Interview Skills: Presenting Yourself with Confidence 9781642875973, 9788184885040

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INTBRVIBW

SKILLS PRESENTING YOURSELF WITH CONFIDENCE

SAJITHA JAYAPRAKASH

First Edition: 2010

-

GJlimalaya GpublishingGJIouse MUMBAI • NEW DELHI • NAGPUR • BENGAlURU • HYDERABAD • CHENNAI • PUNE • LUCKNOW' AHMEDABAD • ERNAKULAM • BHUBANESWAR • INDORE

ISBN : 978-81-84885-04-0 © Author No part of this book shall be reproduced, reprinted or translated for any purpose whatsoever without prior permission of the publisher in writing.

First Edition: 2010 Published by

Mrs. Meena Pandey for HIMALAVA PUBLISHING HOUSE PVT. LTO., "Ramdoot", Dr. Bhalerao Marg, Girgaon, Mumbal - 400 004. Phones: 2386 01 70/2386 38 63, Fax: 022-23877178 Email: [email protected] Website: www.himpub.com

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OTP by

HPH, Editorial Office, Bhandup (Pranaya P.)

Printed by

Esquire Press Pvt Ltd., Mumabi.

1.

INTERVIEW: AN OVERVIEW

1 - 18

1.1 What Is An Interview?----------------------------------------------------------2 12 Employers GoaIs----------------------------------------------------3 1.2.1 Find What You Can Do For Them-----------------------------------3 1.2.2 Identify Certain Qualities in You-------------------------------------4 12.3 Cheek the Organizational Fit-----------------------------------5 12.4 Cheek Your SuitabiIity-----------------------------------------------5 12.5 Cheek Your Interest--------------------------------------------5 1.2.6 Cheek You in TotaIity-----------------------------------------------6 13 Your GoaI------------------------------------------------------6 1.3.1 Find What They Can Do For You------------------------------------6 1.32 Check If You Want To Work With Them---------------------------7 1.3.3 Check Them OUt----------------------------------------7 1.4 Interviewing Types and Techniques-----------------------------------------8

1.5 Be Prepared-------------------------

--------8

1.6 Factors Affecting an Interview---------------------------------------------9 1.7 40 Reasons Why People Don't Get Hired--------------------------------ll 1.8 An Interview Scenario-------------------------------------------13

2. INTERVIEWING TECHNIQUES

19 - 31

2.1 An Overview ----------------------------------------20 2.1.1 Why Use Different Techniques?-----------------------------------21 22 Technical Interview ------------------------------------------22 2.3 Aptitude Interview ---------------------------------------------22

24 Competency Interview-----------------------.:...-------------23 2.5 Behavioral Interview ---------------------------------------------24

2.6 Situational Interview ----------------------------------------------26 27 Stress Interview ------------------------------------------------------27 28 Human Resource Interview ----------------------------------------------29 29 Portfolio Based Interview---------------------------------------------------30

3.

TYPES OF INTERVIEW

33 - 44

3.1 Telephone Interviews ----------------------------------------------34 32 Personal Interviews ----'---------------------------------35 3.3 Panel Interviews-----------------------------------36 3.3.1 Tips

-----------------------------37

3.4 Group Interviews -----------~------------3.4.1 Common Mistakes-----------------------------

----38 ---39

3.4.2 Tips -----------------'-----------39 3.5 Sequential Interview ------------------------------------------------40 3.6 Unstructured Interview------------------------------------------------41 3.7 Structured Interview----------------------------------------------42

4. 4.1

INTERVIEW MYTHS

45 - 55

Myth 1: The Interview is About Proving Yourself --------------------46

42 Myth 2: The Best Person For The Job Gets It--------------------------47 4.3 Myth 3: One Who Answers the Best Gets the Job-------------------48 4.4 Myth 4: Give Perfect Answer-----------------------------------------------49 4.5 Myth 5: Speak a Lot ______________________________________________________--50 4.6 Myth 6: Interviewers Know What They Are Doing -----------------50 4.7 Myth 7: Never Say "I Don't know"---------------------------------------51 4.8 Myth 8: Looks Matter ----------------------------------------------------52

4.9 Myth 9: You Must Ask Questions --------------------------------------53 4.10 Myth 10: Relax!------

53

4.11 Myth 11: Interviewers are Looking for Flaws------------------------54

5.

COMMON INTERVIEW MISTAKES

5.1 Not Showing Up On Time--------------------

57 - 68 -58

5.2 Being Rude to the Receptionist-------------------------------58 53 Being Nervous ---------------------------59 5.4 Poor Handshake ----------

59

55 Not Being Aware of Your Body Language--------------------------60 5.6 Too Much Or Too Little Eye Contact ---------------------------------60 5.7 Failing to Express Oearly --------

---------61

5.8 Looking Disinterested -----------------------------61 5.9 No Preparation ----------------

-62

5.10 Talking Too Much Or Too Little--------------------------63 5.11 Failing to Support Your Achievements-------------------------------64 5.12 Failure to Match Communication Styles----------------------65 5.13 Asking Salary Related Questions -----------------------------------65 5.14 Talking Negatively About Previous Employers --------------------67 5.15 Focusing on Job Title Instead of The Position------------------------67

6. TEN STEPS TO GETTING PREPARED

69 - 86

6.1 Stepl: Convince Yourself -----------------------------------72 62 Step 2: Be Confident--------------

72

63 Step 3: Research the Job-------------------------------------73 6.4 Step 4: Research the Company------------------------------75 65 Step 5: Prepare for the Interview-------------------------------76 65.1 Entry Level Candidates----------------------77

6.5.2 Experienced Candidates -----------------------------------------78 6.6

Step 6: Understand What is Important for the Interviewers-------79

6.7

Step 7: Focus on Skills --------------------------------------------------------81

6.8

Step 8: Have Mock Interviews----------------------------------------------82 6.8.1 Who Will Conduct the Mock Interview?------------------------83

6.9 Step 9: Prepare a Portfolio---------------------------------------------------83 6.10 Step 10: Prepare Questions to Ask the Interviewer-------------------84

7. 7.1

TELEPHONE INTERVIEWS

87 - 100

Screening Process ------------------------------------------------------------88

7.2 Preparing for Un~heduled Interview-------------------------------------89 7.3 Preparing for Scheduled Interview------------------------------------------90 7.4 Preparing the Information-------------------------------------------------91 7.5 What To do?-------------------------------------------------------------------92 7.5.1

Use it To Your Advantage------------------------------------------92

7.5.2 Focus on What You Can Offer-------------------------------------93 7.5.3 Concentrate on Your Speech----------------------------------------93 7.5.4 Sound Positive and Confident--------------------------------------95 7.6 What Not To 00------------------------------------------------------------95 7.6.1 Don't Allow Distractions-------------------------------------------95 7.6.2 Don't Eat While TaIking---------------------------------------------96 7.6.3 Don't Interrupt----------------------------------------------------------96 7.6.4 Don't Loose Focus--------------------------------------------------97 7.6.5 Don't Speak Too Fast or Too Slow-------------------------------97 7.6.6 Don't be Over Confident--------------------------------------------98 7.6.7 Don't Discuss SaIary-------------------------------------------------98

8. A DOZEN TIPS FOR THE CEREMONEY 8.1

101 - 118

Be on Time----------------------------------------------------------102

8.2 First Impressions----------------------------------------------------------103 83 Dress Neatly and Appropriately--------------------------------------------l 04 8.4 Speak Clearly-------------------------··---------------------------------105 85 Be Confident----------------------------------------------------------106 8.6 Avoid Talking Too Much-----------------------------------------------------106 8.7 Avoid One Word Answers--------------------------------------------------107 8.8 Positive Body Language---------------------------------------------------108 8.8.1 Sitting-----------------------------------------------------109 8.8.2 Facial Expressions------------------------------------------------110 8.8.3 Smiling---------------------------------------------ll1 8.9 Build Trust--------------------------------------------------------112 8.10 Have the Right Attitude------------------------------------------------------112 8.11 Be Honest---------------------------------------------------------------114 8.12 Ask Questions--------------------------------------------------------------115 8.12.1

Experienced Candidates ------------------------------------------115

8.12.2 Inexperienced Candidates------------------------------------------117

9.

BUILDING RAPPORT AND TRUST

119 - 145

9.1 First and Last Impressions-------------------------------------------------120 9.2 Communication Is Not Only About Talking------------------------------121 9.3 Show Your Enthusiasm----------------------------------------------l22 9.4 Overcome the Shortcomings-----------------------------------------------123 9.4.1 What To Avoid--------------------------------------------------- 124 95 Discuss Your Sucess Stories------------------------------------------------126 9.6 Don't Highlight Your Flaws---------------------------------~------------127

9.7 Don't Lie About Achievements------------------------------------129 9.8 Show That You are Motivated--------------------------------------------130 9.9 Show that You Fit In ------------------------------------------130 9.10 Never AIgue------------------------133 9.11 Don'tCriticize

-------------------133

9.12 Handle Objections Positively----------------------------------------I34 9.13 Avoid Uncertainty ------------------------------136 9.14 Explain Why You Want To Leave-------------------------------------138 9.15 Use Positive Statements------------------------------------138 9.16 Don't Be Self-Centered

--------139

9.17 Credit Others for The Achievements------------------------------------I40 9.18 Avoid Blowing Your Trumpet Too Hard-----------------------------141 9.19 Don't Under-Sell Yourself -------------------------142

10.

NEGOTIATING THE SALARY

147 - ISS

10.1 Prove Your , Worth ---------------------------------------148 10.2 Do Your Analysis ----------------------------148 103 Avoid Mentioning Money Up Front------------------------------------150 10.4 Establish The Minimal Amount--

--------------151

105 Establish a Salary Range ------------------------152 10.6 Check Online Surveys-------

152

10.7 Make the Final Decision -----------------------------153

11.

DO'S AND DON'TS

IS7 - 162

11.1 Job Interview Preparation-----------------------158 11.2 Initial Contact

-----158

113 During the Job Interview ----------------------------------159 11.4 Answering Questions ---------------------------------160

11.5 Asking Questions ---------------------------------160 11.6 Leaving the Job Interview -------------------------------------------161

A

QUESTIONS YOU MAY BE ASKED

163 - 182

A.1 Wanning Up-----,

164

A.2 Education

---------------164

A.3 Interest---------------

165

A.4 Current and Past Positions (Experienced Candidate)-----------------165 A.5 Experience

-166

A.6 Softwarelfool Experience -------A.7 Projects - - - - - - - A.8 Work Preferences ------A.9 Work Behaviors - - -

167

----------168

- - - - - - - , ------168

-------,---------

A.1O Work Perfonnance

169

--------169

A.11 Team Spirit

--170

A.12 Motivation

----------------171

A.13 Communication/Interpersonal Skills -------------------172 A.14 Managing ConflictIPeople --------------------------173 A.15 Problem Solving Skill

174

A.16 Flexibility/Adaptability----

174

A.17 Delegating - - - - - - - - - - - - - - -

176

A.18 Decision Making ---

------------176

A.19 Planning and Organization Skills ---------------------------177 A.20 Leadership Skills - - - - - - - - - - - - - - - - - - - - - 1 7 7 A.21 Management Skills-----------------------178 A.22 Supervisory Skills ---------------------------------------179 A.23 Perfonnance Issues ---------------------------------------------179

A.24 Working with Management ------------- --------------------------------180 A.25 Time Management --------------------------------------------------------180 A.21J Stress Management------------------------------------------------------181 A27 Winding Up ---------------------------------------------------181

B

ANSWERS TO COMMON QUESTIONS

183 _ 219

C

INTERVIEW FORMS

221 - 224

INDEX

225 - 231

Interview: An':" .Overview·

r?

Section 1.1 : What Is An Interview?

f?

Section 1.2: Employers Goals

f?

Section 1.3: Your Goal

f?

Section 1.4: Interviewing Types and Techniques

r? r? r?

Section 1.5: Be Prepared

f?

Section 1.8: An Interview Scenario

Section 1.6: Factors Affecting an Interview Section 1.7: 40 Reasons Why People Don ' t Get Hired

2

Intreview Skills

1.1 What Is An Interview? An interview is a conversation between an employer and a candidate (you) for the purpose of filling a position within an organization or any business setup. You and the interviewer each have a need-you want a job and the interviewer wants to find the right person to fill in the position for the job.

Candidate Side (YOU)

•

•

•• •• ••

Market Side (INTERVIEWER)

Intreview: An Overview

3

Hence, an interview is like a business meeting and your purpose is to persuade the company to make you an offer. It may range from a casual conversation to a series of serious discussions with a number of people working within the organization. An interview gives you both the opportunity to learn more about each other and make the appropriate decision. So, you have to consider the goals of the employers and your goal of the interview.

Interviews are the time to sell what you have accomplished, not simply to tell what you've done.-Wendy S. Enelow As a rule, any candidate who meets the minimum requirement for the advertised position is usually called for the screening interview during which the interviewers verify certain basic factors. If you receive a call for an interview, it means you have already met some of the basic requirements the employer is looking for in a candidate. If the screening process is done by tele-interviews, a personal interview is an opportunity for further screening or consideration.

1.2 Employers Goals During the screening interview, the interviewers check for the exact requirements they want in a candidate. During the interview process the interviewer tries to do the following:

rP rP rP rP rP rP

Find what you can do for them. Identify certain qualities in you. Check the organizational fit. Check your suitability. Check your interest. Check you in totality.

1.2.1 Find What You Can Do For Them The interviewers are interested in finding out how can you contribute to the department if you are hired.

4

Intreview Skills

The aim of the interview is to check how different and/or how better you are than the other candidates. You can demonstrate your skills, educational background, experience, and knowledge by speaking confidently and being positive. By doing so, you can also show off your superiority over the other candidates. Tell the interviewers: (?

How your skills, knowledge, and experience match their requirement.

(?

Give appropriate examples to support your answers.

(?

Show them how you can add value to the team.

1.2.2 Identify Certain Qualities in You

Employers try to determine if you have the specific qualities (skills, knowledge, and attitude) they want in a new employee. They will then try to identify some of the general and common qualities that all employers desire in their employees. Some of these qualities are:

Generic Qualities ~

Loyalty

~

Honesty

~

Good work ethics

~

Initiative

~

Communication

~

Flexibility

~

Professionalism

~

Positive Approach

~

Ability to cope with pressure

~

Team Spirit

~

Cooperative behaviour

~

Willingness to learn

Intreview: An Overview

5

1.2.3 Check the Organizational Fit

The employers will like to check how you will fit in:

,p ,p ,p

Their corporate culture The team or department The organization

They also want to know how others in the department might respond to you. More than anything else, it is about team spirit, communication skills, and attitude. 1.2.4 Check Your Suitability

The employer will want to determine whether or not you are suitable for the job. This is a mix of all the earlier factors. The interviewers will check your suitability in terms of:

,p

What you can do for them.

,p

The qualities you have.

,p

The fit in the team and in the organization.

,p

Requirement of the team.

You can demonstrate the traits that employers desire by displaying the skills they are looking for. Be positive, friendly, and confident during the interview. 1.2.5 Check Your Interest

An employer will want to make sure you have a good understanding of the organization, department, and the position. If not, chances are you will not be a good hire, which will eventually lead to inffectiveness, resignation, or termination. All these cost the employer resources, time and money. As a prospective candidate you need to convey the following to the interviewer:

,p

You want to work in a particular industry, for a particular organization, and in a particular department.

6

Intreview Skills ~

You have a realistic picture of the job.

~

How the position fits within your short and long-term goals.

1.2.6 Check You in Totality

Employers not only check your knowledge, skills, fit in the team, but also look at areas such as: ~

Motivation, initiative, creativity, problem solving abilities, and team-work skills.

~

How you will use these skills to effectively do your work.

~

A good personality fit within the organization and department.

~

The duration you might be with them.

1.3 Your Goal You have to and asking opinion that interviewers with.

do more than just answering the questions correctly the right questions. Many candidates have the an interview is a one-way process--convincing the that you are the person they may want to work

In reality, it is a two-way process, an employer interviews you to check your suitability, and you interview that employer to know if you want to be a part of the organization. This is probably the reason why most people and even the thought of attending an interview daunting. In any case, use the same criteria as an employer. 1.3.1 Find What They Can Do For You

Use the opportunity to learn more about the job profile and the responsibilities. ~

Will this position satisfy your short and long-term career goals?

Intreview: An Overview

7

~

Will it help you kick-start your career (if it is your first job)?

~

How will this organization help you progress in your profession and career?

~

Can they provide you with a good work environment?

1.3.2 Check If You Want To Work With Them

The salary offered may be good, but the million dollar question is do you really want to be a part of the organization and spend more than half the time of the day there? ~

Do you have an interest in the industry and the product?

~

Will the profile help you enjoy your work?

~

Will the job help you develop your career?

~

Are you happy with the roles and responsibilities offered?

~

Is the work culture acceptable to you?

1.3.3 Check Them Out

During the interview, try to check out the information regarding the company and try to determine the following: ~

If you will fit in the company culture?

~

Is it an organization and department you would like to work for?

~

Are they friendly?

~

Will you be comfortable working with the existing team members.

~

Are they people you would like to spend about eight to ten hours a day with?

~

Do you like the job profile and the responsibilities you are supposed to handle.

8

Intreview Skills

1.4 Interviewing Types and Techniques The number of interviews you will have to face, depends on the size of an organization, the requirement of the position, and the number of candidates considered for the position. There may be occasions when apart from the screening interview, you may have only one personal interview. Larger companies may have an interview panel with multiple members and so one lengthy interview may suffice. The HR may only discuss the salary and other details with you. On the other hand, you may have to face a series of interviews of different types and techniques with the potential supervisors and other personnel. For details, refer to Chapter 3, Types of Interview. A number of styles and techniques are used by the interviewers during the interview. Interviewers include different types of questions-behavioural, aptitude, stress, technical, etc., in an attempt to learn more about you. Example:

Stress question: "What makes you feel. that you are suitable for the job?" Aptitude question: "Why are manhole covers round?" Behavioural question: "How will you deal with disagreement or conflict with a team member?"

For details, refer to Chapter 2, Interviewing Techniques.

1.5 Be Prepared Benjamin Franklin, American Revolutionary intellectuals believed living life to the fullest as an inventor, a diplomat, a writer and more. He shared his secret to success in one of his simple mottos: Plan your work. Work your plan. A common mistake is failing to recognize the potential of your competitors.

Intreview: An Overview

9

Don't make the mistake of underestimating them and don't think that the company has no other choices. Other candidates with the same skill sets as yours or probably more are likely to be interviewing for the same position. Hence, you need to be prepared for the interview: (i>

Research the organization to acquire more information.

(i>

Be informed about the position you have applied for.

(i>

Practise and prepare for the interview.

(i>

Improve your communication skills.

(i>

Learn to convince demonstrate your strengths and skills.

(i>

Be positive and confident throughout the interview.

Your goal is to impress the interviewers and to get the offer! For details, refer to Chapter 6, Ten Steps to Getting Prepared.

1.6 Factors Affecting an Interview Interview is not just about displaying knowledge and skills. Many things also depend on the interviewer. Hence, there are many other external factors that affect the outcome of an interview: (i>

First impressions Some interviewers have the tendency of jumping into conclusions and making snap judgements about candidates during the first few minutes of the interview. Poor personal apprearances, being late for the interview, being overly aggressive, or confused, or scared, lack of courtesy, all create a negative impression in the first few minutes. Unfortunately, as the interview progresses, these help in building up a negative impression about you. Unfavourable information about the applicant also influences the interviewers. Unfortunately, the interviewers take notice of the negative impressions and this does more harm even though you may later display some positive traits.

10

Intreview Skills ~

Ignorance of the interviewer The interviewer may not be from the team and is probably helping out with the recruitment process. Hence, there are chances that the interviewer may: Not know the actual requirements of the job or what the job entitles. Not know what sort of candidate is best suited for the job. Be impressed by the appearance and personality of the candidate. Select a candidate who seems to be the best, than who is the right. The interviewer may also be new to the interviewing process and is probably learning the art.

~

Interviewer's attitude and behaviours The attitude of the interviewer also affect the outcome of the interview. Inadvertently telegraphing expected answers. Talking so much that you have no time to answer their questions. Letting you dominate the interview. Making decisions based on the first impression. Conducting the interview for the heck of it. Acting more positively toward a favored (or negatively to an unfavoured) candidate.

~

Being biased Some interviewers get affected by personal characteristics. They may have a less favourable view of candidates who are disabled or do not have a good personality. Some of the basises are mentioned in the following table:

11

Intreview: An Overview

Favouring

Not Favouring

~ Non-disabled

~ Disabled

~ Males in general

~ Females in general

~ Married ladies

~ Unmarried ladies

~ Attractive personality

~ Unattractive personality

~ Good looking

~ Not good looking

1.7 Reasons Why People Don't Get Hired An interview is a test or an oral exam in which you are the person taking the exam. Some people do well inspite of not knowing all the answers and some don't inspite of knowing all the answers. Why does this happen? Well, you can blame the following: No.

Reasons

Reference

1.

Untidy and poor personal appearance

Section 8.3, Dress Neatly and Appropriately

2.

Negative first impression.

Section 8.2, First Impression

3.

Being late for the interview.

Section 8.1, Be on Time and Section 5.1, Not Showing Up On Time

4.

No eye-contact with the interviewer.

Section 5.6, Too Much Or Too Little Eye Contact

5.

Lack of interest and enthusiasm.

Section 5.8, Looking Disinterested

6.

Being rude to the receptionist

Section 5.2, Being Rude to the Receptionist

7.

HR form full of errors

Appendix C: Interview Forms

8.

Application form is incomplete or sloppy.

9.

No genuine interest in company or job.

Section 5.8. Looking Disinterested

12

Intreview Skills

10.

Having no idea about the organization.

Section 6.4. Step 4: Research the Company

II.

Having negative attitude about everything.

Section 8.10: Have the Right Attitude

12.

Focusing on job title rather than the position

Section 5.15, Focusing on Job Title Instead of The Position

13.

Letting loose a bloated ego during the interview.

14.

Gi ving indirect and round

about answers.

Section 5.10 Talking Too Much Or Too Little

15.

Lack of poises and appropriate posture.

Section 8.8.1, Sitting

16.

Nervousness and lack of confidence.

Section 5.3:Being Nervous

17.

Being over confident and aggressive.

18.

Being arrogant and rude.

Section 5.2: Being Rude to the Receptionist

19.

Having a negative attitude.

Section 8.10, Have the Right Attitude

20.

Taking phone caBs during the interview.

21.

Inability to express clearly.

Section 8.4, Speak Clearly

22.

Laughing and speaking too loud.

Section 4.10: Relax

23.

Not asking questions about

Section 8.12: Ask Questions the job.

24.

Lack of planning for career and having no purpose and no goals.

25.

Give vague responses to questions.

26.

Over emphasis on money.

27.

Discussing salary or asking about benefits and vacation.

28.

UnwiJIingness to start at the bottom.

Section 5.13, Asking Salary Related Questions

13

In/review: An Overview

29.

Lack of tact and courtesy.

30.

Not focusing on skills and/or knowledge.

31.

Lack of maturity.

32.

Displaying lack of trust.

Section 8.9, Build Trust

33.

Being dishonest.

Section 8.11, Be Honest

34.

Talking too much or too little.

Sections 5.14, 8.6, and 8.7

35.

Criticizing and bad mouthing past employers.

Section 5.14: Talking Negatively About Previous Employers

36.

No sense of humor.

37.

Not prepared for the interview.

Section 6.5, Step 5: Prepare for the Interview

38.

Skills and experience not matching the requirements

Section 6.3, Step 3: Research the Job

39.

High (but wrong) opinion about themselves.

Section 6.7, Step7: Focus on Skills

1.8 An Interview Scenario Many of you might be under the false impression that preparation is not required for an interview. You must have seen some of your friends attending an interview without any preparation and landing up with the job. There are exceptions and your friends are probably the lucky ones. Here, I have listed some questions and the unprepared answers that I have heard from different candidates during the interview. The answers may seem to be true and innocent, but will help you immensely in not getting the job. • 1.

Why did you apply for this job?

Answer:

Your advertisement mentioned that you were looking for candidates with mechanical engineering background. I am one and so, I applied.

14

Intreview Skills

2.

Did you not check the other skills required for the job?

Answer:

3.

I did and I did not understand anything. But since the advertisement mentioned that it is mandatory to have engineering background, I applied.

How did you hear about our company and what do you know of us?

Answer: I haven't heard about your company at all. I happened to see your job advertisement while going through naukri.com. 4.

Why do you want to work for this company?

Answer: I don't have any specific company in mind. Your HR called me for an interview and so I am here. 5.

What is your biggest

weakne~s?

Answer: I procrastinate because of which things pile up. There is always a last minute rush. Fortunately, I am a very friendly person and the team members don't hesitate to help me out. 6.

What is your biggest strength?

Answer:

7.

Why do you want to leave your present job?

Answer: 8.

Communication. Even though there is a last minute rush, I somehow manage to complete the tasks. My colleagues say that I ask favors in such a way that they are not in a position to refuse to help me out! They are paying me peanuts and I am working like a slave.

If you are not happy with the salary, why do you join

them?

Answer: Then, I did not have a job at all. Beggars cannot be choosers.

15

Intreview: An Overview

9.

Do you like your present job and the responsibilities you handle?

Answer: I like it very much. I love the work I am doing and the people I am working with. 10.

Then why are you looking for a change?

Answer: Just like that. I want to know my market value and so I applied for a few positions. If something works out well, I shall move on. 11.

What do you want from this job?

Answer: A good hike, say about 35-45% and other benefits like working from home, flexibility in working hours, overseas trip, etc. 12.

You are just out of college. What are your career goals and how do you plan to achieve them?

Answer: I am want team want 13.

Why should we hire you?

Answer:

14.

a motivated person. In two years, I to become a team leader leading a of 5-6 people. In five years time, I to be the manager of the department.

You have to hire some one. I am a motivational individual and I am qualified too. You should give me a try.

What would you do if one of the team members is not sharing the work-related information with you?

Answer: Well, it depends mainly on my mindset and mood at that situation. 15.

What is your salary expectation?

Answer: My eTe is XYZ. I expect a 30% hike. OR I am fresher, but I have heard that the market rate is Rs. 25,0001- to Rs. 35,0001per month. So, that is what I expect.

16

Intreview Skills

16.

How do justify that? Your skills don't match our requirements at all.

Answer:

17.

What was your worst mistake, and how did you learn from it?

Answer:

18.

Biggest challenge was the salary related discussion in my previous organization. Finally I had to accept what they offered and I decided that I shall move out as soon as possible.

What are your hobbies?

Answer:

2l.

Accomplishments? They did not even give . me a promotion or a good salary hike.

Describe a challenge you faced and how you overcame it?

Answer:

20.

The worst mistake was joining the present company at a lower salary. I was quick enough to learn that I need to move on to get a better hike, so I am here today.

What accomplishments in your last position are you most proud of?

Answer: 19.

Since I am changing my job, I expect a hike. OR Your's is a well known organization and I am sure you will go by the market rates.

I am passionate about reading and writing. I love to spend time surfing the web. I am extremely fond of collecting music download the MP3 files from the net.

Have you written any articles, poetries, anything? Do you blog?

Answer:

No! I have no time for all that, but I have written my project reports at college.

Intreview: An Overview

22.

17

What kind of books do you read?

Answer: I read newspaper regularly. I just started reading secret seven and famous five. 23.

Do you have any questions?

Answer:

What will be my salary? Do you follow flexible timing? I have to leave at 4.00 p.m. as I plan to go for dance classes. I won 'f be able to stay back later than that.

18

Intreview Skills

Points to remember (?

An interview is a conversation between and employer and a candidate for the purpose of filing a position within an organization or a business setup.

(?

During an interview, the interviewers check for the exact requirement they want in a candidate.

(?

They try to identify certain qualities in you.

(?

They are interested in finding out how you can contribute to the team.

(?

They check your skills, knowledge, experience, and attitude.

(?

The interviewers also check your interest and organizational fit.

(?

During the interview, you also get the opportunity to check them out.

(?

The number of interviews you may have to face depends on: The size of the organization. The requirement of the position. The number of candidates considered for the position.

(?

Some of the factors affecting the interview are: First impression. Ignorance of the interviewer. The attitude and the behaviour of the interviewer(s). Bias if any.

000

:'i ,l'lterviewing,.'" Techniques':,

This chapter tells you about the different interviewing techniques used by the interviewers:

rP rP rP rP rP rP rP rP rP

Section 2.1: An Overview Section 2.2: Technical Interview Section 2.3: Aptitude Interview Section 2.4: Competency Interview Section 2.5: Behavioural Interview Section 2.6: Situational Interview Section 2.7: Stress Interview Section 2.8: Human Resource Interview Section 2.9: Portfolio Based Interview

20

Intreview Skills

2.1 An Overview Interview is one of the most popular methods of assessment of a candidate because of its versatility. It is conducted to evaluate the candidates. The hiring decision is taken based on this evaluation by one or more interviewers. An organization seeking to fill a single position will typically interview a handful of candidates. Depending upon the type of information required, different approaches can be taken and different types of questions can be asked during the interview. (/)

Some interviews are like knowledge tests.

(/)

Some are like reference checks, where candidates provide information about their experiences, skills, strengths, and weaknesses .

(/)

Some are almost like job previews wherein the candidates are asked about certain scenario and asked to respond as they would on the job.

r.fi~~~~~~~1J .....ff. W~ :....:..::"

~"\.._

~~

Technical

Used for checking your technical knowledge.

Aptitude

Used to analyze your analytical, logical and problem solving skills most of these question may not have one correct answer.

Competency

Used for identifying the competencies and capabilities that an employer looks for in you.

Behavioural

Used for assessing behavioural traits by asking you various types of questions .

Situational

Used for assessing your behavioural traits by using hypothetical situations.

21

Intrerviewing Techniques

Stress

Used to determine your stress quotient, especially if you have applied for a position in which you will face stress and pressure.

Human Resources

Used to check your attitude, aptitude, interest, and other personal behaviours.

Personal Behaviourals

Is applicable in creative fields like modelling, painting, and journalism.

Interviews are considered to be .one of the most useful tools for evaluating the potential employees. But if enough time is not alloted for this activity and proper techniques are not used for evaluating the candidates, it will not be possible to identify the right candidate for the position, and the whole interview process could become unrealizable. To use the interviewing process to advantage, the interviewers have to invest t.ime and resources. They also conduct different types (.f interviews using different techniques. For example, the HR ;nay conduct personal and behavioural interviews and your immediate boss may conduct technical and competency interview.

