NefZone

Datawarehousing Professionals - FRESHER (0-1 yrs.)

2007-01-03T03:37:00.000-08:00

HIFY CALL ZONE

Designation: Datawarehousing Professionals - FRESHER

Company: HIFY CALL ZONE

Company Details:
HIFY CALL ZONE offers a spectrum HR services to the Indian industry in the areas of Information technology,IT Business solutions,IT Enabled Services & Finance.

Type of Job:
To Design & develop a large data warehouse and data marts for integrated global data access across platforms.

Walkin Immediately with 2 hard copies of resume to below address. Fwd Your resume to hify_dw@yahoo.co.in

Desired Work Profile:
Any Graduate preferably in computer science, engineering, IT, finance, accounting or related field with trained in datawarehousing or knowledge with the following skills can apply.

Should have knowledge in RDBMS Oracle,PL/SQL.

Experience : 0-1 years

Industry Type: Software Services

Functional Area: IT Software

Location: Chennai

Education : UG - Any Graduate - Any Specialization
PG - Any PG Course - Any Specialization

Keywords: Fresher , RDBMS , Oracle , PL / Sql , Sql Server , Oracle DBA , Sql Server DBA , Java , J2EE , Unix , Informatica , Data Stage , Cognos , Business Objects , Datawarehousing , data mining

Contact Information:-
Name: Sathya
Email : hify_cv@yahoo.co.in
Telephone : 91-44-9841311813
Website : Not Mentioned

Address
Hify Call Zone
34/27,First Floor
Damodara Moorthy Rd,Kilpauk
(Near To kilpauk garden signal)
Chennai - Tamilnadu ,INDI 600010

Software Project Trainee - ERP (0-0 yrs.)

2007-01-03T03:35:00.000-08:00

Miracle Corporate Solutions Pvt. Ltd.

Designation: Software Project Trainee - ERP

Company: Miracle Corporate Solutions Pvt. Ltd.

Company Details:
Miracle is a leader in providing state-of-the-art-technology in ERP (Module - HRMS,SD,FICO,MM,PM) by CORPORATE PROJECT LEADERS of CMM level 5 Companies and technical Placement etc. http://www.miracleindia.com /enquiryform.aspx

Type of Job:
Learn Technologies by Corporate Project Leader Of CMM level 5 Companies with Exposer Of Industrial Live Project Only MCA / M.Sc / BE/ B Tech/ M Tech/Blevel Passout apply,--- MIRACLE 0120-3058446/7 ,9891231590(SMS)

Desired Work Profile:
Advance Workshops in (Industrial Project) - ERP (MODULE - HRMS,SD,FICO,MM,PM)

Experience : 0 years

Industry Type: Software Services

Functional Area: IT Software

Location: Delhi/NCR

Education : UG - B.Tech/B.E. - Any Specialization
PG - M.Sc - Any Specialization;M.Tech - Any Specialization;MCA - Computers

Keywords: software , trainee , software trainee, software project trainee , software engineer , software developer , ERP , HRMS , SD , FICO , MM , PM, training

Contact Information:-
Name: Prateek
Email : consultant@miracleindia.com
Telephone : 0120-3058446,3058447
Website : http://www.miracleindia.com

Networking Engineer: PUNE (0-0 yrs.)

2007-01-03T03:33:00.000-08:00

A Major Client of THEEKSHAN PLACEMENTS

Designation: Networking Engineer

Company:A Major Client of THEEKSHAN PLACEMENTS

Company Details:
One of the Major Leading Reputed IT Company.

Type of Job:
A candidate should be well familiar with Networking Engineering

Desired Work Profile:
B.Sc / M.Sc / BCA / MCA / BE / B.Tech / M.Tech

Industry Type: IT-Hardware / Networking

Functional Area: IT Software

Location: Pune

Education : UG - B.Sc - Any Specialization;B.Tech/B.E. - Any Specialization;BCA - Computers
PG - M.Sc - Any Specialization;M.Tech - Any Specialization;MCA - Computers

Keywords: Networking Engineer

Contact Information:-
Name: resume@theekshanplacements.com
Email : resume@theekshanplacements.com
Website : resume@theekshanplacements.com

Junior Software Engineer (0-5 yrs.)-- Websol

2007-01-03T03:31:00.000-08:00

Websol

Designation: Junior Software Engineer

Company: Websol

Company Details:
Outsourcing,Staffing and consulting

Type of Job:
Skills: LAMP technologies & Java ,php
The applicant should have 2+ yrs of experiance in the relevant technologies.
apply direct to
www.websol.co.in/jobs.asp

Desired Work Profile:
Good coding skills in java,php,mysql and java jsp

Experience : 0-5 years

Industry Type: Software Services

Functional Area: IT Software

Location: Gorakhpur, Kanpur, Lucknow, Mathura, Meerut, Moradabad, Noida, Varanasi

Education : UG - Any Graduate - Any Specialization PG - Post Graduation Not Required

Keywords: JAva , php , mysql , java , jsp

Compensation : Rupees. 300000 - 650000

KNOWX INNOVATIONS PRIVATE LIMITED Walk-in FRESHERS

2006-12-28T02:21:00.000-08:00

PROJECT TRAINEE ENGINEERS(freshers)

Location : BANGALORE

Eligibility: BE / BTECH / MTECH / MSC

Details:

KNOWX INNOVATIONS PRIVATE LIMITED IS INTO DEVELOPMENT AND OUTSOURCING SOFTWARE PROFESSIONALS TO MNC'S IN INDIA AND ABROAD.

