How to Handle Different Types of Interviews

How to be prepared for all phases of a Job Interview

How to Handle Different Types of Interviews

Interviews will come in a variety of different formats, methods and styles. Here’s how to be ready for all types of interviews, and how to be prepared for them. 


The Traditional Interview

In a traditional interview, you will be asked a series of questions which have pretty straightforward answers. For example: “What were major challenges you had, and how did you find a solution for them,” or “why are you looking to leave your current employer,” or “tell me about yourself.” 

  • If you are asked, “What are your career goals and future plans” the interviewer may want to know if your plans are consistent with those of their organization. You should let them know that you are an ambitious person and want to advance within their company.
  • Another question that may be asked is “What are your salary expectations?” This is a delicate question and should be handled carefully. Always wait for the interviewer to ask this question, and if you have to give a number, give a range or say the salary is negotiable.


The Screening Interview

Companies use screening tools and techniques to ensure that candidates meet minimum qualification requirements. Computer software programs are often used to weed out unqualified candidates. The screening interviewers’ goal is to determine whether there is anything that might disqualify you for the position.

Screeners will dig for dirt and hone in on gaps in your employment history or pieces of information that look inconsistent. One of the first things the screener will need to find out is whether you will be too expensive for the company.


Things to watch out for during a screening interview:

  • Personality can go a long way, but it’s not as important to the screener as verifying your qualifications. Answer their questions clearly and directly.
  • Be tactful about addressing income requirements. Give a range, and try to avoid giving specifics. You don’t want to lose your leverage this early in the interview process.
  • If the interview is conducted by phone, it is helpful to have your resume and a few notes highlighting your strengths ready.


The Informational Interview

This is on the opposite end of the stress spectrum from the screening interview. Job seekers secure informational meetings in order to seek the advice of someone in their current or desired field and to gain further references to people who can lend insight.

Employers that like to stay apprised of available talent even when they do not have current job openings are often open to informational interviews. These employers are especially likely to accept an informational interview with you if they like to share their knowledge, feel flattered by your interest, or thank the mutual friend that connected you to them. During an informational interview, the job seeker and employer exchange information and get to know one another better without reference to a specific job opening. 

Informational interviews take off some of the performance pressure. The objective here it to gain valuable information, just as the employer is doing at their end.

  • You should be able to pinpoint prospective employers. Through your interview you’ll develop an understanding of what it’s like to work for specific companies or individuals, and you’ll be able to make informed decisions about what employer would be a good match for you.
  • You will expand your list of contacts by collecting names from the employer with whom you interview.
  • You will gather information from your interviewers that, during your later job interviews, will help you show prospective employers that you’ve done your homework.

The Meandering Style

This interview type, usually used by inexperienced interviewers, relies on you to lead the discussion. It might begin with a statement like “tell me about yourself,” which is pretty typical, and can be used to your advantage. Interview styles such as these allow you to guide the discussion in a way that best serves your needs.

Here are some strategies which may prove helpful for any interview, particularly when interviewers use an indirect approach:

  • Pay attention to the interviewer. Even if you feel like you can take the interview in any direction you wish, remain respectful of the interviewer’s role. If he or she becomes more directive during the interview, acknowledge their move and adjust accordingly.
  • Come to the interview prepared with highlights of your skills, achievements and experiences. Do not rely on the interviewer to spark your memory. Jot down some notes that you can reference throughout the interview.
  • Ask well-placed questions. Although the open format allows you to shape the interview, you don’t want to run the risk of missing important information about the company and its core needs.


The Stress Interview

Employers view the stress interview as a legitimate way of determining a candidate’s aptness for a position. A potential employer in this case might purposely have you wait in the lobby before the interviewer greets you. You might face long silences or cold stares.

The interviewer might challenge your religious beliefs or your judgment. Be prepared because insults and miscommunication are common in this type of interview. All this is designed to see whether you can withstand the company culture, work environment, or other potential stress triggers.

