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Secrets Behind Those101 Questions Short Rev.1.31.10
 

Secrets Behind Those101 Questions Short Rev.1.31.10

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    Secrets Behind Those101 Questions Short Rev.1.31.10 Secrets Behind Those101 Questions Short Rev.1.31.10 Presentation Transcript

    • Pam Hoctor
      Job Search Learning Labs Presentation
      August 28, 2009
    • THE SECRETS BEHIND THOSE TERRIFYING 101 INTERVIEW QUESTIONS
      “Have thy tools ready. God will find thee work.”
      -Sir James Murray
      • First impressions will break or make the interview.
      • Most initial interviews last only about five minutes even though it is really thirty or sixty minutes in duration.
      • If you fail to convince the interviewer in the first five minutes you are the right person for the job you will not recover.
      • Make a personal connection with the interviewer immediately upon introduction by looking them directly in the eye and give a warm and friendly smile.
      INTERVIEWING FACTS
    • Interviewers will recommend people who are a reflection upon themselves and their selectivity
      “The Halo Effect”
      Anyone who is like me must be a good person
      INTERVIEWING FACTS
    • 1. ESTABLISH RAPPORT WITH THE INTERVIEWER
      • Small talk is actually BIG TALK so be careful what you say and how you say it. Never drop your interview guard.
      • Q. “Did you have any trouble finding our office?”
      • A. “Not at all!” Even if you have been driving around in circles for the last thirty minutes!
      • It is not necessarily the words you say, but how you say them.
      INTERVIEWS CONSIST OF THREE DISTINCT STEPS
    • 2. INFORMATION GATHERING BY THE INTERVIEWER
      • These are probing questions delving into your background, attempting to get past the interview veneer.
      • You are judged on attitude, work ethic, intelligence, honesty and personal ethics.
      • You will be at the whims of each individual interviewer.
      INTERVIEWS CONSIST OF THREE DISTINCT STEPS
    • 3. THE CLOSING AND WHAT HAPPENS NOW?
      • If you are successful in the interview the conversation will move on to the next stage of the process.
      • If you have failed the conversation will probably turn to the weather, sports (neutral conversations.)
      • “We will be reviewing all of the candidates and get back with you.” OUCH! This usually means there is no interest on their part.
      • Even if there is no interest in you, continue to follow-up as if there is.
      INTERVIEWS CONSIST OF THREE DISTINCT STEPS
    • 1. Passion for the Business
      2. Motivation and Purpose
      3. Skills and Experience
      4. Diligence and Professionalism
      5. Creativity and Leadership
      6. Compatibility with the Job
      TWELVE KEY INTERVIEW THEMES
    • 7. Personality and Cultural Compatibility
      8. Management Style and Interpersonal Skills
      9. Problem-Solving Ability
      10. Accomplishments
      11. Career Aspirations
      12. Personal Interest and Hobbies
      TWELVE KEY INTERVIEW THEMES
    • 1. Credential Verification Questions
      2. Work Experience Verification Questions
      3. Opinion Questions
      4. Dumb Questions
      5. Math Questions
      6. Case Questions
      7. Behavioral Questions
      8. Competency Questions
      INTERVIEWS CONSIST OF EIGHT TYPES OF QUESTIONS
    • 1. Credential Verification
      2. Experience Verification
      3. Opinion
      4. Dumb Questions
      • These are the favored approach by most untrained interviewers.
      • The value of these are on the same level generated from a simple resume review.
      Predictive validity is 10%
      PREDICTIVE VALIDITY OF INTERVIEW TYPES
    • 1. CREDENTIAL VERIFICATION
      • These are questions regarding your education and former employers.
      • This places objective measurements on features of your background (resume fact finding)
      • Q. “Tell me about the last company you worked for.”
      • Q. “How has your education prepared you for your career?”
      EIGHT TYPES OF INTERVIEW QUESTIONS
    • 2. WORK EXPERIENCE VERIFICATION
      • Subjectively evaluates features of your background.
      • Q. “What did you enjoy most/least about your last job?”
      • Q. “What were your responsibilities in that position?”