COMPANY WORKS ON EMBEDDED TECHNOLOGIES ONLY.

HIRES CANDIDATES CERTIFIED ON EMBEDDED SYSTEMS ALSO.

How to Apply:
FORWARD RESUME TO hrm@knowxindia.com
OR
CALL SANJAY ON 9945696526

Address:
no, 56/56,
2nd floor,pushpagiri complex,
opp water tank,
vijayanagar bus stand,
vijayanagar,
Bangalore.

Website: www.knowxindia.com

Software Trainee - Astergate Solutions

2006-12-28T02:19:00.000-08:00

Astergate Solutions

Designation: Astergate Solutions

Company: Astergate Solutions

Company Details:
It's a leading Software consulting company

Type of Job:
Only 2005/2006 BE/BTech(CS/IT)MCA,MSc(CS/IT)

RE:SKILL:C,C++,Java(OOPS)

Candidates Must have excellant communication

WALK IN: 28th December

VENUE: Astergate Solutions Pvt.Ltd.Df1,Race Course Srishti, # 10, Five Furlong Road,
Guindy, Chennai-6

Desired Work Profile:
For More Details Contact:
1. Mahesh 9994463767

2. Vivek 9894613364

3. Bharath 22445015

Experience : 0 years

Industry Type: Software Services

Functional Area: IT Software

Location: Chennai

Education : UG - B.Tech/B.E. - Computers
PG - M.Sc - Computers;MCA - Computers

Keywords: C , C++ , JAVA

Contact Information:-
Name: Not Mentioned
Email : jobs@astergatesolutions.com
Telephone : Not Mentioned
Fax :
Website : http://www.astergatesolutions.com

Address
Not Mentioned

Sap Trainees - High Technologies Solutions

2006-12-28T02:17:00.000-08:00

High Technologies Solutions

Designation: Sap Trainees (ABAP/4, HR,FI/CO, SD, MM & Basis)

Company: High Technologies Solutions

Company Details:
High Technologies Solutions is a leading Training Institute in SAP,Mainframe, AS400,J2EE,.NET, Testing Tools technology, Oracle Apps 11i & Data Warehousing

Type of Job:
We need B.E, B.tech, M.tech, B.com, MBA For Training Programe on Sap(MM, PP, FI/CO, PM, HR, SD, ABAP/4 & Sap Basis)

The Training is given only through Industry Professionals.

Desired Work Profile:
Desired Profile Desired Profile Should be B.Tech, B.E, M.E, M.Sc,M.Tech,M.C.A, B.C.A with good communication skills for our training and recruitment programe .

Experience & Course Certificates would be given

Experience : 0-3 years

Industry Type: Software Services

Functional Area: IT Software

Location: Delhi, Delhi/NCR

Education : UG - Any Graduate - Any Specialization
PG - Any PG Course - Any Specialization

Keywords: sap, ERP, CRM, ABAP / 4, MM, HR, SD, FI / CO, SAP BASIS, Oracle, S & D, SDM, Freshers, Jobs, ERP / CRM

Contact Information:-
Name: Veena Singh
Email : info@htsworld.net
Telephone : Not Mentioned
Website : http://www.htsworld.net

Address
High Technologies Solutions

Walkin Interview @ HCL in Bangalore on 6th Jan 2007

2006-12-28T02:14:00.000-08:00

Walkin/Interview Details:

Date: 6th Jan 2007

Venue:
HCL Technologies Ltd
“The Senate”
33/1, Ulsoor Road.
Bangalore-42.

Tel: 41906000

IT - Microsoft Technologies

Senior engineer/ Software Engineer

Skills:
-VB, SQL Server
-With Excellent communication skills and Good interpersonal skills

Exp: 4 - 8 years

IT - Database Technologies

SE/SSE/TL/PL

Skills:
- Developing PLSQL on Oracle 8i, 9i and 10g unix shell scripting, perl.

- 3+ PLSQL stored procedure development, Triggers, Indeces, Stored procedures and functions,Understanding of data modeling concepts. Temporary tables and distributed transactions across multiple stored procedure calls,migration scripting, reconciling, reporting. With Excellent communication skills and Good interpersonal skills.

Experience : 3-8 Yrs EXP

Oracle Pl sql unix production support :

Positions: SE/SSE/TL/PL

Skills:
Production support, Flexible to work in shifts & Support.

With Excellent communication skills and Good interpersonal skills.

Exp : 2-9 Yrs Exp

Oracle DBA

Positions: SE/SSE/TL/PL

Exp : 2-8 yrs

HealthAsyst Pvt Ltd

2006-12-28T02:12:00.000-08:00

Designation: Walkin for Fresher on 3rd Jan 07 with HealthAsyst Pvt Ltd

Company: HealthAsyst Pvt Ltd

Company Details:
HealthAsyst is a Bangalore based software company primarily focused in the Healthcare domain for the US market. We are expanding our off-shore operations and are in the process of setting up our second facility in Bangalore. Please visit our web site for more details about the company.

HealthAsyst's compensation is amongst the best in the industry. Compensation will not be a limitation for deserving candidates.

Kindly send in your resumes to freshers@healthasyst.com

Type of Job:
We are looking for Engineering graduates from 2005 and 2006 batches who have secured a aggregate percentage of 60% or more. The candidates must possess good communication and presentation skills.
The Candidates will have to work on the Development Projects

Desired Work Profile:
We have a very stringent selection process comprising of written tests, group discussions and personal interviews. The selected candidates will be put through a rigorous training programme covering technology, SDLC, Quality processes, product. Candidates called in for the interview must bring with them their school, college, degree certificates and their resumes.

