5 Things I Look for in a Great Job Interview. Here is what separates a good candidate from a great one.
In my career I have reviewed thousands of resumes and conducted hundreds of employment interviews for businesses which I have worked. In doing so, I got to see the good, the bad, and the downright ugly in terms of resumes, interviewing skills, and the like. For others looking to hire, here's what I think makes a great candidate stand out from the good ones.
1. Attention to detail
How many times have you heard this one, right? Pay attention to detail. Let me say it again: PAY ATTENTION TO DETAIL!
There’s a great story at the end of the movie Coming to America with Eddie Murphy. It goes something like this:
A man goes into a restaurant. He's having a bowl of soup and he says to the waiter, “Waiter come taste the soup.” The waiter says, “Is something wrong with the soup?” He says “Taste the soup.” The waiter says again, “Is there something wrong with the soup? Is the soup too hot?” The man says again, “Will you taste the soup?“ “What's wrong, is the soup too cold?" Replies the waiter. “Will you just taste the soup?!” “All right, I'll taste the soup,” says the waiter, “where's the spoon??” “Aha. Aha! ...”
At this point you may be asking yourself, “So what does this have to do with identifying a great candidate?”
I received an e-mail from a candidate that was personally crafted. The note struck a wonderful tone emphasizing capability and a willingness to learn more about what we do here. Most importantly, the candidate emphasized attention to detail. I was sold. I was ready to open up the resume and see what they had to offer. And then, “Aha. Aha! ...”
The applicant had failed to attach a resume. In the blink of an eye, all of the time spent preparing for this submission--researching me, the company, and the job’s requirements--vanished into thin air. Poof!
Some potential employers may have overlooked this and just asked for the resume. But you can’t say you have an eye for detail and then fail to deliver on the point. Everything job candidates do, from cover letter to resume and beyond, must prove that point. Otherwise they are just wasting your time. I passed on that candidate.
2. Proofread
My contracts professor in law school told this one to the class one day. Although he was an otherwise socially challenged individual, this story has always stayed with me.
It seems that at some juncture he was involved in delivering a speech on some topic that involved a “public option.” He had written and prepared the speech but had left the PowerPoint slide presentation to one of his assistants.
Well, as he began delivering his speech–a seemingly dry speech–he could not understand why a wave of chuckles and murmurs would, from time to time, arise from the audience. It was not until he neared the end of his presentation that he glanced up at the screen projecting the bullet points of his speech behind him. And right there, right in that moment, he understood with perfect clarity why his speech had evoked the unexpected reaction from the crowd.
If you omit the letter “L” from the word “public,” it won’t be flagged by spell check. It will, however, be picked up by anyone else reading the slides as you deliver your speech on the “pubic option.”
This could very well be you at your next sales presentation: pissed and embarrassed because you overlooked your employee's failure to proofread his resume during the hiring process. So, check the candidate's resume and cover letter for misspellings that spell check might have missed. In so doing you will make sure that you hire someone that's thorough and doesn't rely on spell check to do their job.
3. Preparedness
One of the first things I always do after an interviewee leaves is to ask every single person who came into contact with them what they thought. Why you might ask? You never know what little windows into your prospective employee this may provide.
Once I asked one of our receptionists what she thought of a particular interviewee. I was very surprised to hear what she had to say. She said she thought the interviewee was pleasant but did have some trouble when she first arrived: It seems that the prospective employee had no idea who she was interviewing with, so the receptionist had to call around the office for 10 minutes until she could figure out who to notify that their appointment had arrived.
I thought this displayed a lack of preparedness on the interviewee’s part, especially as she was interviewing for a job that had primary scheduling responsibilities for me and would require her to know and keep track of all of our most important customers.
In another case, after a 45-minute interview the interviewee stood and said, “Mark, thanks for the second interview.” Big problem: My name is actually Matt. Nevertheless, I shrugged it off--perhaps I had misheard the applicant, or maybe he had simply had a momentary lapse. However, when I walked him to the door he proudly reiterated my name, “Mark, again thanks. I look forward to hearing from you.” Every fiber in my being yearned to reply, “Well, if I meet this Mark fellow, I’ll be sure to have him call you.” I did not. I also did not call him back.
