Firstly, one should understand the difference between a strength and a skill. A suite of skills and/or experience generates strengths. In other words, a strength is the sum of a group of skills
For example, if you list being a "Results oriented individual" as one of your strengths, you should recognize that some or all of the following skills/experience likely developed this strength:
- ability to organize to get things done
- ability to motivate others
- ability to resolve conflicts and barriers
- ability to size a project or activity and control the scope
When answering this question, it is a very good technique to illustrate your thinking in your answer. Here is an example:
Question: What are your strengths and weaknesses?
First, I will describe my strengths and, in particular, those that I believe will assist me in the position of job X. Then I will proceed to identify weaknesses that I am working to improve.
I am a results orientated individual. I am able to get things done and exceed expectations. I have developed this strength through the various managerial and supervisory positions I have held. Motivating others toward the attainment of a common goal is a......
You would continue to list perhaps two more strengths.
Notice the structure of the answer. The answer begins by a clear outline of how you propose to answer the question: (First, I will describe my strengths and, in particular, those that I believe will assist me in the position of job X. Then I will proceed to identify weaknesses that I am working to improve.)
Then a strength is clearly identified: (I am a results orientated individual).
Some people make the mistake of hesitating to boast about their strengths or to be ambiguous about how they identify them. The key here is do not be afraid to talk about yourself; after all, you are trying to sell yourself!
The identification of the strength then launches a brief description of how that strength was acquired/developed. At this point, we also talk a little bit about what you have learned along the way:(Motivating others toward the attainment of a common goal...)
Each strength that you list should be neatly tied up at the end of the description by illustrating why the strength is important to the job you are applying for: (I recognize the important of this strength in the position of Job X. I know that being resul....)
Bear in mind that the key is to make a tie between the strengths you have and how/why they would benefit the company.
Now...on to weaknesses. This is a tricky question. On the one hand, you do not want to admit weaknesses; especially weaknesses that are detrimental to your ability to perform the job you have applied for. On the other hand, everyone has weaknesses and it
There are two approaches you can take. The first approache is not highly recommended, though sometimes it works. With this approach you simply state that you have no weaknesses that you believe would effect your ability to fulfil the duties of the job.
Approach #2:
List a primary weakness (do you think you really have to list more than one?). Pick a weakness that could almost pass as a strength (more about this in the example below). State that you are working on improving (sets a positive tone).
Example:
" Not knowing when to take a break and rest my mind is a weakness I am working on improving. My determination and my unwillingness to give in to a problem sometimes finds me working long hours and taking work home with me. At times, I will admit, this...."
Note: This is a weakness that is coming off sounding almost like a strength. Certainly, this is the type of employee people are seeking (hard worker, determination, not giving up etc.)
S.W.O.T. Analysis
What are your STRENGTHS?
• I am a creative person with unique ideas.
• - In HCRM 201, we did a group project on the retail company Abercrombie & Fitch. I put together everyone’s work into a creative notebook resembling A&F’s annual report. I also made a miniature model of an Abercrombie & Fitch store.
• - This quarter in HCRM 299, I proposed the idea of doing our group presentation in a business meeting format and made the trend-unveiling poster.
• - I have a lot of creativity to offer when working on any kind of project.
• I pay a lot of attention to detail when I am doing a project and strive for perfection.
• - Attention to detail is important when doing any sort of project, assignment, or work. Anything I do reflects future work I may do, and mistakes are definitely not a good representation.
• I am a leader.
• - In group situations, I can take control of the situation. If things do not look like they are going anywhere, I try to put them back on track. For our trend forecasting and analysis group project, for a while we were very clueless as to what was expected of us. I figured that as long as we kept on researching and throwing ideas out on the table, something would eventually come to us. So that is exactly what I did.
What are your WEAKNESSES?
• I am a procrastinator.
• - I tend to work on assignments or projects at the last minute. Lately though this quarter I have been able to overcome this weakness a little bit. As long as I keep writing down in my planner what I need to do each day in and follow my schedule, I have plenty of time to do my best work.
• I am very stubborn.
• - Sometimes in group situations I come up with an idea I really like and tend not to want to use anybody else’s ideas. In other words, I like to do things my way and only my way. For example, during our group project in HCRM 299 a lot of ideas were mentioned about how we should give our presentation. When I thought up the business meeting, I was set on doing it. Any other ideas I kind of just pushed to the side.
• - I will try to be more considerate of other people’s contributions in the future, and try to remember that other people could have good ideas too.
• I am a perfectionist.
• - I have this need to perfect anything I do. I made the trend-unveiling poster for the trend forecasting and analysis presentation this quarter. I spent an entire night working on it and stressing out about it when I should have been studying for a child development test I had the next day. I had another day to work on the poster and fix anything I did not like about it, but I had to finish it that night.
• - I do not really know how one overcomes being a perfectionist. I guess I will try to remember that not everyone is perfect.
OPPORTUNITIES: personally, professionally, and academically
• I know now what I need to do in order to compete for a job in the retail industry. Next year I definitely plan to participate more in Fashion Associates.
• I realize now the advantages of networking. I happened to meet someone this quarter who knows someone who works for Tommy Hilfiger. Hopefully I can utilize my resources and get a good internship.
• I am looking forward to going to on the New York trip offered to retailing majors. I am not going this coming spring quarter, but hopefully I will be able to go next year or the year after that.
• This summer I plan to go back home and work at the Gap again. I plan to gain more experience in retailing and will take anything they have to offer me. Hopefully my managers will help me in gaining the experience I need.
THREATS…Those situations and/or limitations which potentially interfere with the accomplishment of your goals.
• Getting an internship I really like may be difficult. Interning during the summer could be difficult because I do not think my loans pay for the 16 credit hours. I might have to intern during fall or winter quarter.
• I would love to get an internship somewhere away from home but once again money plays a huge role. I am leasing an apartment for my junior year, which I will probably lease again for my senior year. One quarter costs $950. If I am not living there because I am doing my internship elsewhere, I would definitely need to find a subleaser.
• I do not know yet what I will do about taking summer classes this summer if I plan on going home and working at the Gap. Hopefully I can go home for a month and a half, then take classes second session.
A: What they are looking for is information about you that is not included in
your resume.
1 What do you know about this company?
Always research the company, use the internet, call them - identify yourself - tell whoever answers that you are seeking information on their company.
1 What are your goals?
What they are really asking is where do you see yourself 2 years, 5 years, 10 years and 20 years down the road, and how do you expect to get there. How do you plan and improving your current skill level. Do the research, determine a career path, find out what it takes to follow that path. Then ask them "Assuming that I am hired, how can 'this company' (use company name) help?"
1 What are your strengths and weaknesses?
Before the interview, write down several of your weaknesses, be brutaly honest about this, after all only you will ever see it. Then determine how you will present them in a postive light, (sometimes this is not possible, but try anyway).
Do the same thing with your strengths, and describe them in very postive terms and if possible how they can compensate for your weaknesses.