Experience : 0 years

Industry Type:Software Services

Functional Area: IT Software

Location: Bangalore

Education : UG - B.Tech/B.E. - Any Specialization
PG - Any PG Course - Any Specialization

Contact Information:-
Name: Malini Lakshman
Email : freshers@healthasyst.com
Telephone : Not Mentioned
Website : http://www.healthasyst.com

Address
HealthAsyst

Websol

2006-12-28T02:05:00.000-08:00

Designation: Php Developers

Company: Websol

Company Details:
Outsourcing,Staffing and consulting

Type of Job:
Php developers with php and mysql 1+ yrs exp prefered apply direct to
www.websol.co.in/jobs.asp

Desired Work Profile:
A coder good in php and mysql

Experience : 0-5 years

Industry Type: Software Services

Functional Area: IT Software

Location: Ahmedabad, Bangalore, Chennai, Delhi, Hyderabad / Secunderabad, Kolkata, Mumbai, Pune

Education : UG - Any Graduate - Any Specialization
PG - Post Graduation Not Required

Keywords: Php , Mysql , PHP , MYSQL

Contact Information:-
Name: Not Mentioned
Email : Not Mentioned
Website : websol.co.in

Address
Not Mentioned

ITS Infotech

2006-12-28T02:02:00.000-08:00

Designation: Software Trainee - Fresher

Company: ITS Infotech

Company Details:
ITS Infotech has a strong business model which helps clients to reduce time and cost in their business processes.

Relying on rich client feedback which is extremely valuable to us. We constantly stive to build better services. The constant flow of information between ITS Infotech and our clients has helped us build strong relationships.

Our success comes from our ability to understand client needs and quickly respond with qualified and quality minded technical professionals. We are constantly working towards exceeding our client's expectation, taking care of our employees and being responsible to the communities in which we live and work.

Type of Job:
Software Trainee - Fresher

Desired Work Profile:
Basic eligibility criteria : 2006 passout graduates ONLY

All shortlisted candidate will be sent a confirmation mail alongwith the Register Number, Venue and timing for the Written test and Interviews thereafter, in case shortlisted in the test.

Experience : 0 - 1 years

Industry Type: Software Services

Functional Area: IT Software

Location: Bangalore, Chennai, Hyderabad / Secunderabad

Education : BE/B.Tech/MCa

Contact Information:-
Interested candiates please send your latest resume to freshers@itsinfotech.org

100 Potential HR Interview Questions

2006-12-28T00:47:00.000-08:00

Why should I hire you from the outside when I could promote someone from within?
Help him see the qualifications that only you can offer.

Example: “In general, I think it’s a good policy to hire from within – to look outside probably means you’re not completely comfortable choosing someone from inside.

“Naturally, you want this department to be as strong as it possibly can be, so you want the strongest candidate. I feel that I can fill that bill because…(then recap your strongest qualifications that match up with his greatest needs).”

Tell me something negative you’ve heard about our company…
Just remember the rule – never be negative – and you’ll handle this one just fine.

On a scale of one to ten, rate me as an interviewer.
Once again, never be negative. The interviewer will only resent criticism coming from you. This is the time to show your positivism.

However, don’t give a numerical rating. Simply praise whatever interview style he’s been using.

If he’s been tough, say “You have been thorough and tough-minded, the very qualities needed to conduct a good interview.”

If he’s been methodical, say, “You have been very methodical and analytical, and I’m sure that approach results in excellent hires for your firm.”

In other words, pay him a sincere compliment that he can believe because it’s anchored in the behavior you’ve just seen.

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100 Potential HR Interview Questions

2006-12-28T00:46:00.000-08:00

“The Opinion Question” – What do you think about …Abortion…The President…The Death Penalty…(or any other controversial subject)?
In all of these instances, just remember the tale about student and the wise old rabbi. The scene is a seminary, where an overly serious student is pressing the rabbi to answer the ultimate questions of suffering, life and death. But no matter how hard he presses, the wise old rabbi will only answer each difficult question with a question of his own.

In exasperation, the seminary student demands, “Why, rabbi, do you always answer a question with another question?” To which the rabbi responds, “And why not?”

If you are ever uncomfortable with any question, asking a question in return is the greatest escape hatch ever invented. It throws the onus back on the other person, sidetracks the discussion from going into an area of risk to you, and gives you time to think of your answer or, even better, your next question!

In response to any of the “opinion” questions cited above, merely responding, “Why do you ask?” will usually be enough to dissipate any pressure to give your opinion. But if your interviewer again presses you for an opinion, you can ask another question.

Or you could assert a generality that almost everyone would agree with. For example, if your interviewer is complaining about politicians then suddenly turns to you and asks if you’re a Republican or Democrat, you could respond by saying, “Actually, I’m finding it hard to find any politicians I like these days.”
(Of course, your best question of all may be whether you want to work for someone opinionated.)

If you won $10 million lottery, would you still work?
This type of question is aimed at getting at your bedrock attitude about work and how you feel about what you do. Your best answer will focus on your positive feelings.

Example: “After I floated down from cloud nine, I think I would still hold my basic belief that achievement and purposeful work are essential to a happy, productive life. After all, if money alone bought happiness, then all rich people would be all happy, and that’s not true.

“I love the work I do, and I think I’d always want to be involved in my career in some fashion. Winning the lottery would make it more fun because it would mean having more flexibility, more options...who knows?”

“Of course, since I can’t count on winning, I’d just as soon create my own destiny by sticking with what’s worked for me, meaning good old reliable hard work and a desire to achieve. I think those qualities have built many more fortunes that all the lotteries put together.”