A candidate should know everything about you that they can find out and engage you on a level that you will enjoy and that moves you one step closer to offering them the job.
4. Phone and e-mail correspondence
Another thing that also gets overlooked is professionalism in e-mail and phone communications. I pay attention to the candidate's e-mail address and how they answer their personal phone.
Sure we all have private lives, but we all have to be professional in dealing with employers--and, most importantly, prospective employers. So if a candidate's e-mail address is "[email protected]" or “[email protected],” think twice about hiring him. Gmail, Yahoo and other companies have a great price point for new e-mail addresses: free. There's no excuse for not having a professional-looking e-mail address.
For me, an interview starts when I call you to set up the interview. Recently I called an applicant, and they must have been at a the reunion tour of Van Halen--because when the candidate answered, all I could hear was “Ain't Talkin' 'Bout Love” blasting through my phone. I mean, it was so loud I could actually see people in my office starting to bob their heads to the tunes.
After a few attempts shouting into the phone--“Is [Name Omitted] there?”--finally the music departed and I was able to hear once again. The heads stopped bobbing in my office and the person on the other end said, “Speaking.” Ahhhh. Well, I know they love music...and that they lack judgement.
5. Honesty is overrated
Yes, you want your potential employee to answer questions truthfully, but answering too truthfully may also show a lack of judgment. For instance, I often ask the hypothetical question, "If you were hired and six months after you were hired another opportunity presented itself, would you go on an interview for that opportunity?" You would be surprised at how many people say they would. Wrong answer!
Let’s take one of my more infamous examples. Once I was asking a prospective employee to explain an 18-month gap in his employment history. To this day I remember his response verbatim. It went like this: "Man, the whole work thing ... ya' know ... like, wow." I was left mouth agape and speechless. Needless to say: He did not get the job.
In my career I have reviewed thousands of resumes and conducted hundreds of employment interviews for businesses which I have worked. In doing so, I got to see the good, the bad, and the downright ugly in terms of resumes, interviewing skills, and the like. For others looking to hire, here's what I think makes a great candidate stand out from the good ones.
1. Attention to detail
How many times have you heard this one, right? Pay attention to detail. Let me say it again: PAY ATTENTION TO DETAIL!
There’s a great story at the end of the movie Coming to America with Eddie Murphy. It goes something like this:
A man goes into a restaurant. He's having a bowl of soup and he says to the waiter, “Waiter come taste the soup.” The waiter says, “Is something wrong with the soup?” He says “Taste the soup.” The waiter says again, “Is there something wrong with the soup? Is the soup too hot?” The man says again, “Will you taste the soup?“ “What's wrong, is the soup too cold?" Replies the waiter. “Will you just taste the soup?!” “All right, I'll taste the soup,” says the waiter, “where's the spoon??” “Aha. Aha! ...”
At this point you may be asking yourself, “So what does this have to do with identifying a great candidate?”
I received an e-mail from a candidate that was personally crafted. The note struck a wonderful tone emphasizing capability and a willingness to learn more about what we do here. Most importantly, the candidate emphasized attention to detail. I was sold. I was ready to open up the resume and see what they had to offer. And then, “Aha. Aha! ...”
The applicant had failed to attach a resume. In the blink of an eye, all of the time spent preparing for this submission--researching me, the company, and the job’s requirements--vanished into thin air. Poof!
Some potential employers may have overlooked this and just asked for the resume. But you can’t say you have an eye for detail and then fail to deliver on the point. Everything job candidates do, from cover letter to resume and beyond, must prove that point. Otherwise they are just wasting your time. I passed on that candidate.
2. Proofread
My contracts professor in law school told this one to the class one day. Although he was an otherwise socially challenged individual, this story has always stayed with me.
It seems that at some juncture he was involved in delivering a speech on some topic that involved a “public option.” He had written and prepared the speech but had left the PowerPoint slide presentation to one of his assistants.
Well, as he began delivering his speech–a seemingly dry speech–he could not understand why a wave of chuckles and murmurs would, from time to time, arise from the audience. It was not until he neared the end of his presentation that he glanced up at the screen projecting the bullet points of his speech behind him. And right there, right in that moment, he understood with perfect clarity why his speech had evoked the unexpected reaction from the crowd.
