The number one winning formula in an interview is
EXPRESS INTEREST AND ENTHUSIASM!
Before the Interview . . .
Research the company including their web page, information from Headhunter as well as your own professional network.
Be prepared for the frequently asked questions (see following pages) if you haven’t interviewed in a while, either role-play with someone or write down the answers.
Prepare questions about the company, position, project, team, etc focusing on the big picture . . . take them with you.
Try to get there at least 10-15 minutes before the scheduled time and take into account things like signing in at the front desk, parking, filling out an application, getting lost . . .
Opening the Interview . . .
Thank the interviewer for taking the time to meet with you establish good eye contact and give a firm handshake.
As the interview begins, become an active participant; you are interviewing them as much as they are interviewing you.
Convey to the interviewer what you understand about the position and ask if there is anything else they can add. For example, “Headhunter has told me that you are looking for a software engineer with 3 years experience developing C++/MFC and Windows NT applications; is there anything else that you can tell me about the position.”
Ask the interviewer, “What skills do you feel are important to be successful in this position in addition, what you would like this person to accomplish in the first 3 months, 6 months and 1 year.”
During the Interview . . .
Remember that no matter what they ask you, they are asking you ”What have you done in the past and how does it apply to what we’re doing here?”
Always give examples of what you have done. For example, “When I was at Qualcomm, I was the lead developer for a call processing application. There were four people on my team and we designed, developed, tested and delivered the application in a four month period. The application was developed using C on Solaris and FreeBSD.”
If they ask you about something that you don’t have experience with, don’t try to cover up. Let them know you don’t have experience in that area but give them an example of a time when you had to pickup a new skill and how you applied it in a given period of time. For example, “When I started at my last company, I didn’t know Unix at all. Within four months, I was able to not only pick up Unix but I assisted in the implementation of a HP Openview network management system that monitored 400 nodes.”
If they ask you about compensation, don’t play games. Tell them what you’re making and what your expectations are. If you are interviewing through us, we have already told them your current compensation and your expectations.
Closing the Interview . . .
As the interview is wrapping up, thank the interviewer for their time and let them know if you are interested in the opportunity, when you could be available to start.
Also ask them if they think you could be a right fit and what would be the next step?
Ask them if they might need any further information to help them make a decision, In addition, ask the interviewer if they have any concerns regarding how you fit with the requirements of the position and if there are any areas that they would like clarified. Tell them that you would appreciate candid feedback.
Twenty Tough Questions
“Are you Prepared with the Answers?”
1. "Tell me about yourself."
Just talk for two minutes. Be logical. Start anywhere, e.g. high school college, or first position. Looking for communication skills, linear thinking. Also try to score a point or two (describe a major personal attribute.)
2. "Why are you leaving your current position?"
This is a very critical question. Don't "bad mouth" a previous employer. Don't sound "too opportunistic." Best when major problems, or buy-out, or shut-down. Also good to state that after long personal consideration, your chance to make a contribution is very low due to company changes. Still attempt to score points.
3. "What do you consider your most significant accomplishment?"
This can get you the job. Prepare extensively. Score points. Tell a 2 minute story, with details and discuss personal involvement. Make the accomplishments worth achieving. Discuss hard work, long hours, pressure, important company issues at stake.
4. "Why do you believe you are qualified for this position?"
Pick two or three main factors about the job, and about you that are most relevant. Discuss for two minutes, with specific details. Select a technical skill, a specific management skill (organizing, staffing, planning), a personal success attribute to mention.
5. "Have you ever accomplished something you didn't think you could?"
Interviewer is trying to determine your goal orientation, work ethic, personal commit, and integrity. Provide a good example where you overcame numerous difficulties to succeed. Prove you're not a quitter, and that you'll get going when the going gets tough."
6. "What do you like or dislike most about your current position?"
Interviewer is trying to determine compatibility with open position- If you have an interest in the position be careful. Stating your dislike of overtime or getting into details, or that you like "management" can cost you the position There is nothing wrong with liking challenges, pressure situations, opportunities to grow, or disliking bureaucracy and frustrating situations.
