Employment and Career Resource Blog

1. During an interview, it’s best to turn the interview into a conversation. The key is to explain to the employer how you can answer questions and incorporate a question into a response.
   
2. Using Assumptive Interviewing techniques.

Personalize the interview whenever and wherever possible. To glean information about responsibilities or job duties, use phrases such as “What will I be doing for you on a day-to-day basis? To whom will I report? Who will be reporting to me?”

3. The Salary Question

Most of the time, many candidates may have very difficult time answering questions about expected income. A few employers will bring up the subject of pay and benefits during interviews. Responding to salary matters can be difficult at times.

If the Employer asks: “What salary are you expecting?”

You can answer by saying, ” Although money is important to me Mr./Ms Employer — it isn’t my primary goal. I’m more interested in the people I will be working with on a day-to-day basis and the kind of long-term opportunities here at ABC Co.”

“What salary RANGE did you have in mind?”

If the employer answers you with a salary range, then you can answer them by saying “When you decide I am the person for you, I am sure we can come to an agreement in that range.” If the interviewer insists that you specify a figure, then be prepared to answer with a salary your own and add “How does that fit into the range you had in mind?”

4. Blue Sky Questions

Blue sky questions force candidates to deal with abstract ideas rather than skills and facts. A question like “What are your long term goals?” can be tricky because many candidates think in terms of job titles and answer “I want to be an Operations Manager some day”.

There are no pat answers here, but try to address your expectations rather than your ambitions). A good general answer discusses future job CONTENT such as “I would like to have the responsibility for people reporting to me, helping them to realize their potential, strengthening weaknesses, motivating them, etc. Is this opportunity available to me here at ABC Co?”

Another question, generally from HR or an astute manager, may ask a candidate to discuss weaknesses. The interview may be trying to determine if the candidate has done a self-assessment. One can’t hope to improve personally and professionally without knowing one’s strengths and weaknesses.

Think of traits in yourself that you are trying to change, i.e.; too bold, impetuous, impatient, etc. A response to this question might be “I am aware that sometimes I am too impatient. When I see someone doing a job, for which I know a better technique,, I want to jump in and do the job for him or her. I try to remind myself that people have to learn on their own so I try to hold myself back. I try to be patient and wait for a better opportunity to mention to the person that they might try this technique, but sometimes I forget and dive in – however, I’m working on that issue”.

“Learning how to interview will do no good if you

don’t have an effective résumé to solicit one.”

Learn about the company before the interview. The Internet is an “ocean” of information. Your local library also holds a wealth of information on various industries, etc.

Panel Interview. These types of interviews are performed mainly for upper management positions. One of the main purposes of this interviewing procedure is for the bulk of the staff to meet and question each candidate. Typically after the panel interview is complete, the staff meets to discuss the various candidates and determine which one (or more) is best suited for the position.

Phone Interview. These types of interviews are a favorite. They are informal, informal, informal. One of our staff members has been hired a couple of times by a phone interview only. Phone interviews are becoming more popular because they are indeed casual and allow the interviewer the opportunity to discuss matters with a candidate prior to an official meeting. However, proceed with caution, these types of discussions can get too casual and backfire.

Interview Discussion. Interview discussions can be boring and meaningless. A candidate can experience a live, regurgitation of the job description listed in the local paper rather than a meaningful conversation of what is expected of him or her. Take this opportunity (or any other) to discuss new procedures you wish to implement to increase the companies bottom line and productivity. Use dollars, percentages and cents. In today’s age, nearly anyone can do a job, but can they produce results.

Never make negative comments about former employers. No matter how tempting it is to want to notify the world about the awful business practices of a previous employer; DON’T DO IT. Remember, stay professional, don’t resort to mud slinging.

Are there some interview questions I should be concerned about? There are several interview questions that aren’t illegal, but may lead to answers that cause the hiring manager to make an illegal decision. These include: a) number of dependents b) do you have a sitter c) are you married d) how much do you weigh e) religion? Obviously, a hiring manager does not purposely break the law (at least we hope not), so give them the benefit of the doubt if asked anything you feel is inappropriate. Kindly, indicate to them you are uncomfortable with the question and decline to answer.

Don’t bring up salary or benefits in the first interview. In today’s world, we believe this is a passing phase. Virtually, our entire lives are beginning to evolve around one question, “How much?” If they bring it up first, then go for it. A simple rule to follow when you are presented with an amount is to ask, “Is this amount set in stone or is it negotiable?” If the amount is non-negotiable, take enough time to think about it (especially if it is lower than your previous salary). Rather, if the amount is negotiable, we recommend taking your time, before giving them an amount you may not be able to revise later.

What if I complete the entire interview and salary is not mentioned at all! This is not likely to occur, however, if it does, simply inquire at the end, if you feel it is appropriate, or continue to wait until the company provides an offer.

Is there a key or map to interviewing? Keep in mind, every hiring manager has different interviewing skills and tactics. You may interview with a highly-structured manager that will ask every official question, or you may have someone that just called you in to chat to see if your personality will “click” with the rest of the staff.

When the interviewer says, “Do you have any questions?” Do you automatically say, “No?” Try these:

a) Is there room for advancement?

b) Will I be required to work overtime?

c) Who will be my immediate supervisor and manager?

d) Where do you see the company in the next five (5) years? ten (10) years?

e) After an adjustment period, can I take on additional learning opportunities and/or duties to expand my working knowledge of the business?

Send a follow-up letter. (AKA thank you letter) A large percentage don’t even give a follow-up (after interview) letter a second thought. This letter can serve key functions: a) make the interviewer sway in your direction when they are torn in selecting a candidate b) notify them of your courteous, thoughtful demure which can aid you in salary and benefit negotiations.