In the recruiting industry 2009 has been, to put it mildly, a difficult year. We are able to judge the market by the number of RFPs we receive, job orders registered, interviews scheduled and insights that we get from candidates and other recruiters. This market is similar to the one that we experienced after the 1989 stock market collapse and the tragedy of 9/11. In this case, however, it has lasted much longer.
That is the doom and gloom statement. The good news is that during the month of August our team saw a dramatic up beat of the indicators. Don’t misunderstand- we are nowhere near where we would traditionally be in terms of current openings- but we are in fact seeing much more activity than at any other time since the first of the year. What we are experiencing may simply be a temporary blip but we are hopeful that we have reached the bottom and things will continue to improve as we move into Fall.
We look forward to sharing new exciting opportunities with candidates that have hung in there with us through the tough times. We believe we are very good at reaching out to individuals to share new searches as we begin sourcing however you can be proactive in monitoring our needs through our website, Facebook page and Twitter updates.
Wednesday, September 2, 2009
Friday, January 9, 2009
Happy New Year 2009
To say that 2008 was a challenge would be an understatement of course and 2009 figures to be an even greater one for those in the recruiting industry and people looking for jobs. There are a few trends that are promising- we are holding our collective breaths and crossing our fingers.
1- The last months of 2008 brought a number of leading food, beverage and hospitality companies to our firm requesting proposals to partner with them for their recruiting in 2009 and beyond. Many of these companies are using the economic challenges we face to negotiate lower fees but the fact that they see the need to do that at all suggests that they also see key employee sourcing requirements in the coming months. During recent economic difficulties in 1989 and 2001 companies went quiet and did no hiring. We are seeing major indications that this will not be the case in 2009.
2- One of the challenges to filling positions in 2008 was relocation. No matter how badly candidates wanted to consider a relocation they could not as they were locked into their homes. With mortgage interest rates falling, the housing market beginning a recovery, and the hope of some home purchase stimulation coming out of the 111th Congress and the Obama administration, that hurdle may be becoming a much smaller problem in 2009.
3- Finally, it has always been said that the food, beverage and hospitality industries do not pay as well as some of the more glamorous sectors of industry but we all have to eat and they are not going anywhere. No truer words have been spoken and we expect 2009 to once again prove the adage. Both domestically and internationally we see a need for talented food industry professionals throughout the year with a general improvement in the second quarter and building from that point forward.
DSA looks forward to working with their client companies and candidates through these tough times. Please do not hesitate to call upon us for any information, insights or assistance that we might provide to your efforts.
1- The last months of 2008 brought a number of leading food, beverage and hospitality companies to our firm requesting proposals to partner with them for their recruiting in 2009 and beyond. Many of these companies are using the economic challenges we face to negotiate lower fees but the fact that they see the need to do that at all suggests that they also see key employee sourcing requirements in the coming months. During recent economic difficulties in 1989 and 2001 companies went quiet and did no hiring. We are seeing major indications that this will not be the case in 2009.
2- One of the challenges to filling positions in 2008 was relocation. No matter how badly candidates wanted to consider a relocation they could not as they were locked into their homes. With mortgage interest rates falling, the housing market beginning a recovery, and the hope of some home purchase stimulation coming out of the 111th Congress and the Obama administration, that hurdle may be becoming a much smaller problem in 2009.
3- Finally, it has always been said that the food, beverage and hospitality industries do not pay as well as some of the more glamorous sectors of industry but we all have to eat and they are not going anywhere. No truer words have been spoken and we expect 2009 to once again prove the adage. Both domestically and internationally we see a need for talented food industry professionals throughout the year with a general improvement in the second quarter and building from that point forward.
DSA looks forward to working with their client companies and candidates through these tough times. Please do not hesitate to call upon us for any information, insights or assistance that we might provide to your efforts.
Tuesday, September 9, 2008
Fall Recruiting Prognosis
It's been a while since we've posted to our blog.... many apologies. Business pressures and some health issues directed efforts in other directions but with this posting we pledge to be more diligent in the future.
We are currently seeing a very robust market building for the fall and into the new year with numerous companies expressing the need for quality middle and upper management talent for their companies. Picking up on our successful searches in 2007 we are seeing a huge need for talent overseas. Many companies in the hospitality, food retailing and manufacturing segments are seeking US expertise for their operations. Correspondingly it is a great time for candidates seeking an adventure to explore using their professional skills to see the world.
We are currently seeing a very robust market building for the fall and into the new year with numerous companies expressing the need for quality middle and upper management talent for their companies. Picking up on our successful searches in 2007 we are seeing a huge need for talent overseas. Many companies in the hospitality, food retailing and manufacturing segments are seeking US expertise for their operations. Correspondingly it is a great time for candidates seeking an adventure to explore using their professional skills to see the world.