1 Why do you want to work for this company?
What they are really asking "This is going to be more than just a job to you". Do the research about the company, and then describe how you see yourself fitting into their company.
1 What has been your most significant achievement?
What are you most proud of, (be very honest about this one), there is no right answer.
1 How would your last boss and colleagues describe you?
Ask your old boss and colleagues how they would describe you.
1 Why should we hire you?
Your hard working, describe how you see yourself fitting in their company, describe what you will bring to the position; ask them what they are looking for and describe how you fit that description (and above all, do not use words such as honest or loyal or trust worthy).
1 What are your salary expectations?
Contact your local labour department and ask them what is standard for the positon you are applying for, call the company -- identify yourself -- explain that you are applying for a positon and ask what the salary range is. When answering give an amount that is in the middle of the range, unless you have 2 or more years of previous experience that can be applied to this new positon, then use the top of the range or go over by 10%.
What you should do is write down your answers to these questions and read them over a couple of times till they are clear in you mind, (do not rehearse them unless you have acting experience), and above all just be yourself, stay calm, and relax, they are just as interested in you as you are in them.
Common Job Interview Questions
By rehearsing interview questions, you'll become more familiar with your own qualifications and will be well prepared to demonstrate how you can benefit an employer. Some examples:
"Tell me about yourself."
Make a short, organized statement of your education and professional achievements and professional goals. Then, briefly describe your qualifications for the job and the contributions you could make to the organization.
"Why do you want to work here?" or "What about our company interests you?"
Few questions are more important than these, so it is important to answer them clearly and with enthusiasm. Show the interviewer your interest in the company. Share what you learned about the job, the company and the industry through your own research. Talk about how your professional skills will benefit the company. Unless you work in sales, your answer should never be simply: "money." The interviewer will wonder if you really care about the job.
"Why did you leave your last job?"
The interviewer may want to know if you had any problems on your last job. If you did not have any problems, simply give a reason, such as: relocated away from job; company went out of business; laid off; temporary job; no possibility of advancement; wanted a job better suited to your skills.
If you did have problems, be honest. Show that you can accept responsibility and learn from your mistakes. You should explain any problems you had (or still have) with an employer, but don't describe that employer in negative terms. Demonstrate that it was a learning experience that will not affect your future work.
"What are your best skills?"
If you have sufficiently researched the organization, you should be able to imagine what skills the company values. List them, then give examples where you have demonstrated these skills.
"What is your major weakness?"
Be positive; turn a weakness into a strength. For example, you might say: "I often worry too much over my work. Sometimes I work late to make sure the job is done well."
"Do you prefer to work by yourself or with others?"
The ideal answer is one of flexibility. However, be honest. Give examples describing how you have worked in both situations.
"What are your career goals?" or "What are your future plans?"
The interviewer wants to know if your plans and the company's goals are compatible. Let him know that you are ambitious enough to plan ahead. Talk about your desire to learn more and improve your performance, and be specific as possible about how you will meet the goals you have set for yourself.
"What are your hobbies?" and "Do you play any sports?"
The interviewer may be looking for evidence of your job skills outside of your professional experience. For example, hobbies such as chess or bridge demonstrate analytical skills. Reading, music, and painting are creative hobbies. Individual sports show determination and stamina, while group sport activities may indicate you are comfortable working as part of a team.
Also, the interviewer might simply be curious as to whether you have a life outside of work. Employees who have creative or athletic outlets for their stress are often healthier, happier and more productive.
"What salary are you expecting?"
You probably don't want to answer this one directly. Instead, deflect the question back to the interviewer by saying something like: "I don't know. What are you planning on paying the best candidate?" Let the employer make the first offer. However, it is still important to know what the current salary range is for the profession. Find salary surveys at the library or on the Internet, and check the classifieds to see what comparable jobs in your area are paying. This information can help you negotiate compensation once the employer makes an offer.
"What have I forgotten to ask?"
Use this as a chance to summarize your good characteristics and attributes and how they may be used to benefit the organization. Convince the interviewer that you understand the job requirements and that you can succeed.
Here are some other job interview questions you might want to rehearse:
Your Qualifications
What can you do for us that someone else can't do?
What qualifications do you have that relate to the position?
What new skills or capabilities have you developed recently?
Give me an example from a previous job where you've shown initiative.
What have been your greatest accomplishments recently?
What is important to you in a job?
What motivates you in your work?
What have you been doing since your last job?
What qualities do you find important in a coworker?
Your Career Goals
What would you like to being doing five years from now?
How will you judge yourself successful? How will you achieve success?
What type of position are you interested in?
How will this job fit in your career plans?
What do you expect from this job?
Do you have a location preference?
Can you travel?
What hours can you work?
When could you start?
Your Work Experience
What have you learned from your past jobs?
What were your biggest responsibilities?
What specific skills acquired or used in previous jobs relate to this position?
How does your previous experience relate to this position?
What did you like most/least about your last job?
Whom may we contact for references?
Your Education
How do you think your education has prepared you for this position?
What were your favorite classes/activities at school?
Why did you choose your major?
Do you plan to continue your education?
Know Yourself
When the interviewer asks you where you see yourself in five years, what will you say? How about describing your ideal working environment? What are your strengths? And what are your weaknesses? How do you take criticism? How do you deal with conflict situations? What motivates you? What is your management style?
Yikes. If you are not prepared for these kinds of probing questions, they will undermine your interview. Pondering Socrates or Freud is not necessary preparation for your job interview. Still, taking time to do some soul searching is helpful when it comes to presenting yourself in an attractive way.
Each question posed by your interviewer requires that you sift through a repertoire of professional and personal experiences, gazing at your life in an instant and conjuring up an answer to the basic question: who are you? Doing that on the fly is bound to be confusing. You should know yourself before you shake the interviewer's hand and flash your first friendly smile. The prospect can daunt even for those of us who are in touch with our inner child.
To make substantial headway in self-reflection, spend some time on the following exercises. When considering your responses, think beyond your professional life and current circumstances. Include instances as far back as your youth.
1 Make a list of five accomplishments that you enjoyed.
2 Make a list of five things you have done that make you proud.
3 Describe three scenarios in which you felt highly motivated to accomplish something.
4 Describe three scenarios in which you lacked motivation.
5 Think of three scenarios in which you felt appreciated by other people. How did they communicate that appreciation for you?
6 Make a list of how your colleagues, staff, and supervisors describe you. Include the positive and negative feedback.
7 Make a list of how friends and family describe you.
8 Make a list of ten of your best personal qualities.
9 Think of two small and large decisions that you have made. Describe how you went about making those decisions.
10 Describe two situations that seemed risky to you. What did you do?
11 Describe a conflict situation between you and someone else that was resolved to your satisfaction. How was it resolved?
