Interview to Triumph needs to be the thought pattern exhibited by those who are looking for work. This is true whether one is doing networking and has a one-on-one meeting to exchange information, a preliminary telephone interview for a position or a face-to-face interview regarding a specific job.

The Information Interview

The first type of interview, which is known as an "Information Interview," involves meeting with knowledgeable persons who work in a given field or industry. The purpose of having such meetings is to learn more about the inner workings of a specific company or profession that might be of interest. It can provide insights into how to best proceed and may even provide insights into better career options.

To set up an Information Interview, one should not even suggest that he or she is looking for a job. Instead, the person should indicate that he or she is looking for insights and would like to exchange ideas, and this should indeed be the truth.

When the meeting takes place the job seeker can offer information that the interviewer might ask about and at the same time solicit opinions regarding (1) the best ways to go about finding an appropriate job and (2) the people who he or she should contact. Similarly, the job seeker can ask if the person would be willing to make a call, send an E-mail of introduction or allow for his or her name to be used. Should the Informational Interviewer be willing to crack the door, this can often lead to a door of opportunity opening all the way!

To get the most from an Information Interview, the job seeker should prepare questions beforehand, which show that he or she did his or her homework and is genuine. Likewise, if the interviewer at the onset asks questions the interviewee should give a short polite answer and then ask the interviewer a question since the purpose is to learn.

Later in the interview when the interviewee sees concerns of the interviewer, he or she can show his or her abilities to resolve such issues in terms of the way that he or she frames questions. Then, after the Information Interview, the interviewee should send a thank you note or letter. Moreover, if the interviewee feels as though there is a possibility of a match he or she might want to add a few paragraphs that outline a solution to a problem that arose in the interview or perhaps an improvement that came to mind after the meeting.

Should the Informational Interviewer allow you to use his or her name when contacting a person, be sure to keep that person in the loop, by copying the Informational Interviewer on written correspondence, and by letting him or her know when phone calls were made. This is especially the case if the Informational Interviewer and the contact both work for the same company, since the job seeker might end up working on projects with the Informational Interviewer and will want his or her support.

Preliminary Telephone Interviews

Frequently, companies will screen candidates by talking with them on the phone to make sure they only bring in the best applicants for face-to-face interviews. From the employer perspective this minimizes the possibility of overlooking good candidates, while at the same time providing the interviewee with the opportunity to ask some questions that can help him or her determine if indeed the job is something that he or she really wants.

When a job seeker is asked to talk with a prospective boss, or a human resources representative, the objectives should be to make a positive impression and advance to the next level. Therefore, in addition to researching the company, the job seeker should strive to find out what the interviewer wants in an ideal candidate so that he or she can project himself or herself as that candidate. Moreover, the interviewee can find out what the top challenges would be for the job so that he or she can show his or her ability and willingness to tackle those challenges.

However, because the interviewee's goal is to generate a face-to-face meeting, the job seeker should not ask about salary or benefits, any known company problems or questions that suggest a lack of support for the corporation's mission or culture. Instead, the job seeker should keep the conversation moving forward and indicate that he or she welcomes further conversations.

Goal of Face-to-Face Interviews

If the telephone interview goes well, the next step will be a meeting with one or more of the company's representatives. This might take place at corporate facilities or possibly in a hotel lobby, restaurant or airport conference room, if the interviewer will be recruiting in a certain geographical area, as is common for pharmaceutical sales representative jobs.

Since the interviewee will be a guest of the interviewer, the interviewer will be in control. Thus, the interviewee's job should be to make the best possible case for his or her candidacy and receive an offer or at least another interview. Because a job candidate can always turn down an offer, the focus should be on getting offers.

Face-to-Face Interviews

When one has a face-to-face interview, he or she needs to make a good impression. This is especially the case when one realizes that many people lose jobs within the first thirty seconds due to:

• Poor appearance such as not being dressed properly, not being well-groomed, having bad breath or body odor and/or by wearing too much cologne, perfume or makeup. (Smokers should not smoke shortly before or during an interview since cologne and breath mints cannot cover up the lingering odor and since all else equal a nonsmoker will almost always be hired before a smoker.)

• Nervous mannerisms such as not making eye contact, having a limp (or bone crushing) handshake, slouching, fidgeting, chewing gum and/or playing with items like hair, hands, pen, watch or apparel.

• Lack of self-confidence as exhibited by too soft or too loud of speech, one word answers to questions, constant interruptions and/or by downplaying personal achievements or being self-critical.