Looking back on your last position, have you done your best work?
To cover both possible paths this question can take, your answer should state that you always try to do your best, and the best of your career is right now. Like an athlete at the top of his game, you are just hitting your career stride thanks to several factors. Then, recap those factors, highlighting your strongest qualifications.

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100 Potential HR Interview Questions

2006-12-28T00:44:00.000-08:00

The “Secret” Illegal Question
Much more frequent than the Illegal question (see Question 55) is the secret illegal question. It’s secret because it’s asked only in the interviewer’s mind. Since it’s not even expressed to you, you have no way to respond to it, and it can there be most damaging.

Example: You’re physically challenged, or a single mother returning to your professional career, or over 50, or a member of an ethnic minority, or fit any of a dozen other categories that do not strictly conform to the majority in a given company.

Your interviewer wonders, “Is this person really able to handle the job?”…”Is he or she a ‘good fit’ at a place like ours?”…”Will the chemistry ever be right with someone like this?” But the interviewer never raises such questions because they’re illegal. So what can you do?

ANSWER: Remember that just because the interviewer doesn’t ask an illegal question doesn’t mean he doesn’t have it. More than likely, he is going to come up with his own answer. So you might as well help him out.

How? Well, you obviously can’t respond to an illegal question if he hasn’t even asked. This may well offend him. And there’s always the chance he wasn’t even concerned about the issue until you brought it up, and only then begins to wonder.

So you can’t address “secret” illegal questions head-on. But what you can do is make sure there’s enough counterbalancing information to more than reassure him that there’s no problem in the area he may be doubtful about.

For example, let’s say you’re a sales rep who had polio as a child and you need a cane to walk. You know your condition has never impeded your performance, yet you’re concerned that your interviewer may secretly be wondering about your stamina or ability to travel. Well, make sure that you hit these abilities very hard, leaving no doubt about your capacity to handle them well.

So, too, if you’re in any different from what passes for “normal”. Make sure, without in any way seeming defensive about yourself that you mention strengths, accomplishments, preferences and affiliations that strongly counterbalance any unspoken concern your interviewer may have.

What was the toughest part of your last job?
State that there was nothing in your prior position that you found overly difficult, and let your answer go at that. If pressed to expand your answer, you could describe the aspects of the position you enjoyed more than others, making sure that you express maximum enjoyment for those tasks most important to the open position, and you enjoyed least those tasks that are unimportant to the position at hand.

How do you define success…and how do you measure up to your own definition?
Give a well-accepted definition of success that leads right into your own stellar collection of achievements.

Example: “The best definition I’ve come across is that success is the progressive realization of a worthy goal.”

“As to how I would measure up to that definition, I would consider myself both successful and fortunate…”(Then summarize your career goals and how your achievements have indeed represented a progressive path toward realization of your goals.)

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100 Potential HR Interview Questions

2006-12-28T00:42:00.000-08:00

Sell me this stapler…(this pencil…this clock…or some other object on interviewer’s desk).
Of course, you already know the most important secret of all great salesmanship – “find out what people want, then show them how to get it.”
If your interviewer picks up his stapler and asks, “sell this to me,” you are going to demonstrate this proven master principle. Here’s how:

“Well, a good salesman must know both his product and his prospect before he sells anything. If I were selling this, I’d first get to know everything I could about it, all its features and benefits.”

“Then, if my goal were to sell it you, I would do some research on how you might use a fine stapler like this. The best way to do that is by asking some questions. May I ask you a few questions?”

Then ask a few questions such as, “Just out of curiosity, if you didn’t already have a stapler like this, why would you want one? And in addition to that? Any other reason? Anything else?”

“And would you want such a stapler to be reliable?...Hold a good supply of staples?” (Ask more questions that point to the features this stapler has.)

Once you’ve asked these questions, make your presentation citing all the features and benefits of this stapler and why it’s exactly what the interviewer just told you he’s looking for.

Then close with, “Just out of curiosity, what would you consider a reasonable price for a quality stapler like this…a stapler you could have right now and would (then repeat all the problems the stapler would solve for him)? Whatever he says, (unless it’s zero), say, “Okay, we’ve got a deal.”

NOTE: If your interviewer tests you by fighting every step of the way, denying that he even wants such an item, don’t fight him. Take the product away from him by saying, “Mr. Prospect, I’m delighted you’ve told me right upfront that there’s no way you’d ever want this stapler. As you well know, the first rule of the most productive salespeople in any field is to meet the needs of people who really need and want our products, and it just wastes everyone’s time if we try to force it on those who don’t. And I certainly wouldn’t want to waste your time. But we sell many items. Is there any product on this desk you would very much like to own…just one item?” When he points something out, repeat the process above. If he knows anything about selling, he may give you a standing ovation.

“The Salary Question” – How much money do you want?
For maximum salary negotiating power, remember these five guidelines:

Never bring up salary. Let the interviewer do it first. Good salespeople sell their products thoroughly before talking price. So should you. Make the interviewer want you first, and your bargaining position will be much stronger.

If your interviewer raises the salary question too early, before you’ve had a chance to create desire for your qualifications, postpone the question, saying something like, “Money is important to me, but is not my main concern. Opportunity and growth are far more important. What I’d rather do, if you don’t mind, is explore if I’m right for the position, and then talk about money. Would that be okay?”

