander when you are thinking about an answer to a difficult question; however, it is expected that you will maintain eye contact with the interviewer when you are speaking or when he or she is asking you a question.

When being interviewed by more than one person, maintain eye contact with the person who asks you a question. When you have finished your answer, you can then look at the other interviewers to get some non-verbal or verbal feedback.

3. Keep answers short and to the point

Some interviewers will pause for an extended period to see if you will fill the time with chatter. Avoid doing so. When asked a question, answer the question directly, add specific detail or an example, then end your answer. If the interviewer would like more information, he or she will ask for it.

4. Sell yourself without being immodest

Don’t hesitate to describe your skills and your achievements. Add anecdotes or "stories" about past experiences to illustrate your points. You need to do so if you are to convince the employer of your strengths. However, it is expected that you will discuss your abilities and knowledge in a factual and objective manner.

5. Demonstrate a positive attitude

Avoid making negative comments about previous employers or about the occupation. When asked about your liabilities, present one or two points sincerely and in such a way as they can be viewed as areas potential strength.

6. Know the contents of your résumé

The interviewer will refer to your résumé and will have prepared some questions based on the experiences and education that you have described on paper. Therefore, know the contents of your résumé well so that you can summarize points, provide chronological accounts, and answer questions that are asked.

Ten Qualities Interviewers Look For in Job Candidates

It�s not easy to pinpoint what interviewers want. You may be confronted with as many different approaches as there are interviewers. However, after 28 years in this industry, here are 10 qualities that I look for during an interview:

1. People with a lot of energy. Some people are, quite simply, born with more energy than others. At an interview, or almost anywhere, they naturally exude vigor, enthusiasm, and drive. They want and need to be active, up and doing. You can sense this quality in a person almost as soon as he or she walks into the room. It is an innate drive that puts a spring in his/her step and makes his/her eyes sparkle. Put your money on just such a person.

2. People who channel energy into their work. Don�t be deceived by people who talk about hard work and say what a lot of hard work they do. To the lazy person, everything is hard work and he or she spends much or all of his/her time complaining about it.

   One candidate who didn�t get the job said in an interview, �I met a few people in my time who were enthusiastic about hard work, but it was just my luck that all of them happened to be men I was working for at the time.� Solid evidence of an individual who has a strong work ethic includes:

   • Parents, heroes, or mentors who believed in hard work
     
   • Work-oriented spare-time interests
     
   • Willingness to take a second job
     
   • No concern at all with hours worked -- no clock watching
     
   • High career goals
     
   • Completes anything undertaken
     
   • Paid own way through college

3. Evidence of role awareness. Oscar Wilde�s observation that �it is only shallow people who do not judge by first appearances� is more perceptive than might at first be imagined. Candidates who present themselves for interviews should be aware that they are onstage. If the candidate is at all sensitive to the expectations of corporate life, he or she will have dressed with care and got the rest of his/her act together too.

   If a candidate arrives in attire more suitable for a golf outing than a corporate setting, then you may immediately infer that he/she lacks role awareness. And if he or she lacks it on this particular day, you may be sure he/she will never have it.

4. Inner motivation based on family background. It�s not so much what you have or where you were born that counts as what you did with what you had and what you make of your own life. In trying to determine what you did with what you had, I always subtract what you began with from what you have now and look at the difference.

5. Emotional maturity. People grow up three ways: physically, intellectually, and emotionally. Most executives mature physically and intellectually, but emotional maturity can never be taken for granted. While you can see that a person is physically fully grown, and you can check his/her educational record for intellectual ability, badges or certificates of emotional maturity are unavailable.

   Spotting immaturity � and, therefore, maturity � is difficult. However, the immature person inevitably possesses two qualities to mislead you: childlike charm and, as the result of long experience, the capacity to distract attention from his/her shortcomings.

   Immature people aren�t a good employment risk as line executives because, like most children, they are essentially concerned with their own immediate gratification and because they tend to see the employer as a sort of Santa Claus. What they want is to have someone to look after them just like their parents did until they left home at age twenty-eight.

   Conversely, the best index of maturity is consideration and concern for the well-being of other people. Three excellent clues to an individual�s emotional maturity are:

   • Judgment. Has he handled himself well in his business affairs � or has he embarked upon harebrained, get-rich-quick schemes?

   • Finances. Has she lived within her means? Is she financially secure enough to suggest that her personal, financial money decisions are being chosen with a cool, clear, adult head?

   • Number of past employers and the manner of departures from them. Has he pursued his career in a mature and adult manner? Has she job-hopped without realistic consideration for the future of either her employers or herself?