Wednesday, February 6, 2008
Bound for Success Interviewing- Chapter 6
To start the New Year we will be posting our frequently asked for series on interviewing. It will be broken down over the next six postings. The breakdown will be:
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
6- Understanding the stresses facing the interviewer
STRESSES FACING THE INTERVIEWER
On a job interview, the hiring manager is often seen as holding all of the cards. Since the power to hire rests with the manager, it is easy for you, the job aspirant, to feel intimidated. Just anticipating the interview can generate a high degree of tension. It is valuable, therefore, to diffuse this stress by looking at some of the pressures that are bearing upon the person making the decision.
A common source of pressure and tension facing the manager is the calendar. Most of the time, they have a deadline to meet. As much as they might like to wait to find the perfect person for the position, it is seldom possible. They are obligated to find the best possible candidate for the job by a certain date.
It is also easy for selection “mistakes” to come back and haunt the interviewer. If a manager hires someone who turns out to be a disaster, they are going to end up looking very bad in the eyes of their co-workers and superiors.
Hiring a “mistake” can cost a manager a promotion. They have demonstrated bad judgment, and this bad judgment is now having an adverse effect on their company due to the addition of this inappropriate new employee. Employing the wrong person for a position can cost a company thousands of dollars. First, orientation and training costs are enormous, then there is the lag time between the point where they are functioning and when they literally start contributing, and finally there is the cost of mistakes, lost business and poor judgment that can cost literally millions of dollars. If the employee does not work out, the costs of training have to be spent again, and the losses show up on the bottom line.
In one or two interviews it is possible for a manager to hire someone who impacts poorly on a company, to cost the firm a great deal of money, to lose their own possible promotions, to be called to account and in general become eligible for a whole new set of troubles and problems. It is a very big challenge and decision.
So, keep in mind that while you may be nervous about your interview, there are very real pressures confronting the interviewer as well.
AFTER THE INTERVIEW
A THANK YOU LETTER.
Often, the person who sends a thank you note gets the job, as the simple courtesy makes them stand out from other job applicants. Sending this letter is one of the most essential steps in the whole job-seeking process, and the most frequently overlooked. Use the letter to restate any positive points you want to make about yourself (or to include any important information you may have forgotten to emphasize), and again express your interest in the position.
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
6- Understanding the stresses facing the interviewer
STRESSES FACING THE INTERVIEWER
On a job interview, the hiring manager is often seen as holding all of the cards. Since the power to hire rests with the manager, it is easy for you, the job aspirant, to feel intimidated. Just anticipating the interview can generate a high degree of tension. It is valuable, therefore, to diffuse this stress by looking at some of the pressures that are bearing upon the person making the decision.
A common source of pressure and tension facing the manager is the calendar. Most of the time, they have a deadline to meet. As much as they might like to wait to find the perfect person for the position, it is seldom possible. They are obligated to find the best possible candidate for the job by a certain date.
It is also easy for selection “mistakes” to come back and haunt the interviewer. If a manager hires someone who turns out to be a disaster, they are going to end up looking very bad in the eyes of their co-workers and superiors.
Hiring a “mistake” can cost a manager a promotion. They have demonstrated bad judgment, and this bad judgment is now having an adverse effect on their company due to the addition of this inappropriate new employee. Employing the wrong person for a position can cost a company thousands of dollars. First, orientation and training costs are enormous, then there is the lag time between the point where they are functioning and when they literally start contributing, and finally there is the cost of mistakes, lost business and poor judgment that can cost literally millions of dollars. If the employee does not work out, the costs of training have to be spent again, and the losses show up on the bottom line.
In one or two interviews it is possible for a manager to hire someone who impacts poorly on a company, to cost the firm a great deal of money, to lose their own possible promotions, to be called to account and in general become eligible for a whole new set of troubles and problems. It is a very big challenge and decision.
So, keep in mind that while you may be nervous about your interview, there are very real pressures confronting the interviewer as well.
AFTER THE INTERVIEW
A THANK YOU LETTER.
Often, the person who sends a thank you note gets the job, as the simple courtesy makes them stand out from other job applicants. Sending this letter is one of the most essential steps in the whole job-seeking process, and the most frequently overlooked. Use the letter to restate any positive points you want to make about yourself (or to include any important information you may have forgotten to emphasize), and again express your interest in the position.