12 Describe a conflict situation between you and someone else that was not resolved to your satisfaction. What happened?
13 Complete this sentence: When I am responsible for leading or supervising other people, I prefer to. . .
14 Complete this sentence: When I want to show appreciation for other people, I usually. . .
15 Complete this sentence: I work because. . .
16 Complete this sentence: From a job I want. . .
After you spend an evening or afternoon reflecting on your life, you might wish to have others explore your responses with you. Look for themes and trends in your responses, finding information that overlaps. Focus on what energizes you and what saps your spirit. Notice your preferences. Consider for example what we can discover about Suzanne's professional aspirations and tendencies from her responses.
Five accomplishments that I enjoyed include:
1 Launching an anti-drunk driving campaign in high school.
2 Training an intern in critical thinking.
3 Negotiating with diverse teams to get creative projects completed.
4 Finding the overlap between different company's interests so that they can establish mutually beneficial relationships.
5 Seeing my college students think in new ways.
Five things that make me proud include:
1 Going to France by myself to learn French.
2 Setting a high performance goal for myself and meeting it.
3 Having vision for what needs to be done in different situations.
4 Being in shape.
5 Listening to the concerns of my friends and honoring them.
Three times that I felt highly motivated to accomplish something include:
1 When I had tons of work to do to meet a product launch deadline and had to stay extremely organized and focused in order to complete the work.
2 When I came up with an idea for panel discussions at my church, which led to much improved communication and many new friendships.
3 When I worked on projects with colleagues and had to complete my work so that we could discuss things and move to the next stage.
Three scenarios in which I lacked motivation to accomplish something include:
1 When I worked all by myself after my boss died and my new supervisors were not accessible.
2 When I had to process details all day, day after day-entering data, completing forms, and other rote tasks that only challenged my patience but did not engage my mind.
3 When I felt like my employer was making decisions that sacrificed his employees.
I felt appreciated by people when:
1 I got a significant raise after having my value to the company reconsidered.
2 My supervisor and colleagues verbally praise my efforts and thank me for my way of working.
3 My supervisor expressed confidence in my abilities and did not micromanage me, but spent time helping me when I needed support or ran into problems.
By analyzing even these first five questions, we get a sense of what kind of job would fit Suzanne well. For example, we see that Suzanne enjoys influencing people; each of the accomplishments that she enjoyed includes affecting the way that other people think or act. She also feels gratified when she is able to bring people together for a common purpose they might have overlooked. The things that make Suzanne proud are a bit more diverse. Some include a sense of meeting difficult challenges-like learning French through immersion and raising the bar of performance or being in shape. Having vision means that she has something to offer that affects common purpose. Acting ethically toward people also seems important to her.
It already begins to make sense, then, that she would feel motivated to accomplish things when she initiates them, when she is accountable to other people, or when she needs to meet a specific goal. Deadlines appear to affect her in positive ways by helping her to focus when she might not otherwise. Contrarily, her energy and drive are sapped when she works in isolation without gaining feedback, when the tasks are rote and do not require creativity or initiative, and when she perceives that people are treated badly. She feels appreciated by her employer when her supervisor recognizes her vision, drive, and ability to focus and gives her the space she needs to excel while still staying connected with her. She feels appreciated when her company gives her a raise for good work, but also when others verbally praise her. And, even though she likes to work without tight supervision, she feels appreciated when her supervisor has time for her.
Intriguing as these discoveries might be for Suzanne, she cannot unload her personal psyche on the interviewer. She still has to formulate professional responses to specific questions. Knowledge about the company provides guidance for how to craft these materials. Self-knowledge provides the raw materials for devising compelling responses.
Standard Questions
1. Tell me about yourself.
2. What did you most enjoy about your last job?
3. How would your colleagues or supervisor describe you?
4. What can you offer us that other people cannot?
5. What about this job attracts you? What is unattractive?
6. How long do you see yourself with us?
7. How would you describe an ideal working environment?
Standard interview questions might not seem difficult, but your answer to each should be polished and sharp. Craft responses and practice them before your interview so that they roll off your tongue when you face the interviewer. Effective responses answer questions honestly, positively, and briefly, highlighting important qualities and accomplishments that are relevant to the position at hand. Give examples to illustrate and corroborate your statements when possible. Your responses should work together, making connections between what you have previously done, the available position, and your goals.
Mark is preparing for an important interview. He is a recent graduate from law school who wishes to become a financial planner at a mid-sized firm that deals with families who have a minimum account of twenty-five million dollars. Before he went to law school, he was a financial analyst for three years and passed two levels of testing toward a CFA certification. He decided not to complete the CFA training.
His company promoted him twice during his time there, once into a management position that suited him only fairly well. He did not get the kind of training from his company that he felt he needed in order to manage people effectively. Still, he likes to help people make good decisions and he effectively led his team to create a clearer strategy for approaching new accounts. Mark seems to have a sixth sense for how to compound wealth. He knows how to spot trends and retreat from them just as they crest in profitability. He thinks he might one day become an estate planning attorney in a financial planning firm. Of course, he does not know what life will bring him. Mark does not want to constrict his options unnecessarily, and he certainly is not ready to settle down into a firm for the next ten years.
Consider how Mark might answer standard questions effectively and ineffectively.
Tell me about yourself.
Ineffective: I am a hard-worker who is good with numbers. After I worked as a financial analyst for a few years, I decided to go to law school. I just finished and now am looking for a new challenge.
Effective: I began developing skills relevant to financial planning when I worked as a financial analyst for three years. In that role, I succeeded in multiplying the wealth of my clients by carefully analyzing the market for trends. The return on the portfolios I managed was generally 2% more than most of the portfolios managed by my company. My initiative, planning, and analytic skills were rewarded by two promotions. As the manager of a team, I successfully led them to develop a more efficient and profitable strategy for dealing with new accounts. My subsequent training in the law, including tax law and estate law, gives me an informed view of what types of investments and charitable gifts would be most advantageous for your clients.
What did you most enjoy about your last job?
Ineffective: I liked lots of things-the people, the challenge, the rewards. Sometimes we had to work long hours, but it always seemed to pay off.
Effective: Of the many things that I enjoyed, I would say that the strategic aspects of my job most energized me. I liked setting concrete performance goals for myself and finding ways to meet them. I similarly enjoyed analyzing markets for trends and identifying when would be the most beneficial time to enter or withdraw from certain funds. When I was a manager, my team and I developed a new approach to accounts that became a standard for the company. Strategizing gave my work a sense of tangible direction and accomplishment.
How would your colleagues or supervisor describe you?
Ineffective: I guess they would say that I am a hard worker who is successful.
Effective: My supervisor and colleagues have described me as a dependable worker. My supervisor has appreciated that I prioritize tasks and manage my responsibilities so that she can rely on me. My bosses tell me I have a sixth sense for markets and I learn new information and procedures quickly. These skills account for my two promotions in three years. My boss was also impressed by how I was able to lead my team.
What can you offer us that other people cannot?
Ineffective: I have a unique combination of skills. I also really want the job.
Effective: I have a track-record of multiplying wealth through investments and developing strategies with teams. Since I have a JD, I also know what legal parameters and loopholes affect families and individuals planning their finances. My CFA training not only shows that I will succeed in the CFP courses, but also gives me a broader view of why financial plans work as they do. Since I am organized and self-motivated, I will add value to the company without requiring much tending and supervision.
