introduction you are faced with the task of convincing a total stranger to invest company money and...

THE INTERVIEW

introduction

You are faced with the task of convincing a total stranger to invest company money and time in you.

Someone who can contribute to the bottom line from day one

Someone who is self-managing, versatile, confident, not afraid to roll up their sleeves and get the job done.

To a certain degree, you need to take charge of the interview by asking questions

Really, there are only 4 main questions you have to prepare yourself for: Can you do the job? (are you specifically qualified?) Will you do the job (better than the other people I'm interviewing?)...how hungry

are you? Even if you are perfectly qualified and highly motivated, do I think you will fit in

with the rest of the group (chemistry)? Will you make me, the interviewer, look like a genius for recommending or hiring

you?

introduction

Asking questions shows you're interested, engaged and assertive.

Questions should be clear, concise, targeted and well crafted.

Ask if you are free to ask questions at any time during the interview?

Do not wait for them to ask if you have any questions. You need to be more assertive and ask questions during the regular part of the interview.

introduction

Ask questions early and often

Asking questions turns the interview into more of a conversation rather than a typical Q&A format. That way you can actually form a chemistry

Ask insightful questions at the end of the interview. "One memorable candidate asked James what PwC was doing about revenue streams as IFRS was wrapping up and that indicated that he understood the firm’s business. That really made him stand out in James’ mind and helped him get the job.“

Speak like Mitt Romney (or Obama, Clinton) speaks.

introduction

Communicate your knowledge, skills, accomplishments, and fit for the position.

Subtly take control of the interview, build a strong rapport with your interviewer, and present your most notable accomplishments as they relate to that company’s needs.

It’s about positioning yourself as someone who takes control of a situation, solves problems, and delivers results.

You assess the employer and the employer assesses you to decide whether or not you want to work together.

The goal of the first interview is to get a second interview. And the goal of the third is to get the job offer.

introduction

• The interviewer’s goal is probably to eliminate you from a second interview or job offer. The interviewer wants to know why he or she should not hire you.

• The interviewer tries to do this by identifying your weaknesses.

• You must counter by communicating your strengths to lessen the interviewer’s fears of hiring you.

• You must raise the interviewer’s expectations of you.

Typical Flow of interview

Interview checklist

• Review your notes• Acclimate to your environment• Have your script well-rehearsed and

rehearse your delivery. Repeat it till it rolls off your tongue

• Greet the interviewer properly• Hone your handshake• Ask questions

Interview checklist

• Don’t address the interviewer by his or her first name

• Assess the interviewer’s style• Recognize the 4 basic personality types• Align with the interviewer• “Mirror” the interviewer’s body

language, facial expressions, eye movement, rate of speech, tone of voice, and rate of breathing.

Interview checklist

• Use insider language• Use the action vocabulary/winner’s

word list and incorporate into your script

• Don’t use trite phrases and tired cliches

• Withhold your resume• Use the “tie-down” techniques (Ch. 7

of Follow Up Method)

Interview checklist

• Find an area of agreement, and lead slowly and carefully to the offer

• Be honest, not modest• Say positive things about your

present (former) employer• Admire the achievements of the

prospective employer• Be observant

Interview TIPS

• Table Talk: mealtime interviews are tricky. Your eating (and drinking) habits tell a lot about you, without you even being aware of it.• Mirror your host’s manners and choices.• Eat sensibly: don’t select the most expensive

or cheapest item on the menu: choose foods that are healthy but not too healthy

• If possible, follow the lead of your host. But select items that are not difficult to handle or chew or are too messy.

Interview TIPS

• Need to develop chemistry or rapport during interview

• Have a strong interview performance• Need to seem like a good fit• Some interviewers are not good

interviewers and might make the wrong decision and decide not to hire you so don’t take it too personally if it doesn’t happen

Interview TIPS

• Show you are knowledgeable about the company, job, industry etc.

• Shape your question to the position: when you ask questions about any aspect of the industry, company, department, or job, make sure they are couched in terms of the requirements of the specific job you're seeking, and the goals of the particular company at which you hope to be hired.

• Know what to ask when of whom: as you go past the first interview, the questions you ask should become more specific.

Interview TIPS• Get the interviewer talking: Ask open-ended

questions. Who, what, when, where, how, why?• Match your style to the interviewer's: laid back or not.• Watch the interviewers body language.• Be concise and to the point.• Assume the position: use "we", "our" and "my".• Don't ask questions that show your ignorance or bias.• Don't make an interviewer obviously uncomfortable:

like asking questions that are too personal.• Don't introduce negativity into the interviewer's mind.

Interview TIPS

• Don't tell a joke: smile, be at ease, you can make a humorous comment if it seems in keeping with the rest of the conversation.

• Don't let them see you sweat: don't show your desperation.

• Remember it's a two-way street: attempt to redefine the job so it fits your qualifications.

Interview TIPS

• When it just isn’t working out: if the interview isn’t working out, take a break (to use the washroom or get some water). Give yourself a pep talk. And then go back to try to salvage the interview. There might be other jobs at the company. Your very attempt to salve the situation may result in a surprising reaction by the interviewer.

Interview TIPS

• Exude confidence in your ability to perform. It is this strength in personality, energy, and vitality that will attract a company to you and entice them to bring you aboard. Remind yourself that you are the best candidate for the position.

• Be ready to discuss values, character, culture and more.

Interview TIPS

• Taking notes: ask if you can take notes. Make jot dot notes, and maintain eye contact. Write down key points, issues, challenges, hiring criteria, etc.

• Be a good listener: so that you can talk about what has been said in a meaningful way. To show you were listening and you understand. Repeat critical information.

• “hire for attitude...train for skills”: skills can be learned, attitude cannot.

Interview TIPS

• If you make a mistake during interview: you can recover from it. Acknowledge the error, apologize if appropriate, and move on. If you deal with the mistake well, it demonstrates an ability to handle stressful situations.

• If you do not have an answer: ask if you can think about it and get back to that question later (try to avoid this).

Interview TIPS

• Know what you want: know why you want the job, what you want in life. It shouldn’t be just about money. It’s about the right job and the right fit. Know yourself, your truths, motivations and pleasures in order to find the right position with the right company.

• Interaction: make every interaction/exchange positive to leave a good impression.

Interview TIPS

• Develop rapport : with your interviewer, engage him or her, share the knowledge you have learned about the company, ask great questions and you will immediately distinguish yourself from all the other candidates. Then leave the interview knowing that you have planted in the interviewer’s mind the idea that you can do the job and that you are the #1 candidate.

Interview TIPS

More on Rapport:• Be prepared: you can build good

rapport when you are well prepared for the interview.

• Be authentic: don’t just provide the answers you think they want to hear. Be honest and direct. Answer the questions with meaning, not simply grasping at straws for an answer.

Interview TIPS

• Be able to communicate your capabilities in an interesting and enticing way, without telling everything.

• Endorsements and References: endorsement must be in the form of letters. For references, the bigger the better. If you can get them from bosses and peers. They can help tip the scales in your favour.

• Remember: you are marketing yourself!

Interview TIPS

• Sell yourself: tell them information about the value and expertise you bring to that company. Highlight your success stories in a non-arrogant manner and present yourself as a winner.

• Be overdressed for the interview: you can always apologize later if you are overdressed.

• Know the company and the position: you can never do enough research. The more prepared you are, the more impressed they will be

Interview TIPS

• Know what the company wants from you: have a clear understanding of the specific skills and knowledge the company is seeking. Devote a great deal of time highlighting your qualifications during interview.

• Sometimes it’s okay to tell the interviewer you are nervous: it can help break the ice. But don’t do it if it’s for an executive-level position.

