Focus On Their Objectives: Make note of specific job requirements both before and during the interview.  Then use story telling to relate specific accomplishments, including results, that testify to the fact that you have the skill, knowledge, experience, and character needed.  You can also use demonstrated behaviors, such as going the extra mile, change agent, etc. based on performance and results from past assignments.

Also, early in the interview, especially if the type of person they are looking for is not clear, ask what kind of an individual they desire for the job.  Now you are armed with specifics about the candidate they are looking for and should take every advantage of emphasizing your proven qualities against those requirements using examples from your past career.  Remember, sometimes it’s easy to forget the purpose of the interview given the dynamics of the interaction.   Stick with their objectives and your achievements and communicate that you are the most qualified candidate for the job.

This tip was provided by James Simak, a coach here at 360JobInterview.com with over 20 years experience as a recruiter and hiring manager.  Find out more about James and schedule an appointment with him on his 360JobInterview.com Coach’s Profile.

We wrote last time about the need to use your nervous energy before a job interview in preparation, studying the company and yourself (view that post here).  In this second part, we’ll focus more on tips for the interview itself.

During the Interview

Listen for hints – The questions and comments from the interviewer will likely give you clues about their preferred traits. Without resorting to flattery, target your answers and questions to these highlighted areas. You may want to have a way to take notes during the interview to help.

Give examples – After giving a stellar answer to an interviewer’s question, there is nothing quite so powerful as giving a past example of how you followed your own advice/value/prioritization/approach. Be sure and have several examples in mind so you can easily pick the best few.

Ask questions – When I hired in the past, the most impressive candidates were those who asked intelligent, open-ended questions about my organization. This showed an interest as well as preparation. It also showed someone who was willing to think (a great addition to any team). I was never attracted to a passive interviewee who simply waited for the interview time to expire.

Ask for a tour of your potential work area if appropriate – This is a simple request but can yield several positive things. First, you get more first-hand, personal education about the company. Second, you can ask more questions to build trust with someone already employed by the company. Third, you show a genuine interest in the organization and how it runs. Fourth, you will pick up valuable culture clues to either encourage your job quest with the company or alternatively scare you away.

At the end of the interview, ask a clean-up question – Here are two examples to get you started.

• “Do you have any other questions about my background?”
• “Do you have any concerns about my background that I could address now?”

Say “thank you” – It amazes me how little this two-word phrase is heard. Use good manners before, during and after the interview. Assume EVERYBODY you meet in or near the company setting has a say in the hiring decision and treat them accordingly. It is impossible to always predict pockets of informal power.

There you have it, 6 tips to utilize during the job interview.  Would you have any others to add?  Please take a minute and share your thoughts in the comments below.

This post was written by Michael Friesen, a coach at 360JobInterview.com. He is the author of Expected End: What Culture Is, Why It Matters and How to Improve It. He is leadership coach and a former CFO and Budget Director for the U.S. government. You can schedule an interview with Michael on his 360JobInterview.com coach page.

Photo iStockPhoto © James Tutor

There’s an interesting post over at USA Today Workforce titled Offbeat Interview Questions Asked to Make You Think. The article gives several examples of questions that are designed to see how you think. Many of the examples are pretty extreme. If you have a moment, click over to the post and check it out.

Have you ever been asked any questions like these? Share some of the questions and your job interview experiences below and help others on the job search. And Thanks!

Interviewing with any company can be intimidating but preparation will help chase away some of the butterflies. Remember it is unusual for a company to hire a candidate who fits the job description 100%. View the position advertisement as a dream sheet. You should have a majority of the traits but just because you’re missing a few parts of the experience does not necessarily knock you out of contention.

Without trying to be too traditional, here are some interview thoughts gleaned from hands-on experience.

Before the Interview

Learn all you can about the company – This is much easier in our era of mega-search engines. Look for names, facts, figures, news, anything, etc.

• What are the recent big news items?
• What are the company’s major services or products?
• What are their guarantees?
• What are the approximate revenues?
• What are the customer service trends?
• Who are the big names?
• How do competitor companies look at your interviewing company?
• If you know somebody at the company, quiz them about the organization.
• If appropriate, see if you can make an appointment with someone at the company for your educational purposes (be careful with this one).

