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Coping with interviews by David Denny Introduction Preparation and confidence Preparing to meet the employer Don't forget you Answering interview questions Questions for the interviewer Presentation and body language Introduction After coming through all the hurdles of the SELECTION PROCESS, you will eventually arrive at an interview. This is of course, a major obstacle for many job applicants. Although they may have the qualifications, experience and a proven track record, they may lose out to a candidate who 'interviews better.' So what does 'interviewing better' actually mean? It comes down to the candidate being well-prepared and confident. A candidate who can answer questions in a way which is acceptable (but not necessarily right) to the interviewer, someone who knows something about their potential employer's business and the post they hope to fill. These are really the basic components of any candidate who 'interviews well'. There are undoubtedly other aspects employers may look for in relation to specific posts - having their own ideas, articulate, thinking on their feet, aspects which will be related to the job and to the company's preference in employees. The employer will also be looking to fill a post, which has a particular job specification - in other words personal aspects besides the experience, and qualifications that can be put down on paper. The interviewer will set out to ascertain that the candidate has these personal qualities, skills and abilities the company requires. Preparation and confidence These two essential ingredients are interlinked. Good preparation instils confidence. The basic approach to an interview is to be well-prepared. This means two things - preparing yourself practically for the interview, and gathering knowledge and information you can draw on during the interview.

Be sure you know the time, date and location of the interview and name of interviewee where appropriate. Check out how you will get to the location, and when you need to set off to be there in good time - do a dummy run if necessary. Plan to get there no earlier than half an hour before the interview time, anticipate delays. Have what you are going to wear ready in advance - everything down to your underwear. Do not go to the interview laden down with baggage - psychological as well as physical. Take the bare minimum of belongings necessary. Concentrate on the interview at the interview - nothing else. If you are asked to bring certificates, references etc, get them ready before the day. Take your interview letter. On arrival ensure the receptionist knows you are there, visit the toilets to tidy up etc.

If you are well-organised and have planned for the day your confidence will increase. Preparing to meet the employer The interview is a chance for you and the employer to get to know one another. It is NOT the time to get to know about the post or the employer's business. Do gather information about your employer before you are interviewed - what do they do, what are their current projects, what other interests do they have? Ask staff - many companies will offer you the chance to talk about the vacancy with someone, use the opportunity to find out more about the company.

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Bigger companies will have PR departments, smaller ones will provide you with some information libraries can provide information on local business and keep directories of national business. Use the Internet - many companies have a presence here now. Make sure you know what the job entails - get a job description, ask someone in a similar post; ring the company to clarify if unsure. Don't forget you Remember the employer is interested in you as a person, your experiences and your opinions (in most cases). Do take the time to sit down and think about you, who you are and what you've achieved. It can be highly embarrassing to know more about the employer than yourself. Sit down with your CV and make notes about your work record, what you've achieved. Look at yourself as a person in employment - how do you see your self, what have you done, what ambitions do you have. Make notes and prepare and rehearse sound bites about yourself. Remember that one of the most common interview questions is 'Tell me about yourself'. Prepare a sound bite for this in particular, but not a life history. Usually interviewers want to know about personal qualities, not achievements - though examples can be included to support your statement. Answering interview questions Interviews vary tremendously, from very informal to formal. However, some questions can be anticipated, as can the subject matter. If you are well-prepared, then the majority of problem questions should not arise. You will know about the company, you will know about yourself and you will a have a good idea of the demands of the job - these questions will not be a problem to the well-prepared interviewee. A few general rules:

Speak up when answering questions. Answer briefly, but try to avoid yes or no answers. Don't worry about pausing before you answer, it shows you can think and are not spitting out the sound bites you learned! Don't worry about admitting you don't know - but keep this to a bare minimum. Don't embellish answers or lie! Be as honest as possible. Be prepared for hypothetical situation questions, take your time on these. Be prepared for the unexpected question, that's designed to see how you cope with the unexpected. If you ask questions, keep them brief during the interview, remember you're the interviewee. At the end of the interview, ask your questions in an open manner, that is, questions which cannot be answered with yes or no. E.g. tell me about....? what is....? why.....?

Thank the interviewers for their time when you leave, and smile, even if you now hate them. Questions for the interviewer There is always the opportunity to ask them questions at the end of the interview - remember the interview is a two-way process, you need to be sure you want to join them too! Try to concentrate on issues which are important to you and combine as an apparent interest in the company. Leave issues like terms and conditions until the very last, even though they may feel like the most important to you. Write your questions down prior to the interview and take them with you. Good topics to touch on include:

the competitive environment in which the organisation operates executive management styles what obstacles the organisation anticipates in meeting its goals how the organisation's goals have changed over the past three to five years.

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Generally, it is most unwise to ask about pay or benefits or other similar areas. The reason is that it tends to make you seem more interested in what the organisation can do for you. It is also not a good idea to simply have no questions at all. Doing so makes you appear passive rather than curious and interested. Suggested questions: 1. 2. 3. 4. 5. What are the main objectives and responsibilities of the position? How does the company expect these objectives to be met? What obstacles are commonly encountered in reaching these objectives? What is the desired time frame for reaching the objectives? What resources are available from the company and what must be found elsewhere to reach the objectives?

Presentation and body language Wear what is appropriate for the post and the company. It may vary from smart, formal wear in some instances to very formal dress in others. Try and get an insight into what the company would expect from employees or gauge this through observation. What would be appropriate for a building company is very different to a public relations agency. Be well groomed and clean. Try to look calm and confident, simple things like deodorant can boost your confidence. Once you are ushered into the interview room there will usually be a short exchange of pleasantries and ice breaking. Don't be fooled by this time - it really is designed to put you at ease in most circumstances, but these initial moments are the most formative - don't go over the top being exceptionally friendly, or alternatively going rigid with fear thinking that your handshake was too limp! A pleasant natural smile, a firm handshake and a brief exchange of words in a natural manner is sufficient.

Sit comfortably with both feet on the floor, lean slightly towards the interviewer. Don't play with your hair or you hands. Keep them out of pockets! Try not to create defensive barriers between you and them, like a brief case on your knees, folded arms or crossed legs....even if you feel you need to. It's natural, but your interviewer will not physically attack! Maintain natural eye contact with the interviewer - that is maintain eye contact, but don't stare like a snake! If there's more than one interviewer, look at who's talking. When you're talking, shift your glance from one to the other. Don't over-use your hands, if you are a natural gesticulator. Don't squirm and fidget. Do nod and Mmm, to show you're listening to them. Above all try to be you, unless you're naturally offensive!

Obeying these rules, will allow the interviewers to concentrate on you and not what you're doing in the interview. Body language conveys all sorts of messages, and the right body language will convey the message of a well-balanced and confident individual...............even if you're not! Don't sweat the interview Find tips to help you before, during and after the interview. Remember: the more you prepare up front, the more relaxed you will feel during the interview; the more relaxed you feel, the better you will perform; the better you perform, the more likely you will be to get the job! Makes sense, yes? So, what's the big deal? OK, you're revving up for the big interview. What important details do you need to know? First of all, you need to understand what the interview is all about. Your winning resume, cover letter and good use of your networking contacts have won you entree into Potential Employer's office. The interviewer will already have reviewed your resume, which basically provides the hard facts of your employment history and skills.

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The interview is a subtle, more subjective aspect of the job-hunting process. Frequently, an interviewer (sometimes without even realising it) will form an opinion of you based on the nuances of your interaction. You're trying to make a good impression here. You need to portray sincerely, politely and enthusiastically that you are knowledgeable about the organisation and have something to offer it. Your resume may well have shown examples of your skills as a team player, but now you need to convince them that you fit their team. In order to make the best impression you can, you need to be prepared, know what you can expect, and know how to handle it if things don't go quite as you had planned. Preparation Know how to keep yourself calm. The best way to do this is to be prepared! Research the company. Research the interviewer, if possible. Know what kind of interview to expect - a screening interview, a stress interview.... Have you done any informational interviews about this industry? Know why you want the job. Identify your wants and your needs - and know the difference! Be able to express, specifically, the marketable skills you have to offer the organisation. Be prepared for the standard interview questions and know your answers to them - try taking the virtual interview. Be prepared to answer that killer question. Know how to deal with illegal questions tactfully during the interview. Prepare questions you wish to ask - only ask questions you can't find answers to yourself. Line up your references in advance and verify that they will be good ones. Presentation Find out the standard dress for the organisation. Dress on the conservative side. Arrive early. Bring extra resumes, notepad, pen. Be sure you know how to pronounce your interviewer's name correctly. Be polite to everyone you meet there. They all count. Be personable as well as professional. Do not chew gum, smoke, swear or use slang. Be aware of body language, vibes, reactions - use your instincts to keep things on course. Assume all questions are asked for a good reason and answer accordingly. Do not assume that your interviewer knows how to elicit the information he/she is looking for. Feel free to ask for clarification before answering a question. Take some time to formulate your answers before you speak. Answer all questions honestly, but in the best, most positive light. Do not bad mouth old employers.

Dress for success: Casual or casualty? by Carole Martin

Summary: The traditional interview suit may not be mandatory. You'll still want to save jeans and T-shirts for the weekend. Women can increasingly get away with wearing pants. In a business-casual world, how do I dress for an interview? Just a few years ago, everyone knew the answer to this question. The standard interview uniform was suit and tie for men, and suit with a skirt for women. Anyone arriving at work in a new suit was presumed to be interviewing elsewhere that day. But now that workplace dress codes have relaxed, both men and women have more choices when it comes to interview attire. Does that mean the uniform is out? Not necessarily. It's still important to make a good impression. You just face more decisions about how to do that.

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How will I decide what to wear to the interview? Remember, each company has an individual culture and environment. Try to find out what the standard is for the company before the interview. When you schedule the interview, ask what would be appropriate. Or call the human resources department and ask what the company's dress code is. Sometimes an interviewer will tell you what to wear: "We don't dress up here, so a suit is not necessary." Some people actually go to the place where they will be interviewing and stand outside at lunchtime or after work to check out employees' clothes. If not a suit, then what? A good rule of thumb is to wear something somewhat dressier than what the employees wear to work. Never wear jeans and a T-shirt, especially slogan T-shirts. A jacket is always a safe bet for men and women, with slacks or a skirt. Somehow a jacket seems to pull the outfit together and can cover a multitude of figure problems as well. But the suit is still a staple in some professions. Sales people, for example, prefer the suited look, as do other professionals such as lawyers and bankers. Whatever you decide to wear, make sure it fits properly and is of the best quality you can afford. What seems like a big investment now will pale in comparison when you get the job. Remember, whether you are interviewing at an Internet company or a bank, it's always best to keep your outfit on the conservative side. You're giving the interviewer a picture of yourself, so make sure it reflects well on you.

Handling multiple interviewers Panels and boards and teams by Carole Martin

Summary: Speak to each person in the room and make eye contact. Plan and prepare as you would for any interview. It might feel like you're facing lions and tigers and bears. There you sit alone in front of the room, waiting for the pack to attack with questions. It's really not quite that bad. In fact, there is an upside to this process. You'd probably have to talk to each of these people individually at some point in the process. This way, you get it over all at once. But how do you deal with so many interviewers in one sitting? The best way is to take them one at a time. The board or panel is not one entity, but several individuals coming together with the common goal of hiring the best candidate for the job. At the same time, each person has his own agenda or department's interest at heart. For example, the HR manager will be checking to make sure you are a good fit with the culture and people working at this company. The hiring manager will want to know about your technical skills or business know-how. And the person from accounting will want to know if you are savvy enough to operate a business budget. Board or panel interviews are usually rather formal and organised, using a standard set of questions for all applicants. This type of interview is typically used in academia, government or for high-level executives but can be used for any other type of position in any company. A female client interviewed for a senior administrator job at a major health agency, facing a panel of 10 doctors, nurses, technicians and administrators. She felt like it was an inquisition, not an interview. But she had prepared well and was confident when she faced this tribunal. She looked at each person as he or she asked the question, and continued to look at that person for 30 seconds or so. She then shifted her eye contact to each member of the interviewing team. She made sure she made contact with each set of eyes while answering questions. She felt very much in control and her interview went well. The result was a job offer. Another multiple-type interview is the team or "good cop/bad cop" interview. The team is usually made up of two interviewers, one who asks the questions and one who takes notes. The two typically trade roles,

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which can be confusing if they have different styles. In fact, one person may be kind and gentle and the other more harsh or pushy. Just remember, these inquisitors are working together toward the same end. Treat them equally, not favouring one over the other. Regardless of the type of interview, the best advice is to prepare and practice beforehand. When you have your script and have rehearsed your answers, you will feel prepared and more confident no matter how many people you have to face. Lastly, a good tip to remember is to make sure you get each person's business card, hopefully at the beginning of the interview, so you can address each person by name. How do I make that killer call? by Burton Nadler Experts in business communication will tell you that next to public speaking, making a phone call strikes fear in the hearts of even the most seasoned executives. They call this phenomenon "telephone reluctance." To overcome this phobia, we've assembled a list of telephone tips. Review these points, plan your calls, practice what you are going to say and start dialling. 1. 2. 3. 4. 5. Say "hello" and acknowledge (and note) the name of person you are speaking with. Say why you are calling and who you wish to speak with. If you are conducting a follow-up call, quickly describe previous communications. Assess the status of your candidacy, confirming whether your fax or mailed documents were received, and, focus on identifying appropriate next steps. Request an appointment for a job or informational interview. Be assertive about this - if the person you are speaking with cannot schedule one, request suggestions for next steps, additional resources or referrals. Thank the person you are speaking with and confirm spelling of all names, mailing and email addresses, phone and fax numbers.

And don't forget...

Never be impolite, impatient, or pushy. You can always call back if you don't get the information or results you expect. Stay focused and know what you want before you call. Goal-oriented conversations get the best results. Be realistic about what can be achieved with each call. Whenever possible, ask to see or speak with someone "who can tell me about entry-level options." Always write, email, or fax thank you notes.

What if I get an answering machine?

Don't be shy, always leave a message. Ask for "confirmation that you received my resume and cover letter," or for "information about the position recently posted on the Internet." Leave your name and number.

