Twenty Questions You Should Know How to Answer

The interview process is an opportunity to discuss what you are all about. You need to be very cognizant of who you are, what you want to do with your career, what your career goals are, what your abilities and limitations are. You need to be prepared and you need to be rehearsed so that the answer to any questions that may come up can roll out with confidence. The interview is also a time to find out and determine if the company and the opportunity are compatible with who you are and what you want. Portray yourself honestly and accurately and you will have a successful day with your potential new employer. During your face-to-face interviews, you will be asked many questions, only a fraction of which will focus on your qualifications in a direct, objective way. Some or all of the following questions, whatever the wording, are likely to be asked in an effort to understand more about you. These questions are probably the hardest "chemistry" questions you will encounter. Remember, not everyone who interviews you will be skilled in the art and they may be as nervous as you. You are not on trial, so relax and help to make the interview a mutually pleasant process. 1. Tell me about yourself. You may start with "I would love to; where would you like me to begin? Most often this is an early, warm-up question. Answer briefly (at most two minutes), covering education, work history and recent career. Don't waste your best points at this stage, but you can hint at them. 2. What do you know about our organization? This is where your research comes in handy. Know something, but not everything. If possible, mention something new (product, an advertisement, expansion, etc.). Show interest. 3. Why do you want to work for us? See question two; linked answer. If they are doing something new, stress wanting to be part of a team going places. Your answer should show that you know something about the company and why you are considering the opportunity. Be positive; if it is not your kind of company, you should not be interviewing with them. 4. What can you do for us that someone else can't? You are not someone else so you can have no idea of what they can do for the company. This question is an open invitation to sell you. Cite examples, use action words, help them understand that you are the right professional for their situation. Quantitative your achievements and accomplishments as much as possible. 5. What do you find most attractive about this position? Least attractive? Mention three or four positives (opportunity for personal growth, exercise creativity, cultural environment, etc.). The benefits program may be good, but you will lose points by stressing them here. A minor problem might be mentioned (I like to ski, and now I'll have to travel a bit further, or equally lightweight negative). 6. Why should we hire you? Your ability, your experience, your energy -- see questions two and four for framework.

7. What do you look for in a job? This is the flip side of question six. You want to be able to use your ability and energy in a growth situation. 8. Define the position for which you are being interviewed. Be brief, stressing responsibilities. If you do not fully understand the position, say so and ask for more particulars. Say that based on what was explained to you up to now, it sounded interesting, but one of your objectives in the interview was to develop a very clear idea of the position in all its important details. (Note: If you get to a third or fourth person in the interview process and you don't know what the job entails, don't worry, you'll never get it!). Note: Be very careful in your answer to any question about your level of interest in a "possibly different" position; the interviewer may be testing whether you are simply looking for a job, or are focused clearly on the opportunity that attracted you to the interview. 9. How long will it be before you make a contribution? Be realistic. A salesperson sells from day one, and an engineer should be an engineer from day one: short term, you pull your own weight, but after six months or so you should start making more major contributions. 10. Are you a good manager (supervisor)? Do you have upper management potential? Cite one or two examples. If you are in the early stages of your career, talk about traits in role models that you are trying to emulate. 11. What do you look for when you hire? Skills, initiative, energy, and compatibility. If you haven't hired yet, you will, and the foregoing is what is important to you. All of the above should be tied to achievements and accomplishments of the individual. 12. What is the most difficult thing about being a manager (supervisor)? To plan and execute something worthwhile on time and within budget through motivation and management of yourself and others. 13. What important trends do you see in our industry? The more experience you have, the more likely the question. Answers could be along technological, economic, regulatory, societal lines. 14. Why are you leaving your current job? Be positive. Stress opportunity and growth related reasons. Don't talk about money; don't belittle your present employer. 15. How do you feel about leaving your accumulated old benefits? You are opportunity driven, not security focused. 16. What do you like best about your current job? Least? Be careful and positive. Like more things than you dislike. One of the dislikes could be lack of opportunity, new product dearth, etc. Don't characterize your soon-to-be-old company as rotten. 17. What do you think of your present boss? Be positive about him/her. Potential employers don't take kindly to hatchet-wielders. Also, be brief and get off the subject. 18. What do you feel is the right salary for this job? What will it take for you to accept this job? The best way to answer the question of salary is to NOT answer it. By throwing a