      EIGHT TYPES OF INTERVIEW QUESTIONS
    • 3. OPINION
      • Analyzes how you would respond in a series of scenarios.
      • Q. “What are your strengths and weaknesses?”
      • Q. “How would you handle a difficult boss or co-worker?”
      EIGHT TYPES OF INTERVIEW QUESTIONS
    • EIGHT TYPES OF INTERVIEW QUESTIONS
      4. DUMB
      • Meant to get you past pre-programmed answers to see if you are capable of original thoughts.
      • There are no wrong or right answers.
      • Demonstrates your ability to think on your feet.
      • Q. “What kind of animal would you be?”
      • Q. “How would you redesign the teddy bear?”
    • 5. MATH
      • Evaluates your mental math calculation skills and creative ability in formulating mathematical formula for providing an answer.
      Predictive validity of this question is 15% in testing your intelligence.
      EIGHT TYPES OF INTERVIEW QUESTIONS
    • EIGHT TYPES OF INTERVIEW QUESTIONS
      6. CASE
      • Tests problem solving to evaluate your abilities and how you would analyze and work through potential case situations.
      • Q. “What sort of decisions do you find the most difficult to make?”
      • Q. “Give an example of a time you identified a process that needed improvement and how you initiated changes to work toward that improvement.”
      The predictive validity in this case is 25% and slightly higher for consulting positions.
    • EIGHT TYPES OF INTERVIEW QUESTIONS
      7. Behavioral
      • Anticipates future behavior based on past behavior. Takes into consideration your attitudes and personality characteristics.
      • Q. “Have you ever had a project or idea criticized? What was your response?”
      • Q. “How do you resolve disputes with co- workers or bosses?”
      The predictive validity here is 55%
      • Behavioral interviews encompass your career goals and occupational objectives.
      • They are like a trip to the psychiatrists couch. They become more probing as you start to tell your behavioral story.
      • Employers predetermine which skills are necessary for the job you are interviewing for. Research on the company or a contact within the organization may help you understand the behaviors they want.
      THE BEHAVIORAL INTERVIEW
      • There are as many as 50+ traits of behavior an employer is looking for.
      • Desired behaviors an interviewer may be looking for are:
      • Adaptability, Control, Analysis, Insight, Innovation, Judgment, Integrity, Energy, Teamwork, Work Standards, Rapport Building, Conflict Resolution, Persuasion,Negotiation, Delegation, Caution
      THE BEHAVIORAL INTERVIEW
    • THE BEHAVIORAL INTERVIEW
      Prepare for this type of interview by:
      • Identifying 6 to 8 examples of past experiences that demonstrated your top behaviors and skills that employers seek.
      • Be prepared to use examples from work, classes, volunteer work and extra curricular activities.
      • Make ½ of your examples positive. These are accomplishments and goals you met.
      • Make the other ½ the aspects that started out as negative and ended up positively, or you did your best trying for the best outcome.
      • S Situation (Past real life experience)
      • T Task (Goal, problem to solve)
      • A Action (Planning and implementation)
      • R Result (Outcome, influence, change)
      NOTE: An interviewer may probe for contrary evidence after your response is given so be honest.
      THE “STAR METHOD”
    • BEHAVIORAL INTERVIEW QUESTIONS
      • Q. “Tell me about a time when you were given a project/task that you were responsible for from start to finish and the steps you took to complete the job.”
      • Q. “Tell me about a situation when your personal initiative was involved in changing some aspect of your work environment.”
      • Q. “Walk me through a typical 8:00 to 5:00 day in your last job.”
      • Q. “Describe a time in your current/last position, when you were given little direction/training. What steps did you take to get the job done?”
      • Q. “What was the favorite part of your former job, and why?”
      • Q. “What do you like to do least, and why?”
      BEHAVIORAL INTERVIEW QUESTIONS
    • EIGHT TYPES OF INTERVIEW QUESTIONS
      8. COMPETENCY
      Encompasses you general skills and aptitudes. It aligns your past behaviors with specific competencies which are required for the position.
      • Q. “Can you give me a specific example of your leadership skills?”
      • Q. “Give me an example of a time you had to respond in a high-pressure situation?”
