Interview Basics (First in a Series of 12): Practice

Practice may not make perfect, but it definitely helps.

Practice involves all the preparatory elements of preparing for an interview.  Looking at current trends keeps you up-to-date.  Especially for those who are changing careers or jobs in mid to late career stages.  It is good to know the current trends in CV development as well. 

Once you have done your homework you can practice by imagining going through the interview.  Think about how you are going to start and finish.  Think about possible questions that the interviewer may ask you and how you will respond to those questions. 

Another important aspect is self-visual presentation.  How will the interviewer judge your appearance and manner?  Do you have some habits that would offend or bother someone?  Practicing in front of a mirror can help.  Videotaping yourself can reveal even more about your appearance and mannerisms.  If possible have a peer or a professional agency put you through a mock interview with feedback.

Hypothetical Scenario Question

As an interviewer, I realize that the majority of the questions asked during an interview are pretty much standard questions.  Most of the responses to these standard questions, such as, "Tell me about yourself," "What are your strengths," and "What can you bring to this company," have been memorized by the interviewee and we often hear similar responses. 

Thus, the hypothetical scenario question.  In regular interviews, I am looking for creativity, character, imagination and the overall ability to respond quickly with a well-established response.  To be truthful, I usually don't really care about the response itself.  These sort of questions do not have a right or wrong answer.  Although, if the interviewee's response contains morbidity or violence, well, that may end the interview process for them.

What I am looking for is responses that show the candidate is results-driven, future-oriented, motivated, methodical and so on...  For example, if I ask what they would do with a million dollars, a well-defined response may be to invest, support family and/or pay off bills - some negative responses would be to go to Vegas and play high-stakes poker or buy that Ferrari I drempt about, not that there is anything wrong with that.

All in all, the interviewer (and the HR staff) are looking for individuals with a mixture of the following:  sensitivity, fairness, ethics, honesty, integrity, dependability, etc.

As for English ability interviews, I focus less on the answer, but I am human so if they give a impressive response they are likely to get a higher mark.  What I really focus is on organization, logical flow of the response,  fluency and the length of response.  Another thing I do note is that their level of vocabulary.  The vocabulary they use can give me an idea of the exposure to English they have had.

Do You Smoke?

Not sure if this would fall under a violation of rights in some countries, but in South Korea smoking may be a detriment to landing a job.

From the Korea Joongahn Daily:

Samsung thinking of tobacco tests for applicants

삼성전자, 흡연자 임원 승진 안된다

Apr 24,2012

Smoking bans in Korea are spreading from bars and restaurants to Seoul’s downtown squares. If Samsung Electronics follows through with a proposed plan to test entry-level job applicants, it may have just unofficially extended to the country’s largest employer.

The electronics giant is said to be considering adding extra marks to nonsmoking applicants for entry-level positions. It would be the first time a local firm offers preferential treatment to nonsmoking job applicants.

“The measure is meant to promote a nonsmoking culture at the workplace to a level in other developed economies,” a Samsung spokesman was quoted as saying by an economic daily on Sunday. “Good health conditions of employees is the top competitive edge of the firm.”

Beginning with official recruitment in the latter half of the year at the earliest, the tech bellwether said it may filter out smokers by having their urine and hair tested. Depending on the response from job seekers and society, other affiliates of Samsung may follow suit, the paper reported.

The news comes less than 10 days after Samsung sent an e-mail to workers at its device-solution division to notify employees that smokers will be discriminated against when it comes to promotions as executives and selections for overseas resident employees and regional experts.

The company has gathered a written pledge from some 35,000 workers in the division to quit smoking and will test its executives who were previously smokers on a monthly basis. Last year, its Suwon operation, where its handsets and TVs are made, was designated as a “mandatory smoke-free zone.”

Samsung is not the only firm in Korea that is paying attention to smoking-related policies.

Posco in 2009 launched a campaign to have its entire staff quit smoking, and the portion of smokers in the workforce has dropped to nearly zero from 30 percent.
Kumho-Asiana, which owns Asiana Airlines, forces candidates to specify in job applications whether or not they smoke, but says smoking is not a decisive factor. When they pass the recruiting process, respective subsidiaries accept a written pledge to give up smoking.

In a move to encourage workers to quit smoking, E-Land, an apparel mogul, gives 200,000 won ($175.4) in cash to reward workers who have proven they have been smoke-free for three months. Those who succeed in staying away from cigarettes for six months are given 500,000 won.

[Korea Joongahn Daily]

By Seo Ji-eun [spring@joongang.co.kr]

25 Most Difficult Job Interview Questions

The 25 most difficult questions you'll be asked on a job interview

Being prepared is half the battle.

If you are one of those executive types unhappy at your present post and embarking on a New Year's resolution to find a new one, here's a helping hand. The job interview is considered to be the most critical aspect of every expedition that brings you face-to- face with the future boss. One must prepare for it with the same tenacity and quickness as one does for a fencing tournament or a chess match.

This article has been excerpted from "PARTING COMPANY: How to Survive the Loss of a Job and Find Another Successfully" by William J. Morin and James C. Cabrera. Copyright by Drake Beam Morin, inc. Publised by Harcourt Brace Jovanovich.

Morin is chairman and Cabrera is president of New York-based Drake Beam Morin, nation's major outplacement firm, which has opened offices in Philadelphia.

1. Tell me about yourself.

Since this is often the opening question in an interview, be extracareful that you don't run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don't waste your best points on it.