dollar figure out you will do one of two things. One, you will under price yourself and have to live with a lower offer than you could have received, or two, you will overprice yourself and not receive an offer based on being too pricey or unrealistic expectations. Here is an example of how to answer the question of salary . . . (Mr./Ms./Mrs. Employer), the primary reason I am here today is the opportunity at (Company XYZ) and I do envision an opportunity. What I would like to say is that at the end of our meeting, if you have an interest in me I would like to entertain your strongest offer. Recognize at this point you are sending a powerful message. You are telling the employer you are interested in one offer -- their strongest or very best offer. You place the company in a position of making their strongest offer and you place yourself in a position of gracefully turning that offer down if it is not acceptable. No one ends up with egg on their face. Here are other responses to the question of salary. Your best answer is that you are trying to learn about the opportunity now, not what it pays. You need some quiet time to think after the interview sessions so that you can fully understand the opportunity in both the short and long term. If you are unable to duck a direct answer, reply that you currently make $XXXXX and that the opportunity you are there to learn about should command some premium that is consistent with it. 19. What are your long range goals? Don't talk about too many, and sprinkle in a clearly realistic short-term goal or two. Stick to professional goals, unless specifically asked for others. 20. How successful do you think you have been so far? Present a positive and confident picture of yourself -- don't exaggerate. Quantitate whenever possible and answer in terms of achievements and accomplishments. These questions are adapted from "Parting Company: How to Survive the Loss of a Job and Find Another Successfully" by Morin and Cabrera. For a more broad treatment of interviewing, consult it and/or other books that are thoughtful and insightful on the subject. As with all generalities, there will be exceptional answers. If all else fails, be consistent. If interrupted during the interview, do not be afraid to prompt about where the process left off; after all, you have had more time to think about the answers. If more than one interviewer asks the same question, and you felt good about your answer, credit him for asking a good question and answer it again. If you have any further questions, please don't hesitate to contact your Sanford Rose Associates consultant.

Preparing for Your Interview

BE PREPARED, BE CONCERNED
Your entire future may depend upon how you handle your upcoming interview. Many candidates fail to obtain positions for which they are well-qualified simply because they treat the interview lightly. As in sports, a failure to prepare for every contest can result in disappointing performance . . . and some unpleasant surprises. On the other hand, being well prepared, mentally alert and enthusiastic can result in a greater opportunity than you anticipate. Who knows what may unfold during an interview. While an employer may be trying to fill a position having certain specifications, he or she may also be willing to expand the job . . . and the salary . . . if the right person comes along. If you are poorly prepared, you can hardly hope to inspire much interest on the part of the interviewer. As a result, you may never be shown the full extent of the job opportunity, let alone be offered the job. No matter what your professional qualifications, the success of the interview depends on your ability to show a sincere interest, to answer questions intelligently and to exhibit an ability to make a real contribution to the employer's company.

HOW TO PREPARE
Take advantage of these surprising facts:

Well-prepared candidates often get offers that better qualified competitors do not. Few candidates -- about one in a hundred -- bother researching a company prior to a job interview. Take advantage of the Internet. Most companies now have web sites that offer information about what they do and who their key players are, as well as information about the business location itself. Ask your consultant for the web page address of the company if they do not give it to you. It is a "rare bird" who is prepared to ask questions about the job or the company. Only one out of two dozen candidates displays such concern and interest. Only one out of ten works at selling him/herself. Very few candidates follow up with a courtesy note to the hiring authority. And incredibly, even the most enthusiastic candidates neglect to ask for the job. Recognize that an interview is a classic sales situation, and all good salesmen ask for the order. Why should you do any less?

Know yourself and communicate that knowledge effectively. Prepare an inventory of your skills and accomplishments. Show the employer you are the kind of person who can make an immediate

contribution. Employers want to know how you will make a difference in their company. They are less interested in how they might make you a better person or further your career.

MAKE THE INTERVIEW WORK FOR YOU

Establish a relationship with the interviewer that permits a relaxed exchange of information. Be friendly and interested in what the interviewer has to say. Do this by extending a warm greeting and a firm handshake, while maintaining eye-contact. Imagine the interviewer to be an old friend. Strive to show eagerness and interest throughout the interview. Maintain a high level of selfesteem at all times, but don't dominate the conversation. Listen carefully. Strike a balance between listening and talking. Here are a few tips that will help you with your interview:

Dress conservatively and businesslike. If in doubt about the appropriateness of an item of clothing, leave it at home. Anticipate the "tough" questions employers ask and have your answers ready. Prepare some key questions of your own. Be ready to discuss how you have performed in the past, particularly in situations similar to those in the interviewer's company. Continually emphasize how your skills can benefit your prospective employer. Remember that the company is interested in how well you can help them with their problems. Any questions regarding salary, bonuses or fringes are better left for the final stages of the employment process. If you are asked about your salary requirements, respond by giving your current salary. Say that you would expect an increase, but the specific amount should be up to the company, based upon their assessment of your worth to them. (DONT pad your salary!)

You might also visit Interview Questions for more ideas to help you prepare.

WHAT TO DO AFTER THE INTERVIEW

At the close of the interview, ask for the job if you are interested. A typical pitch might be: Thank you for the interview, Mr./Ms./Mrs. XXXXXX. I like your company and I've enjoyed talking with you. I'd like to work for you, and I am eager to start as soon as you can use me. If you feel I have the qualifications, when may I expect to hear from you, or would you prefer I call you in a few days? Asking for the job leaves no doubt in the employer's mind that you are interested in the opportunities they offer. Our objective is to generate an offer; expressing your interest is a key element in getting an offer.

Immediately following your interview, write a note to each key individual you met. Thank them for their time, courtesy and hospitality. Indicate your interest in the position and in receiving an offer. If, on reflection, you recall any additional experience that might be pertinent to the job, point it out.