2.1.1 Why Use Different Techniques? In most circumstances, there are no right or wrong answers to how duties or tasks are performed. Individuals working in varied environments will face different challenges which affect the way they do things. So the way you work or plan or organize your work, will be different than the method used by someone else. But the fact is, the various methods used by different individuals could be good and not less valid or effective than the other. Technical questions are the only types where you can give very specific answers.

A good interviewer will a/ways dig deeper into your answers to gather more information about you.

22

Intreview Skills

If the team has experienced people related problems, the interviewers may also conduct behavioural and situational interviews. Some interviewers blend different types of interviews to get an over all picture and idea about the candidate. They move from one type to another and blend styles to suit the interview objectives and to test for employment readiness. To be successful in any interview, you have to become familiar with various techniques and types used in an interviews by the organization. It is also important to provide succinct and logical answers that can with stand scrutiny if the interviewer decides to delve deeper into your answers. When there are many candidates or the job is particularly challenging or desirable, mUltiple rounds of job interviews may be used. When all the candidates have gone through all the rounds of the interview process, the employer will select the most suitable candidate(.s) and begin the negotiation of job offer.

2.2 Technical Interview If you have applied for a job that requires technical knowledge (e.g., positions in engineering or IT) you will be asked technical questions or have a separate technical interview to test your knowledge. Freshers may be asked questions based on their final year subjects and projects. You may also have to give a written test to show off your technical ability. You should try to prove yourself and also be prepared to admit to what you don't know. But remember not to sound negative in your response.

2.3 Aptitude Interview Aptitude interview questions often consist of brainteaser, riddles and other such questions that are designed to measure your analytic and problem-solving skills. Very common interview questions are along the lines of "How would you improve the design of this pen?" and "Why are manhole covers round?"

Intrerviewing Techniques

23

There is no single correct answer for the former questions and the interviewers are usually not interested in the correctness of your answers. They are interested in the following: ~

What you think about the situation.

~

How you analyze it.

~

The process how you logically arrive at your answers.

~

Your ability to be creative and think outside the box.

~

Your communication skills-how you share your thought process with the interviewer.

There are infinite numbers of such hypothetical questions that interviewers can ask. Try solving such questions before you go for the interview as it will give you an idea of how weird the questions can be and increase your ability to quickly think of some logical answers. Some questions may have direct answers.

2.4 Competency Interview As the name suggests, the competency interviews help in identifying your competencies or capabilities that an employer seeks for a particular job. You will have to focus on these aspects (which is often described in the job specification), not only in your resume but also speak about them in detail during the interview. Hence, if you do not have the list of job responsibilities with you, request for it when you are called for the interview. Your capabilities and competencies are actually tested during the personal interviews, so you must focus on orally demonstrating a mastery of skills in that area. Majority of the times, all candidates are asked the same questions. The answers given by the candidates decide the further direction or course of interview. Most of the interviewers determine the interviewer type and the selection criteria based on the roles they are recruiting for. During the interview, they examine whether or not you have the skills and aptitude they are looking for.

24

Intreview Skills ~

If you are starting off in your career or changing career, you will be asked generic questions.

~

If you are seeking a senior position that entails newer duties such as managing a team of people and performing performance appraisals, you will be asked questions that is very specific to the position.

,

'If you have applied for a senior position, the skills inherent in the new duties will be substantially different to the skills you already have, thus making these the most challenging of all interview questions. When you have not performed the duties before, it becomes difficult to link the required skills to the responsibilities you have handled or the skills you already have. The key to success is correct preparation. ~

If you seek a position that is similar to your present job profile, you will be asked about your current job and the activities you currently handle.

~

In general, you may also be asked questions that have nothing to do with your achievements at work or responsibilities you have handled.

The interviewers use the information you have described in the resume and the skills and behaviours they have identified as being necessary. They score your capabilities based on your reply and the examples you have cited to prove your abilities and evaluate them against their predefined criteria.

2.5 Behavioural Interview Behavioral interviews were earlier used to assess experienced candidates for senior positions. Now the levels of hierarchy have reduced and the youngsters also perform people and project management activities to an extent even if they are not in the management roles. So, it is used to assess candidates at all levels and across a range of industries. The questions asked in a behavioural interview is based on the theory that the best predictor of future performance is past performance.

Intrerviewing Techniques

25

That is, it is usually taken for granted that a person who has been performing well, will continue to be a good performer or become even better in the future considering the experience. These questions act as reference check. The difference is that you are the source of information. The interviewers try to obtain information from your past to know what you actually did in similar situations. You will be asked to respond to questions that require: (/>

Particulars of the situation, task, problems, or context.

(/>

You to cite examples of actions you have taken at certain situation.

(/>

Information about the actions you took to take care of the given situation.

(/>

Details about the impact of the actions taken (or not taken).

You can draw on real-life experiences to explain how you tackle various issues. Depending on the answer you give, you will be asked some follow-up questions. Example:

You could be asked about competency in working well in a team and about managing conflict in a team.

tP Can you tell us about any experiences you have had in dealing with different people working at various levels at the same time?

tP If I asked your co-workers about your greatest strength as a team member, what would they tell me?

tP Describe the most difficult challenge you faced ill trying to work cooperatively with someone who did not share the idem" you had about performing the tasks.

tP What is your approach in dealing with disagreement or conflict with the team members?

26

Intreview Skills

If> Did you have to deal with any disagreeable person?

If> How do you react when team members disagree? Other behaviours/competencies an interviewer might want to test include leadership, analytical skills, ability to work well under pressure, drive, self-discipline, motivation, initiative, etc. To succeed at this type of interview, be prepared to give accounts of how you have dealt with difficulties on the job. Here are some simple things you can do to face the behavioural interview: 1.

Identify the competencies asked for in the job posting.

2.

Think about at least two true, not hypothetical examples you can cite for each competency.

3.

Use STAR (Situation, Task, Action, Results) formula. For details, see Section 9.5, Discuss Your Success Stories.

4.

Make sure that the answers are specific to the situation, yet detailed.

5.

Ensure you have proof of the stories (examples), in case they are verified.

6.

Incorporate examples of behavioural techniques even when you are answering traditional questions.

2.6 Situational Interview In situational interviewing, you will be asked to respond to a specific situation you may face on the job. Situational interviews are similar to behavioural interviews, with the difference that while behavioural interviews focus on previous experience, situational interviews focus on a hypothetical situation. In a behavioral interview, the question will be, "Tell.me about a situation", where in you had to deal with XYZ situation." Where as in a situational interview, the question will be, "How would you handle XYZ situation?"

Intrerviewing Techniques

27

These questions are based on the assumption that what you say you would do, is what you will actually do in a given situation. Example:

For a management position, the interviewer might ask: How will you handle a disgruntled employee in your department who arrives late to work, goes for long coffee and lunch breaks, spends time talking on the phone, visiting the gym, and gossiping with friends. Because of this behaviours, the assigned projects are never completed on schedule and the employee has to often take help from the team members to complete the project on time.

The problem described in this question is similar to the scenarios that happen at work. Here, you are asked to describe what you would do in the given situation. These types of questions are designed to draw out more of your analytical and problem solving skills, as well as how you handle problems with short notice and minimal preparation. The key to answering such questions confidently is to be prepared-review your work experiences, the steps you had taken to resolve problems, and make connections between expected questions and situations. You should also think of some incidents which you can cite as examples and include them in your answers to show that you have experience handling similar situations.

2.7 Stress Interview The stress interview technique is typically used only for positions iri which you will be facing stress on the job, and the interviewer wants to see how well you can handle the pressure. The stress interview is usually a deliberate attempt to intentionally create and promote discomfort. The purpose of this type of the interview is also to test your ability to handle yourself and your decisionmaking skills under pressure in such difficult situations.

28

Intreview Skills

It might a~o involve:

c?

Testing your behaviour in a busy and stressful environment. You· can expect questions about handling excess work, dealing with multiple projects, and handling conflicts.

c?

Testing your general behaviour: One of the interviewers (probably the HR person) might behave in an uninterested or hostile style and may try to pressurize you in one of several ways: Asking three-four questions in a row, not giving you the time to reply. Acting rude or sarcastic. Disagreeing with you unnecessarily. Keeping you waiting for a long period. Taking phone calls, specially when you are giving a serious reply. Rolling their eyes at the your answers. Looking at you blankly as you talk. Keeping silent and spending time taking notes.

At senior positions you may face many stressful situations and then you are expected to keep your cool. The goal is to provoke you and then assess how you handle pressure or react to such situations. Example:

Some of the stress interview questions could be:

Tricky situation: "What will you do if you catch a colleague stealing office stationary?" Doubting you: "I don't think you clearly understood our question. Tell me what really makes you suitable for this position." Putting you on the spot: "Do you think you are suitable for this position?"

Intrerviewing Techniques

29

Don't take any of these comments personally. But be alert while you reply because you cannot be absolutely sure if the comment is to provoke you or if the interviewer really felt that you have not understood the question properly. In ,any case, be calm, confident, and concentrate on displaying your skills and accomplishments. The key to surviving stress interviews is to remain calm, and avoid getting angry or defensive. This form of interview was more common in sales and management positions. Most of you may not encounter such interviews, but it is important to know that they exist, and more importantly, you should know how to handle the situation if you face such a situation.

2.8 Human Resource Interview Interviewers will usually prefer candidates who are interested in a long-term commitment. After all, they are spending time, effort, and money in interviewing, hiring and then training them to do the job. They are not interested in hiring someone who will leave after the training period. Expressing an interest in career path opportunities sends a message of greater commitment than just showing that you are interested only in the current position for which you are being interviewed. Since the other interviewers have to concentrate on certain aspects of the candidate like technical knowledge, suitability or fit in the team (depending on the existing members), experience, etc., certain areas are left exclusively for the HR personals. If the other interviewers feel that the candidates require extra questioning about certain areas, they may either ask the questions themselves and/or mention it to the HR who will do the needful. The human resource department is responsible for initially screening the candidates and later for making a final decision from the qualifying shortlisted candidates. You should establish a rapport and cooperate with human resource representatives because their opinion about you matters a lot.

30

Intreview Skills

2.9 Portfolio Based Interview This type of interview is applicable for jobs in creative field like media, modelling, painting, writing, and journalism. You may be asked to bring a portfolio of your work to the interview, in which case the questions will be based on your work. You will talk in depth about the information you will have chosen to present in your portfolio. If you are a journalist or a technical writer, you have take your work portfolio to the interview even if you are not asked to bring the writing samples of your work. Experienced writers should be able to present a sample of the work that shows of your experience, talent, and writing skills. If you do not have samples of a written project, create something on your own. The interviewer will look through the portfolio to see the kind of work you have done. They will check how you construct your sentences, organize your thoughts, and make words flow.

Portfolios are particularly helpful if you do not have much work experience to show of your skills to the interviewers. The interviewers will ask you questions based on the samples you have presented. So, ensure that you bring in your own portfolio. In your effort to impress the interviewer, don't give away secrets or proprietary information of the organization you are working with, even if it shows of your work in a good light. For details, see Section 6.9, Step 9: Prepare a Portfolio.

31

Intrerviewing Techniques

Points To Remember (?

The hiring decision is taken based on this evaluation by one or more interviewers.

(?

Interview is one of the most popular methods of assessment of a candidate because of its versatility.

(?

Some interviews are like knowledge tests.

(?

Some are like reference checks, where candidates provide information about their experiences, skills, strengths, and weaknesses.

(?

Some are almost like job previews wherein the candidates are asked about certain scenario and asked to respond as they would on the job.

(?

Technical interview is used to check your technical knowledge.

(?

Aptitude interview questions often consist of brainteaser, riddles and other such tests that are designed to measure your analytic and problem-solving skills.

(?

Competency interviews help in identifying your competencies or capabilities that an employer seeks for a particular job (that is often described in the job specification).

(?

Behavioural interview is used for assessing your behavioural traits by asking you varied types of questions. These questions act as reference check. The difference is that you are the source of information.

(?

Situational interview is used for assessing your stress quotient, especially if you have applied for a job in which you will face stress and pressure interviewing techniques.

(?

Human resource interviews are conducted by the human resource personal to check your attitude, aptitude, Internet, and other personal behaviours.

(?

Portfolio interview is applicable for jobs in creative field like media, modelling, painting, and journalism.

000

"This page is Intentionally Left Blank"

, ,Types of Interview

This chapter covers the following topics: ~

Section 3.1: Telephone Interviews

~

Section 3.2: Personal Interviews

~

Section 3.3: Panel Interviews

~

Section 3.4: Group Interviews

~

Section 3.5: Sequential Interviews

~

Section 3.6: Unstructured Interviews

~

Section 3.7: Structured Interviews

34

Intreview Skills

There are different types of interviews. Once you are selected for an interview, you may have to face one or more types and techniques of interviews. Most employers may ask the shortlisted candidates to come back to attend multiple interviews to make sure that the employees will fit into their requirements, the team, and the companys culture well. Types of Interviews

Description

Telephone

Used for initial screening of the candidates .

Personal

One-to-one meeeting between the candidate and the interviewers.

Panel

Candidate meets serval interviewers at a time. That is, one interview by a panel of interviewers.

Group

A group of candidates are given a topic to discuss among themselves and the interviewers observe them.

Sequential

Candidates have to appear for a sequence of interviewers, one after the other with different interviewers.

Structured

Interviewers allow the interview to take its own course, based on the answer given by the candidate.

Unstructured

An interviewer will use different techniques when interviewing the candidates.

3.1 Telephone Interviews In telephone interview (tele-interview as it is commonly known as), the interviewer and the candidate interact through telephone. Telephone interviews are increasingly being used by organizations as an integral part of the recruitment process. Most commonly, they are used as a method of initial screening to weed out unsuitable candidates but solhe also use them for the actual interviews as well. One of the reasons why it is so popular, is because the interviewers can judge the technical knowledge, interest, attitude,

35

Types of Interview

and communication skills of the candidate without incurring heavy expenses, which are involved in personal interviews. Many of the interviewers inform you in advance and arrange for a time slot that is convenient for you and for them. But there are many others who may call you up when they are free. So, you should also be pr.epared for such calls. It is just as important to make a good first impression on the telephone as it is in person. In this type of interview, body language does not play any role and the entire interaction is based on spoken wordslhow you speak, what you speak, confidence level, the tone in which you speak, etc. For details, see Chapter 7, Telephone Interviews.

3.2 Personal Interviews Personal interviews are one-to-one meetings between the candidate and the interviewer. It is the most common mode of interview, and probably the most important. It can be formal or informal and can be used for any type of interviewing-technical, situational, stress, behavioural, etc. If a number of candidates are being interviewed, each interviewer will maintain a grade list (ranging from 1-5) as shown in the Table 3.1.

Table 3.1: Grading Multiple Candidates

36

tntreview Skills

The interviewer will often have a series of prepared questions, but some interviewers may also make up questions as the interview progressess depending on the situation and the progression of the interview. So, each interviewer may also end up asking a combination of all the types of questions. During the interview, maintain eye-contact, listen attentively, and reply after a question has been asked. Your goal is to establish rapport with the interviewer, show them your skills and abilities, and ensure that your qualifications will benefit their organization.

3.3 Panel Interviews In a panel interview, you will meet with several interviewers at one time. The composition of this panel could include:

t9 t9 t9 t9 t9

The manager of you might report to. Immediate supervisor or team leader. Colleagues (employees from the department that is hiring). A human resources personal. Managers from the other teams that you will be closely working with.

The actual number of interviewers may vary, but will have a specialist who knows about the job in detail, the departmental manager, and the HR manager. So, the minimum number of interviewers will usually be three and it could go up to 5-8 depending on the situation and the seniority of the position. These interviewers may take turns asking you prepared questions. They will ask you questions that represents their area of concern. Generally, other candidates will be asked the same questions so that the answers can be compared by the interviewers. Panel interviews were first used only in academia and senior positions, but are becoming popular in other areas too. The panel interview is advantageous to the interviewers and the candidates:

t9

For the interviewers: It is more reliable since the panel members hear all the answers of the candidates. They

Types of Interview

37

can discuss about a candidate and make apt decisions without any confusion. There is no need for comparing answers and there is also no loss of information. ~

For the candidates (you): This type of interview is less time consuming. However, it can be more stressful since several interviewers are involved, all your answers will be heard and judged by all the interviewers and the interview questions may be more rapidly paced.

3.3.1 Tips To succeed in this type of interviews, anticipate and prepare for questions on a variety of issues related to the organization, position, and designation you have applied. Thorough research of the company, the requirements, and the expectations will help you to prepare for such interviews. Some tips that will help you make an impression and be successful in panel interviews are as follows: ~

You must know the titles (designation) of the people on the panel you will be meeting.

~

After entering the room, greet the panel with a pleasant hello and/or a firm handshake.

~

If the interviewers are sharing resumes, offer to give a copy of your resume to everyone. Hence, you have to carry a few copies of your resume with you.

~

Look friendly, with a pleasant and confident smile.

~

The interviewers want to determine whether they like you and whether you will fit in their team. The best way to gain this confidence is to appear confident yourself.

~

Begin your answer by looking at the person who asked the question. Then try to make eye-contact with others on the panel. It is not necessary to make eye contact with each and every person in the panel for each answer you give. But ensure that you do not leave anyone in the course of the entire interview. All the interviewers are equally important.

38

Intreview Skills

When it is time to ask a question of your own, try to direct it to the relevant person. That is, ask work-related questions to the departmental manager, HR-related questions to the HR manager. At the end of the interview, thank everyone. End the interview by telling the groups that you have enjoyed the interview and that you hope they enjoyed talking to you and feel that you would be a suitable candidate.

3.4 Group Interviews When several (10-20) applicants are interviewed at the same time, it is called the group interview or commonly as group discussion. Candidates are brought together to participate in an informal discussion where a topic is introduced by the interviewer. Example:

- Is China getting geared up to become the IT giant? - Is globalization affecting Indian lifestyle? - Do women make good managers?

The group discussion is usually used by large organizations when recruiting graduates, from the colleges. This interview can last from 1-3 hours during which interviewers will closely observe and record the responses and interaction styles of each applicant and compare notes at the end. It is the way to initially screen candidates, by observing how they behave and stand out among their peers. This type of interview is used by the interviewer to observe:

tP tP tP tP tP tP tP

Communication skills. Interpersonal skills. Persuasion and leadership skills. How you react under pressure and stressful situation. How you interact within people with dierent personalities. The fit within the group. Group interaction and participation.

Types of Interview

39

~

Alertness and presence of mind.

~

Problem-solving abilities.

~

Ability to work as a team without alienating certain members.

~

Ability to assist in resolving the issue at hand.

~

If you can take criticism (constructive or otherwise).

~

If you involve other team members.

~

Give constructive criticism.

3.4.1 Common Mistakes The most common mistakes made during the group interview are: ~

Being too conscious of the presence of other candidates.

~

Inappropriate non-verbal communicationlvolume of sound, facial expression, eye-contact, posture, etc.

~

Talking too much without actively listening tQ others.

~

Being too nervous.

~

Being too dominating.

~

Not contributing in the discussion.

~

Hesitating to disagree even with good reasons.

3.4.2 Tips Before attending a group interviews, try to take advice of someone who has experienced this type of interviews. Some pointers that will help you excel in this type of interview are: ~

Arrive early. This wIll give you time to meet the other candidates and will help in overcoming the initial nervousness.

~

Be alert and ready to talk on any given topic.

~

This discussion is interactive; so pay attention to what is being said so that you can participate.

40

Intreview Skills ~

Usually group interviews are designed to see how you interact with other people so be courteous to your fellow interviewers.

~

Be assertive not dominating. Try to maintain a balanced tone in your discussion and analysis.

~

Interviewers may be looking for leadership skills, but this does not mean that you have to be dominating or try to be the loudest. Instead, act as a facilitator "Let's listen to what the others have to say." This shows that you are confident, but willing to listen to others.

~

Include quieter people. If someone hasn't said much, ask their opinion. This will show that you are considerate and a real team player. But don't defer to someone else when it is your chance to speak.

~

Praise others for their good ideas. It is a good way to be friendly and a little authoritative at the same time.

~

Don't be shy. Speak out, but don't cut other people off.

3.5 Sequential Interview A sequence of personal interviews, with a different interviewer each time is called a sequential interview. Each interviewer will ask questions to test different sets of competencies. It is different from a panel interview, where all the interviewers came together to interview you. In the sequential type, they interview you separately. 1.

The first stage may begin with a brief meetings with the panel of interviewers. Where you meet all the individuals who will be interviewing you.

2.

You will be given a schedule of the interview. They may share the information to you a couple of days before you attend the interview so that you are prepared in terms of the time it may take and for the kind of interview you may have to attend.

Types of Interview

41

!iiO:l":"h~.t.!.

I,

(,;,.J

•

~

...\1: ..........

8.45 a.m.

Report to the Front desk

9.00 a.m.

Introduction to Panel

Ms. Sujatha Krishnan

9.30 a.m. -10.25 a.m.

Technical 1: C++

Mr. Sunil Deshpande

10.30 a.m. -11.25 a.m. Technical 2: Java

Mr. Arjun Kapoor

11.30 a.m. -12.25 p.m. Aptitude

Ms. Pooja Pawar

12.30 p.m. - 1.00 p.m. Lunch

With Panel Members

1.15 p.m. - 2.00 p.m.

Mr. Rahul Verma

Compentency

2. 00 p.m. - 3.00 p.m. Human Resources

3.

Ms . Sujatha Krishnan

It might be followed by a tour around the company

(specially if you are being considered for a senior position). 4.

Then you have the sequences of interviews, where in each interviewer will focus on their own area of interest.

5.

The interview might end with a HR interview.

You may find yourself answering the same questions over and over. If this happens, make sure that you answer each one of them with identical answers because the interviewers will compare notes. Also, give the answers with enthusiasm. Do not get bored with the same questions asked to you and don't let it reflect on your body language.

3.6 Unstructured Interview Sometimes an interview will have no clear structure and you may feel that is more like an informal chat about you, your interests, and your career ambitions. Such interviews are unstructural in nature. In an unstructured interview, the interviewer has to make a broad evaluation about you-your skills, knowledge, interest, attitude, etc. This will happen when the manager or supervisor of the team who is interviewing you wants to get a first hand overall picture about you . In any case, you should treat each question with equal importance.

Intreview Skills

42

You may face similar questions from the other interviewers. They may also want to know about you, your interests and skills. Do not get bored to answer the same questions and most importantly, do not let the boredom show on your face, body language, or in your answers.

3.7 Structured Interview In a structured interview, an interviewer asks each candidate the same questions, in almost the same order, from an established set of categories. It usually starts with opening or ice-breaking questions and moves on to education, interest, experience, projects, team spirit, motivation, etc. Most traditional interviews are based on this format, but nobody strictly follows it. These interviews are designed to address each competency area (e.g., education, technical skills, interpersonal skills, managing conflict, problem solving skills, decision-making) that is relevant to a given position.

Table 3.2: Grading one Candidate

The interviewers who follow this methodology very strictly, have a description of the required skills of an ideal candidate. Each interviewer will rate the candidates for each competency area as shown in table 3.2.

Types of Interview

43

You may add more to this list. In order to be called structured, an interview must have three characteristics: ~

Questions should be specifics to the duties and responsibilities of the position.

~

Questions should be developed to tap specific qualifications of the candidates.

~

The answers should be evaluated against established criteria.

Intreview Skills

44

Points To Remember ~

In telephone interview (tele-interview as it is commonly known as), the interviewer and the candidate interact through telephone.

~

Personal interviews are one-to-one meetings between the candidate and the interviewer. It is the most common mode of interview.

~

In a panel interview, you will meet with several interviewers at one time.

~

When several (10-20) applicants are interviewed at the same time, it is called the group interview or commonly as group discussion.

~

A sequence of personal interviews, with a different interviewer each time is called a sequential interview.

~

Sometimes an interview will have no clear structure and you may feel that is more like an informal chat about you, your interests, and your career ambitions. Such interviews are unstructural in nature.

~

In a structured interview, an interviewer asks each candidate the same questions, in almost the same order, from an established set of categories.

~

During the interview, maintain eye-contact, listen attentively, and reply after a question has been asked.

000

,Interview Myths ,

.

This chapter discusses the following myths regarding interviews: ~

Myth 1: The Interview is about Proving Yourself

~

Myth 2: The Best Person For The Job Gets It

~

Myth 3: One Who Answers the Best Gets the Job

~

Myth 4: Give Perfect Answer

~

Myth 5: Speak a Lot

~

Myth 6: Interviewers Know What They Are Doing

~

Myth 7: Never Say "I Do not know"

~

Myth 8: Looks Matter

~

Myth 9: You Must Ask Questions

~

Myth 10: Relax!

(/)

Myth 11 :Interviewers are Looking for Flaws

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·All of us know that the purpose of an interview is to allow an interviewer talk to the candidates to check who will perform well in a particular job and make the hiring decision. Many a times people fail at interviews is because they do not realize how interviews really work and what makes one candidate stand out more than another. They also have several misconceptions or myths about the interview. This lack of understanding is a major obstacle that does not let you perform well during an interview. The better you understand how interviews work or do not work, the higher the probability of improving your performance during an interview. Understanding the myths surrounding interviews gives you a great start for success. The philosophy of interview is similar to that of life-the better you understand their underlying nature the higher are the chances of handling them successfully. A clearer picture of the true nature of interviews will help you in your preparation and will contribute to your confidence and performance.

4.1 Myth 1: The Interview is About Proving Yourself Many of you may think that interview is only about proving yourself. A few people actually understand that interview allows the candidates to meet with the prospective employers, talk with them, and analyze them. Think of a job interview as a first date where in you and the interviewers you are both trying to analyze each other and figure out if you are compatible. This mind-set offers many advantages: ~

It will make you curious, not desperate.

~

You will not assume a too formal appearance or conversation.

~

You will talk about your interests and what you actually want to talk about.

~

You are more likely to ask questions during the interview.

This is an opportunity to ask them questions and clarify your thoughts.

Interview Myths

47

Just as the interviewer uses the interview to decide about your performance, you also need to be sure you want to join them. Asking questions will help you assess if you really want the job. Interview is thus an opportunity for both you and the interviewers to check if you are mutually compatible.

4.2 Myth 2: The Best Person For The Job Gets It This is not true except in a situation where the recruitment is internal. That is, an employee working in one department moves to another. Some employers, usually the ones who have had bad experiences by hiring the wrong people in the past take efforts to set up hiring procedures designed to minimize hiring mistakes. Whilst some of these procedures are effective in improving decisions regarding selection of candidate, they do not guarantee that the best person for the job will actually win it. Choosing someone for a job involves human beings making a decision about another human being. Sometimes, personal preferences creep into this decision. Hence, though ideally, the best person should get the job, in reality the person who performs best and displays positive attitude at the interview gets the job. The important lessons here are: (/)

If someone else who is better qualified and experienced than you is appearing for the interview, do not panic. Just take the extra trouble in preparing properly for the interview. Be confident and perform to your satisfaction.

(/)

If you Know that you are the best candidate for the job, don't take it for granted. Ensure that you prepare yourself well as though you are competing against someone better than you.

(/)

The best candidate in terms of skills and knowledge, but with low confidence or with a negative approach or attitude will surely be rejected.

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48

A number of things need to be in place to recruit the best person for the job. Apart from the other factors, it also includes how the interviewers and HR conduct the interview.

The Interviewers The interviewers should know their job. They should: {P

Know the job profile of the advertised position clearly and distinctly.

{P

Know the skills and personality traits that are acceptable and what are not acceptable at all.

{P

Be able to identify the transferable skills.

{P

Be well prepared for the interview and know what questions to ask.

{P

Not be taken in by the charm, good looks, great humour, or any other such aspects of the candidate.

{P

Be able to clearly evaluate the candidates for their skills, key achievements, and place in the department or organization.

The Human Resource (HR) The human resource personals should be able to do the following: {P

Judge the personalities of the candidates. They should be trained to make this judgement by asking appropriate questions and observing the candidates.

{P

Cross check certain facts stated by the candidates.

{P

Evaluate the overall performance of the candidate.

4.3 Myth 3: One Who Answers the Best Gets the Job Being able to articulate good answers in an interview is very important, and failure to do so will almost certainly mean you do not get the job. However, interviews are much more than just giving correct answers.

Interview Myths

49

They are also about convincing the interviewer that you are: ~

A nice person to work with.

~

Suitable (or the right t) for the job.

~

You are a motivated and talented individual.

~

Genuinely interested in the job.

~

Professional, honest, and trust worthy.

~

The person who has the aptitude and the attitude required for the job.

~

The right candidate who has all the skills they are looking for.

In reality it does not matter how technically correct your answers are. If the interviewer does not like you or your attitude, there is not much chance you will get the job unless the interviewer is desperate to hire someone. So avoid thinking about interviews just in terms of answering questions correctly. There are things you can do (and things you should not do) that will improve your interview skills.

4.4 Myth 4: Give Perfect Answer Many candidates may feel that they have to provide the perfect answer to every question put to them. The simple truth is, there is nothing called a perfect answer. What may seem to be a perfect answer to me may not the perfect answer for another interviewer. Many a times, you may not be sure about what the interviewer wants to hear and may keep on talking, hoping to cover all the related topics. You may get so obsessed with the idea of delivering the perfect answer that you may not stop until you think you have produced a perfect response. Because of this, you may stumble over your words, repeat yourself, and talk in circles.

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Interviews are like school exams-the more you prepare, the better you will be able to perform. But unlike exams, wher~ correctness and accuracy is given importance, interviews are about: ~

Interaction and communication.

~

Rapport building.

~

Answering smartly and confidently.

~

Answering to the point.

~

Justifying your answers citing examples.

~

Talking about your achievements in a confident manner.

4.5 Myth 5: Speak a Lot Short answers capture the interest of the interviewers. Smart answers keep them captivated. So, don't drive them to distraction despite their details for maintaining technical accuracy. It is very important to know what to say, how to say, and when to stop talking. Don't repeat yourself. If you talk too much, the interviewer may loose concentration and interest. ~

They may decide that you beat around the bush and don't speak to the point. This is the last thing that should happen at an interview.

~

If the interviewer wants to know more, they may prompt you to continue or ask you more questions.

~

If they don't you can mention that you know more about the topic and can speak about it in detail if they are interested. Ask them if they want you to continue.

