An interviewer has just one objective: to decide whether or not to make you a job offer. While the interviewer will examine your work history and educational background, your strengths and accomplishments will also be an important criterion. He or she is also interested in evaluating your level of motivation, values, attitude and personality. In other words, to find out if you're the right person for the job, what your potential is for promotion and whether or not you will fit into the company environment.

As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be the way you present your skills and qualifications relevant to the position and how well you conduct yourself during the interview.

These guidelines have been made available for your use by your executive recruiter. It will help you prepare for and succeed at the interview. Take the time to review this material. The tips and techniques outlined herein have been tested, and they work! They will improve your chances of receiving a job offer. Should you have any questions about your upcoming interview, the company, the opportunity, or the suggestions printed in this booklet, consult your MRI Executive Recruiter.

• Describe jobs in terms of duties and give indicators of good performance such as raises, sales volume, and promotions.
• Include short stories involving problems or challenges and how you were able to solve or overcome them. Describe the results you achieved.

Tell me about yourself.

• Answer these questions in terms of the qualifications required of the position.
• Keep responses concise and brief and avoid being derogatory or negative about previous jobs and bosses.
• "Tell-me-about-yourself" means, "Tell me about your qualifications." Prepare a one to two minute discussion of your qualifications. Start with education and discuss your experiences. Describe your performance (in raises, promotions, innovative designs, sales volume, increased profits, etc.).

What are your greatest strengths?

• Interviewers like to hear abstract qualities. Loyalty, willingness to work hard, eagerness, fast-learner, technical skills, politeness, and promptness, expressed in concrete terms and good examples. Avoid the simple generalization "I like people". It's not a good answer.

What are your greatest weaknesses?

• Don't be intimidated. The interviewer probably wants reassurance that hiring you won't be a mistake. This is not the time to confess all of your imperfections. (Do not state "not being able to go to work on Mondays", or "coming in late", etc.). Present your weaknesses as professional strengths, (i.e., "Sometimes work too hard to make sure things are done accurately").

• Workaholics are not always the best employees. Present yourself as a well-rounded person. Your answer gives you dimension. Name some hobbies.

Answer motive questions enthusiastically. Show the interviewer that you are interested in the position and that you really want the job. Remember to maintain eye contact and be sincere.

How can you contribute to this company?

• Be positive and sell! Bringing strong technical skills, enthusiasm, and desire to complete projects correctly and efficiently are good responses.

Why should I hire you for this position?

• Explain your qualifications and how they "fit" the available position. Address your interest in the job and the field and why it's work that you enjoy. Emphasize your ability to successfully perform the duties required.

Why do you want to work for our firm?

• Make a compliment about what the company does, its location, or its people. Other positive remarks might be about the company's product or service, content of the position or possibilities for growth or advancement. Research about the company is important here.

Where do you hope to be in five years?

• Use conservative growth positions that clearly show you plan to be there in five years, and that their investment in you will pay. Be sure that you know what can and cannot be achieved by the ideal candidate in the position. Never tell the interviewer that you feel you'll be more successful than they are. But do show a strong desire for promotions.

What interests you most about this position?

• Teasing the interviewer with a truthful one to two-word answer such as, "the challenge" or "the opportunity", will force them to ask you to explain. Here again, you have a chance to demonstrate your knowledge of the company.

How long do you plan to be with this company?

• As with marriage, most employers expect a death-do-us-part attitude, but they can be equally attracted to the candidate with ambition and candor. "As long as I continue to learn and grow in my field", is a reasonable response.

What are your career goals?
Your answer should depend on a specific time frame:

• Short term - "I want to be the best in my current position, while learning additional responsibilities. This, in itself, will assure my commitment to the firm and raise me to the next level of responsibility and promotion. I see myself wanting to stay technical but learn the necessary skills to lead people and projects."
   
  
• Long term - "After proving my abilities, I see myself in a firm with the possibility of moving into a level of management that allows me to keep my skills sharp."

What are you doing to achieve your goals?