Monday, January 28, 2008
Bound for Success Interviewing- Chapter 5
To start the New Year we will be posting our frequently asked for series on interviewing. It will be broken down over the next six postings. The breakdown will be:
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
6- Understanding the stresses facing the interviewer
DYNAMICS OF THE JOB INTERVIEW
Expectations of the Interviewer:
It is important for you to satisfy the basic expectations of the interviewer. Wear the style of clothing appropriate to the type of job you are seeking. Arrive well groomed from head to heels.
Bring extra copies of your resume.
Confirm the date and time of your appointment in advance and arrive five minutes before the scheduled time.
You want to generate an impression of energy and self-confidence as you meet the interviewer. Smile; look them in the eye; shake hands firmly. Convey that you are genuinely glad to meet them; be relaxed. Be prepared to like the person you are meeting. Intuitions are a funny thing – if you do not like them, they will be able to sense it and probably won’t like you either. Not many people are hired by folks who do not like them. Most interviewers want you to be relaxed and will start out an interview with small talk in an effort to make you feel at home. Look around the office and see if there are any personal items (college memorabilia, hobbies, crafts, pictures, etc.) on which you might comment and use to form a bond and rapport with the interviewer. Don’t press it – if there is nothing, let it go – you don’t want to look stupid.
Realize that you have done your best to prepare yourself for the interview. Go to the interview with the attitude that you are ready and interested in finding out even more about the position and company and whether or not you want to work for them. If you do not get this particular position, it is not a judgment upon you as a person. Maybe it was not a match; maybe you didn’t do your homework well enough; maybe you weren’t interested after you found out “the rest of the story.”
The Purpose of the Interview:
Keep fresh in your mind the goals you have set for yourself in this interview.
First, you are meeting with a hiring authority to convince them that you have the skills and abilities needed for the position.
Second, you are also in the position of the screener. You want to be active in the interview, not passive. You want to discover as much information as possible about the job and the person to whom you would be reporting so that you can decide if this is indeed the position, company and environment in which you can do your best job and grow professionally.
Third, you want to answer the following questions that will be in the front of the interviewer’s mind, whether they ask them directly or not:
1) Why are you here? Why have you chosen our company?
2) Precisely what can you do for our company?
3) What kind of personality do you have – how would you fit in with the other employees?
Presenting yourself effectively in an interview requires the ability not only to listen to what the other person is saying, but also to listen to what they are thinking.
By thoroughly preparing yourself to meet you interviewing goals, you will put yourself ahead of most other applicants for the position.
To start the New Year we will be posting our frequently asked for series on interviewing. It will be broken down over the next six postings. The breakdown will be:1- Preparing yourself for the interview2- Doing practice interviews3- The most often asked questions at an interview4- What you should bring up at an interview5- The dynamics of a job interview6- Understanding the stresses facing the interviewer
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
6- Understanding the stresses facing the interviewer
DYNAMICS OF THE JOB INTERVIEW
Expectations of the Interviewer:
It is important for you to satisfy the basic expectations of the interviewer. Wear the style of clothing appropriate to the type of job you are seeking. Arrive well groomed from head to heels.
Bring extra copies of your resume.
Confirm the date and time of your appointment in advance and arrive five minutes before the scheduled time.
You want to generate an impression of energy and self-confidence as you meet the interviewer. Smile; look them in the eye; shake hands firmly. Convey that you are genuinely glad to meet them; be relaxed. Be prepared to like the person you are meeting. Intuitions are a funny thing – if you do not like them, they will be able to sense it and probably won’t like you either. Not many people are hired by folks who do not like them. Most interviewers want you to be relaxed and will start out an interview with small talk in an effort to make you feel at home. Look around the office and see if there are any personal items (college memorabilia, hobbies, crafts, pictures, etc.) on which you might comment and use to form a bond and rapport with the interviewer. Don’t press it – if there is nothing, let it go – you don’t want to look stupid.
Realize that you have done your best to prepare yourself for the interview. Go to the interview with the attitude that you are ready and interested in finding out even more about the position and company and whether or not you want to work for them. If you do not get this particular position, it is not a judgment upon you as a person. Maybe it was not a match; maybe you didn’t do your homework well enough; maybe you weren’t interested after you found out “the rest of the story.”
The Purpose of the Interview:
Keep fresh in your mind the goals you have set for yourself in this interview.
First, you are meeting with a hiring authority to convince them that you have the skills and abilities needed for the position.
Second, you are also in the position of the screener. You want to be active in the interview, not passive. You want to discover as much information as possible about the job and the person to whom you would be reporting so that you can decide if this is indeed the position, company and environment in which you can do your best job and grow professionally.