  • Even if the interviewer is rude, remain calm and tactful.
  • Remember that this is a game. It is not personal.
  • Go into the interview relaxed and rested. If you go into it feeling stressed, you will have a more difficult time keeping a cool perspective.


The Situational Interview

In this interview, situations are set up to simulate common problems you might encounter on the job. Your responses to these situations are measured against predetermined standards. This approach is often used as one part of a traditional interview rather than as an entire interview format.


The Behavioral Interview

Companies increasingly rely on behavioral interviews because they use your previous behavior to predict your future performance. In these interviews, employers use standardized methods to gather information relevant to your competency in a particular area or position.

Depending on the responsibilities of the job and the working environment, you might be asked to describe a time that required problem-solving skills, leadership qualities, conflict resolution, multi-tasking, initiative, or stress management. You will be asked how you dealt with these situations. Your responses require not only reflection, but also organization of thought.


Here’s how to maximize your responses in the behavioral format:

  • Any of the qualities and skills you have included in your resume are potential probing points for the interviewer.
  • Anticipate the transferable skills and personal qualities that are required for the job.
  • Keep in mind the situations you have been in, and identify the results of your actions. Present them in less than a couple minutes.
  • Reflect on your own professional, volunteer, educational and personal experience to develop brief stories that highlight these skills and qualities in you. You should have stories for each of the competencies on your resume as well as those you anticipate the job will require.


The “Show Me” Interview

For some positions, such as engineers or trainers, companies want to see you in action before they make their decision. For this reason, they might take you through a simulation or brief exercise in order to evaluate your skills. This tilts the interview in your favor because it allows you to demonstrate your abilities through familiar challenges. The simulations and exercises should also give you a simplified sense of what the job would be like.


To maximize on this type of interview, remember to:

  • Be professional and take responsibility for the task before you.
  • Get a clear understanding of the instructions and expectations for the exercise, and if there’s a time limit to complete it. Communication is half the battle in real life, and you should demonstrate to the prospective employer that you make the effort to do things right the first time by minimizing confusion.
  • Do some role playing and brush up on your skills before an interview if you think they might be tested.


The Directive Style

In this style of interview, the interviewer has a clear agenda. Interviewers ask each candidate the same series of questions so they can readily compare the results of their interviews. Directive interviewers rely upon their own questions and methods to entice you with questions and gather what they would like to know. This style does not necessarily mean that they have dominance issues, although you should keep an eye open for these if the interviewer should end up being your supervisor.


  • Follow the interviewer’s lead.
  • Maintain control of the interview. If the interviewer does not ask you for information that you think is important to proving your superiority as a candidate, politely interject it.
How to Handle Different Types of Interviews

The Group or “Tag Team” Interview

The group interview helps a company get a glimpse of how you interact with peers to let them know if you are timid or bossy, attentive or attention-seeking. Do others turn to you instinctively, or do you compete for authority? The interviewer also wants to know if you use argumentation or careful reasoning to gain support. The interviewer might call on you to discuss an issue with the other candidates, solve a problem collectively, or discuss your qualifications in front of the other candidates. 

This environment might seem overwhelming at times, but here are a few tips that will help you interview successfully:

  • Treat others with respect while exerting influence over others.
  • Observe the dynamics and the interviewer’s rules of the game. If you are unsure of what is expected from you, ask for clarification from the interviewer.
  • Keep an eye on the interviewer throughout the process so that you do not miss important cues.
  • Use this opportunity to gain as much information about the company as you can. Just as each interviewer has a different function in the company, they each have a unique perspective. When asking questions, be sensitive not to place anyone in a position that invites him or her to compromise confidentiality or loyalty.
  • Treat each person as an important individual. Get each person’s business card at the beginning of the meeting, if possible, and refer to each person by name. If there are several people in the room at once, you might want to jot down their names on a sheet of paper according to where each is sitting. Make eye contact with each person and speak directly to the person as you ask each question.

Multiple Interviews

This type of interview is commonly used with professional jobs. This approach involves a series of interviews in which you meet individually with various representatives of the organization. In the initial interview, the representative usually attempts to get basic information on your skills and abilities. In subsequent interviews, the focus is on how you would perform the job in relation to the company’s goals and objectives.