      The productive validity in this case is 55%
      • An example of competency is intelligence.
      • A fully developed competency model may have as many as 30 to 50 different competencies that are being evaluated.
      • The 12 most desired behaviors interviewers are looking for are:
      • Communication, Achievement, Customer Focus, Teamwork, Leadership, Planning and Organizing, Operational Awareness, Flexibility, Developing Others, Problem Solving, Analytical Thinking and Building Relationships
      COMPETENCY INTERVIEW QUESTIONS
      • Competency interviewing uses Behavioral Interview techniques to judge your past performance as a predictor of future performance.
      • Q. “Describe a situation…”
      • Q. “Tell me about a time when…”
      • Q. “What would you do if…”
      COMPETENCY INTERVIEW QUESTIONS
      • I - IDENTIFYING (The part you played in discovering the problem)
      • P- PROBLEM (Describe the situation or task)
      • A- ACTION (The step you took)
      • R - RESULT (Describe the successful outcome by using figures and dates to illustrate the benefit to the company)
      • And always use “I” rather than “We” when explaining.
      THE “IPAR METHOD”
      • Be prepared for the interviewer to probe deeper and ask for more detail.
      • Q. “What was the basis for that decision?”
      • Q. “How exactly did you do that?”
      • Q. “Tell me exactly what steps you took to resolve that.”
      • Be honest with your answers because the interviewer may be looking for clues you may be exaggerating.
      COMPETENCY INTERVIEW QUESTIONS
      • “Describe yourself. What in your background qualifies you for this job?”
      They really mean…
      • “Can you take an incredible amount of information, organize it quickly in your head, and present it in a concise and articulate fashion?”
      WHEN THEY ASK YOU…THEY REALLY WANT TO KNOW…
      • “What makes you think you will succeed in this organization?”
      They really mean…
      • “Have you accurately identified the skills and expertise needed to succeed? Can you prove you have them?”
      WHEN THEY ASK YOU…THEY REALLY WANT TO KNOW…
      • “Where do you want to be in five years?”
      They really mean…
      • “What motivates you and what do you want out of life? Is this job merely a stepping stone to something better?”
      WHEN THEY ASK YOU…THEY REALLY WANT TO KNOW…
      • “What are your greatest strengths and weaknesses?”
      They really mean…
      • “Are my perceptions of your strengths and weaknesses the same as yours? How mature are you in dealing with your weaknesses? Can you identify methods for self improvement?”
      WHEN THEY ASK YOU…THEY REALLY WANT TO KNOW…
      • “How would your peers describe you?”
      They really mean…
      • “How do you see yourself? Are you a leader or a follower?”
      (Use quiet confidence – not arrogance or egotism)
      WHEN THEY ASK YOU…THEY REALLY WANT TO KNOW…
      • “Why should we hire you? What do you bring to this job?”
      They really mean…
      • “How are your promotion and persuasion skills? Are you believable? If you can’t sell yourself, how will you be able to sell our products/company/ideas?”
      WHEN THEY ASK YOU…THEY REALLY WANT TO KNOW……
      • Every question an interviewer asks should pass this test:
      • “Does it have something to do with my current/past job or the one that I am applying for?”
      IN THE INTERVIEWERS MIND
    • “I FINALLY GOT THE INTERVIEW…
      “WHAT NOW?”
      HELP!
    • “One specific is worth a hundred generalities.”
      Turkish proverb
    • Q. “So, tell me about yourself.”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Focus on your:
      • Strongest skills
      • Greatest areas of knowledge
      • Greatest personality strengths
      • Things you do best
      • Key accomplishments
      It is hard to talk about your abilities if you are not sure how it relates to their needs. Tailor your answer around the interviewers response.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
      • Keep it to about 250 to 350 words and give a:
      • Brief introduction.
      • Your key accomplishments.
      • Your key strengths demonstrated by these accomplishments.
      • The importance of the strengths and accomplishments.
      • Where you see yourself developing in the position.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “What is your greatest weakness?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Do not answer this question by saying…
      • “I am a perfectionist.”
      • “I always like to be the leader.”
      • “I am a workaholic.”