Interview TIPS

• Find common ground: projects, people, places and companies that you both know. Companies like to know you are knowledgeable and well connected.

• Ask good questions: ask intelligent, though-provoking , and on-target questions.

• Ask challenging questions: for example: of the top three competitors, you rank third. Why?”

Interview TIPS

• Overcome problems and challenges: if they ask you about a problem or challenge you faced in the past, use it as an opportunity. Tell them what the situation was, what you did and what you learned. Communicate that you will never get into that situation again and that you know the signs to look for to avoid having the same problem. Show you are a winner by highlighting how you overcame a problem in the past and succeeded.

Interview TIPS

• Never talk negatively about anything – no matter how bad the situation: always have something good to say about your past employers, bosses, and co-workers.

• Pay attention to your body language: it can vary between cultures. Smile, make direct eye contact, and have a great handshake. If they are animated, mirror their body language and look alive.

Interview TIPS

• Positively frame your job search: you were traveling, took some classes, or volunteered and now it is time to get serious about getting back to work. Don’t frame it like “I’ve been looking for a job for the past six months”.

• Ask for the job at the end of the interview: you can say, “this position sounds perfect for me. If given the opportunity, I can guarantee you that I will shine.” Perhaps use closing questions as well.

Interview TIPS

• Be Yourself: represent yourself truthfully and you will be much more likely to find the right job with the right company.

• Take control: although you don’t want your interviewer to notice that it is happening, you want to take subtle control of the interview so that you are certain to communicate what you have established as your agenda – your skills, achievements, projects, and more that are of most interest and value to that company.

Interview TIPS

• A balancing act between two parties with two different agendas: your challenge is to find the right place where you can balance the interview between focusing on your strengths, qualifications, skills, and experiences with your ability to solve the company’s problems.

• Use the right language and keywords: by using keywords and phrases appropriate to the position and the industry, you will be perceived as someone who already knows what is going on, understands the business, and can acclimate to the new organization.

Interview TIPS

• Use the “big-to-little” strategy to answer questions: suppose your interviewer asks about your experience negotiating mergers and acquisitions. Begin your response with the big answer: “For more than 15 years, I have led M&A activities for IBM’s international division...” Then follow up with little examples – specific mergers and acquisitions that you have negotiated, transacted, and managed. The big-to-little strategy is particularly effective because you can use the same structure and thought process to respond to so many different questions.

Interview TIPS

• Be positive about everything you say: never utter a negative word – about a company, a person, a project, a customer or whatever. An interview is the time to be upbeat and enthusiastic, share successes, discuss challenges, and more. It is not the time to badmouth anything or anyone.

• Save the salary discussion for the very end: refer to chapter 7 of Insider’s Guide for more details on negotiating salary.

Interview TIPS• Don’t forget to write a thank you letter after the

interview: they can have tremendous value in moving your candidacy forward and positioning you above the competition. Use it as a tool to close the deal.• Re-state your interest in the position and highlight any

particularly noteworthy points made in your conversation or anything you wish to further clarify.

• Overcome the interviewer’s objections. Demonstrate that it is not an obstacle, but rather an opportunity and that you are fully prepared to meet the challenge.

• Reiterate your specific expertise as it relates to a company’s specific challenges: in bullet point format.

• Highlight your core professional competencies and successes that are directly related to that company’s needs: outline how you meet or exceed each of those qualifications with headings and bullets.

Interview TIPS• Prompt the interviewer to contact you again for another

interview or offer.• Close the letter by mentioning you will call in a few days

to inquire about the employer’s decision. If you call and the employer has not yet made a decision, follow through with another phone call in a few days. Send any additional information which may enhance your application.

• You might also want to ask one of your references to call the employer to further recommend you for the position – especially if this individual knows the employer well. However, don’t engage in overkill by making yourself a pest.

• You want to tactfully communicate two things to the employer at this point: (1) you are interested in the job, and (2) you will do a good job.

• Make it 1-2 pages.

Interview TIPS

• BRING A BRIEFCASE WITH YOU TO THE INTERVIEW:• include interview information (time, location,

interviewer’s name, etc).• Business cards, extra copies of resume, cover

letter, list of references, reference letters• Work samples: perhaps a college research paper• Transcript• Certificates• Materials related to the company: for example:

annual report and questions related to the materials.

• Notepad, pens, pencils.

Interview TIPS

• BRING A BRIEFCASE WITH YOU TO THE INTERVIEW:• Facial tissues, pain killers, breath mints or

gum

Keep it organized. You can include file folders if you like.

Interview TIPS

• Appear Likable: honesty, credibility, intelligence, competence, enthusiasm, spontaneity, friendliness, and likability.

Interview TIPS

• Have a 30 second commercial:• Highlight your strengths, how they are transferable

to the role, why you made the choices you made, and how that has helped you to grow and achieve your goals.

• What do you want them to remember about you?• Describe who you are. Use key words.• Explain what you do. State your value to the

organization in terms of key results or impact. Come up with a tag line that allows the listener to understand how you can contribute to their team.

• Describe why you are unique. Tell the interviewer what you do that is different or better than others.

Interview TIPS

Cont’d... Define your immediate goal. This is

where it should be readily apparent what you are asking of them.

Do not memorize this and recite it like a speech. It should be conversational.

Be confident in your achievements. You are where you are because you have had some significant accomplishments. Share them and have fun doing so.

The most common mistakes

• Not preparing enough: this is the biggest mistake. Ask yourself “why am I here?”. Learn as much as you can about the company and position as you can. When you are well prepared, you will exude confidence.

• Not knowing your greatest selling points: write down and review your 10-12 greatest selling points. Provide examples.


• Not asking the right questions: candidates must ask hiring managers the right questions in the interview, things such as key responsibilities of the position, key performance objectives, lines of reporting responsibility, performance measurement processes, success factors, and more.


When the job seeker asks these types of specific questions, he or she is able to determine what is important to the interviewer and then use that knowledge to determine which skills, accomplishments, responsibilities , and more are most on target. By customizing answers to each company’s specific needs, job seekers will be able to more favorably position themselves against other candidates and get the offer.


• Not asking for the job: when the interview is nearing its end, the most important thing that any job seekers can do is to ask for the position and inquire as to the next step in the interviewing process. As this point, each job seeker’s goal is to schedule the next interview and move the process along (closing questions, but don’t be too aggressive).


• Asking about salary: if it is the first or second interview, it’s too early to ask about salary.

• Appears somewhat incoherent and unfocused: tends to offer incomplete thoughts, loses focus, and jumps around to unrelated ideas.

• Inarticulate: speaks poorly, from sound of voice and diction to grammar, vocalized pauses, and jargon. Uses lots of “you know”, “ah”, “like”, “okay” and “well: fillers. Expresses a low-class street language – “cool”, “damn”, “man”. Not a good candidate for using the telephone or interacting with clients. Appears verbally illiterate. Writing is probably similar.


• Gives short and incomplete answers to questions: “yes, no may, or I’m not sure” instead of offering in-depth answers. Appears shallow and indicates a lack of substance, initiative, interest, and enthusiasm.

• Lacks a sense of direction: appears to have no goals or apparent objectives. Just looking for a paycheck rather than pursuing a passion.

• Lacks confidence and self esteem: seems unsure of self, nervous and ill at ease. Lacks decisiveness in making decisions. Communicates uncertainly with such comments as “I don’t know”, “maybe”, “I’m not sure”, “hadn’t really thought of that, “interesting question”, “I’ll have to think about that”, or redirects with a question “well, what do you think?”