The #1 rule of any negotiation is: the side with more information wins. After you’ve done a thorough job of selling the interviewer and it’s time to talk salary, the secret is to get the employer talking about what he’s willing to pay before you reveal what you’re willing to accept. So, when asked about salary, respond by asking, “I’m sure the company has already established a salary range for this position. Could you tell me what that is?” Or, “I want an income commensurate with my ability and qualifications. I trust you’ll be fair with me. What does the position pay?” Or, more simply, “What does this position pay?”

Know beforehand what you’d accept. To know what’s reasonable, research the job market and this position for any relevant salary information. Remember that most executives look for a 20-25%$ pay boost when they switch jobs. If you’re grossly underpaid, you may want more.

Never lie about what you currently make, but feel free to include the estimated cost of all your fringes, which could well tack on 25-50% more to your present “cash-only” salary.

The Illegal Question
Illegal questions include any regarding your age…number and ages of your children or other dependents…marital status…maiden name…religion…political affiliation…ancestry…national origin…birthplace…naturalization of your parents, spouse or children…diseases…disabilities…clubs…or spouse’s occupation…unless any of the above are directly related to your performance of the job. You can’t even be asked about arrests, though you can be asked about convictions.

ANSWER: Under the ever-present threat of lawsuits, most interviewers are well aware of these taboos. Yet you may encounter, usually on a second or third interview, a senior executive who doesn’t interview much and forgets he can’t ask such questions.

You can handle an illegal question in several ways. First, you can assert your legal right not to answer. But this will frighten or embarrass your interviewer and destroy any rapport you had.

Second, you could swallow your concerns over privacy and answer the question straight forwardly if you feel the answer could help you. For example, your interviewer, a devout Baptist, recognizes you from church and mentions it. Here, you could gain by talking about your church.

Third, if you don’t want your privacy invaded, you can diplomatically answer the concern behind the question without answering the question itself.

Example: If you are over 50 and are asked, “How old are you?” you can answer with a friendly, smiling question of your own on whether there’s a concern that your age my affect your performance. Follow this up by reassuring the interviewer that there’s nothing in this job you can’t do and, in fact, your age and experience are the most important advantages you offer the employer for the following reasons…

Another example: If asked, “Do you plan to have children?” you could answer, “I am wholeheartedly dedicated to my career“, perhaps adding, “I have no plans regarding children.” (You needn’t fear you’ve pledged eternal childlessness. You have every right to change your plans later. Get the job first and then enjoy all your options.)

Most importantly, remember that illegal questions arise from fear that you won’t perform well. The best answer of all is to get the job and perform brilliantly. All concerns and fears will then varnish, replaced by respect and appreciation for your work.

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100 Potential HR Interview Questions

2006-12-28T00:40:00.000-08:00

Have you consider starting your own business?
Again it’s best to:
Gauge this company’s corporate culture before answering and…

Be honest (which doesn’t mean you have to vividly share your fantasy of the franchise or bed-and-breakfast you someday plan to open).

In general, if the corporate culture is that of a large, formal, military-style structure, minimize any indication that you’d love to have your own business. You might say, “Oh, I may have given it a thought once or twice, but my whole career has been in larger organizations. That’s where I have excelled and where I want to be.”

If the corporate culture is closer to the free-wheeling, everybody’s-a-deal-maker variety, then emphasize that in a firm like this, you can virtually get the best of all worlds, the excitement of seeing your own ideas and plans take shape…combined with the resources and stability of a well-established organization. Sounds like the perfect environment to you.

In any case, no matter what the corporate culture, be sure to indicate that any desires about running your own show are part of your past, not your present or future.

The last thing you want to project is an image of either a dreamer who failed and is now settling for the corporate cocoon…or the restless maverick who will fly out the door with key accounts, contacts and trade secrets under his arms just as soon as his bankroll has gotten rebuilt.

Always remember: Match what you want with what the position offers. The more information you’ve uncovered about the position, the more believable you can make your case.

What are your goals?
Many executives in a position to hire you are strong believers in goal-setting. (It’s one of the reason they’ve achieved so much). They like to hire in kind.

If you’re vague about your career and personal goals, it could be a big turnoff to may people you will encounter in your job search.

Be ready to discuss your goals for each major area of your life: career, personal development and learning, family, physical (health), community service and (if your interviewer is clearly a religious person) you could briefly and generally allude to your spiritual goals (showing you are a well-rounded individual with your values in the right order).

Be prepared to describe each goal in terms of specific milestones you wish to accomplish along the way, time periods you’re allotting for accomplishment, why the goal is important to you, and the specific steps you’re taking to bring it about. But do this concisely, as you never want to talk more than two minutes straight before letting your interviewer back into the conversation.

What do you for when you hire people?
Speak your own thoughts here, but for the best answer weave them around the three most important qualifications for any position.

Can the person do the work (qualifications)?

Will the person do the work (motivation)?

Will the person fit in (“our kind of team player”)?

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100 Potential HR Interview Questions

2006-12-28T00:39:00.000-08:00

How many hours a week do you normally work?
If you are in fact a workaholic and you sense this company would like that: Say you are a confirmed workaholic, that you often work nights and weekends. Your family accepts this because it makes you fulfilled.

If you are not a workaholic: Say you have always worked hard and put in long hours. It goes with the territory. It one sense, it’s hard to keep track of the hours because your work is a labor of love, you enjoy nothing more than solving problems. So you’re almost always thinking about your work, including times when you’re home, while shaving in the morning, while commuting, etc.

What’s the most difficult part of being a (job title)?
First, redefine “difficult” to be “challenging” which is more positive. Then, identify an area everyone in your profession considers challenging and in which you excel. Describe the process you follow that enables you to get splendid results…and be specific about those results.