6. Someone who can profitably channel hostilities. You want to hire a person with fire in his or her belly, of course, but at the same time you don�t want a rebel without a cause. The best job-seeking candidates can temper hostilities with tact and, if they can�t do that, you as the interviewer may be in for trouble. So, watch for evidence of spite unreasonably directed toward previous employers and associates.

7. The need to finish a task begun. Evidence of this agreeable condition can be discovered by looking for a goal-oriented individual with a history of completing anything undertaken. Examples include: finishing a college degree, writing an article and getting it published, or successfully putting together a sound and profitable business enterprise.

8. A candidate who wants to do a good job, not just earn a paycheck. If you hire a mercenary, someone who believes in your cause only as long as the money is good, then you may be courting trouble. Such a person usually lacks any inner job motivation and, as a result, often harbors a deep resentment of his/her dependency upon the employer. Consequently, he/she will be ambivalent to a fault, particularly if well paid.

9. Loyalty to your cause. Loyalty means not that you agree with everything another person says or that you believe someone else is always right. Loyalty means that you share a common ideal with another human being and, regardless of minor differences, both fight for it, shoulder-to-shoulder, confident in one another�s good faith, trust, constancy, and affection.

   The key to loyalty, whether you are recruiting an executive or making a friend, is in finding that common ideal, and once again this should stem from an individual�s deepest underlying values. If these values aren�t in harmony with those of yours or the company�s cause, then loyalty may be unattainable.

10. Compatibility. Individuals make up teams, but compatible individuals make the best teams. Any candidate who is unnecessarily touchy and thin-skinned at an employment interview will probably be abrasive and disruptive if he/she joins the team. A get-along, go-along person who also works hard is a jewel because his/her shine attracts people like him or her.

Remember that the opposite is also true. The bad has a tendency to drive out the good.

50 COMMON INTERVIEW Q&A

1. Tell me about yourself:
The most often asked question in interviews. You need to have a short
statement prepared in your mind. Be careful that it does not sound
rehearsed. Limit it to work-related items unless instructed otherwise.
Talk about things you have done and jobs you have held that relate to
the position you are interviewing for. Start with the item farthest
back and work up to the present.

2. Why did you leave your last job?
Stay positive regardless of the circumstances. Never refer to a major
problem with management and never speak ill of supervisors, co-workers
or the organization. If you do, you will be the one looking bad. Keep
smiling and talk about leaving for a positive reason such as an
opportunity, a chance to do something special or other forward-looking
reasons.

3. What experience do you have in this field?
Speak about specifics that relate to the position you are applying for.
If you do not have specific experience, get as close as you can.

4. Do you consider yourself successful?
You should always answer yes and briefly explain why. A good
explanation is that you have set goals, and you have met some and are
on track to achieve the others.

5. What do co-workers say about you?
Be prepared with a quote or two from co-workers. Either a specific
statement or a paraphrase will work. Jill Clark, a co-worker at Smith
Company, always said I was the hardest workers she had ever known. It
is as powerful as Jill having said it at the interview herself.

6. What do you know about this organization?
This question is one reason to do some research on the organization
before the interview. Find out where they have been and where they are
going. What are the current issues and who are the major players?

7. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide
variety of activities can be mentioned as positive self-improvement.
Have some good ones handy to mention.

8. Are you applying for other jobs?
Be honest but do not spend a lot of time in this area. Keep the focus
on this job and what you can do for this organization. Anything else is
a distraction.

9. Why do you want to work for this organization?
This may take some thought and certainly, should be based on the
research you have done on the organization. Sincerity is extremely
important here and will easily be sensed. Relate it to your long-term
career goals.

10. Do you know anyone who works for us?
Be aware of the policy on relatives working for the organization. This
can affect your answer even though they asked about friends not
relatives. Be careful to mention a friend only if they are well thought
of.

11. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if
you answer first. So, do not answer it. Instead, say something like,
That’s a tough question. Can you tell me the range for this position?
In most cases, the interviewer, taken off guard, will tell you. If not,
say that it can depend on the details of the job. Then give a wide
range.

12. Are you a team player?
You are, of course, a team player. Be sure to have examples ready.
Specifics that show you often perform for the good of the team rather
than for yourself are good evidence of your team attitude. Do not brag,
just say it in a matter-of-fact tone. This is a key point.

13. How long would you expect to work for us if hired?
Specifics here are not good. Something like this should work: I’d like
it to be a long time. Or As long as we both feel I’m doing a good job.

14. Have you ever had to fire anyone? How did you feel about that?
This is serious. Do not make light of it or in any way seem like you
like to fire people. At the same time, you will do it when it is the
right thing to do. When it comes to the organization versus the
individual who has created a harmful situation, you will protect the
organization. Remember firing is not the same as layoff or reduction in
force.