How do I develop a Conversation Outline? Use the above list to develop a "conversation outline," but don't try to memorise a script. Below is a basic sample. Create your own and don't wait until it is perfect to give it a try. The more phone calls you make, the more natural you will become and the easier calls will be to make.

Conversation steps 1. Say "hello" and acknowledge (and note) the name of person you are speaking with. "Hello, my name is .... And, your name please?"

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2) Say why you are calling and who you wish to speak with. If you are conducting a follow-up call, quickly describe previous communications. "I am calling about the marketing assistant position and I would like to speak with the director of marketing, please." or: "I saw on the Internet that your firm offers wonderful entry-level sales options. Is there a specific person who could tell me more about these positions? Good. That person's name, phone and fax number is? Does he/she have email?" 2. Assess status of your candidacy, confirming whether your fax or mailed documents were received, and, focus on identifying appropriate next steps. Be assertive about this - request an appointment for a job or informational interview. If the person you are speaking with cannot schedule one, request suggestions for next steps, additional resources or referrals. "I emailed a resume to ... of your human resources office. Can I speak with Mr./Ms. ...? I would like to confirm that the resume was received and clarify next steps. Ask to see the appropriate person, "I'd like to schedule an appointment with Mr./Ms. ..." Request an appointment for an employment interview or information conversation. If the person you are speaking with cannot schedule one, request suggestions for next steps, additional resources or for a referral. "Yes, I understand that decisions regarding formal interviews won't be made for a few weeks. In the meantime could you refer me to someone who is in a sales position? I would like to informally learn about what it is like and ask questions about their experiences. Who would you suggest I speak with?" Thank the person you are speaking with and confirm spelling of all names, mailing and email addresses, phone and fax numbers. "Thank you so much. You have been very helpful. If I have additional questions would it be appropriate to call you again? Again, Mr./Ms. .... is the best person to contact and their phone and fax number is... Is that correct?"

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Create additional outlines and rehearse with friends and family. Let common sense be your guide, but start now! Interviewing after a job loss by Sylvia Ho So, your last job didn't exactly pan out. Maybe your boss or your coworkers were jerks, or you were laid off - or even fired. Now, you are looking forward to your first job interview. What is your biggest hurdle? Is it job references, or your spotty resume, or even your former boss? No, it's probably your attitude and preparation. A positive, forward-looking attitude impresses employers, while a negative attitude can be a turn-off. A candidate who is prepared -- who has researched the company s/he is interviewing with and the position and knows what s/he can bring to the job -- appears professional and mature, worthy of being considered. An unprepared candidate gives the appearance of being disorganised and unprofessional and only reinforces any impression that might be given in a bad reference. Here are some "Do's and Don'ts" to improve your attitude and preparation before your big interview: 1. Don't worry.Worrying is only natural, but most people, at one time or another, had a job that didn't work out. Chances are that your interviewer may have even been let go from a job. Worrying saps your energy and leaves you powerless. Instead, take some active steps before the interview to practice responding to any possible objections that you believe an employer would have to hiring you. Counter a poor reference with many other good ones. Prepare ahead if you think your former boss may give you a bad reference. Call other former employers who thought well of you and would give you a good reference, and obtain a letter of recommendation. The more letters of recommendation you are able to provide, the less significant a bad reference will appear. Ultimately, a decision-maker will weigh all the evidence and may weigh references in your favour. Prepare to answer hard questions professionally. Hard questions are part of any interview, but they can seem even harder when your last job did not work out. Prepare possible hard questions and the answers you would give to them if asked. Have your friends or relatives listen to your answers and give you their opinions on how the answers sound. There is no shame in having left a job if you can articulate why the job didn't work out for you and what you learned from the experience.

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4. Know your accomplishments and your value. Believe that you do bring value and skills to a prospective employer. Spend some time thinking about what you accomplished at your previous jobs. What skills do you bring to the table? Are these skills in demand? Make a list and review it again and again. This will improve your attitude and self-confidence and will help you at your interview. Don't blame other people for your previous work problems. Responsible employees are in demand. Interviewers do not like candidates who make excuses. Discuss your accomplishments instead of the negative aspects of your previous job. If you have to talk about why the job did not work out, discuss what you learned from the experience that will make you a better employee in the future. Keep searching and don't get discouraged. The reason you did not get a job may have absolutely nothing to do with you. If you did not get the job, do write and then call the interviewer to find out why you were not hired. Make it clear that you are not trying to change their decision, only to get information that will help you in your job search. Learn from each interview and continue searching. Don't get discouraged!

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Research, rehearse and relax No matter how well qualified you are for a job or how articulate you are about your strengths and experience, there is nothing that can replace preparation. Once you have practiced asking and answering questions, the next step is to relax and remind yourself that: There is no question you cannot answer, You are well suited to the position, and You would be an asset to the company. Visualise yourself sitting in the interview feeling serene and confident. Get a good night's sleep before the interview, arrive a few minutes early, take a few deep breaths and seize the day. Research the Company Rehearse Your Presentation Relax and Project Self-Confidence

Research Before the Interview Presented by Don Monaco of The Strickland Group Perform "due diligence". Do your homework before interviews by researching the interviewing individual(s), the company and the industry. There are a variety of ways to research: Library (books, periodicals, magazines, etc.) Literature from company's public relations department Annual reports Electronic sources of information (Internet etc.)

You should become familiar with the organisation's products, structure, services, financial status, competitors, reputation and any recent major changes. In addition, try to discover information about the person who you will meet background, style, education, and their "hot button" issues. Preparation for the Interview Presented by Don Monaco of The Strickland Group To fully prepare for any interview you should be able to identify these things in yourself:

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Transferable skills Key accomplishments Management style Unique selling or promotional features Personal and professional strengths

You must be able to articulate key aspects of yourself in the interview. An inability to express yourself clearly is often more of a deficiency than the lack of required experience for a specific opportunity. One of the best ways to prepare for interviewing is by "scripting" of your lines in answer to key interview questions. Career counsellors and outplacement specialists alike, remind transitioning executives and professionals of the necessity to look and act the part of a self-confident and successful person even if one does not particularly feel it. With a friend or colleagues, organise and review your answers to both tough and basic questions. Examples of Tough Interview Questions: How has your personal background (upbringing, schooling) influenced what you are today, your career progression, and your management/people style? How do you define success? How "successful" have you been? What mistakes have you made during your career? What is the most adverse situation with which you have had to deal with in your personal or professional life? How did you deal with it? What was the outcome? What is the difference between a good position and an excellent one? Examples of Basic Interview Questions: Tell me something about yourself. Why are you looking for a new job or why did you leave your old one? What are your goals, where would you like to be in five years? (Are your goals compatible with our needs?) Why should we hire you, what is unique about you? What are your salary requirements? In preparing your answers to these questions, think of yourself as a candidate in a political campaign. A skilful candidate is focused on the message he or she wants to communicate. Rather than being led by the interviewer's questions, candidates stay in control with responses that articulate what they want the listener to remember. Ask yourself, "What is my goal in the interview?" The most important question is "Why should we hire you?" Answering this will require research and preparation. You must first identify and understand the needs of the company and the problems that the ideal candidate must be prepared to solve. Information sources include networking contacts, search firms, vendors, the press, the Internet, news outlets. Be prepared to convince the interviewer that you are uniquely qualified to make a contribution. Additional Interview Tips: List five adjectives that describe you and then list five adjectives that would describe the ideal candidate for the position. Is it a good match? Where are the gaps? Read the company's annual report, and make note of adjectives used to describe the leadership and the employees. Is the culture one in which you will be happy and do your best work? Be prepared with brief anecdotes about your work that illustrate the qualities that the company values. The more you practice your answers, the more your confidence will grow. Rehearse until you can easily answer questions with clarity, spontaneity and crispness. Our experience has been that everyone can use interview practice. You might be surprised to know a secret, that is, even the most extroverted, self-confident, verbal, "sales-person type" needs help in thinking through, organising the answers to and rehearsing the interview questions. Relax and Project Self-Confidence Presented by Don Monaco of The Strickland Group

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Relax -- you are ready and confident. Arrive about 10-15 minutes ahead of time so that you can make sure that your appearance is intact. Act like a consultant not an applicant. Think of yourself in problem-solving mode, in partnership with your interviewer. Engage in a dialogue, don't put yourself in a question/answer mode. Let silence occur. Present your value, and always protect your dignity and self worth. Be engaging and enthusiastic. Always leave the interview with a knowledge of the next step and with a sense of how your candidacy will be evaluated. Ask: "How would you like to proceed? Have I provided you with the information you need? Where are you in the process? What will happen next? When should I plan to follow up?"

The Interview "Tell me about yourself?" Know how to answer this Question. It's one of the most frequently asked questions in an interview. Your response to this request will set the tone for the rest of the interview. Dealing with questions about salary history Currently underpaid? Learn how to handle awkward salary questions with grace. Do you have any questions? Never let an opportunity to pass, when the interviewer says "Any questions?" Encountering behaviour-based interviews How you have responded to certain situations in the past can give an employer a good idea of how you will respond to similar situations in the future. How you say something is as important as what you say Body language represents as much as 60% of our communication, so it's important to deliver your words very carefully. Interview cheat sheet Relax - a cheat sheet is not really cheating. It's a checklist to make sure you stay focused before, during and after the interview. Overcoming interview nerves If your performance at interviews suffers because of nerves, read these great tips on how to overcome them. Questions to ask the interviewer Be prepared when the interviewer asks, Do you have any questions? The dreaded weakness questions Use our smart strategies to answer this anticipated question. Tough interview questions Dont let the tough questions stop you from performing well in the interview. Why should we hire you? This is a broad question that can take you down the wrong road unless you've done some thinking ahead of time. Think of yourself as the product.

Tell me about yourself It's one of the most frequently asked questions in an interview: "Tell me about yourself?" Your response to this request will set the tone for the rest of the interview. For some, this is the most challenging question to answer, as they wonder what the interviewer really wants to know and what information they should include. Priya dreaded this question. When it was the first one asked at her interview, she fumbled her way through a vague answer, not focusing on what she could bring to the job. "I'm happily married and originally from Delhi," she began. "My husband was transferred here three months ago, and I've been getting us settled in our new home. I'm now ready to go back to work. I've

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worked in a variety of jobs, usually customer service-related. I'm looking for a company that offers growth opportunities." The interview went downhill after that. She had started with personal information and gave the interviewer reason to doubt whether she was an employee who would stay for very long. She's married, and when her husband gets transferred that means she has to leave; she did it once and can do it again.

She has some work experience with customers but didn't emphasise what she did. She is looking to grow. What about the job she is applying for? Will she stay content for long?

The secret to successfully responding to this free-form request is to focus, script and practice. You cannot afford to wing this answer, as it will affect the rest of the interview. Begin to think about what you want the interviewer to know about you. Focus List five strengths you have that are pertinent to this job (experiences, traits, skills, etc.). What do you want the interviewer to know about you when you leave? Priya is strong in communications and connecting with people. She has a strong background and proven success with customer relationships. Her real strength is her follow-through. She prides herself on her reputation for meeting deadlines. Scripting Prepare a script that includes the information you want to convey. Begin by talking about past experiences and proven success: "I have been in the customer service industry for the past five years. My most recent experience has been handling incoming calls in the high tech industry. One reason I particularly enjoy this business, and the challenges that go along with it, is the opportunity to connect with people. In my last job, I formed some significant customer relationships resulting in a 30 percent increase in sales in a matter of months." Next, mention your strengths and abilities: "My real strength is my attention to detail. I pride myself on my reputation for following through and meeting deadlines. When I commit to doing something, I make sure it gets done, and on time." Conclude with a statement about your current situation: "What I am looking for now is a company that values customer relations, where I can join a strong team and have a positive impact on customer retention and sales." Practice Practice with your script until you feel confident about what you want to emphasise in your statement. Your script should help you stay on track, but you shouldn't memorise it -- you don't want to sound stiff and rehearsed. It should sound natural and conversational. Even if you are not asked this type of question to begin the interview, this preparation will help you focus on what you have to offer. You will also find that you can use the information in this exercise to assist you in answering other questions. The more you can talk about your product - you - the better chance you will have at selling it. Dealing with questions about salary history by Michael Chaffers Q: How do I respond to the salary history question when I am currently grossly underpaid for the work that I do, and I am trying to correct that as I interview for new jobs? A: Your best strategy is to keep them focused on what is an appropriate amount for you given your experience, skills and credentials today. This requires some homework, since you have to translate those intangibles into a dollar figure or a range of figures. In addition, be prepared to explain why you are

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seeking a significant jump in your salary and be ready to help the employer justify paying you this increased amount - those people do not want to feel as if they are overpaying you. You could try saying, "I chose to work at my last job for less than my market value for very specific reasons (e.g., gain experience, restart career, they had money problems). Now that I have benefited from experience, as I look for a new employer, I want to make sure that I am being paid fairly for my talents." As you follow this advice, do not forget that you have to be prepared to discuss your current salary, even though it ought to be irrelevant. If that information matters to the employer, they will either insist on talking about it, or they will learn it another way. Try to cover the issue quickly and steer the conversation back to its rightful place - what you ought to make, given the value of your talents in the market.

Virtual Negotiation - in the Interview

a Monster resource

The Virtual Negotiation contains several salary scenarios you may face when interviewing for a new job. This interactive section gives you the opportunity to test your answers in a safe environment so that when the real thing comes along you are confident and able to negotiation the best deal for yourself.

Unfortunately, you find yourself in an over-supplied labour market. It seems that everyone wants to work in your field but the demand for your skills and expertise, which are considerable, are limited. At the end of a great interview the employer, fully aware of the over-supply situation, makes you an offer that you are less than happy with. How do you handle this situation? I would ignore the labour market and focus entirely upon what I can bring to the employer. Ive been in the industry for years and know that I could do an excellent job. I would counter the employers offer by asking for what I believe Im worth which is considerably more. If they want to pay peanuts they should advertise for monkeys. I think it would foolish of me to ignore the realities of the labour market. Then again Ive got lots of hard earned experience that would greatly benefit the employer. My strategy would be to steer a middle course. Whilst taking into account the hostile labour market I would at the same time emphasise my experience and how I could add value to the organisation. I would certainly negotiate for more money but I would not go over-board. I would be thanking my lucky stars to be offered a job under such a difficult labour market climate. I would be very reluctant to counter the offer. Id be mad to counter and risk losing the job. I know there are lots of people out there who could easily fill my shoes. My strategy would be to accept the offer and bide my time until the labour market turned around at which time Id commence negotiations for more money.