• Shows little enthusiasm, drive or initiative: appears to be just looking for a paycheck. Tends to be passive and indifferent. No evidence of being a self starter who takes initiative and solves problems on their own. Nut sure what motivates this person.


• Appears too eager or hungry for the job: is overly enthusiastic, engages in extreme flattery, and appears suspiciously nervous.

• Communicates dishonesty or deception: uses canned interview language, skirts probing questions, and appears disingenuous.

• Feels too smooth and superficial: does everything right but when asked more substantive “what if” and behaviour-based questions, they seem to be caught off balance and stumble with incomplete answers.

• Shows little interest in the company• Fails to talk about accomplishments: don’t just explain duties

and responsibilities. Give examples of at least 5 major accomplishments and supporting evidence.

• Appears self-centered rather than employer-centered: focus on benefits to interviewer (company). Don’t say “I” too frequently. Try to say “we” and “you”. For example: instead of saying “what would I be making on this job?”, say “what do you normally pay for someone with my qualifications?”. Or instead of saying, “what would I be doing in this position?”, say “what do you see us achieving over the next six months?”.

What they want to see and hear

What to look for: the initial greeting, confidence, poise and social grace.

Did the candidate grip your hand firmly, avoiding the “bone-crusher” and the wet fish” approach?

Did the candidate shake your hand wtih a sense of purpose?

Did the candidate hold the shake for an appropriate period – neither too short nor too long? (three shakes is sufficient)

What they want to see and hear Did the candidate use one hand? (a two-handed

shake is usually regarded as a sign of over-familiarity at the outset of the first meeting, though there are some regional/cultural exceptions to this rule).

Did the candidate look you in the eye? Did the candidate smile? Did the candidate use your name when greeting

you? Voice: try to convey interest and enthusiasm

through your vocal inflections. Your tone of voice can say a lot about you and how interested you are in the interviewer and organization.

Body language (THEY will look out for)

Does the candidate make appropriate intermittent eye contact with you – neither staring you down nor avoiding your gaze?

Is eye contact broken only at natural points in the discussion, rather than suddenly, in the middle of an exchange?

Is the candidate’s mouth relaxed? (a tightly clenched jaw, pursed lips or a forced, unnatural smile may indicate problems handling stress.)

Is the candidate’s forehead and eyebrow area relaxed?

Does he occasionally smile naturally?


Does the person avoid nodding very rapidly for long periods of time while you’re speaking? (this is shorthand for “be quiet and let me say something now,” and it is inappropriate in an interview setting).

Does the candidate move his or her hands so much or in such a weird manner that you actually notice? (constant twitching of the fingers – or even worse, knuckle-cracking may mean you’re dealing with a person who simply can’t calm down. Yes, an interview is an unsettling experience, but so are some of the tasks this person will have to perform on the job!)


On a similar note, does the candidate avoid shuffling and tapping his or her feet?

Is the candidate’s posture good? (chair slumpers send an unfortunate silent message: “I’m not even trying to make a good impression.” If you hire them, you may encounter that message on a daily basis).

Are the candidate’s eyes usually gazing forward, rather than darting all over the room?


Is the candidate’s eyes usually gazing forward, rather than darting all over the room?

Is the candidate’s head upright? Does the candidate tend to sit with crossed arms? (this

may signal either a confrontational attitude or a sense of deep insecurity, neither of which is a great sign).

Does the person appear to be breathing regularly and deeply?

Is the person’s personal hygiene and grooming acceptable? (In other words, would you want to sit next to this person during a long meeting? Ask yourself: if the candidate won’t make an effort to clean up his or her act for a job interview, what will the average workday be like?)


Is he or she open when spoken to? Is he or she looking directly at the person who

asks the questions?Sit with a very slight forward lean toward the

interviewer: it should be so slight as to be almost imperceptible. If not overdone, it communicates your interest in what the interviewer is saying.

Eye contact: should be direct but moderate. It conveys interest and trustworthiness.

Smiling: a moderate amount of smiling will help reinforce your positive image.

Speaking (what they listen for)

What you say and how you say itDoes the candidate respond in a clear,

comprehensible, and confident tone of voice?

Does the candidate avoid prolonged pauses in the middle of sentences?

Is the candidate’s speaking rhythm consistent and appropriate?

Does the candidate avoid rambling answers?


Does each of the candidate’s answers have a clear concluding point or do they all seem to just trail of into nothingness?

Does the candidate avoid interrupting you? (Breaking in while a representative of a prospective future employer is speaking shows poor judgement and underdeveloped people skills).

Does the candidate take time to consider difficult questions before plunging in to answer them?

Does the candidate ask for additional information or clarification when dealing with complex or incompetent questions?


Does the candidate offer answers that are consistent with one another?

Physical actions and vocal delivery should support the answers you give.

Determining whether candidate is a good match

Criteria:• Ability to think critically and

independently• Ability to make decisions• Ability to work collaboratively• Strong experience and record of

accomplishments• Strong technical qualifications• Strong ethics

When suitability is the issue• If concern is expressed by

interviewer: respond with a few sentences about relevant past experience and how you have overcome those issues (specific actions taken and the results).

• Acknowledge those concerns, address them effectively and then move on. You can overcome objections and win the offer!

Answering questionsQuestions may revolve around:

Education

Describe your educational background. Why did you attend ____ university (college or school)? Why did you major in ____? What was your grade point average? What subjects did you enjoy the most? The least? Why? What leadership positions did you hold? How did you finance your education? If you could, what would you change about your education? Why were your grades so low? So high? Did you do the best you could in school? If not, why not? What type of specialized training have you received? How do you plan to keep up in your field?

Answering questionsWork Experience

What were your major achievements in each of your past jobs?

Why did you leave these jobs? What is your typical workday like? What functions do you enjoy doing the most? What did you like about your boss? Dislike? Which job did you enjoy the most? Why? Which

job did you enjoy the least? Why? What did you especially like about your present

or last job?

Answering questionsCareer Goals

why do you want to join our organization? Why do you think you are qualified for this

position? Why are you looking for another job? Why do you want to make a career change? What ideally would you like to do? Why should we hire you? How would you improve our operations?

Answering questions What do you want to be doing five years from now? How much do you want to be making five years from

now? What are your short-range and long-range career

goals? If you were free to choose your job and employer,

where would you go? What other types of jobs are you considering?

Companies? When will you be ready to begin work? How do you feel about relocating, traveling, working

overtime, and spending weekends in the office? What attracted you to our organization?

Answering questions

Personality and Other Concerns

Tell me about yourself What are your major weaknesses? Your

major strengths? What causes you to lose your temper? What do you do in your spare time? Any

hobbies? What types of books do you read? What role does your family play in your

career?

Answering questions How well do you work under pressure? In

meeting deadlines? Tell me about your management

philosophy. How much initiative do you take? What types of people do you prefer

working with? How _____ (creative, analytical, tactful,

etc.) are you? If you could change your life, what would

you do differently?

Answering questionsObjectionsQuestions What they are really saying

Why should we hire you? You’re not as good as you say you are; you probably hyped your resume or lied about yourself.

What do you really want? All you want is a job and security.

What can you really do for me? you won’t stay long with us. Ambitious people like you join the competition or become the competition.

What are your weaknesses? You have weaknesses like the rest of us. Is it alcohol, sex, drugs, finances, shiftlessness, petty politics?

What problems will I have with you?

You’ll probably want my job in another five months.

Answering Questions

Tips: Stress your strengths and avoid you

weaknesses. Be completely honest. Be positive too.

Answering Questions

Examples: try to manage your choice of words. Use your best judgement. This isn’t the best example.

Question 1: you’ve worked part-time for XYZ company for the past two years. What have you liked the best and least about working for them?