15. What is your philosophy towards work?
The interviewer is not looking for a long or flowery dissertation here.
Do you have strong feelings that the job gets done? Yes. That’s the
type of answer that works best here. Short and positive, showing a
benefit to the organization.

16. If you had enough money to retire right now, would you?
Answer yes if you would. But since you need to work, this is the type
of work you prefer. Do not say yes if you do not mean it.

17. Have you ever been asked to leave a position?
If you have not, say no. If you have, be honest, brief and avoid saying
negative things about the people or organization involved.

18. Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to
highlight your best points as they relate to the position being
discussed. Give a little advance thought to this relationship.

19. Why should we hire you?
Point out how your assets meet what the organization needs. Do not
mention any other candidates to make a comparison.

20. Tell me about a suggestion you have made
Have a good one ready. Be sure and use a suggestion that was accepted
and was then considered successful. One related to the type of work
applied for is a real plus.

21. What irritates you about co-workers?
This is a trap question. Think real hard but fail to come up with
anything that irritates you. A short statement that you seem to get
along with folks is great.

22. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples:
Your ability to prioritize, Your problem-solving skills, Your ability
to work under pressure, Your ability to focus on projects, Your
professional expertise, Your leadership skills, Your positive attitude

23. Tell me about your dream job.
Stay away from a specific job. You cannot win. If you say the job you
are contending for is it, you strain credibility. If you say another
job is it, you plant the suspicion that you will be dissatisfied with
this position if hired. The best is to stay genetic and say something
like: A job where I love the work, like the people, can contribute and
can’t wait to get to work.

24. Why do you think you would do well at this job?
Give several reasons and include skills, experience and interest.

25. What are you looking for in a job?
See answer # 23

26. What kind of person would you refuse to work with?
Do not be trivial. It would take disloyalty to the organization,
violence or lawbreaking to get you to object. Minor objections will
label you as a whiner.

27. What is more important to you: the money or the work?
Money is always important, but the work is the most important. There is
no better answer.

28. What would your previous supervisor say your strongest point is?
There are numerous good possibilities:
Loyalty, Energy, Positive attitude, Leadership, Team player, Expertise,
Initiative, Patience, Hard work, Creativity, Problem solver

29. Tell me about a problem you had with a supervisor
Biggest trap of all. This is a test to see if you will speak ill of
your boss. If you fall for it and tell about a problem with a former
boss, you may well below the interview right there. Stay positive and
develop a poor memory about any trouble with a supervisor.

30. What has disappointed you about a job?
Don’t get trivial or negative. Safe areas are few but can include:
Not enough of a challenge. You were laid off in a reduction Company did
not win a contract, which would have given you more responsibility.

31. Tell me about your ability to work under pressure.
You may say that you thrive under certain types of pressure. Give an
example that relates to the type of position applied for.

32. Do your skills match this job or another job more closely?
Probably this one. Do not give fuel to the suspicion that you may want
another job more than this one.

33. What motivates you to do your best on the job?
This is a personal trait that only you can say, but good examples are:
Challenge, Achievement, Recognition

34. Are you willing to work overtime? Nights? Weekends?
This is up to you. Be totally honest.

35. How would you know you were successful on this job?
Several ways are good measures:
You set high standards for yourself and meet them. Your outcomes are a
success.Your boss tell you that you are successful

36. Would you be willing to relocate if required?
You should be clear on this with your family prior to the interview if
you think there is a chance it may come up. Do not say yes just to get
the job if the real answer is no. This can create a lot of problems
later on in your career. Be honest at this point and save yourself
future grief.

37. Are you willing to put the interests of the organization ahead ofyour own?
This is a straight loyalty and dedication question. Do not worry about
the deep ethical and philosophical implications. Just say yes.

38. Describe your management style.
Try to avoid labels. Some of the more common labels, like progressive,
salesman or consensus, can have several meanings or descriptions
depending on which management expert you listen to. The situational
style is safe, because it says you will manage according to the
situation, instead of one size fits all.

39. What have you learned from mistakes on the job?
Here you have to come up with something or you strain credibility. Make
it small, well intentioned mistake with a positive lesson learned. An
example would be working too far ahead of colleagues on a project and
thus throwing coordination off.

40. Do you have any blind spots?
Trick question. If you know about blind spots, they are no longer blind
spots. Do not reveal any personal areas of concern here. Let them do
their own discovery on your bad points. Do not hand it to them.

41. If you were hiring a person for this job, what would you look for?
Be careful to mention traits that are needed and that you have.