This is the best answer. Youre taking into account all possible factors. Youre sensibly acknowledging the labour market but at the same time youre not writing off all that experience youve accumulated. Attempting to get a better deal for yourself whilst acknowledging the obstacles around you is what negotiating is all about. Of course this strategy may not work but its the best one under the circumstances.

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You have performed exceptionally well at the interview and youre seriously being considered for the job. In response to the question: "How much money do you want?" you have opted for a high- end salary. The employer responds by saying that they cannot meet your request because of financial restraints and the companys remuneration policy. How do you handle this type of response? Firstly, I would try to get to understand the employers resistance and then I would respond by giving my justification for a top-end request. Employers try to minimise their costs and salary is a major cost - thats one of the reasons for having a remuneration policy. If I could demonstrate that by employing me the employers bottom line would improve or that I could solve a major headache then I think I stand a good chance to overcome his/her objections. In order to do thi s Id really need to know what the employer is looking for, so doing my homework would be essential. Id also be willing to negotiate a suitable salary/bonus ratio so that my extra money would be contingent upon my performance. I would be reluctant to push the point. I would not want jeopardise my chances by insisting on a high-end salary. Having put my opening offer on the table Id be focusing on negotiating the best I could get. My strategy would be to come down in increments. If they dont accept my starting offer Id go to my fall back position and so on. Eventually, wed reach a mutually agreeable solution. Of course, I would not go past my bottom line. Given that my opening offer was high its reasonable to expect that the final outcome will still give me a good salary. Negotiating is about meeting half way. If they were to reject my initial proposal I would immediately ask them to make a counter offer. If it was suitable Id accept it, if not Id politely decline. I would not enter into a bargaining situation because I hate creating friction and I dont believe in going against my inner feelings. Not only am I not temperamentally suited to creating a situation of inherent tension but I also believe its self-defeating - the whole point of an interview is to establish and maintain good rapport with your employer.

This is the best answer. The strength with this answer is that it enters the negotiation cycle by exploring the needs of the employer. It acknowledges a) the employers need to keep costs down and b) that by demonstrating your value you can overcome financial objections. Effectively, it anticipates objections and plans counter arguments. Its other strength lies with its willingness to consider salary/bonus ratio options - being flexible and anticipating objections are key negotiating principles.

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The interview has just started and the interviewer asks you how much money you want. How should you respond?

I dont believe in wasting any time so I would answer their question directly - I dont see the point in beating around the bush, my time is too valuable. I would simply tell them what I believe Im worth and the reasons for it. I would be hesitant to talk about money before Ive had the opportunity to put forward all my strengths and achievements. Sometimes this is difficult to do, especially if pressed, but I see little point in quoting a figure before Ive built up my negotiating strength. My response would be something as follows: "Id like to know more about the position and its specific challenges before I talked about specific amounts". Its important not to put your potential employer offside so I would say something to the effect that whatever theyre offering would be fine. Besides, I think most companies are reasonable in terms of their remuneration policies. Also, I would be horrified if I priced myself out of the job. I would not want to come across as being overly aggressive or demanding.

This is the best answer. Though this may be difficult to do, especially if youre not in a powerful position, its an effective negotiating strategy. Not only are you delaying until youve put your best cards on the table, but youre also giving the signal that youre an able negotiator who kn ows when to make his/her move.

Youre a graduate. Youve got reasonable marks (except for your first year at uni when you were unsettled) and are seeking to enter a reputable firm. The competition is tough. How do you handle questions on salary and academic transcript?

In terms of negotiating salary I would accept what they offered me. I think its too dangerous to attempt negotiating a higher salary in a competitive market when my marks are not outstanding. I would also avoid talking about my first year marks. I

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dont believe in talking about negatives at an interview. If pressed Id simply tell them that I took a year to get settled in. Despite not having outstanding marks I would be inclined to take on a dynamic approach when it came to salary negotiations. I know that many firms are looking for dynamic young people with initiative so what better way of demonstrating my enterprise? Therefore, Id ask for slightly more than the going rate. In terms of my poor marks in first year Id simply tell them that it took me a year to get on my feet but once I did I was all right. Given that I do not have outstanding marks and that the compet ition is tough Id be very reluctant to enter into negotiations over salary. I would, however, make sure I knew what the market rates for graduates such as myself were and respond accordingly. If the company was paying substantially below market rates without any compensating factors such as great projects and lots of training I would be inclined to raise the issue of market rates for graduates - that is to say Id be seeking the average graduate rate. I would also make a point of mentioning that my first year marks were a temporary aberration and in no way a reflection of my current capabilities and ability to add value to the company. Im not embarrassed about admitting errors of judgement as a teenager straight out of high school.

This is the best answer. It takes into account the realities of the situation and adopts the strategy of: It depends on the situation. This contingency approach to negotiating salary has merit due to its flexibility and grasp of external factors such as market rates, what the employer is offering in the way of opportunities and saleability of candidate. Also, it does not avoid the poor marks issue. Instead, it adheres to the sound principle of putting negatives firmly in the past and ensuring that it has nothing to do with the present. Q2: Youve been reliably informed a week before the interview that the company is prepared to be flexible in terms of remuneration and conditions for the right candidate. Keen on maximising what you can get, but a little worried due to your relative lack of negotiating experience, youre keen on improving your negotiating style/strategy. What are the sorts of things you should be looking at? I would be concentrating on maximising what I could get by quoting them a high figure but one that is within accepted market parameters. Id base my figure on the top 2-5% of the current salary scale for people in my profession with my level of experience. Of course, Id be prepared to negotiate by knowing my bottom line as well. But my key negotiating strategy would be to start high and move downwards who knows, they may accept my initial offer. I believe in going in hard. That doesnt mean Id be aggressive or overly forceful, but Id stake my position and stick to it. I dont believe in playing games. The reason I would do this is because I know that Im good at what I do. I also believe that it shows strength. Caving in is a sign of weakness and does not gain respect. Id play to my strengths. Theres little point in trying to play it hard because its not me and Ive had little to no experience in negotiating. In short, Id be myself. As well as knowing my bottom line Id make an effort to know the real needs of the company and highlight how I could meet those needs during the course of the interview. Id be flexible where I could and concede minor issues. Id certainly

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emphasise my strengths before wanting to talk about money. If we got stuck Id be looking for areas of compromise.

This is the best answer. This answer incorporates sound salary negotiating principles. As well as recognising ones strengths it acknowledges the importance of flexibility and compromise. It also mentions the importance of how you can meet the companys needs. Remember, if you can convince the company that you can solve their problems and add value to their processes they are much more likely to consider paying you more.

Youve just been made a good offer by a firm but also have an impending interview with another firm that you think you may prefer to work for. You feel confident of doing well in the upcoming interview. What strategies would best suit you in the impending interview?

The first thing I would do is accept the first offer. At the second interview I would keep my first offer in reserve as a trump negotiating card. I would use it if the negotiations were not going well. For example, all things being equal, if the second company were not willing to match the first companys offer I would tactf ully raise the issue of the existing offer and the amount of money theyre willing to pay. I would, of course, accept the offer and then proceed to use it to my full advantage at the impending interview. I would mention the existing offer at the beginning of the interview and make it clear that I view it as a benchmark. In my view, theres little point in wasting their time or mine. I also believe in stating your strong points up front. I would accept the first offer but I would not bring it up at the second interview for fear that I may be perceived as overly threatening by the interviewers or, just as bad, they may think Im trying to big note myself in a way that is not relevant to them. I cant see how being offered another job has anything to do with trying to sell myself for another position. Its totally irrelevant and therefore shouldnt be raised. This is the best answer. First, youve done the right thing by accepting the initial offer. Secondly, youve decided to use that offer as a trump card in the event the negotiations are not going well. Its a sensible and balanced use of a negotiating plus that has come your way.

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Youre fortunate enough to find yourself in a profession for which there is a high demand for your services. Youve just completed a great interview and the employer expresses interest in hiring you but offers you slightly less than market rates and what you expected. How do you handle this?

I would politely reject the offer and then I would reiterate what I could bring to the organisation. Following that I would take full advantage of my experience and the fact that Im in a high demand job and really go for it. Theres no point in being shy - Id negotiate hard to get every thing I could. Why not? I know they want me and I know that theres a high demand for people like me so why not take full advantage of the situation. After all they wouldnt hesitate to give me less if the situation was turned around. Firstly, I would counter the offer by reiterating what I could bring the company. Then I would state what the current market rates are and point out that their offer was somewhat unrealistic in the existing environment. I would then make a counter at the upper end of market rates. I would leave a little room for negotiating but not that much because I know that Im in the drivers seat and it would be foolish of me not to take advantage of the situation I would make an effort to raise the offer by reiterating my experience. Specifically, Id ask for slightly more than their offer - Id be very reluctant to quote them a figure too far off their original offer. Im sure Id get a better deal because they would know that people like me are hard to find and it costs companies lots of time and money to recruit good people. If they didnt come to the table Id politely decline the offer and look elsewhere.

This is the best answer. It adheres to all the sound principles of salary negotiation when youre in the drivers seat. It emphasises what you can bring to the employer, takes into account existing market rates and importantly does not shy away from taking advantage of the high demand for your particular job. At the same time it does not go overboard in its demands.

Youve come to the end of what you thought was a good interview in what is an average labour market. The employer expresses interest in you, but tells you that they are also interested in one other candidate. Youre told that there will be another interview at which you will be expected to negotiate for your salary. The clear implication is that your negotiation skills will be taken into account in terms of whether to hire you. What negotiation principles should you be

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honing? There are a number of things Id be looking at. I would do my research on current market rates in my field and decide on my bottom line. If their first question to me was: How much do you want? Id quickly reiterate my experience and what I could do for them before giving them a number which is higher than my bottom line. Whilst I would avoid starting off with my bottom line I would also avoid giving them a very high opening bid. I would research the company to find out as much as possible in terms of their remuneration policies. I would also be giving some thought to how else I could add value (even though I would have done this at the initial interview, but more thought along these lines wouldnt hurt especially after having talked to them in the first interview). I would also give some thought to negotiation style. I think its important to remain flexible and be prepared to concede minor issues. I would always express appreciation of their offers and be prepared to back up my requests. Coming so close to winning the job I would hate to lose it by pushing too hard. Therefore, I would be prepared to be flexible and concede minor issues (perhaps one or two bigger ones as well) and certainly I would be prepared to demonstrate a little flexibility in terms of my bottom line. I would, of course, reiterate my abilities to add value to their operations. If they asked me how much I wanted Id play is safe by turning it around and asking them how much theyre willing to offer - with a bit of luck I may be pleasantly surprised. My whole strategy would be safety first. Im too close to blow it. I regard coming down to the last two candidates as quite an achievement. Theyve obviously seen something in me that they really like. I would be inclined therefore to adopt an up-beat and assertive approach. Of course, I would ascertain current market rates. If I were asked up front how much money Id like Id start off with a high figure. Starting off high means that theres a lot of room for negotiating. I would consider conceding minor issues but not straight away. I would be very reluctant to give anything away easily.

This is the best answer. It is thorough and covers key salary negotiation princi ples. Youve taken the external environment into account (market rates and the employers needs) as well as your negotiation style. Youre prepared to be flexible and concede minor issues and youre prepared to start your bidding a little over your bottom line which youve worked out before entering negotiations. Youre neither passive nor aggressive.

Theres a week to go before an important interview. Is there anything you can do at this stage to prepare in terms of possible negotiation of salary and conditions. Yes. I could prepare by clarifying in my own mind what my bottom line is in terms of money and conditions. I should also be pro-active and contact the employer and ask him/her what theyre willing to pay for someone such as myself. Furthermore, I could talk to colleagues to see what theyre earning. No. At this stage of the process I should be concentrating entirely upon preparing for the interview, in particular I should be preparing and practising my answers to anticipated questions with regards to my skills and knowledge. I should also be doing my research on the company.

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Yes, theres a great deal I could do. Firstly, I need to clarify what my bottom line is with regards to my salary and conditions. I should also conduct some reliable research to ascertain the current market rate for people in my profession with my level of experience so Ill have a better understanding of what I can reasonably ask for. Also, either via the recruitment consultant or the companys HR department, I should make enquiries about the companys reward and employment policies.

This is the best answer. Youve covered all the important general pre-interview preparation steps. Youve clarified your bottom line, ascertained objectively what the market is paying for people with your experience and youre looking into the companys reward and employment policies. The latter step should never be overlooked because many companies can be inflexible in some areas but very accommodating in others. Remember: information is power.

Your current earnings do not reflect your experience and abilities. You havent minded up to now because youve been learning and gaining valuable experience. However, the time has come for you to reap the rewards of your hard work. Unfortunately, theres no room for advancement where you are so you have to look elsewhere. One of the questions youre likely to be asked as you commence looking is: How much money are you currently earning? How do you handle this question in light of the fact that youre seeking a substantial increase? I would be very reluctant to tell them what Im earning because they would put me in a salary pigeon-hole. If I quote them my current low salary theyll automatically assume that it's my current worth. I would quote them a figure that is commensurate with market rates and my experience. I would be upfront about what Im earning, but Id make absolutely certain that they knew the reasons why. Id emphasise the fact that I had been on a steep learning curve and that I have outgrown the job. Id also mention that theres no room for movement where I am. I would also have done my homework so I could talk about what others are earning with my levels of experience and knowledge. Above all Id be concentrating on giving answers on how I could add value. At every opportunity Id be seeking ways of giving concrete examples of how I could help them with their key business indicators such as productivity, quality, customer service etc. I regard salary history questions as immaterial to ones abilities. Its not about what youve earned in the past, its all about what you can deliver in the future. I think some interviewers ask about salary history because its a means of limiting what you can ask for. You could, for example, be earning 50K (for any number of reasons) but be worth double that. If you tell them youre earning 50K theyll never offer you double that amount. I would, therefore, say to the interviewer that what Im

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currently earning is not relevant in terms of what I can do for the company.