After the interviews are completed, the interviewers meet and discuss your qualifications for the job. A variation on this approach involves a series of interviews in which unsuitable candidates are screened out at each succeeding level. It’s important to ask how many interviews are in the interview process, and who you would be interviewing with for each interview. For example, you might meet with someone in Human Resources, then a hiring manager, then team members you will be working with, and maybe even the president of the company, depending on the size of the company.

I would be suspicious of any company calling you in for a fourth or fifth interview. In cases like these, they typically want to get industry or competitor information out of you. I would be suspicious if the interviewers are jotting down notes to competitor information, or how you do things at your current company. That should be a giveaway. 


The Lunch/Dinner Interview

Interviewing over a meal can go one of two ways. It can be a catastrophe, or it can help you get the job. An example of a lunch gone bad is if the interviewer or candidate has an allergic reaction to the dish they eat. With some preparation and psychological readjustment, you can enjoy the process. Meals often have a way of getting people comfortable so they can facilitate deals.


Here are some basic social tips to help ease mixing food with business:

  • If your interviewer wants to talk business, do so. If he or she and the other guests discuss their upcoming weekend plans or their families, do not launch into business just yet.
  • Avoid foods that have been historically known to be messy, such as barbeque ribs and spaghetti.
  • Take cues from your interviewer, remembering that you are the guest. Do not sit down until your host does. Order something slightly less extravagant than your interviewer. If he insists you try a particular dish, oblige him unless it conflicts with your diet or religious beliefs. Do not begin eating until he does. If he orders coffee and dessert, do not leave him eating alone.
  • Practice eating and discussing something important simultaneously.
  • Thank your interviewer for the meal.
  • Who pays for the meal? Traditionally, the interviewer will pay for the meal.



How to prepare for a follow-up Interview

There are a number of reasons why companies bring candidates back for second and sometimes third or fourth interviews. Sometimes they just want to confirm that you are the worker they first thought you to be. Sometimes they are having difficulty deciding between a short-list of candidates. Other times, the interviewer’s supervisor or other decision makers in the company want to meet you before making a hiring decision. When meeting with the same person again, you do not need to be as assertive in communicating your skills. You can focus on building rapport, understanding where the company is going, and how your skills mesh with the company vision and culture.  


Tips for managing second interviews:

  • Elaborate on what you have to offer and your interest in the position.

Be tactful with probing questions. You want to learn more about the internal company dynamics and culture.

For other job related statistics and relevant data, you can visit the U.S. Bureau of Labor Statistics website at


How to Negotiate the Best Job Offer

How to Negotiate the Best Job Offer

How to Negotiate The Best Job Offer

When it comes to money, put yourself in the best position to negotiate a compensation plan that works for you.


Negotiating Terms

When there is a job offer on the table, it’s time to negotiate a compensation package. The company is investing time and resources in securing you as the candidate of choice. They have made this investment because they think you will be an important part of their team.

The employer is willing to make this investment in you because they think you have the potential to become a great employee, or an employee that will be able to deliver on what you have promised during the interview process. The negotiation game is very tricky, so you need to go in knowing what questions to ask in order to put yourself in a good position during the discussion. Consider these guidelines for more effective negotiations.


Find out what you are worth. It’s almost a guarantee that the representative negotiating the terms of employment on the company’s behalf knows the market value for your skills and experience. When negotiations begin, you should also know how much your work is worth. Using a few sources including the internet, do research on the salary and compensation ranges for comparable jobs in your geographic area. When researching these sources, take into account the cost of living differences between cities, especially if you are considering a position out of state.  


Set a clear goal and objective. Many people who negotiate salaries really don’t have a game plan or even know how to execute it, and as a result most people are not getting what they are really worth. Those who set clear and aggressive goals achieve more favorable results than those who aim low or do not set goals at all. If you want $50,000 a year, shoot for $60,000 to $70,000 and you’ll be in a stronger negotiating position.  


