When preparing for an interview, most people focus on the questions that might be asked of them and how they will answer. But another key element of a job interview should also be questioning the interviewer themselves.
Why would you interview the interviewer? First, it’s as important to you as it is to your potential employer. You need to know if the job is a good fit for your skills, talents and work style. Second, if there is an ideal work situation that you envision for yourself, now is the time to find out if this is that kind of place. Third, if you were dissatisfied with your last job, you can learn if things will be the same in this new place. Now is the time to ask questions, and find out the answers you seek!
So the person who is doing the hiring has finished giving you the full drill. Now it’s your turn. What do you want to know? Here are five key questions to ask:
Question #1: Can you describe the work environment?
If possible, find out how many people you’ll be reporting to. Ask if you can be introduced to your future boss if you haven’t already. Find out how many people make up the immediate department and in what ways will you be interacting with them. Try to open up a conversation about the general “scene” of the workplace, and the company culture… what is a typical day in the life of someone who holds this position? Ask your interviewer that question too!
Question #2: What types of responsibilities will be expected of me?
Beware of open-ended job titles which can involve pretty much anything. You might be under the impression that the “marketing coordinator” does things like run and analyze reports, manage advertising campaigns and things of that nature. Then later on, you discover that your job responsibilities include proofreading and setting up meetings, neither of which you enjoy or excel at! Find out the details before you make a decision.
Question #3: Is there potential for growth?
Many companies have what is known as the “glass ceiling” - where you have just a few opportunities to advance professionally, and then suddenly you hit a barrier and can’t go any higher. It’s one thing to receive a pay raise every year. But if you’re forever stuck in the same job with the same duties, it may not be worth making the commitment. Find out whether the company you’re interested in offers training programs for future leadership positions. Ask if there are openings in areas where you can develop valuable skills that you can “take with you” on the path of career development.
Question #4: Can you tell me about employee benefits, sick day policy, vacations and such?
This one should be saved for the second interview, assuming there will be one. Some employers find it off-putting when potentials seem overly eager about taking vacation before they’re even hired. Nevertheless, these are all legitimate questions that are important when weighing your options between different potentially rewarding jobs.
Question 5: Will there be any travel involved?
To some people, travel is a rewarding aspect of their career. But to others, things like being in an unfamiliar city and managing your time between flights, hotel check-ins, conferences and trade shows can be very stressful. So find out ahead of time: how much travel, if any, will be involved and under what circumstances? Do you find travel a stimulating part of doing business? Great. But if you think that travel could negatively impact your job performance, don’t accept the offer no matter how enticing the pay. There’s a better fit out there for you!
Many people go into the interview hoping and praying the company thinks they’re the right person for the job. But they are forgetting that it’s just as important to find out, “Is this job the right one for me?” Better to learn the answer up front. Remember - a job interview is a two-way street. Make the most of yours.
All the best for a rewarding and fulfilling career doing what you love!
Posted in Job Interviews | Comments Off
Oh-man…. I Can’t Believe The Job Interviewer is Asking: Why I Was Fired?
Wednesday, November 29th, 2006
If it’s not your first time anymore to apply for a job, chances are you either left on your own accord, or you got fired. The latter is the tricky one especially when the time comes that you have to job hunt again, and the job interviewer naturally has to get curious as to why you got the axe.
Don’t worry. Hiring managers won’t hold it against you if you got fired from your last job. Back then getting fired may give some stigma or a sort of a scarlet letter to a job searcher’s resume as if the accused party was guilty of something more than the actual reason. But nowadays employers are being more open-minded. They know that there’s a crucial play of factors for getting fired, and it’s never simple.
Plus, if not all employees who somehow survive the axe are the best employees in the office, conversely that means not all employees who get dismissed are bad ones.
Of course, you have to grant your job interviewer the right to be curious about the circumstances of your being fired. Fortunately there are graceful ways to answer this thorny question:
Be honest, while putting yourself in a good light. Of course, being honest doesn’t mean divulging every little detail. For instance, if you and your previous boss had a particularly nasty rift, narrate to the interviewer the circumstances, explain your side on the issue, and your boss’s too, and why you think you didn’t agree. Stick to the facts and logic, not with biases. It’s wise to admit faults and shortcomings instead of being all defensive about it. Just remember to follow up your admission with a promise that you’ve learned from the experience and that you are now ready to do things differently this time around.
Emphasise your positive qualities. Don’t miss an opportunity to market your qualities, skills, and qualifications for the job. You can perhaps tell the interviewer that you were let go even before you could prove your worth, or that your previous company just didn’t appreciate and acknowledge your contribution to the company. Of course, mention these without sounding like a braggart, but someone who is willing to do their best for the company.