• Disrespect shown toward others such as the receptionist, secretary, or wait staff if the meeting is at a restaurant. Likewise, those who decide to "pig out" on sloppy foods (e.g., spaghetti or fried chicken) that cannot be eaten in small portions and those showing poor manners will unlikely receive a job offer.

• Expressions of a strong disliking of previous employers.

• Ordering strong drinks if the interview is at a bar since person may wonder if the person's work performance will be affected by heavy drinking. (Even if the interview is with a distilled spirits company one might want to choose one of its non-alcoholic brands or else limit oneself.)

• Bad attitude as displayed by arrogance, overbearing personality, failure to arrive on time, lack of motivation, constant complaining, not wanting to follow instructions (e.g., to sign-in, wear a visitor's badge or fill out an application), lack of enthusiasm toward company's products or goals, inappropriate comments, off color jokes, slang expressions, not promptly answering the interviewer's questions, unwillingness to make sacrifices to get job and last but not least a lack of research about company and its competitors before the interview.

Things to Take to Face-to-Face Interviews

To avoid losing a job during the first thirty seconds of a face-to-face interview, an interviewee must look professional and well organized. Therefore, the job seeker should have (1) professional binder, (2) two or more "nice" pens, since one might go dry, (3) a list of questions, (4) day planner, (5) portfolio of past work, (6) handkerchief/tissues, (7) watch, (8) breath mints, (9) comb, (10) extra copies of resume and contact information for three professional references who agreed to be listed and who will say good things, (11) Social Security Card and (12) a government issued picture identification such as a driver's license.

Successful Candidates Change Typical Mindsets

Interviewers generally perceive interviewees as caring most about (1) the interviewee's own needs, (2) what the organization will do for interviewee, and (3) what the job will provide to the interviewee. Yet, those who obtain jobs do so because the interviewer becomes convinced that the applicant is most concerned about (1) the interviewer's needs, (2) the interviewer's job, and (3) the interviewer's organization.

Job seekers can cause this shift in the interviewer's thought patterns by arriving on time, trying to fit in (e.g., many retailers when showing a candidate a store will begin straightening shelves to see if the job applicant is the type of person who will quickly ask to help), complimenting the company, listening carefully and thinking before saying something. Likewise, the interviewee can overcome objections by showing how he or she might have better experience than what is specified for the particular job and by planning exit remarks.

Overcoming Objections and Planning Exit Remarks

While an interviewer will generally have some objections or concerns, very often the candidate can overcome those objections and work the situation to his or her advantage. For example, an interviewer might make a remark about the school that one attended and one can remark that he or she did not come from a wealthy family and had to work while attending school but was still able to earn good grades and received a solid education. Many employers will be more impressed with this type of person than an upper crust individual who barely graduated from a "Top Ten" university.

Additionally, just as one needs to turn objections into advantages, he or she needs to have carefully planned exit remarks. For instance, "I knew a lot about your company before you interviewed me and what you said makes me want to work here even more. Will you give me an opportunity to work for you and prove myself?"

Types of Questions that Interviewers Often Ask

In a job interview, the interviewer will ask questions to learn more about the candidate. Should the interviewee's answers come across negatively, he or she might be eliminated from consideration. (For insights into how to answer "loaded questions," including those that are illegal, see "Wisdom for Search" section of this website.) Therefore, one should carefully consider his or her answers to questions like the following:

(1) What do you see yourself doing in five years?

(2) Why are you interested in this job?

(3) What are your five greatest strengths and weaknesses? (Note: Be careful on answer given to weaknesses and other questions that are like this. Things like doing work for lazy employees to meet deadlines would be a positive, whereas getting drunk on weekends and arriving late on Mondays would not impress very many prospective bosses.)

(4) How would previous bosses and coworkers describe you?

(5) Why should I hire you?

(6) What accomplishments of yours have provided the most satisfaction and why?

(7) How do you define success?

(8) How do you deal with pressure? Unpleasant people?

(9) Are you willing to relocate? (If yes, then are there any places where you would not be willing to go?)

(10) Are you willing to travel? (If yes, then how much?)

(11) What major problems have you encountered and how did you handle them?

(12) What do you know about our company?

(13) What is your favorite hobby? Movie? Book?

(14) Do you mind working on weekends? Early in morning? Late at night?

(15) What mistakes have you made and what did you learn from them?