Set a minimum acceptance price. You should know your own financial obligations and responsibilities prior to accepting a position. If you know that you cannot take anything under $55,000, it makes no sense to accept the position. You should be able to decline an offer if it doesn’t meet your financial needs. You should also take into consideration other factors of the offer, like any alternative options prior to accepting the offered position. If you are currently making $45,000 a year and there are no other offers on the table, settling at the same amount or just a slightly higher amount might not be a bad idea.


Strike a fair balance. Obtaining a compensation package that both you and the employer consider fair is particularly important since you are entering into an ongoing working relationship. If three months into your new job you discover that you are making 25% less than your counterparts, your enthusiasm for your new job can quickly diminish. On the other hand, if your employer feels like you bullied him into a costlier package than the company authorized him to offer, he or she could easily become resentful toward you.

Are you worth more than most people because you have more experience or because you have a long track record of attracting large clients or managing large projects? You must be able to make a strong business case for why your self-serving version of fairness is appropriate. Perhaps the rationale for your standard of fairness has little to do with you personally, and everything to do with asking for the market value of your work. Maybe you are asking for a salary that is commensurate with others performing the same role in the company or in the industry. It is helpful for you to identify what your employer considers fair, because you and your potential employer might be far off on a potential salary number. Remember: If your negotiating counterpart makes concessions, they need to be able to justify their concessions to their boss.


Identify all your interests. Both you and your employer probably have concerns or aspirations that are not strictly monetary. You might want to negotiate one or more flex days per week, for example, or have the ability to work from home a few times a month if you have to pick up or drop your children from school.

When you walk into the negotiation, prioritize your interests and identify areas where you are willing to trade one thing of value for something else. Is the salary more important than stock options? Is a health club membership more important than a likely promotion in six to twelve months?

Negotiating terms of the deal are very important. Discovering what your employer’s interests are will benefit you. Maybe the employer has some budgetary constraints and cannot go to the number you initially asked for.

It’s good to know if the negotiator has full decision-making capability or if they are representing someone else who makes the compensation decisions. It’s likely that the potential employer may be able to offset a concession on your part by paying for your education, association fees, stock options, membership fees, or if the negotiation goes well, maybe a signing bonus. Remember to be creative and keep all of your options open.


Be competitive but allow room for negotiation. It’s possible that the negotiator will be aggressive, brisk or stubborn, but keep your cool and stick to your game plan. If you encounter a negotiator who wants to play hardball, respond strategically. Don’t allow yourself to get baited. Remember your goals, and why your requests are fair. Only volunteer information that will strengthen your position. If your counterpart makes a concession, it is important that you also appear cooperative. You might need to make a concession as well.


Negotiation is an important part of the communication process. It’s composed of research and strategy.

In the research stage, gather as much information as you can about your skills, and the company’s values and needs. In the strategy stage, use your enthusiasm as a major negotiating technique. When you show energy and a positive attitude, it’s hard for any employer to be disinterested in you.


Negotiating Your Compensation Package

Rule #1 in salary negotiations: Do not discuss your specific compensation package with the employer until you have been offered the job, and one in which you should seriously consider.

During salary negotiations, you are not only talking about your monetary salary, but your entire compensation package. This includes vacation time, personal sick leave, health insurance, tuition reimbursement, and 401K.

Your base salary and performance-based raises are probably the most negotiable parts of your compensation package. Many companies allow you to select from a number of benefit options based on a total monetary cost.

In other words, the company will spend a certain amount of money on each employee for benefits, and employees have some flexibility when choosing benefit options that are best suited for them. For example, employees with children might consider child-care reimbursement benefits, while other employees interested in going back to school might choose tuition reimbursement. Before you begin negotiating your compensation, decide which benefits are most important to you. When you are dealing with a compensation package, consider all the benefits the company has to offer, not just the salary.

Salary Negotiations

As with any other part of the job search process, the key to salary negotiations is preparation. It is very important for you to do your research before you begin. In order to determine the salary you are willing to accept, investigate the salary range that someone with your skills and experience can expect to receive.


