You may think that nervousness on a job interview is all yours. Not true. The interviewer's credibility depends on how well he or she
can fill positions with successful performers.
If the interviewer also happens to be the boss, the tension is even greater because the last thing that manager wants is to hire an
employee who could become a problem.
Interviewers tend to ask certain questions to reduce their anxiety and lower the risks of hiring a lemon. Basically, they can do this by
finding the answers to two questions: "What has this person done in the past that will convince me she or he can succeed in this
position?" And, "How well would this person get along with his or her peers, boss, clients or anyone else important to individual success?"
When you reduce concern by answering these unasked questions, you will make the employer feel "safe." You are going to make your
interviewer look good because he or she hired you.
The following interview questions are some of those most frequently submitted by readers:
What do you think are your strengths?
The way you answer this question is critically important. If the strengths you mention don't match the interviewer's perceptions of
the strengths\abilities needed to perform on this job, you just lost it.
To be reasonably sure this doesn't happen, prepare an answer in advance. Imagine yourself on the job, and list all the skills and
abilities that would make you a success.
Any of these skills you possess should then be described on paper by using examples from past jobs. For example, if the position was
advertised as needing an "aggressive, take-charge individual," you might be able to say when asked about your strengths: "I've always
been an achiever. I like to tackle a problem or task head-on. For example..."
You can also project your competence by mentioning awards, quoting others (particularly former bosses) or showing the interviewer
samples of your work.
Quoting others is particularly effective when good people skills are important for success on the job. "My boss often relied on me to
handle all the tough customers because he said I was the only one who could send them away happy. In fact, many of them referred
quite a bit of business to us."
What are your major weaknesses?
If you say you have none, you will come across as being painfully arrogant or lacking in insight. Instead, choose an appropriate strength
that you tend to overextend and report it as a "weakness".
Perhaps for this job, attention to meticulous detail is essential. You might confess you are a bit of a workaholic at times, and once you
start a task you just can't let go until it's finished. Just the "weakness" needed for this position.
Why should we hire you?
If you can offer it, a results-oriented answer is best here. For instance, "I can juggle many different demands at once and meet
deadlines while keeping users satisfied. When I started on my present job, there was a lot of fire fighting. Now each project has clear
priorities and procedures, established with the cooperation of liaisons in each department. The system has worked so well, my boss
has asked the other team leaders to use it."
Where do you see yourself five years from now?
This question is hinting for information about several things. The interviewer may want reassurance that you'll stick around for a
while. Strengthen your appeal by offering information about your life -- childcare arrangements, commitment to live and work in the
area--anything that will communicate stability and permanence. Personal questions are illegal, so if you can volunteer positive
information, you are positioning yourself above the competition.
Don't answer this question by naming a particular job you want to have in the future. You run the risk of appearing too narrow or
unrealistic. Focus instead on,"... the contribution I hope to make and the rewards that will come as a result of that."
Tell me about yourself.
Use this golden opportunity to sell yourself as a team player. Paint a picture of your dependability, responsibility, sense of humor - any
personality traits that will make you as aSet to their team.
Rehearse this in advance so you will be strategic in your remarks. Whatever you do, don't give them a life history.
If there are any outside hobbies or interests you have that would be a definite plus in this job, mention them. But be careful here:
Remember that the interviewer will be looking for anything that could conflict with your job in any way. Also, you never know what
that person's biases are, so be careful when mentioning organizations that have the potential to stereotype you.
What salary are you expecting?
Avoid answering this question until the end of the interview, if possible. This can be accomplished by saying, "I'd like to learn a little
more about the position before considering salary." You could also counter with, "What is the salary range of the position?"
Like any good negotiator, you want to try to make the other party open the bid first. Then you will be able to state that your salary
expectations are "compatible" with theirs without mentioning a figure. If pressed, state your range in generalities to assure some
bargaining power later: "I'm interested in the mid to upper twenties, but that depends on the job responsibilities, benefit package and
growth potential."
Many people feel uncomfortable discussing salary or benefits. Some things are fixed, of course, but intangibles such as an extra week of
vacation can often be negotiated if the salary doesn't meet your expectations.
Employers don't want to hire someone who is disgruntled one year later because they feel under-compensated. Try to settle on what
you feel is fair.
The idea is to try for the highest salary you think possible. If necessary, you can accept less, "because the position has so much
growth potential."