If you have decided that the position fails to meet your needs, be polite and continue to maintain a degree of interest. Avoid any commitment until you can talk with your consultant. You may be misreading the situation. Call your consultant immediately after your interview to discuss what happened. He or she can play a very important role at this stage by resolving any remaining issues or questions between you and the company, by assisting in salary negotiations and by facilitating your transition to the new job. He or she is a valuable "buffer" between the company and you.

If you have any questions, please do not hesitate to contact your Sanford Rose Associates consultant. They will be happy to answer any questions and give you more ideas to help you prepare for your interview.

How to Handle Likely Questions

Generally, the Interviewer will ask two types of questions: Substance and Poise questions. Be prepared to answer each type of question. The suggested broad guidelines will enable you to tailor your responses to your situation and improve your interview performance.

SUBSTANCE QUESTIONS
A "substance" question asks for background, facts, figures, education, and achievements. Answer with concrete information in short, logically planned sequence. You are being judged on your knowledge and experience -- what you did and what you know. Typical "substance" questions include:

What are your major accomplishments so far? Why should we hire you? Describe your management/selling/planning style. How do you solve problems? Give me an example. What's your educational background? How does it qualify you for this job? Describe your ideal job for me. (Be sure you can describe "what" you want to do. This can "blow you right out of the water" if you are fuzzy on your answer.)

POISE QUESTIONS
A "poise" question is asked to find out who you are, and if you would fit in with the company culture. You're being judged on your personality, how well you handle yourself in difficult situations, and your ability to think on your feet. Answer with confidence and frankness. Typical "poise" questions include:

What kind of people do you enjoy working with? How do you handle interpersonal disagreements? What are your long-term goals? Where do you want to be in five years? What causes stress for you? How do you handle it? What's been the biggest disappointment in your career? Define the word "success."

There's a special category of poise questions called negative/positive or "hand grenade" topics. The questioner really doesn't care so much what you answer as how you answer. If you lose your cool, act threatened or answer evasively it's a clue to dig deeper. Try to answer these negative questions by showing your positive side. Never lapse into anger, gossip, or griping. The best tactic is brevity. Typical "negative/positive" questions include:

What's your greatest weakness? Have you ever been fired? Why? Tell me about your worst boss. What did you dislike most about your previous job?

SPECIAL QUESTIONS
The interviewer may ask a question(s) which should be dealt with carefully, with poise and honesty: SALARY REQUIREMENTS QUESTIONS If you are asked about your salary requirements, avoid naming a salary figure if at all possible. An acceptable response would be "Mr./Ms./Mrs. _______, you're aware that my current salary is $XXXX per year. I am quite sure XXXXX company salary program will provide me with the incentive to join your company and relocate my family." Naming a salary figure prior to having all the facts about the job, company, area, and having had the opportunity to reflect on what you have seen and heard, would be unfair to you, the company, and your family. Put it in your own words, but try not to commit yourself. ILLEGAL OR OFFENSIVE QUESTIONS Broadly defined, illegal questions are those concerning possible discrimination in hiring. There can be no questions regarding race, creed, political affiliation, national origin, marital status, or age. Offensive questions mean exactly that -- purely offensive or distasteful. Never allow yourself to be embarrassed by an insensitive questioner. Your best tactic is to look the person straight in the eye and ask, "I don't understand why you are asking that question. Could you explain why, please?"

BE CONCISE
The decision to hire somebody is a very fragile exercise in quick judgement. It's a combination of information, chemistry, timing, need and maybe a touch of magic. The prepared candidate presents a focused response to questions. Clear, concise answers allow the interviewer to zero in on the information needed to make decisions. Extraneous information, thrown in with no rhyme or reason, just confuses the whole process. Pay particular attention to your wording. Don't babble. It's a common fault when under stress.

BE HONEST
Absolute, 100 percent honesty is an unbreakable rule. Trying to cover up a negative in your background with a falsehood can get you so mired in quicksand that a trained interviewer will smoke it out. Giving yourself bogus educational credentials or falsified work histories is cause for instant dismissal (if you ever get hired in the first place). You need not walk into the interview and blurt out every negative about your life in the first ten minutes! This is not a confessional after all. But if the topic comes up, be honest. You will not regret it!

AFTER THE INTERVIEW

Immediately following the interview (within 24 hours), take a few minutes to handwrite a note on decent stationery to each of the people whom you met and who are the "key" hosts. Interviewing is meant to be an exchange of information, not a battleground. Don't approach the meeting in a defensive manner. Expect courtesy and you'll undoubtedly get it. Your preparation and professional behavior will present your credentials in the best light. That's the easy way to win an interview. If you have interviewed effectively, you have obtained the additional information you required about the company and the position in order to make a decision. Further, you have maximized your chances -- all other things being equal -- of being a candidate selected to receive the offer.

Assuming the offer is made, you will be equipped to decide promptly on it and will also be prepared to tell your current employer why you don't want a counter offer. Thus, the effective interview is a key to making a successful change of position. Don't forget: once the interview is over, call your Sanford Rose Associates consultant and let them know how the interview transpired.