Example: “I think every sales manager finds it challenging to motivate the troops in a recession. But that’s probably the strongest test of a top sales manager. I feel this is one area where I excel.”

“When I see the first sign that sales may slip or that sales force motivation is flagging because of a downturn in the economy, here’s the plan I put into action immediately…” (followed by a description of each step in the process…and most importantly, the exceptional results you’ve achieved.).

The “Hypothetical Problem”
Instead, describe the rational, methodical process you would follow in analyzing this problem, who you would consult with, generating possible solutions, choosing the best course of action, and monitoring the results.

Remember, in all such, “What would you do?” questions, always describe your process or working methods, and you’ll never go wrong.

What was the toughest challenge you’ve ever faced?
This is an easy question if you’re prepared. Have a recent example ready that demonstrates either:

A quality most important to the job at hand; or

A quality that is always in demand, such as leadership, initiative, managerial skill, persuasiveness, courage, persistence, intelligence, etc.

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100 Potential HR Interview Questions

2006-12-28T00:37:00.000-08:00

You’ve been with your firm a long time. Won’t it be hard switching to a new company?
To overcome this objection, you must point to the many ways you have grown and adapted to changing conditions at your present firm. It has not been a static situation. Highlight the different responsibilities you’ve held, the wide array of new situations you’ve faced and conquered.

As a result, you’ve learned to adapt quickly to whatever is thrown at you, and you thrive on the stimulation of new challenges.

To further assure the interviewer, describe the similarities between the new position and your prior one. Explain that you should be quite comfortable working there, since their needs and your skills make a perfect match.

May I contact your present employer for a reference?
Express your concern that you’d like to keep your job search private, but that in time, it will be perfectly okay.

Example: “My present employer is not aware of my job search and, for obvious reasons; I’d prefer to keep it that way. I’d be most appreciative if we kept our discussion confidential right now. Of course, when we both agree the time is right, then by all means you should contact them. I’m very proud of my record there.

Give me an example of your creativity (analytical skill…managing ability, etc.)
Remember from Question 2 that you should commit to memory a list of your greatest and most recent achievements, ever ready on the tip of your tongue.

If you have such a list, it’s easy to present any of your achievements in light of the quality the interviewer is asking about. For example, the smashing success you orchestrated at last year’s trade show could be used as an example of creativity, or analytical ability, or your ability to manage.

Where could you use some improvement?
Keep this answer, like all your answers, positive. A good way to answer this question is to identify a cutting-edge branch of your profession (one that’s not essential to your employer’s needs) as an area you’re very excited about and want to explore more fully over the next six months.

What do you worry about?
Redefine the word ‘worry’ so that it does not reflect negatively on you.

Example:“I wouldn’t call it worry, but I am a strongly goal-oriented person. So I keep turning over in my mind anything that seems to be keeping me from achieving those goals, until I find a solution. That’s part of my tenacity, I suppose.”

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100 Potential HR Interview Questions

2006-12-28T00:34:00.000-08:00

What do you see as the proper role/mission of…
…a good (job title you’re seeking);
…a good manager;
…an executive in serving the community;
…a leading company in our industry; etc.
Think of the most essential ingredients of success for each category above – your job title, your role as manager, your firm’s role, etc.

Identify at least three but no more than six qualities you feel are most important to success in each role. Then commit your response to memory.

Here, again, the more information you’ve already drawn out about the greatest wants and needs of the interviewer, and the more homework you’ve done to identify the culture of the firm, the more on-target your answer will be.

What would you say to your boss if he’s crazy about an idea, but you think it stinks?
Remember the rule stated earlier: In any conflict between values, always choose integrity.

Example: I believe that when evaluating anything, it’s important to emphasize the positive. What do I like about this idea?”

“Then, if you have reservations, I certainly want to point them out, as specifically, objectively and factually as I can.”

“After all, the most important thing I owe my boss is honesty. If he can’t count on me for that, then everything else I may do or say could be questionable in his eyes.”

“But I also want to express my thoughts in a constructive way. So my goal in this case would be to see if my boss and I could make his idea even stronger and more appealing, so that it effectively overcomes any initial reservation I or others may have about it.”

“Of course, if he overrules me and says, ‘no, let’s do it my way,’ then I owe him my full and enthusiastic support to make it work as best it can.”

How could you have improved your career progress?
You’re generally quite happy with your career progress. Maybe, if you had known something earlier in life (impossible to know at the time, such as the booming growth in a branch in your industry…or the corporate downsizing that would phase out your last job), you might have moved in a certain direction sooner.

But all things considered, you take responsibility for where you are, how you’ve gotten there, where you are going…and you harbor no regrets.

What would you do if a fellow executive on your own corporate level wasn’t pulling his/her weight…and this was hurting your department?
Try to gauge the political style of the firm and be guided accordingly. In general, fall back on universal principles of effective human relations – which in the end, embody the way you would like to be treated in a similar circumstance.

Example: “Good human relations would call for me to go directly to the person and explain the situation, to try to enlist his help in a constructive, positive solution. If I sensed resistance, I would be as persuasive as I know how to explain the benefits we can all gain from working together, and the problems we, the company and our customers will experience if we don’t.”

POSSIBLE FOLLOW-UP QUESTION: And what would you do if he still did not change his ways?
“One thing I wouldn’t do is let the problem slide, because it would only get worse and overlooking it would set a bad precedent. I would try again and again and again, in whatever way I could, to solve the problem, involving wider and wider circles of people, both above and below the offending executive and including my own boss if necessary, so that everyone involved can see the rewards for teamwork and the drawbacks of non-cooperation.”