      These may be “safe answers” but they avoid answering the question.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “After assessing my overall traits and work ethic I have come to realize that my weakness has been that I try to over- extend myself and take on more than I can handle. To overcome this I have discovered ways to prioritize better and be more efficient in my duties. I have found I can be more productive while creating less stress for myself.”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “Why should I hire you?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “You should hire me because I am the best person for the job. I realize that there are likely other candidates who also have the ability to do this job. Yet I bring an additional quality that makes me the best person for the job—my passion for excellence. I am passionately committed to producing truly world class results. For example…”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “What is your long-range objective?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • “Within five years, I would like to become the very best ______ your company has on staff. I want to work toward becoming the expert that others rely upon. And in doing so, I feel I’ll be fully prepared to take on even greater responsibilities which might be presented in the long term. For example…” …”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “Why do you want this job?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “I’ve been very careful about the companies where I have applied. When I saw the ad for this position, I knew I found what I was looking for. What I can bring to this job are my years of experience, and knowledge of the industry, plus my ability to communicate and build customer relationships. I have what you need, and you have what I want.”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “What salary did you have in mind?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • If early in the interview…
      A. “What would a person with my background and qualifications typically earn in this position with your company?”
      A. “What is the general salary range for this position, and new hires?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • If late in the interview and you are interested…
      A. “I am ready to consider your very best offer.”
      A. “What I’m making is not important. What IS important is whether or not my skills are what you need, and I am confident the range will be fair.”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “I’ll need more information about the job and the responsibility before we can begin to discuss salary. Can you give me an idea of the range budgeted for this position?”
      • This reveals your self-confidence and levels the playing field if there are more than one candidate.
      • Get the employer to state a number first.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
      • You should have done your homework on salaries before you even walked into the interview.
      • Do not be specific – you will lose and could cost yourself thousands of dollars or lose the job completely.
      • If pushed for a dollar amount make your low end as high as your comfort level allows.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • If the amount is within your range…
      A. “I would encourage you to make a formal offer. What is most important is the opportunity to work for you and your company.”
      A. “That would be within my expected starting range, depending on the entire salary and benefits package.”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
      • DO NOT negotiate salary without a formal offer first.
      • You not only want good pay, you want respect…don’t underbid yourself!
      • Research shows that 4 out of 5 companies are willing to negotiate compensation. Only a small % of candidates enter into negotiations with a prospective employer.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “How long have you been looking for a job?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “After I was laid off from my job, I took the opportunity to take some time out to examine my career goals and where I was going with my life. I have a definite goal in mind and have been selective about the positions I consider. Your company and this position are of great interest to me.”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “Are you a team player?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “Yes, I’m very much a team player. In fact, I’ve had opportunities in my work, school, athletics, church to develop my skills as a team player.” (Give an example)
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “Have you ever had a conflict with a boss or co-worker? How was it resolved?”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “Yes, I have had conflicts in the past. Never major ones, but there have been disagreements that needed to be resolved. I’ve found that when conflict occurs, it helps to fully understand the other person’s perspective, so I take time to listen to their point of view, then I seek to work out a collaborative solution.”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
      • Be honest…all of us have had conflicts in our work experience.
      • If you say no, the interviewer will keep drilling deeper to uncover a conflict.
      • The key is how you BEHAVIORALLY reacted to conflict and what you did to resolve it.
      • Make this approach to the answer work to your advantage.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • Q. “What qualities do you feel a successful manager/accountant/administrator should have?”
      • Focus on two words: Leadership and Vision
      • Give an example of someone who has touched your life and how their impact has helped in your personal development.
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
    • A. “The key quality in a successful manager/account should be leadership. The ability to be the visionary for the people who are working under them. The person who can set the course and direction for subordinates. The highest calling of a true leader is inspiring others to reach the highest of their abilities. I’d like to tell you about a person whom I consider to be a true leader…”
      THE QUESTIONS WE ALL HAVE TROUBLE ANSWERING
      • Never leave an interview without asking questions.
      • The lack of questions shows a lack of interest, so grab the opportunity!
      • Don’t go to the interview with a “laundry list” of question. Have no more than three good questions in the initial interview.