What about this job attracts you? What is unattractive?
Ineffective: I like that it is in the field I am targeting. I don't like the commute that it will require.
Effective: As I evaluate my skills and goals, this job maximizes on both. I will be able to merge my knowledge of law and markets while strategizing for the sound financial future of clients. Since this is a small company, I imagine that there will be opportunity for increased responsibilities and challenges. I share the values of the company. I am not eager to do much data processing, but the position is very attractive.
How long do you see yourself with us?
Ineffective: I don't want to make any hasty commitments, and I like to keep my options open. Maybe I will be here for one year, maybe for five. It depends.
Effective: I see myself here as long as we both think that I am contributing to the vitality of the company while still being grown through challenges.
How would you describe an ideal working environment?
Ineffective: A laptop and cell phone on a beach sound ideal to me. Short of that, I would like an environment in which I am able to work as I please, without much supervision.
Effective: It is important to me that my company has clear objectives and strives for success. Similarly, I like having colleagues whom I admire for their skills and perspectives. When communication is clear between colleagues, our energy becomes synergy. In addition, I find that I flourish when given discretion after having gained the trust of my supervisor.
Checklist for Preparing for Interview:
1 Dress the part. Rule of thumb: Dress to fit your field.
2 Observe excellent hygiene. This includes body, hair and fingernails. Do not overly indulge in cologne or after-shave.
3 Research the company. Visit web sites and the library.
4 Prepare to answer typical interview questions. See reverse.
5 Prepare questions to ask the interviewer. Asking questions about salary and benefits will not impress an employer.
6 Prepare extra copies of your resume to take with you to the interview.
Typical Interview Questions Every Student Should Be Prepared to Answer
Tell me a little about yourself.
What are your computer skills?
What are your strengths and weaknesses?
You don’t have much work history. Why should I hire you?
How would others (past employers, co-workers, teachers, etc) describe you?
What are your goals for the future?
What questions do you have for me?
Maximize Your Interviewing Skills!
Prepared by the Career Placement Office
Augusta Technical College, 1/2002
Tell me a little about yourself.
Tip- Keep it professional! Do not mention personal information such as marital status, age, children, etc. Talk about your work history, hobbies, and why you are interested in this particular job.
What are your computer skills?
Tip- Make sure to mention skills that will be required for the position you are applying for.
What are your strengths and weaknesses?
Tip- You have many strengths; however, make sure that you focus on those that relate to the job. Don’t view revealing weaknesses as going to confession! If you must reveal a weakness, focus on one that won’t prevent you from getting the job. Good Examples: I wish that I were more comfortable speaking to a group; I tend to be a little shy when I first meet new people. Bad Examples: I drink too much on the weekend; some people say that I’m hard to get along with.
You don’t have much work history. Why should I hire You?
Tip- The employer is concerned that she can’t depend on you because you have no “track record”. Focus on your Work Ethics grades in classes, classroom performance, internships and field experiences, and any volunteer or paid experience you have that demonstrate your dependability and motivation.
How would others (past employers, co-workers, teachers, etc.) describe you?
Tip- Employers are usually interested in hiring team players, people who have attention to detail, and those with high motivation.
What are your goals for the future?
Tip- Employers try to minimize turnover by hiring people who are likely to remain for a while. Discuss your professional goals and how they relate to the job. Don’t project the image of being a “short-timer”.
What questions do you have for me?
Tip- Never say, “I don’t have any”. This will NOT impress an employer. Remember, you are also interviewing the employer. Ask questions that demonstrate your true interest in the job. You may want to ask about new employee training, job performance evaluations, your work area and equipment, goals the company has for your area, upcoming projects, etc. Do not ask about salary and benefits. Your goal in the first interview is to attract the employer by demonstrating your interest in the job.
Keys to a Successful Interview
There is a technique to successful interviewing. Our intent is to provide you with tools to sharpen your interview skills and give you an advantage in today’s employment market.
The Importance of an Interview
In most cases the decision on whether or not you are hired will be based on your interview. Other factors, such as your résumé and recommendations also play an important role.
Be Prepared
A well-prepared candidate is more likely to impress an interviewer with his or her alertness, competence and confidence. Don’t waste this opportunity to sell your self! Do your homework before going on an interview. Ask your ESP consultant for details about the company and the position.
Research yourself before you go into an interview. Know the kinds of things you are good at and the things that may need some work, experiences you have had in the past, and what kind of boss and company you would like to work for.
Commonly Asked Questions
"What do you hope to gain from this position?"
"What do you have to offer this company?"
Sell yourself into the job. Keep your responses directed to the company and connect your self to the position you are applying for.
"How can we benefit from your skills?"
Relate past experiences with responsibilities of the position you are applying for. Give thorough, detailed examples of what you did on a project and parallel that experience to the needs of the position, and the company.
"What are your likes and dislikes about your current position?"
"Why are you leaving your current job?"
Keep negatives to a minimum. Talk about what you want to move to, rather than what you want to move from. The interviewer is looking for a logical and well thought-out reason for the proposed change. Give an answer that is mature and thoughtful, and avoid common responses.
"What are your strengths and weaknesses?"
Know your strengths and weaknesses. Make your weaknesses work for you by preparing a response to include the nature of the weakness and plans you have to overcome it. Interviewers do not expect you to disqualify yourself for the job. Give a neutral or positive response. Do not leave them with a negative impression.
Strengths should be supported and not just a positive comment about yourself. Support your strengths with examples that benefit the company. Use examples to show your use of good judgment, ability to overcome difficult situations, and determination.
"Where do you want to be five years from now?"
Interviewers want to know that you are looking toward the future and you have goals that are consistent with what they can provide. It is good to incorporate your interest in the position with your future goals.
"Do you have any questions for us?"
Be prepared for this question at either the beginning or the end of an interview. Ask a question that pertains to you, not something vague or abstract. Make sure the question is easy to answer. Help the interviewer focus on your key strengths.
Example: "Given my mainframe background and 3 years of Cobol development experience, how do you see me best fitting in with your company?"
Final Recommendations
Be polite and calm
Be enthusiastic about the position
Emphasize the positive about former experiences
Never criticize past employers or co-workers
Speak positively about your abilities. Be confident, but not arrogant.
Sit properly, avoid nervous habits or chewing gum.
Refrain from overuse of cologne or perfume; some people may be allergic.
Notable Quotes!
Some people just have a way with words...