Play stump the dummy – Nothing personal … but prepare a list of the toughest questions you can create based on your intimate knowledge of your own profile. The idea is to train hard to make the actual interview seem easier. Be as tough as you can on yourself during the preparation and you will find yourself more confident at the real event. Here are a few starter questions and you can think of more.

• What is your core message related to the position?
• What are your top 3-5 strengths?
• What are your weaknesses? How do you manage around or offset them?
• What will be the most difficult areas of the new job for you?
• Why are you unique?
• How would you interview yourself if you wanted to paint the most complete picture?
• How will you make up any shortfalls in your experience as it relates to the ideal job description?
• What will you do if you are not selected for the position?
• Do you like the company enough to apply for more positions?
• How will you respond if salary comes up early?

In a future post, we’ll talk more about how to maximize your time during the interview.  To summarize, focus any nervous energy you have on preparation. Write it, say it, and think it (or any combination thereof). This will help with the actual interview and keep anxiety in check. Remember too that a little nervousness will help you be sharper in the interview as well. All the best!

And if you have any thoughts or ideas, take a minute and share your best ideas or experiences in the comments below.

This post was written by Michael Friesen, a coach at 360JobInterview.com.  He is the author of Expected End: What Culture Is, Why It Matters and How to Improve It.  He is a leadership coach and a former CFO and Budget Director for the U.S. government.  You can schedule an interview with Michael on his 360JobInterview.com coach page.

Photo iStockPhoto © Ken Kan

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Interviews today are focused on behavioral-based questions. A behavioral-based question is based on a dimension which is a required competency for the position.  In order to answer this question you will need to relate a previous experience to the interviewer’s question.

An example question might be, “Tell me about a time you had to resolve a customer’s problem? “

In this example the dimension is customer service.  Your response must be focused and to the point. A good way to do this is to practice your answer using these 4 elements to guide you in your response:

• Situation -What occurred that created the problem?
• Task- How did you plan do to resolve the issue?
• Action- What did you actually do, what resources did you need to resolve the issue
• Result- What was the outcome as a result of your action?

In your response cover each element in order.  In the Action step, focus on the actions you took, or “what did you do?”Often the interviewee will answer with what a group did as opposed to their role in a task or project. It takes practice to learn how to accentuate your accomplishments without sounding arrogant.

Companies put more emphasis on multiple interviews and the dimensions required to perform the job. Dimensions are not only on-the-job skill; they are also about job fit. T he interviewer scores the applicant responses which are later discussed by the hiring team to make a final determination to select the best candidate. This is done by scoring the interview with a (+,-) or a numerical value. If you do not answer the question you may receive no value which does not help with your score or getting the job. Usually the interview may ask 10 questions and possibly that could in turn be 30 questions by 3 interviewers.

The bottom line: Be a job interview star! Stick with the Situation – Task – Action – Result (STAR) methodology and focus on your personal accomplishments. Future posts will cover other dimensions and specific approaches for specific types of questions.

Need help now? Make an appointment with your own personal coach@360jobinterview where you can choose from over 300 experienced Human Resource professionals. Choose a pro in your field as they can coach you in developing your action plan.

So, you got the interview.  Congratulations!

Now what?  There is much to do my friend!

How long does it take to make a first impression? Not very long, believe me….the first 5 seconds is all you get.

How long does it take to change that bad first impression?  Basically – you can’t. It is done. You have that hurdle to deal with – and, oh by the way – you are there for an interview…..right?

Let’s discuss how to make that fabulous first impression!

It starts when you get the call to come in for the interview. Ask questions; repeat back the time and date they want to see you, and the location. Google map the location, if you are driving; check bus or train, or ferry  schedules; taxi cab availability etc. ; allow enough extra time. In case there is traffic, you won’t be late. Plan to arrive at least 15 minutes early. Do a dry run a few days before. Make sure your cell phone is charged – in case you are unavoidably delayed – you can call and let them know the reason.

Immediately, look at your wardrobe. You will need clean, pressed clothing that you are comfortable in – no tight fit or loose and baggy! You will be squirming to get comfortable and focus on rather than forming your great responses to their questions.