• "I look at continued learning as the key to success. I continue my education, as you see from my resumé, by taking company educational courses, when offered, and college courses. I also read trade publications and magazines to keep me informed about the current and future directions in my field. When possible, I participate in professional organizations in my field."

Why did you leave your previous employer?

• NEVER speak poorly about a previous employer. Be pleasant, be positive and be honest. Your answer will probably be checked. Mention your desire to work for a more progressive company that offers more growth opportunities and recognition.

What did you like most about your previous job?
What did you like least about your previous job?

• An employer can evaluate the type of worker you will be by the items you choose. Cite specifics. You are also providing clues about the environment you seek. What you liked most can include a strong teamwork atmosphere, high-level of creativity, and attainable deadlines. What you liked least should include any situations you are unlikely to encounter in your new position.

Why are you looking for another job?

• Again, be positive. "I have to say that I really enjoyed my years at             Corporation. There are a lot of good people over there. But I am looking for a more progresssive organization with greater opportunities for growth, and recognition. I am looking for a team to join where I can make real contributions and advance my career."

What do you think your employers' obligations are to you?

• Interviewers listen for employees who want a positive, enthusiastic company atmosphere, with the opportunity to advance. Such a person, they surmise, has motivation and staying power.

Are you applying for any other jobs?

• In your answer, show that your search is geared for similar positions. This demonstrates a well-defined, focused objective. Make it known that your talents are applicable to other businesses and that you have explored ways to maximize your potential and are serious about finding the perfect opportunity. Don't give an indication that you are just shopping.

What kind of decisions are most difficult for you?

• Again, be truthful and admit not everything comes easily. Be careful what you do to admit so as not to instantly disqualify yourself. Explain that you try to gather as much information and advice as you can to make the best decision possible.

What causes you to lose your temper?

• Everybody has a low boiling point on some particular issue. Pick one of yours; something safe and reasonable. People who are late to meetings, blame shifting, broken appointments and office "back-stabbing" are suitable responses. Don't say that you never fly off the handle. You won't be believed.

What are your greatest accomplishments?

• Be ready to recant one of two stories that demonstrate strong capabilities or achievements that will make you attractive to your new employer. A special project that you pioneered at your previous job, cutting department expenses, increasing productivity or receiving frequent promotions are a few examples.

How do you feel about a younger male/female boss?

• A question like this usually means that your boss will either be younger or of the opposite sex or both. Be certain that if you register any concern, you will probably not be hired. Explain that their age or sex is of no importance to you. You are only interested in their capability and what you can learn from them.

What kind of worker are you?

• Again, no one is perfect. Showing that you tackle every assignment with all of your energy and talents is admirable but mention that you also learn from your mistakes.

Salary discussions should be avoided, if possible.

What type salary do you have in mind?

• Do not state a starting figure. A suitable reply: "I am looking for the right opportunity and I am confident that if you find me the best candidate for this position, you will extend me your best and most fair offer."

What is your current salary?

• Answer truthfully. Remember that "salary" includes base, bonuses, commissions, benefits, and vacations as well as sick days and personal days. Also, if you are due a raise in the next three months, state the approximate percentage you expect.

• Are you willing to relocate?
• May we check your references?
• May we verify your income?

Answer a question to the best of your ability and then relax. If there is a period of silence before the interviewer asks the next question, stay calm. Interviewers often use silence to see if you can handle stress and maintain poise.

Your interviews, however, should be a two way conversation. You must ask questions and take an active role in the interview. This demonstrates the importance you place on your work and career. Asking questions gives you a chance to demonstrate your depth of knowledge in the field as well as to establish an easy flow of conversation and relaxed atmosphere between you and the interviewer. Building this kind of rapport is always a plus in an interview.

Remember, you are not just there for the interviewer to determine if you are right for the position but your questions can help you determine if the job is right for you. Some of your questions should evolve from research you've done on the company in preparing for the interview. Following are some guidelines for your questions as well as some examples.