“I might add that I’ve never yet come across a situation that couldn’t be resolved by harnessing others in a determined, constructive effort.”

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100 Potential HR Interview Questions

2006-12-28T00:33:00.000-08:00

Are you willing to relocate or travel?
First find out where you may have to relocate and how much travel may be involved. Then respond to the question.

If there’s no problem, say so enthusiastically.

If you do have a reservation, there are two schools of thought on how to handle it.

One advises you to keep your options open and your reservations to yourself in the early going, by saying, “no problem”. You strategy here is to get the best offer you can, then make a judgment whether it’s worth it to you to relocate or travel.

Also, by the time the offer comes through, you may have other offers and can make a more informed decision. Why kill of this opportunity before it has chance to blossom into something really special? And if you’re a little more desperate three months from now, you might wish you hadn’t slammed the door on relocating or traveling.

The second way to handle this question is to voice a reservation, but assert that you’d be open to relocating (or traveling) for the right opportunity.

The answering strategy you choose depends on how eager you are for the job. If you want to take no chances, choose the first approach.

If you want to play a little harder-to-get in hopes of generating a more enticing offer, choose the second.

Do you have the stomach to fire people? Have you had experience firing many people?
Describe the rational and sensible management process you follow in both hiring and firing.

Example: “My whole management approach is to hire the best people I can find, train them thoroughly and well, get them excited and proud to be part of our team, and then work with them to achieve our goals together. If you do all of that right, especially hiring the right people, I’ve found you don’t have to fire very often.
“So with me, firing is a last resort. But when it’s got to be done, it’s got to be done, and the faster and cleaner, the better. A poor employee can wreak terrible damage in undermining the morale of an entire team of good people. When there’s no other way, I’ve found it’s better for all concerned to act decisively in getting rid of offenders who won’t change their ways.”

Why have you had so many jobs?
First, before you even get to the interview stage, you should try to minimize your image as job hopper. If there are several entries on your resume of less than one year, consider eliminating the less important ones. Perhaps you can specify the time you spent at previous positions in rounded years not in months and years.
Example: Instead of showing three positions this way:
6/1982 – 3/1983, Position A;
4/1983 – 12/1983, Position B;
1/1984 – 8/1987, Position C;
…it would be better to show simply:
1982 – 1983, Position A;
1984 – 1987 Position C.
In other words, you would drop Position B altogether. Notice what a difference this makes in reducing your image as a job hopper.
Once in front of the interviewer and this question comes up, you must try to reassure him. Describe each position as part of an overall pattern of growth and career destination.
Be careful not to blame other people for your frequent changes. But you can and should attribute certain changes to conditions beyond your control.
Example: Thanks to an upcoming merger, you wanted to avoid an ensuing bloodbath, so you made a good, upward career move before your department came under the axe of the new owners.
If possible, also show that your job changes were more frequent in your younger days, while you were establishing yourself, rounding out your skills and looking for the right career path. At this stage in your career, you’re certainly much more interested in the best long-term opportunity.
You might also cite the job(s) where you stayed the longest and describe that this type of situation is what you’re looking for now.

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100 Potential HR Interview Questions

2006-12-28T00:32:00.000-08:00

I’m concerned that you don’t have as much experience as we’d like in…
This question is related to “The Fatal Flaw” (Question 18), but here the concern is not that you are totally missing some qualifications, such as CPA certification, but rather that your experience is light in one area.

Before going into any interview, try to identify the weakest aspects of your candidacy from this company’s point of view. Then prepare the best answer you possible can to shore up your defenses.

To get past this question with flying colors, you are going to rely on your master strategy of uncovering the employer’s greatest wants and needs and then matching them with your strengths. Since you already know how to do this from Question 1, you are in a much stronger position.

More specifically, when the interviewer poses as objection like this, you should…

Agree on the importance of this qualification.

Explain that your strength may be indeed be greater than your resume indicates because…

When this strength is added to your other strengths, it’s really your combination of qualifications that’s most important.

Then review the areas of your greatest strengths that match up most favorably with the company’s most urgently-felt wants and needs.

This is powerful way to handle this question for two reasons. First, you’re giving your interviewer more ammunition in the area of his concern. But more importantly, you’re shifting his focus away from this one, isolated area and putting it on the unique combination of strengths you offer, strengths which tie in perfectly with his greatest wants.

How do you feel about working nights and weekends?
First, if you’re a confirmed workaholic, this question is a softball lob. Whack it out of the park on the first swing by saying this kind of schedule is just your style. Add that your family understands it. Indeed, they’re happy for you, as they know you get your greatest satisfaction from your work.

If however, you prefer a more balanced lifestyle, answer this question with another: “What’s the norm for your best people here?”

If the hours still sound unrealistic for you, ask, “Do you have any top people who perform exceptionally for you, but who also have families and like to get home in time to see them at night?” Chances are this company does, and this associates you with this other “top-performers-who-leave-not-later-than-six” group.

Depending on the answer, be honest about how you would fit into the picture. If all those extra hours make you uncomfortable, say so, but phrase your response positively.

Example: “I love my work and do it exceptionally well. I think the results speak for themselves, especially in …(mention your two or three qualifications of greater interest to the employer. Remember, this is what he wants most, not a workaholic with weak credentials). Not only would I bring these qualities, but I’ve built my whole career on working not just hard, but smart. I think you’ll find me one of the most productive people here.

I do have a family who likes to see me after work and on weekends. They add balance and richness to my life, which in turn helps me be happy and productive at work. If I could handle some of the extra work at home in the evenings or on weekends, that would be ideal. You’d be getting a person of exceptional productivity who meets your needs with strong credentials. And I’d be able to handle some of the heavy workload at home where I can be under the same roof as my family. Everybody would win.”