Casual culture, casual dress code? Go dressed professionally anyway – you are making an impression. Your attire needs to say “I am your person for the job”, regardless of whether it is a casual environment and very informal attire is the norm. Get the job first – then wear the jeans, or other casual clothes to work! There may be times when you are representing the company – and dressing professionally shows them you can dress up

If you don’t have adequate clothing – shop the consignment stores, the clearance sales, and outlet stores, to invest in an interview outfit or two. Get things that can mix and match with what you have, or get one great outfit  – and change it with different shirts, tops or other accessories, so it will look different, should you have more than one interview with the same company. Shoes need to be polished!!! NO flip flops!! If you can wear them when you get the job – great; but NOT before. Tone down the jewelry. Body piercings and tattoos should be covered up. Do not wear any jewelry that is noisy and clangs. You are going to an interview – not nightclubbing.

Let’s talk body preparation. Is your hair neat – or does it need a trim or shape up? Roots showing, color it;  touch up the gray by using a rinse, if you are worried about looking older than you feel; if you have wildly dyed hair color – get rid of it for the interview. Nails need to be clean with no ragged cuticles.   If you wear polish – insure it is not chipped or partially worn off. Facial hair needs to be neat and trimmed.

Do your hands get sweaty? Part of the first impression is to greet your interviewer with eye contact and a firm handshake (No knuckle crunching or limp and flimsy grasps please!). Eye contact and smiling are HUGE. You want to convey you are excited to be there, right? You need to demonstrate your confidence by looking them in the eye and smiling. Fake it until you feel it!

Hygiene: the worst first impression is having body odor or bad breath. Be sure to bathe/shower before the interview; clean hair, use deodorant, brush your teeth, and use mouthwash. Our body chemistry changes when we get nervous. (Carry mints to refresh before you sign in; go to the restroom and wash your hands and dry them completely).

Let’s face it – interviewing is nerve-wracking. It doesn’t have to be. Preparation and confidence can do wonders towards diminishing your anxiety. After all, you are interviewing them just as much as they are interviewing you. They don’t have all the power here! You want to ask them questions (again being prepared in advance: look them up online; study their website; what impact to their business has occurred, and how have they fared in this downturned economy?)More on this topic to come – stay tuned to this blog site for more suggestions on preparation for the interview.

Photo © Jacob Wackerhausen iStockphoto

“What are your strengths?”

How many times have you heard that question in an interview? There are few things that are more predictable in an employment interview than questions about your strengths and weaknesses, so I’m sure you’ve spent considerable time examining your answer to these questions….right?

OK, I know you have, but you would be surprised at how many candidates “wing it” when it comes to answering these (and other) common questions. Think about this for just a minute: if you consistently answer the same questions the same way, and have not yet been hired, should you rethink your answers….? (I’m just sayin’.)

Savvy interviewers ask these questions for a couple of reasons. First and foremost, they want to see how you respond. Do you spit out a standard answer that shows little or no thought? Are you confident or shy? Do you stumble over your response? Are you contemplative? Are you genuine or putting on a show? Consider that how you answer is often just as important as what you say.

Second, a good interviewer doesn’t stop with the initial question, but continues to explore your answers with additional questions that probe a little deeper. This allows the interviewer to discover how genuine your answers are, and how you deal with the stress of being pushed a bit. If you chose to regurgitate one of the canned responses available in those interview self-help books, the follow-up questions could pose a bit of a problem.

The best way to deal with the standard “What are your strengths?” question is to find out the true answer. My suggestion is to get a DiSC® profile (available online for $25 to $30) and read carefully through the analysis of your behavioral style. This assessment will provide a number of clues to the work environment you prefer, and will highlight your potential strengths and weaknesses. This exercise will allow you to answer the question and provide objective confirmation.

A second online test that I highly recommend you complete is the Clifton StrengthsFinder®. You can buy the book and take the online assessment for about $14. This assessment will provide tremendous insight into your workplace strengths and give you additional ideas about what occupations or positions will best capitalize on those strengths. This information will not only provide excellent material for answering the “strengths” question, but it will also help you understand exactly what jobs fit you best.

Avoid the trap of preparing for interviews by studying the “pat” answers to interview questions. Instead, spend that time learning about yourself and improving the skills you need to get the job you’re looking for.