      • Think positive and save the rest for the second interview!
      NOW IT IS YOUR TURN TO ASK THE QUESTIONS
      • “Why did you personally decide to work for the company?”
      • “What are the three most important attributes for success in this position?”
      • “What are the opportunities for growth/advancement for this position?”
      • “How is your company responding to competition in the area?”
      • “Please tell me a little bit about the people I will be working with.”
      QUESTIONS FOR THE INTERVIEWER
      • “What is the anticipated company growth rate over the next three years?” (If you have done your homework you should already know the answer to this, so proceed with caution)
      • “What kind of training should I expect and for how long?”
      • “How long has this position been available?”
      • “How did this job become available?”
      • “Is this a new position or a replacement?”
      • “How many candidates have you interviewed?”
      QUESTIONS FOR THE INTERVIEWER
      • The most important question to ask as early in the interview as possible is:
      “Can you tell me about the position and the type of person you are seeking?”
      • This will help you to understand more about the job and your ability to fill it.
      • Identifies the specific areas of need you can address during the course of the interview.
      QUESTIONS FOR THE INTERVIEWER
      • All candidates are asked the same interview questions in the same order.
      • Answers are compared to a pre-set answer or list of keywords.
      • Each answer is scored accordingly and the ones with the highest score most likely wins the job or, at least, the second interview.
      ARE INTERVIEWS SCORED?
    • HOW YOU ARE SOCRED
      • When addressing the interviewer it is imperative that you have no “lazy lips.”
      • Enunciation is the key.
      • Keep hands away from your mouth.
      • Maintain your vocabulary level. No fancy stuff!
      • Don’t speak in acronyms. People are not impressed, only confused.
      THE ARTICULATION FACTOR
      • “Like”
      • “To tell ‘ya the truth”
      • “Honestly”
      • “Basically”
      • “Okay” and “Yea”
      • “Well”
      • “Truthfully”
      • “Y’know”
      • “Huh?”
      WATCH YOUR CHOICE OF WORDS
      • This is the process of mirroring the personality of the person to whom you are speaking.
      • This is based on the fact that we like people who are like us.
      • The halo effect…anyone who is like me must be a good person.
      • Know your own personality range first. For some, your range may be too narrow and you may feel uncomfortable doing this.
      PERSONALITY MATCHING TECHNIQUE
      • Match the voice pitch, tempo, body language, and posture of the interviewer.
      • The rate of speech (tempo) is more important than the pitch.
      • Remember, you may be speaking at 78 RPM’s but the interviewer may be listening at only 33 1/3!
      • Reflect the facial expressions and posture of the interviewer without going to extremes.
      PERSONALITY MATCHING TECHNIQUE
      • Again, next to your smile, the handshake is the first impression the interviewer has to judge you on.
      • An effective handshake mirrors the handshake being offered. And just hope they are not the type to give you the “limp noodle” handshake.
      • Match the handshake the way you would their voice or posture.
      HANDSHAKE MATCHING TECHNIQUE
      • Remain Calm –
      • Don’t give them added fuel. Answer the question in a calm, composed manner.
      • Stay confident and be careful what you say.
      • Don’t let the interviewer’s negative tone bait you into saying something you might later regret. There could be work or personal issues causing the behavior.
      HOW TO DEAL WITH A HOSTILE INTERVIEWER
      • Make it about them for a while –
      • Try to make a connection with the interviewer. Ask about their first job in the company or how long they have been with the organization. It is hard to be abrasive when talking about oneself!
      • Address it directly -
      • Maybe they don’t realize they are coming off so negatively and will adjust their attitude if the issue is raised. Do it gently.
      HOW TO DEAL WITH A HOSTILE INTERVIEWER
      • Ask if you have done something to upset them or irritate them, or if perhaps rescheduling for another time would be better.
      • Remember, it could be a test!
      • It is possible the interviewer is acting difficult on purpose to gauge your reaction.
      HOW TO DEAL WITH A HOSTILE INTERVIEWER
    • HOW TO DEAL WITH A HOSTILE INTERVIEWER
      • Just get through it.