"Use what talents you possess: The woods would be very silent if no birds sang there except those that sang best." - Henry Van Dyke
"He who thinks he leads but has no followers is only taking a walk" - John Maxwell
"The greatest danger for most of us is not that our aim is too high and we miss it, but that it is too low and we reach it." - Michelangelo
"Insight...discovering the pathway through the mountain, while others merely gaze at the enormity of its peaks." - Diane Bolton
"There is in this world no such force as the force of a man determined to rise". - WEB Dubois
"My object in life is to unite my avocation with my vocation, as my two eyes are one in sight." - Robert Frost
"The majority work to make a living; some work to acquire wealth or fame, while a few work because there is something within them which demands expression . . . Only a few truly love it." - Edmond Boreaux Szekely
"The direction of change to seek is not in our four dimensions: it is getting deeper into what you are, where you are, like turning up the volume on the amplifier." - Thaddeus Golas
"There are no shortcuts around quality, and quality starts with people." - Steve Jobs
"Even if you're on the right track, you'll get run over if you just sit there." - Wil Rogers
"Don't spend your life tuning your guitar - stand up and play it!" - Rosita Perez
"Luck is a matter of preparation meeting opportunity." - Oprah Winfrey
"Success is how high you bounce when you hit bottom." - General George Patton
"Choose a job you love, and you will never have to work a day in your life." - Confucius
"The best way to predict the future is to create it." - Unknown
"The moment of victory is much too short to live for that and nothing else." - Martina Navratilova
"Don't be pushed by your problems, be lead by your dreams." - Unknown
"How do you eat an elephant? One bite at a time!" - Chinese Proverb
"Every day is a gift, that's why they call it the present!" - as submitted by Coach Sandra Schrift, the coach to speakers and small business owners.
Do you have a quote you like?
We'd love to hear it!
How to handle the "Why should we hire you?" and the "What are your strengths?" interview questions
You should be able to show the interviewers that you understand their needs and are the best qualified to meet them. You should also be able to mention a short list of strengths that are directly relevant to the job for which you are applying
GSWconsultants -
Thursday, November 14, 2002
By GSWconsultants
Thursday, November 14, 2002
Q: After submitting a resume and cover letter, I am asked, "Why should we hire you?" Based on what was already said in my resume and cover letter, how would I respond correctly to that question? Susan in Victoria
A: The "Why should we hire you?" question is a classic largely because it is so beautifully simple and direct.
To answer the question well requires preparation of both your words and attitude. First, the attitude: the interviewer wants to see a show of confidence and thoughtfulness. Go into the meeting with your arguments for being the best candidate. Go in to make the case that, having looked at their needs and your qualifications, you can assure them that they will be very pleased with your work.
The words you use to make your case should demonstrate the self-confidence employers want, while not sounding conceited.
Bottom-line is that no one will want to hire you if you cannot provide reasons why they should select you over the competition.
Q: During an interview, when asked, "What are your strengths?" what should be the best answer? Manny in Toronto
A: Don’t provide a long list that starts to sound false and/or boastful after three or four items. Provide a short list of strengths that you can back up with evidence and that are directly relevant to the organization’s needs.
And remember, the follow up question is usually about weaknesses, so prepare for that question as well.
# 1 - Describe your ideal job and/or boss
During an interview, a hiring manager is looking to encourage open and honest communication. Employers want to delve beyond the candidate’s "hard skills" showcased in their resume. For instance, how does a candidate’s personality fit the position and company culture? Françoise Baudrit of the hi-tech solutions firm, Lectra, shares "The aim of this type of open-ended question is to really understand what is important in a position for the candidate. The next questions I ask myself becomes, ‘is this person going to fit in the organization? Is the organization able to bring what they are expecting?’"
Professional recruiter Heidi Thorne for Probity Electronics in Plano, Texas, added, "I ask this question early in the interview process before they know a lot about our company culture and many specifics of the job. I am looking into their personality to see if they will fit well within our organization. I want to see how quickly they can think on their feet and can recover from unexpected questions."
Recruiter Tip: Do your homework on the company you are interviewing with. There is no reason why a potential candidate cannot make a few calls to a current or past employee of the company to get the “inside scoop” on the company’s culture. If your personality matches the culture, when this question comes up, make sure the interviewer sees this match.
# 3 - What Unique experience or qualifications separate you from other candidates?
Recruiters and hiring managers conduct interviews with candidates possessing similar skill sets. Therefore, they are looking for distinct qualities or experiences to filter out applicants and narrow down the selection. It is imperative for candidates to use their interview to differentiate themselves.
Gary Wong of Strategic Recruitment Services, Sydney, Australia explains, "This question is a chance for the candidate to market himself/herself, as a particular candidate would not be aware of the qualities of other competing candidates. The candidate's response should be focused on his/her strengths. As a recruiter or hiring manager, we can then judge the intensity of their response, whether they are over-blowing their trumpets, too timid, unsure about their qualities or are more reserved and realistic about the way they see themselves. All of which is actually a reflection of their character."
# 4 - Tell me about yourself?
One of the best ways to get a conversation started, it invites the candidate to respond with candid and thorough answers. This gives the interviewer an overall impression of the person.
David A. Smith of Baltimore's David A Smith & Associates, Inc. stresses the significance of such a broad yet revealing personal question, "I prefer open-ended questions that allow and even prompt a candidate to open up and talk from their heart. Everyone can prepare power statements and responses to impress or BS. In speaking about one's families and dreams however, we, much more often than not, can get down to the real heart and soul of a candidate, have them "open up", and get a view from their eyes and perspective."
Many candidates are unsure exactly what information the interviewer desires in their answer, which leads to several common pitfalls such as too brief of an answer or irrelevant personal information.
Recruiter Tip: Josh Hatcher of Management Recruiters of Cordova, Inc. located in Tennessee suggests, "Keep your answers professional. The response should be about three to four minutes and should concentrate on your professional background. This would also be a good chance to work in some specific accomplishments."
# 5 - What are your strengths and weaknesses?
A personal self-assessment can reveal a great deal about a candidate. It is always best to be realistic and truthful. When listing weaknesses be sure to include ways you hope to improve upon them.
Joe Redshaw, a Technical Recruiter at Addecco Technical in North Andover, Massachusetts, "I am really looking for honesty out of this question. It is a question that someone has to think about and cannot answer with a yes or no. It creates dialogue between us. With dialogue, you get to know the person better and learn more about them. This is not really a make or break question. It is just one I like to ask because you can determine a lot about someone, i.e. if they are cocky, shy, timid, arrogant, liars, etc."
# 6 - Describe some of your most important career accomplishments.
Describing past achievements is an excellent platform to showcase skills or experience pertinent to the position. In addition, a description of the steps taken or process involved in attaining the accomplishment is useful information.
Kristin McParland, a HR consultant at Interlake Material Handling, Naperville, IL explained, "I am trying to discover if a person has what it takes to take on a big project, tackle it, and have a positive outcome. I like to know the steps they took to complete the project because it shows their problem-solving skills and if they had the initiative to take steps on their own or ask for help if necessary. This question can uncover a lot about teamwork, initiative, problem solving, and adaptability. The biggest pitfall is when someone says, 'I really can't think of anything' or says something really general such as, 'I worked on a lot of projects so I can't think of anything specific.' This tells me either they don't take pride in their work or maybe they never worked on a project that took time and effort."