If you omit the letter “L” from the word “public,” it won’t be flagged by spell check. It will, however, be picked up by anyone else reading the slides as you deliver your speech on the “pubic option.”
This could very well be you at your next sales presentation: pissed and embarrassed because you overlooked your employee's failure to proofread his resume during the hiring process. So, check the candidate's resume and cover letter for misspellings that spell check might have missed. In so doing you will make sure that you hire someone that's thorough and doesn't rely on spell check to do their job.
3. Preparedness
One of the first things I always do after an interviewee leaves is to ask every single person who came into contact with them what they thought. Why you might ask? You never know what little windows into your prospective employee this may provide.
Once I asked one of our receptionists what she thought of a particular interviewee. I was very surprised to hear what she had to say. She said she thought the interviewee was pleasant but did have some trouble when she first arrived: It seems that the prospective employee had no idea who she was interviewing with, so the receptionist had to call around the office for 10 minutes until she could figure out who to notify that their appointment had arrived.
I thought this displayed a lack of preparedness on the interviewee’s part, especially as she was interviewing for a job that had primary scheduling responsibilities for me and would require her to know and keep track of all of our most important customers.
In another case, after a 45-minute interview the interviewee stood and said, “Mark, thanks for the second interview.” Big problem: My name is actually Matt. Nevertheless, I shrugged it off--perhaps I had misheard the applicant, or maybe he had simply had a momentary lapse. However, when I walked him to the door he proudly reiterated my name, “Mark, again thanks. I look forward to hearing from you.” Every fiber in my being yearned to reply, “Well, if I meet this Mark fellow, I’ll be sure to have him call you.” I did not. I also did not call him back.
A candidate should know everything about you that they can find out and engage you on a level that you will enjoy and that moves you one step closer to offering them the job.
4. Phone and e-mail correspondence
Another thing that also gets overlooked is professionalism in e-mail and phone communications. I pay attention to the candidate's e-mail address and how they answer their personal phone.
Sure we all have private lives, but we all have to be professional in dealing with employers--and, most importantly, prospective employers. So if a candidate's e-mail address is "[email protected]" or “[email protected],” think twice about hiring him. Gmail, Yahoo and other companies have a great price point for new e-mail addresses: free. There's no excuse for not having a professional-looking e-mail address.
For me, an interview starts when I call you to set up the interview. Recently I called an applicant, and they must have been at a the reunion tour of Van Halen--because when the candidate answered, all I could hear was “Ain't Talkin' 'Bout Love” blasting through my phone. I mean, it was so loud I could actually see people in my office starting to bob their heads to the tunes.
After a few attempts shouting into the phone--“Is [Name Omitted] there?”--finally the music departed and I was able to hear once again. The heads stopped bobbing in my office and the person on the other end said, “Speaking.” Ahhhh. Well, I know they love music...and that they lack judgement.
5. Honesty is overrated
Yes, you want your potential employee to answer questions truthfully, but answering too truthfully may also show a lack of judgment. For instance, I often ask the hypothetical question, "If you were hired and six months after you were hired another opportunity presented itself, would you go on an interview for that opportunity?" You would be surprised at how many people say they would. Wrong answer!
Let’s take one of my more infamous examples. Once I was asking a prospective employee to explain an 18-month gap in his employment history. To this day I remember his response verbatim. It went like this: "Man, the whole work thing ... ya' know ... like, wow." I was left mouth agape and speechless. Needless to say: He did not get the job.
Five Tips for Acing a Job Interview
By Dr. Woody
Published July 09, 2012
| FOXBusiness
In today’s labor market, landing an interview is no small feat. Competition is tough for open job positions, making the interview process more crucial than ever. Whether you are interviewing for a job or being vetted for a promotion, there are five things you should keep in mind:
Prepare, Prepare, Prepare: Start your prep by researching the position, company history and culture of the organization. Read the company’s website, find press releases, browse industry chat rooms/LinkedIn groups and read what trade/professional associations have to say about the employer. Having a solid foundation of knowledge about the target company will instill confidence and help calm nerves, and it shows the interviewer that you have a genuine interest in the role and are eager to learn more.