360WorkForce is the newest and most innovative service provided by the creative minds of Jeff Garber, CEO, and Dan Fedrizzi, COO.  In an era plagued with a volatile job market and constantly evolving landscape, 360WorkForce is delivering what employers everywhere didn’t know they couldn’t live without.

As a client of 360WorkForce, Cathy Avallone, Vice-President of Human Resources for hhgregg was kind enough to allow me to interview her regarding her experience with this exciting new product.

Q.  Cathy, how would you compare your experience with 360WF to more traditional recruiting methods?

A. Like many companies working with very lean HR staffs, I don’t have a designated recruiter.  The people on my staff wear many hats and have more than they can get done in a day.  Once we were assigned an HR professional that met our needs, the process was very smooth.  We did not incur the typical costs that traditional recruiters charge and had all the information on our designated portal of the 360 website available 24/7.

Q.  What were the biggest challenges and what were the biggest advantages?

A. We are a unique retailer with very specific needs. Probably, the biggest challenge was getting on the same page regarding what we were actually looking for.  We are opening several new stores in new geographic regions, so this was a learning experience for all of us.  Once we were able to articulate what we wanted and our HR partner understood the criteria, it was like having an extension of the team, as opposed to just a vendor. I suppose that is the biggest advantage, along with being able to actually view a recorded screening interview.  So many times you bring people in having not met them and it is a total waste of time. That would not happen with this process.

Q.  As a service provider, was there transparency throughout the staffing process?

A. From the client side, I was able to log-in, review any or all resumes that were submitted, review notes and recommend who I wanted to be interviewed via a recorded Skype interview.  I was notified when the recorded screening interviews were available and was able to watch a 30 minute screening interview, which was very valuable.  Our HR resource also provided great notes and things she saw that were valuable to determining who to bring in for a face-to-face interview.

Q.  Did you find the quality of the candidates met your requirements?

A. Of the 5 we brought in for face-to-face interviews, 3 were made offers.

Q.  Would you recommend 360WorkForce to other companies?

Yes, I would recommend 360WF to other companies.  It is a great concept. I think it is especially beneficial when you are working with fewer resources than you need internally.  I loved being able to view the recorded screening interviews, which is a huge advantage.  I can’t stress enough the value and importance of the relationship between the employer and the HR resource.  I believe it is a cost effective way to enhance your staffing process.

So, there you have it – straight from the client.

The “Johari window” (pronounced Joe-HAWR-ee) is a psychological model that was created by Joseph Luft and Harry Ingham in the 1950s to help people better understand their interpersonal relationships. It’s a pretty simple model, but profound in helping individuals understand how they are perceived by others – and how that perception varies from one’s own perception.

The quadrants (see graphic) are as follows:

• What is known by self and known by others (public arena)
• What is known by self but unknown by others (private arena)
• What is known by others but unknown by self (blind spot)
• What is unknown by self and unknown by others (unknown arena)

The two key quadrants for any individual are the two that are “unknown by self.” These quadrants would illustrate what  someone means when they say, “I don’t know what I don’t know.” If other people know it or observe it, however, this is described as your blind spot – what other people see in you that you don’t see in yourself.

As you mature, one of your objectives is to make your blind spot as small as possible. In other words, you want to have a high degree of self-awareness. At some point in time, you have probably heard someone described as having no “social awareness,” meaning they say or do things in public that are out of place. Typically, they have little awareness of the issue.

How does this apply in your job search? Simple. The smaller your blind spot – in other words, the higher your self-awareness – the more mature you will be perceived, and the more accurate you will be in representing yourself. The problem with many interview questions is that you cannot answer them from an outsider’s viewpoint – you can only answer them as you have awareness of the topic. For example, an interviewer may ask, “What is your biggest weakness?” Really?? Like I would know? My biggest weakness is probably the one I am not aware of!

My suggestion is to talk to three or four people you can trust and have a discussion about your “blind spot.” Start this way: Use the table of words below and have them pick out six or seven words that best describe you, while you independently pick out the six or seven words you think best describe you. Then compare.

• The words you both pick are in your public arena.
• The words you pick and the other person doesn’t are in your private domain.
• The words the other person picks and you don’t occupy your blind spot.

Don’t rush to defend yourself or explain the other person’s observations. Instead, ask for details; ask how you might improve. Then use that knowledge to make yourself a better candidate.

Johari Window Word Choices