Third, you want to answer the following questions that will be in the front of the interviewer’s mind, whether they ask them directly or not:
1) Why are you here? Why have you chosen our company?
2) Precisely what can you do for our company?
3) What kind of personality do you have – how would you fit in with the other employees?
Presenting yourself effectively in an interview requires the ability not only to listen to what the other person is saying, but also to listen to what they are thinking.
By thoroughly preparing yourself to meet you interviewing goals, you will put yourself ahead of most other applicants for the position.
To start the New Year we will be posting our frequently asked for series on interviewing. It will be broken down over the next six postings. The breakdown will be:1- Preparing yourself for the interview2- Doing practice interviews3- The most often asked questions at an interview4- What you should bring up at an interview5- The dynamics of a job interview6- Understanding the stresses facing the interviewer
Thursday, January 24, 2008
Bound for Success Interviewing- Chapter 4
To start the New Year we will be posting our frequently asked for series on interviewing. It will be broken down over the next six postings. The breakdown will be:
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
6- Understanding the stresses facing the interviewer
WHAT YOU SHOULD BRING UP
PICK UP ON THE CONCERNS OF THE EMPLOYER.
They may be small, simple, obvious ones (e.g., the previous employee was always late) or complex, relating to cutting costs, increasing productivity, improving morale. Show how you can help to promote these goals.
ASK SEVERAL QUESTIONS ABOUT THE COMPANY.
Here is where your research and listening skills during the interview will help. What are the company’s goals; what does it look for in an employee? “I noticed you are remodeling your unit on x street – is there a company-wide renovation plan in effect?” “Are you planning more products like your new x snacks?”
REMOVE ANY DOUBTS ABOUT HIRING YOU.
Listen for any reservations the interviewer may have about your qualifications, abilities or personality, and try to answer them in a positive way.
ASK IF THERE IS ANYTHING ELSE YOU CAN TELL ABOUT YOURSELF.
Make it easy for the employer to hire you.
ASK FOR THE JOB.
“I’d very much like to work for you. What is the next step?”
Other questions to ask are:
WHAT HAPPENED TO THE PERSON WHO HAD THE POSITION?
WHAT WERE THE MOST DIFFICULT PROBLEMS FACING THIS PERSON?
WHAT ARE THE MAIN OBJECTIVES THAT THE PERSON WITH THIS JOB
WOULD NEED TO ACCOMPLISH?
WHAT IS YOUR MANAGEMENT STYLE?
WHERE COULD A PERSON GO FROM THIS POSITION?
At the end of the interview, after you have asked for the job (if you are, in fact, still interested), ask what the next step will be and how soon they expect to make a decision. Don’t leave the interview wondering whether you will ever hear from them again.
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
6- Understanding the stresses facing the interviewer
WHAT YOU SHOULD BRING UP
PICK UP ON THE CONCERNS OF THE EMPLOYER.
They may be small, simple, obvious ones (e.g., the previous employee was always late) or complex, relating to cutting costs, increasing productivity, improving morale. Show how you can help to promote these goals.
ASK SEVERAL QUESTIONS ABOUT THE COMPANY.
Here is where your research and listening skills during the interview will help. What are the company’s goals; what does it look for in an employee? “I noticed you are remodeling your unit on x street – is there a company-wide renovation plan in effect?” “Are you planning more products like your new x snacks?”
REMOVE ANY DOUBTS ABOUT HIRING YOU.
Listen for any reservations the interviewer may have about your qualifications, abilities or personality, and try to answer them in a positive way.
ASK IF THERE IS ANYTHING ELSE YOU CAN TELL ABOUT YOURSELF.
Make it easy for the employer to hire you.
ASK FOR THE JOB.
“I’d very much like to work for you. What is the next step?”
Other questions to ask are:
WHAT HAPPENED TO THE PERSON WHO HAD THE POSITION?
WHAT WERE THE MOST DIFFICULT PROBLEMS FACING THIS PERSON?
WHAT ARE THE MAIN OBJECTIVES THAT THE PERSON WITH THIS JOB
WOULD NEED TO ACCOMPLISH?
WHAT IS YOUR MANAGEMENT STYLE?
WHERE COULD A PERSON GO FROM THIS POSITION?
At the end of the interview, after you have asked for the job (if you are, in fact, still interested), ask what the next step will be and how soon they expect to make a decision. Don’t leave the interview wondering whether you will ever hear from them again.