Read: Job-Hunting Tips for Veterans
Speak their Language: Every business, trade and industry has their own “language” full of specific terms and lingo. Go into the interview with a strong command of the slang, jargon and acronyms frequently used by the company and industry you are pursuing. This is particularly important for candidates transitioning into a new industry--it will help show the interviewer that you can make the shift even though your experience may not be a direct match.
Show Differentiation: Keep in mind you are likely not the only qualified candidate interviewing for the job and you have to be deliberate about separating yourself from the pack.
Legendary marketing guru Rosser Reeves coined the phrase Unique Selling Proposition or USP. Only you know your USP so take the time to identify what you bring to the table that is over and above the standard candidate and know how to convey these skills concisely and purposefully. The idea is to demonstrate your particular traits and skills that will add unique value to the mission of the organization.
Read: How to create a personal brand
Know Your Talking Points: Always be ready with a core set of talking points that can be tailored to answer almost any question. It’s your interview and the best way to control it is to have a clear message that can be delivered in a multitude of ways. Prepare three to five talking points that illustrate past successes and demonstrate how you approach getting things done. A good way to test your talking points is to ask yourself three questions: Do they establish credibility, demonstrate value and show differentiation?
Feel their Pain: Every boss is looking for someone to make his or her life easier. Throughout the interview pay attention to any hints about challenges or pain points the hiring manager may be facing. Also, don’t be afraid to ask what is ailing them most. This can be a great opportunity to open the door for deeper discussions about what you bring to the table. Bottom line, your job is to identify pain points and show how hiring you can make them go away!
The Most Difficult Interview Questions (and Answers)
It is very important for those who want to attend a job interview prepare in advance. Refer to specific resources related is a good move. You need to take notes and also some analysis of what you have read to serve as your bullet during an interview later. In fact, you have been successful through a process that is critical in search of employment. You have managed to convince the employer to choose you as a candidate short list. This is a considerable success. Bear in mind that you may be in the hundreds or thousands of people who have applied and you were short listed. How Sweet is That ..? Therefore you cannot squander this opportunity.
Below is an article that quoted from the career-advice.monster.com, written by Nicole Williams. It is concerned with common and difficult interview questions, and how to answer them.
Here are some advice on how to answer five of the toughest interview questions:
1. What is your biggest weakness?
Questions like these, says Denham, are asked so that interviewees admit a weakness that justifies their being shown the door. He recommends responding with: “I have a tendency to say yes and get overcommitted.” Then follow that with an example of how you are working on prioritizing and setting personal limits. Never draw negative attention to yourself by stating a weakness that would lead an employer to think you are not the best person for the job, Denham says. “The focus of your interview should be on your strengths,” he says.
2. What salary do you think you deserve?
“The person who states the salary is the loser,” says Denham, explaining that if you are the first to throw out a number, the number you give could be less than what the employer was planning to pay. Wait for the employer to give a range, and when it does ask you for a figure you expect to be making, choose a salary that is higher than the median they provide. Use online tools and resources to find out what you can realistically expect. Also, don’t talk salary on the first interview.
3. Why should I hire you?
For this one, Denham says it’s important to prepare before the interview. “Go back to your resume and look through it for the three to five things that make you outstanding,” he says. These qualities should accent your work ability, like “I’m a hard worker” or “I get things done.” You have to demonstrate a track record of results. “The notion is that past performance is always the best predictor of future performance,” Denham says.
4. What didn’t you like about your last job?
The employer who asks this question could be looking for you to answer with something that would indicate a weakness of yours, once again in an attempt to eliminate you. So while it may be tempting to trash your boss or complain about the hours (they expected me to be in at 8 a.m.!), try answering with something like this: “I did not feel my responsibilities were challenging enough.” Then the employer will feel confident that you are ready for whatever they may throw at you.
5. Where do you see yourself in three to five years?
The worst answer you can provide to this one, Denham says, is “I have no idea,” even though that might be the truth. “It’s basically like saying, ‘I have no idea what I’m doing with my life and I have no idea how long I’ll stay with this job,’” Denham says. Try a response like “I’ve done a lot of self-assessment, and what I’ve learned about myself is that I want to make a commitment to this career and I want to build my career here.”