• Don't cross examine the employer.
• Ask questions requiring an explanation. Questions which can be answered with a "yes" or "no" are conversation stoppers.
• Don't interrupt when the employer is answering YOUR question.
• Ask job-relevant questions. Focus on the job; the company, products, services, people.
• Prior to the interview, write your list of Interest Questions and take them with you.
• Ask about your potential peers, subordinates, and supervisors. Take notes.
• Ask the employer how he/she got where they are today.

Why do you want someone for this job?

• Force the interviewer to explain why this job can't be done by one of his current employees. The answer may give you a valuable job description.

Ask questions that relate to the responsibilities, importance and authority of the position as well as those investigating the rewards for a job well done and the long range career opportunities.

Why isn't this position being filled from within the company?

• You may discover that nobody in this organization would accept it or that your future fellow employees are a weak lot.

How many people have held this job in the last five years?
Were they promoted or did they leave the company?

• If the turnover has been high, you have a right to suspect that the job may leave something to be desired. Or it could mean that you can expect to be promoted quickly.

How did you get started in the company?

• A good way to get to know the interviewer better and gain insight into the promotional path the company follows.

What are examples of the best results produced by people in this job?

• Here you may discover you are overqualified or in a position to ask for considerably more money.

• What would my responsibilities and duties be?
• What are the most difficult aspects of the position?
• Describe a typical day on the job?
• Describe the department's/company's growth in the next 2 years?
• What is the philosophy on training and development here?
• Has there been downsizing within the company? How is it handled?
• How do you think I'd fit into the job and into your organization?
• What projects would I be involved in now? In the future?
• Who would I be working for and with?
• What is the person doing who used to hold the position?
• When would you need me to start?
• May I see my work area?
• May I meet some of my future co-workers?

Behavioral interviewing is an interviewing technique which involves asking questions that require you to describe "situations" where you have demonstrated certain skills. Your answers are then scored and compared with other interviewees. The employer will evaluate the individuals who score the highest to determine who to hire.

During the behavioral interviewing process, the employer will usually have a few "categories" to evaluate you on, such as: leadership skills, management skills, problem-solving skills, team building skills and others. Then, there will be several situational questions for each category. When asked a question, determine what skill the interviewer is looking for and gear your answer toward that skill.

Below are some skill areas which are commonly tested, along with questions which may be asked.

Oral Communication

Purpose of questions: To determine your ability to clearly present information orally and/or influence others.

Questions:

• It's hard sometimes to get a new idea accepted by others. When have you had to do this?
• What have been your experiences in making formal recommendations and oral reports to management?
• What has been your experience in dealing with poor performance of subordinates? Give an example.
• Describe the toughest communicative situation you have had to deal with. What happened?

Organization and Planning

Purpose of questions: To determine your ability to define specific goals and objectives and develop action plans which lead to goal attainment.

Questions:

• Describe how you schedule your time on an unusually hectic day. Give a specific example.
• What important goals have you set in the past, and how successful have you been in working toward their accomplishment?
• Have you worked in a situation in which there were constant surprises or unanticipated events coming to your attention? How did you deal with them?

Problem Solving

Purpose of questions: To determine if you are able to take action in solving problems. Can you identify important dimensions of a problem, determine causes, obtain relevant information, and specify alternate solutions?

Questions:

• Describe a major work problem which you have faced and describe your method of dealing with it.
• Would you describe yourself as being more logical or intuitive in solving problems? Give me an example that shows your style?

• What is the toughest decision you have had to make with regard to a subordinate that you personally liked?
• Tell me about a situation in which you feel that you have been part of the problem. What did you do?

Leadership

Purpose of questions: To determine if you are able to influence the actions and opinions of others in a desired direction.

Questions:

• Briefly review the leadership experience you have had, giving examples that would show what your leadership style is like.
• Describe how you delegate responsibility in your current job.
• Have you ever had to take over a leadership role unexpectedly? How did it work out?
• Which of your strengths contributes most to your leadership ability? Can you think of a time when, without that strength, you would have failed as a leader?

Creativity

Objective of questions: To determine if you are able to develop unique and novel solutions to problems.