This is the best answer. Its transparent and adheres to the key negotiation technique of linking your worth with what you can deliver for the company. Smart recruiters will focus less on your salary history and more on your current deliverables. The key learning here is: Make sure you can articulate how you can add value to the company

Virtual Negotiation - the Salary Review

a Monster resource

The Virtual Negotiation contains several scenarios you may face when negotiating a pay rise. This interactive section gives you the opportunity to test your answers in a safe environment so that when the real thing comes along you are confident and able to negotiation the best deal for yourself.

Congratulations! Youve just won a great job. One of the conditions of your employment is that a substantial part of your salary will be contingent upon your performance over the year, and your performance will largely be measured via a performance review contract/agreement. After your initial meeting with your new boss youre told to prepare some details for yo ur performance review contract. Youve got a good idea of what the job is about and what is expected of you. What should you do? Given that Im new to the company I would not be inclined to put too much into it - I wouldnt want to include stupid or irrelevant things that may burn me later on. I would rely on the goodwill and expertise of my boss to assist me with writing in all the relevant details, after all she knows best. I regard the preparation stage of my performance review contract as very important. I would certainly be thorough and examine information such as my duty statement (if I have one), my goals and/or my teams goals, last years figures (if theyre relevant) as well as asking clarifying questions of my boss. I would also be giving serious thought as to the sorts of assistance I may need to meet my goals. Experience has taught me that committing to specific goals without the necessary back-up can lead to disappointment. I would be examining exactly what is expected of me. Id make sure that I had a clear understanding of what my bosss expectations of me were including goals, timelines and quality issues. Experience has taught me that performance payments are received if the boss is kept happy.

This is the best answer. Its important to be thorough in your preparation. This is the best answer because it makes an attempt to examine not only what is expected of you but also what will be required to meet those expectations. Unfortunately, some companies set stretch

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goals for their employees but fail to provide the necessary assistance such as training or resources for those goals to be met. If a major part of your salary is contingent upon you meeting specific goals then its importa nt that you negotiate to have the necessary resources, otherwise youre setting yourself up for likely failure. Its that time of the year again. Your manager hands you a blank performance review contract that you have to fill in before handing it back. Last year you missed out on a portion of your performance payment because you had carelessly committed yourself to goals that you failed to deliver and because you had a disagreement with your boss over whether some of the goals were met. This year youre a little more wary, particularly with the goals that are difficult-to-measure (such as "good customer service"). What should you be looking out for? I would adopt a realistic view of my performance and the potential to reach stated goals. I would avoid committing myself to unrealistic goals especially if my performance pay is strictly contingent upon reaching those goals. I would ensure that all my goals are written in very clear terms that leave little room for interpretation. I would also ensure that they can be measured accurately, or if not, that my boss and I agree on a method of measurement that is fair and simple. I would include important variables such as time lines, budget requirements and contingencies beyond my control. Last year one of the reasons I didnt meet my goals was because someone else failed to deliver which adversely affected my performance. I would definitely try to commit myself to less challenging goals. Last year I set myself challenging goals only to miss out on my performance pay when I didnt meet them. What made it worse was that I know of people who received their full performance pay because they were astute enough to negotiate less challenging goals. I would also avoid including anything that is difficult-to-measure because it just leads to disagreements or the boss having no idea of all the work youve put in. I would go straight back to my manager and ask him/her what my goals are for the upcoming year. Where I work its always the bosses that decide what our goals or objectives will be. Why try to negotiate? Ill just accept them and do my best.

This is the best answer. This is the best answer because of its thoroughness and attention to specific details. Good performance review contracts need to state goals and objectives in clear, specific and measurable terms. Vaguely stated goals very often lead to misinterpretation and disagreements, as do differences of opinion on how to evaluate difficult-to-measure performance indicators. This answer also mentions the role of contingencies beyond the persons control. It is important that you reach some sort of agreement with your boss when things go wrong because of this. At the very least you should have an understanding of how it will affect your performance pay. By doing all of this your negotiating strength at the end of year will be much stronger. Ok, youve negotiated and written this years performance review contract. What now?

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I would do the same as last year, i.e., file it away and bring it out at the next formal review. Theres no real need to keep on referring to it, I know whats in it and what I have to do so Ill just get on with it. I dont agree with performance review contracts because theyre largely predicated on distrust of employees. However, if my company insists on having them then Ill play the game. Id make sure that once Ive negotiated the c ontract I record every relevant detail that may contribute to my getting my performance pay. I would leave no stone unturned. I would also insist that my manager knew of my progress in some detail and either signed off on each of my progress points or kept a record himself. The first thing I would do is reach an agreement with my manager about the nature and frequency of the reviews. I know from experience that performance review contracts work best when there is regular discussions on my progress, including any changes that need to be made to the contract. Certainly I would keep some sort of diary wherein I could quickly and easily record any relevant details and I would refer to this diary during my discussions. I would also keep a note of my bosss comments - particularly any positive feedback I receive.

This is the best answer. It is very important that you reach an early agreement with your boss about frequency of performance review discussions. Regular discussions minimise and even eliminate disagreements and nasty surprises. By keeping a record of your achievements and progress you will have a powerful document with which you will be able to negotiate a positive performance pay outcome at the end of the year. Regular discussions also have other positive spin-offs such as early identification of problems as well as making amendments to the contract due to changing circumstances.

Youve come to the end of another year. Its time to have your final performance review meeting with your manager. Youre a little nervous because youre not used to negotiating and theres money at stake. What should you do? The last thing I would do is walk into the review meeting unprepared. If theres going to be divergent opinions about my performance I will need to have my information at hand, otherwise negotiating my performance pay will be very difficult. Given that Ive been steadily monitoring and recording my progress throughout the year my preparation for the meeting should be quick and simple. My preparation would include a) listing all my achievements and how these benefited the company, b) listing any goals I failed to meet and the reasons why c) any self-development needs I had and d) suggestions for the future. Above all Id be going in with information specifically relating to how my actions added value to the company. I would go in and try to get through the process as quickly and as painlessly as possible. Where I work management make their decisions about who is to receive what amounts of money before the review meetings. We all know that so we treat the meetings as mere formalities. Weve also learned that trying to argue isnt

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going to get you anywhere except in the bad books of the boss. I would go in with all guns blazing. All year Ive hardly received any decent feedback from my manager. If she suddenly starts criticising my performance Im not going to be happy. If she thought I was not performing well she should have told me earlier so I could have done something to rectify it. Furthermore, I believe that if youre going to negotiate performance pay theres no point in adopting a passive or sycophantic disposition. Many managers pick up on weaknesses and exploit them. Of course, I wouldnt be rude but I simply would not be willing to yield easily. My tactic would be to question everything and go for the maximum pay.

This is the best answer. You need to go into the final performance review meeting ready to negotiate for your performance pay. If youve been communicating regularly with your boss throughout the year and he/she is aware of everything youve achieved, the final review should be a formality. However, many bosses simply do not have the time to monitor the performance of their staff as closely as they should. You can only negotiate intelligently if youre armed with the appropriate information - value-adding accomplishments is appropriate information.

Youre in the middle of your end of year performance review meeting. Youve come to the meeting in good faith to negotiate your performance pay. Youve brought with you all your documentation and are looking forward to a favourable outcome. But you and your manager cannot seem to agree on many issues. It soon becomes apparent that youre not going to receive the performance pay you expected. What should you do? If my manager does not accept my documentation and is not willing to negotiate in good faith then what can I do? I either make a decision to leave the company, or that section, or accept my managers decision as part of working life. Of course, Id be very disappointed, not only because my manager failed to take into account my documentation but also because of the unsubtle implication that Im lying. Ive had bad managers before and no doubt Ill have them again. When youre working for someone else its one of the things you have to put up with. My stress levels would increase dramatically. Knowing that Ive done all this good work only to have my manager effectively deny its existence would really upset me. I would try my best to reason with him and draw his attention to the documentation I had prepared. If that didnt work Id want to know exactly why he disagrees with me and why I wasnt given any warning of how he felt. I would be shocked and dismayed if my manager did not see eye to eye with me. However, I would not let my feelings run away with me. Instead, Id focu s on trying to ascertain why he failed to see things the way I did and then Id strongly suggest that we come up with a mutually agreeable solution to the problem so we dont have to go through the same thing next time.

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This is the best answer. Youre not letting your emotions get the better of you and youre focusing on a) finding the source of the problem and b) coming up with a mutually agreeable solution - both key negotiating strategies. All good negotiators try to locate the source of a disagreement before they engage in solving the problem. Youre about half way through the performance management cycle and you realise that a number of the goals/objectives that you had written down have changed due to unforeseen circumstances. You work in a very busy area and your boss does not have the time for formal reviews. What should you do?

I would simply re-write the relevant parts of my performance agreement. I wouldnt bother my boss about it because hes too busy and doesnt need to be bothered by minor details such as the changing of one persons performance agreement. Besides, he knows whats going on. Im too busy to keep on fiddling with the details of my performance agreement. In my view they absorb far too much time. Instead of re-writing my objectives etc I would simply focus on getting the job done I think my manager would appreciate this kind of "just get on with it" attitude. If circumstances changed then I would make the appropriate changes to my contract. I would have a process wherein the changes could be made quickly and with a minimum of fuss. Certainly, these changes would need to be signed off by manager. If my manager was extremely busy and didnt have time to look at them I would nevertheless ensure that he knew that I made the changes and that I attempted to negotiate a sign off. I appreciate the fact that performance agreements are living documents which need regular review and in many cases amendments. The key is not to get bogged down in obscure and time-consuming detail.

This is the best answer. Because of constant change in the workplace, performance agreements need to be reviewed regularly and be amended. Also, its important that the changes are agreed upon by your boss, otherwise you may be in for a nasty surprise at the end of the year. Good salary negotiators keep up with changes and document them appropriately. They also figure out a way to record changes in a simple, no nonsense way. Remember, when it comes to negotiating, information is power.

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Your company has just decided to introduce performance pay that will be measured via performance agreements. Your job is such that many of the outcomes of your duties are difficult-to-measure. Unlike the sales team whose results are measured simply by the amount of sales theyve made, your job as a customer liaison officer is a great deal more subtle when it comes to measuring your achievements. With this in mind youre starting to think how youre going to negotiate your end of year performance pay. What should you do? Given my special circumstances I think it would be very difficult for me to negotiate performance pay simply because my performance is too difficult to quantify. Without proper evidence I would be at the mercy of my boss's whims. I can see myself having to bow and scrape all year so I could get my performance pay - no thanks. I would ask that they exempt me, and others like me, from the system. I would ask that my performance pay be linked to the companys overall performance. I have a friend who is paid that way and it seems to work. This way I can still receive performance pay but I dont have to go through the trauma of trying to negotiate my individual performance pay when measurement is so difficult and subjective. Even though the outcomes of my job are difficult-to-measure this does not mean theres nothing I can do. I would negotiate my performance agreement by listing a set of actions that if completed properly would strongly indicate that Im performing well in my job. For example: punctuality, number of enquiries, number of responses, number of complaints etc. If possible I would try to negotiate an external feedback system wherein customers could provide me and my boss with feedback regarding my performance. Because these performance indicators will be untested I would also negotiate a level of flexibility so I am not penalised for items that are not working.

This is the best answer. Youre not running away from measurement issues, instead youre acknowledging that with enough thought and goodwill there are workable solutions to difficult-tomeasure work outcomes. To negotiate performance pay you will need relevant data. The system youre suggesting will provide you and your boss with this information. Furthermore, given that your performance agreement is new youve wisely included a flexibility clause to prevent being penalised over unforseen glitches. Your performance pay will be determined by your boss, but she is so busy that she hardly has time to speak to you for more than a few minutes every few days. Also, she is often out of the office and does not see what you do. What can you do to ensure that when it comes to negotiating your performance pay you will be in a good position? In order to help myself I would help my boss. I know that she should be spending more time with her staff, but unfortunately we dont live in a perfect world. I

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would improve my negotiating position by making life easier for her. That is, instead of relying on her to compile the relevant information about my performance I would make sure that I fed the information to her in manageable bite sizes on a regular basis. In short, I would make it my responsibility to bring to her attention any information relating to my performance and performance pay. I would avoid extraneous details and simply focus on the things that matter, otherwise shell begin to ignore my communication. Im busy myself. I dont have the time to do much about it. I would record all the relevant information that I intend using at the end of year performance review meeting and, of course, I would do my very best in my job. Given that shes s o busy Id be very reluctant to bother her with my issues. Its not my job to do my bosss job. Nor is it my job to spend valuable time recording what Ive done and havent done. Every minute I spend working on my performance agreement means one less minute of productive work for the company. If the company wishes to implement performance pay via performance agreements then it is their responsibility to ensure that I get paid what I deserve.

This is the best answer. This answer acknowledges the hectic pace of many managers working lives. It is a pro-active and realistic stance. Instead of letting the situation drag you down youre taking the initiative to massage the circumstances to suit your needs. By feeding relevant information to your manager on a regular basis youre helping her form a positive opinion about your performance. Also, very wisely, youre avoiding giving her irrelevant information - which is the last thing she needs. You will find negotiating your performance pay a lot easier and probably much more in your favour by pursuing this course. The company you work for does not have performance pay but in order to receive a yearly salary increment you must be able to demonstrate that you deserve one. In short, its up to you to negotiate your end of year salary increment. What is the best way to go about this? I would prepare for the salary increment interview by going over everything I did for the year and in particular Id be giving special consideration to the obs tacles I had to overcome. By emphasising the obstacles I would be highlighting how I used my expertise to arrive at solutions. I would, of course, be linking my expertise to the value I have added to the organisation. I would find out what the current market rate is for my position and use that as my key negotiating tactic. I would, of course, prepare in terms of what I achieved and how these achievements added value to the organisation. I would also be prepared for any counter claims that my manager may put to me; for example, theres an objective I committed to but which fell through half way through the year through no fault of my own. I would make sure my manager knew that it wasnt my fault. I would certainly avoid taking shortcuts. I would list all my achievements including the obstacles and major work I had to undertake in order to get my results. I would, of course, ascertain what the current market rates are for someone with my experience, and very importantly I would be looking to the future, i.e., Id be preparing a case on how I could continue adding value to the organisation. I

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would hope that all of my information would be familiar to my manager as a result of our regular talks. This is the best answer. It covers all key negotiating bases. Youve taken into account market rates and youre able to not only talk about your achievements but also what you had to do to get your results. Very importantly you have also prepared a case on how you will continue adding value to the organisation in the future. This is the best answer. It covers all key negotiating bases. Youve taken into account market rates and youre able to not only talk about your achievements but also what you had to do to get your results. Very importantly you have also prepared a case on how you will continue adding value to the organisation in the future.