Here are 11 questions you should ask employers in the interview process:
When you receive the first call before the in-person interview:
No. 1: Whom will I be interviewing with?
The best way to adequately prepare for an interview is to know whom you’ll be speaking with. You’ll likely have different questions for the hiring manager than you would for the entire team or the department head. You’ll also want to do some research on the interviewers so you can ask them personalized, insightful questions.
Plus, if the employer can’t give you specific names, you have to wonder if they’re taking the situation seriously and are even a legitimate business. For all you know, you could end up in a room with 30 other applicants on the receiving end of a sales pitch. If a serious employer calls you for an interview, they’ll already have interviewers lined up and should have no problem sharing their names.
No. 2: Does the opportunity involve commission sales or purchase of a sales kit?
If you get a call out of the blue for a position you never expressed interest in, you have a right to be skeptical. If the position sounds confusing or the description is too vague, dig deeper. If you get the feeling the position requires you to purchase a sales kit or there is no base salary, and you’re not interested in that type of role, ask about it upfront. A reputable employer will answer directly and trust that you’ll know if the position is right for you.
No. 3: Can you tell me more about the opportunity and why you think my qualifications are a good fit?
You’ve spent a lot of time customizing your résumé so that employers know you’re serious about their specific role. You used keywords and quantified results to prove your worth. If employers can’t pinpoint what attracted them to you, then they’re probably not looking for a great worker to help grow with the role. They’re looking for anyone who will accept the offer and won’t hesitate to replace you if it doesn’t work out.
During the interview:
No. 4: What are your short- and long-term goals for the position?
Employers will probably ask about your career goals, but you should ask them what they want the person in this position to achieve. Are they concerned with increasing revenue, visibility, leads, improving morale or any number of other things? You want to know that they have a purpose for this position and aren’t just looking for a temporary solution.
No. 5: Can you tell me why the last person left this job?
They might not tell you, but it doesn’t hurt to ask. If the person got promoted or took a better job elsewhere, that’s a sign that the position is a good way to advance a career.
No. 6: Who are the primary people I’ll be working with on a daily basis?
Where does this role fit in the overall structure of the team and the business? Will you interact with people who can help your career? Will you spend most of your days in silence, typing on a computer? All that matters is that you receive an answer that appeals to you.
No. 7: What do you think is the biggest challenge facing the person taking this role?
No position is perfect. In fact, some jobs are created to address a problem that needs to be solved. That could very well be what attracted you to the job. An honest employer will tell you what struggles lie ahead. That’s your opportunity to turn the answer around as a challenge you’re happy to accept and present some ideas of how you would tackle the obstacles. If the employer makes it sound too good to be true, it probably is.
No. 8: Do you have any doubts about my fit for the position? I’d be glad to clear anything up for you.
Not all interviewers ask direct questions or are even very good at interviewing, so you might have to prompt them to tell you what their concerns are. Now is the only chance you have to clarify anything, so make sure you leave no question unanswered.
No. 9: What is the timeline for filling the position?
You deserve to know when a decision might be made and what the next steps are. Hiring managers have a ballpark idea of how long the interviewing process will take, whether candidates will have to come back for another interview, and when a decision will be made. It might not be exact, but at least you have an idea of what to expect.
After the interview:
No. 10: Have you made a decision? (If the given deadline has passed)
If the hiring manager says it will be a week before you hear back, wait an extra day or two (or even three). Then follow up to see if a decision has been made. Don’t pester her and don’t show up at the office — that won’t win you any points. A quick email to ask how the process is going is enough.
No. 11: Do you have any recommendations for how I could improve my interviewing skills?
If you don’t get the position, you’ll be disappointed, but use it as an opportunity to improve your interviewing skills. Some employers won’t give you tips, but others might give you feedback that will help you on the next interview.
By Dr. Woody
Published July 09, 2012
| FOXBusiness
In today’s labor market, landing an interview is no small feat. Competition is tough for open job positions, making the interview process more crucial than ever. Whether you are interviewing for a job or being vetted for a promotion, there are five things you should keep in mind:
Prepare, Prepare, Prepare: Start your prep by researching the position, company history and culture of the organization. Read the company’s website, find press releases, browse industry chat rooms/LinkedIn groups and read what trade/professional associations have to say about the employer. Having a solid foundation of knowledge about the target company will instill confidence and help calm nerves, and it shows the interviewer that you have a genuine interest in the role and are eager to learn more.