# 7 - What are your short-term/long-term goals?
Asking a candidate to reveal their goals serves several purposes. An interviewer is looking to find out if the position and company are a good fit in addition to the candidate's motivation. Motivation refers to why they want the job and how they will perform once awarded the position. It is important to know if the candidate is just looking for a filler job to pay the rent, seeking growth within the company, or perhaps wishing to pursue a graduate degree. Such information is used to match the applicant's fit. It also exposes other aspects of their personality. This question is an opportunity for to focus on your professional desires and how you hope to achieve them.
# 8 - Describe a time when you were faced with a challenging situation and how you handled it?
Undoubtedly, difficult situations are bound to arise on the job. Customer service and teamwork are two areas of business often filled with emotions and tough situations. Thus, interviewers must determine if a candidate is willing and prepared to handle trying circumstances and difficult people.
Tiffany Kelchlin of Florida’s Blue Dolphin Software, Inc. clarifies, "This interview question is designed to explore the candidate's ability to work with a team, to work independently, and to give them the opportunity to describe their leadership skills. It is very difficult to explore attitude and personality in a candidate, yet these are important factors in many positions. These types of questions usually lead the candidate to open up a bit and talk about other attributes they have in addition to their 'hard skills.' The interview process can be dangerous territory and it is important to watch your step in discussing questions concerning personality and demeanor. 'Open-ended' and hypothetical questions have a tendency to draw the candidate out and be extremely revealing."
# 1 - What are your salary requirements?
Once an employer has determined that a candidate is an appropriate match with both the position and the company the next step is determining the financial feasibility for both parties. Sometimes, interviewers will ask how much money the candidate makes in their current position. Regardless of how it is asked, the question is straightforward and demands a realistic and clear answer.
Recruiter Tip: Make sure to let the employer know that you will consider the whole package, (benefits, healthcare, 401K, tuition re-imbursement, etc.). Also, make sure that the employer is aware you will consider cost of living indexes, (if relocation is involved), possibly commuting time, (a 15 minute commute versus an hour and a half must be worth something) and other factors such as quality of life and interest in the work for you.
# 10 - Why are you interested in this position? Our company?
As is the case with many of the top questions asked, the interviewer is seeking to find out if the candidate is compatible with both the company and the role they will play within it. Interviewers want to know: Is the candidate is eager to work for their particular company; Is it the position itself that entices them or do they simply just want a change.
Steve Wynn of Motor Cargo finds this question valuable in assessing a candidate's drive, "The more that they talk and respond the better handle one gets on their character. People that have looked us up on the Web site, or spoken with others that work here, or perhaps spoken with those that have done business with us, are showing me some thought processes and actions, that not all applicants possess. That has meaning to me."
According to Kim Morgan of State Farm, this question also gives the candidate a chance to gain further information and clarification about the position for which they are applying, "What I am looking for is to see whether the candidate has a true understanding of what this position entails. Sometimes the candidate has not done any research or listened during our dialogue and is not suited for the position. This particular interview question is a chance for the candidate to gain clarity, as I always encourage questions and a free flow of information. I am looking for a long-term employee relationship and I want to make sure that the candidate has a clear idea of what the expectations are prior to making a commitment."
# 11 - What would your former boss/colleagues say about you?
An objective view of how others see you and your performance is a valuable commodity to interviewers. Micah Stanford from Management Recruiters of Salt Lake City said, "People have to know how they are perceived, if they can’t answer this question, they don’t know how their behavior effects other people." Understanding one’s strengths and limitations can positively influence teamwork and draw attention to areas where improvement is needed.
Elizabeth Baars of Wisconsin's Gilson, Inc. adds, "The idea behind this question is to try to get them to look at themselves through the eyes of one of their colleagues. It is easy to ask them what they consider to be their strengths and weaknesses but when you ask them to answer this from someone else's point of view it makes them think more. I am looking for a real team player that can positively look at both their good and bad points and see that their fellow team players can do this too."
# 13 - What do you know about our company?
It is absolutely vital that a candidate do their homework prior to an interview. Preparation should involve at least some research to find out a basic knowledge of the company's background and an understanding of the position. The Internet is a wonderful resource for such a task. To recruiter Nina Blaicher of Construction Data Corporation it's pretty simple, "If they have not taken the time to review the site, I usually view it as a negative. I think candidates should do some research before they come in to interview, especially since information is so readily available these days."
Recruiter Tip: As mentioned in Recruiter Tip # 1, there is no reason why a candidate cannot call the company and ask the receptionist about firm. Do not be afraid of the phone, as likely, people skills will be a big part of the job. Candidates often will be surprised at how much valuable info can be gained from just a quick call!
# 14 - What motivates you? How do you motivate others?
Motivation is a good indicator of one's personality. Tim Miller of HR Dimensions in Indianapolis, Indiana discussed the significance of this concept, "This question can often really show a candidate's true colors. Naturally a good candidate will offer something like, 'challenge, teamwork, a leadership role, and accountability.' Some pitfalls that candidates can get into are responses such as money, and any other type of response that might show a bit of selfishness, or any response demonstrating they would be content by doing the same thing forever. I'm looking for self-motivated people wanting further challenges."
Recruiter Tip: Strategies to motivating others are not just limited to those in management positions. Make sure you demonstrate the desire to motivate your peers and team members as well.
# 15 - Are you willing to relocate?
Technological advancements and diminishing costs of communications via email, Internet, video/phone conferencing, etc. has reduced the necessity of the business traveler. However, relocation and business travel are still relevant issues that need to be addressed. Employers require sincere and honest responses, especially because of the magnitude of such a commitment. It is not necessary for a candidate to offer justification or personal reasons in their response to this question.
Ginna Yost, Sr. Technical Recruiter for Systems Engineering Services in Atlanta, Georgia reveals that an interview is more about the responses than the questions, "You can tell a lot about a person by their answer. You can determine what motivates them, how they handle pressure, their degree of initiative, their passion for their job, if they prefer to work independently, what they consider to be a challenge."
Ian Cuss from the recruiting firm Skillsgroup explains, "I tend to structure a question in a way that is really several questions in one. Getting behind the character of the candidate is the key. After all, they may have the required skills but inevitably they will be working alongside other people. I want to know how well will they fit in?"
How to handle the "Why should we hire you?" and the "What are your strengths?" interview questions
You should be able to show the interviewers that you understand their needs and are the best qualified to meet them. You should also be able to mention a short list of strengths that are directly relevant to the job for which you are applying
GSWconsultants - Thursday, November 14, 2002 By GSWconsultants Thursday, November 14, 2002
Q: After submitting a resume and cover letter, I am asked, "Why should we hire you?" Based on what was already said in my resume and cover letter, how would I respond correctly to that question? Susan in Victoria
A: The "Why should we hire you?" question is a classic largely because it is so beautifully simple and direct.
To answer the question well requires preparation of both your words and attitude. First, the attitude: the interviewer wants to see a show of confidence and thoughtfulness. Go into the meeting with your arguments for being the best candidate. Go in to make the case that, having looked at their needs and your qualifications, you can assure them that they will be very pleased with your work.