Monday, January 14, 2008
Bound for Success Interviewing- Chapter 3
To start the New Year we will be posting our frequently asked for series on interviewing. It will be broken down over the next six postings. The breakdown will be:
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
1- Preparing yourself for the interview
2- Doing practice interviews
3- The most often asked questions at an interview
4- What you should bring up at an interview
5- The dynamics of a job interview
6- Understanding the stresses facing the interviewer
THE MOST OFTEN ASKED QUESTIONS
TELL ME ABOUT YOURSELF.
Talk about the parts of your background that relate to the job and make sure you have the qualitative and quantitative facts to support your presentation. Interviewers use this question not only for the actual information you will supply, but as a means of assessing your style and poise. By and large, they are not interested in hearing a lot of details about your childhood days. If the interviewer asks about your non-work interests and hobbies, respond with enthusiasm.
WHAT TYPE OF POSITION ARE YOU INTERESTED IN?
Make sure that you are interested in the position for which you are there to interview; otherwise the company will think you are not seriously committed to what they have to offer.
WHERE DO YOU WANT TO BE IN FIVE YEARS FROM NOW?
Take one of these responses and expand upon it: “Where could I be?” “What programs do you have?” “In the same company, but with more responsibility.” Rosemary Bowman, staff specialist for Mountain Bell, advises: “Don’t say you want to be president of the company – this tells me that you’re unrealistic and haven’t really studied the firm. Instead, take the time to learn about the company structure and then select several company positions you might plausibly achieve in five years.”
Never, EVER, say, “I want to own a business of my own.” Hiring and training a new employee costs thousands of dollars – you want to assure the interviewer that if hired you plan on sticking around and making the investment pay off.
Employers like goal-oriented workers. Saying you have no idea what you’ll want in five years may score negative points. Offer reasons to support your ambitious plans. Maybe you plan on obtaining a post-graduate degree or some other accomplishment to help you achieve your goals.
ARE YOU WILLING TO TRANSFER?
You cannot predict the future. Unless you have serious, permanent reasons that make it impossible for you to ever move, it is best to respond with a “yes.”
WHAT ARE YOUR STRENGTHS?
Accept this invitation to sell yourself by citing specific assets you know the employer desires. Be ready with at least three examples, along with supporting accomplishments that relate to the position for which you are interviewing. Interviewers like to hear abstract qualities – loyalty, willingness to work hard, politeness and promptness – expressed in concrete terms. Avoid the simple generalization. If you are good at something, say so and then back it up with an example. “I am very good with people – because of that ability I have been able to establish my current very profitable team and maintain it with the lowest turnover rate in the entire company.”
WHAT ARE YOUR WEAKNESSES?
Nobody is perfect. Don’t be intimidated; don’t be flip. You do have weaknesses, and if you can’t think of any to share, it may demonstrate that you have no real insight into yourself. However, this is not the time to bare your soul and confess all of your imperfections. Be ready with at least two examples of strengths phrased as weaknesses, such as, “I tend to get really involved at work and think about it at home,” “I’m too hard on myself when I make mistakes,” or “I sometimes have a difficult time delegating and tend to do all the work myself.” Make sure that you do not bring up a weakness that would disqualify you from the job (e.g., a salesman who hates to travel or a controller who hates details).
WHAT WOULD YOU DO IF….?
Your solution to whatever problem posed by the interviewer is not really as important as maintaining a positive attitude. Be inventive enough to have several possibilities. Ask questions to clarify the situation, and show you are aware of various possible mitigating variables.
WHY DO YOU WANT TO WORK FOR OUR COMPANY?
Respond with one or two positive personal statements related to the company, such as “I like working with a dynamic organization,” or “I have always wanted to be with an industry leader.”
WHY SHOULD THE COMPANY HIRE YOU?
This is one of the most often-asked questions. If you are not ready to answer any other question, this is the one to make sure you are prepared for. Summarize your experience and accomplishments in a concise manner, just like you did in the Experience section of your resume, and direct them toward the job and its requirements.
WHY ARE YOU LEAVING OR DID LEAVE YOUR PREVIOUS EMPLOYER?
Never bad mouth a previous employer or use negative clichés. By all means, be honest and use positive reasons. For example, you are seeking greater advancement opportunities; looking for a better financial package; want to relocate to a warmer climate; or want the challenge of new and greater responsibility. If you were terminated, put it in the best possible light. For example: “We had a difference of opinion on a particular matter (be specific). I have learned a great deal from that experience which I can use effectively here.” You do not want to appear to be a person who constantly moves from job to job, every time something goes a little wrong. Use reasons that the interviewer can relate to and identify with.
WHAT DID YOU LIKE MOST ABOUT YOUR PREVIOUS JOB?