Read: Job-Hunting Tips for Veterans
Speak their Language: Every business, trade and industry has their own “language” full of specific terms and lingo. Go into the interview with a strong command of the slang, jargon and acronyms frequently used by the company and industry you are pursuing. This is particularly important for candidates transitioning into a new industry--it will help show the interviewer that you can make the shift even though your experience may not be a direct match.
Show Differentiation: Keep in mind you are likely not the only qualified candidate interviewing for the job and you have to be deliberate about separating yourself from the pack.
Legendary marketing guru Rosser Reeves coined the phrase Unique Selling Proposition or USP. Only you know your USP so take the time to identify what you bring to the table that is over and above the standard candidate and know how to convey these skills concisely and purposefully. The idea is to demonstrate your particular traits and skills that will add unique value to the mission of the organization.
Read: How to create a personal brand
Know Your Talking Points: Always be ready with a core set of talking points that can be tailored to answer almost any question. It’s your interview and the best way to control it is to have a clear message that can be delivered in a multitude of ways. Prepare three to five talking points that illustrate past successes and demonstrate how you approach getting things done. A good way to test your talking points is to ask yourself three questions: Do they establish credibility, demonstrate value and show differentiation?
Feel their Pain: Every boss is looking for someone to make his or her life easier. Throughout the interview pay attention to any hints about challenges or pain points the hiring manager may be facing. Also, don’t be afraid to ask what is ailing them most. This can be a great opportunity to open the door for deeper discussions about what you bring to the table. Bottom line, your job is to identify pain points and show how hiring you can make them go away!
The Most Difficult Interview Questions (and Answers)
It is very important for those who want to attend a job interview prepare in advance. Refer to specific resources related is a good move. You need to take notes and also some analysis of what you have read to serve as your bullet during an interview later. In fact, you have been successful through a process that is critical in search of employment. You have managed to convince the employer to choose you as a candidate short list. This is a considerable success. Bear in mind that you may be in the hundreds or thousands of people who have applied and you were short listed. How Sweet is That ..? Therefore you cannot squander this opportunity.
Below is an article that quoted from the career-advice.monster.com, written by Nicole Williams. It is concerned with common and difficult interview questions, and how to answer them.
Here are some advice on how to answer five of the toughest interview questions:
1. What is your biggest weakness?
Questions like these, says Denham, are asked so that interviewees admit a weakness that justifies their being shown the door. He recommends responding with: “I have a tendency to say yes and get overcommitted.” Then follow that with an example of how you are working on prioritizing and setting personal limits. Never draw negative attention to yourself by stating a weakness that would lead an employer to think you are not the best person for the job, Denham says. “The focus of your interview should be on your strengths,” he says.
2. What salary do you think you deserve?
“The person who states the salary is the loser,” says Denham, explaining that if you are the first to throw out a number, the number you give could be less than what the employer was planning to pay. Wait for the employer to give a range, and when it does ask you for a figure you expect to be making, choose a salary that is higher than the median they provide. Use online tools and resources to find out what you can realistically expect. Also, don’t talk salary on the first interview.
3. Why should I hire you?
For this one, Denham says it’s important to prepare before the interview. “Go back to your resume and look through it for the three to five things that make you outstanding,” he says. These qualities should accent your work ability, like “I’m a hard worker” or “I get things done.” You have to demonstrate a track record of results. “The notion is that past performance is always the best predictor of future performance,” Denham says.
4. What didn’t you like about your last job?
The employer who asks this question could be looking for you to answer with something that would indicate a weakness of yours, once again in an attempt to eliminate you. So while it may be tempting to trash your boss or complain about the hours (they expected me to be in at 8 a.m.!), try answering with something like this: “I did not feel my responsibilities were challenging enough.” Then the employer will feel confident that you are ready for whatever they may throw at you.