Questions:

• Are you the type of person who likes to "try new things," or "stay with regular routines?" Give an example.
• What do you have to do that you consider to be your biggest time-waster at work? How would you change it if you could?
• What would you regard as being the most creative activity you have engaged in? Did it bring you recognition, financial reward, or personal satisfaction?
• What would you say has been the most creative accomplishment in your last position? Be specific.

Tolerance of Ambiguity

Objective of questions: To determine if you are able to deal with unresolved situations.

Questions:

• Describe a situation in which you needed to make a decision even though you did not have all of the important information.
• Do you prefer to have a job in which you have well laid-out tasks and responsibilities, or one in which your work changes on a frequent basis?
• Sometimes it is very important to take a "wait and see" attitude on the job. When have you found yourself in this position? What did you do?
• Some people like rewards immediately. Others are willing to wait a long time for something really worthwhile. Which are you more like? Give me an example.

When you answer behavioral interviewing questions, you want to use the mini-story technique. Here are the steps you should take in formulating your answers:

1. Listen very carefully to determine exactly what the interviewer is asking. If the question is not clear, ask the interviewer to repeat the question. Try to determine what type of skill area the interviewer is assessing.


2. Take time to think of your answer. Do not panic when something does not come to mind immediately.


3. Tell a one to two minute story which illustrates your skill in this area. When explaining the results of the situation, be sure to emphasize your accomplishments and the bottom line result.


4. End the story with a question such as, "Does that example clarify my skills in this area?," or "Does that answer your question?"

LISTEN
THINK
STORY
QUESTION

Tips on behavioral interviewing:

• If you become totally stuck and cannot think of an example, say something like, "I know I have had that situation occur in the past, however, I am drawing a blank. Can we come back to this question in a few minutes?" Most interviewers will let you do this.



• The worst thing you can say is: "That never happened to me," or "I don't know." If the situation didn't happen to you, perhaps it happened to a co-worker or your supervisor. In this instance, start your story by saying, "That has never happened to me directly, but my supervisor was involved in a situation where . . ." Then, end your story by saying why you disagreed or agreed with what occurred. Describe how you would have handled things differently, or why you think it was handled correctly.

If you are sincerely interested in the position and are satisfied with the answers given, you should ask the interviewer if he/she feels that you are qualified for the position. This gives you another chance to review points that may need clarified. Illustrate confidence in your abilities and convince the interviewer that you are capable of handling the position successfully.

Ask for the job. Make a positive statement about the position. Emphasize that this is exactly the type of opportunity you've been looking for and would like to be offered the position. Ask when you should expect an answer. A typical conclusion might be:

"Thank you for this meeting,               . I like what I've heard today and I'd like to join your team. I know I'd be an asset to you/your department because you need someone who can         ,          and         . As you know, I have (match your qualifications with the employer's "hot buttons"). Before I leave, do you have any more questions about my background or qualifications or can I suppply you with any more information? On a scale of 1 to 5, how do I compare to the other candidates you've interviewed? I can start as soon as you need me." The farewell should also include a smile, direct eye contact, a firm but gentle handshake.

Immediately following the interview, call your employer recruiter. It is very important to convey your impressions of the position and the company. Let the recruiter know whether you are interested in the position or not and if there were questions you forgot to ask at the interview, express them at this time. Only after we get your feedback about the interview and the company do we contact the employer for theirs. And finally, we follow-up with you regarding the employer's thoughts.

It is always a good idea to send a short note of appreciation to thank the employer or interviewer for their time. Reiterate your interest in the position and the company as well as your ability to do the job. Be sure to mail your correspondence the following day. This is a good way to keep your name current in the interviewer's mind. Following is a sample thank-you letter that you can adapt to fit your specifics:

1. ADDRESS LINE
   The full company name and address (no abbreviations) as well as the full name of the interviewer and his/her complete title.
2. SUBJECT LINE
   "Re: Interview for the position of (title) on (date)." This illustrates the content of the letter.
3. GREETING
   "Dear Mr./Mrs. (last name):"
   "Miss" or "Mrs." should not be used unless you are sure that this is accurate. Do not use a first name in the greeting unless you have established a strong rapport.
4. OPENING
   1. "It was a pleasure meeting with you (day) to discuss the opening in (department) with (company)."
   2. "I appreciated meeting with (name) and yourself in your office on (day) to discuss the (title) position with (company)."
   3. "Thanks for taking the time to see me regarding the opening in (department)."