This is the best answer. It is thorough and starts the negotiating process right at the beginning when youre agreeing on your goals. This answer clearly indicates that you appreciate the importance of preparation, the monitoring of progress, benchmarking against external salaries and adding value for the organisation in the future. Armed with all of this information youre putting yourself in a very strong negotiating position at the end of the year. Good luck!
Do you have any questions? by Carole Martin At the conclusion of a job interview you may be asked, "Do you have any questions?" A common answer is, "No, I think you've covered everything very well." This is the wrong answer. You have passed up your opportunity to ask some critical questions could help you decide whether you want to work for this company. But, what questions are appropriate? When Maria was asked if she had any questions at the conclusion of her first interview, she began asking about sick time and vacation days and when she would be able to start taking them. The interviewer was taken aback. " Is this what this woman cares about? Time off? This doesn't sound like someone who will come in and get the work done," the interviewer thought to himself. Clearly, Marianne had asked inappropriate questions. Timing is key The first round of interviews is about discovery, learning about the job and the company, not the benefits or raises. Good questions to ask in the first round are about the job content, and the company's culture and future. David had prepared ahead of time and was ready when the manager asked if he had any questions. David asked, "What types of projects would be forthcoming over the next six months?" The manager was eager to tell David about prospects for future business and the plans for future growth. This discussion prompted more questions from David. The interview ended after a lively exchange and on a very upbeat note. David's questions were appropriate and timely. The interview should be an exchange of information: What does the company want, and what do you have to offer? But it is also important to discuss what the company has to offer, and what you want. It is essential to express an interest in the company and the work being done. By asking questions, you will demonstrate investigative skills, illustrate you are particular about the company you work for and that you are not going to take just any offer. It is also important to consider whom you are talking to. The human resources person is the one likely to know about job descriptions, qualities being sought and the morale or company culture. The hiring

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manager, your future boss, is the person to ask about the department, the team you will be working with and the job's challenges. What about the benefits? But what about those other questions about benefits, stock options and time off? As the interview process unfolds, there will be time to ask about the benefits and practical matters. Often the human resources department will provide you with a brochure or information packet. Obviously, you will need this information to assess an offer, but all in good time. What you should not ask in the first rounds of interviewing

Don't ask about salary, stock options, vacation, holiday schedule or benefits. Don't ask questions that have already been answered in the interview, just for the sake of asking something. Don't grill the interviewer. It's OK to ask about the person's background, but only as an interested party, not an interrogator.

Questions you should ask in the first rounds of interviewing

May I see a copy of the job description? Why has the job become available? What qualities are you seeking in the person for this job? What is the next step? When will you make your selection?

Prepare five or six questions before the interview and take them with you. When the time comes for you to ask questions, take out your list. This will show good preparation on your part. This time is a valuable opportunity for you to get the information you need to help you make an informed decision. Encountering behaviour-based interviews and questions More and more employers are conducting a different type of interview than they did five or 10 years ago. Known as "behaviour-based interviews," these interviews are filled with behaviour-based questions designed to elicit patterns of accomplishments relevant to the employer's situation. They are specific and challenge interviewees to provide concrete examples of their achievements in different types of situations. Such interviews are based on the simple belief that how a job candidate has responded to certain types of situations in the past is a good predictor of how that person will behave in a similar future situation. Behaviour-based questions are likely to begin with some variation of: Give me an example of a time when you . . . Give me an example of how you . . . Tell me about how you . . . This is an opportunity for you to sell your positives with an example or two. Briefly describe the situation, enthusiastically explain what you did (adding information as to why if you think this would not be evident), and indicate the outcome. Obviously you want to select examples that promote your skills and have a positive outcome. Even if the interviewer asks about a time when something negative happened, try to select an example where you were able to turn the situation around and something positive came out of it. For example, if asked, " Tell me about a time you made a bad decision." Try to identify an example where: Even though it wasn't the best decision, you were able to pull something positive out of the situation. Although it was a poor decision, you learned from it and in the next similar situation you made a good decision or know how you will handle it differently the next time a similar situation arises. It was bad decision but the negative outcome had only minor impact.

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In other words, try to pull something positive - either that you did or that you learned - out of even a negative experience you are asked to relate. As you prepare for your interview, consider situations where you: Demonstrated leadership Solved a problem Increased company profits Made a good decision/made a poor decision Handled change (not money, but changing events) Handled criticism Met a deadline/missed a deadline Worked as part of a team

Add to this list other behavioural questions you think of that apply to the job for which you are applying. For example, if the job includes making presentations, expect questions about a speech where you achieved your goal or conversely about a time when your speech failed. How you say something is as important as what you say by Michael Spiropoulos

Summary Communication experts say that: Only 10% of our communication is represented by what we say 30% is represented by our sounds 60% is represented by our body language. Obviously what you say at an interview will go a long way to securing you the job. However, how you say things also plays an extremely critical role. In fact, some experts strongly contend that how you say things is more important. As a job seeker its your responsibility to ensure that you prepare for both. Below youll find five very useful tips on how you should be saying things at an interview. Follow these tips carefully and youll significantly improve your chances of winning that job. Good luck! 1. Avoid saying anything that does not put you in a positive light: Youd be surprised how many people are critical of themselves at an interview. Theyre just shooting themselves in the foot. Research shows that negative comments are: a) remembered more easily and b) attract follow up questions! The last thing anyone needs at an interview is follow-up questions on negative points. 1. Dont just talk about your skills and experience, try also to show how they can benefit your new employer: Try to think of ways your skills and knowledge will benefit the company. Putting yourself in the shoes of an employer really helps. Heres a tip: All employers are very interested in: productivity improvements (efficiency), improved customer service, attention to detail and quality and flexibility. Heres an example for you: "My extensive skills in Word and PowerPoint means that I will be able to complete many of my duties quicker and with less mistakes than they are currently being completed. This will release me to assist you in other areas." 2. Avoid timid or uncertain language: Because of cultural norms we tend to use slightly belittling language when asked to talk about our strengths. For example: We often use expressions such as: I feel I could, I think I could, Perhaps I would. All these statements weaken the statements that follow, so avoid them as much as possible. Theres a big difference between "I feel I could do a good job" and "I could do a good job." Use examples as much as possible: Wherever possible try to use examples of what youve done rather than just using descriptors. Examples are entertaining and remembered more easily!

3.

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If for example, youre asked to describe yourself, instead of saying things like: fair, honest and hardworking use examples such as: " If were busy at work Im happy to stay back until the work is completed. I feel guilty about leaving things half done and going home. Also, if theres a problem at work Im the sort of person who prefers to gently bring it out in the open rather than turning a blind eye or sweeping it under the carpet. Experience had taught me that problems not dealt with quickly tend to get a lot worse." 4. How to be humble: If you feel that "I" statements are beyond you or that your intuition is telling you that you might be coming across as a little too bold there is a technique on getting your message across strongly but at the same time maintaining an acceptable level of humility. That technique involves using the third person. For example, instead of saying: "Im a hard worker." You can say, "My boss always used to say how hard I worked.

Interview Cheat Sheet by Carole Martin

Relax - a cheat sheet is not really cheating. It's a checklist to make sure you stay focused before, during and after the interview. Creating a cheat sheet will help you feel more prepared and confident. You shouldn't memorise what's on the sheet or check it off during the interview. You should use your cheat sheet to remind you of key facts. Here are some suggestions for what you should include on it. In the days before the interview Draw a line down the center of a piece of paper. On the left side, make a bulleted list of what the employer is looking for based on the job posting. On the right side, make a bulleted list of the qualities you possess that fit those requirements.

Research the company, the industry and the competition: Prepare your 60-second personal statement: Your answer to the, "Tell me about yourself," question. Write at least five success stories to answer behavioral interview questions ("Tell me about a time when" or "Give me an example of a time"). List 10 questions to ask the interviewer about the job, the company and the industry. Research salary data and determine your worth: Determine your salary needs based on your living expenses - what is your bottom line? Get permission from your references to use their names.

Before you go to the interview

Do you look professional? Check yourself in the mirror; part of your confidence will come from looking good. Carry these items to the interview: Several copies of your resume on quality paper. A copy of your references. A pad of paper on which to take notes (notes are optional). Directions to the interview site. Prepare answers to the 10 most common interview questions: 1. Tell me about yourself. 2. Why did you leave or are you leaving your last position? 3. What do you know about this company? 4. What are your goals? 5. What are your strengths and weaknesses? 6. Why do you want to work for this company? 7. What has been your most significant achievement? 8. How would your last boss and colleagues describe you? 9. Why should we hire you?

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10. What are your salary expectations? Upon Arrival

Arrive early - enter the building 10 minutes before your appointment. Review your prepared stories and answers. Go to the restroom and check your appearance one last time. Announce yourself to the receptionist in a professional manner. Stand and greet your interviewer with a hearty, not a bone-crushing handshake. Smile and look into the interviewer's eyes.

During the Interview

Try to focus on the points you have prepared without sounding rehearsed or stiff. Relax and enjoy the conversation. Learn what you can about the company. Ask questions and listen; read between the lines. At the conclusion, thank the interviewer and determine the next steps. Ask for the interviewer's business card so you can send a follow-up letter.

After the Interview

As soon as possible, write down what you are thinking and feeling. Later in the day, look at what you wrote and assess how you did. Write a follow-up or a thank-you letter reminding the interviewer of your qualities.

Overcoming interview nerves by Michael Spiropoulos CEMAP Do you suffer from interview nerves? If you answered "yes" youll probably not be surprised to learn that youre not alone. In fact, most people experience a degree of nervousness before and during an interview. Whilst some people can control their nerves and use the excess energy to their advantage others feel trapped and are unable to perform to their best. Moreover, some people completely undermine their chances of success due to out of control interview anxiety. If you feel that your performance at interviews suffers as a result of your anxiety youll be pleased to learn that there are things you can do that will help you lessen those debilitating nerves. Here are five practical tips, some of which you can begin applying immediately. Tip 1: Attend as many interviews as you can. The more you practice, the better youll become and the better you become, the less nervous youll be. The more interviews you attend, the less strange and foreign theyll seem to you. Also, it is likely that you will have some idea of which areas you need t o improve, which should make you better prepared for the next interview. Tip 2: Prepare, prepare and prepare. The more prepared you are for the interview the more likely it is that youll be able to answer the questions with a high level of authority. The better you can answer questions the more likely it is that your confidence will grow during the course of the interview. Of course, the opposite happens when you cant answer a question properly. When youre preparing make sure you cover all bases including the three very important questions: Can you do the job? Will you fit it in? Are you keen to do a good job?

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Tip 3: Avoid thinking that the job youre going for is "The perfect job for me and if I dont get it Ill never be able to find a job like this one ever again!" These "all or nothing" attitudes are extreme and only serve to unnecessarily heighten anxiety levels. How do you know its the perfect job for you? Dont forget that no one really knows what a job is like until they start it. It may seem great on paper but that doesnt mean it is. And how do you know that there wont be a better job for you tomorrow or next week or next month? Tip 4: Avoid trying to give the perfect answer youll only add to your anxiety. If you think about it, the perfect answer is a virtual impossibility because what you may think is perfect, the interviewer may not. So why not settle for a good answer that covers the important points? Tip 5: Never belittle yourself. Too many people add to their nervousness levels by not believing that theyre good enough or that theyre as good as their competition. Rather than focusing on their strengths they focus on their weaknesses. It stands to reason that the less you believe in yourself the less confident youll be. Dont think about the competition, after all theres nothing you can do about it. Just focus on giving the best interview you can. Questions to ask the interviewer Even if you don't ask any questions during an interview, many employers will ask you if you have any. How you respond will affect their evaluation of you. So be prepared to ask insightful questions about the organisation. Good topics to touch on include: the competitive environment in which the organisation operates executive management styles what obstacles the organisation anticipates in meeting its goals how the organisation's goals have changed over the past three to five years.

Generally, it is most unwise to ask about pay or benefits or other similar areas. The reason is that it tends to make you seem more interested in what the organisation can do for you. It is also not a good idea to simply have no questions at all. Doing so makes you appear passive rather than curious and interested. Quick Tip Q: I've been on several interviews lately, and invariably the interviewer invites me to ask questions about the position or the company. What kinds of questions would be most appropriate to show genuine interest? I know what not to ask, e.g. "How much am I gonna make at this place?" Still, I think it is possible that I have done less than my best in this regard. A: I would ask the following questions: 1. 2. 3. 4. 5. What are the main objectives and responsibilities of the position? How does the company expect these objectives to be met? What obstacles are commonly encountered in reaching these objectives? What is the desired time frame for reaching the objectives? What resources are available from the company and what must be found elsewhere to reach the objectives? The dreaded weakness question What to avoid and how to impress interviewers by Michael Spiropoulos It seems that these days most interviewers want to know what your weaknesses on the job are. This is not an easy question at the best of times, but in an interview situation when youre trying your best to impress it can be extremely trying and, if youre not careful - dangerous. Unfortunately, most people fail to do themselves any favours when answering this question. Even worse, some job candidates talk themselves right out of a job.

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But dont despair. Theres good news. Below youll find several user -friendly strategies that will help you turn the weakness question to your advantage. In fact, with a little bit of practice you can actually make yourself look good! Four things to always avoid: 1. 2. 3. 4. Never say you dont have any weaknesses. Never say something thats really going to hurt you. Avoid transparent clichs like: "I work too hard." Too many people use them. Never offer more than one weakness (unless specifically prompted) and be as brief as possible.