5. Where do you see yourself in three to five years?
The worst answer you can provide to this one, Denham says, is “I have no idea,” even though that might be the truth. “It’s basically like saying, ‘I have no idea what I’m doing with my life and I have no idea how long I’ll stay with this job,’” Denham says. Try a response like “I’ve done a lot of self-assessment, and what I’ve learned about myself is that I want to make a commitment to this career and I want to build my career here.”
Here are 11 questions you should ask employers in the interview process:
When you receive the first call before the in-person interview:
No. 1: Whom will I be interviewing with?
The best way to adequately prepare for an interview is to know whom you’ll be speaking with. You’ll likely have different questions for the hiring manager than you would for the entire team or the department head. You’ll also want to do some research on the interviewers so you can ask them personalized, insightful questions.
Plus, if the employer can’t give you specific names, you have to wonder if they’re taking the situation seriously and are even a legitimate business. For all you know, you could end up in a room with 30 other applicants on the receiving end of a sales pitch. If a serious employer calls you for an interview, they’ll already have interviewers lined up and should have no problem sharing their names.
No. 2: Does the opportunity involve commission sales or purchase of a sales kit?
If you get a call out of the blue for a position you never expressed interest in, you have a right to be skeptical. If the position sounds confusing or the description is too vague, dig deeper. If you get the feeling the position requires you to purchase a sales kit or there is no base salary, and you’re not interested in that type of role, ask about it upfront. A reputable employer will answer directly and trust that you’ll know if the position is right for you.
No. 3: Can you tell me more about the opportunity and why you think my qualifications are a good fit?
You’ve spent a lot of time customizing your résumé so that employers know you’re serious about their specific role. You used keywords and quantified results to prove your worth. If employers can’t pinpoint what attracted them to you, then they’re probably not looking for a great worker to help grow with the role. They’re looking for anyone who will accept the offer and won’t hesitate to replace you if it doesn’t work out.
During the interview:
No. 4: What are your short- and long-term goals for the position?
Employers will probably ask about your career goals, but you should ask them what they want the person in this position to achieve. Are they concerned with increasing revenue, visibility, leads, improving morale or any number of other things? You want to know that they have a purpose for this position and aren’t just looking for a temporary solution.
No. 5: Can you tell me why the last person left this job?
They might not tell you, but it doesn’t hurt to ask. If the person got promoted or took a better job elsewhere, that’s a sign that the position is a good way to advance a career.
No. 6: Who are the primary people I’ll be working with on a daily basis?
Where does this role fit in the overall structure of the team and the business? Will you interact with people who can help your career? Will you spend most of your days in silence, typing on a computer? All that matters is that you receive an answer that appeals to you.
No. 7: What do you think is the biggest challenge facing the person taking this role?
No position is perfect. In fact, some jobs are created to address a problem that needs to be solved. That could very well be what attracted you to the job. An honest employer will tell you what struggles lie ahead. That’s your opportunity to turn the answer around as a challenge you’re happy to accept and present some ideas of how you would tackle the obstacles. If the employer makes it sound too good to be true, it probably is.
No. 8: Do you have any doubts about my fit for the position? I’d be glad to clear anything up for you.
Not all interviewers ask direct questions or are even very good at interviewing, so you might have to prompt them to tell you what their concerns are. Now is the only chance you have to clarify anything, so make sure you leave no question unanswered.
No. 9: What is the timeline for filling the position?
You deserve to know when a decision might be made and what the next steps are. Hiring managers have a ballpark idea of how long the interviewing process will take, whether candidates will have to come back for another interview, and when a decision will be made. It might not be exact, but at least you have an idea of what to expect.
After the interview:
No. 10: Have you made a decision? (If the given deadline has passed)
If the hiring manager says it will be a week before you hear back, wait an extra day or two (or even three). Then follow up to see if a decision has been made. Don’t pester her and don’t show up at the office — that won’t win you any points. A quick email to ask how the process is going is enough.
No. 11: Do you have any recommendations for how I could improve my interviewing skills?
If you don’t get the position, you’ll be disappointed, but use it as an opportunity to improve your interviewing skills. Some employers won’t give you tips, but others might give you feedback that will help you on the next interview.
| behavioral_based_interview_questions.pdf |