Never badmouth previous employers. Besides not sounding professional and plain nice, your prospective employer is still an employer and is likely to see things in your previous employer’s perspective, so any hate-remarks from you is bound to be taken by them as not a good sign.
Focus on the future. Getting fired from a job is just one door closing on you; what it really means though is a world of job opportunities that it opens for you. Tell the job interviewer that now that you’re out of your old company, you can explore other avenues in job that might be better suited for your qualifications and which might help you to grow. There’s a difference between discussing the past and dwelling on it; so steer the conversation into the future and what you can do for the company should they hire you.
As with any job interview questions, there’s always the graceful way to answer that will let your prospective employer see your potential. Just remember, think on the bright side, focus on the future, and keep your chin up.
Posted in Job Interviews | Comments Off
Give Job Interviewers What They Want to Hear
Saturday, November 18th, 2006
Job interviews. Each interviewer thinks that they are using new and novel techniques. Really it all goes down to the book they read this week or most likely last year.
Once you realize that there is little originality in interview techniques your ability to succeed in interviews and hence jobs and promotions offered to you will soar and you will be on the gravy train so to speak.
In actuality it is all about giving the interviewer what is that they want to hear.
Management guru Riteway Strokon notes that the skill of getting through university is to learn to give back to the professor what he told in different words – and importantly words that he understands. So it is with passing interviews.
There is very little originality in interview techniques and questions no matter how elaborate and intimidating the interviewer and interview seems. If ever get an honest out of way real interview this is the tip off that this is either the company with its style of management or the superior you can work with and for to prosper.
First of all read and reread the ad or posting carefully. What are they looking for?
What skills and traits are desired both by the organization and the ad? Do you have those traits or will you have to groom them. Reread the ad to ascertain the “corporate culture”. How could you fit into that society so to speak? How would you present yourself both in appearance, attitude and answers to better fit the interview mold?
Further along the path of interview preparation, research the company either as if you were buying one of the company’s expensive products or purchasing a large block of stock. The internet affords the easiest and quickest ever means of initial research.
If you use Google as your search engine of choice try using other search engines – such as MSN or Yahoo. You can even try a search engine of search engines – a Meta search engine such as Dogpile or Clusty. Look at the links leading to firm’s WebPages.
Are there links leading from customers for tech support or product information? Who are their major customers? Often the real dirt and info on a company can be obtained from competitors. The best source of information about a Tylenol sales manager would be from their competition – that is someone who sells aspirin for example. Call tech support for the company to check customer service levels as well as the over demeanor and morale of company. If possible such as for retail stores try to talk to some real employees of the firm. What you are looking for is consistency in approach and philosophy all the way down the line and happy satisfied employees and customers. For example the job listing may be all about “targeting and core customer base”. However if you spot that the company is not targeted that their advertising as well as focus is all over the map with no discernable focus and that major customers are unhappy and are ready to jump ship then this is not a good sign for you.
Just as you are playing a game at presentation in the interview process management often has to play a similar game with their supervisors who may be clueless. Look at what was the most major and vital industry to the American economy that was the automobile industry. It used to be said “What is good for General Motors (GM) is good for America. Now the American car industry with its insulated senior management is on its way to hell in a hand basket. Or at least with senior management is still being served executive meals on white linen far away from any employee cafeteria or worker lunchbox. Management may be shown a video or given a course and be clueless about basic concepts in life that your 4 year old nephew knows instinctively.
Preparation is the key to successful job interviews. Lastly it is always a good idea not to laugh at the incongruity of the interviewer’s questions and answer questions with a straight face while maintaining eye contact.
25 Interview Killers
Yes, your resume tells the most about your background, education and experience, but how you behave in the interview can make or break your career. A job interview is your chance to leave a positive first impression that is sure to win you a job offer. Many candidates walk in and out of interview rooms leaving memorable negative impressions that, no matter how good their resume looked, they lose!
Everyone's telling you what you should do in an interview, but they forget to point out what you shouldn't do. Make sure you never make any of the following mistakes!
Your General Attitude
Come late to the interview.
Be as arrogant, overaggressive and conceited as possible. Insist on having a know-it-all attitude.
Don't be confident in yourself.
Project a poor personal appearance.
Avoid looking the interviewer in the eye.
Don't shake hands with the interviewer.
Answer questions with either yes, no or I don't know.
Be intolerant and show strong prejudices against others.
Don't articulate yourself clearly, have a poor voice and use lousy grammar.
Show unwillingness to work after official hours.
Don't be tactful and be blunt about everything.
Be unwilling to start at the bottom; expect too much.
Refuse to work in a team.
Don't show appreciation for interviewer's time.
Handling Questions and Answers
Fail to handle stress questions.
Don't tolerate any criticism.
Don't give enough details about experience and past employment.