Answer 1: the best thing about working for XYZ is that the pay for a part-timer like me is pretty good. What I’ve liked least is having to work on weekends.

Answer 2: XYZ has given me a lot of responsibility as a part-time employee. After training of course, I supervised a crew of 5 employees on weekends. That experience taught me a lot about leading employees and seeing to it the job is done right and on time. I will be able to use these skills on my next job.

Answering Questions

The first answer is too negative and self-centered.

The second answer is better. It frames things more positively [however it doesn’t fully answer what they liked least about it]

Answering Questions

Question 2: I see from your resume that you’ve been working during your junior and senior years. Why aren’t you planning to work full-time for Company X once you graduate?

Answer 1: there are a lot of internal political problems at Company X. Everyone is ready to stab a co-worker in the back just to get ahead. Believe me, two years working there is enough.

Answer 2: I have gained experience and learned a lot during the two years I worked at Company X. I know this experience and my skills can be useful in a number of settings. I am particularly interested in the work your (dept or company) does.

Answering Questions

Question: Your background bothers me somewhat. You took six years to earn your bachelor’s degree and your work experience has been in a different industry.

Answer 1: I understand your concern.Answer 2: I spent six years earning my bachelor’s degree

because I was working full-time or very nearly full-time hours during the years I was in college. I supported myself and paid for all my college expenses. I understand your concern about my work being in a different industry, but the basic work skills I developed will transfer readily to this industry and my college course work is closely aligned with the job opening here. I am a quick learner and am open to the training I would receive here.

Answering Questions

The first answer is incomplete. It misses an important opportunity to explain this issue in a positive manner which is clearly reflected in the second response.

Answering Questions

Questions: We all have our negatives and weaknesses. What are some of yours?

Options:1. Discuss a negative which is not

related to the job: I don’t enjoy marketing. I know it’s important, but I find it boring. Even at home my wife takes care of our books. Accounting is what I really like to do. I’m glad this job doesn’t involve any marketing.

Answering Questions

2. Discuss a negative which the interviewer already knows: I spent a great deal of time working on advanced degrees, as indicated in my resume, and thus I lack extensive work experience. However, I believe my education has prepared me well for this job. My leadership experience in college taught me how to work with people, organize, and solve problems. I write well and quickly. My research experience helped me analyze, synthesize, and develop strategies.

Answering Questions

3. Discuss a negative which you have improved upon: I used to get over-committed and miss important deadlines. But then I read a book on time management and learned what I was doing wrong. Within three weeks I reorganized my use of time and found I could meet my deadlines with little difficulty. The quality of my work also improved. Now I have time to work out at the gym each day. I’m doing more and feeling better at the same time.

Answering Questions

4. Discuss a “negative” which can also be a positive: I’m somewhat of a workaholic. I love my work, but I sometimes neglect my family because of it. I’ve been going into the office seven days a week, and I often put in 12-hour days. I’m now learning to better manage my time.

Answering Questions

5. Discuss a negative outside yourself: I don’t feel that there is anything seriously wrong with me. Like most people, I have my ups and downs. But overall I have a positive outlook, feel good about myself and what I’ve accomplished so far in my life. However, I am somewhat concerned how you might view my wanting to change occupations. I want to assure you that I’m not making this change on a whim. I’ve thought about the issues and took a hard look at what I do well and enjoy doing. Like many young people, I guess I didn’t have much life experience when I started my college major four years ago, and I got into communication because I enjoyed that kind of environment. As I took more classes and had opportunities to become involved in different areas, my interest in management training developed. I found that I not only enjoyed those activities, but that I had some natural talent for them. I am committed to finding work that allows me to conduct training. I believe my earlier work in communication actually supports that goal.

Answering Questions

Your single best strategy is to emphasize your strengths and positives.

Questions come in several forms. Anticipate these questions, especially the negative ones, and practice positive responses in order to project your best self in an interview.

Answering Questions

Behaviour-based Questions: designed to elicit clear patterns of behaviour

You will need to provide concrete examples of your achievements and whatnot.

Forms: Give me an example of a time when you... Give me an example of how you... Tell me about how you... What would you do if...

Answering QuestionsExample: “This job requires good people managements

skills. How would you resolve a conflict between two employees in your department?”

Answer: “I avoid being authoritarian or confrontational in my dealings with people. I try to help the individuals to arrive at a solution they will support. Let me give you an example that happened recently. I am president of the Business Management Club at EZ University. Recently two factions developed within the organization .Each faction was passionate in their support of different directions they thought the club should take. I discussed their views with the leaders of each faction and tried to really listen to what they were saying and where they were coming from. Then I brought the two leaders together and facilitated a discussion until the three of us reached a consensus.”

Answering Questions

Select examples that promote your skills and have a positive outcome.

If they ask about a time when something negative happened, try to select an example where you were able to turn it around, and something positive came out of it.

For example: “Tell me about a time you made a bad decision.”

Answering Questions

Possible Routes: Even though it wasn’t the best decision,

you were able to pull something positive out of the situation.

Though it was a poor decision, you learned from it, and in the next similar situation you made a good decision or know how you will handle it differently the next time a similar situation arises.

It was a bad decision but the negative outcome had only minimal impact.

Answering QuestionsConsider situations where you have: Demonstrated leadership Solved a problem Increased company profits or

organizational funds Made a good decision/made a poor

decision Handled change (not money, but

changing events) Handled criticism Met a deadline/missed a deadline Worked as part of a team

Answering Questions

Develop strong storytelling skills: Individuals who do well in behaviour-

based interviews are those who have a rich background of accomplishments and are good storytellers. Storytelling is a key communication skill.

Anticipate questions you might be asked so you can prepare a well thought-out response – a set of revealing stories about your performance.

Answering Questions

Dealing with illegal questions: just say “does this have a direct bearing on the responsibilities of this position?”

Asking questions during an interview

• Should pertain to the company – it’s mission, goals, and values – and to the specific responsibilities of the position.

• Do not ask questions that have already been covered in the interview.

• Do not ask too many questions: maybe 5 questions. • Prepare your questions well: think about what stage you are in.

Base questions on the conversation. Tune in to key points the interviewer has focused on and ask relevant questions.

• Always have a question: at the end of the interview, when they ask you if you have any questions, you MUST ask questions

• You may want write your questions on a small card and take them with you to the interview. If the interviewer asks at the end if you have any questions say, “Yes, I jotted down a few questions which I want to make sure I ask you before leaving.” Then pull out your card and refer to the questions.

Common Questions• Tell me about the duties and responsibilities of this job.• How does this position relate to other positions within this

organization?• How long has this position been in the organization?• What would be the ideal type of person for this position?

Skills? Personality? Working style? Background?• Can you tell me about the people who have been in this

position before? backgrounds? Promotions? Terminations?• Whom would I be working with in this position?• Tell me something about these people? Their strengths?

Their weaknesses? Their performance expectations?• What am I expected to accomplish during the first year?• How will I be evaluated?• Are promotions and raises tied to performance criteria?• Tell me how this operates?

Common Questions• What is the normal salary range for such a

position?• Based on your experience, what type of problems

would someone new in this position likely encounter?

• I’m interested in your career with this organization. When did you start? What are your plans for the future?

• I would like to know how people get promoted and advance in this organization?

• What is particularly unique about working in this organization?

• What does the future look like for this organization?

Questions to ask Yourself

• About yourself so you know who you are, your strengths, values, style, etc.

• About the company (research)

Questions to ask (Informational interview)

• What are your duties and responsibilities?

• How do you spend your day?

• How did you get started at this company (or in your profession)?