7. "How do you handle pressure? Do you like or dislike these situations?"
High achievers tend to perform well in high pressure situations. Conversely, the question would imply the position is pressure packed and out of control. There is nothing wrong with this as long as you know what you're going into. If you do perform well under stress, provide a good example with details, giving an overview of the stress situation. Let the interviewer "feel" the stress by your deion of it.
8. "The sign of a good employee is the ability to take initiative. Can you describe situations like this about yourself"
A proactive, results oriented person doesn't have to be told what to do. This is one of the major attributes. To convince the interviewer you possess this trait you must give a series of short examples. describing your self-motivation. Try to describe at least one example in depth. The extra effort, strong work ethic and creative side of you must be demonstrated.
9. "What's the worst or most embarrassing aspect of your business career? How would you have done things differently now with 20/20 hindsight?"
This is a general question to learn how introspective you are. Also to see if you can learn from your mistakes. If you can, it indicates an open, more flexible personality. Don't be afraid to talk about your failures, particularly if you've learned from them. This is a critical aspect of high potential individuals.
10. "How have you grown or changed over the past few years?
This requires thought. Maturation, in technical skills, or increased self-confidence are important aspects of human development. To discuss this effectively is indicative of a well-balanced intelligent individual. Overcoming personal obstacles or recognizing manageable weaknesses can brand you as an approachable and able employee.
11. "What do you consider your most significant strengths?"
Be prepared. Know your four or five strengths. Be able to discuss each with a specific example. Select those attributes that are most compatible with the job opening,. Most people say "management" or -good interpersonal skills, in answer to this. Don't unless you can describe the specific characteristics of management (planning, organizing, results, staffing, etc.) or how your relationship skills have proven critical to your success.
12. "What do you consider your most significant weaknesses?"
Don't reveal deep character flaws. Rather discuss tolerable faults, that you are working towards improving. Show by specific example how this has changed over time. Better still, show how a weakness can be turned into a strength. For example, how concentration on details results in higher quality work even though it requires much overtime.
13. Deadlines, frustrations, difficult people, and silly rules can make a job difficult How do you handle these types of situations?"
Most companies, unfortunately, face these types of problems daily. If you cant deal with petty frustrations you'll be seen as a problem- You certainly can state your displeasure at the petty side of these issues; but, how you overcome them is more important. Diplomacy, perseverance, and common-sense often prevail even in difficult circumstances. This is part of corporate America, and you must be able to deal with it on a regular basis.
14. "One of our biggest problems is_______ it? What has been your experience with it? How would you deal with it?"
Think on your feet. Ask questions to get details. Break it into sub-parts. Highly likely you have some experience with the sub-sections. Answer these, and summarize the total. State how you would go about solving the problem, if you can't answer directly. Be specific. Show your organizational and analytical skills.
15. "How do you compare your technical skills to your management skills?"
Many people tend to minimize their technical skill, either because they don't have any, or they don't like getting into the detail. Most successful managers possess good technical skills and get into enough detail to make sure they understand the information being presented by their group. Try for a good balance here if you want to be seriously considered for the position.
16. "How has your technical ability been important in accomplishing results?"
Clearly the interviewer believes he needs a strong level of technical competence. Most strong managers have good technical backgrounds, even if they have gone away from detail. Describe specific examples of your technical wherewithal; but, don't be afraid to say you're not current. Also, you could give an example of how you resolved a technical issue by "accelerated research."
17. "How would you handle a situation with tight deadlines, low employee morale, and inadequate resources?"
If you pull this off effectively, it indicates you have strong management skills. Need to be creative. An example would be great. Relate your toughest management task, even if it doesn't meet all the criteria. Most situations don't Organizational skills, interpersonal skills, and handling pressure are key elements of effective management. Good managers should be able to address each issue, even if they were not concurrent. Deftly handling the question is pretty indicative of your skills.