      • Grin and try to make the best of it. Chances are other candidates have been put off by the same interviewers negative approach. Maybe they didn’t stick it out and you did!
      • Finish the interview with flair. Show you can deflect their bad attitude and maintain your own positive attitude.
      • If all else fails, just leave. Maybe you could speak with someone else in the office to find out what the problem could be.
      • Recap your reason for you being the best candidate for the job.
      • Restate your interest in the job.
      • Ask for the job!
      WHEN THE INTERVIEW IS COMING TO A CLOSE
      • Send a thank you note for the interview IMMEDIATELY. If interviewed by multiple people, send to all individuals. Make sure you get business cards from everyone.
      • Have stamped thank you cards with you. Write your thank you and mail on your way home.
      • AS A NOTE: Not only sending a thank you AFTER the interview, why not set yourself apart and send a thank you LETTER for the interview appointment? How many people do that? Set yourself apart.
      AFTER THE INTERVIEW IS OVER
      • Clean out your briefcase or portfolio. Have only the necessary materials.
      • Two pens and note paper.
      • Breath mints, mirror, comb, tissues.
      • Full company name and address, name and position of contact person/interviewer and contact number.
      • Department or building where interview will take place and where you are to park. Get good directions.
      THE NIGHT BEFORE INTERVIEWCHECKLIST
      • Copies of letters of recommendation or written job references.
      • Copies of resumes. We should know this by heart…but we don’t…so review!
      • Copies of your reference list.
      • Relevant work samples
      • Business cards.
      • Company background research and your questions to ask the interviewer.
      THE NIGHT BEFORE INTERVIEWCHECKLIST
      • Prepare and lay clothes out so you are ready the next day. No stress!
      • Review resume and answers prepared to possible questions.
      • Practice responses out loud or ask someone to do a mock interview with you.
      • Practice proper body language and voice tone.
      • Get a good night’s sleep and eat breakfast. You don’t want your stomach to overshadow your interview!
      THE NIGHT BEFORE INTERVIEWCHECKLIST
    • DRESS GUIDELINES FOR WOMEN
      • Suits, Dresses: Conservative business suit, pantsuit, or dress of natural or woven-blend fabric; skirt length should be to the bottom of the knee at least. Choose soft colors that complement your skin tone and hair; beige, black, navy, gray, or brown. Nothing too tight or too loose or too revealing.
      • Blouses: Simple style; white or soft colors. No low-cut or frills.
      • Shoes: Highly polished pumps or medium heels in color matching the outfit.
    • DRESS GUIDELINES FOR WOMEN
      • Stockings: Beige, tan, or natural. No patterns or lacy stockings.
      • Purse: Not necessary, but if you bring one it should be of small or medium size in a color that goes with your outfit.
      • Accessories: Minimal jewelry, ladies! If, on the way to the interview you hear on your car radio NASA is experiencing unknown transmission problems, take off the excess and keep it in your purse. How many rings and bracelets can we really wear at one time?
      • Suits: Preferred dark blue, gray, or muted pin-stripes. Very muted brown or black also acceptable. A quality woven blend of natural fibers looks professional. Avoid bold plaids, bold pin-stripes, contrasting slacks and sport coat, or light colors. Get alterations for a tailored fit!
      • Shirts: A good quality white button-down or white classic collar is preferred. Iron ALL of it. Not just the cuffs, collar and front!
      DRESS GUIDELINES FOR MEN
      • Ties are a MUST: Conservative stripes or paisleys that complement your suit. Silk or good quality blends only. Buy at least one good tie. Ties are NOT optional.
      • Belts: Don’t just grab any belt! Make sure it matches your shoes and coordinates with your suit.
      • Shoes: Highly polished slip-ons or laced dress shoes; brown or black.
      DRESS GUIDELINES FOR MEN
    • DRESS GUIDELINES FOR MEN AND WOMEN
      • In advance of the interview get completely dressed in your “interview clothes” and ask family or friends if you pass inspection. Maybe they will see something you don’t. If they see it, so will the interviewer. This will give you time to rethink what you chose or maybe it will spur you on to buy that tie or blouse you passed up earlier.
      • The more comfortable you feel in your clothes during your interview is one less stress factor to deal with.