Three strategies that work (choose the one that suits you best): 1. Talk about a skill that is unconnected to the job youre going for, e.g., if youre going for a job that does not require any knowledge in, say, Microsoft Powerpoint and Access, you can say: "Whilst I have good knowledge with Microsoft Word and Excel my knowledge with Powerpoint and Access is not up to scratch. (Notice how, in this example, you can air your strong points even though the question was about your weaknesses!). Talk about something youre in the process of learning, or wishing to learn, and make sure its not critical the job, e.g., "I have not entirely completed my studies in business. However, I have only x amount of time to go before I attain my qualifications. Once I finish Im also intending to further my studies by enrolling in..." (Notice that what youre really talking about here is the fact that youre studying and are keen to keep on learning). Talk about a past mistake and how youve learned from it, e.g., "I used to worry about not having the time to keep up to date with all the technical details in regards to the latest software changes. However, Ive since learned that perfect knowledge in our industry is not a viable goal. And besides I am now accessing information on a need to know basis which I find to be a much more efficient way of using information." (Notice that youre talking about a) learning from past mistakes and b) working more efficiently than you used to. These are both qualities that employers look for). Tough interview questions General Questions Experience and management questions If you are leaving a job Quantifying your experience and accomplishments Job search questions Questions about your work habits and style Salary questions Personality questions Questions about your career goals General questions 1. 2. Tell me about you! Keep your answer to one or two minutes; don't ramble. Use your resume summary as a base to start. What do you know about our company? Do your homework before the interview! Spend some time online or at the library researching the company. Find out as much as you can, including products, size, income, reputation, image, management talent, people, skills, history and philosophy. Project an informed interest; let the interviewer tell you about the company. Why do you want to work for us? Don't talk about what you want; first, talk about their needs: You would like to be part of a specific company project; you would like to solve a company problem; you can make a definite contribution to specific company goals. What would you do for us? What can you do for us that someone else can't? Relate past experiences that show you've had success in solving previous employer problem(s) that may be similar to those of the prospective employer. What about the job offered do you find the most attractive? Least attractive? List three or more attractive factors and only one minor unattractive factor.

2.

3.

3.

4. 5.

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6. Why should we hire you? Because of your knowledge, experience, abilities and skills. 7. What do you look for in a job? An opportunity to use your skills, to perform and be recognised. 8. Please give me your definition of a .... (the position for which you are being interviewed). Keep it brief - give an actions- and results-oriented definition. 9. How long would it take you to make a meaningful contribution to our firm? Not long at all - you expect only a brief period of adjustment to the learning curve. 10. How long would you stay with us? As long as we both feel I'm contributing, achieving, growing, etc. Experience and management questions 1. You may be over-qualified for the position we have to offer. Strong companies need strong people. A growing, energetic company is rarely unable to use its people talents. Emphasise your interest in a long-term association, pointing out that the employer will get a faster return on investment because you have more experience than required. What is your management style? (If you've never thought about this, it's high time you did.) "Open-door management" is best ... And you get the job done on time or inform your management. Are you a good manager? Give an example. Why do you feel you have top managerial potential? Keep your answer achievement- and task-oriented; emphasise management skills - planning, organising, controlling, interpersonal, etc. What do you look for when you hire people? Skills, initiative, adaptability. Did you ever fire anyone? If so, what were the reasons and how did you handle it? You have had experience with this and it worked out well. What do you see as the most difficult task in being a manager? Getting things planned and done on time within the budget. What do your subordinates think of you? Be honest and positive ... they can check your responses easily. What is your biggest weakness as a manager? Be honest and end on a positive note, e.g. "I don't enjoy reprimanding people, so I try to begin with something positive first." If you are leaving a job 1. 2. 3. 4. Why are you leaving your present job? Refine your answer based on your comfort level and honesty. Give a "group" answer if possible, e.g. our department was consolidated or eliminated. How do you feel about leaving all of your benefits? Concerned but not panicked. Describe what you feel to be an ideal working environment. One in which people are treated as fairly as possible. How would you evaluate your present firm? An excellent company that afforded me many fine experiences. Quantifying your experience and accomplishments It's hard to know what you'll be asked once you're in that room. Here are some sample questions and guidelines to how you should answer them. 1. 2. 3. 4. Have you helped increase sales? Profits? How? Describe in some detail. Have you helped reduce costs? How? Describe in some detail. How much money did you account for? Be specific. How many people did you supervise on your last job? Be specific.

2. 3.

4. 5. 6. 7. 8.

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5. 6. 7. Do you like working with figures more than words? Be honest but positive. In your current or last position, what features did you like the most? Least? Be honest but positive. In your current or last position, what are or were your five most significant accomplishments? Refer to the key accomplishments already identified on your resume. Job search questions 1. 2. 3. 4. 5. Why haven't you found a new position before now? Finding a job is easy; finding the right job is more difficult. (You are being "selective.") Had you thought of leaving your present position before? If yes, what do you think held you there? Challenge, but it's gone now. What do you think of your boss? Be as positive as you can. Would you describe a situation in which your work was criticised? Be as positive as you can. What other types of jobs or companies are you considering? Keep your answer related to this company's field. Your work habits and style 1. If I spoke with your previous boss, what would he say are your greatest strengths and weaknesses? Emphasise skills - don't be overly negative about your weaknesses; it's always safer to identify a lack of a skill as an area for improvement rather than a shortcoming. Can you work under pressures, deadlines, etc.? Yes, it's a way of life in business. How have you changed the nature of your job? Improved it ... of course. Do you prefer staff or line work? Why? Depends on the job and its challenges. In your present position, what problems have you identified that had previously been overlooked? Keep it brief and don't brag. Don't you feel you might be better off in a different size company? Different type company? Depends on the job - elaborate slightly. How do you resolve conflict on a project team? First you discuss the issues privately. What was the most difficult decision you ever had to make? Try to relate your response to the prospective employment situation. Salary questions 1. 2. How much are you looking for? Answer with a question, i.e., "What is the salary range for similar jobs in your company?" If they don't answer, then give a range of what you understand you are worth in the marketplace. What do you know about our company? Do your homework before the interview! Spend some time online or at the library researching the company. Find out as much as you can, including products, size, income, reputation, image, management talent, people, skills, history and philosophy. Project an informed interest; let the interviewer tell you about the company. How much do you expect, if we offer this position to you? Be careful; the market value of the job may be the key answer, e.g., "My understanding is that a job like the one you're describing may be in the range of $______." What kind of salary are you worth? Have a specific figure in mind ... don't be hesitant. Personality questions

2. 3. 4. 5. 6. 7. 8.

3. 4.

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1. 2. 3. 4. 5. 6. 7. 8. 9. Do you generally speak to people before they speak to you? Depends on the circumstances. What was the last book you read? Movie you saw? Sporting event you attended? Talk about books, sports or films to show that you have balance in your life. What is the toughest part of a job for you? Be honest; remember, not everyone can do everything. Are you creative? Yes. Give examples How would you describe your own personality? Balanced. Are you a leader? Yes. Give examples. What are your future goals? Avoid, "I would like the job you advertised." Instead, give long-range goals. What are your strong points? Present at least three and relate them to the company and job you are interviewing for. What are your weak points? Don't say you have none. Try not to cite personal characteristics as weaknesses, but be ready to have one if the interviewer presses. Turn a negative into a positive answer: "I am sometimes intent on completing an assignment and get too deeply involved when we are late." Your career goals 1. 2. 3. If you could start your career again, what would you do differently? Nothing ... I am happy today, so I don't want to change my past. What career options do you have at the moment? "I see three areas of interest..." Relate those to the position and industry. How would you describe the essence of success? According to your definition of success, how successful have you been so far? Think carefully about your answer and relate it to your career accomplishments Why should we hire you? by Carole Martin This is another broad question that can take you down the wrong road unless you've done some thinking ahead of time. This question is purely about selling yourself. Think of yourself as the product. Why should the customer buy? The wrong track Candidate A answers by saying, "Because I need and want a job." That's nice, but the bottom line here is, "What can you do for us?" Candidate B says, "I'm a hard worker and really want to work for this company." The majority of people think of themselves as hard workers -- and, why this company? The right track The answer to this question is, "Because I'm a good fit for the position." Getting warmer, but more details, please. You answer, "I have what it takes to solve problems and do the job." This is the best answer so far. Expand on this, and you've got it. Develop a sales statement The more detail you give, the better your answer will be. This is not a time to talk about what you want. Rather, it is a time to summarise your accomplishments and relate what makes you unique. Product inventory exercise The bottom line of this question is, "What can you do for this company?" Start by looking at the job description or posting. What is the employer stressing as requirements of the job? What will it take to get the job done? Make a list of those requirements.

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Next, do an inventory to determine what you have to offer as a fit for those requirements. Think of two or three key qualities you have to offer that match those the employer is seeking. Don't underestimate personal traits that make you unique; your energy, personality type, working style and people skills are all very relevant to any job. The sales pitch: You are the solution From the list of requirements, match what you have to offer and merge the two into a summary statement. This is your sales pitch. It should be no more than two minutes long and should stress the traits that make you unique and a good match for the job. Example "From our conversations, it sounds as if you're looking for someone to come in and take charge immediately. It also sounds like you are experiencing problems with some of your database systems. With my seven years of experience working with financial databases, I have saved companies thousands of dollars by streamlining systems. My high energy and quick learning style enable me to hit the ground and size up problems rapidly. My colleagues would tell you I'm a team player who maintains a positive attitude and outlook. I have the ability to stay focused in stressful situations and can be counted on when the going gets tough. I'm confident I would be a great addition to your team." What makes you unique? Completing an exercise around this question will allow you to concentrate on your unique qualities. Like snowflakes, no two people are alike. Take some time to think about what sets you apart from others.

"Never miss deadlines." "Bring order to chaos." "Good sense of humor" "Great attention to detail."

Let the interviewer know that you have been listening to the problem and have what it takes to do the job - that you are the solution to the problem.

Critics Review Actions speak louder than words Escape the pitfalls of non-verbal communication. Critique your performance You're still sweating after the interview? Rate your performance - you may have done better than you think. The rejection letter Great advice on dealing with the disappointment of "thanks, but no thanks". What all interviewers want to hear Anticipating what they want to hear can win you the job.

Actions speak louder than words by Carole Martin It begins even before you say your first word in an interview. By the time the interviewer walks toward you, an opinion is already being formed. There you sit waiting to spew out your answers to questions you've prepared for, while you are already being judged by your appearance, posture, smile or nervous look.

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A study done at UCLA a few years ago revealed that the impact of a performance was based on 7 percent of the words used, 38 percent on voice quality, and 55 percent on nonverbal communication. Think about that! Look back at speakers or teachers you've listened to. Which ones stand out as memorable? The ones who were more animated and entertaining or the ones that just gave out information? This is not to say that you have to entertain the interviewer (no jokes, please!), but it does mean that the conversation should be more interactive. If you say you are excited about the prospect of working for this company, but don't show any enthusiasm, your message will probably fall flat. So smile, gesture once in a while, show some energy, and make the experience more pleasurable for both sides. Here are some nonverbal pitfalls to watch for: 1. The handshake: It's your first encounter with the interviewer. He or she holds out his or her hand and receives a limp, damp hand in return - not a very good beginning. Your handshake should be firm - not bone-crushing - and your hand should be dry and warm. Try running cold water on your hands when you first arrive at the interview site. Run warm water if your hands tend to be cold. The insides of your wrists are especially sensitive to temperature control. Your posture: Stand and sit erect. We're not talking "ramrod" posture, but show some energy and enthusiasm. A slouching posture looks tired and uncaring. Check yourself out in a mirror or on videotape. Eye contact: Look the interviewer in the eye. You don't want to stare, as this shows aggression. Occasionally, and nonchalantly, glance at the interviewer's hand as he/she is speaking. On the contrary, by constantly looking around the room while you are talking, you convey a lack of confidence or discomfort with what is being discussed. Your hands: Gesturing or talking with your hands is very natural. Getting carried away with hand gestures can be distracting. Also, avoid touching your mouth while talking. Watch yourself in a mirror while talking on the phone. Chances are you are probably using some of the same gestures in an interview. Don't fidget: There is nothing worse than someone playing with his or her hair, clicking a pen top, tapping the foot, or unconsciously touching parts of the body.