4.6 Myth 6: Interviewers Know What They Are Doing Most of the managers or interviewers are very good and capable at their areas of work and what they do. Some signs of a good interviewer are: ~

They will try to make you feel at ease.

Interview Myths

51

~

They are genuinely interested in your accomplishments and skills.

~

They want to know what you have done and how you have done it.

~

They seem to want to know more about you.

~

They have their questions carefully prepared in advance.

~

They like to hear you talk specially when you justify your achievements.

However, all the managers may not be good interviewers. They often fail as interviewers because of the following reasons: ~

Do most of the talking.

~

Probably have made up their mind about you in the first five minutes.

~

Don't concentrate and gi ve their 100% attention to the interview.

~

Don't have any idea about the field they are interviewing you for.

~

Do not ask the right questions.

~

Ask questions that have little to do with your ability to perform in the job.

If you are being interviewed by such people, do not wait to be

asked a good question that will allow you to talk about all your skills and qualities. Instead answer to the questions asked by them such that they get the information they might really want to know.

4.7 Myth 7: Never Say "I Do not Know" Interviews are about making a positive impression by answering questions intelligently and building rapport with the interviewer. Sometimes, you may feel that you have to provide the perfect answer to every question, irrespective of whether or not you actually know the answer. A great interview is one in which you can answer all the questions to the satisfaction of the interviewers.

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You will be able to do so if you take the time to prepare for it. However, if you do not know the answer to something, it is better to admit it rather than pretend to know. Trying to answer a question that you don't know about could undermine and otherwise great interview. It may make you sound less than intelligent and dishonest. This does not mean that you cannot attempt answers that you are unsure of. There is nothing wrong giving a try, as long as you make your uncertainty clear to the interviewer at the outset. This what you may say before answering such a question: This is not an area I am familiar with. In any case, I shall try to answer the question but I am not sure if I am correct.

4.8 Myth 8: Looks Matter It is very important to dress appropriately, be friendly, and

demonstrate a good personality during the interview. But this does not mean that you need to have good looks to get the attention of the interviewers. Good look is necessary if: ((>

You want to become a model or an actor.

((>

You want to become an air-hostess.

((>

You are looking for a job in hospitality field (apart from the other skills).

((>

You are applying for a front office job (here, friendliness and a pleasant personality are more important).

In other careers, your skills, knowledge, experience, and attitude are more important than your looks. An inexperienced employer might hire on the basis of superficial factors, but most interviewers are smarter than that. In this competitive environment, employers are aware that a poor hiring decision can prove very costly. They are interested in hiring skill ful, knowledgeable, and experienced candidates. More than looks, positive body language makes an impact during the interviews. Body language, is a means of interaction and the interviewer can judge you in totality, particularly your facial expression, manners, and body movements.

Interview Myths

53

4.9 Myth 9: You Must Ask Questions The most common perception is that you have to ask questions at the end of the interview to demonstrate your interest and intelligence. How can asking a few questions at the end of the session make you sound intelligent or interested in the job if you have not performed well during the interview and demonstrated the traits? The truth is, simply asking questions for the sake of asking them will not improve your chances of getting a job. Ask a question if you have a genuine query. If you have no questions to ask, say something like, "Thank you, but I have no questions. During the interview you have covered all the aspects regarding the job and answered the questions I had." Ask questions because you want more information to make a well thought about decision. Try to concentrate on issues, which are important to you. It could be about the exact roles and responsibilities, the reporting structure, etc.

4.10 Myth 10: Relax! You must have heard or read time and again-RELAX. It does not mean to take the interview lightly. Here, relax means not to get too tensed and jittery about the interview. Whilst it is important to be relaxed so that you can perform well during the interview, answer confidently, and show your better side, it is also important not to relax too much to take it lightly. Most of the interviews are formal events in which very relaxed behaviours are unacceptable. In such sitations, just being your usual self could spell disaster (as contradictory as that may sound). If being yourself means leaning back on your chair with your legs crossed, making jokes of all situations, laughing aloud, and taking things lightly, you are sure to find yourself attending a number of interviews. It is true that though interviewers like people to be relaxed and confident, they also have definite expectations about the behaviours that are appropriate for an interview.

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4.11 Myth 11: Interviewers are Looking for Flaws If you believe that interviewers are on look out for flaws in the people they interview, you are in trouble because: (?

You become distrustful and adopt a defensive attitude during the interview.

(?

This belief will not allow you to establish the mutual rapport and trust.

(?

It may also prevent you from opening up and giving

honest answers. Interviewers prepare their interview to check if you are a right fit in the organization in terms of skill, knowledge, and attitude. They don't conduct interviews in an attempt to uncover your flaws but to get an insight into what you have to offer the department and company. But yes, a good interviewer will uncover some personality traits in you which they may not be in favour of (like arrogance or attitude problem), during the interview process. You can demonstrate your worth if you answer the questions by treating them as opportunities to excel and prove yourself rather than being unnecessarily guarded.

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Interview Myths

Points To Remember

fP

The best person for the job does not necessarily get the job.

fP

The person who gives the best interview usually gets the job.

fP

Interviews are not just about giving technically and politically correct answers.

fP

Interviews are also about building trust and rapport with the interviewers even before you join the organization.

fP

Interviews though it may seem to be informal, require relatively formal behaviours.

fP fP

Not all interviewers know what they are doing. It is better to be honest and admit ignorance than try to pretend you know an answer and later look like a fool or a liar.

fP

Good looking people may attract attention, but they don't get the job only because of their looks. Employers value talent and knowledge over superficial factors.

fP

Striving to give the perfect answer can get you into trouble. It is better to give a correct and confident answer rather than searching for perfection.

fP

Do not ask questions for the sake of asking. Ask questions only if you have genuine queries that have not been covered during the interview.

fP

Interviewers are not interested in checking your flaws They are interested in checking your knowledge and in getting an overall picture of how you fit in the existing organizational structure.

fP

View every question as an opportunity to highlight your best skills, experience, and attitude.

000

"This page is Intentionally Left Blank"

CO'mmon lntervi,8w · Mistak.e;s. "

,)

.

"Ho'c threatened to continue ::ln91"9 until

+

\NO

hire him."

This chapter covers most of the commonly made mistakes and blunders during an interview. Most of you must have walked out of interviews thinking of all the great things you forgot to mention and all the things you should not have said. Don't worry! All of us have made such mistakes during interviews. Before you read about the tips and guidelines to be followed for a great interview, you have to consider the worst interview mistakes. Understanding the mistakes and blunders will help you realize the importance of doing the right things. The most important thing about mistakes is learning from them and not repeating them.

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5.1 Not Showing Up On Time One of the first lesson taught about attending an interview is to show up on time. Many of you probably know that coming late creates a poor impression even if you have a valid reason. During such a situation, ensure to call up the contact person and let them know that you might come in late due to some unforeseen problem. This will not keep them waiting for you. Many of you probably don't realize that showing up too early also does not create a very good impression. Ideally, arrive lOIS minutes early for an interview. If you have set out early because you did not want to get caught in a traffic jam and have reached the place of interview more than an hour early, do either of the following:

rP

Spend sometime at a nearby coffee shop if there is one.

~

Come in and let the receptionist or the front desk know about your actual interview time. State that you will wait for your scheduled time.

~

Request the receptionist for company brochures and/or newsletters so that you can read and understand about the business, clients, and products of the organization.

5.2 Being Rude to the Receptionist The first person you meet at the place of an interview is the receptionists. Most of the time, when the candidates come in very early, they pester the front-desk executive (receptionist) to inform the interviewer that they are already in. This can be very irritating, both for the receptionist and the interviewer. The receptionists are usually told about the interview schedule. They know their duty and the interview process that is followed in the organization. The receptionist is the person who observes you right from the time you come in and so chances are that the interviewer may also solicit their opinion of you after you leave.

Common Interview Mistakes

59

The receptionist may thus have the power to state their opinion about you-positive or negative trait-that you have displayed while you were at the reception. This could influence the final decision of the interviewers. So, don't pester them or be rude to them. Make your requests politely. For all you know, your professional and polite behaviour may be of some help to you.

5.3 Being Nervous It is common to feel anxious before and during an interview. But sometimes people become too nervous that they are full of tension and anxiety. The problem is, if you are too nervous, you may not be able to control your nervousness which will result in the following problems: ~

You may fail to think clearly.

~

You will not be able to express yourself clearly. So the answers may sound vague.

~

You may loose your confidence and so what you say about your achievements and performances may not sound genuine.

~

You may forget your answers and fumble.

~

So, as far as possible try to avoid nervousness and try to keep your cool.

5.4 Poor Handshake These days, people at work, irrespective of their gender, generally greet with a handshake. The interview also starts with a handshake. With the help of a handshake people can make a reasonably good judgement about your personality. So, it is your first opportunity to create a great impression. ~

The limp hand gives the impression of disinterest or weakness.

~

Shaking hands with tips of the fingers shows lack of ability to concentrate and engage in the tasks you are supposed to perform.

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a>

An extremely firm handshake shows too much of aggressiveness.

The sole purpose of handshake here is to establish rapport, not to demonstrate your strength or muscle power. A handshake should be firm; not limp or full of strength. If you suffer badly from sweaty palms, ensure to wipe your hands dry or just warn the interviewer that you have sweaty palm-it is better than wetting their palms.

5.5 Not Being Aware of Your Body Language Apart from words and handshake, body language is an extremely powerful communicator. Just as you handshake, your body language also tells more about your personality. Many candidates pay little or no attention to their body language. Eye-contact, sitting position, posture, body movements, and facial expressions are all very important aspects of displaying your confidence or lack of it. Failing to use it effectively will almost certainly put you at a significant disadvantage. For details, see Section 8.8, Positive Body Language. Like so many of the non-verbal communicators, body language may differ between cultures. It j-; important that you gain information about the cultural differences and norms before walking into an interview.

5.6 Too Much Or Too Little Eye Contact Eye contact shows your confidence but overdoing it (i.e. staring continuously) also creates a negative effect.

a>

Hardly making any eye-contact also put people off and make them wonder what you are trying to hide by avoiding an "eye contact".

a>

A voiding eye contact altogether will make you will seem shifty, untruthful, or disinterested.

a>

Not making enough "eye contact" will more than likely signal that you lack confident and perhaps suffer from low self-esteem.

Common Interview Mistakes

61

~

Making appropriate or enough eye-contact means you are condent and have nothing to hide or lie about.

~

Staring can put people off or make them feel uncomfortable.

The key to successful eye contact is by avoiding extremes. Bear in mind that interviews are largely about imparting impressions. In reality, you may be a confident and outgoing person, but if you fail to make enough eye contact with the interviewer, you will probably fail to communicate that to the interviewer.

5.7 Failing to Express Clearly Interview make people nervous. Tension and anxiety are the byproducts of nervousness. Because of anxiety and wanting to give perfect answers you may try too hard as a result of which you may fail to express your thoughts clearly. You can convert simple sentences into gibberish because your mind will be trying to think of a perfect answer as you speak out. To avoid such a situation, do the following: ~

Wait for a minute before you answer and get your thoughts organized.

~

Don't try too hard to impress.

~

A void trying to sound knowledgeable by using jargon or complex sentences.

~

Use simple languages. It will allow you to speak clearly and effectively even when you are nervous.

5.8 Looking Disinterested Don't ever make the mistake of looking disinterested. The interviewers can make out that you are not interested by your behaviour and body language. ~

Not listening attentively

~

Listening is one of the most underused communication skills. People often feel that communication is all about talking and body language. But it is also about listening

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attentively. Most candidates get so nervous about answering the questions correctly that ~hey forget to listen properly and attentively. Because of this, they don't follow some of the queries or questions that the interviewers ask. Try not to interrupt when the interviewer speaks. (?

Don't look at your watch very often. If you are told that the interview will take two hours, say from 9.00 a.m. to to.OO a.m, don't make another appointment at 11.00 a.m. Always try to leave atleast two-hour buffer in between.

(?

Don't have a disinterested or sleepy look on your face.

(?

Don't yawn. This is the worst thing you can do' during an interview.

5.9 No Preparation Not being prepared can mean that you have no idea about the job profile and have come for the interview without knowing the details about the job. It could also mean that you have the related information with you, but you have not prepared for the interview. (?

Not having proper information If you are a fresher or looking for a change of career, you should be aware of the job profile and the job responsibilities you have to handle. Only then will you be able to make some preparation for the interview.

An interviewer will be impressed if you have taken efforts to read about the job, understand the requirements of the job, and ask a few questions during the interview to clear certain concepts. The interviewer will be totally put off if you walk in for an interview and say that you don't not know about the job requirements and request them to explain it to you. If you have had a telephonic interview, try to get a generic idea about the requirements.

Common Interview Mistakes

63

If not, you may call up the organization to get the required information. Clarify the fact that you called to seek information and check if it is the right time to talk. Be prepared with a list of questions. ~

Not prepared for the interview Even if you are an experienced candidate, you will require some amount of preparation to excel in an interview. Preparation will always increase confidence. All the interviewers are not necessarily good interviewers. Being prepared will give you an opportunity to speak out your skills and achievements even when you are not asked for it directly. If two candidates perform roughly the same at an interview, the candidate with the better impact on the interviewer (one who has made a good impression through the resume and during the tele-interview) will most likely be rated higher.

So do not face the interview without preparation. For details about getting prepared for the interview, see Chapter 6, Ten Steps to Getting Prepared ..

5.10 Talking Too Much Or Too Little Talking too much always creates a problem. It will give an impression that you: ~

Are trying to get too informal or too friendly.

~

Are unprofessional and talkative.

~

Don't know the actual answer and hence are not speaking to the point.

~

Are probably nervous and is desperately trying to how that you are unaffected.

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To avoid over-talking, practise an"wering questions in a direct manner. Prepare answers for open-ended questions, like, "Tell me about yourself," by making a list of your skills and traits that match the requirements of the employer. The closer your skills and traits are to the job description, the better chance you have of getting the job. For details, see Sections 8.6 and 8.7.

5.11 Failing to Support Your Achievements It is important to highlight your skills and achievements in the interview. It is also important to give relevant examples of what you have achieved and how you went about realizing those achievements. Saying that you have achieved something without being able to back it up with specific examples spell disaster.

Your examples need to be easy to understand, follow a logical sequence, and be relevant to the needs of the employer. Think of such examples and map them to your skills and achievements. It is not possible to do this without proper preparation.

!?

Sell yourself. Interviewing is about selling the product; YOU. Give the interviewers enough valid reasons to recruit you. Give them a clear picture of what you have to offer. Tell them what you can do for them. Emphasize what you can bring to the company, department, and the position.

!?

Prove that you can do it. Always give a positive spin to difficult questions. If you lack a particular skill or do not know a certain computer program, be sure to emphasize on the fact that you are a quick learner. Give an appropriate example of a time when you were able to do something similar. Interviewers are interested in people who are fast learners, go-getters, and good performers. They believe that such people can be learn many other skills and other aspects on the job with ease.

Common Interview Mistakes

65

5.12 Failure to Match Communication Styles It is almost impossible to make a good first impression if you can not communicate effectively in an interview. But you can easily change that situation by doing the following: ~

If the interviewer is extremely formal, then you must be

behave like-wise. ~

If the interviewer is informal, you may also choose a less formal attitude.

~

If the interviewer asks a direct question, answer directly.

5.13 Asking Salary Related Questions Timing is important in an interview-there is a time to ask certain questions. As a rule, not ask about the salary, benefits, or holidays during the first interview. Do it only after the interviewer has made a positive decision about you. But most of the youngsters these days seem to be money-oriented than career oriented. I have come across many candidates who are not interested in the job profile and interrupt the tele-interview to ask salary related details. My staple reply to such question is that I need to evaluate their skills, knowledge, and experience to decide what they deserve. Even if salary is your only criteria when looking for a job or for a changes, ensure that you don't harp on it all time along as the interviewers will be put off by your attitude. Give them a chance to see your potential. As a rule, you may ask the human resources (HR) or the recruitment agencies questions about benefits, salary, or holiday. ~

If you are asked about your salary expectations too early in the process, reply that you would rather postpone that discussion until you have more information about your duties and responsibilities.

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(P

If you are asked about salary expectations by the first

person taking your interview, say that you believe that they will make a fair offer, taking into consideration your experience and skills during the interview. (P

If they persist, a good answer is that you are currently earn XYZ amount in the present company. Since you are interviewing for a senior position you expect renumeration based on your roles and responsibilities, but that could be discussed after they interview you.

(P

If you are looking for a change in workplace for some

personal reason, mention that you are currently earning XYZ amount in the present company. You can then emphasis that you are more concerned about the career path, work benefits, and location, not salary. (P

If you are a newcomer or trying for a change in career, mention that you have read about the range of salary for that position, but you leave it to the organization to make the decision by mapping your skills and/or transferable skills to their requirement.

(P

If you have 3-5 years of valid experience, say that you

would first like to know what the company is offering you in terms of duties and responsibilities. If the only reason you are looking for'a new job is for more

money, it is advisable to ask your current organization for a raise before you start looking for a new job. Chances are you might just get it and you don't have to go through the hassle of looking out for another job, going for rounds of interviews, and bargaining. Most importantly, there is no tension of starting a new job. Though you might expect a market competitiv y compensation package, focusing on the salary and benefits related details too soon in the interview process usually ends without a job offer. It will leave a hiring manager wondering what you would do when a better offer comes along and may end up choosing to invest in a candidate who has displayed enthusiasm and genuine interest in the company and in the position.

Common Interview Mistakes

67

5.14 Talking Negatively About Previous Employers Most of the interviewers will cut your name off the list if you say negative things. It could be about your employer, boss, colleagues, work place, work or working conditions. Even if your last boss was not good, never state your fill feelings to a probable boss. No matter how reasonable your complaints, you will eventually be the loser if you show that you disrespect your boss because the interviewers will assume that you would do the same to them. When faced with the challenge of talking about former employers, make sure you have some positive and good things to say about your experiences. For details, see Section 9.11, Don't Criticize.

5.15 Focusing on Job Title Instead of The Position First and formost you should be well-read and intellegent enough to know that company title structures differ from place to place. So, though progression is important in your career, don't be lured by the title. Ensure that you understad the exact roles and responsibilities asociated with the designation. Many a times you may just dismixss an opportunity just by hearing the designation or argue with the interviewers regarding the designation. Instead, first understand the structure before dismissing the opportunity as a demotion. Example:

A senior engineer in one place (say Company (A) might be engineer in another (say Company B). That is, the engineer in Company B may be handling the same roles and probably more responsibilities that the senior engineer in Company A.

Usually, the interviewers go by the feel they get about the candidate during the interview. They prefer to start the new employee at the level they feel the employees will be comfortable adapting and adjusting to. Then, they can do a performance review after 6 months from the start date in the offer and decide whether the employee has to be in a senior position or should continue with the same position. Coming across as inexible or close-minded will diminish your chances for future opportunities with the organization.

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Points to remember Some of the common mistakes made during an interview are: ~

Not reaching for the interview on time. See Section 5.l.

~

Being rude to the person at the font desk. See Section 5.2.

~

Being nervous (without any reason). See Section 5.3.

~

Refusing a handshake or giving a poor handshake (too firm or too limb). See Section 5.4.

~

Displaying negative body language. See Section 5.5.

~

Not having any eye-contact with the interviewers or straining at them. See Section 5.6.

~

Being confused and failing to express the thoughts clearly. See Section 5.7.

~

Looking disinterested and unattentive. See Section 5.8.

~

Not being prepared for the interview. See Section 5.9.

~

Taking too much (more than what is required) and trying to get over friendly or talking too less. See Section 5.10.

~

Filing to prove the statements you have made about your achievements. See Section 5.11.

~

Failure to match communication styles. See Section 5.12.

~

Asking salary and benefits related questions, specially when the interviewer has not made any decision about you or when you don't have the required experience or skills. See Section 5.13.

~

Talking negatively about the previous employers (even if it is true). See Section 5.14.

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Focusing on the job title instead of the position. See Section 5.15.

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Ten Steps to Getting Prepared Planning and preparing for the interview will give you the confidence to handle the situation and the interview will not be as bad "as you might have imagined. Apart from that, you need to be relaxed, composed, and confident. This chapter tells you how to get prepared for an interview. It covers the following topics: .

•

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Stepl: Convince Yourself

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Step 2: Be Confident

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Step 3: Research the Job

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Step 4: Research the Company

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Step 5: Prepare for the Interview

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Step 6: Understand What is Important for the Interviewers

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Step 7: Focus on Skills

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Step 8: JIave Mock Interviews

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Step 9: Prepare a Portfolio

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Step 10: Prepare Questions to Ask the Interviewer

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You have crossed the first hurdle of getting selected for an interview. Now you have to face the next hurdle in the process; that is the interview. Lack of understanding about how the interviews work and what makes you standout than the rest is a major obstacle that does not let you perform well during an interview. There is' no perfect answer to the question. What may be · considered a great answer by one employer may be viewed as ordinary by another.

Getting Prepared You have decided to make a career in a certain area and you may be looking for an opportunity to get into the field. Chances are, you are already working and you are looking for a change of job. In either case, you have prepared a wonderful resume, sent it out, and you are called for an interview. Half of the work is already done. How you perform during the interview depends entirely on you. Taking the time to correctly prepare for an interview will help you in the following ways: ~

Understand the organization and the requirements of the department.

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Improve your confidence level and hence the rapportbuilding skills.

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Understand what to say and how to say it.

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Help you avoid saying things that will make a negative impression.

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Assist you in handling difficult questions.

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Allow you to confidently respond to different or weird questions.

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Show off your knowledge and abilities with ease and confidence.

What most employers want to hear can be grouped into three parts and they can be represented by three key questions:

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Can you do the job?

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Are you the sort of person they can work with?

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How motivated are you?

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During an interview, you are not only expected to sell yourself in a competitive environment, but you are also expected to explain complex pieces of information in brief. You may have all the knowledge and all the skills, but that alone cannot get you the job. Having the knowledge and presenting it are two different things altogether.

Success occurs when preparation meets opportunity. You have the opportunity, now it is up to you to do the preparation. Only then can you taste success. Preparation is required in all walks of life, even when you are cooking, and here we are talking

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about a career. Preparation will ensure that you are clear, specific, and give the information the interviewer wants to hear.

6.1 Stepl: Convince Yourself Facing an interview is not easy, but it is also not as dicult as many people think. Performing well at an interview requires correct preparation, a little practice, proper attitude, and loads of confidence. Then, you can do wonders in an interview. Have you ever seen an interview of the actor Shah Rukh Khan? There is never a dull moment during his interview-he does not pause or think or try to remember words. He speaks, speaks, and speaks. Highly effective interviewees like Shah Rukh Khan may be good talkers, but they are surely are not born with interview skills, they teach themselves what to say, how to say it, and how to behave during an interview. You have probably committed some of the mistakes discussed in Chapter 5, Common Interview Mistakes, in the previous interviews you have attended. It is very important to realize that making such mistakes is common. In the vast majority of cases, performing poorly at an interview happens because of the nature of interviews. So, an awareness of the basic nature of interviews is the initial step in which you can signicantly improve your performance.

6.2 Step 2: Be Confident Avoid Saying ~

I am slow.

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What will others think?

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That is too hard.

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I am impatient

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I cannot learn it.

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The worst thing you can do when setting out to improve your interview skills is give up because it all seems too hard. The problem here is, if you do not believe in yourself, others will not believe in you (or your abilities) either. On the other hand, people who are confident, non-quitters, and try to achieve are looked upon as achievers. Come out of the whining phase and stop making negative statements. Stop complaining about things and giving excuses for things you don't do. Instead, start taking actions to correct them. The people we admire most are often those who face many obstacles, yet resolve to overcome them instead of quitting. To start with, ask what it takes to convince the interviewer that you are the best person for the job? You have to be confident, but not so much to take interviews for granted. It is easy to fall into the trap of not preparing because you think that you have the skills and have performed the tasks and so will be able to answer with ease. However, just because you have performed the same duties does not mean you will be able to articulate the details of what you did and how you did it. There is a big difference between doing something and actually having to talk about it in a succinct and coherent manner.

6.3 Step 3: Research the Job The interview is not the time to get to know about the requirements of the position or the employers business. It is a chance for you and the employer to get to know one another. To clearly understand the job profile, you should have access to a detailed job advertisement, an up-to-date job profile, and the main responsibilities of the job. Unfortunately, most of the time, you may find that the job advertisements lack sufficient information-job requirements are almost non-existent or out of date. However, it is critical that you find out as much about the job as possible before preparing for the interview. It will form the basis of most of your answers. There are several ways of collecting this information.

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Understand the requirement Understand the job requirement, responsibilities, duties and of the job you are applying for. Clarify the main responsibilities of the job. You may contact the person who contacted you for the job the recruitment agent, the HR, or thedepartmental head. If you are responding to an advertisement, you may try to call them or write to them. You may also ask someone in a similar positionabout the job description and profile. Sometimes, if you take the initiative to call up the HR to check about the details, you will find that they are probably not aware of the requirements and the department heads may not have time to attend to your query calls. In such cases, check when you can talk to them without disturbing them.

~

Talk to the employees The best source of information apart from the employer or the recruitment agent are the employees of the organization. Talking to them can provide you with insights that often cannot be picked up from the advertisements or the HR. You might and other inner details which will be of immense use to you. Example:

There are chances that you may find information that the position you are applying is vacant because the previous candidate had poor interpersonal communication skills and became aggressive when someone expressed an opinion that differed from his.

In such a case, it is very likely that the employer will be looking for a suitable replacement-someone having excellent interpersonal communication, a team player, and with no ego problems. You will have a better chance of winning the job if you have access to such information before the interview and if you take the time to prepare your answers.

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6.4 Step 4: Research the Company Most of the organizations have a specic market and focus for their business. Try to find out some information about the organization and their products. It is not a difficult task as many of the organizations have some information available on their web page. Check the employer's web site for information such as: (/)

What are their products, projects, areas of work, etc.

(/)

How big is the company in terms of the number of employees?

(/)

What is their annual revenue?

(/)

Who are the major customers and clients?

(/)

Who are the major competitors?

. (/)

What kind of industries use their products and services?

The level of details you may want, depends on the level of the position you have applied for and the time you have to explore their web site. Example:

If you are applying for the positio1l of a marcom writer (or a marketing position), try to know about the competitors of the company. Check out any catalogs or brochures available online. If the interviewers ask you related questions, you can impress them with your knowledgeable answers. You can also ask them intelligent questions.

Being aware about the organization will show that you have taken the initiative and interest to gather information about them. Knowing about the organization will show your attitude as a researcher (for collecting information from different sources), which is required for the marketing position. The employers will also get a feel that you are interested in the position.

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6.5 Step 5: Prepare for the Interview Not preparing correctly almost certainly means you will not perform at your best even if you are confident and know the answers to all the questions that are asked during the interview. Whatever is the situation, you should take the time to prepare because the better you perform, the greater are chances of your being selected and the greater the likelihood that you can negotiate and command a better salary compared to your counterparts. You may have heard people boast that they have never prepared for an interview and may have performed well and have landed up with great jobs. This may be true, but a closer inspection will usually reveal that these people were: ~

Plain lucky to be in the right place at the right

ti~e.

Hari applied for a position in an organization that was vacant for over 6 months, which they had to fill up in 15 days. Though he was not really suitable, the interviewers decided that in the given situation, someone is better than no one. They probably wanted to close the vacancy rather than wait longer time for the right candidate. ~

Well connected to the right people. John knew a few senior managers in the XYZ organization. They recommended him for the position they had in their organization. He joined them in a few days. Though there were better and capable candidates than John, he was selected because he was recommended by the number of senior executives.

~

Not looking for better and/or senior positions. Mary had five years experience as a content writer and wanted to take up a similar position in any organization that was closer to home. Salary and designation were not important criteria for her at that moment. So, compared to the other candidates, Mary was a better choice any day in terms of experience, skills, and salary.

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Working in a certain area where there was a huge demand due to low supply. Soumya is an animation expert with 8 years of experience. She also has 4-5 relevant certification from well known institutions that displays added skills and knowledge to her even otherwise impressive profile. No other candidates had that kind of experience. So, she was the best and the right candidate available for the position.

~

Applying for transferable jobs in the organization.

Kumar was an administrative executive working in an organization. He was a peoples person and had good interviewing techniques. Observing his skills, the management felt that he could do a good job in HR. When they spoke with Kumar, he was only too pleased to move on to HR. How well you perform at an interview will largely depend on how well you have prepared for it. You have to prepare for the interview irrespective of the fact whether you are a fresher or an inexperienced candidate. The preparation required for both the cases are different, but in either case, it makes you confident, perform well, and show off your abilities with ease.

6.5.1 Entry Level Candidates A couple of years back, I visited a few Engineering colleges in Pune for campus interviews and was extremely surprised to know that about 95% of the students did not know what technical writing is about. This is inspite of the fact that students were well-informed about the interview and were given the job description about three weeks in advance. The poster also carried a note saying that the students could call up the HR if they had any query, which nobody did. Many of them did not even bother to check the job profile and the skills required. The remaining 5% who had heard about it wondered why we wanted engineers for the documentation group. That ignorance was due to lack of research.

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The key to a successful job interview is preparation. Make an attempt to gather information and prepare accordingly for the interview. As a fresher, you will have to do a lot of home work and preparation for the interview. {/>

Review the job profile and the job responsibilities.

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Check if there are some areas that you don't know that may require extra preparation.

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Try to gather appropriate information-read, research, talk to people.

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Check if you will have a written test.

After gathering all the information, generate your own expected questions without thinking about the answers. Put yourself in the shoes of the interviewer and ask yourself what questions you would need to ask to check and be sure whether the interviewee could perform the relevant duty or job requirement. Note down all the questions that come to your mind. This is a very simple process if you tackle it from the perspective of the interviewer. By asking yourself such questions, you will come very close to expected interview questions. The actual question at the interview will probably be different than the questions you have come up with. But, though the questions may be worded differently, the content of your answers will be relevant to the interview.

6.5.2 Experienced Candidates Remember, an experienced interviewer can quickly sense the expressions, body language, and tone of voice that indicate a lack of preparation. Repeating the question, fidgeting, and answering a question with a question will show of your lack of readiness. So, even if you have some experience, try to be prepared for the interview. Once you have enough information about the job, prepare a list of questions and appropriate answers regarding duties you have performed before. All you need to do is recount your responsibilities and achievements and link them to the new job. You will have to do a different set of preparations for the interview.