   Again, comment or add something discussed during the interview that will allow you to restate your qualifications and confidence in performing the job.

5. BODY
   1. "From our discussion, and the fine reputation of your organization, it appears that the (title) position would enable me to fully use my background in                  ."
   2. "I was particularly impressed with the professionalism evident throughout my visit. (Company) appears to have the kind of environment I have been seeking."
   3. "The atmosphere at (company) seems to strongly favor individual involvement, and I would undoubtedly be able to contribute significantly to its goals."
6. CLOSING
   1. "While I have been considering other opportunities. I have deferred a decision until I hear from you. Therefore, your prompt reply would be greatly appreciated."
   2. "It's an exciting opportunity, and I look forward to hearing your decision very soon."
   3. "The (title) position and (company) are exactly what I have been seeking, and I hope to year from you within the next week."
7. SALUTATION
   1. "Sincerely,"
   2. "Very truly yours,"
   3. "Best regards,"

Informing your current employer of your resignation takes tact and direction. If they inquire as to whom your new job is with, it is best to tell them that you cannot disclose that information until your new employer announces it within his/her own organization. The following sample letter is suitable correspondence to announce your resignation.

                             Date

Dear                    :

Please accept this letter as my formal resignation as (Title) for (Company) to become effective as of (Date). I have accepted a position in (Location).

I believe this position will offer me more challenge and opportunity for advancement as well as allow me to broaden my own experience and knowledge.

I want to take this opportunity to thank you for your time and efforts in my training and advancement during the past (Time). The support and concern shown by you and the rest of the management team has been deeply appreciated.

I leave (Company) with no animosity or ill will and wish you and your company continued success.

My decision is irrevocable and any counter offers extended by you and/or (Company) will be rejected.

Sincerely,

               
               (Your Name)

1. Poor attitude. Many candidates come across as arrogant. While employers can afford to be self-centered, candidates cannot.
   
2. Appearance. Many candidates do not consider their appearance as much as they should. First impressions are quickly made in the first three to five minutes. Review the appearance checklist.
   
3. Lack of research. It's obvious when candidates haven't learned about the job, company or industry prior to the interview. Visit the library or use the Internet to research the company, then talk with friends, peers and other professionals about the opportunity before each meeting.
   
4. Not having questions to ask. Asking questions shows your interest in the company and the position. Prepare a list of intelligent questions in advance.
   
5. Not readily knowing the answers to interviewers' questions. Anticipate and rehearse answers to tough questions about your background, such as recent termination or an employment gap. Practicing with your spouse or a friend before the interview will help you to frame intelligent responses.
   
6. Relying too much on resumés. Employees hire people, not paper. Although a resumé can list qualifications and skills, it's the interview dialogue that will portray you as a committed, responsive team player.
   
7. Too much humility. Being conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments. Explaining how you reach difficult or impressive goals helps portray you as a committed, responsive team player.
   
8. Not relating skills to employers' needs. A list of sterling accomplishments means little if you can't relate them to a company's requirements. Reiterate your skills and convince the employer that you can "do the same for them".
   
9. Handling salary issues ineptly. Candidates often ask about salary and benefit packages too early. If they believe an employer is interested, they may demand inappropriate amounts and price themselves out of the jobs. Candidates who ask for too little undervalue themselves or appear desperate.
   
10. Lack of career direction. Job hunters who aren't clear about their career goals often can't spot or commit to appropriate opportunities. Not knowing what you want wastes everybody's time.
    
11. Job shopping. Some applicants, particularly those in certain high-tech, sales and marketing fields, will admit they're just "shopping" for opportunities and have little intention of changing jobs. This wastes time and leaves a bad impression with employers they may need to contact in the future.