The words you use to make your case should demonstrate the self-confidence employers want, while not sounding conceited.
Bottom-line is that no one will want to hire you if you cannot provide reasons why they should select you over the competition.
Q: During an interview, when asked, "What are your strengths?" what should be the best answer? Manny in Toronto
A: Don’t provide a long list that starts to sound false and/or boastful after three or four items. Provide a short list of strengths that you can back up with evidence and that are directly relevant to the organization’s needs.
And remember, the follow up question is usually about weaknesses, so prepare for that question as well.
Interview Questions - The Dirty Dozen
Think about your responses to the twelve most commonly asked interview questions.....
Tell me about yourself.
What are your greatest strengths and weaknesses?
Why did you leave your old job?
Why do you want to work for us?
How did you like your old job?
What kind of salary are you looking for?
What do you know about our company?
Why should we hire you?
What did you think of your old boss?
What are your long term goals?
Do you mind working long hours?
You seem overqualified (or underqualified).
Interview Questions - Problem Solving related
In your present position, what problems have you identified that had previously
been overlooked?
How have you changed the nature of your job?
What are three basic managerial criteria you use in judging a colleague?
Have you helped reduce costs? How?
Describe typical problems you are likely to face during the day and ways in which you reach solutions.
What was your most serious problem, in the last year?
What was your worst mistake in recent years?
Describe changes you have recommended.
Describe situations where your judgement proved valuable.
How do you measure a subordinate’s judgement?
Who has sought your opinion in the last month and what was the nature of that inquiry?
Why did you take your company into product "x" market?
What are some difficult decisions you have made? How would you evaluate your present firm?
When you are making a decision, how do you go about acquiring the right information?
In what situations has your work been criticized?
How would your colleagues rate you as the person with whom to discuss their problems?
Describe several successes you have had in problem solving for your company?
What was the most difficult problem you have faced?
How do you go about solving a business problem?
What human relations’ problems have you faced?
Interview Questions - Communication Skills Related
How do you generally function in group discussions?
Have you ever led a workshop?
What makes you effective person-to-person or in small groups?
What accomplishments can you tell me about which would show you are a good communicator?
Do you prefer to communicate by memo, phone or face-to-face?
How do you communicate with individuals who work for you? With others within the organization?
How do you rate yourself as a presenter?
Describe your "platform" skills?
How do you go about selling your ideas?
How would you improve your communication skills?
Do you volunteer to speak at gatherings?
Describe some of your presentations.
From whom have you sought advice in the last five years? Last month? Last
week?
When you are in discussion, do you consider yourself a good listener? Why?
For whom are you a mentor?
Interview Questions - Motivation Related
What are your short-term objectives? Long term?
What do you look for in a job?
Give me the reasons for your last three job changes?
What new goals or objectives have you established recently?
What is the best aspect of your current position? The worst?
What interests you most about the position we are discussing? The least?
What factors would lead you to leave your present position?
What aspects of your previous positions have you disliked?
Do you prefer staff or line work? Why?
Describe a crisis situation when energy was an important consideration?
What kinds of events make you emotional?
How do you react when your boss puts pressure on you?
What are the aggravations of your present position?
Do you enjoy hectic activity?
What would your colleagues say about your drive? Your boss?
What failing situation have you rescued?
How do you get things done?
Did you finance college?
How did you find your first job?
How would you react to heading a start-up situation?
In describing your leadership style, what is more important - form or content?
Have you ever left a position because the standards set were not high enough?
In your expectations for others, how close do your colleagues come to meeting the mark?
Describe situations in which you have had to "bend" to achieve objectives.
Which is more important - completing a job on time or doing it right?
What are your outside interests - social, community, arts, sports?
What does success mean to you?
What is most important in your life?
Who is a well-known figure (dead or alive) whom you admire? Why?
Did you have a mentor and, if so, how did that individual affect your career? interpersonal skills
In what situations do you mandate and when do you consult?
Describe your management style.
How do you motivate people?
What makes a good leader in business?
What is your leadership style?
Describe several examples of your leadership skill.
Describe an ideal boss.
Describe an ideal subordinate.
What perceptions do employees have of you?
How have you improved subordinates’ performance?
What do you think of your boss?
What do you look for in hiring people?
How would you go about firing people?
To what degree have you developed subordinates who have been promoted to other executive positions?
How have you supported the weaker members of your group?
What techniques have you used to build team spirit?
Do you generally speak to people before they speak to you?
Have you been a spokesperson for your company?
Are you asked to take on special assignments?
Describe special projects or task forces for which you were selected.
How would you describe your impact on your company?
Interview Questions - Administration Related
How do you allocate your time during a typical day?
How do you set priorities?
How do you assign tasks? What controls do you use?
What types of tasks do you feel you cannot delegate?
Do you have a succession program set up?
How have you contributed to change in your organization?
How do you determine if a subordinate is good?
Have you used MBO? What were the results?
Describe how you plan and organize your work.
Do you have many "crises" in your job? Why?
Are you a better planner or implementer?
How do you administer the subjective part of your incentive program?
What Interviewers are looking for
Looking from the perspective of the interviewer may well help you as you'll have a good idea what they are looking for. This article, provided by Boyden Executive search looks at their selection criteria in a lot more detail.
introduction
On behalf of our clients, Boyden professionals interview 15,000 executives each year. The interview and evaluation process is at the very core of our business, and the methods we have developed in over five decades of search work have been critical to our organization’s continuing success.
On the other side of the executive search equation, our clients interview and assess the merits of the candidates we present. Knowing that their best interests in this
undertaking coincide with ours, they frequently seek our guidance on the art of interviewing and selecting the men and women who may play vital roles in the
future of their organizations.
Interviewing is indeed an art form. As such it requires a very disciplined approach - one which we attempt to outline.
We examine below the basics of the interviewing process, including a discussion of 12 of the most common interviewing errors.
Approaching the interview
Getting the basics right
Start at the beginning to avoid potential problems. Anyone involved in hiring and interviewing should be aware of the basic courtesies toward a candidate and the legal ramifications involved in the interview process.
Preparation is critical to a successful interview. In particular, you should have detailed knowledge of the content of the position for which the candidate is being
considered.
The bottom line is to have a "game plan" for each interview. Evaluate, if possible, the candidate’s resume and determine areas to be filled in or firmed up with more information. If no resume is available, make a checklist of what you must determine in the interview, and then obtain the information.
The interview itself should be private, and you should maintain control at all times
- that means keeping the initiative and progressing at a steady pace. It is important, as discussed below, to draw the candidate out and encourage discourse, but not to let the subject ramble along unproductive paths.
One of the important keys to a successful interview is the establishment of rapport encouraging the candidate to "open up" and respond more spontaneously than one
would in a rigid question / answer interview. Care should be taken to make the candidate feel comfortable and develop confidence in the interviewer. The less
guarded responses elicited in this kind of setting are likely to be both more reflective of true feeling and more candid as to shortcomings.