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~

Review the job profile and the job responsibilities.

~

Check how your skills, experience, and achievements match the job requirements.

~

Make note of any confusion or queries you might have about them. You can try to clear the confusion by talking to the HR, but if their answers do not satisfy you, bring up these questions during the interview.

~

If possible, check the mode of interview and prepare

accordingly. This will help you prepare for the interview better. Example:

6.6

If you are attending an interview, you may enquire if you have to attend a panel interview or sequential interview. You may also check if you will have written technical and/or aptitude test.

Step 6: Understand What is Important for the Interviewers

One of the keys to knowing what to prepare lies in understanding the needs of the interviewer. Try to gather information about the job and the organization. This may give you an idea about the things that are important to the interviewers. Once you have this information, preparing for the interview becomes a lot clearer, manageable, and easier. Most of the interviewers would like to hear certain things from you, but the most important answers they seek are with respect to the following: ~

Can you do the job? In other words, do you have the potential-skills, knowledge, interest, and/or experience to perform well in the job? The interviewers will spend the majority of the interview time probing you on this question. They will want to know what you have done, how you did it, and what the outcome were. If you have not performed a particular task, they will try to ascertain your potential to do the job.

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Are you the sort of person they can work with? The interviewers will want to know it you will fit well in the existing culture of the organization and get along with the boss, others in the team, and people across teams. After the interviewers are certain about your potential and abilities, they will spend sometime questioning you to find out if you are the right fit in the team. It is very important to them as no one wants to work with someone they do not like or is not comfortable working with, even if the person is knowledgeable and skillfull.

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How motivated are you? The interviewers check if you have the 3D's-desire, dedication, and drive to perform well in the job? They may not even ask you any questions about your motivation level, but if you fail to address it in your answers, you are at loss. Highly motivated employees are keenly sought after by employers.

In fact, nearly all the interview questions boil down to these three key generic questions. Knowing that there could be a variety of questions the interviewers can ask that fall under one or more of these categories, you can prepare your answers based on the probable questions that you could be asked. Knowing what the interviewers are interested in will guide you in the preparation of your answers. {P

An understanding of the significance of the generic questions will provide a direction for your preparation. You don't have to spend time and energy wading through randomly selected questions in the hope that you will have prepared the answers to questions that will be asked.

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Knowing the underlying purpose of the questions, allows you to deal with a range of questions at the actual interview. By sorting interview questions into one or more of the generic categories, your answers will have a clearer direction.

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By learning how to recognize the real intent of a question, you minimize your chances of giving the wrong answers.

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6.7 Step 7: Focus on Skills When you are looking for a change in job, particularly, a change in career, learn to appreciate the flexibility of your skills, knowledge, and experience. In such a case, don't just focus on the job title or duties. Also check the skills required to perform the duties and responsibilities. Understanding that skills and the related knowledge can open up a whole new world of career opportunities. There are a number of skills that are common to many jobs. Some are fairly specific (C++, Java), whilst others are quite broad (e.g. communication skills, planning skills). Many of these skills also overlap. For example, an effective team player needs to be a clear communicator and a good listener. 1.

Write down the main skills and knowledge inherent in a job (preferably one you would like to apply for) that is different to what you have been doing.

2.

Beside them, list all the similar skills and knowledge you have.

3.

If most of the skills match, then go for it!

On the whole, it is best to be as specific as possible. Skills that are common to most jobs include being:

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Clear communication skills Good listening skills Effective team player Willingness to help colleagues Effective planning skills Organization skills Ability to work in pressure Ability to deal with angry customers and/or colleagues Ability to adapt to changing circumstances Time management Effective presentation skills

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Analytical skills

~

Ability to motivate staff

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Ability to facilitate group discussions and meetings

6.8 Step 8: Have Mock Interviews Unfortunately, there are no shortcuts to develop interview skills. Success is one part talent and nine parts perseverance. After preparing your answers, you need to practise them. How you practise is up to you. If you have not attended any interview recently or if you are just out of college, it is a good idea to set up mock interviews with someone who has experienced interview or is an interv~er or someone you are comfortable with. The more closely you can simulate a real-life situation, more you will benefit from it. The more you practice, the better you will be able to perform. Mock interview will help you in the following ways: ~

Think out of the box.

~

Be a little more prepared for some unexpected questions.

~

React positively to any unexpected questions hurled at you.

~

Adapt the ready made answers for your use. Even if you use the answers prepared for you by someone else, or that you have read some where, you will learn how to make use of those ready made answers in the way that is advantageous to you.

~

It increases your confidence during the actual interview.

Entry Level Candidate: Mock interviews will help you in gaining some confidence and in being more relaxed during the actual interview. The interviewers will probably grill you about your choice of career and your interest in the field. Experienced Candidate: As an experienced person, you can prepare from your experiences and from others experiences as well. This will help you better

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relate to the position. Having mock interviews may give raise to some unexpected questions. You can think about them and probably gain some information which you can use effctively during the interview.

6.8.1 Who Will Conduct the Mock Interview? An effective way to conduct mock interviews is to get into the role and stay in it for the entire interview. As far as possible get some one from the same field to help you. If you can't, anybody will do, but chances are you may have to provide them with a list of questions to choose from. Also encourage them to come up with their own set of questions. The important thing for you is to get used to answering unexpected questions. After the mock interview, ask the person who conducted the mock interview to provide you with honest feedback on your performance. Very often it is the small things (like the way you speak, or sit, or your body language) that make a big difference. So, whatever you may learn will be of great benefit to you. Try to choose a person who will give you the correct feedback of your performance, both positive and negative. If you do not get anybody else who can help you be on your guard for overly positive feedback and don't take them too seriously, but consider the negatives.

6.9 Step 9: Prepare a Portfolio This is specically for people who are in creative fields like modelling, painting, journalism, and writing (technical writing, copywriting, freelance writers, etc.) Even if you are not asked to take the samples of your work, be prepared to take them for the interview. ~

Experienced writers should be able to present a sample of the work that shows off your experience, talent, and writing skills.

~

Freshers will not have samples of a written project. So, create one on your own. You could write something about the product of the organization or domain they deal

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with, to show off your writing skills. For instance, if you are attending an interview in an organization that creates finance related software, you can write about installing an accounting software.

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Your portfolio can also contain the following: Copies of your publications if any. Papers presented at seminars, etc., that demonstrate your skills. Any certification that is specific to you work. Any other certification that you may want to show the interviewers. If you have won any awards and/or certification at work

or specific to writing, include them at the end of the portfolio.

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You may have already sent in your resume, but having extra copies with you never hurts. If you are interviewed by more than one person, it becomes handy.

Carryall these in a file or binder, which will constitute the portfolio. This will show the interviewers that you are friendly, well prepared, and organized.

6.10 Step 10: Prepare Questions to Ask the Interviewer Be prepared with the information you would like to receive from the people interviewing you. If they don't offer the information, you can ask them the questions when given a chance to ask. These questions should be relevant to the job, the skills, and the organization. Knowing the details will help you make appropriate and informed decisions.

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Entry Level Candidate: You can ask about the basic job profile apart from what is described in the advertisement. The idea is to check if you would be happy and satisfied with what you are going to do. Asking questions will also show your interest in the position.

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Experienced Candidate: You need to know about the exact job profile and responsibilities you would be handling. As an experienced candidate you might have some expect~tions. There are possibilities that after you join the organization, you may find to your dismay that there is a mismatch of your expectations and the responsibilities you are supposed to handle. So, it is better to confirm these facts ·up-front. Many a times you may be ready to compromise on one thing or the other. Salary, if the work profile is interesting and the work culture is very inviting. The work profile, if the salary is too tempting or more than satisfying. Both salary and work profile, if you don't want a demanding schedule.

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Points To Remember By now you probably recognize the basic ingredients of a good response for an interview. You should also be able to put together your own effective answers. ~

Analyze the position for which you have applied.

~

Identify the critical skills, requirement, and capabilities.

~

Interviews are inherently challenging. Making mistakes at an interview is something that everyone does. But you can overcome those errors by following the 3Ps-preparation, practice, and perseverance.

~

Find out as much about the job as possible before attending the interview. This will help you in giving answers even for the non expected questions.

~

Prepare answers for the key questions. Knowing what employers want to hear at an interview constitutes a great start for preparing your own answers and simplies interview preparation.

~

What most employers want to hear can be represented by three key questions: Can you do the job? Are you the sort of person they can work with? How motivated are you? Prepare your own answers.

~

~

Learning answers that someone else has prepared has limited or almost no value because those answers are based on their skills, knowledge, and experience. Use those answers to get you an insight into what may constitute a good answer. If you use those answers, it will make you look ridiculous when asked follow-up questions based on the answers you have given. If you have not interviewed for a while, practice it out with a friend to get a feel of answering the standard questions asked during an interview. This will also make you prepared for the unexpected questions.

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Telephone Interviews

Now-a-days telephone screening has become very common. More and more companies are starting to realize the importance if interviewing candidates using the medium of telephone. Many interviewers even opt to conduct the actual interview via telephone. If you have applied for a job, you need to be prepared for the phone to ring at anytime requesting your time for an interview. So, it is a good idea to be prepared with the information and be prepared for the interview. It will also help if you have thought about questions likely to be asked during the screening interview and be prepared with your answers. This chapter tells you what to do and what not to do in during the tele-interviews. {?

Section 7.1 : Screening Process

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Section 7.2: Preparing for Unscheduled Interviews

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Section 7.3: Preparing for Scheduled Interviews

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Section 7.5: What To do?

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Section 7.6: What Not To Do

Section 7.4: Preparing t he Information

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7.1 Screening Process If your resume is shortlisted, telephonic interview is usually the next logical step. The initial screening interview is used for the following reasons: ~

To screen candidates in order to narrow the pool of applicants who will be invited for personal interviews.

~

Judge the interest, attitude, and communication skills of the candidate without incurring heavy expenses, which are involved in personal interviews.

~

To determine which candidates are legible for an available position.

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To screen out applicants who are not a good match.

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To eliminate qualified candidates who are not prepared for interviews.

These are the main reasons why many organizations use telephonic interviews. These tele-screenings may last for 15 minutes to half an hour (or more), depending on your answers and fit for the job. If the interviewers find themselves interested in your work and skills, it might go on for longer time too. The number one complaint most candidates have about telephone interviews is that the call invariably comes at a time when they are not ready for it. ~

Some interviewers are generous enough to inform you exactly when they will call you for an interview.

~

Some may call you when they are free and can accommodate a couple of tele-interviews in their schedule.

~

A few others might call you and first check if you are free enough to talk to them. If not, they fix up a schedule with you.

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7.2 Preparing for Unscheduled Interviews If the tele-interview is not scheduled, you may not be ready for the event. You may be at work, having a serious discussion with you boss or team member or you could be at home cooking or feeding your baby. If you are called on your mobile phone, you may even consider cutting off the call in such situations (seeing an unknown number) which may seem rude to the interviewer. You never know when a recruiter might call and ask if you have a few minutes to spare to talk with them. Given that you cannot put all the activities on hold for that one telephone call by being ready for it all the time, it makes sense to be prepared to take the call whenever it comes. Even otherwise, one moment you are engrossed in some task and then you find that you need to focus your thoughts, get them together, and talk to an interviewer. Hence, it pays to be prepared-take the time to prepare, practise, and follow certain do's and don'ts.

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Arrange to take the call from a place where you can concentrate, relax, read notes, and take notes.

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Keep your resume and a brief summary of examples that map to your skills, next to your telephone. When the call comes, you will have the main points of your answers right in front of you. This is not meant to be a substitute for proper preparation, but since you are not mentally prepared for the interview, this will help you focus your thoughts very quickly.

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If you are taking the call from home, instruct the family members do the following whenever you receive a teleinterview call: Not disturb you when you are attending the interview call. Leave the room so that there is no distraction. Turn off the music system, TV, mixer, grinder, and any other potential distraction.

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Give you a glass of water since you will not have a chance to take a break during the call. ~

Keep a note-pad near the phone to take notes. You can use it to write information provided by the interviewers and jot down questions that come in mind as you talk to them. You can use these notes to ask questions at the end of the call.

~

As far as possible, avoid using mobile as there can be some signal problem and it may be problematic. Request the interviewer to call you on your land-line.

7.3 Preparing for Scheduled Interviews If you are given a specific time for the tele-interview, you can be mentally prepared for the interview. In any case, do the following: ~

Sit in a place where you can read notes, take notes, and concentrate.

~

Keep the copy of resume that you sent to the company for reference. This is particularly important if you have been sending different versions of your resume to different companies.

~

If you are taking the call from home, tell the family members not to disturb you when you are attending the call.

~

Keep the music system, TV, etc., turned off.

~

Keep a glass of water handy just in case you have a prolonged interview. You will not have a chance to take a break during the call.

~

Make sure you answer the calls that come close to the scheduled time.

~

Warm up your voice while waiting for the call.

~

Do not eat or munch when you are waiting for the call. Since you are informed in advance about the time, you should not keep the interviewer waiting.

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7.4 Preparing the Information Your objective at this point is to win acceptance and to be considered for a personal interview. You have to make the interviewers believe that what you have done in the past will affect how you will perform in your future position. Be prepared to discuss your skills and achievements and give appropriate examples that show your value' to the company and the job. Prepare yourself by understanding the business of the company you are applying in, what skill set they are looking for, what do you want to achieve, what you are looking for, from the position and the organization. Practising some of your responses based on the expected questions will help you in the following ways: ~

Help you recollect the examples relevant to the skills and prepare the appropriate response.

~

Help you modulate your voice accordingly.

~

By knowing what to say you will be able to give the answers without wasting time to think about it.

~

The interviewers might find you to be confident.

~

You will sound confident.

Some times the interviewers might ask you about your salary expectations during the screening interviews. Recruiters and employers usually have a salary range in mind, depending on the scope of work, responsibilities, work environment, job location, career advancement, and other factors. So, they screen out the experienced candidates who have a much high expectation. Very often, the interviewers are unwilling to share the salary related information at this stage, but they expect you to answer. So, you will have to be ready with a figure taking into consideration: ~

Basic salary.

~

Basic salary plus other benefits that gets accounted into the salary.

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Non cashable benefits (overseas trips for meeting or training, short trips/picnic for the family, etc).

~

Stable cashable benefits like performance bonus (individual, and/or company) and shares.

~

Other cashable benefits like longer overseas trips for projects.

Whatever you do, don't over-rate yourself. The interviewers may be ready to give you the figure you have in mind after judging you and your calibre. You may refuse the offer if you are not happy with it.

7.5 What To do? Telephone interviews are extremely important. If you want to pass them successfully, you must know what to do and what you must not do. Many people fail these interviews because they don't know what to do. To start with here are some tips to attend a telephonic interview. Remember the purpose of an interview. For an applicant, the goal of a telephonic interview is to secure an in-person meeting. For recruiters, it is to narrow their list of prospects. You can increase, the chances of passing this initial screening if you follow the tips and gudiance listed here.

7.5.1 Use it To Your Advantage One of the major advantage of a tele-interview is that you cannot be seen. Use this to your advantage. ~

You need not worry about your appearance or body language.

~

You can be relaxed.

~

You need not worry about your facial expression.

~

You can be confident because no one is watching you.

~

You can use some reference material during the teleinterview.

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You will not get this advantage in a face-to-face or personal interview. Have your reference notes available on your desk when you are speaking on the phone. Use it to support your answers and enhance your value to the interviewer. Keep in mind that using pointers is not cheating, reading out everything from the prepared notes is. The interviewers should be able to hear well-informed and well-prepared answers. The interviewer will respect your ability to answer questions with focus and meaningful content.

7.5.2 Focus on What You Can Offer In terms of content, the answers for a telephone interview should not be different from the answers you would provide in a personal interview. A drawback of the telephone interview is that it does not provide you with the opportunities to visually display your personality and confidence level to the interviewer. Here, the emphasize is on what you say, how you say, and how you sound. The mission of the interviewer is to screen the candidates and shortlist those who will best meet their requirements. You will only get one chance to make a positive first impression. So, when describing your background and skills: (P

Stay focused.

(P

Use the key points you wrote down about your strengths.

(P

Avoid negatives.

(P

Speak to the point.

7.5.3 Concentrate on Your Speech While voice is important in all interviews, it naturally assumes more importance in a tele-interview. Hence, you have to be very careful about your speech and diction because apart from the other factors, decision will be made based on the quality of speech, how you talk, and how confident you sound on the phone. So, if you believe that you do not have to prepare for the te1e-interview, you are wrong.

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Remember that even a casual telephone conversation may make the difference between being screened out or continuing in the selection process. In fact, it is true to say that voice is the body language of telephone interview. Take the following factors into consideration during the tele-interview: f?

Take- the telephonic interview as seriously as a personal interview.

f?

If the call is unexpected and you cannot devote enough time to a phone interview, ask if they can conduct it at an alternate time that is convenient both to you and the interviewer.

f?

If the time of interview suggested to you is not suitable for you, you may request and change the timing but, don't say the following: It is my meditation time. I have to take my dog out for a walk. I don't have enough time to prepare for the interview. I need to go to the tailor to collect my dress.

f?

Give valid reasons requesting a change in time: I have to pick up my child from the creche. OR I have my scheduled weekly meeting with my team in the US.

f?

Don't reschedule the interview multiple times. Do it only once if the situation is absolutely unavoidable.

f?

Don't take help from anyone during the interview. It is easy enough to overhear whispers.

f?

Take your time. It is perfectly acceptable to take a moment to collect your thoughts.

f?

Speak slowly and clearly. Ensure that you are being heard clearly.

f?

Always put across the details about your experience, skills, and your strengths.

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f?

Give short and precise answers, at the same time do not miss out to list out your strengths.

£9 £9

Be a good listener. Create a strong finish to your phone interview with thoughtful questions.

7.5.4 Sound Positive and Confident The very fact that the interviewer wants to have a ttIeinterview with you indicates that your resume has triggered a certain level of interest and has given the interviewer a favourable impression about you. You need to conrm this impression during the tele-interview by sounding self-confident, positive, and focused.

£9

Smile while you talk as it will change the tone of your voice and make it sound friendly.

£9

Demonstrate and communicate your enthusiasm in your tone and words, since the interviewer cannot see your non-verbal expressions, they should hear the enthusiasm in your tone.

£9 £9

You need to sound confident while answering the questions. Sound friendly and cheerful.

Ask your friends to listen to you, talk and give appropriate feedback so that you can improve.

7.6 What Not To Do What you should not do during a tele-interview is almost as important as what you should do. This section deals with some what not to do.

7.6.1 Don't Allow Distractions Ensure that you are not involved in anything else while giving interview and that there are no background noises to disturb the interview process. Find a place that is quiet and peaceful, that does not allow distractions of any kind.

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Don't allow background noises of any kind including music, television, people talking, screaming kids, etc. They can be distracting and will not allow you to concentrate.

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Do not smoke, chew gum, eat, or drink.

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Don't take long pauses or long sighs while trying to think for appropriate answers. So, be prepared.

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Don't utter many umms and ahs .

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Don't cough or sneeze directly over the mouthpiece. If you cannot avoid these behaviors because of cold or allergy, say so. Please excuse me. I am suffering from cold.

7.6.2 Don't Eat While Talking Eating food during a telephone interview is out right rude and unprofessional, especially if you were notified about the teleinterview. If the interviewer hears you munching while they are talking to you, the chances of you being shortlisted decreases dramatically. In most cases, the interviewers may just decide that they are not interested in talking to a candidate with an unsuitable attitude. If you have not been informed about the interview time and you were probably having your meal when you answer the telephone, tell them, "[ am having my lunch. If you can hold for a few minutes [ shall be right back. " The interviewers will appreciate that.

7.6.3 Don't Interrupt It is rude to interrupt. You must have heard this numerous times as a child from your parents or grandparents. This age-old saying stands true even for an interviewer. This is rude and unprofessional to interrupt the person who is interviewing you. Don't interrupt them unnecessarily. Let them complete their thought or question before you respond. Listen well, ask for clarification if required, and use open-ended questions. The more information you can gather, the better you can respond.

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7.6.4 Don't Loose Focus It is also important to make sure you give short answers to questions that are asked. Lengthy responses wiII make the employer lose interest and you might lose your own focus. Never elaborate on any answer you give unless you are asked to do so by the interviewer. At the same time, ensure that you are not monosyllabic. ~

When you are asked a question, take a moment to think it over. Don't answer the question quickly without thinking. If you do, you can give the wrong answer, and giving the wrong answers will cause you to fail the telephone interview.

~

On the other hand, don't take too long to reply back. Try to respond to questions within 30 seconds. Else, the interviewer may get a feel that you are not aware of the answer, or you are looking for information, or that someone is prompting you.

~

Make sure the interviewer does not have to repeat themselves. If you do, this is generally a sign that you are not listening to what they have to say. Allowing this to occur often during the interview can keep you from being hired.

7.6.5 Don't Speak Too Fast or Too Slow You should speak at an average level of speed, not too fast nor too slow. You have to sound clear and the interviewers should be able to understand what you are saying. This is something that you may have to practise. (P

If you speak too quickly, the interviewer may have to ask you to repeat yourself, which is inconvenient for the both of you.

(P

If you speak too slow, you may give the impression that you are buying time to think of a suitable answer. It is questioning your intelligence.

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7.6.6 Don't be Over Confident While it is important to be confident, over confident spells disaster. So, don't think that you don't have to prepare for a tele-interview because you are not being watched by the scrutinizing eyes of the interviewers. As the saying goes, when you fail to prepare, you prepare to fail. Being over confident and not preparing may surprise you by questions you least expected to be asked and for which you may have no information that you could use to answer them intelligently. Basically you should not take too much time to think and answer a question. This is the most important reason why you should be prepared for the interview. If the interviewer asks you about the company and your interest in them, being prepared will give you the advantage of giving them intelligent and well thought about answer.

7.6.7 Don't Discuss Salary A void asking salary related questions during tele-interviews. If you are asked any questions related to this subject, give appropriate answers. For details, see Sections 5.13 and 10. I distinctly remember an occasion when I was conducting telephonic interviews. When I mentioned why I called, the girl who was just out of college, asked about the salary that would be offered to her. We did not even have a proper introduction and this was what she wanted to know! On probing further, she said that she did not know anything about the job profile or the requirements of the job, but she did not mind joining the company if we offered her Rs. 20,000/-. She said that she would decide if she wanted to take up the job depending on the salary offered. My colleague was cheeky enough to reply back that we were trying to decide if we wanted to continue the conversation with her since she did not have any knowledge or skills required for the position. Strangely enough the girl replied back that she was ready to negotiate the salary amount.

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Now, the million dollar question is why would a sane recruiter even consider calling her for an interview? In spite of informing her well in advance and arranging a tele-interview with her, which gave her ample time to check the job profile and requirements, she did nothing. Infact she did not even ask the HR person about the details when contacted to fix the time for the tele-interview. Would any organization want to recruit such candidates?

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Points To Remember ~

Be prepared for the telephonic interview, even for an unscheduled interview. This will show how prepared you are even for the unexpected.

~

Practise some of your answers so that you don't waste time thinking and muttering.

~

Stay focused, avoid negatives, and be relaxed.

~

Speak to the point, clearly, and confidently.

~

Don't speak too fast or too slow.

~

Emphasize on how you talk, what you say, and how you say it.

~

Do not allow distractions of any kind.

~

Do not eat while talking on the phone.

~

Be confident. Don't be over confident or underconfident.

~

Don't worry about facial expressions. No one is watching you. Instead, focus on your language and what you say.

~

Don't eat while talking.

~

Don't interrupt.

~

Don't discuss salary unless asked for.

000

A Dozen Tips For the Ceremoney

This chapter covers the following topics : ~

Section 8.1: Be on Time

~

Section 8.2: First Impressions

~

Section 8.3: Dress Neatly and Appropriately

~

Section 8.4: Speak Clearly

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Section 8.5 : Be Confident

~

Section 8.6: A void Talking Too Much

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Section 8.7 : Avoid One Word Answers

~

Section 8.8: Positive Body Language

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Section 8.9: Build Trust

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Section 8.10: Have the Right Attitude

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Section 8.11: Be Honest

~

Section 8.12: Ask Questions

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Most people find even the thought of attending an interview daunting. You have to do more than just answering the questions correctly. You also have to convince the interviewers that you are the person they may want to work with. Reliability, loyalty, consistency, trustworthiness, and dependability are qualities that all employers seek in employees, no matter what type of job it is. Your task at the interview is to signal to the interviewer that you have all those qualities. You may also need to follow some guidelines!

8.1 Be on Time The first thing that comes in mind about getting ready for an interview is to reach there on time. So, what is new about this tip? Unfortunately this also happens to be the most misunderstood statement. Most of the time the candidates come in very early, and pester the front-desk executive to remind 'the interviewer that they are already in. This can be very irritating, both for the front-desk personal and the interviewer. The people responsible for hiring you are busy. They have tight schedules and probably they would be in the process of getting ready for the interview. If you happen to comem in early, mention that you were supposed to come at a specied time, but have come in early, and that you would wait! The HR executive might have some forms for you to fill in. If by chance, you believe that you are going to get late because of a terrible traffic jam or other unforeseen reasons, call the person organizing the interview and inform them about your being late. Ideally, arrive about fifteen minutes before your scheduled time, so that any other formality (if any) can be covered before the scheduled time for the interview. This will show of your attitude towards time management-not only your time, but also of the others involved.

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This will also give you the opportunity to do the following: (/>

Read some information about the company in the reception area.

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Get used to the surroundings.

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Relax and feel comfortable in the new place.

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Catch up with your breath and rewind some questions and answers in your mind to get into the feel of interview.

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Meet the other candidates and get a feel of the competitors.

8.2 First Impression The first few seconds of an interview are very important in impressing the interviewer. As the old-age saying goes, the first impression tend to be lasting impression. Interviewers make their first impression about you from your personal appearance. Body language makes the decision more concrete. Some of the factors that impress the interviewer and help them make the first impression without hearing you perform in an interview include the following: (/>

Appearance Most people may think that their appearance has very little to do with their ability to perform in a job, and so give little consideration to how they dress for an interview. Some interviewer may tend to be cautious and conservative when hiring candidates and so they may have certain expectation about dress codes. Don't go overboard, but ensure to dress up neatly and appropriately. For details, see Section 8.3.

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Facial expressions Greet the interviewers with a pleasant smile on your face. A smile lets you establish an instant relationship with people. Smile also tells you are friendly, approachable, and open to discussion. But don't over do it and look as though you are advertising for a toothpaste. For details, see Section 8.8.2.

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Greetings/Handshake Greet the interviewer(s) warmly, with a pleasant smile, and a firm handshake. A good handshake means a firm and confident handshake. Do not try to crush the hand bones of the interviewer. Avoid also the other varieties of handshakes long lasting, limp, and the three handshakes. For details, see Section 5.4, Poor Handshake.

(P

Eye contact Making an eye contact shows off your confidence. Eye contact is one of the most important aspects of nonverbal communication and can make a significant difference in how you present yourself. If you look away when speaking to someone, it will seem as if you lack confidence or have something to hide. So always answer the question with eye-contact with the interviewer.

(P

Tone of voice Candidates who know how to use their voices properly enjoy an advantage over those who do not. Your voice should be clear, confident, pleasant to listen, and in control. It should not be overbearing and should emphasize important points without too much of a fuss. This is what you should not to do: Avoid a flat monotone in fact, avoid any sort of monotone. Don't sound lethargic and lazy. Don't sound too soft or shy. The interviewer should not strain too hard to hear you. Don't be too loud.

8.3 Dress Neatly and Appropriately Dressing appropriately represents a good start. You do not have to wear a designer wear for the interview, but the dress must be appropriate for the organization, the position, and the nature of the job you are applying for.

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For example, a male candidate considered for the position of a marketing executive should not be dressed in tee-shirt, jeans, and sports shoes . He should wear a business suit or a formal shirt and trousers with well-polished shoes. In general, wear clean clothes and shoes . Women should take care that you: (?

Don't wear lot of make-up-ensure that you don't look as though you have just stepped out of the Indian T.V soaps .

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Don't wear too much of jewelry-you are not getting married or attending one!

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Smell good, but definitely not like a living bottle of deodorant or perfume.

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Don't have claw like finger nails painted in red or black.

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Spend sometime on your appearance, but don't look as though you have just stepped out of a beauty parlor.

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Wear shoes that are comfortable-use heels that are not too high.

Similarly, men also have to be dressed just right for the interview, not over or under-dressed Wear a formal shirt, trousers, and well polished shoes. You can also wear a suit with tie if the position and the organization demands it. Women should either wear a smart western suit, or sal war kameez, or saree (as appropriate). In short, you should be neat and well-groomed.

8.4 Speak Clearly When you are asked questions, clearly communicate the answers. If you don't understand what is being asked or do not know the answer to any question, say so clearly. Remember, this is a chance to prove yourself. (?

Speak clearly and directly.

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Don't beat round the bush.

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Use pauses rather than uhs, umms, and ahs.

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Be yourself, yet alert and attentive.

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Do not fumble. Be relaxed.

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8.S Be Confident Remember that an interview is also an assessment of how well you might do in a given situation for the position you have applied for. You must be able to prove to the interviewer your understanding of the task and demonstrate a general level of competence. ~

Remain calm, confident, and avoid nervous habits such as tapping your foot, playing with your hair, or biting your nails.

~

Try to take control of the interview in a subtle manner.

~

Try to lead the discussion by answering the questions into areas that demonstrate your competence and skills, and highlight your achievements and strengths.

~

Don't have the disinterested or lost look on your face.

~

Look confident and give confident answers.

Keep in mind that there is only one chance to make a good impression. Every interviewer will want to recruit candidates who are goal-oriented, career-driven, enthusiastic, and motivated. Try to end the interview on a positive note. The interviewers need to get the feel that you are interested, enthusiastic, and excited about the position. Being confident will show that you are secure in your abilities to do the job.

8.6 A void Talking Too Much Your talk should be balanced. If the interviewer asks you to tell them about yourself, don't give them a detailed autobiography. Employers wants to know what you can offer to the team and to the company. So, talk in brief about your education, interests, experience, and/or skills that can be of use to them. If you are specifically asked about other details, go ahead and answer them.

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When you are interviewed by the team members, be friendly, but do not engage in idle chat. You don't have to make friends. They are probably your future teammates. At the given point of time, they are interested in evaluating you and checking if you are worth considering for the position. ~

Be enthusiastic and positive: However, bored you are during the interview, you should always seem to be enthusiastic. Do not say anything negative about the previous employers. Focus on positive achievements and views.