• What do you like most about your job? What do you like least?

• What kind of person do you think is right for this kind of work?

• What skills are in short supply here? (Careful: this is bordering on the aggressive!)

• How can I learn more about this field? Are there specific trade journals I should be reading or associations I can join?

• How can I meet others in this field?


• What is the best way to get started (in this field or at this company)? This is a question for recent graduates to ask.

• I'm trying to get in to see people at some other organizations. Do you know anyone at these companies? May I use your name?

• Given my credentials, where would you see me fitting in at a company like yours? This is probably as close to a "closing" question as you want in an informational interview. At worst, you'll get some valuable advice. At best, you may just get yourself a real interview.


• Can you direct me to others in your department/organization/division/company with whom you think it would be appropriate for me to talk or meet? Now it's possible that the interviewer will direct you to another person or two for the express purpose of educating you. After all, that is what you said you were there for. But there is another possibility: You may have impressed him. In fact, despite your assertion that you're "just seeking information," he may be thinking, "Hmmmm, this guy is good. He may be right for that opening in Josh's department." In which case, you have just transformed an informational interview into a job interview...just by asking this single question. That's why I like it!

Questions to ask (Agencies and recruiters)

• How long have you been working with this company?

• How many people have you placed there?

• Is a written, detailed job description available?

• Is this a new position? Was it created as part of a new project, division, or strategy? New positions imply growth. Given the current economy, this would be surprising, but not unheard of. Any company growing now is one you want to work for!

Questions to ask (Human resources)

• What are your recruiting plans for this year?• How is your recruiting going?• Are they expanding?

• What’s a key thing about your company you’d like potential new hires to know?• Governing priorities (profits?), teamwork?,

accomplishments?, people?, social responsibiltiy?

• Given my qualifications, skills and experience, do you have any concerns about my ability to become an important member of this company?


• How quickly are you hoping to fill this position?• Where are you in the decision-making process?• How would you say I stack up against the other

candidates you’ve interviewed?• Can you tell me more about what I’d be doing

on a daily basis?• How would you describe the corporate culture?• Can you tell me something about the

interviewer?• Can you tell me something about my boss?


• Can you tell me something about the people with whom I’ll be working?

• Can you tell me something about the people I’ll be managing?

• Is this a new position? [if it isn’t]: What happened to the last person who held this job?

• Does the company have a mission statement or written philosophy? May I have a copy?

• Are there any challenges facing this department right now?

• Do you have a written description of the position? I’d like to make sure I understand my duties, responsibilities, and the results you expect me to achieve.


• What other positions at the company should this job prepare me for? Is that the career track my predecessors have followed?

• Am I overqualified?

Questions to ask (about the company)

• What are your leading products or services?• What products or services are you planning to

introduce in the near future?• What are your key markets? Are they growing?• Will you be entering any new markets in the

next couple of years? Which ones and via what types of distribution channels?

• What growth rate are you anticipating? Will this be accomplished internally or through acquisitions?

• How many employees work for the organization? In how many offices? In this office?


• Are you planning any acquisitions?• What has been your layoff history in the last

five years? Do you anticipate any cutbacks in the near future and, if you do, how will they impact my department or position?

• What major problems or challenges have you recently faced? How were they addressed? What results do you expect?

• What is your share of each of your markets?• Which other companies serving those

markets pose a serious threat?


• What is your hiring philosophy?• What are your plans and prospects for growth

and expansion?• What are your goals in the next few years?• What do you like best about this company?

Why?• What is your ranking within the industry? Does

this represent a change from where it was a year or a few years ago?

• How many employees does the company have?• What are the company’s plans for expansion?

Questions to ask (about the department)

• Could you explain the organizational structure of the department and its primary functions and responsibilities?

• To whom will I be reporting? To whom does he or she report?

• With which other departments would I work most closely?• How many people work exclusively in this department?• What problems is this department facing? what are its

current goals and objectives?• How many employees does the department have?• Is the department a profit center?• Does the department work separately from the other

departments?• Are the functions of the department important to senior

management?

Questions to ask (the job)

• What kind of training should I expect and for how long?

• Do you offer reimbursement for the job-related education? Time off?

• How many people will be reporting to me?• Is relocation an option, a possibility, or a

requirement?• How did this job become available? Was the

previous person promoted? What is their new title? Was the previous person fired? Why?

• Would I be able to speak with the person who held this job previously?


• Could you describe a typical day in this position?• How long has this position been available?• Is there no one from within the organization who is

qualified for this position?• Where will I be working? May I see my

office/cubicle?• How advanced/current is the hardware and

software I will be expected to use?• What does the company consider the five most

important duties of the position to be?• What do you expect the employee you hire to

accomplish?


• How much day-to-day autonomy will I have?

• Does this job usually lead to other positions in the company? Which ones?

• Please tell me a little bit about the people with whom I’ll be working most closely?

• How long has the position been open?• How many employees have held the

position in the past five years?• Why are the former employees no longer in

the position?


• How many employees have been promoted from the position in the past five years?

• Is the relationship between the department and senior management favorable?

• What is the supervisor’s management style?

• What is the supervisor’s title?• Who does the supervisor report to?

Questions to ask (about the next step)

• How many other candidates have you interviewed? How many more will you be interviewing before you expect to make a decision?

• Before you’re able to reach a hiring decision, how many more interviews should I expect to go through and with whom?

• With whom will I be meeting next (names and job titles)?

• What issues are important to each of them?• What are they like?

• Are they amiable, laid back, hard-charging? [personality/style]

• Are you ready and able to hire now?• How long will it take to make a hiring decision?

Questions to ask your new boss

Basic questions:• Please explain the (department, division)

company’s organizational chart.• Can you give me a more detailed

understanding of what my days might be like?

• What are the department’s specific objectives for the next three months ( the length of your probable probation period)? [explain how you can help and follow up with questions of how your job responsibilities will impact them]

Questions to ask your new boss

• You and (one of his important competitors) have many similar products (or offer similar services). What sets you apart from them? What’s different about the way you do things? What’s different about their corporate structure, mission or philosophy?

• How fast is the company growing? Is management happy with that rate, or do you have expansion plans in mind?

• What is the company’s ranking within the industry? Does this position represent a change from where it was a few years ago? [if you already know about this, ask a more elaborate question based on what you know]• “I’ve read that the company has risen from fifth to second in

market share in just the past three years. What are the key reasons for this dramatic success?”

Questions to ask your new boss• How do you see me working with

each of the department heads?• How would my performance be

measured in this position? How is the department’s performance measured?

• How will my success in this role be measured?

Questions to ask your new bossProbing questions:• What are the things you would most like to see

changed in this (section, department, group, division, company)?

• When may I meet some of my potential colleagues (or subordinates)? Are they part of the interviewing process here?

• How will you weigh your subordinates’ input with your own assessment of my candidacy?

• What kind of feedback does your boss expect you to give him? How much weight has he given it in the past? [ask the subordinates].

Questions to ask your new boss• Are there many after-hours business events I will

be expected to attend?• How much travel should I expect to do in a typical

month? Are there distinct periods of heavier travel?

• Do you have a lot of employees working flextime or telecommuting?

• What has the turnover been in this department in the last couple of years?

• How many hours a week do you expect your star employees to put in? How much overtime does this position typically involve? How many weekends a year would I be expected to work?

Questions to ask your new boss• Please tell me about the people with whom I’ll

be working most closely.• How much budgetary responsibility would I

have?• Can you give me a better idea of the kinds of

decisions I could make ( or amounts of money I could spend) without oversight?

• How do you see my role evolving in the first two years? What would be the most logical areas or me to evolve into?