Immediately ask how many vacation days or holidays you'll have.
Inquire about salary early on in the interview.
Ask for more money than what the position is really worth.
Show your ignorance of the company history and achievements.
Never bring a pencil or pen to fill out the job application.
Reflect your lack of planning for your career goals.
Make excuses, and be vague at every possible occasion.
Condemn past employers and mention how your boss was mean to you
Frequently Asked Questions in an Interview
Sunday, March 30, 2008
I Can’t Believe The Job Interviewer is Asking: Why I Was Fired?"
Oh-man…. I Can’t Believe The Job Interviewer is Asking: Why I Was Fired?
If it’s not your first time anymore to apply for a job, chances are you either left on your own accord, or you got fired. The latter is the tricky one especially when the time comes that you have to job hunt again, and the job interviewer naturally has to get curious as to why you got the axe.
Don’t worry. Hiring managers won’t hold it against you if you got fired from your last job. Back then getting fired may give some stigma or a sort of a scarlet letter to a job searcher’s resume as if the accused party was guilty of something more than the actual reason. But nowadays employers are being more open-minded. They know that there’s a crucial play of factors for getting fired, and it’s never simple.
Plus, if not all employees who somehow survive the axe are the best employees in the office, conversely that means not all employees who get dismissed are bad ones.
Of course, you have to grant your job interviewer the right to be curious about the circumstances of your being fired. Fortunately there are graceful ways to answer this thorny question:
Be honest, while putting yourself in a good light. Of course, being honest doesn’t mean divulging every little detail. For instance, if you and your previous boss had a particularly nasty rift, narrate to the interviewer the circumstances, explain your side on the issue, and your boss’s too, and why you think you didn’t agree. Stick to the facts and logic, not with biases. It’s wise to admit faults and shortcomings instead of being all defensive about it. Just remember to follow up your admission with a promise that you’ve learned from the experience and that you are now ready to do things differently this time around.
Emphasise your positive qualities. Don’t miss an opportunity to market your qualities, skills, and qualifications for the job. You can perhaps tell the interviewer that you were let go even before you could prove your worth, or that your previous company just didn’t appreciate and acknowledge your contribution to the company. Of course, mention these without sounding like a braggart, but someone who is willing to do their best for the company.
Never badmouth previous employers. Besides not sounding professional and plain nice, your prospective employer is still an employer and is likely to see things in your previous employer’s perspective, so any hate-remarks from you is bound to be taken by them as not a good sign.
Focus on the future. Getting fired from a job is just one door closing on you; what it really means though is a world of job opportunities that it opens for you. Tell the job interviewer that now that you’re out of your old company, you can explore other avenues in job that might be better suited for your qualifications and which might help you to grow. There’s a difference between discussing the past and dwelling on it; so steer the conversation into the future and what you can do for the company should they hire you.
As with any job interview questions, there’s always the graceful way to answer that will let your prospective employer see your potential. Just remember, think on the bright side, focus on the future, and keep your chin up.
Posted in Job Interviews Comments Off
Give Job Interviewers What They Want to HearSaturday, November 18th, 2006
Job interviews. Each interviewer thinks that they are using new and novel techniques. Really it all goes down to the book they read this week or most likely last year.Once you realize that there is little originality in interview techniques your ability to succeed in interviews and hence jobs and promotions offered to you will soar and you will be on the gravy train so to speak.
In actuality it is all about giving the interviewer what is that they want to hear.Management guru Riteway Strokon notes that the skill of getting through university is to learn to give back to the professor what he told in different words – and importantly words that he understands. So it is with passing interviews.There is very little originality in interview techniques and questions no matter how elaborate and intimidating the interviewer and interview seems. If ever get an honest out of way real interview this is the tip off that this is either the company with its style of management or the superior you can work with and for to prosper.
First of all read and reread the ad or posting carefully. What are they looking for?What skills and traits are desired both by the organization and the ad? Do you have those traits or will you have to groom them. Reread the ad to ascertain the “corporate culture”. How could you fit into that society so to speak? How would you present yourself both in appearance, attitude and answers to better fit the interview mold?
Further along the path of interview preparation, research the company either as if you were buying one of the company’s expensive products or purchasing a large block of stock. The internet affords the easiest and quickest ever means of initial research.If you use Google as your search engine of choice try using other search engines – such as MSN or Yahoo. You can even try a search engine of search engines – a Meta search engine such as Dogpile or Clusty. Look at the links leading to firm’s WebPages.Are there links leading from customers for tech support or product information? Who are their major customers? Often the real dirt and info on a company can be obtained from competitors. The best source of information about a Tylenol sales manager would be from their competition – that is someone who sells aspirin for example. Call tech support for the company to check customer service levels as well as the over demeanor and morale of company. If possible such as for retail stores try to talk to some real employees of the firm. What you are looking for is consistency in approach and philosophy all the way down the line and happy satisfied employees and customers. For example the job listing may be all about “targeting and core customer base”. However if you spot that the company is not targeted that their advertising as well as focus is all over the map with no discernable focus and that major customers are unhappy and are ready to jump ship then this is not a good sign for you.