~

Answer briefly: Try to answer briefly and to the point. If you want to give more explanation, say something like, "Do you you want to know anything else?" or "Do you want me to explain this in detail?"

8.7 A void One Word Answers A void talking too much does not mean that you have to be cold and impersonal. Do not say yes or no for an answer. Instead give qualitative replies. If you are an experienced writer, give examples of your performances that stand out. Example:

If you are asked if you have used a certain tool (say Arbortext):

Avoid: "I haven't." Better: "I haven't used Arbortext, but I am aware of its features. I currently use FrameMaker. It was an easy transition for me from Word to FrameMaker. I am sure that I can quickly adapt to this as well." You need to demonstrate your ability to interact well, both with members of your team and other teams as well. So, be a balanced communicator. Give meaningful and focused answers.

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8.8 Positive Body Language Your body can speak a silent language that can tell a greal deal about you. Interviewers make their first impression about you from your personal appearance. Body language makes the decision more concrete. When we communicate, 20% impact depends on what you say, 40% on how you say it, and 40% of the impact is made by your body language. About 40% of the decision about you is already made. It is up to you to make or break the remaining 60%. Your body should convey the right message. SEATING POSttlONS

~

While talking, maintain eye-contact and look at the interviewer in the eye confidently, but not challengingly. Also avoid staring at them.

~

If you are clumsy with your hands, rest them on your lap instead of folding your arms across your chest. Arms folded across your chest show unfriendliness and places a barrier between you and the interviewer.

~

There is nothing wrong with using your hands to emphasize a point. You are probably an animated person. However, avoid overdoing it. If you normally move your hands around a lot when you speak, tone "it down a little. Ensure that you don't look like a Kathitk dancer by moving your hands very often. But at the same time, do not be too still like a mannequin in your effort to sit straight.

~

Touching the nose very often suggests that you are confused.

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Do not stoop so low as though you are carrying some weight on your back.

Body language and personal appearance helps in building rapport and trust during an interview. The other equally important factor is how you behave and express yourself during an interview. Maintain a good posture and look confident.

8.8.1 Sitting The way you sit and communicates a great deal about the situation, including how important you think the interview is, how nervous (or confident) you are, and how comfortable you are. A good sitting position may go unnoticed by the interviewer, but a . negative posture will always put them in the defensive. Sitting straight and upright is a neutral sitting position that interviewers expect to see. Women can cross their legs at the ankles and position the legs slightly to one side.

What to Avoid Some people sit in positions that exudes over familiarity and even arrogance, whereas others communicate a serious lack of self confidence. Here are some tips on what you should avoid: ~

Leaning back. It gives the impression of over confidence and loads of attitude. It may also suggest that you are not taking the interview seriously.

~

Crossing your legs at the thighs. It gives a feeling of too familiar, especially at the beginning of an interview.

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~

Sitting with your legs wide apart.

~

Leaning forward too much may make some interviewers feel uncomfortable, especially if you are physically big and talk loudly.

~

Slouching suggests lack of interest and enthusiasm. It gives the impression that you are not taking the interview seriously and will likely slouch in your duties as well.

8.8.2 Facial Expressions Facial expressions are extremely powerful communicators. Anything that is overdone will almost certainly give the interviewer a reason for concern, whether it be too much smiling, nodding or eye contact. During the course of an interview, it is very important to control your facial expressions, especially if you feel the interview is not progressing to your satisfaction and you may be communicating unwanted information to the interviewer.

Joy

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Sarcasm

accepted

aware

~ angry

® ® @ G_'?5 .~

Rejected

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Suprised

Fearful

Controlling expressions is harder than many people realize. Often our faces work independently of our wishes. Unfortunately, they communicate our deepest feelings, which you may not want to reveal. Failure to control your facial expressions while you say something will undermine your credibility by sending conflicting signals to the interviewer. Example:

The interview is going very well when the interviewer tells you that the job will include an important duty that was not mentioned in the ;ob profile. Your immediate thought is, "Had

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I known about it, I would have been prepared and now I know nothing about this responsibility. " In this situation there is a good chance that the dismay show on your face. But you say, "That's fine with me. I am used to taking on new duties. I am a fast learner. " The interviewers will first see the dismay and confusion on your face before they hear your words. It will leave the interviewer unconvinced despite a reasonable answer. With a bit of knowledge and practice you can control what your face say. Becoming aware of the communicative power of facial expressions represents a good start to controlling unwanted communication. Next time you feel that your face may be communicating something that you do not want it to, stop and force yourself to change it. You will probably find it a little awkward at first, but with enough practice, it will become second nature.

8.8.3 Smiling A smile can often achieve what the best of answers cannot during the interview. A smile is a highly effective communicator and sends the right signals to the interviewer, which helps in building rapport. It also shows that you have well-developed social skills, and are a friendly person. Here are some tips about smiling:

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Be genuine. Avoid grinning or putting on a forced smile. There is nothing worse than trying to smile when you don't want to. It shows on your face.

r?

Don't be put off. Though we often do not realize what we are doing, unconsciously we mimic facial expressions of the other people. If you smile and the interviewer continues to sit with a serious face and refuses to smile back, there is a good chance that you will stop smiling back and maintain a grim face yourself. No matter what, wear your warmest smile on your face.

r?

Don't overdo the smiling act.

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8.9 Build Trust To get a positive outcome from the interview, you have to gain the trust of the interviewer. Trust has different implications to different interviewers-confidence, attitude, intelligence, the way you react to certain questions, etc., You also need to convince the interviewer that you can grasp concepts quickly, like the job, and would like to make a career with them. Interview is THE time for you to speak up to gain the trust of the person(s) interviewing you that you can be trusted with their project. Make sure to speak positively of your previous employers and experiences. Case 1: I am happy with my present job, but the organization does not pay well. I am not satisfied with my salary. Case 2: I like the job I currently have, but I just wanted to check other options. Case 3: I am not happy with my job profile, it is very demanding. Case 4: I am happy with my employers and my current job profile. I want to be closer home for personal reasons. That's the only reason I am looking for a change. I would personally not consider cases 2 and 3 at all. In case 2, I might fear that if recruited, the candidate might soon start visiting other companies and organizations to check out other options. Case 3 shows that the candidate is not willing to take up demanding work at all. I would be impressed by case 4 because the reason is genuine. For details, see Chapter 9, Building Rappot and Trust.

8.10 Have the Right Attitude Interviewers look for the attitude of the candidates in their body language, the way they speak, and the such as answers they give: (/>

Be careful in using expressions such obviously, of course, and no problem. These words oozes with arrogance, specially during an interview. The answers should be factual, yet modest.

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Example: Of course I am dependable, of course I know it, of course I can do it. Obviously I am good, obviously I am a team player No problem I can do it! No problem I an a quick learner. No problem, I shall manage. (P

Do not attempt to answer without fully understanding the question. If you miss a question or are not sure about it, ask the interviewer to clarify it. You don't want to end up looking like a nincompoop, do you?

(P

If you do not anticipate a question and do not have a ready answer for it, be cool, do not mumble. Pause, and think. It is better to think carefully for an appropriate answer than to offer a stupid and inappropriate answer in a hurry. You may ask for a few minutes to think but, make sure you do not spend too much time thinking.

(P

Many times interviewers may ask the question, "Where do you see yourself five years from now?" Consider the following cases as far as freshers are concerned:

\

Case 1: Someone who comes prepared and says: "A team leader or a senior engineer handling more responsibilities, and probably coordinating projects." Case 2: Someone who has absolutely no idea about the job profile, and says: "Manager of the team." Case 3: Someone who has absolutely no idea about the job profile and says: "I don't know about the job profile in detail and so I am not aware of all the tasks that a person in this position will have to perform, but I am sure that in a year I shall be confident in what I do. In the next 3-4 years I shall

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learn more about it and will try to prove . myself. So, I think I shall be eligible to be a senior engineer or a team leader." Case 1 is the most logical answer. Case 2 is what the candidate aspires to become, and is the most illogical reply. Case 3 seems to be the most well balanced answer that also gives appropriate explanation to why the candidate thinks he/she could be in five years time.

8.11 Be Honest As a golden rule, never lie or exaggerate about your interests, experiences, or skills. If you don't have any hobbies, admit that. A void making statements like: (P

HI am extremely passionate about writing," when you don't have any writing sample (story, poem, article, travellogue, blog, etc.) to show off your passion. What kind of passion is that? A person who cannot shake a leg to music or who has not yet danced to music cannot say, HI am passionate about dance". The same applies to writing.

(P

"I am a voracious reader," when you probably read a book or two in a year.

(P

"I love reading, " just because you read newspaper daily, or because you have recently read an Enid Blyton/Hardy Boys/Nancy Drew!

Lying about your work and your strengths would only cause distress in the future. If you lie, do that with conviction and ensure that you have matter and the intelligence to back it up! Even if you don't have the required work experience, your work habits in past jobs or your interest and basic skills can say a lot about your possibility for future success.

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8.12 Ask Questions Many candidates prepare for an interview, but make the mistake of concentrating all their energies on how to answer the interview questions they might face without giving thought to good interview questions they could ask the interviewer. You need to remember that not only are the interviewers interviewing you to judge your suitability but you are also trying to evaluate whether the position is good for you. When given a chance, ask relevant questions. Ask questions that you have pre-decided and any questions that come in your mind while being interviewed. You may want to know about the team, the job profile, the department, the work process, etc. Employee-employer relationship is like a marriage, both should like and respect each other. The decision should be mutual-you should want to work with them and they shoulq want you to work with them. So, just as the interviewers are evaluating you, you too need to evaluate them and the job profile. Experienced candidates and freshers may have a different set of questions to ask the interviewers. In any case, impress the interviewer with your confidence, perceptiveness, and interest.

8.12.1 Experienced Candidates An interview is a chance for you to learn more about the job and the company. Make sure that you understand the exact job profile and responsibilities. Ask about the job expectations. This will help you make the right decision. As an experienced candidate, you may ask the following questions (you may add more to the list): ~

What type of person are you looking for?

~

Do you follow any specific process?

~

What would my initial assignments be?

~

What are the roles and responsibilities associated with this position?

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Can you tell me about the culture and management style of this organization?

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Can you please describe the work environment in this company?

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Do you have documented processes and procedures?

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What tools do you use? (depending on the answer, you may ask further questions)

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What are your line of products?

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Can you describe recent projects on which a person in my position has worked?

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To whom would I report? Where '.will I fit in the organi~ation ?

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What opportunities do you have for continued training and development?

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What are the career growth opportunities associated with this position?

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What type of appraisal system do you have?

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What is the hierarchy in the team?

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(if you are a replacement) Will I handle the projects handled by my predecessor?

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Are there on-going projects for which I will inherit responsibility?

{/>

What are the limits of responsibility and authority of this position?

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What are the career growth opportunities?

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What is the method of performance evaluation used by the organization?

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8.12.2 Inexperienced Candidates As an inexperienced candidate appearing for an interview, you may ask the following questions:

rP rP rP rP rP rP

What qualities do you seek in new hires? What expectations do you have of the new graduates? What are the roles and responsibilities associated with this position? Do you have a formal training programme? What tools do you use? Will I receive any formal training?

rP rP

What is the hierarchy in the team?

rP

How big is the team?

What is the typical career path in your company for someone with my background?

Note: Avoid asking salary related questions in the first round of interview.

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Points To Relpember ~

Dress carefully-be neat and presentable.

~

Take a few minutes to meditate or to calm the butteries in your stomach.

~

It is natural to be nervous. However, if you are well prepared, you will do well.

~

Be pleasant with everyone you meet.

~

Maintain eye-contact with the interviewers.

~

Be aware of your non-verbal communication-your posture, expressions, and body language.

~

Use pauses rather than uhs, umms, and ahs.

~

Be yourself, yet alert and attentive.

~

Be confident, energetic, and enthusiastic.

~

Be honest and sincere.

~

Answer the questions asked. Don't divert from the subject.

~

Display energy and a positive attitude.

~

Show you are sincerely interested.

~

Be prepared to talk about yourself in a clear, concise manner.

~

Focus on your ability to learn quickly, communication skills, analytical abilities, and other strengths.

~

Be prepared to discuss any aspect of your resume in depth.

~

Emphasize your strengths and skills.

~

Be prepared to answer any type of questions.

~

Ask valid and sensible questions.

000

Building ·~:;~]~~.pport

and

Trust

~

Section 9.1: First and Last Impressions

~

Section 9.2: Communication Is Not Only About Talking

~

Section 9.3: Show Your Enthusiasm

~

Section 9.

5: Discuss Your Success Stories ~

Section 9.6: Don't Highlight Your Flaws

~

Section 9.7: Don't Lie About Achievements

~

Section 9.8: Show That You are Motivated

~

Section 9.9: Show that You Fit In

~

Section 9.10: Never Argue

~

Section 9.11: Don't Criticize

~

Section 9.12: Handle Objections Positively

~

Section 9.13 : Avoid U.ncertainty

~

Section 9.14: Explain Why You Want To Leave

~

Section 9.15: Use Positive Statements

~

Section 9.16: Don't Be Self-centered

~

Section 9.17: Credit Others for the Achievements

~

Section 9.18: Avoid Blowing Your Trumpet Too Hard

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There are several things you can do to improve rapport and build trust during the course of the interview. It goes unsaid that answering questions in a convincing and confident manner goes a long way towards establishing rapport and trust. However, there is a lot more to it than simply articulating a series of technically correct responses. It requires you to show the interviewer that you are a good person to work with by demonstrating the appropriate behaviours during the interview.

9.1 First and Last Impressions People tend to recall more of what happens at the beginning and the end of an event than they do of what occurs in the middle. This does not mean you concentrate on the beginning and end of your interview and neglect the rest. It is a reminder to be careful about how you start with the interview and what you say towards the end of it. ~

Arrive on time.

~

Be neatly and appropriately dressed.

~

Go for the interview alone. If you bring someone along, have them wait in the car or somewhere outside (in a nearby cafe). Dragging along a parent or sibling or friend shows how insecure you are.

~

Be friendly and meet the interviewers with a friendly smile and a firm handshake.

~

Be confident and don't fumble as you talk.

~

Don't act over familiar as the interview progresses. By the end of the interview, some candidates behave as though they are some long lost friend. Ensure that you don't fall into the trap of over-relaxing or becoming overly familiar. Maintain appropriate interview behaviours right to the very end.

The power to hire (or not) lies exclusively with the interviewer. Interviewees who acknowledge the interviewer is power stand a better chance of being liked (and therefore winning the job).

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Though many of you understand this, not everyone proactively demonstrates it during the interview.

9.2 Communication Is Not Only About Talking One of the most important lessons you must learn about building trust is that there is much more to communication than the words you speak. According to the communication experts, "About 10 per cent of communication is represented by what you say, 30 per cent by how you say things and 60 per cent by your body language! So if you spend your time concentrating on the content of your answers while preparing for an interview, you are spending 100 per cent of your efforts on 10 per cent of overall communication". This may explain why so many people who give technically brilliant answers do not get the job. Communication is not only about what you say during the interview, it is also about how you say it. Along with this, your body language-the movement of your hands, your posture, the facial expression, the actions you may make, all contribute to communication. You need to back up your words with your actions as well. For details, see Section 8.8. Example:

You may say that you are a team player and a friendly person, but sit through the interview with a grim face, without a smile. This will only defeat the purpose of the statement you have made. The interviewers will be forced to think that you are nowhere close to being a friendly person. Some may even think that you are exaggerating or lying.

When you understand that communication depends on other factors too, you begin to see the new world of communication. The focus of the interview preparations should shift from bookish preparation to include a range of non-verbal communication including appearance, the way you sit, how and when you nod your head, how you move your arms, or cross your legs.

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Sometimes a friendly smile and an acknowledging nod can be worth a lot more than the best verbal answers you might give with a grim face.

9.3 Show Your Enthusiasm You may be a soft spoken person, but you should ensure not to sound timid or uncertain because you will sound unconvincing to the interviewers. There should be some level of positive energy and enthusiasm in you. Examples:

Answer 1:

I like working alone as I am basically comfortable with myself. Sometif[les team members can cause problems and I like: to keep myself away from such issues. But I also realize that it is important to work in. a team and so I have no problems doing that as well.

Answer 2:

I like to interact with people. I strongly believe that working in a team is about give and take. Training, mentoring, and learning is a two way process. A team is made of different types of people and so there is bound to be some differences in opinions. But I believe that all the team members are professional and will want to work together for a better result. So, I have no issues working in a team.

Which of the two answers sounds acceptable to you at an interview? Clearly, Answer 2 is the better than Answer 1. The first answer sounds as though the person is ready to work in a team though the preference is not to. The person also wants to escape from problems. On the contrary, Answer 2 starts off with a very enthusiastic and positive statement. It gives an insight into the positive thoughts and values of the candidate. It also reinforces several more affarmations about the candidate. (P

Is highly motivated.

(P

Is a well balanced person and has no ego hassles.

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Makes a value statement. Displ~~ys team spirit-training, mentoring, and learning.

Is profesSlC>il(ll. By default thinks that all others are professionals too. Is a team player. Interviewers will feel that it would be comfortable working with the candidate who gave the second answer.

9.4 Overcome the Shortcomings Very often the difference between a highly productive employee and one who is struggling has little to do with talent and much to do with this attitude and drive towards learning and getting work done. High achievers overcome shortcomings in their skills and knowledge in order to achieve their aims. They are not afraid of changes. Instead, they embrace them as learning challenges and look forward to overcoming them. As a result, they are seen as achievers an go-getters. Employers like to hear about how you learnt new skills or gained knowledge in order to complete a project. Overcoming defficiencies demonstrates to the interviewer that you are the sort of person who is able to learn on the job and as a result, get the job completed. Here is what an answer about overcoming skills! knowledge may sound like:

Example:

After receiving the assignment, we soon realized that some of us on the team did not have the required knowledge and skills to contribute to the project. I took up the challenge of learning the new software, developing a new process and describing how to use it within a very short space of time. Because we were working under a very tight time-line I could not take support or help from any of my team members. Apart from the project I was working on, I also managed to spare time to learn the new

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software and setup the process. I conducted a training session to share this new found knowledge and information with the other members of the team and we successfully completed the assignment. This answer not only tells the employer that you can learn while working on an assignment, but that you can also do it under pressure and deliver the required results.

9.4.1 What To A void Though the interviewers like to hear positive statements, you should not lie and create positive statements just to impress them. Here are some things you can avoid during an interview: ~

Avoid denying your weakness One of the worst things you can do is to deny that you have any weaknesses at all. Interviewers can find out your weakness during the interviews, specially during the behavioural and technical interview. This would give a feeling that you are a liar or that you have a monstrous ego, neither of which would be of advantage for you.

~

A void mentioning old mistakes Example:

I used to make mistakes when creating corporate presentations.

You do not have to mention some mistakes you have made in the past. If you have made mistakes, learned lessons from them, and have moved on, let them be things of past. Don't dig your own grave. ~

Avoid highlighting your negative personality Avoid talking about you weaknesses such as impatience, intolerance to mistakes, quick anger, etc. It does not show of your managerial skills or demonstrate that you a good leader, but shows that you are weak person who cannot control negative emotions. While lack of skills can normally be rectified with a bit of training and mentoring, personality weaknesses may be more difficult to deal with.

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Don't talk about your current weakness Don't give answers t4hat talks about a current weakness that is a requirement for the job. In that case, provide skills-based weakness that is not relevant to the job. Example:

If the position you have applied for requires you to have leadership skills, avoid making statement like: I am hardworking, professional, motivated, and competent, but sometimes I lack the confidence to take a leadership position. I really need to work on my leadership skills.

~

A void cliches

The problem with cliche'd answers are: A lot of other people use them. It does not help you to standout from others.

Interviewers are bored of hearing them. Serves no meaning to the interviewer. It may send out a wrong message to the interviewer.

Example:

I am a hardworker. I cannot say no to requests and work late nights to complete my assignments.

This statement may mean or give out the following messages: You want to please your boss by not saying no. You are not good at project planning and/or project management. You are not good at time management. You seem to have a serious problem with managing your workload.

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9.5 Discuss Your Success Stories S - Briefly introduce the situation. T - Talk About the task you had to perform. A - Discuss the action you took to perform the tasks.

R - Talk about the result of the action.

When you tell the interviewers of some of your achievements, ensure to give valid examples to support the achievements. To make your answer sound impressive, use the STAR formula to discuss performances and success. Situation

Describe a specific situation that you were in or the activities you had to perform. Be specific, but give enough details so that the interviewer understands the situation better.

Task

Describe the task you had to perform to analize and plan the situation. Describe in brief the task that you perform that helped to decide the course of action.

Action

Describe the action you took. You should talk about what you did, notwhat you should have done or wanted to do. First be brief and specfic and mention the actions you took. Tell them that you can describe it to them in detail if they interested.

Result

Describe the result you achieved because of the action you took. Tell what you accomplished, what you learnt, and how the situation ended with a positive note.

Here is an example of using the STAR formula during an interview: 1.

Situation - When I j~ined the organization, the work process and the training materials were not in place. I had a difficult time understanding the different aspects of work. Thankfully for me, I had good team members who were ready to hefp me out. I am a quick learner too.

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Task -

2.

I realized that putting the process and some training materials and reference information in place will help the new team members. It could also be used as a database for knowledge management. I decided the course of action I had to perform to put this task into reality.

3.

Action -

4.

Result - The manager not only accepted my suggestion, but also complimented on my thoughts and efforts. He admired the fact that I helped in creating some training materials and instruction with no extra effort. Now, we have a web-based database in place and all of us pitch in to add information and keep it updated.

I kept a note of all the instruction that were given to me by my mentor and the other senior team members. I created a reference document for my own use. After a few months, when my training was complete, most of the training material was also in place. I showed it with my manager and expressed my thoughts about creating a database for knowledge management.

9.6 Don't Highlight Your Flaws Talking about overcoming short comings and being truthful is one dimension of the interview. But, talking about negatives is different-ensure that you don't highlight your flaws and defects. You may think that pointing out negatives is a way of demonstrating your honesty to the interviewer. Unfortunately, the interviewer will only be thinking of ways of terminating the interview or getting rid of you. There is a difference in being truthful and in being negative. Let's take a look at some negative statements: ~

I love working in the customer support team because it lets me interact with people, but most of the time the customer inquiries drive me crazy.

fA good customer support executive is expected to deal with all types of customer inquiries, including the most stupid and ignorant ones.}

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tP

I am a slow learner. [This the classic example of the well known Indian saying-Apne paav pe kulhadi marna (striking a spade! axe on your own feet).]

tP

Though I enjoy the role of a team lead, it becomes difficult to handle people who constantly crible about their work. / [Have you met anyone who does not complain about their work. However good the work is, most people complain about it from time· to time. The job of a good manager is to listen to the problem of the people patiently and try to counsel and help them-not complain about them.]

tP

I cannot handle stress or pressure. So I am looking for a stress-free job. [There is no such job!]

tP

I like to work on long term projects because I don't like to change from project to project very often. Just when I learn one thing and feel comfortable about it, I don't like to start learning something different. [In that case, you probably need to apply for a government job, where things may not change for years.]

By giving such answers you give the interviewers a valid reason for not hiring you. Your answers should provoke the interviewers to ask follow-up questions that allow you to talk about your strengths and achievements. On the contrary, the negative statements invite follow-up questions for which you may not have appropriate answers to show off your skills. At the end of the day, an interview is about making the best impression possible. Many interviewers don't believe in asking questions about weaknesses because:

tP

Some candidates do not believe they have any weakness. So they refrain mentioning any of the weakness.

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Most of the candidates would not want to declare their weakness.

(?

A few perceive they have a weakness but in fact that's not weakness at all.

(?

Some foolish candidates see this question as an opportunity to demonstrate their honesty and say things they should not.

Despite these problems, many interviewers ask about your weaknesses. It is their job to ask all types of questions and it is your job to learn the best way to handle such questions. You should be able to tum the question around and demonstrate to the interviewer that you can overcome your weaknesses and also achieve your goals. An effective way of dealing with the weakness related question is to identify the weakness you have had at sometime in the past and then describe the steps you took to overcome it. The idea is to show the interviewer that you are capable of overcoming your weaknesses. It is also good to try to finish your answer on a positive note.

9.7 Don't Lie About Achievements Though you should not highlight your flaws defects, or shortcomings, you should not lie about your achievements either. It is tempting to exaggerate skills and achievements after all, interviews are all about making a good impression. The problem with lying about achievements is that: (?

You have to give examples of actual situations when you talk about achievements.

(?

You can easily be caught later if you say something dierent. Experienced interviewers can easily see through deceptive talks and claims.

(?

You lose your credibility if your lie is caught during the interview.

(?

You may succeed in winning the job, but later you will fail to live up to the hype. you created about yourself. There are chances that you might loose your job.

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9.8 Show That You are Motivated The interviewers cannot make-up their mind about the motivation level of the candidates in one meeting. So, they also form some of their opinions and decisions based on the signals or cues they pick up from the candidates during the interview. These signals can be grouped into the following categories:

tP tP tP tP tP

What is said? How it is said? Body language. Facial expression. Confidence level.

Convincing employers that you have initiative and motivational skills requires more than saying the right things. It is a combination of your communication skills, confidence, enthusiasm, and a positive body language. Avoid mentioning motivators such as money and overseas travel as they do not contribute to your interest in the job or your ability to perform well.

9.9 Show that You Fit In Some workplaces encourage a culture of one big happy family, whereas others might promote the values of discipline and adherence to rules. Interviewers will check a right fit based on these and a few other aspects.

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Certain questions are designed to explore what you might be like to work with, your values, likes and dislikes, including your attitudes about work. You have to try to find out the dominant culture and values of the organization and prepare accordingly. (?

Characteristics such as loyalty and honesty are not skills based. So, you need to be prepared with specific examples where you demonstrate loyalty and/or honesty. If you are not able to give examples relating to work, you may speak about non-work examples. Example: We deeply value employee loyalty. Do you regard yourself as a loyal person? I am a very loyal person. The first thing that comes into mind is that two of my closest friends are my friends from school. I cannot think of a valid example as far as work or job is concerned. All I can say is, in this era when people change jobs every year, I have been with my present organization for six years. I was approached many times by employment consultants with offers for other companies. They came with the promise of higher salary and better benefits. But Ifelt a strong sense of loyalty to my employer, who had faith in me, recruited me to do a particular function, spent money, time, and effort to train me, and made me feel a valued member of the team. I would still prefer working in such an environment where loyalty is expected from the employees and is given to the individuals by the organization as well. Now, I have successfully trained a few of my team members to take the responsibilities from me. The team will not feel betrayed if I leave now because a few others are ready to take over from me and I am ready to move on too.

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Many a times, the interviewers end up having 2-3 candidates with equally good skills and experience for a position. It becomes difficult for them to make a choice of one over the other. During such situation, they will look at other factors to reach a decision. There are ten qualities (among others) that all employers desire in their employees. These are: Loyalty Honesty Communication Good )Vork ethics Flexibility and adaptability to changing circumstances Willingness to learn new things Team spirit and cooperative behaviour Ability to cope with deadline related pressure and stress Initiative and ability to multitask Positive attitude There is a good chance that most of these qualities will be the focus of the interview.

tP

More and more companies are realizing that hiring candidates who are technically strong but does not fit into the culture of their organization can actually be bad for business. A team consists of a group of people working together to achieve certain goals. If these people cannot get on with each other, or there are individuals who find it difficult to deal with the prevailing group dynamics, the business will suffer.

tP

Now, many organizations are developing in-house procedures and operating systems and hence they need to impart induction training to all the people they recruit irrespective of the experience of the candidate. So, these organizations actually give greater weight to cultural related factors than the technical knowledge of the candidates.

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9.10 Never Argue One of the worst things you can do at an interview is to argue with the interviewer. Some interviewers (usually inexperienced ones) tend to downplay some of the things you may say and add their own information and even make corrections. Encountering this type of interviewer can be a very frustrating experience. It is at times such as these that even your body language may betray you, specially if you are trying to hold back the words at the tip of your tongue. Your smile can turn into a grimace and you may seem all set to get up and walk away. However, you should learn to maintain discipline, continue to smile, and nod happily. Avoid getting into disagreement of any kind. Arguing or disagreeing to almost everything will convince the interviewer that you are argumentative by nature. You may not want to work for an interviewer who is so disagreeable which is not an unreasonable thought. But, there are good reasons to ignore it because the interviewers may: ({>

Be inexperienced.

({>

Be having a bad day.

({>

Not be your direct supervisor.

({>

Be trying to provoke you (remember stress interview?).

Do your very best at an interview, no matter how objectionable you may nd the interviewer. The idea of attending an interview is to be offered a job. It is up to you whether you accept the offer or not. You can make this decision at a later stage, after considering all the different aspects. Whatever your decision is, remember it is not necessary that bad interviewers are bad employers.

9.11 Don't Criticize Don't criticize your employer, boss, colleagues, workplace, or working conditions. Prospective employers don't like to hear you criticizing the others.

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~

Even if you had the misfortune of working with the world is most incompetent team or the worst organization, do not criticize them during an interview.

~

Even if the interviewer is fully aware of the incompetencies of your colleagues, don't be critical about them. The interviewers will see you as a professional and matured individual if you avoid criticizing.

~

We all know that there are good managers as well as bad managers. It is your misfortune if you had to work for the latter type of managers. A void saying things that may remotely sound like: We called him Hitler, OR We called her Lalitha Pawar, OR We couldn't stand each other, OR Helshe is a fool, etc.

The interviewers are not going to believe in all that you say, specially when you indulge in character assassination. They do not have the benefit of listening to both sides of the story and therefore cannot make a suitable decision. By talking negatively about your boss, you will plant the seed of doubt in their minds about how you might describe them to others.

9.12 Handle Objections Positively Employer might like you as a suitable candidate, but have some reservation about recruiting you probably because the skills don't match their expectations. You will encounter objections most often when interviewing for senior positions or jobs in different vocations or industries. Example: Consider the following statements/objections made by the interviewer:

Casel: I like you, but my main concern is that most of your experience is in HR related activities, not in administration, which would have been more relevant to our needs and requirements. Case2: You fullfill most of our requirements, but my main concern is that you do not have experience in recruitment or people management.

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There is no specific method to deal with such objections, as there is no universally correct way to deal with them. You just need to be confident and convincing when dealing with such situations. You can do the following: 1.