Techniques aimed at establishing the desired relationship vary from interviewer to interviewer, but the general practice is to attempt to accustom the applicant to talking freely at the very outset of the session.
Typically, this is achieved by opening up with a non-threatening "small talk" question aimed at easing initial tensions and requiring some elaboration. The
subject matter might be how the candidate enjoyed living in a certain part of the country or became interested and involved in a particular pastime or community project.
Throughout the interview, the interviewer should strive to be pleasant, maintain a conversational tone of voice and be supportive of the candidate’s accomplishments, offering praise where appropriate. All of this helps establish a bond between the participants.
As the ice-breaking stage draws to a close, the
interviewer should be prepared to move into the business part of the interview with a broad introductory question (contrasting previous work experiences, for example) that is designed to keep the candidate talking freely.
As soon as possible after the interview, take time to reflect. Carefully evaluate the information you have obtained, interpret the facts, weigh them and determine a course of action. Make notes of salient points, especially personal impressions that tend to fade faster than objective information. And write a paragraph summarizing your observations.
Interviewing errors
One of the quickest ways to understand what makes a good interview is to take a look at 12 of the most common interviewing errors.
Poor Homework - The interview is ineffective due to a lack of preparation by the interviewer. Do your homework on position specifications before the interview.
Avoid over-generalizations about the job and the company.
Rambling - The interviewer is confused and does not concentrate. Have a plan for focusing on specific areas for inquiry.
No Notes - The interviewer walks away without any written record. Be receptive and be thorough - know what you are after and keep a record by taking notes.
Leading Questions - The interviewer telegraphs the desired response to your questions. Never over-question and keep your opinion to yourself.
Air Time - The interviewer dominates the conversation. Be a good listener. Use silence - it’s difficult, but let the applicant be the first to break the silence.
Prejudices and Stereotypes - They get in the way. Review your prejudices and don’t let them influence your judgement. Don’t, for example, be misled by the
appearance of the candidate.
Theoretical Questions - The interviewer tends to ask too many "What if…." questions. Questions should be skewed toward specific behavior patterns, responsibilities, accomplishments and methods used in getting results.
Chemistry - The interviewer doesn’t hit it off with the candidate. Don’t let poor personal chemistry cloud the interview. Be careful, too, when the chemistry is very
good. In that case, be certain that you still evaluate the candidate’s qualifications thoroughly.
Pop Psychology - Shun the role of amateur psychologist.
Tough Ones - Don’t shy away from asking the hard questions. Similarly, ask follow-up questions - details should be developed rather than overlooked. "Why"
is an invaluable probe and can be used frequently.
Halo Effects - The interviewer tends to judge by inference from answers not thoroughly made by the interviewee and allows personal opinion to become too
strong. This behavior can tend to "wish someone" into a position. Again, follow up and seek specific answers. Have data to support your assessments and conclusions.
Buying vs. Selling - The interviewer fails to differentiate between the two. You should evaluate the candidate’s experience from a buyer’s perspective, make a valued judgement and then decide upon the degree of persuasion needed or not needed to "sell" the interviewee. Executives often say proudly: "I don’t want the person if they don’t want to come here." However, if the candidate is desirable and is currently employed , strong reasons must be given to induce a change. This requires a shift from "buyer to seller".
Taking the measure of a candidate
Five key characteristics
In every search conducted by Boyden, we evaluate those whom we interview on five traits of critical importance to the management process. Overall, each
candidate is rated - on a scale of one to five - on 5 specific characteristics.
Problem solving.
The key questions to be answered concern problem analysis and judgement:
• Does the candidate grasp the source, nature and key dimensions of a problem?
• Does he or she reach appropriate conclusions from available information?
Problem Analysis
Proficiency is indicated by such accomplishments as involvement in a turn-around situation; penetration of a new market; successful handling of a start-up situation and the design of a successful course of action to deal with problems.
Judgement
A record of constructive job changes; success of executives or employees promoted; skill in budgeting; ability to stay on a career path with few lateral moves and ability to make significant policy decisions.
Communications
There are four key questions with respect to communications skills:
• How effective is the candidate at person-to-person discussion and __expression in small group situations?
• How well does he or she listen and extract relevant information?
• Does he or she express ideas to others with poise, relevance, persuasiveness and clarity?
• How well can a candidate write?
Dialogue Skills - Appointment as a group leader; representation of a unit or the company; success in negotiations; training of successful subordinates and
avoidance of pseudo-technical vocabulary.
Listening Skills - Corrects remarks, indicating he or she has listened; goes to others for advice; asks sensible questions and summaries discussion or statements made.
Presentation Skills - Successful teacher or trainer; often a speaker to large groups; member of speakers’ bureau in a civic activity; effectiveness of communication
during the interview.
Motivation
Key questions to be answered:
• Is he or she a self-starter, prepared to initiate?
• How much directed, sustained energy can the candidate bring to bear in accomplishing objectives?
• Does this person function in a controlled, effective manner under stress?
• Does the candidate set high standards and express a determination to see tasks done well?
Initiative - Getting the company involved in new products; working successfully on commissions; starting his or her own business or division; initiating projects; going to college at night; dissatisfaction with status quo; using innovative methods and making constructive organizational changes.
Drive - Rapid advancement; involvement in outside affairs; success in meeting goals in an MBO program; determination to exceed goals; ability to handle multiple assignments well and putting in long, productive hours.
Reaction to Pressure - Maintains composure during interview; functions effectively in crisis situations; maintains good human relations and meets imposed deadlines.
Commitment to Excellence - Outstanding academic record; frequent reference to high standards and a desire to do the job better than anyone else.
Orientation toward Achievement - Goals achieved; recognition attained; honors bestowed; competitions won.
Interpersonal
Key questions to be answered are:
• Does the candidate direct the behavior of others toward achievement of common goals by charisma, insight or assertion of will?
• Does he or she demonstrate due consideration to the needs and feelings of others?
• Does the candidate create a positive impression of self-assurance, which gains recognition and commands respect?
Leadership - Past positions; ability to direct a large staff; headed up task force; development of subordinates and track record.
Sensitivity - How great is turnover among subordinates chosen personally; turnover among subordinates not chosen personally; relationship with people he or she has fired; references to others in interview; demonstrated understanding of people’s needs and sensitivity to social considerations.
Impact - Personal impact during interview; representation of the company in public; work as salesman or consultant and the consideration of arising problems as a personal challenge.
Administrative
Key questions on which the candidate should be evaluated are:
• Does he or she anticipate situations and problems and prepare in advance to cope with them? Is there an ability to establish priorities and coordinate
activities?
• Can the candidate assign work and responsibility effectively?
Planning and Organization - Preparation and organization for interview; setting up a new department; holding a planning position; the successful non-crisis handling of a dynamic job and the ability to prepare budgets, marketing plans, etc.
Delegation
Developed a strong organization; delegates authority to others; holds regular meetings with subordinates; refers to accomplishments of others; is not swamped with details in present position; is able to define duties of subordinates.