Here is another opportunity to talk about your strengths that will be of value to the company. Be specific, talk about something you’ve accomplished. “I loved taking a concept and turning it into reality. For example, I was responsible for successfully developing a new merchandising program for all of our stores that would be directed more towards non-food items.” Be aware of the fact that you are giving the interviewer clues as to your strengths and weaknesses and about the type of atmosphere and projects that you like. The example above would be devastating for a person interviewing for a position where they could not have the opportunity to develop conceptual models.
YOU HAVE A WEAK FORMAL EDUCATION.
Turn the liability into an asset. Point out the training on the job and the real-life education you have had. Try not to be too strong or defensive, as it is very possible that the interviewer does have a strong formal education, and you don’t want to make any statement that will attack the value of their training. A good answer, if true, could include your track record in positions where you have worked alongside or over people with stronger academic credentials.
WHAT DO YOU DO IN YOUR SPARE TIME?
Highlight pastimes that would be an asset to the job you seek. Companies are looking for well-rounded individuals, and your outside activities reflect a whole other side to you. They also give added insights into your likes and aptitudes. For example, if you enjoy working with your home computer, you may be very analytical and enjoy cerebral challenges.
WHAT TYPE OF SALARY DID YOU HAVE IN MIND?
Try to deal with this question at the end of your interview, not the beginning. Let the employer decide that they want you first and make sure you want them. If this is one of the first questions, try to stall by suggesting that you would like to discuss the job itself first. I have counseled many people to wait until the end of the interview to discuss salary. Literally, there are many jobs that I personally would do and accept subsistent wages for in order to get the job, and others for which I would not accept for a million dollars a year. Judge the company and position before pinning yourself to a figure to see what you think the position is worth.
When you get around to discussing salary, make sure that you suggest a range rather than a specific figure. If you are asked what salary you were previously making, be honest – this is an easily verified answer. If the amount you were making was low but had exceptional benefits or other perks that were important to you, do not forget to mention them. Do not neglect to investigate the fringe benefit package. Often times it is better to have an extensive benefit package and a lower salary than have to pay excessive amounts for your family’s insurance, etc.
SILENCE.
You have finished your answer, waiting on the next question, and there is none. Instead, there is just plain silence. You feel uncomfortable – did you leave something out of the last answer? Do they want you to elaborate? Under no circumstances say anything else. Once you have answered the question, relax. Some interviewers use this technique to see how you can handle stress. If you have some questions to ask and the time is passing by quietly, take control and, with poise, ask your question.
PERSONAL QUESTIONS.
These are questions you do not really have to answer. You could tell the interviewer that the question is off limits or illegal, but this will likely antagonize them and leave you without a job offer. Usually, they have an underlying, not necessarily insidious, motive for asking. For example, “What does your husband do?” may translate into “Might your husband’s employer ask your family to relocate some time in the future?” Unless you are incensed by the nature of the question (in which case you should not answer it), it is best to honestly reply. If you decide that you don’t want to work for a company that asks that type of question, you do not have to accept the position. If you do not answer, you may never get the chance to say no. I do not suggest that you answer demeaning questions or put up with disgusting or impolite behavior. You don’t want to work for any company that condones or allows that type of activity. Just excuse yourself and leave.
DISCRIMINATORY QUESTIONS.
These are hybrids of the personal questions and are even more insidious. Questions like “Are you planning on getting married and having children in the future?” In response, simply ask a question like “Is that a prerequisite for this position?” Chances are, the interviewer will reconsider pressing the question, and you will both be out of the situation gracefully.
Other questions that might be asked:
WHAT DO YOU KNOW ABOUT THIS JOB AND THIS COMPANY?
WHAT IS YOUR UNDERSTANDING OF WHAT WE ARE LOOKING FOR?
WHAT WERE THE MOST DIFFICULT PROBLEMS YOU FACED?
HOW DID YOU DEAL WITH THEM?
WHAT ARE YOUR SHORT-TERM GOALS?
WHAT ARE YOU LOOKING FOR IN YOUR CAREER?
WHAT WERE YOUR BEST SUBJECTS IN SCHOOL?
YOUR BACKGROUND SUGGESTS THAT YOU ARE OVER-QUALIFIED FOR
THE POSITION – WHY WOULD YOU BE INTERESTED?
YOUR BACKGROUND SUGGESTS THAT YOU ARE UNDER-QUALIFIED FOR
THE POSITION – WHY DO YOU THINK YOU CAN HANDLE THE JOB?
WHAT IS YOUR MANAGEMENT PHILOSPHY?
WHAT DO YOU LOOK FOR IN PEOPLE?
HOW DO YOU HANDLE FIRING PEOPLE?