Just as you are playing a game at presentation in the interview process management often has to play a similar game with their supervisors who may be clueless. Look at what was the most major and vital industry to the American economy that was the automobile industry. It used to be said “What is good for General Motors (GM) is good for America. Now the American car industry with its insulated senior management is on its way to hell in a hand basket. Or at least with senior management is still being served executive meals on white linen far away from any employee cafeteria or worker lunchbox. Management may be shown a video or given a course and be clueless about basic concepts in life that your 4 year old nephew knows instinctively.
Preparation is the key to successful job interviews. Lastly it is always a good idea not to laugh at the incongruity of the interviewer’s questions and answer questions with a straight face while maintaining eye contact.
If it’s not your first time anymore to apply for a job, chances are you either left on your own accord, or you got fired. The latter is the tricky one especially when the time comes that you have to job hunt again, and the job interviewer naturally has to get curious as to why you got the axe.
Don’t worry. Hiring managers won’t hold it against you if you got fired from your last job. Back then getting fired may give some stigma or a sort of a scarlet letter to a job searcher’s resume as if the accused party was guilty of something more than the actual reason. But nowadays employers are being more open-minded. They know that there’s a crucial play of factors for getting fired, and it’s never simple.
Plus, if not all employees who somehow survive the axe are the best employees in the office, conversely that means not all employees who get dismissed are bad ones.
Of course, you have to grant your job interviewer the right to be curious about the circumstances of your being fired. Fortunately there are graceful ways to answer this thorny question:
Be honest, while putting yourself in a good light. Of course, being honest doesn’t mean divulging every little detail. For instance, if you and your previous boss had a particularly nasty rift, narrate to the interviewer the circumstances, explain your side on the issue, and your boss’s too, and why you think you didn’t agree. Stick to the facts and logic, not with biases. It’s wise to admit faults and shortcomings instead of being all defensive about it. Just remember to follow up your admission with a promise that you’ve learned from the experience and that you are now ready to do things differently this time around.
Emphasise your positive qualities. Don’t miss an opportunity to market your qualities, skills, and qualifications for the job. You can perhaps tell the interviewer that you were let go even before you could prove your worth, or that your previous company just didn’t appreciate and acknowledge your contribution to the company. Of course, mention these without sounding like a braggart, but someone who is willing to do their best for the company.
Never badmouth previous employers. Besides not sounding professional and plain nice, your prospective employer is still an employer and is likely to see things in your previous employer’s perspective, so any hate-remarks from you is bound to be taken by them as not a good sign.
Focus on the future. Getting fired from a job is just one door closing on you; what it really means though is a world of job opportunities that it opens for you. Tell the job interviewer that now that you’re out of your old company, you can explore other avenues in job that might be better suited for your qualifications and which might help you to grow. There’s a difference between discussing the past and dwelling on it; so steer the conversation into the future and what you can do for the company should they hire you.
As with any job interview questions, there’s always the graceful way to answer that will let your prospective employer see your potential. Just remember, think on the bright side, focus on the future, and keep your chin up.
Posted in Job Interviews Comments Off
Give Job Interviewers What They Want to HearSaturday, November 18th, 2006
Job interviews. Each interviewer thinks that they are using new and novel techniques. Really it all goes down to the book they read this week or most likely last year.Once you realize that there is little originality in interview techniques your ability to succeed in interviews and hence jobs and promotions offered to you will soar and you will be on the gravy train so to speak.
In actuality it is all about giving the interviewer what is that they want to hear.Management guru Riteway Strokon notes that the skill of getting through university is to learn to give back to the professor what he told in different words – and importantly words that he understands. So it is with passing interviews.There is very little originality in interview techniques and questions no matter how elaborate and intimidating the interviewer and interview seems. If ever get an honest out of way real interview this is the tip off that this is either the company with its style of management or the superior you can work with and for to prosper.
First of all read and reread the ad or posting carefully. What are they looking for?What skills and traits are desired both by the organization and the ad? Do you have those traits or will you have to groom them. Reread the ad to ascertain the “corporate culture”. How could you fit into that society so to speak? How would you present yourself both in appearance, attitude and answers to better fit the interview mold?