How do you find salary information?


  • The internet – You can easily spend hours searching, but be advised that you’ll likely come up with a few good sources that require you to pay a fee for the service.


  • The local library – Your local library should have a number of references to use to find out the salary ranges for the occupation you are considering. The reference librarian can provide assistance in locating salary information resources.




  • Occupational Outlook Handbook – This handbook is published by the Department of Labor and provides profiles for a variety of occupations. It gives insight on a wide range of general careers, hiring trends, jobs outlook, job requirements and expected salaries.


  • Job search centers – These can be found in schools, libraries, community centers, or as part of federal, state, or local government programs. Such centers frequently keep salary information..


  • Your past experience – Think about your past salary. Your previous salary is a starting point for salary negotiation if the positions you are applying for do not dramatically differ from your former position.


  • Professional associations – These associations conduct salary surveys both nationally and regionally. They provide salary and compensation information received from their membership.


  • Your network – Talk to colleagues in your professional network about salary ranges and benefits.
  • – This is also a good source for salary comparison in your market and geography. This should be a good benchmark you can work from.


What about other salary and benefit information? Wait for the employer to introduce these subjects. Some companies will not talk about pay until they have decided to hire you. In order to know if their offer is reasonable, you need to find out what a rough estimate is of what the job should pay.

Try talking to family, friends, or acquaintances who were recently hired in similar jobs. You can look at help-wanted ads in newspapers, internet career websites and even do looks-ups on search engines and the list of sources mentioned above. At the time of the offer, you must understand exactly what benefits are offered, what they cover, what deductibles (if any) apply, and whether there are any co-pays for office visits, emergency visits and prescription drugs.

It’s important to learn the organization’s policy regarding overtime. Depending on the job duties, you might or might not be exempt from laws requiring the employer to compensate you for overtime. Find out how many hours you will be expected to work each week and whether you will receive overtime pay or compensatory time off for working more than the specified number of hours in a week.

Take into account that your starting salary is just that, a starting compensation. Your salary should be reviewed on a regular basis. Depending on the role or position you are in, it may be reviewed quarterly, semi-annually, or annually.

How much can you expect to earn after one, two, three or more years? It is hard for employers to gauge pay increases like commissions and bonuses over a period of time, because they have to consider many factors like the state of the economy, years of service, and most importantly your performance. If you do not expect to get commissions or bonuses, a general rule of thumb is that if you are entitled to a pay increase. Typical salary and general compensation raises range from 5% to 10% annual. This range is pretty common, but it could go higher based on your contribution and value to the company.


4 Steps to Getting Hired

4 Steps to Getting Hired

4 Steps to Getting Hired

Start by Creating a Winning Cover Letter

The success factors for scoring your dream job are broken down into four elements:

  1. Winning resume and cover letter
  2. The follow-up phone call
  3. The interview
  4. The thank you letter

Hardly any job search experts focus on writing solid cover letters, focusing instead on resumes. It’s true that a resume can certainly make an impact, but if the reader has to go through dozens of resumes, he or she will see a lot of similar experiences, skills and accomplishments on your competitors’ resumes. So what sets you apart from the rest? A good cover letter.

Be sure your cover letter is custom-tailored to the position at hand, your accomplishments, objectives and skills, and give a strong case as to why you believe you are a great fit for this position. Do your homework on the company, and be prepared to mention how you will be able to help them achieve their goals, issues and concerns.

You can get some of this information from their corporate Web site and typing industry keywords into online search engines. You might get lucky and find out some common concerns, issues, and problems in your potential employers’ industry. The more research you do, the better you will be able to state these items in your cover letter. Some attention-getting items include education, accomplishments, career highlights, and company terminology that apply to the prospective company.

4 Steps to Getting Hired

Following Up With a Phone Call

Call the prospective employer after you send out your resume. The phone should be just as effective a tool for you as it is for companies that use it for interviewing. Remember to keep a record of all the positions you applied for, who you talked to, and what the next step in that process is. These notes should be reiterated in your follow-up cover letter correspondence. It will show your initiative and commitment to your job search.