WHAT OTHER JOBS OR COMPANIES ARE YOU CONSIDERING?
ARE YOU CREATIVE?
THE MOST OFTEN ASKED QUESTIONS
TELL ME ABOUT YOURSELF.
Talk about the parts of your background that relate to the job and make sure you have the qualitative and quantitative facts to support your presentation. Interviewers use this question not only for the actual information you will supply, but as a means of assessing your style and poise. By and large, they are not interested in hearing a lot of details about your childhood days. If the interviewer asks about your non-work interests and hobbies, respond with enthusiasm.
WHAT TYPE OF POSITION ARE YOU INTERESTED IN?
Make sure that you are interested in the position for which you are there to interview; otherwise the company will think you are not seriously committed to what they have to offer.
WHERE DO YOU WANT TO BE IN FIVE YEARS FROM NOW?
Take one of these responses and expand upon it: “Where could I be?” “What programs do you have?” “In the same company, but with more responsibility.” Rosemary Bowman, staff specialist for Mountain Bell, advises: “Don’t say you want to be president of the company – this tells me that you’re unrealistic and haven’t really studied the firm. Instead, take the time to learn about the company structure and then select several company positions you might plausibly achieve in five years.”
Never, EVER, say, “I want to own a business of my own.” Hiring and training a new employee costs thousands of dollars – you want to assure the interviewer that if hired you plan on sticking around and making the investment pay off.
Employers like goal-oriented workers. Saying you have no idea what you’ll want in five years may score negative points. Offer reasons to support your ambitious plans. Maybe you plan on obtaining a post-graduate degree or some other accomplishment to help you achieve your goals.
ARE YOU WILLING TO TRANSFER?
You cannot predict the future. Unless you have serious, permanent reasons that make it impossible for you to ever move, it is best to respond with a “yes.”
WHAT ARE YOUR STRENGTHS?
Accept this invitation to sell yourself by citing specific assets you know the employer desires. Be ready with at least three examples, along with supporting accomplishments that relate to the position for which you are interviewing. Interviewers like to hear abstract qualities – loyalty, willingness to work hard, politeness and promptness – expressed in concrete terms. Avoid the simple generalization. If you are good at something, say so and then back it up with an example. “I am very good with people – because of that ability I have been able to establish my current very profitable team and maintain it with the lowest turnover rate in the entire company.”
WHAT ARE YOUR WEAKNESSES?
Nobody is perfect. Don’t be intimidated; don’t be flip. You do have weaknesses, and if you can’t think of any to share, it may demonstrate that you have no real insight into yourself. However, this is not the time to bare your soul and confess all of your imperfections. Be ready with at least two examples of strengths phrased as weaknesses, such as, “I tend to get really involved at work and think about it at home,” “I’m too hard on myself when I make mistakes,” or “I sometimes have a difficult time delegating and tend to do all the work myself.” Make sure that you do not bring up a weakness that would disqualify you from the job (e.g., a salesman who hates to travel or a controller who hates details).
WHAT WOULD YOU DO IF….?
Your solution to whatever problem posed by the interviewer is not really as important as maintaining a positive attitude. Be inventive enough to have several possibilities. Ask questions to clarify the situation, and show you are aware of various possible mitigating variables.
WHY DO YOU WANT TO WORK FOR OUR COMPANY?
Respond with one or two positive personal statements related to the company, such as “I like working with a dynamic organization,” or “I have always wanted to be with an industry leader.”
WHY SHOULD THE COMPANY HIRE YOU?
This is one of the most often-asked questions. If you are not ready to answer any other question, this is the one to make sure you are prepared for. Summarize your experience and accomplishments in a concise manner, just like you did in the Experience section of your resume, and direct them toward the job and its requirements.
WHY ARE YOU LEAVING OR DID LEAVE YOUR PREVIOUS EMPLOYER?
Never bad mouth a previous employer or use negative clichés. By all means, be honest and use positive reasons. For example, you are seeking greater advancement opportunities; looking for a better financial package; want to relocate to a warmer climate; or want the challenge of new and greater responsibility. If you were terminated, put it in the best possible light. For example: “We had a difference of opinion on a particular matter (be specific). I have learned a great deal from that experience which I can use effectively here.” You do not want to appear to be a person who constantly moves from job to job, every time something goes a little wrong. Use reasons that the interviewer can relate to and identify with.
WHAT DID YOU LIKE MOST ABOUT YOUR PREVIOUS JOB?