Further along the path of interview preparation, research the company either as if you were buying one of the company’s expensive products or purchasing a large block of stock. The internet affords the easiest and quickest ever means of initial research.If you use Google as your search engine of choice try using other search engines – such as MSN or Yahoo. You can even try a search engine of search engines – a Meta search engine such as Dogpile or Clusty. Look at the links leading to firm’s WebPages.Are there links leading from customers for tech support or product information? Who are their major customers? Often the real dirt and info on a company can be obtained from competitors. The best source of information about a Tylenol sales manager would be from their competition – that is someone who sells aspirin for example. Call tech support for the company to check customer service levels as well as the over demeanor and morale of company. If possible such as for retail stores try to talk to some real employees of the firm. What you are looking for is consistency in approach and philosophy all the way down the line and happy satisfied employees and customers. For example the job listing may be all about “targeting and core customer base”. However if you spot that the company is not targeted that their advertising as well as focus is all over the map with no discernable focus and that major customers are unhappy and are ready to jump ship then this is not a good sign for you.
Just as you are playing a game at presentation in the interview process management often has to play a similar game with their supervisors who may be clueless. Look at what was the most major and vital industry to the American economy that was the automobile industry. It used to be said “What is good for General Motors (GM) is good for America. Now the American car industry with its insulated senior management is on its way to hell in a hand basket. Or at least with senior management is still being served executive meals on white linen far away from any employee cafeteria or worker lunchbox. Management may be shown a video or given a course and be clueless about basic concepts in life that your 4 year old nephew knows instinctively.
Preparation is the key to successful job interviews. Lastly it is always a good idea not to laugh at the incongruity of the interviewer’s questions and answer questions with a straight face while maintaining eye contact.
Friday, March 21, 2008
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Wednesday, March 19, 2008
http://www.jobs4teens.us/
Helping find flexible work for flexible teens!
EmploymentListings
Application Formandhow to page
Employerspost a job
Tell us yourjob skills
EmploymentListings
Application Formandhow to page
Employerspost a job
Tell us yourjob skills
Sunday, March 2, 2008
What You Can and Can't Ask
22 Questions You Can Ask in an Interview:
What will my first project be?
After that what will be next?
In which areas do you expect me to develop new expertise?
What resources are available from the company and what must be found else where to reach my objectives?
What training will I receive, internally and externally?
How do you envision my growth in responsibilities?
What are the most important characteristics you are looking for in a candidate to satisfy this position?
Why is this position open?
What types of people typically succeed in your department?
The competitive environment in which the organization operates?
What problem areas do you have?
How the organization's goals have changed over the past three to five years?
What significant changes do you foresee in the near future?
Would you please comment on your style of management and the reporting structure?
What other positions exist or are planned with which this position interacts?
What is unique and different about this position?
How will you measure my performance and how often?
Where could a person go who is successful in this position and within what time frame?
Can you describe to me, step by step, the hiring procedure for this position?
How long will it take before you reach a decision?
Do you have any finalists?
Who will be making the hiring decision?
Questions You Should Not Ask:
Avoid questions about benefits, salary, and financial issues. Although these are important, they should be handled later, after the company has seen what you have to offer.
It is O.K. to ask for a benefits package to review at your leisure.
What will my first project be?
After that what will be next?
In which areas do you expect me to develop new expertise?
What resources are available from the company and what must be found else where to reach my objectives?
What training will I receive, internally and externally?
How do you envision my growth in responsibilities?
What are the most important characteristics you are looking for in a candidate to satisfy this position?
Why is this position open?
What types of people typically succeed in your department?
The competitive environment in which the organization operates?
What problem areas do you have?
How the organization's goals have changed over the past three to five years?
What significant changes do you foresee in the near future?
Would you please comment on your style of management and the reporting structure?
What other positions exist or are planned with which this position interacts?
What is unique and different about this position?
How will you measure my performance and how often?
Where could a person go who is successful in this position and within what time frame?
Can you describe to me, step by step, the hiring procedure for this position?
How long will it take before you reach a decision?
Do you have any finalists?
Who will be making the hiring decision?
Questions You Should Not Ask:
Avoid questions about benefits, salary, and financial issues. Although these are important, they should be handled later, after the company has seen what you have to offer.
It is O.K. to ask for a benefits package to review at your leisure.
A Bird's Eye View of Different Interview Styles
Congratulations. You’ve landed the golden opportunity to sell yourself to the employer of your choice. But wait; have you prepared yourself for this big day? Are you aware of the importance of this first encounter? Your well-structured resume has shown you in a good light to deserve some the employer’s precious time, so make sure you capitalize on every moment you are granted.
Although the resume is an extremely important element in the job search process, it will only get you as far as the interview. From then on, it’s just you and the interviewer, and no matter how good you look on paper, you will have to look as good in person. And you will never look as good as you would like unless you’ve prepared. This preparatory phase is well worth the time and effort invested in it, because a lot of your preliminary research can be used every time you go to an interview, with only small additions, depending on the position and company.