18. "Are you satisfied with your career to date? What would you change if you could?"
Be honest. Interviewers want to know if he can keep you happy. It's important to know if you're willing to make some sacrifices to get your career on the right track. Degree of motivation is an instant selection criteria.
19. "What are your career goals? Where do you see yourself five years from now? Ten years? "
Most importantly, be realistic! Pie-in-the sky stuff brands you as immature. One or two management jumps in three to five years is a reasonable goal. If your track record indicates you're on line for senior management in ten years, it's okay to mention. However, if you've had a rocky road, better to be introspective.
20. "Why should we hire you for this position? What kind of contribution would you make?"
Good chance to summarize. By now you know their key problems. Restate them and show how you would address them. Relate to specific attributes and specific accomplishments. Qualify responses with the need to gather information. Don't be cocky. Demonstrate a thoughtful, organized, strong effort kind of attitude.
THIRTY- THREE WAYS TO SUCCEED ON INTERVIEWS!
1. Dress for success - reflect a professional image.
2. Be early for interviews (12-15 minutes).
3. Express interest and enthusiasm (empathy).
4. De-emphasize money and fringe benefits (open on salary).
5. Compliment past employers or minimize if unpleasant.
6. Maintain good eye contact.
7. Extend a firm, friendly handshake.
8. Express appreciation for interviewer's time.
9. Give direct responses to questions.
10. Ask questions about position and the company.
11. Be receptive to the possibility of transfer to other locations.
12. Exhibit confidence and poise (at easy1 calm).
13. Be assertive without being overly aggressive.
14. Exhibit tact.
15. Express yourself clearly (voice1 diction, grammar).
16. Express a career purpose and goal.
17. Express willingness to "earn your stripes."
18. Demonstrate mature attitude.
19. Exercise courteous, well-mannered behavior.
20. Make short, direct responses to questions on unfavorable factors in record.
21. Indicate participation in company activities (team play).
22. Demonstrate decisiveness.
23. Fill out company application neatly and completely.
24. Show interest in finding a good career opportunity.
25. Express interest in long term opportunities (goals).
26. Show understanding, compassion.
27. Reflect high moral standards.
28. Show interest in the company or industry you are interviewing with.
29. Be energetic; well rested.
30. Avoid prejudicial comments.
31. Show broad interests (work and play).
32. Take criticism as a professional statement.
33. Get an offer then make a decision about the company
TWENTY-NINE WAYS TO BLOW AN INTERVIEW
Jobs are WON and LOST in the interview. Headhunter.com has determined a number of reasons that have resulted in past failures. You can turn each negative into a positive and make them work for you. TAKE THIS WITH YOU AND REVIEW IT PRIOR TO EACH INTERVIEW
1. Poor personal appearance.
2. Lack of interest and enthusiasm. (Passive and indifferent).
3. Over emphasis on money. (Interested only in best dollar offer).
4. Negative comments about current or past employers.
5. Failure to look at interviewer when conversing.
6. Limp, fishy handshake.
7. Late for interview.
8. Failure to express appreciation for interviewer's time.
9. Failure to ask questions during the interview about the company, the position, the future.
10. Vague responses to questions such as the inability to quantify accomplishments.
11. Over aggressive, conceited "know it all" complex.
12. Inability to express self clearly. (Poor voice, diction, grammar).
13. Lack of planning for career. (No purpose or goals).
14. Unwilling to start at the bottom; expect too much ... too soon.
15. Make excuses; evasive; hedge on unfavorable factors in record.
16. Lack of tact.
17. Lack of courtesy, ill-mannered.
18. Lack of maturity.
19. Lack of vitality.
20. Indecision.
21. Sloppy application blank.
22. Merely shopping around.
23. Want job only for short time.
24. No interest in company or industry.
25. Cynicism
26. Low moral standards.
27. Intolerance. (Strong prejudices).
28. Narrow interests.
29. Inability to take criticism.