Always answer your phone in a polite and courteous manner. Never answer your phone while eating, or while dogs or children are making noise in the background. Likewise, your answering machine or voicemail is a direct reflection of you. Keep your greeting short and to the point in order to project a professional image when a prospective employer calls you.

A greeting with loud music or a lot of people talking at the same time is not going to score you any points with the caller. If someone else is answering your phone, instruct them to give only specific information that you want to share with the caller. They should know you are job hunting and need them to act in a professional manner as well.


You’ve made it through the first two steps in the job search process. Congratulations! But don’t get too excited, you still have a long way to go.  

Here’s a to-do list to help you ace the interview:

  1. Unless you have a closet full of suits, jackets, shirts, and skirts (for women) or ties (for men), you need to go shopping. First impressions will go a long way.
  2. Make sure your shoes are clean and polished. Same goes for women’s shoes.
  3. Your clothes must be pressed or dry cleaned if necessary. Clothes that appear wrinkled, dirty, or smelly will have a negative effect on the interviewer.
  4. Make sure you are well groomed. Pay particular attention to your hair and face.
  5. Do not use any perfume or cologne. You never know if the interviewer is allergic to certain scents. Deodorant is necessary.

Now that you have the grooming part down, you need a strategy for what you will say and how you will say it.

A good start is a firm handshake, and then you might start off with small talk.

Example: I have heard great things about your company, I understand that ABC Company has 46% market share of widgets being made in North America.

Another Example: I read the article you wrote in healthcare weekly magazine about ways to minimize emergency room wait times and personal care to patients at your hospital. It was very enlightening.

If you plan on small talk, choose a topic suited to the prospective employer’s industry to show the interviewer that you keep up with industry trends and news. All it takes is a visit to the Web to learn about the company and the interviewer. Remember, always maintain eye contact.     

In your face-to-face interview, don’t come off too cocky or overconfident by giving an impression that you’re too good for the job or that the interviewer should feel privileged that you came in to interview with them. This sends a negative message to the interview.

During the interview, pay close attention and have your list of researched questions ready to ask at the appropriate time. Just remember that as you are being interviewed, you are also interviewing the company to make sure it will be a good fit for you.

Writing a Thank you Letter

Once the interview is over, the next step in the process is to write a thank-you letter. Choose your words wisely. Be sure to mention a few key interests, your experience, and the value you will bring to the company. Finish the letter by thanking the interviewer for his or her time, and express interest in the company and position. Write and send the thank-you letter as soon as you get home from the first interview. 

A hand-written letter shows a personalized touch. If you don’t have good handwriting, a typed letter will do. You can mail or hand-deliver your thank-you letter to the interviewer’s office to his/her assistant. It is also becoming increasingly acceptable to send the letter via e-mail.

If the interviewer’s hiring decision came down to you and another candidate with identical backgrounds and experience, and you were the one that sent a thank-you letter, I would bet money you would get the job.

You are your own advertising billboard, so go out there and advertise your skills and abilities.


How to be prepared for all phases of a Job Interview

How to be prepared for all phases of a Job Interview

How to be prepared for all phases of a Job Interview

Each phase of a job interview will be different. It’s important to know where you are in the process, and how you can leverage each stage of an interview.

Job interviews are a two-way discussion between you and a prospective employer. The interviewer is attempting to determine whether you have what the company needs, and you are attempting to determine if you would accept the job if offered. Both of you will be trying to get as much information as possible in order to make those decisions.

Traditional Format

The interview that you are most likely to face is a structured interview with a traditional format. It usually consists of three phases. The introductory phase covers the greeting, small talk, and an overview of which areas will be discussed during the interview. T

Middle Phase

The middle phase is a question-and-answer period. The interviewer asks most of the questions, but you are given an opportunity to ask questions as well. The closing phase gives you an opportunity to ask any final questions you might have, cover any important points that haven’t been discussed, and get information about the next step in the interview process.

Introductory Phase

This phase is very important. You want to make a good first impression and, if possible, get additional information you need about the job and the company.