It is also important to approach the interview with a focused mind - this meeting is really a two-way evaluation process. Of course the interviewer will try and decide whether you are fit for the job and the organization. You too are evaluating the interviewer, who is a company image-maker. You will also be in a position to decide whether you want to work for this company or not. How will you make this decision? Just like the interviewer will make his decision of you: you will observe, analyze, and ask questions. And although this is an added plus of an interview, it comes with it slight drawbacks - you just added even more to your preparation task. Now that we’ve established the 2-way motives of any interview, let’s look at some of the different styles of interviews under which this evaluation process takes place.
One-on-One Interview
The most common kind available - one interviewer, one interviewee. Most of the interviews you go through in your professional life will fall under this category. Pros? You only have to concentrate with one person, who is actually at a disadvantage - he has to ask questions, evaluate the responses, observe your body language, and think of the next question all at the same time! Cons- it’s just you and him. You make a bad first impression and there’s no one else to make a good impression on.
Panel Interview
A well-established method of interviewing in the some of the larger multinationals, panel interviewing is quickly gaining vogue in the Middle East. Why? Because it is one of the most effective ways of cutting down on time wasted in interviewing candidates: 2 or 3 people interview one candidate simultaneously. The result? Three opinions of one person in a third of the time, and division of labor amongst the interviewers allows for careful scrutiny of body language as well as deep analysis of candidate’s answers. The only drawback? More work for YOU! You need to work on acknowledging the presence of three people, although maybe only one may be talking to you, and work on handling the pressure of being under three microscopes instead of one.
Phone Interview
Ever thought of applying to a company overseas and wondered how they would bear the cost of flying so many people to the interview location? Well, they don’t have to worry about this. Phone interviews are becoming increasingly popular as more and more companies seek expertise outside their geographic boundaries. Extremely time and cost effective, more and more corporations are choosing to conduct first and second round interviews by phone, and opting to fly in only selected candidates towards the later stages of the interviewing/hiring process. For some candidates, this is a dream come true: you don’t have to worry about showing up for the interview on time; you don’t have to dress up, you don’t have to worry about feeling uncomfortable under the scrutinizing eyes of the interviewer, and you can get away with your answers because they can’t see your face. Right? No, not really. Actually, looking at the phone interview from a bird’s eye view, we see a lot of extra work coming the way of both interviewer and interviewee. The interviewer no longer has the luxury of seeing facial expressions that tell a lot more than the actual answers; they don’t have the chance to evaluate the interviewee’s grooming, and they can’t even see whether he’s using cheat sheets or not. As for the interviewee, he is no longer comforted by the encouraging nods of the interviewer he cannot see; the few seconds he takes to formulate an answer seem like an eternity, and he cannot even establish rapport and make eye contact with his evaluators. He must rely solely on his tone of voice and the words he chooses, since he has no helpers here.
Case Study Interview
This is another method of interviewing quickly gaining popularity in the competitive world of multinationals. This interview is usually a second-stage method, after the initial group of candidates has been filtered. Candidates are given a case to study in solitude or as part of a group. They are then called in by the interviewer, and a discussion concerning the case at hand takes place. While the output of the study is definitely of importance, a lot of weight is also placed on how the candidate utilizes the information given, the level of analysis employed, and how it is all presented. The hiring company sometimes integrates case interviews as part of an assessment center - a whole day of tests, interviews, and case studies organized.
Now that we’ve established some of the different styles under which an interview can be structured, let’s look at the inner workings that are employed within these broad frames.
Behavior-Based Questions
Most interviewers work with the assumption that the past is the best indication of the future, and how a candidate has performed in previous work or situations will probably say a lot about how they will perform in the future. Of course people change and develop, but some basic things will still be there. So, questions probing past happenings and hypothetical situations are very common in most interviews because they give this kind of insight. Such questions are “Tell me about a time when you assumed leadership of a particular group of people, and the outcome that resulted from your leadership”, or “tell me about a situation where you worked effectively as part of a team towards achieving a common goal”. If you can show the interviewer that you’ve done these things in the past, he’ll know you’ll be able to do it again should the need arise.
Resume-Based Questions
These are the most straightforward of questions. Here the interviewer uses your resume as the primary basis of his questions, and asks for clarifications and a lot of “why” questions. So make sure you know your resume inside out - you won’t be able to look at it then, or claim that you can’t talk about an item you’ve supposedly done! Actually, they are the easiest of interview questions, because you know all the answers. The trick here is to be able to make a significant addition than what to what is on your resume, in terms of details, rather than simply parroting what is already there.