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Preparing what you have to say is important, but practicing how you will say it is imperative. The nonverbal message can speak louder than the verbal message you are sending You're still sweating after the interview? Rate your performance - you may have done better than you think. by Carole Martin The interview is over. Wouldn't it be nice if the interviewer handed you a rating slip on your way out the door to let you know how you rated in the interview? But lacking such a luxury, you must learn to review your own performance so that you can learn from the experience. Use this opportunity to be objective about the situation. Were you prepared and practiced, or were you just "winging" the answers? Could you have been more effective with additional practice? What will you do to prepare for your next interview? One of the most helpful things you can do post-interview is to let go of your self-recriminations by venting. After the interview, go to your car, or stop in at a coffee shop, and take pen to paper to write about what just happened. Just let your thoughts pour out. When you've finished, put the writing away, and let go! After a few hours, or a day, when you have had a chance to relax and digest the information, go back and revisit what you wrote. What can you learn from this experience? What will you do differently next time? Rate your performance On a scale ranging from one to ten (ten being high) how do you rate yourself? My overall feeling of satisfaction with this interview. ________ Did I arrive on time? _______ How was my introduction - good greeting/handshake/posture? ______ Was I confident and professional at all times? _______ How did I speak - calm, clearly, not overly aggressive? __________ How was my nonverbal communication (body language)? _________

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Did Did Did Did I I I I handle the difficult questions with ease, or did I fumble aimlessly? _________ have good rapport with the interviewer? __________ talk about my strengths? ________ talk about my weakness in a positive manner? ______

How did you do? Are you satisfied with your rating? If most of your rating numbers are in the 5 to 10 range, you're probably doing all right. Look carefully at the lower ratings - what were the problems? You may want to consider practicing with someone so that you can obtain more objective feedback on your answers and style. No matter how your ratings added up, remember that some of what goes on in an interview, and behind the scenes, is out of your control. Also, keep in mind that interviewing is a learned and practiced skill. If you didn't do as well as you would have liked this time, work on your problem areas. Try scripting and practicing difficult questions or issues. By critiquing your own performance, and learning from your successes and mistakes, you will be more prepared the next time. And, as a result, you will become more confident and accomplished at interviewing. You will also become more objective in choosing whether the job is right for you - not just whether you are right for the job. The rejection letter by Carole Martin

Summary Don't let a series of rejections get you down. Acknowledge your feelings, but don't dwell on them. Choose action, not self-pity. Were you ever the last one picked for a team in school? If so, you are familiar with waiting to be selected and the disappointment of not being among the stars. Interviewing can bring back those same feelings when you are not chosen for the job. You have remained upbeat during the process, hoping to get an offer any day, and instead you receive a letter saying you have not been chosen. You're not alone if you feel let down. The letter arrived five days after the interview. Pat knew from the return address she had not been chosen for the position. The letter read, "Although we were impressed with your experience and credentials, we have chosen a candidate who was a closer match to our needs at this time." Tears began to well up in her eyes. This was her third rejection in two weeks. "Nobody is ever going to hire me," she thought to herself. It had never occurred to Pat that more than 100 resumes had been received for the position, and that hers was chosen as one of the top 10. And she didn't realise she had beaten out more than 95 people to be one of the five candidates interviewed in person. OK, so someone else got the job and she didn't. But wouldn't she have been surprised to learn that the person who was chosen had five more years of industry experience? He was a closer match to the job and required less time to get up to speed. When rejection hits, it may cause multiple feelings and trigger old wounds. Feelings of being ignored or inadequate, powerless, isolated, humiliated or any combination of these emotions is quite typical. You may feel hurt like Pat, or angry and fed up with the way you are being treated. You may feel at your wit's end after being put through the long interview process over and over, only to end up on the rejection list. Instead of wallowing in self-pity, you can regain power by staying proactive. If you really want to work for a particular company, write a letter stating how disappointed you are that the position went to another candidate. Remind them once more of all the positive traits you could bring to the organisation. Let them know you are still very interested in working for the company if something should change or open up. Or you could call and talk to your interviewer if you felt a positive connection. Sometimes you will get an individual who is willing to talk to you about your interview and where you may have fallen short. Taking action will make you feel you at least gave it one more shot. Sometimes things don't work out for the chosen candidate, or the individual changes his or her mind. You never know what will happen, and you will feel more in control for having done something positive.

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When you get invited to interview, count that as a positive. You were selected above the others. If you are getting second interviews, you are obviously doing something right. Continue to work on your interview skills and rate yourself after each performance. Just like many other things in you life, the more you do something, the better you get at doing it. Keep up the good work and eventually you will find the right place for you What all interviewers want to hear (and don't want to hear) by Michael Spiropoulos A highly-effective way of preparing for an interview is to put yourself in the interviewer/employer's shoes before the interview. If you can anticipate what they want to hear you will have gone a long way in winning the job. To begin with all employers want to hear that you can do the job! This may sound obvious but many people walk out of interviews failing to convince the employer that they can deliver even though they have all the experience and knowledge to do so. Not only do you have to convince the employer that you can do the job but you also have to convince him/her that you can do it better than the other candidates! Here are some great tips that work well:

Talk less about your skills and more about your achievements. As much as possible quantify your achievements in measurable outcomes. Say, for example, "As a result of my actions our customer service satisfaction levels increased by 15% or product defects fell by 10%". If you don't have specific amounts offer a best guess. Make sure you can back up your best guess - in other words don't just pull a number out of the air. Wax lyrical about key achievements that are meaningful to employers. What is meaningful to employers? Try these for size: -Productivity levels -Efficiency/process improvements -Consistently good customer service -Attention to quality in terms of service and product -An ability for their company to respond to changes quickly

If you were diligent you would have done your homework before the interview. One of the things you would have been keen on finding out would be the problems or areas of improvement relating to the job you're going for. Your worth in the eyes of the employer will skyrocket if you can utter words to the effect: "My research indicated that one area where your processes can be improved is xyz. That's an area that I can really help you with because I can do abc." Be very careful not to inadvertently put down the employer's operations when saying this.

Employers also want to hear that you're a highly motivated individual who will be able to fit in with the existing culture. An effective way of doing this is by:

Doing your research on the company (this demonstrates high levels of motivation as well as preparedness). Mention what it is about the job that motivates and excites you, e.g., duties, skills and knowledge required, environment, expected outcomes etc... Make a point of highlighting why you think you will be able to fit in with their environment. If, for example, you're expected to be a team player, make sure you can demonstrate, by example, what a great team player you are.

On the other side of the coin there are some things that employers definitely do not want to hear. Avoid these like the plague:

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Being negative about yourself! Again this may sound obvious, but you would be surprised how many people insist on "opening up" and bearing their souls at interviews. Leave the soul bearing to when you're in the company of friends. Interviews are about selling yourself by highlighting what makes you terrific. Avoid criticising former employers and/or managers. You may have legitimate gripes but criticising former employers does not make a good impression on potential employers. Do not dwell on all the problems you faced in your former job. Instead, mention them briefly and then focus on what you did to fix those problems. Don't forget to mention the outcomes in measurable terms. Do not just talk about your skills and knowledge. By all means mention them but the successful candidate will demonstrate how these skills and knowledge will specifically add value to the organisation. Wrapping Up Ten reasons why you didnt get that job An honest look at some of the reasons why we arent always successful in landing the job we want. Job interview follow-up Is following up a job interview a good idea? We explore the answers. The important tips on what to do after an interview The interview does not finish when you walk out the door. Use this guide to effectively follow up on your interview. Negotiations Are you ready to negotiate your salary? Preparation is paramount in any salary negotiation. Take this quiz to see if youre ready. Dealing with questions about salary history If youre underpaid in your current job, there are always ways to rectify it w hen interviewing for a new position. How do I figure out what Im worth? A series of questions and answers to help you determine what you should be getting paid. Top ten tips for salary negotiations Negotiate your way to a better salary.

Ten real reasons why you didn't get that job! by Teresa Godwin OK, we have all been there and suffered disappointment when we didn't get the job that we wanted or needed. Some brave souls might have asked for some feedback and were most likely told that there was someone more qualified, who was a better match. Sometimes, however, things are out of your hands ................... 1. The vacancy has disappeared! This may be quite unusual, but it has happened before and will probably happen again. Things have moved on since the ad was placed. Budgets have been withdrawn, the Head of Department has called a review of the structure that could result in less staff, not more. There are all sorts of possibilities here. Why didn't the organisation call it off? Well, they might think that they will lose credibility (not exactly effective management is it?), and if things are that fluid, they may even change back again. The managers would like to keep their options open. But would you have taken the day off for the interview if you had known? Equal opportunities/The dreaded internal candidate. A contradiction here. Some organisations have policies that demand all vacancies be advertised. But what you don't know is that there is someone who has been seconded to the post for the past 18 months. They want the job, the manager wants them to have the job, but policy

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demands the post is advertised. A similar state of affairs applies when there is a strong internal candidate. Your chances of success are somewhat diminished here. 3. Your face didn't fit. You were assertive, outgoing, and confident, in fact just like everyone else on the team. These attributes usually go in your favour BUT the manager needed some balance, someone to bring calm and stability. But if you are naturally quiet and reserved - their target might have been an extrovert who would bring those shy wallflowers into the sun. But of course you can't change who you are, and why should you want to try? 4. You remind them of someone they once worked with. Someone they would rather forget. Also known as the halos and horns effect. The last person they appointed with short jet black hair and small features was unreliable, didn't want to answer the phone and guess what - someone else's characteristics are superimposed onto yours. (Of course it can work in reverse, when you are seemingly endowed with personality traits that they like - 'Reminds me of Jane when she was our trainee'). 5. The job is not what you thought it was. They know your skills will be under-utilised. The copywriter has done what they think is a good job with the wording of the ad. The recruiters know you will be bored rigid inside a month. (But they have been pleased with the quality of the response!) 6. The manager feels threatened by your abilities. This where some manager's insecurities shine out. They feel that you are over qualified, wouldn't fit in with the rest of the team, or anything else they can think of. Of course in reality they can feel you snapping at their heels! 7. Your skills are not good enough. Painful though this may be, candidates do sometimes apply for jobs that are just out of their reach. Unless you are offered a job by a firm that are prepared to train, mould and invest in your future, it is in your own interests that you don't get this one. 8. Most of the candidates could do the job. This does happen - when there is nothing to choose between the majority of the short-listed candidates. It can be the luck of the draw - literally. A TV program once showed two equally qualified candidates names being place in a bin and the person whose name was drawn out got the job! 9. You were not available to start Monday. Someone else could. Being available immediately can be a real bonus for the harassed manager. 10. There was someone else who had the edge. You were beaten fair and square. We all like to think that we are good at what we do, and sometimes can be hard to accept that on the day there was someone else who was a better fit. It does happen, and some days it's not you. Sorry if all this is a bit depressing there is one thing to hang onto. Sometimes it is just not your fault, and it didn't really matter how well you did, the odds were just stacked against you. Knowing this should help you keep things in perspective. You need to concentrate on the things that you can control - the things that you meant to say but didn't, the opportunities didn't grasp. Remember you want (and need) to work in an organisation that wants YOU, where your skills are valued and where you can personally flourish. Review every interview that you have, learn from the experience and move on. Persistence is the key to success.

Job interview follow-up by Barbara Reinhold Question: I interviewed recently for an education and sales position. I feel that I met all their position criteria and the interview went fairly well. The interviewers said that they would notify me within four weeks one way or the other. It has been over four weeks since the interview; is it appropriate to contact them for an update, or should I continue to wait? Answer: You - and other folks waiting to hear after interviews - should realise that hiring committees (or individuals, for that matter) are absolutely glacial in their speed. Always wait a week after the time they SAID they'd get back to you, and then IN YOUR MOST CHEERFUL, ACCOMMODATING TONE, call to ask about the process. Don't be whiny and don't be aggressive, or you'll be out of luck. View this as another chance to let the team know what a great, funny, agreeable addition you'd be. Since receptionists or

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administrative assistants will likely field the call (and they have lots of influence in who gets through to the hirers), be sure to be oozing charm when you speak with them. Now, should the worst happen and you not get the job this time, be sure to view this as a "laboratory" for your job search. Ask if you could have a brief conversation either in person or on the phone about what qualities you would need to beef up in order to be a competitive candidate for another job with them. You'd be surprised how often hirings go sour and the folks need a replacement within weeks or months. If you've gotten to know them and have shown yourself to be eager to learn and please (and someone who takes feedback well), you're just the person they'll call. But hopefully, you'll never need this advice! Important tips on what to do after an interview by Michael Spiropoulos Highly successful job candidates are alert to the fact that an interview often does not finish when you walk out of the interview room. One of the things these candidates do is adhere to a few simple but important post interview actions that often yield great results. Below are some of the actions they take. Weve presented them to you in the form of seven tips. If youre serious about getting a great job we urge you to follow these tips closely. Tip 1: Change your existing mindset. Get out of the mind set that interviews finish when you walk out of the interview room. Post interview follow up demonstrates high levels of enthusiasm as well as professionalism. If the interviewer cannot decide between you and another candidate the post interview follow up will help your cause greatly. Tip 2: The three-day rule. Initiate contact about 3 days after the interview. Thats usually too short a time for them to have made a decision. Tip 3: Try to avoid ringing. Youre likely to make a nuisance of yourself. Telephone contact may cause you and/or the interviewer embarrassment. Only talk to the interviewer when youre fairly certain that theyre ready to talk to you. Tip 4: Send a letter or email. Its best to write a thank you letter or email. In your letter reiterate your enthusiasm for the job, tell them how much you enjoyed meeting them and, if youre in a position to do so, offer them more relevant information about yourself. Tip 5: Contact your references. Tell them about

The job The Company Your major responsibilities and key targets

Giving them this information will help your referees focus their answers to suit your needs even more. Youre also reminding them of how important the job is to you. What to do if youre unsuccessful If you dont get the job the first thing to do is not to beat yourself up. Do what other successful candidates do and put it down as a learning experience. Beating yourself up will only undermine your future confidence. Tip 6: Seek feedback. If you dont get the job ring the interviewer and po litely ask for some feedback for the purposes of self development.

It helps to have a few questions ready when you ring. When seeking feedback, be absolutely certain that you do not become defensive or attack the interviewer. Remember, the point about asking for feedback is to learn how to improve for next time. If you learn during the feedback stage that you were very competitive take the opportunity to tell the interview that you would be interested in any future positions.

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Note that some interviewers, unfortunately, view giving feedback as a waste of their time and/or feel too uncomfortable about making any negative comments so they may not wish to talk to you. If thats the case, dont take it personally. At least you tried. Tip 7: Use the feedback to improve your future performance. Take the time to give some serious thought to what the interviewer said. Then ask yourself the all important question: "What can I do to ensure that next time I dont repeat the same mistake/s?"

Are you ready to negotiate your salary? by Michael Chaffers Whether you're sitting down with your boss, an HR representative, or someone you want to work for, your ability to get what you want depends on your preparation. So think about what you want, what the other side wants, and how you can persuade him or her to come around to your way of thinking. Preparing for a successful negotiation requires clear thinking, focused attention, and the willingness to do some research. This quiz will gauge how well you have prepared and how ready you are to negotiate. 1. Are you sure you have selected the most appropriate person(s) with whom to negotiate? Yes, I considered all the different people who have influence over my career and some role in deciding its future. No, I just assumed that this is the right person since she is my boss. No, it did not seem worth thinking about. 2. Have you identified the important issues that you and your company want to negotiate (e.g., salary increase, non-monetary compensation, job responsibilities, etc.)? Yes, I have, and I have also asked my boss about what she expects from me. I know I want to talk salary, but I haven't anticipated what my boss wants to discuss. I am only interested in the bottom-line--how much they are willing to pay me. 3. For each of the issues above, have you thought about what really you need and why you need it? Yes, I have asked myself why I want what I want and tried to determine what I really care about. Then I prioritised the items on my list. No, I have a sense of what is important to me, but I have not really examined why. No, I want more money and a promotion. 4. Have you tried to predict what the company wants out of this negotiation? Yes, I have anticipated what my boss's agenda may be, then consulted with colleagues who have been through a few of these types of meetings. No, I assume we have the same goals, but I'm not really sure. No, I do not see why its agenda is important. I know what I want. 5. If you do not like what your boss offers you in this meeting, have you considered what you will do?