42. Do you think you are overqualified for this position?
Regardless of your qualifications, state that you are very well
qualified for the position.

43. How do you propose to compensate for your lack of experience?
First, if you have experience that the interviewer does not know about,
bring that up: Then, point out (if true) that you are a hard working
quick learner.

44. What qualities do you look for in a boss?
Be generic and positive. Safe qualities are knowledgeable, a sense of
humor, fair, loyal to subordinates and holder of high standards. All
bosses think they have these traits.

45. Tell me about a time when you helped resolve a dispute betweenothers.
Pick a specific incident. Concentrate on your problem solving technique
and not the dispute you settled.

46. What position do you prefer on a team working on a project?
Be honest. If you are comfortable in different roles, point that out.

47. Describe your work ethic.
Emphasize benefits to the organization. Things like, determination to
get the job done and work hard but enjoy your work are good.

48. What has been your biggest professional disappointment?
Be sure that you refer to something that was beyond your control. Show
acceptance and no negative feelings.

49. Tell me about the most fun you have had on the job.
Talk about having fun by accomplishing something for the organization.

50. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? are
examples.

Top 10 Interview Tips

Great interviews arise from careful groundwork. You can ace your next interview if you:

1. Enter into a state of relaxed concentration. This is the state from which great basketball players or Olympic skaters operate. You'll need to quiet the negative self chatter in your head through meditation or visualization prior to sitting down in the meeting. You'll focus on the present moment and will be less apt to experience lapses in concentration, nervousness, self-doubt and self-condemnation.
2. Act spontaneous, but be well prepared. Be your authentic self, professional yet real. Engage in true conversation with your interviewer, resting on the preparation you did prior to coming to the meeting. Conduct several trial runs with another person simulating the interview before it actually occurs. It's the same as anticipating the questions you'll be asked on a final exam.
3. Set goals for the interview. It is your job to leave the meeting feeling secure that the interviewer knows as much as he or she possibly can about your skills, abilities, experience and achievements. If you sense there are misconceptions, clear them up before leaving. If the interviewer doesn't get around to asking you important questions, pose them yourself (diplomatically) and answer them. Don't leave the meeting without getting your own questions answered so that you have a clear idea of what you would be getting yourself into. If possible, try to get further interviews, especially with other key players.
4. Know the question behind the question. Ultimately, every question boils down to, "Why should we hire you?" Be sure you answer that completely. If there is a question about your meeting deadlines, consider whether the interviewer is probing delicately about your personal life, careful not to ask you whether your family responsibilities will interfere with your work. Find away to address fears if you sense they are present.
5. Follow up with an effective "thank you" letter. Don't write this letter lightly. It is another opportunity to market yourself. Find some areas discussed in the meeting and expand upon them in your letter. Writing a letter after a meeting is a very minimum. Standing out among the other candidates will occur if you thoughtfully consider this follow up letter as an additional interview in which you get to do all the talking. Propose useful ideas that demonstrate your added value to the team.
6. Consider the interviewer's agenda. Much is on the shoulders of the interviewer. He or she has the responsibility of hiring the right candidate. Your ability to do the job will need to be justified. "Are there additional pluses here?" "Will this person fit the culture of this organization?" These as well as other questions will be heavily on the interviewer's mind. Find ways to demonstrate your qualities above and beyond just doing the job.
7. Expect to answer the question, "Tell me about yourself." This is a pet question of prepared and even unprepared interviewers. Everything you include should answer the question, "Why should we hire you?" Carefully prepare your answer to include examples of achievements from your work life that closely match the elements of the job before you. Obviously, you'll want to know as much about the job description as you can before you respond to the question.
8. Watch those nonverbal clues. Experts estimate that words express only 30% to 35% of what people actually communicate; facial expressions and body movements and actions convey the rest. Make and keep eye contact. Walk and sit with a confident air. Lean toward an interviewer to show interest and enthusiasm. Speak with a well-modulated voice that supports appropriate excitement for the opportunity before you.
9. Be smart about money questions. Don't fall into the trap of telling the interviewer your financial expectations. You may be asking for too little or too much money and in each case ruin your chances of being offered the job. Instead, ask what salary range the job falls in. Attempt to postpone a money discussion until you have a better understanding of the scope of responsibilities of the job.
10. Don't hang out your dirty laundry. Be careful not to bare your soul and tell tales that are inappropriate or beyond the scope of the interview. State your previous experience in the most positive terms. Even if you disagreed with a former employer, express your enthusiasm for earlier situations as much as you can. Whenever you speak negatively about another person or situation in which you were directly involved, you run the risk (early in the relationship) of appearing like a troubled person who may have difficulty working with others.