• What do you think my biggest challenge will be if I start working for you?

Questions to ask your new bossIt’s a matter of style: questions that will help you

determine your boss’s style.• How would you describe your management style?

Would you say that it’s similar to others in the organization, or do you consider yourself a bit of a maverick?

• When’s the last time you got really angrey at one of your subordinates? What was the cause? What did you do? Has anything similar happened since? Did you react differently?

• In your experience, are there particular types of people you seem to work better with than others?

Questions to ask your new boss• What particular traits do you value most in your

subordinates?• What kinds of people seem to succeed in this

company? In this department? Working for you?• How do you define success?• Tell me about the last time one of your subordinates

made a major mistake. What did he or she do? What did you do? How did that work out? What’s your philosophy about “mistakes”?

• How do you measure your own success?• What do you think your responsibility is to develop

your people? Would you cite some examples of which you’re particularly proud?

Questions to ask your new bossQuestions about the culture,

chemistry, fit:• What have you enjoyed most about

working here? What have you liked least? What do you like best about this company? Why?

• What is your history with the company?

• What’s keeping you here now?

Questions to ask your new bossSemi-closing questions:• Are there problems that keep you awake?

• What could I do to make you sleep better? How could I help you do a better job?

• How will we work together to establish objectives and deadlines in the first months of this job?

• Do my qualifications, experience, education, demeanor, outlook, etc remind you of another employee who succeeded at this job?

• What are your own goals for the coming year? How do you think I could specifically help you achieve them?

Questions to ask your new boss• If you were I, what are the three specific

goals you would set for your first three months on the job?

• What are three things that need immediate attention?

• What skills are in short supply here?• Are there other things you would like

someone to do that are not considered “formal” parts of the job?

• What is the first problem I should tackle?

Questions to ask your new boss• What’s the on thing I can do right at this

job to assure my success? What’s the one thing that would assure failure?

• Would it be possible to talk with ___ (the other department heads with whom I’d be working, my team, my boss, some of my potential colleagues/peers)?

• Isn’t there anything else you feel it is vital I know about the company (department, job, your expectations, etc.)?

Questions to ask your new bossTo show you’ve been listening:• This job seems to be in a state of flux. What’s

your impression?• Although your ad indicated that computer

experience was the primary qualification, I get the impression from our talk so far that building a new team is your major concern. Do you agree?

• Your company appears to be (team-oriented, helter skelter, highly charged, serious, fun etc). Do you think that’s an accurate assessment? If yes, can you tell me more about how that culture will impact how I work? If no, how would you describe it?

Questions to ask your new bossTiming can be everything:• The further along they are in the

process, the better it is for you, probably. You don’t want to be the first person they have interviewed.

• This way your enthusiasm and passion are fresh in the interviewer’s mind, rather than to be a long-forgotten “perfect” candidate.

Questions to ask your new boss• Is there anyone else along with yourself

who needs to be part of this discussion so a decision can be made today?

• Is there anyone else along with yourself who needs to be part of this interview so a hiring decision can be made today?

• Will those other interviews (with other candidates) be scheduled following this one?

Questions to ask your new boss• Over what period of time will those

other interviews take place?• How long a period have you set aside

for interviews before you make a final decision?

• At what point do you feel you will be making a final decision?

• May I make appointments with those other executives following this interview?

Questions to close the saleUncover hidden objections:• Is there anything that is stopping you from

offering me this job right now?• How do I compare with the others you’ve

interviewed for this position?• Or: how many other people would you say are

also serious candidates for this position? How do you see me stacking up against them?

• Are there any specific areas in which you believe my qualifications are lacking?

• Do you have any reservations about my ability to do this job?

Questions to close the sale• Do you have any concerns I haven’t

adequately eliminated?• Given my qualifications, skills and experience,

do you have any concerns about my ability to become an important member of your team?

• Is there anything in my background, education, skills, or qualifications that concerns you?

• Is there anything else I can tell you that would help you make the decision to hire me?

• How well do I meet your expectations?

Questions to close the sale• I think we’ve had an excellent talk and I’m very

interested in this position. Where do we go from here?

• Or: When can I expect to hear from you? If you are unable to call me before then, would it be all right if I call you before the end of ____?

• How am I doing? Do you think you will be recommending me to move on in the process?

• What are the key criteria you’re gong to sue to decide callbacks? How do I measure up, in your opinion?

• What are the next steps in the hiring process?

Questions to close the saleGetting to yes:• Mr. Barnes, have we established that I have the

educational background you’re seeking [yes]• And do I have the breadth of experience you

want? [yes]• Have my answers allayed any concerns you

may have had about my abilities? [yes]• Am I someone you feel you and your team can

comfortably work with? [yes]• So should we start discussing the

compensation package and make arrangements to get cracking?

Questions to close the sale

More closing questions:• can I assume from your positive responses that I am a serious

candidate for the job?• Can you tell me where you are in the process?• How many other candidates would you say you still believe

have a shot at this job after talking to me today? (this is a strong close, but it’s very positive and I personally like it a lot)

• Whom do I need to talk to next? May I set up an appointment with her before I leave today?

• When do you expect to make a final decision and fill the position?

• How do I fit into the needed vision of the group?• How do I compare with the other candidates you’ve

interviewed?• How well do I meet your expectations?

Questions to close the saleYou can always work for free:• I realize you have a very difficult decision

to make, but because you’ve indicated you need at least a week to do so, would you object if I came in first thing tomorrow morning and actually showed you what I can do? I wouldn’t expect payment, of course, until you officially hired me at the end of the week? [it’s like a free trial offer. It gives you a huge edge over the competition].

Questions to ask yourself after the interview

• How did it go?• What did they say?• What did you say?• How many people did you see?• How much time did you spend with

each?• What role does each of them play?• Who seemed the most important?• Who is the hiring manager?

Questions to ask yourself after the interview

• Who is the decision maker?• Who seems to most influence the decision?• Who else did you meet (secretaries,

receptionists, department heads, peers, etc)?• How quickly do they want to make a decision?• How do you stack up to your competition?• What objections did you have to overcome? Do

you think you did so successfully?• How badly do you want this job?• What’s the next step according to them?• What is your plan?

Questions After you have an offer

• Questions to get the best deal (Chapter 7, IMG_1280)

• Also, see “smart questions to ask” appendix (IMG_1292) for all the questions above summarized.

The four basic personality types1. Type 1: Outgoing and Direct

(socializers)2. Type 2: Self-contained and Direct

(dictator)3. Type 3: Self-contained and Indirect

(thinkers)4. Type 4: Outgoing and Indirect

(helper)

The four basic personality types

Type 1: Outgoing and Direct (socializers)

These people are called “socializers”. They are energetic, friendly and self-assured. To spot this personality, look for the following characteristics:

The four basic personality types1. A flamboyant style of dress. Even in a

conservative business suit, a brightly colored tie, scarf, or jewelry might be worn. Current fashion is preferred to classic styles.

2. Many pictures and personal mementos in the office.

3. A cluttered desk, or at least a covered one.4. Not very time conscious, so you might be

kept waiting. In most cases, the interviewer is juggling a hundred things at once.


These types gravitate toward personnel jobs because they’re outgoing “people” people. If you’re methodical, reserved type, you can get into trouble with interviewers of this type. You’ll have to smile more, talk faster and get to the point. They have to like you before they’ll listen to you. And listening is not on their list. If you are this type, be careful. You don’t want to out-talk, out-smile, or out-interview the interviewer!


Type 2: Self-Contained and Direct (Dictator)

These people differ from socializers because they’re far more reserved and conservative.