Types of Questions Job Seeker Should Ask During Face-to-Face Interviews

During a job interview the job seeker will also get the chance to ask questions and the interviewer will likely determine the interviewee's interest in the position based upon the questions that he or she asks. Therefore, one should not ask about salary, benefits, vacations or any other job perks during a first face-to-face interview. That type of information is generally discussed during a second interview.

Instead, applicable questions include things like:

• What are the typical activities during a normal day? (This is if the interviewer has not already provided the information.)

• Are there certain strengths that you are looking for? (After the interviewer answers this, the candidate can often show how he or she has those traits.)

• What concerns, issues or problems do you want addressed by this job? (This can play into the interviewee's strengths.)

• What are the opportunities for career growth? (A candidate should find out whether a job can lead somewhere so he or she can make a better career decision.)

• When and how are employees evaluated?

• What kinds of training (or orientation) programs are available and how long are such programs?

During an appropriate time, an interviewee should try to do something memorable. For instance, he or she may have brought a copy of a favorable article about the company or a copy of the company's ad. He or she can then slide it out at the opportune time and ask some well thought out questions, thereby leaving the interviewer with a favorable impression.

Variations to Standard Face-to-Face Interview

While the face-to-face interview with a hiring manager is very common, there are some variations of this theme. The first is the sequential variation, meaning that if there is interest a person will be invited back for a second interview with the decision maker. For upper level positions this is common.

A second variation is the serial interview where one may first meet with a human resources representative, followed by the hiring manager, followed by a person who will be a peer and then speak with the boss of the hiring manager. In such cases one will go from office to office to office to office, typically during a few to several hour period. Each interview, however, must be treated as the first, and it is important that one's stories be consistent since these individuals will compare notes!

The third variation, which is common for those seeking training jobs, is the panel approach. Here the interviewee may be asked to make a presentation, which several people will attend. Members of the panel will ask questions and later convene to discuss their opinions.

A fourth variation, which is sometimes used for civil service type jobs, is the group interview. Here more than one job candidate is present in a room. In such cases the interviewer is not trying to cut costs. Instead, he or she is looking for how well a person will interact with peers. If one of the interviewees stands out in terms of posing good ideas, getting others involved and smoothing out hostilities that person will likely be the one selected for the job.

Lastly, there is the stress variation. Although few interviewers use this approach, those who conduct these interviews put the interviewee into a stressful situation to see how he or she will react. In such situations, the interviewer may disagree with the candidate on just about every point. However, what the interviewer is really trying to assess is will this person remain calm, steadfast and in control, when there are major pressures such as from an accounting client insisting that "books be cooked?" The person who passes the stress test will be the one that gets an offer, while those who fail will not receive offers. 

"Improv-ing" One's Interviewing Skills

While a person who just read this title might think that Dr. Clark made a typographical error and really meant to put "Improving," the spelling "Improv-ing" is NOT a typographical error. Instead, it is designed to drive home a certain point.

The point is that those who have had formal "Improvisation Theater Instruction," or "Improv Theater Schooling" as many call it, are often the best interviewees. The reason is that this training betters individuals' conversation skills, due to four basic tenets.

First is "Feed the Other Person," which means that the interviewee should be thinking about what he or she can do to take care of and support the other person's needs. Second is "React and Respond," which calls for an individual to address and act upon the last comment or idea expressed. Third is "Stay in the Moment," which means that the interviewee should be following the leading of the interviewer rather than jumping ahead or lagging behind.

Fourth is "Keep it Flowing," which means "Never ignore" and "Never abhor." For instance, if the interviewer on one hand says "I really like your tie" and interviewee responds "Did you notice my handkerchief" this is "Ignoring" since what the interviewer said is not addressed. On the other hand, if interviewee says "The tie is not my favorite one but I wear it because others like it," this is "Abhorring." Instead, the proper response to keep the interview moving would be for the interviewee to say something like "I really appreciate your liking my tie and by the way did you notice that my handkerchief matches it?"

Dr. Clark Knows that These Tips on Interviewing Will Help Individuals Get TERRIFIC Jobs

Dr. Clark, who prepares and conducts paid training programs for companies as shown by clicking HERE, gratefully acknowledges the positive feedback that he has gotten from those who have been helped by his interviewing advice. Likewise, he knows that the information in this section will help individuals to land TERRIFIC jobs.

Note: Links to this Copyrighted website are permitted and individuals can print one copy for their own personal use. Any other uses of information without first receiving Dr. Clark's permission are prohibited, especially since A. B. Clark Marketing offers website and report services.

Sponsored by www.ABClarkMarketing.com   Copyright © 2004   ALL RIGHTS RESERVED