2. What do you know about our organization?

You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don't act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don't overwhelm the interviewer, and make it clear that you wish to learn more.
You might start your answer in this manner: "In my job search, I've investigated a number of companies.
Yours is one of the few that interests me, for these reasons..."
Give your answer a positive tone. Don't say, "Well, everyone tells me that you're in all sorts of trouble, and that's why I'm here", even if that is why you're there.

3. Why do you want to work for us?

The deadliest answer you can give is "Because I like people." What else would you like-animals?
Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company's needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it's doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development, emphasize the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers.

If you feel that you have to concoct an answer to this question - if, for example, the company stresses research, and you feel that you should mention it even though it really doesn't interest you- then you probably should not be taking that interview, because you probably shouldn't be considering a job with that organization.
Your homework should include learning enough about the company to avoid approaching places where you wouldn't be able -or wouldn't want- to function. Since most of us are poor liars, it's difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don't really want.

4. What can you do for us that someone else can't?

Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.

5. What do you find most attractive about this position? What seems least attractive about it?

List three or four attractive factors of the job, and mention a single, minor, unattractive item.

6. Why should we hire you?

Create your answer by thinking in terms of your ability, your experience, and your energy. (See question 4.)

7. What do you look for in a job?

Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security.

8. Please give me your defintion of [the position for which you are being interviewed].

Keep your answer brief and taskoriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. ask the interviewer; he or she may answer the question for you.

9. How long would it take you to make a meaningful contribution to our firm?

Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.

10. How long would you stay with us?

Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, "As long as we both feel achievement-oriented."

11. Your resume suggests that you may be over-qualified or too experienced for this position. What's Your opinion?

Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so wellqualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.

12. What is your management style?

You should know enough about the company's style to know that your management style will complement it. Possible styles include: task oriented (I'll enjoy problem-solving identifying what's wrong, choosing a solution and implementing it"), results-oriented ("Every management decision I make is determined by how it will affect the bottom line"), or even paternalistic ("I'm committed to taking care of my subordinates and pointing them in the right direction").
A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.
As you consider this question, think about whether your style will let you work hatppily and effectively within the organization.

13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?

Keep your answer achievementand ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.

14. What do you look for when You hire people?

Think in terms of skills. initiative, and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.

15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?

Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don't enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.

16. What do you think is the most difficult thing about being a manager or executive?

Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employess to get something planned and completed on time and within the budget.

17. What important trends do you see in our industry?

Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.

18. Why are you leaving (did you leave) your present (last) job?

Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search. where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.
The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The "We agreed to disagree" approach may be useful. Remember hat your references are likely to be checked, so don't concoct a story for an interview.

19. How do you feel about leaving all your benefits to find a new job?

Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don't suggest that security might interest you more than getting the job done successfully.

20. In your current (last) position, what features do (did) you like the most? The least?

Be careful and be positive. Describe more features that you liked than disliked. Don't cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.

21. What do you think of your boss?

Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.

22. Why aren't you earning more at your age?

Say that this is one reason that you are conducting this job search. Don't be defensive.

23. What do you feel this position should pay?

Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, "I understand that the range for this job is between $______ and $______. That seems appropriate for the job as I understand it." You might answer the question with a question: "Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?"
If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position's responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.
If the interviewer continues to probe, you might say, "You know that I'm making $______ now. Like everyone else, I'd like to improve on that figure, but my major interest is with the job itself." Remember that the act of taking a new job does not, in and of itself, make you worth more money.
If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.
If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to restpond with a number. You cannot leave the impression that it does not really matter, that you'll accept whatever is offered. If you've been making $80,000 a year, you can't say that a $35,000 figure would be fine without sounding as if you've given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)
Don't sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don't leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.
But whenever possible, say as little as you can about salary until you reach the "final" stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.

24. What are your long-range goals?

Refer back to the planning phase of your job search. Don't answer, "I want the job you've advertised." Relate your goals to the company you are interviewing: 'in a firm like yours, I would like to..."

25. How successful do you you've been so far?

Say that, all-in-all, you're happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you've done quite well and have no complaints.
Present a positive and confident picture of yourself, but don't overstate your case. An answer like, "Everything's wonderful! I can't think of a time when things were going better! I'm overjoyed!" is likely to make an interviewer wonder whether you're trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.

This article was published by Forbes Magazine

Ask Questions At Your Job Interview

As an interviewer, I do look forward to questions that candidates asks me.  Sometimes they ask during the interview, but regardless I give them an opportunity to ask at the end of the interview.  While I don't mind what they usually ask me, there are "good" questions that the interviewee can ask.  Click here to read about some possible questions you can ask at your interview.

Be Knowledgable About The Company

One of the important things to know before going in for your job interview is KNOWLEDGE ABOUT THE COMPANY YOU ARE INTERVIEWING FOR.

As an interviewer for several companies, one of the questions I ask is related to the company they are seeking to work at. 

Here are some of the types of questions I may ask:

• History about the company
• Milestones or major accomplishments of the company
• Products and/or services the company offers
• Partner companies and other company relationships

In addition, I may ask industry specific questions relating to the company.   For example if the company is an automobile company, I may ask a question about the future of alternative fuels.

What we are looking for is a candidate who has a general understanding about the company and its industry.  A candidate that has no knowledge (or even very little knowledge) in this area would be not be perceived as an ideal choice for the company.

6 Seconds

How do you make your resume stand out?  According to job recruitment website The Ladders, which conducted a formal survey of job recruiters, the six most important aspects of your resume are:

your name

current title/company

previous title/company

current position start and end dates

previous position start and end dates

education

And on average, the recruiters took just six seconds reviewing those aspects.