Clues:

1. A conservative, high quality, custom-tailored wardrobe, impeccably worn.

2. A neat, organized work space. A few expensive personal desk accessories. Perhaps one or two classic picture frames containing family photos. Nothing flashy. Everything understated.

The four basic personality types3. A firm handshake, but not much of a

smile. Not as talkative as the first type. They’ll size you up critically and wait for you to make your mistakes.

4. Time conscious and annoyed when others are not. Goal and bottom line oriented. Believes that all work and no play is the way to spend the day.


To get along with this type, be all business. Don’t waste the their time. Eliminate unnecessary words, and be sincere. This type itches around “touchy feely” people. You won’t find them saying, “oh, I just adore this.” You shouldn’t either.

Don’t be intimidated either. If you are, director types will sense it and reject you immediately. Don’t be defensive about weaknesses in your background. Just explain them by turning them into strengths.


Type 3: Self-Contained and Indirect

Such people are called “thinkers” and might be found in analytical professions. They don’t speak up, socialize or editorialize. They go about their work quietly and they get it done properly.

The four basic personality typesEvidence of this personality includes:

1. Uninteresting, understated clothes. Gray and beige predominate. Style and looks aren’t a priority, function is. This person is nothing if not practical

2. Few personal items and “warm fuzzies”3. This interviewer’s hand will probably dangle

at the end of his or her wrist. Shake it anyway – it will confirm your suspicions that he or she is a “thinker”.

The four basic personality types4. Time conscious and work oriented.

Their work ethic is just as strong as the directors’, but thinkers don’t want to run things; they’re loners.

5. An organized desk, with neatly arranged work. Maybe even a To Do list with half the items crossed off.

The four basic personality types4. This type of person is hard to draw

out and may become annoyed if you try. If you’re push and aggressive, the thinker gets withdrawn and your offer will be withheld. Answer questions directly and succinctly. Volunteer as much information as the interviewer needs to make a decision.. Thinkers thrive on data, but they neet time to analyze it, so don’t rush.

The four basic personality typesType 4: Outgoing and Indirect

The most common word for this personality type is “helper”. They’re friendly, like socializers, but without the aggressiveness. Helpers tend to gravitate toward “human resources”; they’re the closest the business world gets to providing psychiatric social work for employees.

Helpers take time to know you before the actual interview begines. They’re “nice”, but will do almost anything to avoid making a decision. In that area, you need to help them. You’re probably talking to a helper when there is:

The four basic personality types1. A non threatening appearance that

matches their demeanor. Neutral shades, soft fabrics.

2. A number of personal items on the desk – often handmade. Their office will reflect that other people are important to them

The four basic personality types3. A friendly, expressive and concerned

approach. Helpers may apologize for keeping you waiting because they were busy solving everyone else’s problems. They smile warmly, reach out to take your hand and might never let it go.

4. A phone ringing, work piling up, and many uncompleted projects. To a helper, “people” are all that matter


These people are the opposite of the “director” type, and they rarely play opposite each other. That’s why CEOs tend to be on the top floor while personnel is in the basement. The helper never gives up trying to convince the director to “humanize”, “personalize” and “realize”.

To get hired, take time to establish rapport, become friends and accentuate the importance of the “person” in “personnel”. But remember to limit interviews to two hours.


With helpers, it’s your responsibility to get your job qualifications across. If you don’t, yo may leave the interview with a friend but not a job. They won’t ask you to give them a reason to hire you or even recommend you for a second interview. Emotionally, they don’t realize that’s why you’re there. They think it’s beacuse you’re taking a hiring survey. A helper helps, but doesn’t hire.


Conclusion: This is a remarkably accurate way to out-stereotype the stereotypers. Some will fit the description exactly, others will fir several. No matter. Just know and play to your audience. Study the four profiles and practice typecasting a few of your friends, coworkers, and relatives. Learn to pick up on the clues to someone’s predominant personality style. Then practice playing to them. They’re your audience too!

The follow up interview

• Align with the Interview: the halo effect. It's when the interviewer identifies with the applicant. Once it happens, the applicant can't do or say anything wrong. The halo effect gives a job seeker the psychological advantage tat will zap any interviewer into submission within seconds.

• Use the "Tie-Down" Techniques to Move the Interview Along: listening and questioning properly is the way to win the interview. For the first few minutes of the interview, you're observing and determining how to proceed. You've been asked impossible questions and have delivered inspirational answers. Now you must ask questions - carefully.


• The art of asking the right questions to get to the minor yes's that allow you to lead to the major decision and a major yes. Nurse the process along:

• Moving the process along is done through the use of “tie-down” phrases in questions designed to elicit an affirmative response. The most common ones are:


• Aren’t I/you/we/they?• Can’t I/he/she/you/we/they/it?• Doesn’t he/she/it?• Don’t I/you/we/they?• Don’t you agree?• Hasn’t he/she/it?• Haven’t I/you/we/they?• Isn’t he/she/it?


• Isn’t that right?• Shouldn’t I/he/she/you/we/they it?• Wasn’t I/he/she/it?• Weren’t you/we/they?• Weren’t you/we/they?• Won’t I/he/she/you/we/they it?• Wouldn’t I/he/she/you/we/they/it?


• There are four kinds of tie-downs, and you should vary your dialogue with them so you won't appear obvious or overbearing. With each agreement you obtain from the interviewer, you have scored one more "minor yes" leading up to that "major yes" - the offer.


The Standard Tie-Down: These are used at the end of a question*:

• “My qualifications appear to fit the position you have open, don’t they?”

• “Diversified Investments really has a lot to offer someone with my experience, doesn’t it?”

• “It looks like we’ll be able to eliminate the problem, don’t you agree?”


The Inverted Tie-Down: These are used at the beginning of a question*:

• “Isn’t it an excellent position for someone with my background?”

• “Don’t you think we’ll be working together well?”

• “Wouldn’t you like to see how I can be of assistance?”


The Internal Tie-Down: These are used in the middle of a compound question:

• “Since the entire data processing staff agrees, shouldn’t we discuss when I can start work?”

• “When the budget it approved, won’t it expedite production to have someone who knows the project?”

• “Now that we’ve had the opportunity to meet, wouldn’t it be great to work together?”


The Tag-On Tie-Down: is used after a statement of fact. A slight pause, then emphasis on the tie-down, improves its effect:

• “My experience will benefit Allied Products, won’t it?”

• “You’ve really spent a lot of time and money to get the right person, haven’t you?”

• “This problem can be corrected easily, can’t it?”


• Rehearse your script for the interview. Write down all the tie-down lines you can use during the interview, then read them into a tape recorder and play them back once or twice a day – everyday – to implant them into your subconscious. They’ll pop out automatically when you need them. After about a week of this exercise, the tie-down technique will come naturally to you.


• Find an Area of Agreement, and Lead Slowly, and Lead Slowly and Carefully to the Offer: When you hear a positive comment such as 'This is the kind of experience we need," lean forward slightly in your seat, smile and try one of these:

• "My background fits this position very well."• "We have a good match here."• "This looks like a long-term situation."• "I'm excited about the positon."

• These statements gently "close" the interview with class. The interviewers don't know and don't care whether your using closing techniques. That's because they're dealing with a qualified candidate who knows how to play their game.


• ...BUT WITH BIG DIFFERENCES: The second interview isn't the same as the first one. The heat is on, and the rematch is different in more than degree:

• You'll likely be talking with someone different.

• At the very least, some new players will join

the field. You'll be dealing with some of the first string this time.