Hypothetical Questions
“What would you do if you were heading a team of 4 people, 3 of whom did not perform?” “What is the first thing you would do if I were to hire you as a Marketing Manager of this company?” Questions like these are becoming favorites of some interviewers, who like to put their candidates on the spot and watch their reaction. Sometimes the actual answer is not as important as the line of thought in which they go, since the interviewer is checking out the candidate’s mindset more than anything. Not to mention that some of the situations they choose can be highly unlikely!! This type of questioning is ideal for spotting out ingenious people whose minds are alert and constantly on the go, and who can quickly adapt to situations, however odd they may be. Of course, some of the situations cited could be normal ones the candidate is to expect, should he get the job. Any interview is almost always a combination of all the above questions, so the safest way is to train yourself to answer all kinds, to avoid as many surprises as possible.
Since we’ve looked at the framework of the interview, and the inner structuring, let’s look at the style the interviewer himself adopts. Although the idea that the interviewer is in THE power position no longer holds as strongly as before (since you’re also evaluating him), some interviewers like to project this image, and this usually translates to what is commonly known as the stress interview. The interviewer here chooses to pressure the candidate in a number of ways: difficult questions, unpleasant countenance, rude interruptions, stark aggression and challenges to the answers given. Some very easy questions become heavy when this attitude is adopted. The pressure can start from the minute you walk into the room, or can build up from one question to the next, or can just come and go with every few questions. However you experience it, make sure you maintain your composure - you’re still under careful scrutiny.
Of course, you might be lucky to encounter a very pleasant interviewer who will exchange pleasantries, smile and nod his head from the minute you walk in to the minute you walk out. Does that mean you’re in luck? Maybe - maybe not! An interviewer that makes you feel too much at ease is probably going to be able to get a lot more from you than he who stresses you out. And a lot of the things he gets you to say might be things you would rather keep to yourself! Did you really plan to tell him that you only applied for this position because of the high pay, or that you’re just planning to be there for a year at the most and then plan to move to the family business with all you’ve learnt? I don’t think so! His smiles and nods might also lead you to believe that you are on the right track and that they might as well have given you the offer on your way out. And what a nasty shock when they don’t even call you back for a second interview!
Now that you know what to expect from an interview and the interviewer, it should be easier to prepare for those important meetings, and focus on preparing for actual questions that you may encounter.
Although the resume is an extremely important element in the job search process, it will only get you as far as the interview. From then on, it’s just you and the interviewer, and no matter how good you look on paper, you will have to look as good in person. And you will never look as good as you would like unless you’ve prepared. This preparatory phase is well worth the time and effort invested in it, because a lot of your preliminary research can be used every time you go to an interview, with only small additions, depending on the position and company.
It is also important to approach the interview with a focused mind - this meeting is really a two-way evaluation process. Of course the interviewer will try and decide whether you are fit for the job and the organization. You too are evaluating the interviewer, who is a company image-maker. You will also be in a position to decide whether you want to work for this company or not. How will you make this decision? Just like the interviewer will make his decision of you: you will observe, analyze, and ask questions. And although this is an added plus of an interview, it comes with it slight drawbacks - you just added even more to your preparation task. Now that we’ve established the 2-way motives of any interview, let’s look at some of the different styles of interviews under which this evaluation process takes place.
One-on-One Interview
The most common kind available - one interviewer, one interviewee. Most of the interviews you go through in your professional life will fall under this category. Pros? You only have to concentrate with one person, who is actually at a disadvantage - he has to ask questions, evaluate the responses, observe your body language, and think of the next question all at the same time! Cons- it’s just you and him. You make a bad first impression and there’s no one else to make a good impression on.
Panel Interview
A well-established method of interviewing in the some of the larger multinationals, panel interviewing is quickly gaining vogue in the Middle East. Why? Because it is one of the most effective ways of cutting down on time wasted in interviewing candidates: 2 or 3 people interview one candidate simultaneously. The result? Three opinions of one person in a third of the time, and division of labor amongst the interviewers allows for careful scrutiny of body language as well as deep analysis of candidate’s answers. The only drawback? More work for YOU! You need to work on acknowledging the presence of three people, although maybe only one may be talking to you, and work on handling the pressure of being under three microscopes instead of one.