Agree with the objection: Disagreeing will probably make you sound unreasonable, probably a little desperate, and seem as though you are trying to negotiate. It will also put the interviewers on defensive because you are disagreeing with a statement made by them. By agreeing with the objection, you clear one major obstacle and put the interviewer at ease. Agreeing tends to soften the interviewer(s) and they will be in a mental frame to give an opportunity to explain yourself. Example:

2.

Casel:

Yes, I agree. My main experience is in HR related activities.

Case2:

Yes, I agree with you. Unfortunately, I never got the opportunity to recruit people in my team.

Explain that it is not a problem: After agreeing to the objection, politely state why you think the objection does not pose a problem by give valid reasons. Example: Casel:

Though my main experience has been in HR related activities, I have also done some of the administration related work in my first job. Apart from the two "good to have" skills you mentioned, I am confident that I shall be able to do the others if someone gives me an orientation for a day or two, and guide me for a few days.

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Case2:

3.

It was a single writer scenario and hence I never got the opportunity to recruit people for the similar position. But it should not be a problem as I am aware of the job requirements and the skills required. For the first few days, I shall observe the way you conduct interviews and understand the interviewing techniques. As far as people management are concerned, aren't we doing it all the time? This will be just a formalized responsibility.

End with a positive note: Complete your reply in a positive note, with a confident look on your face, accompanied with friendly smile. Example:

Casel: I strongly believe that I can manage the work profile very well. Case2: I don't require some guidance. initial guidance to perform my well.

hard core training, only I believe that with some from you, I shall be able new responsibilities very

9.13 Avoid Uncertainty One of the golden rules in interviews is to avoid looking doubtful or saying something that suggests that you are not sure about it. Your voice and your body language should show off your confidence, not confusion. Steer away from expressions such as:

fP fP fP fP fP

I think I can .... I could give it a try .... I feel that I would be able to .... Maybe I could .... I am not sure about that but perhaps ....

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Saying you can accomplish something using tentative language or with hesitancy in your voice is almost the same as saying that you cannot really dO,it (at least in an interview). Confidence is one of the keys to establishing rapport in an interview. Interviewers like confident answers because it helps them overcome their doubt about your abilities. Now, don't mistake it with over confidence. Even if you are asked a question about a duty you have never performed before, be truthful and say that you have not performed such activities or tasks. Instead of expressing uncertainties, display confidence about accomplishing the tasks and give valid reason describing the skills and knowledge you can bring to the job.

How you say things is more important than what you say. Compare the following answers from two candidates responding to the question, "How do you think you would cope with managing a team of professionals?"

Candidate 1: I am not entirely sure whether I could manage a team of professionals. I have never done it before so it would be a whole new experience for me, but I think with a bit of application I could manage it. I would certainly like to try it out. It is an area that I am very interested in. Candidate 2: I am confident that I can do a good job. I am comfortable with working with a team. I have good interpersonal communication skills and managing people is an area I have a lot of interest in. Even though I have never managed a team before, I feel ready to meet this new challenge in my career. Essentially, both of the candidates are saying the same thingadmitting to having no experience in managing a team of professionals, yet both are interested in taking on this new responsibility .

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The first candidate began with his answer in a J?egative note and in all probabilities, the interviewers would have made up their minds against him after listening to that opening sentence. Though he tried his best to recover in the last two he had already g~ven out the wrong signals. On the other hand, even though the second candidate admits to having no experience in managing professionals, he inspires confidence right from the start and there is no trace 'of uncertainty in his reply.

9.14 Explain Why You Want To Leave If you are currently working, a common question would be "Why do you want to leave your present company?" It is a very

tricky question. You can't criticize the work or the organization nor can you say that you love being there unless you have a very valid reason). In such a condition, ensure to be careful about what you say and try to follow these guidelines: ~

Carefully mention the reason why you want to leave the organization.

~

Do not go into details unless asked.

~

If possible, provide references to support your reasons for leaving.

~

Stay with the facts of what happened, what you did, how you felt and what you learned.

But in this process, don't criticize your boss, colleagues, or organization.

9.15 Use Positive Statements An effective way of getting yourself accustomed to using positive language is to practise using them before the interview. Avoid the normal tendency of using tentative words (shall be able to) when talking about duties we have never performed before. If you cannot be confident about yourself and your abilities how do you expect .the interviewer to be confident about you? This is one of the reasons why you need a little bit of practise before you go for an interview.

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Make a list of positive statements relevant to your situation and say them aloud. You may feel a little awkward in the beginning. Keep on practising until you feel very comfortable. Here are some statements to help you get started: ~

I can definitely do ....

~

I am positive about doing

~

I am confident about ....

~

I feel very comfortable at the prospect of ....

9.16 Don't Be Self-Centered It is often better to quote what others have said about your achievements instead of using statements in rst-person (I did this, I am a fast learner, I am capable, etc.). The advantage of these types of statements is that they give a positive feeling about the scenario: Examples: Avoid 1:

I was often able to complete my work before the deadline.

Better 1:

My colleagues frequently comment on my ability to meet the deadline without extra eort. They have often asked me how I do it and I attribute it to a disciplined work schedule and proper time management.

Avoid 2:

I receive positive feedback regarding my communication skills and willingness to help others.

Better 2:

My colleagues voted me the team player of the year. Some of the selection criteria were communication skills, knowledge sharing, and willingness to help others. My colleagues were generous enough to think that I deserved it. Make such statements only if they are true.

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9.17 Credit Others For The Achievements Despite what some people may think, in the vast majority of cases getting something done within the workplace requires assistance and cooperation from others. Acknowledging the valuable contribution of others when it comes to your accomplishments is a great way of sounding humble. Here is what an answer might sound like: Example 1: Let me give you an example of the project I recently completed. It was a difficult task. The senior members in my team refused to take up this project because they strongly felt that it could not be completed successfully in the given amount of time, resources, and budget. On the other hand I strongly felt that it could be done despite the initial hiccups and took up this project. I spend a lot of time and effort on this project and I was awarded the best developer of the year for successfully completing the new project on time and within given budget. Also, the clients were very happy with the outcome. Example 2:

I was awarded the best developer of the year for successfully completing the new project on time and within given budget. It was a difficult task and so a few others in the team refused to take up the project because they strongly felt that it could be not be completed successfully in the given amount of time, resources, and budget. I felt that I should give it a try, took it up, and by God's grace completed it successfully. The clients were very happy with the outcome as well. Though it is one of my biggest success, I would like to add that I could succeed because of the valuable help I received from my colleagues within the team and outside the team as well. The testing engineers did a good job in testing the product and coming up WiTh valuable suggestions. Though I was respon.\ible for the project, it was a team effort all tht' way.

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Eventhough both the examples speaks about how the candidate completed a project successfully. Example 1 oozes with arrogance and selfishness. It sounds very self-centered and the interviewers may not want to recruit the candidate. In Example 2, the candidate comes across as a confident, yet humble person. He seems to be a team person and a leader. He also comes across as a good communicator as he described the scenario briefly without reducing the magnitude of the accomplishment.

9.18 A void Blowing Your Trumpet Too Hard Though you need to come across as an achiever and a leader, and you have to blow your own trumper(because no one else will do it for you), remember not to blow it too hard. Whilst it is essential that you learn how to talk up your key achievements, you should only state achievements once. If you repeat them, you risk giving the impression that you either do not have other achievements to talk about or that you are showing off. You may say that you are good at something, but not that you are great at it. Let the interviewers decide if they feel that you are good at something or not. Example: A void: I am a fantastic communicator. I speak in a manner that is very clear, concise, and to

the point.

Better: I think I am a reasonably good commlmicator. During the interview, speak in such a way that the interviewers listen you and understands your communication skills very well. Let them decide whether you are a good communicator .or not. Instead of describing yourself, say what you did and how you did it and let those actions speak for themselves. Here are some examples:

Avoid 1:

I am extremely good at people management.

Better 1:

I was able to lead a team for the project we currently handled. _I learned a few good tips by observing my manager and team leader.

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Avoid 2:

I am very hardworking. I work late hours.

Better 2:

I always made sure the project was delivered on time, probably a little before schedule. If that meant staying back late for a few days, I ensured I did it.

Avoid 3: I am a fast learner. Better 3: I have worked on multiple projects requmng different knowledge skills. I have been able to work on those projects effectively and effeciently because I was quickly able to understand the concepts and the product.

9.19 Don't Under-Sell Yourself Some people tend to under-sell their services because of lack of confidence and low self-esteem. Most of the time it happens due to the failure of some people to correctly perceive their true worth. The reasons for the low confidence levels and undervaluing their worth are: ((>

People compare themselves with the bookish idea of perfection rather than with other people. The workplace consists of real people who make mistakes, struggle with motivation, may not always have the right answers, miss deadlines, take help from the team members, yet strive to move on and make themselves better. So, when you measure your worth, compare yourself with live and real people at your workplace, from your department instead of being perfection personified.

((>

Some people fail to recognize their key achievements and contributions to the workplace. This may be because they have never worked for an employer who gave them their due, or simply because they have never really taken the time to stop and think about their contribution. Unfortunately, many companies do not reward such silent contributers nor do they tell them that they are good

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performers. If you have been in the habit of undervaluing yourself, it is time to sit down, think hard, and make a note of what you have really achieved in the workplace. Do your research properly, including what the market is paying for people with the skills and experience you have, and avoid under-selling yourself.

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Points To Remember ~

Building rapport and trust requires three things: Answering questions intelligently and honestly. Ensuring all your non-verbal communication like, body language and personal appearances does not give cause for apprehension in the interviewer Conforming to acceptable interview behaviors.

~

Be aware of first and last impressions people tend to better remember what happens at the beginning and end of any interaction, including interviews.

~

Smile using appropriate facial expressions and nodding your head at the right time all give a positive impression.

~

The power to hire (or not) lies exclusively with the interviewer.

~

People tend to recall more of what happens at the beginning and the end of an event than they do of what occurs in the middle.

~

Communication is not only about what you say during the interview, it is also about how you say it. Along with this, your body language-the movement of your hands, your posture, the facial expression, the actions you make may, all contribute to communication.

~

Convincing employers that you have initiative and motivational skills requires more than saying the right things. It is a combination of your communication skills, confidence, enthusiasm, and a positive body language.

~

You may be a soft spoken person, but you should ensure not to sound timid or uncertain because you will sound unconvincing to the interviewers.

~

When you tell the interviewers of some achievemenh, ensure to give valid examples to support the achievements. To make your answer sound impressive, use the STAR formula to discuss performances and success.

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~

Avoid getting into disagreement of any kind. Arguing or disagreeing to almost everything will convince the interviewer that you are argumentative by nature.

~

Talk about overcoming shortcomings in a manner just enough to impress the interviewers. But in doing so, ensure that you don't highlight your flaws and defects.

~

One of the golden rules in interviews is to avoid looking doubtful or sayipg something that suggests that you are not sure about it. Your voice and your body language should show off your confidence, not confusion.

~

Carefully describe the reason for leaving the organization. Do not go into details unless asked. Provide references to support your reasons for leaving.

~

Give credit where it is due.

~

Avoid criticizing others, including previous bosses.

~

Do your research before negotiating your salary. Know the market rates, but also check if your skills is comparable with the market rate. Just because the market rate is X amount does not mean that you may be worth X amount. You may be worth more or less depending on the skills and experience you have or don't have. Just as you should not under-sell yourself, don't over-sell yourself-but be realistic in your demands. Avoid discussing money before you have highlighted what you can bring to the company.

000

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Some companies do not indicate the salary probably because they want applicants who are interested in the job not the ones who are seeking a higher salary. If the salary related questions are asked during the personal interview, it necessarily does not mean that interviewers are interested in you. They are probably checking you. If you overvalue yourself, the~ will almost decide that they don't need you. If you undervalue yourself, they probably realize that you may not be a good decision-maker or negotiator on the job. (?

Section 10.1: Prove Your Worth

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Section 10.3: Avoid Mentioning Money Up Front

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Section 10.4: Establish The Minimal Amount

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Section 10.5: Establish a Salary Range

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Section 10.6: Check Online Surveys

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Section 10.7: Make the Final Decision

If the salary related questions are asked after the various rounds or types of interviews, it probably means that they are ready to negotiate terms . They may thus be weighing what you have to offer as opposed to what you would cost them.

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10.1 Prove Your Worth Though the salary discussions happen towards the end of the interview, the salary gure is often based on your performance during the interview. So, though you don't actually speak about the salary, the negotiation starts the very minute you walk into the interview room, not when the you start the discussions about salary. During the interview you have to: ~

Prove your worth

~

Show that your knowledge and skills will be of immense use to them.

~

Built a rapport and earn their trust.

Employers are ready to pay good salaries if they think they will get the value of the money they spend. But again, you have to be realistic in your demand. Salary expectations should depend on the skills, knowledge, and experience you have, rather than the market value. Use the market value as the benchmark.

10.2 Do Your Anafysis Trying to negotiate your salary without doing basic research is a like trying to hit a target blindfolded. Your research and analysis should focus on three areas-yourself, the market, and the organization.

Analyze Yourself ~

Check whether you have the skills advertised for.

~

Do you have the basic educational qualification required for the job.

~

Do you have the required qualifications and experience.

~

Do you have enough knowledge about the subject?

~

Do you have any transferable skills?

~

Are you interested in the job and the job profile?

~

Do you want to work in that organization?

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Analyze the Market Find out what the market is paying for people with your profile, skills and experience. You will need to take into account:

r?

Your qualifications, experience, knowledge, and skills required for the position.

r?

The industry you have applied for. Some industries pay more than others for people of comparable experience and abilities.

r?

The location-Mumbai, Pune, Noida, Bangalore, Trivandrum Hyderabad, Chennai, Simla, etc.

Good recruitment consultants and online surveys will usually provide you with reliable salary information. Never go on hearsay and quote what your friends claim they earn.

Analyze the Company Find out about the company. You may not be able to get all the details you want, but try to find the following information:

r?

Remuneration policies. Try to get information about the companys salaries and review performance.

r?

How well the company is doing. Companies which are doing well are generally better pay masters than the other companies.

r?

How desperate they are to fill the position. If you get the indication that the position you have applied fall in either of these categories, then it is reasonable to assume that you have greater leverage in negotiation: Some jobs are harder to fill than others. Some jobs are crucial to the success of the company. Some require experience in specialized areas. The company has a deadline to fill in the position.

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Salary levels. Getting an insight of the general salary structure will give you an idea. what you are up against. For example, knowing that the company pays its employees above or below the market value is a very useful piece of information when negotiating salary.

10.3 A void Mentioning Money Up Front An important principle in negotiating salary is leaving the discussions right to the end. If you are asked about your salary requirements, you may do the following: ~

Say that it is an open topic based upon the position, your roles and responsibilities, and other benefits.

I?

Tell the employer you would like to know more about the responsibilities and the challenges of the job prior to discussing salary.

I?

Give the employer a salary range based upon your salary research. Doing so will leave you with enough room to manoeuvre at a later stage.

I?

If you are working, let them know what you are currently earning. Also describe the job profile and responsibilities you are handling for that position.

I?

Convince the interviewer to leave the discussion about salary until the end of your interview so that they get a better understanding of what you have to offer to the company.

A good salesperson trying to sell a product will mention the price only after telling you the great features and benefits of the product in comparison with the other brands. To talk about price before highlighting features and benefits does not make for a good sales approach. This is not a good approach for salary negotiations. First talk about your skills and knowledge and how they can benefit the business before quoting your price. The idea is to make as good an impression as humanly possible before talk about mone)',. arises. Once you receive the offer you do not have to accept (or reject) it right away.

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If you are a really good candidate a simple HI need to think it over" can get you an increase in the original offer. On the other hand, each organization has a specific range that they pay for a specific experience. If the organization feels that you are out of their reach, even though you are the best choice, you may not be shortlisted. Similarly, they may mention the top range they can offer you and you can decide if you want to continue with the interview.

10.4 Establish The Minimal Amount Give serious thought to determining the absolute minimum amount you are willing to work for. Assuming that you have the required experience, knowledge, and skills, you should take into consideration three factors: (/)

The market rate for your level of experience and skills. Do not go below the minimal amount of the market range. If the market range is between Rs. 35,000 and Rs. 55,000 a month, your minimal amount should definitely not be under Rs. 35,000.

(/)

Your level of experience and skills. If you have the requirements asked for, you may also aim for the higher side of the range. If you are good, the minimal acceptable amount could be Rs. 45,000. If circumstances are favorable, you may be offered an amount which exceeds the top level of the range.

(/)

How badly you want the job. You may be willing to settle for less because of personal reasons some of which are: Suitable working hours. Minimal travelling time. Career change. You don't have a job and you badly need one. You are not happy at your present organization and want to move out on any cost.

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Once you have worked out a minimal acceptable amount stick by it. Accepting a lesser amount will more than likely lead to disappointment later on.

10.5 Establish a Salary Range The most important thing is to first do your research, analyze the situation, and then avoid quoting unrealistic amounts. The possible approaches are as follows: ~

You have valid experience and you know that the interview really likes you and that they have been experiencing difficulties filling the position. You also know that the top end of the market in your industry is Rs.55,000. In such a favourable situation, you may quote a salary range starting above the minimum acceptable to you (let say, Rs. 55,000) and go above the top end of the market range (say, Rs. 65,000).

~

If you know that there is tough competition for the job and your experience is not really outstanding, then quote a sensible range of Rs. 35,000 to Rs. 45,000.

~

A less conservative approach is to quote a higher minimum than what you have in mind say, Rs. 50,000. The advantage of this approach is that it increases the chances of getting the employer to automatically pay your quoted minimum. If required, you can bring down the amount by agreeing the minimum you actually have in mind, say Rs. 40,000 or Rs.45,000.

10.6 Check Online Surveys These days salary surveys are posted on the Internet. Some of them are very detailed and are done taking into consideration various aspects of the job. The availability of online compensation is of a great help to the job seekers when it comes to negotiation. Employers who are confident in their pay practices should welcome these new data sources, as they provide external validation that their compensation is competitive with the market.

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Access to detailed salary data across markets and industries helps in improving the quality of salary negotiations by making it possible to come on an agreement about:

fP fP fP

The benchmark and a common ground.

fP fP

Your salary range.

Your proficiency and performance level. The market value of the job.

The performance and skills necessary for future salary increases.

10.7 Make the Final Decision If you have been made an offer, consider the job description.

Have a clear understanding about your reporting relationships, authority, and advancement potential. Ask questions until you clearly understand the situation and the job profile. Careful thought and consideration will gain your respect.

fP

If you want the job, make it clear that it is the job you

want but would like to reconsider the salary offer.

fP

If you are uncertain, state there are some items you

would like to discuss before you can accept the offer.

fP

If you are waiting for other offers, you should tell the

person making the offer that you are not ready to make your final decision. Say that you need to think over their offer regarding the job and the salary before making a decision. You must also ask if there is a deadline for making the decision. Though I would love to be a part of your organization, I would like additional time to review your offer, so I can make the best decision. OR I do not want to ask for an unreasonable amount of time. Can I get back to you after 2 days?

fP

If you are buying too mush of time, some interviewers

may suspect that you are interviewing with other companies.

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Being considered by other companies is healthy for everyone involved. Be honest in this process. But do not attempt to extort additional money or benefits. Chances are you may lose the offer. ~

You can either turn down the job offer or you can turn the situation to your advantage by requesting them to evaluate your performance and potential after six months. If they are satisfied and happy, they should reconsider and increase your salary by a pre-decided percentage. If you reach an agreement, request the agreement in writing.

~

If you have, no doubt about working for the organization and you are happy with the job responsibilities and the compensation, accept the offer.

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Negotiating a Salary

Points To Remember (?

Try and find out the salary range for the position you have applied for before the interview.

(?

Know the acceptable salary for the type of position you seek in comparison with your experience, education, and the industry.

(?

Do not accept an offer on the spot unless you are fully convinced. Express your appreciation and interest in the job. Request at least 24 hours to consider it.

(?

Assess the job offer in terms of your needs, benefits, and long-term career and life goals. Talk it over with someone you respect and believe in. Make a list of the pros and cons of the job offer.

(?

Begin the negotiation with reasonable requests. It could include more money, employee benefits, training, a flexible schedule, stock options, mobile phone, company car, internet connection at home, etc.

(?

Negotiations should never become emotional or hostile. Use your value, skills, experience, and education to negotiate.

(?

If the offer is less than you expected, let them know that,

but state you are still interested in the position if they want to reconsider their offer. (?

When you say no, you should be ready to lose the job forever as it leaves no door for negotiation.

000

"This page is Intentionally Left Blank"

You must know the do's and don'ts of a job interview to secure yourself a second interview for the job. There are some things that are definite don'ts and some that are definite do's. You are in that job interview to impress the prospective employers into giving you the position you are being interviewed for. So, pay special attention in the do's and the don'ts. (?

Section 11.1 : Job Interview Preparation

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Section 11.2: Initial Contact

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Section 11.3: During the Job Interview

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Section 11.4: Answering Questions

(?

Section 11.5: Asking Questions

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Section 11.6: Leaving the Job Interview

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11.1 Job Interview Preparation.

fP fP

Be sure you know exactly where the location of interview is and how long it takes to get there. Do your research and know the type of job ·interview -You will be facing.

fP

Be prepared for the interview. Don't rely on your application or resume to do the selling for you. No matter how qualified you are for the position, you will need to sell yourself to the interviewer.

fP

Plan to arrive about 10 minutes early. Take into consideration parking, traffic, and finding the destination. Late arrival for a job interview leaves a bad impression. If you are running late because of traffic or any other reason call the concerned person and inform them that you will be late for the interview.

fP

Create a file containing a few copies of your resume and portfolio if any.

fP

Always attend the job interview in neat, tidy, and presentable attire.

fP

Always go to job interview alone. If you do bring some one, have them wait outside or in your car.

11.2 Initial Contact

fP

Greet the receptionist or assistant with courtesy and respect. This is where you make your first impression.

fP

If presented with form, fill it out neatly, completely, and

accurately.

fP

Remember body language and posture: sit upright and look alert and interested at all times.

fP

Don't fidget or slouch.

fP

In meeting the potential employers always be cheerful and happy, and smile a lot, as a cherry happy person always gets a head of the glum sad ones.

Do's and Don'ts

159

t?

Look confident if you are incredibly nervous. this will help you feel a lot more confident.

t?

Firmly shake the hands of all the people that are interviewing you. This will show them that you are not afraid of meeting people, and that you are formal and confident.

11.3 During the Job Interview Always be yourself no matter what. Don't try and pretend to be someone you aren't because the interviewers will see through it the first week of work, if you get the job. Be confident and have good energy level, but don't be overly aggressive. Don't say anything negative about former colleagues, supervisors, or employers. Do not slouch in your chair. Sit up-right and maintain a good posture. Do not fidget with your hands. Keep them on your lap. You may show gestures when required to express what you are talking about. Keep eye-contact when someone is talking to you, but don't stare. Answer questions truthfully, frankly, and succinctly. Carefully describe the reason for leaving the organization you are presently working in. Avoid criticizing others, including previous bosses. Give credit where it is due. Do not look doubtful when you say that you are confident about your answer. f/

Your voice and your body language should show off your confidence, not confusion.

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11.4 Answering Questions

tP

Do not use words such as aaa, ummm, hmm, etc., when trying to think. Keep your mouth shut, think, and answer politely and formally.

tP

Do not leave long pauses between a question and an answer. If you don't know the answer to something say so or ask them to explain it a little further.

tP

Do not use slang words. Use please and thank you whenever required.

tP

Answer the questions you are asked, do not over elaborate answers and tum it into a lengthy useless answer.

tP

If you are asked a question that does not have a readymade answer, relax, calm down. Tell the interviewer to give you a minute to get your thoughts together and then answer the question.

tP

Give short, crisp answers that is to the point. If the interviewers are interested in details, they will ask for further explanations and/or clarifications.

tP

If you are not sure or if you are confused about what the interviewers have asked, clarify the question before answering.

tP

Do not go into details about why you are leaving the organization unless asked. Provide references to support your reasons for leaving.

11.5 Asking Questions When you ask questions you will start forming a relationship with your employer. It will also increase interactivity and make you look interested in the company and the job your are applying for.

tP

Show enthusiasm in the position and the company and ask related questions. By asking valid questions, you can take the opportunity to show your awareness of the current industry situation of the organization.

161

Do's and Don'ts ~

Ask questions that show your interest in a long-term career.

~

Do not ask more questions than you were asked.

~

Don't ask questions for the heck of asking a questions. If you have no questions, you may mention that they were answered during the interview and that you have no questions.

~

Do not ask questions about salary or time or compensation, as it will appear to the interviewers that you are only after money.

11.6 Leaving the Job Interview Close the interview by telling the interviewer(s) that you are interested in the job. ~

Leave the job interview leaving behind a positive impression. For all you know, the interviewer in one organization could be an interviewer in another organization in the future.

~

Ask them about the next step in the process.

~

When leaving the interview whether it went well or not, always shake the interviewers hands and thank them for the job interview and at least say, "It was nice meeting you ".

~

Try to address the concerns the interviewers may have. You want to be sure that all the issues have been dealt with. Example:

I believe I have the qualities you are looking for in this positi(m. Are there any issues or concerns that would make you think otherwise?

This allows the interviewer to honestly express any objections and gives you the opportunity to overcome them before you walk out of the door.

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If you are very interested in the job profile, say so polite.

Emphasise your interest in the position and company but avoid sounding desperate. ~

Do not be aggressive. Don't make the mistake of asking questions like, When will I get the appoint letter? or When am I supposed to join? Though confidence is always a good trait, over cconfidence can be a massive put off.

000

Usually an interview begins with warming up questions and end it with the winding up questions. How you handle the actual interview, and what questions you may be asked is specific to the requirement of the position. Here is a list of standard questions, grouped in 27 categories, that you can use for preparing for interviews.

• • • • • •

Warming Up

•

Education

Interest

•

Current and Past Position

Experience

•

Softwareffool Experience

Projects

•

Work Preferences

Work Behaviours

•

Team Spirit

..

Work Performance

• •

Flexibili ty Adaptability

•

Delegating

Decision-Making

•

Leadership Skills

• •

Management Skills

•

Supervisory Skills

Performance Issues

Working with Management

•

Time Management

• •

• •

Winding Up

• •

Motivation

Conflict Management

..

Communications Skills

Stress Management

Planning + Organisational Skills Problem-Solving Skills

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A.I Warming Up The opening ice-breaking questions are usually easy to answer. The generic idea is to help to build a friendly atmosphere, allow you relax, and build rapport before getting into more formal and work-related questions. The recruiters probably believe that the best way is to let you talk about yourself:

General Questions

r?

Tell us talk about yourself-your education, interests, and anything else that you would like to share with us.

r? r? r?

Why are you interested in this position? What makes you apply for this position in this organization? According to you what are the skills that makes you the right choice for this position?

Non-experienced Candidates

r? r? r?

Why do you want to take up this job? While in the college what was your dream job? (depending on the answer) If that's what you wanted to do, why are you applying for this position?

r?

(depending on the answer) What if you don't land up with your dream job?

r? r? r? r?

Tell me about yourself. Why are you interested in working for this company? Tell me about your education. Why have you chosen this particular field?

A.2 Education Eventhough your resume includes this information, some employers like to have you speak on !~e subject. Remember to include all classes, seminars, workshops, and on-the job training you have attended that support your job.goals.

Questions You May Be Asked

165

~

Tell me in brief about your educational background.

~

What was your major subject in college?

~

Why did you choose that subject?

~

If that is your subject of interest, why did you apply for

this position? ~

Do you any training or certification that is relevant to this position?

~

Describe the most useful training course(s) you have attended.

~

What made it (them) so useful?

~

How do you think college contributed to your overall development?

~

In what ways do you believe your education and training have prepared you for this position?

A.3 Interest ~

How did you get into this field?

~

What about this job interests you?

~

Why are you interested in our company?

~

What types of work do you dislike or find frustrating?

~

Explain in brief what you have learned in all these years.

~

What kinds of tasks do you feel most confident doing?

~

Do you have any hobbies or personal interests that would help you in this position?

~

Where do you see yourself five years from now?

A.4 Current and Past Positions ~

Tell us about your current role.

~

Describe your typical day at work.

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Interview Skills

(?

What activities do you enjoy most at your job? Why?

(?

How will your experience help you in this position?

(?

What responsibilities do you enjoy handling most? Why?

(?

What job functions are the most difficult for you? Why?

(?

What work-related accomplishment are you most proud of? Why?

(?

Which of your traits or qualities do you feel could be strengthened or improved?

(?

What have you done to improve them?

(?

What do you like the most about your current position?

(?

What do you like the least about your current position?

(?

What are the reasons for looking out for a change?

(?

What would you want in this job that you are not getting now?

(?

What should your present employer have done to keep you from looking for a new job?

A.S Experience (?

What are the three most important duties in the job you now have or in your most recent position?

(?

What skills and experience do you have that are relevant to this position?

(?

What challenges are you looking for in a position?

(?

If you were hired for this job, in what areas could you contribute immediately and in what areas would you need additional training?

(?

What skill set(s) do you bring with you that are not listed in the job description that will help you to be successful in this position?

Questions You May Be Asked

167

~

In what areas would you like to develop further? What are your plans to do that?

~

Besides your education and job experience, what other qualities do you have for this job?

~

What are the three most important things have you learned from your work experiences?

~

Describe your most significant professional accomplishment to date?

~

What was your role in it?

~

What was the result of accomplishment?

~

Give an example of a problem you solved and the process you used? Who were involved? What led to that situation or problem? What was the final outcome?

~

Describe the biggest challenges you faced in your current job? What did you do to overcome these problems? What resources did you consult? Could you change the challenge to your advantage? How?

A.6 Softwareffool Experience ~

Name the tools you are familiar with.

~

How often do you use them?

~

When do you use them?

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If you have used ABC and XYZ, can you give a

c9mparison? ~

What other programing languages do you know?

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Interview Skills

A.7 Projects You will be asked something about the most recent projects' you have worked on.

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Where you the only one involved in the project? What factors did you into account for creating the project plan? How did you plan the project? Who were the people involved in approving the project plans? How did you learn the product you were to work on? What was the process for gathering the required information. What was the process followed? How did you determine the required and appropriate information for the project?

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Describe the review process followed.

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What types of problems did you face and how did you sort them out?

What was the actual time taken for completing the project.