Power Interview Techniques

1. Attempt to sit next to the interviewer (not sure about this one...see IMG_1935)

2. “Mirror” the Interviewers Body Language, Facial Expressions, Eye Movement, Rate of Speech, Tone of Voice, and Rate of Breathing: Mirror, not mimic. This is a subtle art. The results will amaze and amuse you. This subtle form of imitation is a proven way to establish rapport. Just be careful to align, not offend. It’s a basic form of physical agreement.


3. Use “Insider Language”:

company buzzwords and insider language. The primary use of insider language in pacing is to lock in the alignment with the interviewer. It's a linguistic password that gets you into the interviewer's thinking process and allows you to lead. It also signifies that you are compatible with the corporate culture. "Company" buzzwords should be heard and noted in your job search research and phonework. Understand and use them correctly.


the tone of the conversation will be different.

There will be a closer examination of your character and personality. Now, they're trying to determine what kind of person you'll be to work with.

Therefore, the substance of the talk will be different as well.

Here's how to deal successfully with the differences.


1. Scout the Field: When you’ve been invited back for a follow up interview, don’t just wonder what the game plan is. Take the direct approach. Call your original interviewer, and after expressing your appreciation for the time he/she spent with you then, lead into the discussion with a comment something like: “From what I understand, it looks like I’ll really be able to assist _____. Is there anything I should know before we meet?”


Then listen and take notes. Interviewers will be delighted to give you their impressions. Often they are extremely incisive since they have access to the personnel files. Before you conclude the conversation, ask the interviewer if he or she thinks the supervisor would mind a direct call. Interpret “No, I don’t” as a suggestion that you do so.


Then call the supervisor. After saying that the interviewer suggested you call, and asking whether he or she has a few minutes, state: “I’m looking forward to meeting you (again) on ___, at ___. Before we get together, I wonder if there’s anything you’d like me to bring?”


The supervisor will not be able to think that fast. In the remote event that he or she asks for something, evaluate whether it can affect your chances adversely. If so, say something like: “I’ll check to see whether I have it. If not, I’ll bring what I can.”


This is more than just an excuse to confirm the interview. It’s a chance to hear where the supervisor’s thinking is going with regard to hiring you. A little industrial espionage goes a long way – and you don’t have far to go

Generally, the second interview is more directed. It takes one of two paths, and you should prepare for both. The first is:


2. The “Who Are You?” Interview: similar to the first interview, with lots of questions and you delivering perfectly timed answers. The difference is that you’ve now developed a clearer profile of your interviewer and the target job and know what drives the audience wild.


3. The “What Can You Do For Us?” Interview: This interview tends to be informational, rather than personal. Review your scripts and your notes to rehearse buzzwords, inside information, and technical data. Be prepared to demonstrate exactly how your background, experience, and skills enable you to do the target job. It’s a more objective approach, and you can be fully prepared.


4. The Interrogation Interview: If you haven’t already experienced the interrogation interview, you may have the opportunity at your rematch. And it is an opportunity. Hope it happens! Why?

Gaining confidence in this situation is just a matter of practicing answering difficult questions in front of a mirror, with a tape recorder running.


• Be sure to neutralize the sting of each question. Answer in a sincere, direct manner.

Here are the questions and answers you can expect – and turn to your advantage in an interrogation interview: see the Word file called “Interrogation Interview Q&A” in the Interview Folder.

The Final score

• Review how everything went.• Keep going for other jobs though no

matter how confident you are about your target job.

• You can ask the interviewer during the interview: "Can you give me an idea of when you're planning to come to a decision on this position?"

The Final score

• You can probably get an idea of when to expect a response during the interview: they might say, “We’re hoping to fill this position within the month.”

• Don’t forget to send them another Thank You letter (within 2-3 days). End the letter saying something like. “I’ll call your office next week to see if there’s anything else you need from me.”

• If you haven't heard from them in 2 weeks, call.

Goodbye1. Smile2. Make direct eye contact3. Say, “it sounds like a great opportunity...I look forward to

hearing from you.” or “thank you for giving me the opportunity to meet with you to discuss my qualifications”. Indicate you are indeed interested in the job.

4. Summarize what you see as your major strengths and possible future contributions to the company.

5. Thank the interviewer for their time and ask.6. Ask when they plan to make the final hiring decision: “When

do you anticipate making your final decision?”7. Give a firm but gentle handshake and say, “I hope to hear

from you soon. Would it be okay to call you next week to inquire about my status?”

8. Leave with a smile on your face and spring to your step – positive body language as you exit.

Goodbye

Never close by saying “so when can I start?”

Don’t say “I have another interview this week. When can I expect to hear from you?”

Interview IQ

1. I know what skills I can offer employers.2. I know what skills employers most seek in

candidates.3. I can clearly explain to employers what I do well ad

enjoy doing.4. I can explain in 60 seconds why an employer should

hire me.5. I can identify and target employers I want to get an

interview with.6. I can develop a job referral network.7. I can prospect for job leads.8. I can generate at least one job interview for every

10 job search contacts I make.

Interview IQ

9. I can follow up on job interviews.10. I can persuade an employer to renegotiate my salary

after six months on the job.11. I know which questions interviewers are most likely to

ask me.12. If asked to reveal my weaknesses, I know how to respond

– answer honestly, but always stress my strengths.13. I know how to best dress for the interview.14. I know the various types of interviews I may encounter

and how to appropriately respond in each situation.15. I can easily approach strangers for job information and

advice.16. I know where to find information on organizations that

are most likely to be interested in my skills.

Interview IQ

17. I know how to go beyond vacancy announcements to locate job opportunities appropriate for my qualifications.

18. I know how to interview appropriate people for job information and advice.

19. I know many people who can refer me to others for informational interviews.

20. I can uncover jobs on the hidden job market.21. I know how to prepare and practice for the critical job

interview.22. I know how to stress my positives.23. I know how to research the organizations and individuals

who are likely to interview me.24. I have considered how I would respond to illegal

questions posed by prospective employers.

Interview IQ

25. I can telephone effectively for job leads.26. I am prepared to conduct an effective telephone

interview.27. I know when and how to deal with salary questions.28. I know what to read while waiting in the outer office

prior to the interview.29. I can nonverbally communicate my interest and

enthusiasm for the job.30. I know the best time to arrive at the interview site.31. I know how to respond using positive form and content

as well as supports when responding to interviewers’ questions.

32. I know how to summarize my strengths and value at the closing of the interview.

Interview IQ

33.I know what to include in a thank you letter.34.I know when and how to follow up the job interview.35.I know what to do during the 24 to 48 hour period

following a job offer.36.I can clearly explain to interviewers what I like and

dislike about particular jobs.37.I can explain to interviewers why I made my particular

educational choices, including my major and GPA.38.I can clearly explain to interviewers what I want to be

doing 5 or 10 years from now.39.I have a list of references who can speak in a positive

manner about me and my work abilities.40.I can clearly state my job and career objectives as both

skills and outcomes.

Interview IQ

41. I have set aside 20 hours a week to primarily conduct informational interviews.

42. I know what foods and drinks are best to select if the interview also includes a luncheon or dinner meeting.

43. I know how to listen effectively.44. I can explain why an employer should hire me.45. I am prepared to handle the salary questions at whatever

point it may come up.46. I know when to use my resume in an informational interview.47. I can generate three new job leads each day.48. I can outline my major achievements in jobs I have held and

show how they relate to the job I am interviewing for.49. I know what the interviewer is looking for when he or she

asks about weaknesses.50. I am prepared to handle both serial and stress interviews.

introduction you are faced with the task of convincing a total stranger to invest company money and...

Documents

introductionask questions

insightful questions

introductionasking questions

main questions

job offer

interviewer properlyhone

interviewers stylerecognize

interviewers expectations