Make a good first impression. You only have a few seconds to create a positive first impression, and that impression can influence the rest of the interview and even determine whether you get the job.

The interviewer’s first impression of you is based mainly on your body language. The interviewer is assessing your overall appearance and demeanor. When greeting the interviewer, be certain your handshake is firm and make eye contact.

Wait for the interviewer to signal you before you sit down. Once seated, find a comfortable position so that you don’t appear tense or uncomfortable. Lean forward slightly and maintain eye contact with the interviewer.

Your posture shows that you are interested in what is being said. Smile naturally and show that you are open and receptive by keeping your arms and legs uncrossed.

Avoid keeping your briefcase or handbag on your lap. Try to appear relaxed and confident.

Use your knowledge of company information. You should get this information about the company in advance. Be sure to prepare your questions in advance as well.

Ask questions. Deciding exactly when to ask your questions can be tricky. Your chance to ask questions in the traditional interview is typically late in the interview. How can you get the information you need early in the process without making the interviewer feel that you are taking control? Timing is everything.

You may have to make a decision based on intuition and your first impressions of the interviewer. Does the interviewer seem comfortable or nervous, soft spoken or forceful, formal or casual?

These signals will help you to judge the best time to ask your questions. The sooner you ask the questions, the less likely you are to disrupt the interviewer’s intent or agenda. However, if you ask questions too early, the interviewer may feel you are trying to control the interview.

Try asking questions right after the greeting and small talk. Since most interviewers like to set the tone of the interview and maintain initial control, always phrase your questions in a way that leaves control with the interviewer.

Perhaps you can say, “Would you mind telling me a little more about the job so that I can focus on the information that would be most important to you and the company?” You may want to wait until the interviewer has given an overview of what will be discussed.

This overview may answer some of your questions or may provide some details that you can use to ask additional questions later.

How to be prepared for all phases of a Job Interview

Middle Phase

During this phase of the interview, you will be asked many questions about your work experience, skills, education, activities, and interests. This is the assessment part of the interview. The interviewer wants to know how you will perform the job in relation to the company objectives.

Your responses should be clear and concise. Use specific examples to illustrate your point whenever possible. Although your responses should be well-phrased and effective, be sure they do not sound rehearsed.

Remember that your responses must always be adapted to the present interview. Incorporate any information you obtained earlier in the interview with the responses you had prepared in advance and then answer in a way that is appropriate to the question.

Below are frequently asked questions and suggested responses. Give a specific example to illustrate your point for each question.

How to be prepared for all Phases of a Job Interview

What is your weakest attribute? (A stress question)

“I’m a stickler for punctuality and promptness.” “I’m tenacious.” “I’m a perfectionist.”

What is your strongest attribute?

“I am organized and manage my time well.” “I work well under pressure.” “I am motivated and eager to learn.”

What do you hope to be doing five years from now?

“I hope to still work here and have increased my level of responsibility based on my performance and abilities.”

What do you know about our company? Why do you want to work here?

“You are a leading provider of widgets on the West Coast.” “Your company has a superior product/service.” “Your company has the largest market share for your product in the world.” “Your company is a leader in your field and growing.”

It would help if you try to get the interviewer to give you additional information about the company by saying that you are very interested in learning more about the company objectives. This will help you to focus your response on relevant areas.

What is your greatest accomplishment?

Give a specific illustration from your previous or current job where you saved the company money, helped increase profits, or improved processes. If you have just graduated from college, try to find some accomplishment from your school work, part-time jobs, volunteer work, or extra-curricular activities.

Why should we hire you? (A stress question)

Highlight your background based on the company’s current needs. Recap your qualifications keeping the interviewer’s job description in mind. If you don’t have much experience, talk about how your education and training prepared you for this job.

Some Questions You Should Ask

“Could you give me a more detailed job description?” “What are the company’s current challenges?” “Why is this position open?” “Are there opportunities for advancement?” “To whom would I report?”

For other job related statistics and relevant data, you can visit the U.S. Bureau of Labor Statistics website at