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Yes, I have developed a Plan B that includes actions I will take and alternative ideas that will work for both sides. No, if I have to, I can think on my feet and adjust my requests to what they offer. Yes, if I do not get what I want, I will think hard about leaving. 6. How would you know if the offer presented to you were fair and appropriate? I have researched the market and my company to find out the typical range of salaries and compensation for people with similar skills and experience. I have asked a few of my peers at work what they make. If I get what I ask for, then I know it is fair. 7. Do you know who has the final signoff on the outcome of your negotiation? Yes, I am aware of the chain of command that is responsible for finalising this process and have thought of ways to help my boss present my case to senior management. No, I just figured that my boss would make the decision. No, I think my work speaks for itself. 8. Is there anything about your relationship with your boss that may make this conversation difficult? No, we always discuss any problems as they occur, so I don't foresee having to address them during our meeting. Yes, we've had conflicts in the past, and I am prepared to address them if they come up. Yes, but if conflicts come up, I will point out that the meeting is about my work performance, not our personal differences. 9. Have you put together a plan for the meeting? Yes, I have written an agenda to make sure that I touch on all the key issues. No, I know what I want to talk about, but I'm not sure what my priorities should be. No, I don't think the sequence in which I discuss each issue matters, as long as I know what I want. Dealing with questions about salary history by Michael Chaffers Q: How do I respond to the salary history question when I am currently grossly underpaid for the work that I do, and I am trying to correct that as I interview for new jobs? A: Your best strategy is to keep them focused on what is an appropriate amount for you given your experience, skills and credentials today. This requires some homework, since you have to translate those intangibles into a dollar figure or a range of figures. In addition, be prepared to explain why you are seeking a significant jump in your salary and be ready to help the employer justify paying you this increased amount - those people do not want to feel as if they are overpaying you. You could try saying, "I chose to work at my last job for less than my market value for very specific reasons (e.g., gain experience, restart career, they had money problems). Now that I have benefited from experience, as I look for a new employer, I want to make sure that I am being paid fairly for my talents." As you follow this advice, do not forget that you have to be prepared to discuss your current salary, even though it ought to be irrelevant. If that information matters to the employer, they will either insist on talking about it, or they will learn it another way. Try to cover the issue quickly and steer the conversation back to its rightful place - what you ought to make, given the value of your talents in the market.

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How do I figure out what I'm worth? by Michael Chaffers

Q: How do I figure out what I am worth? A: You have to figure this out before you begin your negotiation. You should conduct some research and establish what seems to be a reasonable range for others with similar experiences and credentials at similar jobs in similar industries, then ask for the highest figure in that range that you can justify, given your distinctive capabilities. Q. What salary should I ask for? A. This question is related to the previous one - you should ask for what you think you are worth. When you do your homework, you will have your answer. In selecting a salary figure, avoid tactics that lead to arbitrary numbers. Whenever you put a figure out there, you have to prepare a persuasive answer for the question "Where does that number come from?" In many cases, a random increase over your last salary feels like an arbitrary number. You will be more persuasive, and probably feel better about the figure, if you do your research. I have no problem quoting a range, as long as you are certain that the lowest figure is still a fair salary and you are willing to accept it to close the deal as long as your other interests are satisfied (e.g., benefits, title, job responsibilities). One way to lessen the danger of being tied to the lowest number in the range is to make clear why you believe the higher figures are more appropriate for you, given what the market pays for your distinctive abilities and experience. Q. How do I counter-offer? A. Many people negotiate based on the assumption that people start at extremes and then haggle to an appropriate compromise in the middle. So it is often wise to assume that is what the other side is doing. Many people then counter by asking for 10% or 20% more than whatever the company just offered. This seems silly to me, since all you are doing is putting out an arbitrary number that you really cannot support if pressed. Instead of playing their game by putting out your own extreme number, stay true to your research and put out a figure that is justifiable given what the market is paying. Be sure to share your reasoning and data, too. Your goal is persuade the company to agree to what's fair, not haggle to a compromise between two relatively arbitrary figures. Q. Should I tell them my current salary on my resume or when they ask? A. Most HR departments seem to want this information at some point in the hiring process. However, like everything else, this is negotiable. By not answering it right away, you may risk losing a few opportunities, but most companies will not let a disagreement stop the interviewing process. If you choose not to respond directly, you can say (or write) "I will be happy to discuss my current salary when we talk about that issue. Until then, there are many other aspects of the job I would like to discuss." If the company insists on the information, ask why they need it and think of other ways to satisfy that interest. For example, if the company wishes to ensure that there is a figure that would satisfy both of you so that no one is wasting time, an exchange of salary expectations may be sufficient. You could say, "I would feel fairly treated if I were paid comparable to what others make, which I believe is about $x. Is that in line with your expectations?" Finally, if the company insists, provide the information. At worst, the company will use the information to make you a salary offer. If you think it is too low, your task is the same as it always is when facing an unacceptable offer - persuade them that you should be offered more, based on the value you can provide and what the market is paying for your skills.

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Top ten tips for successful salary negotiations by Michael Chaffers

1. Be persuasive: It's hard to force your boss to increase your compensation, and trying to do so can potentially damage your working relationship. On the other hand, it's much easier to persuade her or him that it might benefit the organisation to pay you more, and that doing so will likely improve the way you deal with each other going forward. 2. Aim high, and be realistic: Many researchers have found a strong correlation between people's aspirations and the results they achieve in negotiation. At the same time, you want to suggest ideas to which your boss can realistically say yes. 3. Start off with the right tone: To be persuasive, you want to let your boss know that you will listen and seek to understand his or her views. At the same time, you expect your boss to do the same for you, so you can work together to address this issue. Avoid ultimatums, threats, and other coercive behaviour. 4. Clarify your interests: Your compensation should satisfy a range of needs, not just salary. Make sure you have thought about other types of compensation that would be valuable as well - like profit sharing, stock options that vest immediately, a bonus, greater work responsibilities, a quicker promotion schedule, increased vacation, or flexible hours. 5. Anticipate their interests: Just like you, your boss has needs and concerns of her or his own to satisfy. To persuade them to say yes, your ideas will have to address those interests. 6. Create several options: Joint brainstorming is the most effective way to find ideas that satisfy everyone's interests. Brainstorming works best when you separate it from commitment - first create possible solutions, then decide among them. 7. Focus on objective criteria: It is far easier to persuade someone to agree with your proposal if they see how that proposal is firmly grounded on objective criteria, such as what similar firms pay people of like experience, or what others in the firm make. 8. Think through your alternatives: In case you cannot persuade your boss to say yes, you need to have a Plan B to satisfy your interests. Part of preparation is creating a specific action plan so that you know what you'll do if you have to walk away from the table. 9. Prepare thoughtfully to achieve your goals: This is the only aspect of your negotiations you can completely control. To take advantage of all the above advice, you have to invest a significant amount of your time and energy. 10. Review to learn: The only way you can really improve your ability to negotiate is to explicitly learn from your experiences. After you finish negotiations, reflect on what you did that worked well, and what you might want to do differently.

Practice, practice, practice! The Virtual Interview contains interview questions ranging from the simple to the very difficult that are typically asked of candidates in the field of technology. This interactive section gives you the opportunity to test your answers in a safe environment so that when you are ready for the real thing, you can engage in a meaningful exchange rather than grope for a clumsy comeback.

Give me an example of a project you handled from start to finish.

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As a customer research analyst, I developed a database for the collection of customer data. After collecting the data, I did an analysis using Excel and wrote a summary and evaluation. I worked with the customer's marketing department so the information could be used to monitor and focus on customer behaviour for future planning. The results of my work were that we had now had a userfriendly tool that accurately tracked customer behaviour. Whenever I'm given a project, I make sure I handle all the details from start to finish. I use a variety of software tool sets to solve problems. I am really good at staying focused and organised, and I work until the project is complete. I've had some projects that have been exceptional. At my current job, we work as a team on projects. We always have meetings and break up the work. We each do our part and make sure we're on target. We primarily work with C++ on a Unix platform. We're a great team, and we've had some significant successes.

This is the best answer. The answer gives a specific example of how you handled the project through the problem to the result. Communication, analytical skills, organisational and coordination skills are all demonstrated by this answer.

Tell me about a time when you had to learn a new program or system. I've taken a lot of courses: Windows, Novell NeWare, Unix and OS/400 are just a few. You name it, and I've taken it. I learn very quickly and have always liked learning new things. I always do well learning new programs. I did really well in high school and college computer classes. I have a good head for problem solving and theory. I enjoy doing technical support because I do a variety of things, including providing service to users. I was studying MBA while in my previous job. The company I was working for changed from C to C++, and I didn't have time to attend the training program. I learned it on my own through an online program, working a lot of late hours. By staying focused, I was able to get through it and continue my education goal. This is the best answer. This answer demonstrates motivation, determination and flexibility, which are important traits in almost any job. Being able to handle five things at once is almost a prerequisite in this field. What experience have you had that qualifies you for this position? My background and experience is in working on a variety of projects and jobs in the high tech industry. Most of my experience has been working with Cobra. I want to learn more about the server side of Java and work for a company that's focused on e-commerce. I want to work with clients and continue to grow and be challenged. For the past four years, I have been working in the e-commerce industry. I am proficient working with Java and possess a strong working knowledge of HTML. I have great communication and teamwork skills have repeatedly demonstrated an ability to get results. Since I'm not sure what this job involves, I'm not sure what part of my background applies. I have worked with computers for the past 10 years or so. I like working with programs and solving problems. I have been successful in all the jobs I've held. I haven't really found a job that has held my interest, and I know your job would be a challenge and opportunity for me to develop. This is the best answer. This answer provides the interviewer with a good idea of the experiences and skills you will bring to the position. In addition to technical knowledge, communication and teamwork skills, the ability to get results can be critical to most jobs.

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Why did you leave your last position? The company went through a reorganisation, and I was one of 50 people who was let go. We could see the handwriting on the wall beforehand. There were some poor management decisions, and things had started to deteriorate. They even began cutting out some of our perks. I probably would have left eventually anyway. I did not find the job as interesting or challenging as I used to. I was dealing with the same issues and problems for a long time. I want to find a job that is stimulating, where I can grow and learn. I'm looking for job satisfaction. I want to have more balance in my life. I've set some goals for myself and my career, and unfortunately, I'm at a standstill in my current situation. I have begun to explore options available before I spend too much time in a job where I cannot advance. My goal is to continue to improve myself so that I can eventually be a project manager. This is the best answer. This answer indicates planning and thinking proactively. Sometimes things happen in careers that are out of your control, but at other times, planning gives you more power over your future.

How would your boss describe you and your work style? He'd say I am a hardworker, good with technology knowledge and a real team player. She'd say I have a lot of initiative. I see the big picture and do what has to be done. And that I always meet deadlines, and if I say I'm going to do something, I do. And, lastly, I have the ability to focus on what I'm working on - I am not easily distracted. That is very difficult for me to say. I really don't know what he'd say. I guess hed say that I get al ong with everyone and that I'm good at what I do, but that's expected. I think he'd say I have good attention to detail. I don't think he'd say anything negative, and if he did, it would probably be that I don't say "no" enough.

This is the best answer. Not only did the answer give three positives, but it also gave reasons for the answers. By giving more detail, you give the interviewer a better look at how you think others see you and what you think is positive about your work style.

What are your strengths and weaknesses? My strength is that I am a hardworker. My weakness is that I get impatient when systems don't work. I don't really have any weaknesses that I can think of. Maybe I could use more technical training. My strengths are probably in my ability to deal with technical problems. I usually don't get upset easily, even when I've had to handle some difficult situations. I am fairly easygoing. My strengths are in my ability to learn quickly. I've seen a lot of changes in the technical industry. I've had to adjust and learn new programs several times. As far as weaknesses, I really enjoy my work, and sometimes I put in too much time. But by being aware of my tendency to overwork, I have learned to pace myself more and work smarter. This is the best answer. This answer gives specific examples of strengths, not just the skill. One of the most important traits employers are looking for is the ability to be flexible and learn new things as changes arise. The weakness question is handled best by leading with a positive statement, slipping in a negative and ending on a positive note. Also, youve shown that youre in control of your weakness and have improved it. P.S: Never offer more than one weakness unless absolutely compelled to.

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Do you have any questions? (Usually asked by the interviewer at the end of the interview.) No, not really. You seemed to have covered all the basics and I have done some research on the company on my own, so I don't have any at this time. I was wondering about benefits and when they would go into effect. What about stock options? Also, what is the yearly vacation allowance? Does the company match in employees' PPF plans? Do you have a flexible spending plan? Yes, I do. Thank you for asking. What would you say would be my biggest challenges? What would a typical week look like for a person in my position?

This is the best answer. It's important that you ask questions but be careful not to ask too many questions or questions that may embarrass the interviewer/s. Asking too many questions creates a role reversal situation which many interviewers do not enjoy (they feel as though theyre being put under the microscope). Also, be aware that if youre being interviewed by a panel one of the interviewers may be the manager of another. The last thing you want to do is ask a question that the subordinate cannot answer in front of his/her boss.? What are your salary expectations? I was making Rs 3 lakhs per annum at my last job. I was due for a raise, so I would expect at least that and a 20 to 30 percent increase. My expectations are that I receive a salary commensurate with my experience taking into account current market rates. Given my background and knowing that I can deliver what youre looking for I would be looking at getting paid in the upper quartile of what the market is paying for people like me. I'm sure whatever you offer will be a fair amount for a person with my qualifications. Salary is not the most important factor to me. I'm looking for opportunity.