A.S Work Preferences

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What kind of people do you enjoy working with? What kind of people do you find dificult working with? What type of work environment appeals the most to you? What would hinder you from doing a good job? Describe the type of manager you prefer to work for. Describe the ideal team you would like to work in. What is your idea of a perfect job? Describe an ideal work environment.

Questions You May Be Asked

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A.9 Work Behaviours

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Tell me/us about a team project of which you are particularly proud of.

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How many people were involved in this project? What was your role and responsibilities?

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What was the outcome of the project?

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Did you face any problems? If yes, how did you overcome it?

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Did you learn anything from this project? What?

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Do you think you could have a better job if you had handled the project alone?

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Do you consider yourself to be a self-starter? If so, explain why?

What were the responsibilities of the other team members?

A.tO Work Performance ({>

Give an example of a time when you took the initiative on a project?

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At work, what has been your most important achievement? Why?

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How do you set your priorities when multitasking?

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According to you what are the greatest challenges when starting a new project?

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How do you feel about taking on additional work! responsibilities?

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Can you manage your workload and meet conflicting deadlines? How?

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Has there ever been a situation where in you had lots of ideas that could have been implemented, but you could not do it? Why?

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Interview Skills

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When was your last appraisal? Did your supervisor suggest need for improvement?

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Has there been a situation where you had to avoid following an established procedure to keep to the deadline.

A.ll Team Spirit Most people work in teams. Even those who work on their own, often have to interact with others in the organization. Some teams need to work closely together and interact with each other all the time, whereas other teams have minimal interaction and the team members meet only periodically. In any case, for smooth functioning of their teams, employers are keen to hire effective team players. Hence, they may ask questions specific to your team skills.

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Do you think a team of people can work well together? According to you, what are the advantages and disadvantages of working in a team?

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Do you prefer working alone or in a team? Why?

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What makes you a good team player?

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Rate yourself as a team player (from 1-10 wherein, 10 is the highest).

How do you find working in a team? What does it mean to you to be a team player? What can be done to improve the functioning of a team? What do you dislike about working in a team? Describe experiences you have had working with groups. Tell us about the types of people you would work with. Tell us about the types of people you have trouble getting along with or would like to avoid. What experiences have you had working in close proximity with others?

Questions You May Be Asked

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171

How would you react to criticism? By another team member? By your manager/supervisor? If it were constructive or positive? If it were a negative or unfair?

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How do you deal with team-mates with negative attitude?

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Can you tell us about any experiences you have had in dealing with different people working at various levels at the same time?

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What do you think are the best and worst parts of working in a team environment?

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How do you handle it?

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If I asked your coworkers about your greatest strength as a team member, what would they tell me?

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Describe the most difficult challenge you faced in trying to work cooperatively with someone who did not share the same ideas you had about work.

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How would you handle a team-member who is loud and aggressive at team meetings?

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Describe your idea of an ideal team.

A.12 Motivation In the present fast paced and competitive world, motivation is one of the important requirements in an employee. Employers want motivated individuals in their workplace. Yet, motivation . related questions are not very common. Inexperienced interviewers are not trained to properly construct a motivation question. Most of the time, they ask direct questions like, "How motivated are you?" which attract useless answers like, "] am very motivated and will work very hard for long hours". Some of the interviewers have learned to rephrase the questions and make it more specific and useful by adding words like why is and what.

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Interview Skills

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Why do you want to do this job?

~

Why does this job profile interest you?

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What are the things you like about working in this sort of environment?

~

What are the activities you enjoy doing at work?

~

Why do you want to work here?

~

What do you love about this work?

~

What are the factors that motivates you to perform well?

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When do you get demotivated?

A.13 Communication/Interpersonai Skills Interpersonal communication skills are not just about clear written and spoken communications. It is also about the way we interact with others. People with effective interpersonal communication skills demonstrate a range of behaviors that make the people they interact with feel comfortable and brings harmony to the workplace. Hence, they are more likely to get on with others in the workplace. They are good listeners, avoid negative and abusive language, acknowledge the contributions of the colleagues, consult before making decisions that impact others, and so on. People with good interpersonal communication skills help in maintaining a happy and productive workplace. Here are some typical interpersonal communication skills questions: ~

Do you enjoy working with people?

~

How would you describe your relations with others in the workplace? .

~

What five adjectives describe you the best?

~

How would you rate your communication skills?

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(if low) What do you plan to do to improve your communication skills?

~

How would you like to share information with others in the team-write an e-mail or talk with them?

Questions You May Be Asked

173

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Would you prefer to give a written or a verbal report to your supervisor? Why?

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How do you rate your programing (substitute with the appropriate word) skills?

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How do the others rate your skills? Can you give us an example of when you had to communicate a complex and sensitive issue?

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Describe the colleague with whom you enjoyed working most.

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How do you deal with an angry person at work?

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Will there be any difference in your writing style when writing to your: friend or sibling, spouse, team member, boss, client, reviewers (for technical/editorial review). Tell us about a time when you had a disagreement with someone at work. Whal were the circumstances and how did you deal with it? ,

A.14 Managing Conflict/People

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What is your approach in dealing with disagreement or conflict with the team-members?

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Did you have to deal with any disagreeable person? What led up to the situation? Did it distract you? How did you deal with it? What action was taken? What was the final outcome? How is the interaction with the concerned person after the incident?

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How do you react when team members disagree? Do you become involved in the discussion? Do you sit back, listen, watch, and later speak with them and help them sort it out?

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Interview Skills

Do you hold back and let them work it out themselves? ~

Has there been any occasion when you successfully communicated with your team-member even when you felt the individual did not value your perspective.

A.IS Problem Solving Skill ~

Describe a problem which you faced during your current! previous job. For getting information from different sources. For receiving technical review feedback on time. Regarding tools and process if any. When an existing procedure did not work and you came up with a better alternative.

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How did you solve the problem(s)?

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How have you dealt with the problems to keep a project moving.

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Have you ever anticipated potential problems?

~

(If yes) Have you developed preventive measures, and taken control of the situation before the problems became serious? Explain.

~

To whom do you turn for help when you have a major problem at work? Why?

A.16 Flexibility/Adaptability If you hear the experiences of your parents and people who have now retired, you will realize that workplace of yesteryear is very different from what it is now. Then, people could be performing almost the same set of duties for many years without any boredom. Changes barely happened. Today's work environment is characterized by constant change. In fact, it can be argued that the only constant now, is change.

Questions You May Be Asked

175

Hence, employees who are flexible to adapt to change are highly valued one. Change can take the form of any number of things, including:

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New machinery

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New procedures or guidelines

New software

New management structures Company takeovers Down-sizing Change in work ethics and culture Work profile The effects of new competition.

Organizations that are unable to adapt quickly to changing circumstances often lose market and clients and can easily go out of business. Therefore, the employers will ask questions related to coping with change. Here are a few examples:

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What was the most insignificant change you made in your area of work?

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Can you demonstrate that you are innovative and creative?

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Do you prefer to work on projects which has well-laid out tasks? Why?

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Do you prefer long-term or short-term projects?

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Do you prefer to work on projects which changes frequently? Why?

Tell us about a time you had to learn new things about your job. How did you cope? Do you enjoy changing duties? How do you cope with constant changes in the workplace? Do you regard yourself as a flexible sort of person?

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Interview Skills

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How do you think you would react if you suddenly had to abandon a project you were working on and start a new one?

~

What are your views on learning in the workplace?

A.17 Delegating ~

What kind of tasks do you delegate?

~

What factor do you take into consideration while delegating tasks?

~

How did you decide whom to distribute the important tasks to? What was the outcome of this decision? Did you face any problems? What? What did you learn about decision-making from this incident?

~

Do you delegate responsibilities and decision-making power?

A.lS Decision-Making ~

Tell us about some such decisions that you have made.

~

Have you made any poor decision that backfired? How did you handle it? What would you have done differently?

~

Have you made any decision that turned out better than you believed it would?

~

Do you take important decisions independently without consulting your supervisor?

~

When do you find it difficult to make a decision?

~

What types of decisions do you find easy to make?

~

What types of decisions do you find it difficult to make?

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Do you anticipate problems well in advance? Explain.

~

Is there any decision you made which would normally have been made by your supervisor.

Questions You May Be Asked

(/)

177

Your supervisor in on vacation and some important decisions have to be made regarding a project you are working on. Will you make the decision yourself or consult with your supervisor? Explain why or why not.

A.19 Planning and Organization Skills It is difficult to think of a job in which planning and organizing are not involved. Eventhough technology has largely taken over many of the repetitive tasks performed by people in the past, most jobs these days involve some sort of planning and organizing. (/)

Tell us how you go about planning and organizing your work schedule.

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Can you give us an example of when you had to plan and organize an important event or work-related activity? What steps did you take?

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Do you consider yourself a good planner and organizer? Why?

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What do you do when your manager asks you to complete a task but you have already got a very full agenda?

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How do you prioritise your work?

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Describe your approach to planning and organizing your work.

A.20 Leadership Skills (/)

If you have an idea to improve the process/guideline followed by your department.

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What would you do?

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What were the most important things you learned by leading a team?

(/)

Describe how you evaluate the effectiveness of your leadership.

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Did you have to bring about some change that was not readily accepted? How did you handle it?

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Interview Skills

Describe your approach in getting your people to accept newer ideas?

A.21 Management Skills

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Describe your role as a manager. Describe your management style. How would you lead a team of highly trained professionals? As a manager, how would you motivate the team-members and maximizing their performance?

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How would employees who reported to you describe you-a leader or manager?

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What is the limit of your management responsibilities?

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Tell me/us about a situation where you have changed the opinion of your peers.

What are the types of decisions that are beyond your authority.

Whose opinion did you influence? What was the issue? How did you persuade them? What action did you take? Did you change their opinion? What was the outcome?

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What is the best part of being a manager or a supervisor?

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According to you, what is easy to manage-people or projects? Why?

What is the most difficult part of being a manager or a supervisor?

Questions You May 8e Asked

179

A.22 Supervisory Skills

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Describe your role and responsibilities as a supervisor. What factors do you take into account when delegating projects to the team.

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What are the recognition and reward systems you have' found to be most effective with your employees.

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Is there a situation when an employee came to you with a novel idea? What did you do about it?

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How you have participated in any important planning processes.

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What was the most challenging personnel issue you had to deal with? How did you handle it?

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What factors do you consider in setting and communicating your expectations?

A.23 Performance Issues

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How do you monitor the performance of your team members?

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How do you work with employees to improve their performance.

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How you handle poor performance?

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Did you ever have to give feedback to an employee who displayed a lack of professionalism in their work? If yes, how? What have you done to develop the skills of your staff? Do you take suggestions and inputs from the employees for training?

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Has there been any instance when you had to give negative feedback to an employee?

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If yes, describe the method used and what was the

outcome?

Interview Skills

180

A.24 Working with Management ~

What kind of a boss would you like to work with?

~

Describe the characteristics of the best manager you ever had?

~

Describe the toughest manager you have ever had?

~

Did you ever have any disagreements with your supervisors. How they were resolved?

~

Describe your ideal manager.

A.2S Time Management ~

How do you handle frequent interruptions at your work?

~

Describe your organizational/prioritizing skills.

~

How do you determine priorities for managing your time and/or projects?

~

How do you structure your daily work, schedule, and prioritize tasks/projects?

~

Suppose you are in a situation where deadlines and priorities change frequently and rapidly. How would you determine your priorities?

~

Do you perform better when handling one project at a time?

~

Describe a time when you had to complete multiple projects within a tight schedule.

~

Give an example of how you have dealt with several simultaneous demands which had equal importance and deadlines. Describe how you determined priorities and got the work done.

~

How comfortable (or uncomfortable) are you in working for long and stressful hours during the release phase?

181

A.26 Stress Management ~

Describe a stressful project that you have performed well.

~

Describe the type of stress that enhances your performance. Give examples.

~

Describe the type of stress that hampers your performance. Give examples.

~

How do you respond to stress?

~

Give an example of how you have dealt with several simultaneous demands which had equal importance and deadlines. Describe how you determined priorities and got the work done. How did you divide your attention to the tasks?

A.27 Winding Up ~

What do you find most attractive about this position?

~

If you were hiring someone for this job, what qualities would you look for?

~

What would you most like to accomplish in two years?

~

Justify why you should be selected for this position?

~

Where do you see yourself five years from now?

~

Use five adjectives to describe yourself. Give examples for each.

~

What is your salary expectation?

~

Do you have any questions?

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Interview Skills

Points To Remember

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Almost all of these questions are based on skills required for most of the jobs. It is likely that you will be required to answer a number of questions relating to these topics.

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Most of the skills, for instance interpersonal and communication skills are important to most employers for establishing harmonious work relationships and effective performance.

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How you answer a question relating to any of these topics could make or break your interview.

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The most important skills that is required in person who does not have relevance to the job are: Having good interpersonal communication Being a good team player Coping with change in the workplace Time and project management (organizing and prioritizing work)

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Answers to

Co.mmon 'Qu.e,$tions

The most important aspect of interview is your attitude and confidence which comes across in your appearance, voice, and enthusiasm. Preparation will help you to develop in these areas and make you feel more confident. This chapter presents the following information: ~

Answers to some of the commonly asked interview questions.

~

Tells you how best to answer these questions.

~

Explains what the interviewers are looking for.

~

Briefly explains what you should say and what you should not say.

~

Gives you explanation so that you can answer difficult questions with effective answers.

The examples discussed here will help you think and understand the theory that is being discussed. In many situations, they may be the right things to say, but how you say it depends entirely on you.

Intreview Skills

184

An Overview Job interviews are often the most feared part of the career development process. If you can anticipate what questions you might be asked and have answers prepared for those questions, half of the battle is already won even before you come for the interview. Unfortunately, there is no simple formula for a good answer to any question. It largely depends on what you say and how you say it. Though there are useful guidelines that tells you how to go about answering the questions, there are no guidelines about the structure or content of the answers that can be universally applied to all interview questions. This is because, it depends up on the candidates, the interviewers, the position, the department, and the situation at that moment. Sometimes it may be appropriate to: (.>

Talk about your ability to do the job-your knowledge, skills, and experience.

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Focus on your skills, motivation levels, and cultural fit.

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Give answers in terms of what you did, how you did it, and describe the outcome.

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Mix and match from the above depending on the type of questions asked, and who is asking those questions.

At the end of the day, it is up to you to recognize a suitable approach and structure to answer each question. Practise will enable you to analyze the situation and provide the best possible response.

Tell me about yourself This opening question is an all time favourite of the interviewers. It allows you to express your skills, accomplishments, and interests. The interviewers will ask many questions based on the details you give to get a clear picture of you as a person to determine your values, preferences, and general lifestyle. Hence, it is up to you to give such an answer that you can steer the interview in a particular direction. The way you answer will give

Answers to Common Questions

185

them valid information about your skills, abilities, interests, preferences, and personality. ~

If you keep your answers to the point, they will think that you are a focused person.

~

If you condense a long topic or subject to a concise yet complete and relevant information, they will assume that you are a good communicator.

The interviewers are not interested in your life history. They want to hear about your work life and how you have progressed through your career. In the process, they will also test your honesty and integrity by checking what you say and what you have written in your resume. Some guidelines for answering these questions are: ~

If you are a fresher, briefly talk about your education, subjects you are interested in, the projects you have worked on, and a couple of lines about your other interests (hobbies).

~

If you are an experienced candidate, mention your education, briefly talk about your career history, your present job profile and responsibilities.

~

Direct your answers towards your career, job profile, and responsibilities as they relate to the job you are interviewing for.

~

Don't describe accomplishments. Mention them, if you are specifically asked about it.

~

After answering to the question, ask the interviewer if they would like to know about anything else.

Why do you want to leave your current position? The motive of this question is to get an answer regarding your decision for quitting. You may change jobs for very obvious, yet very different reasons.

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Intreview Skills

~

You are probably unhappy with the present work profile, or salary, or boss, or distance traveled to work. It could be none of these or a combination one or more of these factors.

~

You like the new work profile, the name of the organization, the salary, or some thing else. Even if you are happy with the present job and have not thought about changing jobs, you might have heard of a job opening which is closer to your home and you are motived to apply for it.

Most of the time, one of the reason for leaving is very dominant and the interviewers are interested in understanding the dominant reason. The interviewers are often concerned with your reasons for leaving a job as this may indicate whether and when you are likely to leave the new job. When people make up their mind to leave a job they may not be concerned about the new job profile. As a result, they may not be interested in the job and may not work so well there and easily leave. Answering this question properly is important for you because the further interview session depends on the answer to this question. ~

The interviewers usually look for candidates who have outgrown the current job and is looking for a new challenge. Chances are such candidates will stay on for a few years. Example: I have been mentoring and helping the new members of the team to get started with work. I also review their performance and give them appropriate feedback. Now, I think I am ready to take on responsibilities of a small team and be a team leader. If you have previously discussed the situation with your

boss and they cannot offer you any hope of advancement within the company, tell your interviewer about it. ~

Do not to criticize. A void criticizing or bad mouthing your current boss or colleagues or the workplace, or company. If you have a valid reason, be prepared with a reasonably. good and valid explanation.

Answers to Common Questions

187

Avoid:

There is no room for growth with my current employer. I have spoken about it with my manager, but he refuses to do nothing about it. If they cannot help me grow, I have to do something about it myself.

Better:

There is no room for growth with my current employer. They are also aware of it, but due to certain constraints, they cannot do much in contributing to my growth. Since I am ready to move on to newer challenges, I applied for another job.

IP

Shutdown, downsizing, or merger is not your fault; nor is your boss. It is just that you are insecure just as anybody else and hence decided to move on before the axe falls on you. But don't make it sound as though you are running away from a problem.

IP

If you are relocating to another area, explain your reasons

for moving. Example:

IP

I am relocating to Pune due to personal reasons. My parents are in Pune and as they are getting older, I would like to be closer to them. In order to make the move possible, I had to look out for openings in companies located in Pune.

Link the reasons for leaving with reasons for joining the target company. If you are not happy in your present position, explain it in a suttle way about your expectations without being harsh on your boss or being disloyal to your company. Example:

I have an MBA in HR management. After joining the present organization, I have been spending most of my time doing administrative work. I have had a series of discussions with my manager about my job profile and the roles and responsibilities I am actually doing.

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Intreview Skills

I don't mind helping out, but I primarily would like to be involved in HR activities. When I saw you needed a HR executive, I jumped at the chance of getting back to doing what I love most. ~

A common reason for moving is having no scope for professional development. But be careful enough to show them that you have developed many of the skills as you worked. In most organizations you need to be motivated enough to find time for developing new skills. So, you need to give appropriate reasons why it is difficult for you to find time.

Sample Answers Some sample answers to the question, "Why do you want to leave your job?" are as follows: ~

I am looking for more challenges and responsibilities. I didn't want my unhappiness to have any negative impact on the job. I know that I may not be able to put in 100% and I will not be doing justice to my work and to my employer.

~

The company I worked in was acquired by another. I was laid off from my last position when our department was eliminated due to corporate restructuring.

~

I have decided that is not the direction I want to go in my career and my current employer has no opportunities in the direction I would like to head.

~

I am seeking a position with a stable company with room for growth and opportunity for advancement.

~

I am commuting to the city and spending a significant amount of time each day on travel. I prefer to be closer to home so that I can spend quality time with my family, be with my children, and catch up with my hobbies.

~

To be honest, I wasn't considering a move. But, when I saw your job posting, I felt that this position is an excellent match for my skills, qualification, and experience which I am not able to fully utilize them in my present job.

Answers to Common Questions

189

Tell us about your ideal job This question is used to check what really attracts you to the job and what actually motivates you the most. Try to analyze what they are looking for in you and the key aspects they seek (teamwork, technical skills, or leadership, etc.) (P

Be careful about the order in which you name the factors that motivates you because the interviewers are likely to take them as your priority list. First talk about things the interviewers may look for in the candidate. Then, add a few factors you are interested in.

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Do not talk about the benefits of the job. Having a great pension fund or after work parties may be very nice, but in general avoid talking about anything that does not add value to your work.

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Do not talk about salary. It is a mistake to say, "My ideal job is one that pays me more than what I am earning now."

What interests you about this job? This question basically checks your interest and your attitude towards the job. The answer to this question will tell the interviewers what motivates you at work. If they know what you seek, they can decide whether these factors what they are seeking in the candidate and more importantly, if they can give you what you are looking for. ~

What you should not say is equally important to what you should say. Example:

I hear that you give the flexibility of working from home three days a week, have frequent overseas trip, and have monthly parties. All these motivated me to apply for this position.

Giving such an answer will be a total disaster. Here, you are telling what motivated you to apply for the job. Did you think what the interviewers are looking for and whether they will want to recruit you for the job.

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Intreview Skills

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Compare your goals with objectives of the company and the position. Then check why you would be an asset to the employer. Let the interviewer know what you can do for them.

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Align your interests to the key attributes that the interviewers are likely to be seeking, based on the job description. There are many things about the job that interest me. First and foremost it is a natural career progression for me. It is a smooth transition from the current responsibilities and the profile that I am handling now. The other factors are the subject-matter which is close to my heart and the product I will be working on. I think I have my skills, knowledge, and experience to offer and you have the job profile which I am interested in, to offer me. I think it will be mutually benefiting and rewarding.

Example:

The best thing about this example is that it: Answers the question. Tells the interviewer that you are probably the best person for the job. Shows off your interest in the job profile. Displays your level of maturity and shows that you think about what you can give the organization and what you can expect from it. ,

Shows that you think of the job as a career.

What do you dislike about your current job? Be careful how you answer this one! As simple as it may seem to be, it is actually very tricky. The interviewers ask this question as it shows how compatible you are with the new position. The interviewers try to:

Answers to Common Questions

191

~

Check your likes and dislikes.

~

Decide whether you fit into the profile of the job.

~

See whether you will get along with your co-workers.

~

Check what you do now and do not like.

~

Check what you can and cannot do.

~.

Check your attitude.

While you emphasize the likes and dislikes, ensure to give the interviewers a reasonably good picture about your preference so that they will know whether you would like or dislike a particular job or task. The preparation you have done will come into use while answering this question. ~

Do not express your dislike strongly. You can reduce the intensity of dislike by using relative description, explaining why one thing was less interesting than another. It will emphasize that you are a person with positive attitude. Example:

Being a HR person, I was involved in a lot of activities. But I would like to mention that though I was equally involved in recruitment and training, I enjoyed recruitment the best. It gave me an opportunity to meet a lot of people, talk to them, analyze them, and judge them. I have learnt a lot about human behaviour in the past 2 years than I did in the whole of my life.

~

Do not say, "I disliked it". Instead say "I liked this less than the others." OR "I like the other tasks and responsibilities more than this".

~

Ensure to show that, while some tasks are less interesting than others, you are a professional and believe in doing quality work. This shows off your professionalism and that you take interest even in the more boring areas, because it is· expected of you.

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Intreview Skills

What is your most significant accomplishment? This is another very crucial question. As you think of an appropriate answer, remember that what you call as accomplishment may not be one for the interviewer. Example:

I joined the organization as a trainee engineer and after three years, became a team leader. All my colleagues are still working as engineers. It is an accomplishment for me.

This can be an accomplishment for you, not for the person listening to you. It could be your company policy to promote people every year or it could be an organization that does not understand the value of the roles and responsibilities associated with a given designation. I have met many candidates who had the title of senior engineers and team leaders after 2-3 years of experience. Unfortunately, none of them knew the actual job profile and the work processes. So you need to think what would make meaning to the interviewers and the position you have applied for answer accordingly. Be confident and enthusiastic as you speak about how you solved a problem or met a signicant challenge. Give specific details about the following: ~

How you used your skills, talents, and abilities to do something important and benecial for your team.

~

The benefits associated with what you did- saved money for the organization or got money for them, or received an award.

~

Satisfying the requirement of a client who was demanding a certain functionality for a long while, but nobody knew what to do.

~

The increase in the client database based on your work. Increase in revenue

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Are you qualified for this position? This is a tough question, but if you can justify and prove that you have the required skills, knowledge, and experience, it will show that you understand the job profile that you have applied for and that you are aware of how you will fit into it.

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When you prepare for the interview, choose the main requirements about the job (profile, responsibilities, knowledge, skills). You will get this information from the job advertisement or from the discussions you had with the interviewer during the telephonic discussion.'

fP

Ensure that your experience, talents, skills, and knowledge matches with the requirement.

fP

Emphasize that your accomplishments are based on those requirements.

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If you are applying for a senior position, you need to demonstrate leadership qualities and deep insight about the profile and skills. You also need to have the decision making capabilities.

What is your greatest strength? With this question the interviewer tries to find out your actual strengths and what you believe to be your strengths. They may be seeking a combination of knowledge, skills, and personal attributes. Based on what you say and how you say, they will decide what they think are your strengths. Discuss your strengths with specific examples of how you used them at work. Link the strength to actual acjvities you have done and the value that you have created. Example:

If you mention that one of your strengths is attention to detail, you need to give valid explanation to prove it. You can say: As an editor I ensure that all the documents I edit are free of errors. I have helped in reorganizing, restructuring, and even rewriting

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the documents so that there is logical flow of information and the document is more accurate, error free, and understandable. (/)

If you speak of your strengths without giving evidence,

the interviewers will not consider them as your strengths. On the other hand don't say you are a confident person if you are looking frightened, confused, and upset. (/)

Though this is definitely not the time to be shy and diplomatic, you should also also not sound as though you are blowing your own trumpet too hard. The most effective way is to tell the interviewer what other people think about you. pxample 1:

The writers in the organization request me to edit their work so that they can be submitted without any errors. They know that I am a very stricJ editor, but they also know that apart from the editing the content, I also suggest ways of improving the organization and flow of the document. This in turn helps them as they get good review comments.

Example 2:

My team leader assigns most of the important projects to me, specially those that has to be completed in a short span of time, with high accuracy and quality of work. He knows that I strive hard to complete the work before schedule, . without compromising on quality, and with minimum supervision.

~

(/)

You may also explain how you managed to achieve what you did. In doing so, you can also talk about other strengths you have-pride in a job well done, determination, teamwork, leadership skills, expert knowledge, working to deadlines, etc.

Answers to Common Questions

Example:

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At my last personal review, my manager told me that the quality of my work is good, considering the fact that I met all the deadlines. It has been a very big compliment because I am the least experienced person in the team. I attribute this to proper time management and focused work. It was also because of the way the seniors mentored me. I learned a lot from them.

What are your weaknesses? This is a very direct question and probably the interviewers may take an indirect approach and ask questions so that they:

cP

Understand your personal values and standards.

cP

Get to know your weaknesses, assuming that your answer will expose areas in which you are less capable.

cP

Understand the limits of your ability.

cP

Can test you for your self-knowledge and honesty. You have to show that you are aware of your weaknesses and can own up to them.

Many people either lack self-confidence and over-estimate weaknesses or are over-confident. An arrogant person may well believe they have no weakness. There is no harm in talking about your mistakes. You must have heard the saying "To err is human." But there is a way of doing it.

cP

Admit your weakness. When you mention your weakness, also explain what you learned from them. Learning from mistakes makes you standout from people who pretend they are perfect or keep making the same mistakes over and over again. Example: Initially, I have struggled to meet the deadlines. I then realized that I just need tt) change my mode of work. I am quality co~scious and like perfection in what I do and spent a lot of time and effort in trying to be perfect.

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Now, I am still quality conscious, but I ensure that it does not become an obsession and hinder in my work flow. (/)

Immediately after you speak about your weakness, talk about what you are doing to overcome them or how you overcome them. This will show off your strength in managing weaknesses. Example: I have managed to largely overcome this problem now. I now maintain a priority list and also make a note of the extent I can go fo r perfection. I concentrate on completing the project and then try to make it perfect.

(/)

Admit to a weakness in a way that it gets covered up as the strength. Example: I get rather impatient at times, specially when any of my team-members make unnecessary errors causing delay and waste of resources. I now look at it that people learn from mistakes. So, now, I don't mind it they make mistakes, as long as they learn from it and don't repeat it again.

How do you handle pressure? High achievers usually work under pressure and respond to stress and pressure positively. The answer to this question will help the interviewers understand if you are capable of handling pressure. The question could also be a clue that the job is pressure packed or out of control. If so, be careful to learn what the expectations are and if you want to have a job with high . pressure all the time. How you explain yourself and what you say about such situations will let the interviewer know whether you can handle pressure at all. (/)

Customize the answer based on the job in question. Software development and the sales teams have different types of pressure and stress.

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In development, it is more about getting the software work properly, reducing the bugs, and finishing off the project on time. The sales team have to focus on meeting and convincing the clients, selling the product to the customers, and meeting their target for a given period. (?

If the job is a high-pressure one, explain how you thrive on pressure and use it to provide a sustained motivation. Example:

I love working in a challenging environment where I can prove myself The present job is a high pressure job and require skilled people to do the tasks successfully. The employers understaT!d that and make sure that we are paid; to compensate these inconveniences. They are not enforcing the pressure on anyone. Each one of us have accepted to work at our own free will.

I appreciate being paid well. It is also one of the reasons why I make sure I put in my best without any complaints. All the team-members help each other at work and it makes our life far more easier. (?

If you perform well under pressure, give a valid explanation of how you handle the stress whilst working effectively. Example:

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When customers get angry, it is difficult to reason with them. I remind myself that it is not me they are angry about and see if I can find ways to help themfeel better.

When you are describing the situation, do not look worried. Show that you can handle stressful situations calmly.

How do you handle criticism? The reason for asking this question is to check how well you can handle criticism-whether you get upset by it or you take it seriously, learn from the mistakes and errors you make, and try to avoid them. The answer will speak volumes about your personality and attitude.

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If you talk about a situation: tf>

Of unfair criticism, it will show your focus is on what is not fair. It will mean that you don't respect positive criticism which if taken in the right manner will help you perform better.

tf>

Where a manager gave you feedback for doing something wrong. It will show attention to obedience (or otherwise) depending on your response to the feedback.

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Wherein you used the comments to improve yourself and prove yourself to be an important team-member. It will show your positive approach in life and towards work.

The key thing to get across to the interviewers is that you can handle criticism without becoming upset or by reacting in anger or acting negatively. tf>

You may point outthat you are open to positive criticism. That is, if someone points out certain things that you may have missed out, or are doing wrong, you are ready to accept the comments, implement them, and try to improve.

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You may also give an example of a situation where you were told that you were doing something wrong and you positively accepted the situation, worked to overcome it, and eventually gained good comments from everyone.