Phone Interview
Ever thought of applying to a company overseas and wondered how they would bear the cost of flying so many people to the interview location? Well, they don’t have to worry about this. Phone interviews are becoming increasingly popular as more and more companies seek expertise outside their geographic boundaries. Extremely time and cost effective, more and more corporations are choosing to conduct first and second round interviews by phone, and opting to fly in only selected candidates towards the later stages of the interviewing/hiring process. For some candidates, this is a dream come true: you don’t have to worry about showing up for the interview on time; you don’t have to dress up, you don’t have to worry about feeling uncomfortable under the scrutinizing eyes of the interviewer, and you can get away with your answers because they can’t see your face. Right? No, not really. Actually, looking at the phone interview from a bird’s eye view, we see a lot of extra work coming the way of both interviewer and interviewee. The interviewer no longer has the luxury of seeing facial expressions that tell a lot more than the actual answers; they don’t have the chance to evaluate the interviewee’s grooming, and they can’t even see whether he’s using cheat sheets or not. As for the interviewee, he is no longer comforted by the encouraging nods of the interviewer he cannot see; the few seconds he takes to formulate an answer seem like an eternity, and he cannot even establish rapport and make eye contact with his evaluators. He must rely solely on his tone of voice and the words he chooses, since he has no helpers here.
Case Study Interview
This is another method of interviewing quickly gaining popularity in the competitive world of multinationals. This interview is usually a second-stage method, after the initial group of candidates has been filtered. Candidates are given a case to study in solitude or as part of a group. They are then called in by the interviewer, and a discussion concerning the case at hand takes place. While the output of the study is definitely of importance, a lot of weight is also placed on how the candidate utilizes the information given, the level of analysis employed, and how it is all presented. The hiring company sometimes integrates case interviews as part of an assessment center - a whole day of tests, interviews, and case studies organized.
Now that we’ve established some of the different styles under which an interview can be structured, let’s look at the inner workings that are employed within these broad frames.
Behavior-Based Questions
Most interviewers work with the assumption that the past is the best indication of the future, and how a candidate has performed in previous work or situations will probably say a lot about how they will perform in the future. Of course people change and develop, but some basic things will still be there. So, questions probing past happenings and hypothetical situations are very common in most interviews because they give this kind of insight. Such questions are “Tell me about a time when you assumed leadership of a particular group of people, and the outcome that resulted from your leadership”, or “tell me about a situation where you worked effectively as part of a team towards achieving a common goal”. If you can show the interviewer that you’ve done these things in the past, he’ll know you’ll be able to do it again should the need arise.
Resume-Based Questions
These are the most straightforward of questions. Here the interviewer uses your resume as the primary basis of his questions, and asks for clarifications and a lot of “why” questions. So make sure you know your resume inside out - you won’t be able to look at it then, or claim that you can’t talk about an item you’ve supposedly done! Actually, they are the easiest of interview questions, because you know all the answers. The trick here is to be able to make a significant addition than what to what is on your resume, in terms of details, rather than simply parroting what is already there.
Hypothetical Questions
“What would you do if you were heading a team of 4 people, 3 of whom did not perform?” “What is the first thing you would do if I were to hire you as a Marketing Manager of this company?” Questions like these are becoming favorites of some interviewers, who like to put their candidates on the spot and watch their reaction. Sometimes the actual answer is not as important as the line of thought in which they go, since the interviewer is checking out the candidate’s mindset more than anything. Not to mention that some of the situations they choose can be highly unlikely!! This type of questioning is ideal for spotting out ingenious people whose minds are alert and constantly on the go, and who can quickly adapt to situations, however odd they may be. Of course, some of the situations cited could be normal ones the candidate is to expect, should he get the job. Any interview is almost always a combination of all the above questions, so the safest way is to train yourself to answer all kinds, to avoid as many surprises as possible.
Since we’ve looked at the framework of the interview, and the inner structuring, let’s look at the style the interviewer himself adopts. Although the idea that the interviewer is in THE power position no longer holds as strongly as before (since you’re also evaluating him), some interviewers like to project this image, and this usually translates to what is commonly known as the stress interview. The interviewer here chooses to pressure the candidate in a number of ways: difficult questions, unpleasant countenance, rude interruptions, stark aggression and challenges to the answers given. Some very easy questions become heavy when this attitude is adopted. The pressure can start from the minute you walk into the room, or can build up from one question to the next, or can just come and go with every few questions. However you experience it, make sure you maintain your composure - you’re still under careful scrutiny.
Of course, you might be lucky to encounter a very pleasant interviewer who will exchange pleasantries, smile and nod his head from the minute you walk in to the minute you walk out. Does that mean you’re in luck? Maybe - maybe not! An interviewer that makes you feel too much at ease is probably going to be able to get a lot more from you than he who stresses you out. And a lot of the things he gets you to say might be things you would rather keep to yourself! Did you really plan to tell him that you only applied for this position because of the high pay, or that you’re just planning to be there for a year at the most and then plan to move to the family business with all you’ve learnt? I don’t think so! His smiles and nods might also lead you to believe that you are on the right track and that they might as well have given you the offer on your way out. And what a nasty shock when they don’t even call you back for a second interview!
Now that you know what to expect from an interview and the interviewer, it should be easier to prepare for those important meetings, and focus on preparing for actual questions that you may encounter.
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