      • Avoid perfume, cologne and sparingly use the aftershave. If the interviewer is allergic, you may be out of there sooner than you think.
      • DO NOT smoke once you are dressed and on your way to the interview. Light up AFTER the interview! People who don’t smoke can smell it instantly and may be put off by the stale smell. Winter time increases the smell on clothes even more.
      DRESS GUIDELINES FOR MEN AND WOMEN
    • INTERVIEW CHECKLISTS
      • For Profit Companies
      • The Vault Online Career Library - www.vaultcom
      • WetFeet - www.wetfeet.com
      • CareerSearch - www.careersearch.net
      • Factiva - www.library.nd.edu – Click “F”
      • Market Insight - www.library.nd.edu – Click “M”
      INTERVIEW CHECKLIST RESOURCES
      • For Nonprofit and Government Organizations
      • Action Without Boarders - www.idealist.org
      • Guidestar - www.guidestar.org
      • Nonprofit Times - www.nptimes.com
      • Indiana Nonprofits - www.indiana.edu
      • Idealist.org - www.nonprofits.org
      • Foundation.org - www.foundations.org
      • Alliance for Nonprofit Management Career Bank - www.allianceonline.org
      INTERVIEW CHECKLIST RESOURCES
      • USA Jobs - www.usajobs.opm.gov
      • LSU Libraries Federal Agencies Directory - www.lib.lsu.edu/gov/fedgov.html
      • State and Local Government on the Net www.statelocalgov.net/state-in.cfm
      • Library of Congress - www.loc.gov/rr/news/stategov/stategov.html
      • First Gov - www.firstgov.gov/
      • OMB WATCH - www.ombwatch.org
      INTERVIEW CHECKLIST RESOURCES
    • PERSONAL WORK SHEETS
    • PERSONAL WORK SHEETS
    • PERSONAL WORK SHEETS
    • PERSONAL WORK SHEETS
      • Additional data sheets you will need:
      • Other School Data Input Sheet
      • Graduate School Data Input Sheet
      • Activities Date Input Sheet
      • Awards & Honors Data Input Sheet
      • Military Service Date Input Sheet
      • Language Data Input Sheet
      PERSONAL WORK SHEETS
      • WHEN YOU ARE IN AN INTERVIEW, YOU NEED TO TELL STORIES.
      • YOU CAN LEAD PEOPLE TO BELIEVE BY TELLING STORIES.
      • STORIES SELL!
      • Know not only the company’s background, but your own. KNOW YOUR RESUME AND Be able to recall personal events.
      REMEMBER
      • University of Notre Dame
      • www.careercenter.nd.edu/for-alumni/interviews
      • Quintessential Careers (Has 150 interview questions with sample answers) www.quintcareers.com
      • Best-Job-Interview (Has a wide range of specific profession interview questions. Take special note of “Surviving a Layoff” and “Job Offer Help.”)
      www.best-job-interview.com
      SOURCE MATERIAL
      • Carol Martin, Career Coach
      www.interviewcoach.com
      • CollegeGrad.com (Has 55 interviewing techniques)
      www.collegegrad.com
      • Personality-And-Aptitude-Career-Test.com (Has 101 interview questions)
      www.personality-and-aptitude-career-test.com
      SOURCE MATERIAL
      • The Emurse (100+ Behavioral questions)
      www.emurse.com
      • Job-Application-And-Interview-Advise
      www.job-application-and-interview-advise.com
      • National Seminars Group
      www.nationalseminarstraining.com
      • Annette Lewis
      www.blueskyinterviews.co.uk
      SOURCE MATERIAL
      • 101 Great Answers To The Toughest Interview Questions, by Ron Fry - $10.39 (4 ½ star rating)
      • 301 Smart Answers to Tough Interview Questions, by Vicky Oliver - $10.15 (4 ½ star rating)
      • Acing The Interview: How To Ask And Answer The Questions That Will Get You The Job, by Tony Beshara - $11.53 (4 ½ star rating)
      • Winning Job Interviews, by Dr. Paul Powers - $10.30 (5 star rating)
      BOOKS OF INTEREST