Here is another opportunity to talk about your strengths that will be of value to the company. Be specific, talk about something you’ve accomplished. “I loved taking a concept and turning it into reality. For example, I was responsible for successfully developing a new merchandising program for all of our stores that would be directed more towards non-food items.” Be aware of the fact that you are giving the interviewer clues as to your strengths and weaknesses and about the type of atmosphere and projects that you like. The example above would be devastating for a person interviewing for a position where they could not have the opportunity to develop conceptual models.
YOU HAVE A WEAK FORMAL EDUCATION.
Turn the liability into an asset. Point out the training on the job and the real-life education you have had. Try not to be too strong or defensive, as it is very possible that the interviewer does have a strong formal education, and you don’t want to make any statement that will attack the value of their training. A good answer, if true, could include your track record in positions where you have worked alongside or over people with stronger academic credentials.
WHAT DO YOU DO IN YOUR SPARE TIME?
Highlight pastimes that would be an asset to the job you seek. Companies are looking for well-rounded individuals, and your outside activities reflect a whole other side to you. They also give added insights into your likes and aptitudes. For example, if you enjoy working with your home computer, you may be very analytical and enjoy cerebral challenges.
WHAT TYPE OF SALARY DID YOU HAVE IN MIND?
Try to deal with this question at the end of your interview, not the beginning. Let the employer decide that they want you first and make sure you want them. If this is one of the first questions, try to stall by suggesting that you would like to discuss the job itself first. I have counseled many people to wait until the end of the interview to discuss salary. Literally, there are many jobs that I personally would do and accept subsistent wages for in order to get the job, and others for which I would not accept for a million dollars a year. Judge the company and position before pinning yourself to a figure to see what you think the position is worth.
When you get around to discussing salary, make sure that you suggest a range rather than a specific figure. If you are asked what salary you were previously making, be honest – this is an easily verified answer. If the amount you were making was low but had exceptional benefits or other perks that were important to you, do not forget to mention them. Do not neglect to investigate the fringe benefit package. Often times it is better to have an extensive benefit package and a lower salary than have to pay excessive amounts for your family’s insurance, etc.
SILENCE.
You have finished your answer, waiting on the next question, and there is none. Instead, there is just plain silence. You feel uncomfortable – did you leave something out of the last answer? Do they want you to elaborate? Under no circumstances say anything else. Once you have answered the question, relax. Some interviewers use this technique to see how you can handle stress. If you have some questions to ask and the time is passing by quietly, take control and, with poise, ask your question.
PERSONAL QUESTIONS.
These are questions you do not really have to answer. You could tell the interviewer that the question is off limits or illegal, but this will likely antagonize them and leave you without a job offer. Usually, they have an underlying, not necessarily insidious, motive for asking. For example, “What does your husband do?” may translate into “Might your husband’s employer ask your family to relocate some time in the future?” Unless you are incensed by the nature of the question (in which case you should not answer it), it is best to honestly reply. If you decide that you don’t want to work for a company that asks that type of question, you do not have to accept the position. If you do not answer, you may never get the chance to say no. I do not suggest that you answer demeaning questions or put up with disgusting or impolite behavior. You don’t want to work for any company that condones or allows that type of activity. Just excuse yourself and leave.
DISCRIMINATORY QUESTIONS.
These are hybrids of the personal questions and are even more insidious. Questions like “Are you planning on getting married and having children in the future?” In response, simply ask a question like “Is that a prerequisite for this position?” Chances are, the interviewer will reconsider pressing the question, and you will both be out of the situation gracefully.
Other questions that might be asked:
WHAT DO YOU KNOW ABOUT THIS JOB AND THIS COMPANY?
WHAT IS YOUR UNDERSTANDING OF WHAT WE ARE LOOKING FOR?
WHAT WERE THE MOST DIFFICULT PROBLEMS YOU FACED?
HOW DID YOU DEAL WITH THEM?
WHAT ARE YOUR SHORT-TERM GOALS?
WHAT ARE YOU LOOKING FOR IN YOUR CAREER?
WHAT WERE YOUR BEST SUBJECTS IN SCHOOL?
YOUR BACKGROUND SUGGESTS THAT YOU ARE OVER-QUALIFIED FOR
THE POSITION – WHY WOULD YOU BE INTERESTED?
YOUR BACKGROUND SUGGESTS THAT YOU ARE UNDER-QUALIFIED FOR
THE POSITION – WHY DO YOU THINK YOU CAN HANDLE THE JOB?
WHAT IS YOUR MANAGEMENT PHILOSPHY?
WHAT DO YOU LOOK FOR IN PEOPLE?
HOW DO YOU HANDLE FIRING PEOPLE?
WHAT OTHER JOBS OR COMPANIES ARE YOU CONSIDERING?
ARE YOU CREATIVE?
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