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A void showing off your arrogance, ignorance, and ego during the interview. You need to show that if ever you made a mistake and someone points it out, you are ready to accept it without any ego hassles. Example:

I worked very hard for one of the projects. For about three months, I stayed back late till 10.00 p.m. trying to complete the work. Still the team leader told me that I have to work on and improve certain skillstime management, project management, and planning. According to him, I could have done the work in almost half the time had I planned and organized my work. He may have a

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dozen of years of experience, but he probably does not understand that each person works in a different manner. I know that I did a brilliant job and I told him so. I don't care what he or anybody else has to say about me because I know the effort I have put it.

Now, this person is oozing and dripping of arrogance, over confidence, and self-praise. A person who does not consider the feedback and/or take into consideration the feedback (provided by the team leader, manager, peers or senior members of the team) will probably never improve even after a dozen years of experience.

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Depending on the job situation, you can also demonstrate that you have the ability to fight back when someone attacks you unfairly. Example:

I put my heart and soul into the work I do, even if it is not a project or activity that interests me. The idea is to put in 100% in whatever I do. I don't mind if someone points out a mistake to me and tells me how I could improve in that area. I get upset when someone questions my integrityand professionalism at work. If there is some problem because of incompleteinformation or miscommunication, which is actually someone else's fault, I will not be ready to shoulder the blames or share the blame.

How will you describe yourself? This is a tricky question as the interviews use it to check what you think about yourself and how accurately you analyze yourself. After having prepared for the interview and having spoken to the interviewers, you may have come to the conclusion about the qualities interviewers are looking for in the candidate. Now, it is the opporhmity to tell them that you have these qualities.

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~

Don't over state your abilities. Do not call yourself creative or technical genius if you are not one.

~

Use appropriate words to describe yourself. Example: Productive, hardworking, team player, etc.

~

Don't use adjectives that does not suit the situation Example:

Smart, beautiful, dynamic, attractive, sexy, etc.

handsome,

~

Give examples to support your statements. If you state that you organize and plan your work, you should be able to support this statement.

~

Try to show how other people think of you have the required qualities. Example:

I was requested to provide training on Java to some of the engineers. My department head and the HR felt that apart from knowing the subject, I am a good trainer/teacher as well.

How have you changed in during the past few years? Demonstrating how you have progressed in the past gives an in~ication of how you will perform in the future. Your answer should show a certain level of maturity and enthusiasm for your own personal growth. It should show that you are interested in personal development and will continue to do it in the future. Give examples of the progress you have made by: ~

Getting certification, if any.

~

Learning new aspects of your industry.

~

Tackling different types of problems.

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Working on different types of projects.

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Broadening your management responsibilities.

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Gaining insights into managing people.

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Are you a good a team player? Some jobs need a lot of interaction with other people and team. Some organizations have a sociable culture and place a lot of importance on team spirit. Hence, interpersonal skills and relationships are of importance to them. With this question, the interviewers try to do the following: (?

Seek your view about being a team player.

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Find out if your are a team player.

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Analyze whether you are sociable at work.

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Decide if you are a friendly and approachable person.

If not, chances are there will be confident at work. Depending

on the position you have applied for, you can decide if the interview and the company is placing a great deal of emphasis on hiring someone with effective team skills or not. Based on that you may talk more or less about your team-spirit. To answer this question successfully, you should do the follo\\:'ing: (?

Show that you are a sociable person, a team person, and easily get along with other people. Example: I like working in a team and consider teamspirit a very important skill for the all the people. I always make sure that I am approachable and encourage colleagues to call me when they need help or support.

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You don't have to talk to show off this trait. Your body language and your behaviour as you meet the interviewers will give them an indication about your friendliness.

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Describe how you helped others in becoming a better team player. This will also highlight you as a leader and a problem-sol ver. Example: When I first started work in the organization, I realized that there were communication problems between several team-members. It was straining the relations between certain

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members of the team and also affecting our performance. I started off with regular weekly meeting to discuss work and later, we progressed into spending some time discussing non-work related (like movies, hobbies, books, etc.) This turned out to be success as it improved communications, reduced friction between team members, and helped improving team spirit and hence the performance of the team.

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Describe the other activities you do to show off your team spirit: I help the team members when they have any problems or issues. Since I help them, they also volunteer to help me when required. This interhelping activity is good for the team. I share information and knowledge with my colleagues. During the team meeting, we discuss the problems each one has faced and the solution to these problems. This is a knowledge sharing process.

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Show that you thank people who help you at work. Example:

If my project has done well and I get appreciated for it, I acknowledge the contributions of my colleagues. I make it a point to mention the names of my colleagues who gave me valuable suggestions about making improvements in the project or helped in completing the project on time.

Describe the pace at which you work Be careful when you are asked to describe the pace at which you work. This is a question where being faster does not necessarily mean that you are better, if there are quality related issues. Similarly, being too slow (without any quality issues) isn't

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203

a good trait either. Who would want to hire someone who takes ages to do a task. Most employers would like to hire employees who work at a steady pace, can multitask and is quality conscious. You may answer this question by saying that you are fast and ensure to complete the work in advance and then use the time in hand to ensure the quality of the work and make appropriate changes. Discuss how you have achieved or exceeded the goals and expectations of the team. Discuss your ability to manage projects and get them done on schedule (or better still ahead of schedule). Example:

I use my time effeciently at work. It is not the number of hours I work, but how effectively I use my time to accomplish the job. I am sure my references will tell you I am quick quality conscious, and abide to the deadlines. If and when required, I was more than willing to put in extra time so that the job was completed as quickly and was ready before the deadline.

How do you handle deadlines/rules that make a job difficult? Most of your corporate life will be ruled by deadlines, processes, and procedures. Since, they are a part and parcel of your working time, you must be able to deal with them in order to be effective and productive at work. They are unavoidable and hence you have to learn to accept them open heartedly. You have to be exceptionally good at planning and managing deadlines if you are in management or executive positions. Example:

Deadlines make expectations crystal clear and gives me a direction to work towards. So, it allows me to prioritize the work, focus on the tasks, and complete each project within the given time frame, a task that most of us have a lot of trouble with. Now, I see deadlines as guidelines that simplifies my life."

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A statement like this mak.es deadlines look positive and something to look forward to. Similarly, you can say some positive remark about the rules and procedures too. If you managed to make some changes to the rules that make working dicult, explain how your skills, perseverance, diplomacy, and sense of humour have helped you. But remember, practise what you preach. Make such statements only if you have actually done something like that.

How would you deal with XYZ problem? This is one of the question that interviewers like to ask because it gives them a chance to see how well you think in a few minutes and take an apt decision. They are not interested in knowing the correctness of the decision, but would like to know your initiative in generating ideas and developing strategies on the spot. ~

Clear your doubts. If necessary, ask for details so that you are sure you know what problem they want you to discuss. Then, explain how you would approach such a problem and what process you would use to come to an appropriate course of action.

~

If you have faced a similar experience, describe the situation and how you dealt with it. It will help you to explain the situation and will give you an insight to the interviewers as to why you made a certain decision.

~

If the question is about people-related problem, you need to show that working with problematic people is an issue. Then you may describe how you will meet the challenges and over come them. You may use words like challenge, problem and difficult to describe the situation. Example: There was one difficult person in the team. Though she was good at her work, she wanted to show that she was a much better performer than all others. Instead of showing off her knowledge and skills by mentoring and helping the team-mates, she with held

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205

information from others and tried to work as an independent entity which created a lot of problems in the functioning of the team and the work too. Much as I tried, I could not change her thought process. So, I implemented a formal process of communication so that the other team members did not face any problems or issues due to her non-communication. I won't say that it was the best solution, or that it solved all the problems but it helped in proper flow of inforrilation and hence proper functioning of the team. So even if it is not a decision the interviewers may take, they may probably appreciate your thoughts and decision-making capacity.

How do you compare your technical skills to your management skills? Some management jobs require hands-on knowledge and technical skill. This question probably indicates that technical ability is just as important in the position as the management skills. So try to give a balanced answer. If you are attending an interview for a senior position, don't ignore your management skills. Talk about people management, project management, risk management, etc. In the process, don't try to minimize your technical skills and talk only about management skills. (f>

If you have technical skills, describe them.

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If some of your technical skills are rusty or are not

current, admit it. (f>

If you have used your technical skills to solve a management problem, describe a situation where you were able to use your skills. Example:

There was an occasion where I had to meet a client along with our sales manager.

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I had to brief them about a product and ensure them about the performance of the product. That required technical skills and a good understanding and knowledge about the product. I had to give a demonstration of how the product worked and show them how it could help them overcome their problems. The clients were happy with the demo and they decided to buy a few licenses of our software. ((>

If you had to learn something new due to change in

project, or due to some need of the project you are currently working on, ensure to talk about it.

Tell us about a risky situation you have faced With this question the interviewers may be looking to ensure if you are the kind of person who might take some risk. Examples that you give will allow them to identify the level at which you take risks and where you avoid risk. The answers you may give may be used to determine your courage, thought process, and how you behave in situations of adversity. ((>

Pick a reasonably risky situation that you have faced and describe how you identified the risk ahead of time (many people do not see risks until it is too late).

((>

Show how you analyzed the risks in tight situations and took suitable actions.

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You can also try to show that you anticipated the problem and that your preparations were effective in managing the risk.

How would you handle a situation with tight deadlines? Such situations are typical in many companies and most people have to face them at one time or another. You answers to this question will determine your project management skills and will demonstrate the following:

Answers to Common Questions

tf> tf> tf> tf> tf> tf> tf>

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Prioritization skills Problem-solving skills Communication skills Persuasion skills Teamwork skills Problem anticipation Planning skills

Describe your toughest challenges (if any) and how you were able to deal with it. If you haven't faced such a problem ever, say so. Example:

I haven'tfaced such a problem. First andforemost, I always try to get a clear idea about the project. Then, I plan my work, prioritize the tasks I have to do, get the information required for the project, and leave some buye for the possible (anticipate and non-anticipated) problems. I try to complete the smaller tasks/activities as planned, on schedule. If I miss any deadline I have set, I ensure to overcome it so that the further activities are not affected by it. Hence, I have never faced such a situation where I have not met my deadlines.

Are you satisfied with your career till date? Be honest when answering this one. It is important to honestly explain your aspirations and motivation about your career. If you have overcame challenges, explain how those contributed to your success. The interviewers are denitely not interested in someone who is:

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Happy to let life take its course.

tf>

Not ready to take guidance when confused.

tf>

Constantly jumping from one job to the another.

tf>

Not sure about career goals.

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Interviewers prefer candidates who have an idea what they want to do in their career and are focused about it. So, if you are not satisfied with what you have been doing, be honest. Tell them about the roles and responsibilities you would like to take on. But ensure that you really have the skills and capability to take on those roles and res~onsibilities.

What are your career goals? This is a tough question for many people. Especially in the early years of a career, it is hard to imagine what you would be doing after 5 years or 10 years. The best answer for the time being is how you can see the next step or two up the career ladder from where you are. tf>

Be very specific about your goals and what you want to do in your career. Example: If you have applied for the position of a software developer, you could say: I am focused about the fact that I want to make a career in software development. That is one of the reasons why I did programming courses along with engineering. Firstly, I wanted to make sure that it is the right profession for me. I found that I liked programing and development related work and I continued the courses so that people could know that I am serious about this profession. This is my first job. I see myself in a learning position in the first 6 months at work. In two years time, I think you will be proud of me and consider me to be a valuable member of the team.

Your future plans and goals should be achievable through small goalS broken over smaller periods of time.

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209

f?

Be prepared to discl!Ss-~%ur plans-do not just give a statement. In case you want to be a manager, you should also be prepared to answer why and how types ~f questions.

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You should be able to answer logically and ~onfidently. For instance, why a manager's position would enable you to deliver better and more value to the company's objective and future goals.

This will definitely show that you have done your homework and project you as a focused individual who has vision and good planning skills.

Do you take work home with you? This is a tricky question as the interviewers may be looking for one of two opposite characteristics.

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If the interviewers are looking for someone who is

organized, then they will consider taking work home as an inability to manage your work in the allotted time. In such a case, first state that you are organized at work. You like to work effeciently and effectively. So you plan and prioritize your work on a daily basis so that the job done .

. f?

If they are looking for a workaholic to do the job, then

they will see taking work home as a sign of dedication, passion, and commitment. Show that you are willing to work extra when it is required. Example:

I normally leave the office by 6.00 p.m., but there are times when everything seems to go wrong. The scripts don't work, the computer hangs, the deadline is looming over. During such times, I either stay back at office or work from home (if possible) so that the project is over before time and there is no deadline rush.

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You may also show that you are a well balanced person. Tell them that though you realize the importance of meeting deadlines and getting work done on time, you also believe in having sometime for yourself and family. Tell them how you try to finish to your work by taking it home when required-while trying to spend time with family. Both the things are take care of. Example:

If I have to edit some work or create a project plan, I prefer doing it at home. I can use the resources and time at work productively. I do activities like editing and creating project plans at home. I don't wait in the office to do these tasks. Kids are also pleased because of my presence at home and my work is also done.

How do you rate yourself as a team leader or manager? The interviewers would like to know about your leadership qualities. They would also like to know your opinion about yourself. Give them an answer that works on several levels and tells the interviewer that you are probably a great team leader and that you like to bring out the best in people. Example:

I give myself 7 out of 10. I play the role of a leader and a manager depending on the situation. When delegating work, I take into account the skills and abilities of the people. I also ensure that the team-members are not over loaded with work. I try to give them timely and consistent feedback so that they can take the corrective measures and improve their performance.I acknowledge the good work done and ensure that the team members are motivated. I share information with my team without effective the confidence of the management.

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Why should we hire you for this position? The best way to respond is to give examples of how your skills and accomplishments make you the best candidate for the job. The answer to this question will give the interviewers an idea about: ~

The real understanding you have about the company and the job.

~

How you fit into that requirement.

~

Your ability to give a concise and effective answer.

On the other hand, this question is of immense value to you as it allows you to make positive and convincing statement about yourself. Hence, take a few moments to compare the job description with your abilities. Also mention what you have accomplished in your other positions. Be positive and reiterate your interest in the company and the position. ~

Display interest in the job. Show your understanding of both the company and what the job entails. Example:

~

From what I understand, you want someone who can efficiently handle the office administration, communicate with the workers, co-ordination with head office, handle petty cash, and look after day-today office activities.

Summarize everything you have learned about the position and how your experience and skills match the job. Example: I have experience in almost all the administration related areas. Apart from the usual administration tasks, I also have been checking the purchase requirement and coordinating and following up with vendors. I also have experience working in a mall. I hope it will help me do this job efficiently.

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Be confident in your abilities without being boastful or arrogant. Without boasting, make it clear that you are the right fit for the job.

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Emphasize how well you feel you will fit with the company's culture (if that is true) and that you plan to stay as long as you can contribute positively.

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Demonstrate with your answers that you will be an asset to the company. Talk about your qualities, skills, experience, and abilities that are required for the position. Example:

f?

I have been involved in recruitment, compensation planning, induction training, performance appraisals, and revisions. I am also involved in identifying the training needs, competency mapping, arranging training, and development programes. It is interesting to maintain excellent work culture and employee welfare activities. All these activities are stimulating.

Mention that you can make appropriate contributions and face the challenges that at:ise. Example:

There are other activities,- which we have to do as a part of our duty. They include handling matters of lay-off, retrenchment, closure, voluntary retirements, etc. I don't like or enjoy those activities, but unfortunately, I have to do it as a part of the HR duties.

What salary are you seeking? Research the salary bands for the type of job you have applied. Remember this range is for the candidates who have the right skills and qualications for the mentioned job profile.

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If you are qualified for the job and are the candidate the interviewers are looking for, you may get more than what you expected, probably in the upper end of the salary band.

Answers to Common Questions

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If you don't have the skills, experience, knowledge, and

qualifications, you will not fall into the salary band because you do not fill the basic expectations of the position. So, it is not necessary that you get the salary indicated in the market band for a particular position. (?

If you are over qualified for the position, clear the doubts the interviewer may have regarding the reason why you applied for the job. You may say something like: At this stage of my career, it is more important for me to use my skills in an area that interests me than to maintain my salary level. I chose to make a career change and I am looking for new challenges in areas where I can use my skills. I would not expect to be at the same salary level as my past position.

For details about salary-related topics, see Chapter 10, Negotiating a Salary.

According to you, what makes a good manager? This question is particularly important if you are applying for a management position. By asking your views about managers within your company, the interviewer is probably trying to understand your perception about managers. Good managers need to be more than just liked by their team members. They also need to be good at their jobs, finn when required, follow up about the status and deadline, ensure to give good and back feedback to the staff so that they can rectify their mistakes and perfonn better. Managers who may be operating inefficiently in order not to lose popularity amongst staff are not good managers. The interviewer here may be looking for several things. (?

They may be seeking your opinion and your thoughts about a good manager.

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They probably want to know if you understand the basic principles of management and know about setting and managing objectives.

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They may also be checking what you may talk about your manager.

Your answer will also tell the interviewer something about your understanding of management related activities. If you talk about managers in general, it gives a feeling of bookish knowledge. But, if you talk about the qualities of specific managers you have worked with and state that you would like to work with such people, it will show what you like about the managers and your expectations about what managers should do. You may give some examples of managers you have worked with highlighting attributes of good leadership, vision, inspiration, and integrity, motivation, timely feedback, etc. Example:

I have had the opportunity to work with some good managers. I have liked some traits of some of them. Though I am not sure if it would be possible, I would like to have some of those traits in me. During my trainee days, my team leader told me exactly what. he needed from me, made sure I had the required training, allocated me a mentor. This helped me immensely during my training period and helped understand the work process without any problem. My present manager is very approachable. I can go to her and tell her my issues and problems. She gives a patient hearing and gives appropriate suggestions to overcome the problems. My manager ensures that all the people get their due recognition. If any body does some good work out of the normal, he sends a mail to the entire team. I was very touched when he sent out a mail regarding my winning a dance competition though it had nothing to do with work. It is nice to be appreciated for work {UUI 'Itherwise too.

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Alternately, the interviewer may also ask you what sort of managers you would like to work for. You may present the same information (and impression) in a different manner. ~

If you want to show your professionalism, you can say that you do not always agree with your manager. But when doing so, frame this in a positive way. Example: My company has a value of challenge and when my manager asks me to do something I think about it and sometimes question it. This may lead to an argument but it always results in clear objectives to which we are both fully committed.

~

Do not give the wrong reasons for liking a manager. Avoid:

The best manager I worked for was able to get along with us in the workplace as well as outside. He was approachable and a good friend to all. We could sit together and have a drink. He treated us like buddies and I liked that very much.

Better: The best manager I worked for was able to get along with us in the workplace as well as outside. He was approachable and a good friend to all. We could sit together and have a drink. But having said this"he was extremely professional. Though he treated us like buddies outside of the workplace, he was our manager at work. I liked the way he switched roles and lived it to perfection. ~

Try to show the positive traits in a manager you would like to work with. Example

I would like to work for a manager who knows how to lead the staff, motivate them to perform better, and guide the team in their career. It is also important that managers knows about the job well, otherwise they

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. cannot help in C'lr career prospects, cannot understand the wor,k related problems, and will not be able to be an effective leader. The ideal manager I have in mind is someone who understands the work properly, can train and guide the people regarding the specific of the job, consults with staff, acknowledges the effort of the team-metp.bers, provides honest and unbiased feedback about the performance so that we can improve, does not intimidate or bully the staff. The manager should be friendly so that we can approach himlher when required and at the same time the should be firm with us in terms of productivity, quality, and performance. Only then will we be able to improve and become good performers. ~

Don't criticize your boss or discuss confidential aspects of your relationship. Explain the major positive attributes of your boss and how you were successful in working together. If you had differences, explain how you were able

to maintain a good working relationship in spite of them. Don't go into details about what you disagree about. There is age an old saying: If you can't say something nice about someone, don't say anything at all.

What does success mean to you? Be careful about what you say. Different people have different measures for success. ~

For many it is the fat pay package. They feel that more salary means more succeS's.

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217

~

For some it is the designation (however hollow the related responsibilities are).

~

For a few, it is the type of responsibilities they had.

~

For a handful, it is the fact that they are valued by their employer.

If you have discussed salary and designation (specially meaningless

designations) as the success criteria, your chances of being selected will reduce. As we have discussed earlier in this book, salary discussions should usually be avoided and not initiated by you. Instead tie success to the responsibilities handed to you, the value you create for the team, and the respect you have gained. Example:

For me, professional success is determined by the standards of the team (or the company) for which I work. If I receive positive feedback from my peers, supervisors and subordinates, I will feel that I made an impact. If I know that I am a valued by my team and the management, I shall feel that I have been successful.

Have you managed conflicts? How? This question seeks to find out what you do when things get difficult during a situation of conflict. It first looks at your emotional response, and whether you retain control or fall into an argument or defensive response. It then looks for how effective your strategies are at controlling others who are in an emotional state of mind. ~

First pick a situation that shows your ability to handle conflict. Be careful to use an example where you are not the antagonist. Unless you are asked for a situation where you were in conflict with another, it is safer here to use one where you were mediator.

~

Try to show that though you are sensitive and emotional, you are in control of yourself and can demonstrate your intelligence in settling matters.

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Example:

~

There was a situation when two team members started shouting at each other during a particular meeting. I brought in the rest of the team and facilitated an open dialogue session. When they realized the affect they were having on others, they agreed to be more considerate.

Show also that you can resolve the conflict, not just put it off of"()therwise win the battle but not the war. Example:

I spent time with each of the persons individually, drawing out their differences and similarities. When I had found the real root issues, I brought them together to help and a lasting solution. I will not say that they are best of friend now, but at least they are not at logger-heads. They are rather cordial at work.

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Points To Remember In addition to this chapter, try answering most of the questions listed in Appendix A, Questions You May Be Asked. It has more than 200 questions under various categories. If you manage to go through them and find suitable answers along with appropriate examples where required, you will be prepared to answer any question that might come your way. The more prepared you are, the more confident you will be during the interview.

f?

f? f?

f?

The answers used as examples have been written to give you an insight into what an effective interview might sound like and the reasons employers prefer to hear some answers rather than others. Though these answers can be used in some situations, they are meant to provide guidelines regarding what effective answers might sound like. Use these answers with reference with the information provided in the other chapters so that you will be able to construct original and customized answers that will impress most of the interviewers. While there is nothing wrong with copying key sentences and phrases from the good answers, they may not be designed for a specific situation or position you might be interviewing for.

000

"This page is Intentionally Left Blank"

The interviewers usually use the interview form to cross check the information written by you.

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INTERVIEW FORM Please fill in the form. Ensure that all the information is accurate. If required, you will have to submit certification or other documents to any statement you have made here. If any question is not appropriate to your position, mark NA and skip that question. Personal Information Name :______________________________________________

Position applied for :_______________~___________________ Hights educational qualification :__________________________ Related Certification :_________________________________ Total Experience (in the same field) :_______________________ Other experience (if any) :_______________________________

Current Work Information Are you currently employed :____________________________

(If no) How long have you been enemployed? :, ___________________ Current Designation :________________________________ Name of the organization :_______________________________ Total experience with the present employer) :_________________ Work Information

What do you liked about your job? :______________________ What do you like least about your job? :,_____________________ What are you looking for? :______________________________ Why do you want to leave?:_______________________________

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Appendix C-Interview: Forms

Work Information (in reserve order) 1. Name of the Employers : _ _ _ _ _ _ _ _ _ _ _ _ _ _ __

Desgination: _ _ _ _ _ __

Duration of Employment _ _ _ __

Starting Salary:_ _ _ _ __

Final Salary:,_ _ _ _ _ _ _ __

2. Name of the Employers : _ _ _ _ _ _ _ _ _ _ _ _ _ _ __

Desgination:_ _ _ _ _ __

Duration of Employment._ _ _ __

Starting Salary:,_ _ _ _ __

Final Salary: _ _ _ _ _ _ _ __

3. Name ofthe Employers :_ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Desgination: _ _ _ _ _ __

Duration of Employment _ _ _ __

Starting Salary:, _ _ _ _ __

Final Salary: _ _ _ _ _ _ _ __

4. Name of the Employers :_ _ _ _ _ _ _ _ _ _ _ _ _ _ __

Desgination: _ _ _ _ _ __

Duration of Employment _ _ __

Starting Salary:, _ _ _ _ __

Final Salary: _ _ _ _ _ _ _ __

5. Name of the Employers : _ _ _ _ _ _ _ _ _ _ _ _ _ _ __

Desgination: _ _ _ _ _ __

Duration of Employment _ _ _ __

Starting Salary: _ _ _ _ __

Final Salary: _ _ _ _ _ _ _ __

Activities/Hobbies you like the most

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Other Information

Are you willing to relocate?

Yes__

Are you willing to travel?

Yes__

No_ No__

Are you willing to work overtime?

Yes__

No__

Can you work under stressful conditions?

Yes__

No_

Do you mind working on the weekends?

Yes__

No_

Self-Assessment

What skills make you 'Suitable for this position? What are your strong points? What are your weak areas? How will you reach to criticism?

Write a pargraph describing why are the best candidate for this position

,.

Index

INDEX A a scenario, 13 accomplishment, 192 adaptability, 174 answer about yourself, 184 accomplishments, 192 career goals, 208 change, 200 conflicts, 217 deadlines, 203 describe self, 199 dislike job, 190 good manager, 213 handle criticism, 197 pressure, 196 problems, 204 ideal job, 189 interest in job, 189 leave, 185 manager, 210 management skills, 205 pace of work, 202

qualification, 193 risky situation, 206 salary, 212 satisfaction, 207 situations, 206 strengths, 193 success, 216 team player, 201 technical skills, 205 tight deadline, 206 weakness, 195 why you, 211 work from home, 209 analyze, company,149 market, 149 aptitude interview, 22 ask questions, experienced candidates, 115 inexperienced candidates, 117 avoid, arguing, 113 blowing own trumpet, 141. cliches, 125 denying weakness, 121

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highlighting weakness, 125 negative personality, 124 mentioning salary, 150 monosyllables, 107 one word answer, 107 talking too much, 106 uncertanity, 136 underselling yourself, 142

B be friendly, be on time, 102 behavioural interview, 24 being biased, 10 cliched, 125 confident, 72 friendly, honest, 114 motivated, 130 nervous, 59 on time, 102 prepared, 8 rude, 58 too early, 102 body language, 108 eye-contact, 108 facial expressions, 110 sitting, 109 smiling, III building rapport, 119 trust, 119

c candidates entry level, 77 experienced,78 career goals, change,

Intreview Skills check contribution, 3 interest, 5 interviewee, 5 interviewers, 7 organizational fit, 5 qualities, 4 suitability, 5 common mistakes, 57 being rude to receptionist, 58 body language, 60 communication styles, 65 focussing on job title, 67 looking disi nterested, 61 negative remarks, 67 nervous, 59 not expressing clearly, 61 not having information, 61 not listening, 61 not prepared, 62 poor handshake, 59 salary specific questions, 65 supporting achievements, 64 too early, 58 too late, 58 too little eye contact, 60 talk-mg, 63 too much eye contact, 60 talking, 63 communication skills, 172 competency interview, 23 confidence, 72 conflicts, 173 convincing yourself, 72 current position, 165

D deadlines,

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Index describe yourself, dislike job, don't allow distraction, 95 be cliched, 125 be overconfident, 98 be self centered, 139 criticize, 133 deny weakness, 124 discuss salary, 98 eat while talking, 96 highlight flaws, 127 interrupt, 127 lie about achievements, 129 loose focus, 97 mention old mistakes, 125 speak too fast, 97 talk about weakness, 125 speak too slow, 97 under-sell, 142 dress appropriately, 104 neatly, 104 during interview,

E education, employers goals, 3 enthusiasm, 122 entry level candidate, 77 mock interview, 82 prepare for interview, 77 prepare questions, 84 experience, current, 165 past, 165 experienced candidates, 78 mock interview, 82 prepare for interview, 78 prepare questions, 85

eye contact, 108 too little, 60 too much, 60

F facial expression, 110 first impression, 103, 120 appearance, 103 eye contact, 104 facial expression, 103 greetings, 104 handshake, 104 tone of voice, 104 flexibility, 174 focusing on skills,

G getting prepared goals of employees, of interviewee, 6 of interviewers, 3 greeting, 104 group interview, 38 common mistakes, 39 tips, 39 guidelines don'ts, do's, getting prepared, group interview, 39 interview, 101 negotiating salary, 147 panel interview, 37 tele-interview, 92

H handling criticism, deadlines,

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objections, 134 performance, pressure, problems, situations, handshake, 104 hiding enthusiasm, highlighting flaws, 127 honesty, 114

I ideal job, impression first, 120 last, 120 initial contact, interesting job, interpersonal skills, 172 interviewing techniques, 19 aptitude, 22 behavioural, 24 competency, 23 human resource, 29 introduction, 20 portfolio, 30 situational, 26 stress, 27 technical, 22 introduction,

L last impressions, 103 leader.ship skills, 177 leave job, leaving interview,

M management conflict, 173 people, 173

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skills, 178 stress, 181 time, 180 working with, 180 manager, meaningful answers, mock interview, 65, 82 motivation, 101, 134 myths . answer all questions, 51 ask questions, 53 be guarded, 54 best person gets the job, 47 best answers, 48 give perfect answers, 49 I don't know, 51 interviewers know every thing, 50 interviewers look out for aws, 54 looks matter, 52 proving yourself, 46 relax, 53 speak a lot, 50

o old mistakes, 124 organization skills, 117 organizational fit,

p pace of work, 202 panel interview, 36 past position, 165 people conflict, 173 personal interview, 35 planning skills, 177 portfolio, 83 portfolio interview, 30 performance, 179 preparation, 69

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Index

be confident, 72 convince yourself, 72 focus on skill s, 81 mock interview, 82 portfolio, 83 question the interviewers, 84 research the company, 75 research the job, 73 what is important, 79 preparing for information, 91 interview, 76 scheduled interview, 90 unscheduled interview, 89 probable answers, 189 questions, 163 problem solving skills, 174 project, 168

Q qualification questio~ing interviewers, questions, adaptability, 174 answering, asking, behaviour, 169 communication skills, 172 conflict management, 173 current position, 165 decision-making, 176 delegating, 176 education, 164 experience, 166 flexibility, 174 interest, 165 interpersonal skills, 172 leadership skills, 177 management skills, 178

motivation, 171 organization skills, 177 past position, 165 peopl