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100 Potential HR Interview Questions

2006-12-28T00:30:00.000-08:00

What was the toughest decision you ever had to make?
Be prepared with a good example, explaining why the decision was difficult…the process you followed in reaching it…the courageous or effective way you carried it out…and the beneficial results.

Tell me about the most boring job you’ve ever had.
You have never allowed yourself to grow bored with a job and you can’t understand it when others let themselves fall into that rut.

Example: “Perhaps I’ve been fortunate, but that I’ve never found myself bored with any job I have ever held. I’ve always enjoyed hard work. As with actors who feel there are no small parts, I also believe that in every company or department there are exciting challenges and intriguing problems crying out for energetic and enthusiastic solutions. If you’re bored, it’s probably because you’re not challenging yourself to tackle those problems right under your nose.”

Have you been absent from work more than a few days in any previous position?
If you have had no problem, emphasize your excellent and consistent attendance record throughout your career.

Also describe how important you believe such consistent attendance is for a key executive…why it’s up to you to set an example of dedication…and why there’s just no substitute for being there with your people to keep the operation running smoothly, answer questions and handle problems and crises as they arise.

If you do have a past attendance problem, you want to minimize it, making it clear that it was an exceptional circumstance and that it’s cause has been corrected.

To do this, give the same answer as above but preface it with something like, “Other that being out last year (or whenever) because of (your reason, which is now in the past), I have never had a problem and have enjoyed an excellent attendance record throughout my career. Furthermore, I believe, consistent attendance is important because…” (Pick up the rest of the answer as outlined above.).

What changes would you make if you came on board?
You, of course, will want to take a good hard look at everything the company is doing before making any recommendations.

Example: “Well, I wouldn’t be a very good doctor if I gave my diagnosis before the examination. Should you hire me, as I hope you will, I’d want to take a good hard look at everything you’re doing and understand why it’s being done that way. I’d like to have in-depth meetings with you and the other key people to get a deeper grasp of what you feel you’re doing right and what could be improved.

“From what you’ve told me so far, the areas of greatest concern to you are…” (name them. Then do two things. First, ask if these are in fact his major concerns. If so then reaffirm how your experience in meeting similar needs elsewhere might prove very helpful).

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2006-12-28T00:28:00.000-08:00

Can you work under pressure?
Absolutely…(then prove it with a vivid example or two of a goal or project accomplished under severe pressure.)

What makes you angry?
Give an answer that’s suited to both your personality and the management style of the firm. Here, the homework you’ve done about the company and its style can help in your choice of words.

Examples: If you are a reserved person and/or the corporate culture is coolly professional:

“I’m an even-tempered and positive person by nature, and I believe this helps me a great deal in keeping my department running smoothly, harmoniously and with a genuine esprit de corps. I believe in communicating clearly what’s expected, getting people’s commitment to those goals, and then following up continuously to check progress.”

“If anyone or anything is going off track, I want to know about it early. If, after that kind of open communication and follow up, someone isn’t getting the job done, I’ll want to know why. If there’s no good reason, then I’ll get impatient and angry…and take appropriate steps from there. But if you hire good people, motivate them to strive for excellence and then follow up constantly, it almost never gets to that state.”

If you are feisty by nature and/or the position calls for a tough straw boss.

“You know what makes me angry? People who (the fill in the blanks with the most objectionable traits for this type of position)…people who don’t pull their own weight, who are negative, people who lie…etc.”

Why aren’t you earning more money at this stage of your career?
You like to make money, but other factors are even more important.

Example: “Making money is very important to me, and one reason I’m here is because I’m looking to make more. Throughout my career, what’s been even more important to me is doing work I really like to do at the kind of company I like and respect.

(Then be prepared to be specific about what your ideal position and company would be like, matching them as closely as possible to the opportunity at hand.

Who has inspired you in your life and why?
Have a few heroes in mind, from your mental “Board of Directors” – Leaders in your industry, from history or anyone else who has been your mentor.

Be prepared to give examples of how their words, actions or teachings have helped inspire your achievements. As always, prepare an answer which highlights qualities that would be highly valuable in the position you are seeking.

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100 Potential HR Interview Questions

2006-12-28T00:26:00.000-08:00

On confidential matters…
Your interviewer may press you for this information for two reasons.

First, many companies use interviews to research the competition. It’s a perfect set-up. Here in their own lair, is an insider from the enemy camp who can reveal prized information on the competition’s plans, research, financial condition, etc.

Second, the company may be testing your integrity to see if you can be cajoled or bullied into revealing confidential data.

What to do? The answer here is easy. Never reveal anything truly confidential about a present or former employer. By all means, explain your reticence diplomatically. For example, “I certainly want to be as open as I can about that. But I also wish to respect the rights of those who have trusted me with their most sensitive information, just as you would hope to be able to trust any of your key people when talking with a competitor…”

And certainly you can allude to your finest achievements in specific ways that don’t reveal the combination to the company safe.

But be guided by the golden rule. If you were the owner of your present company, would you feel it ethically wrong for the information to be given to your competitors? If so, steadfastly refuse to reveal it.

Remember that this question pits your desire to be cooperative against your integrity. Faced with any such choice, always choose integrity. It is a far more valuable commodity than whatever information the company may pry from you. Moreover, once you surrender the information, your stock goes down. They will surely lose respect for you.

One President we know always presses candidates unmercifully for confidential information. If he doesn’t get it, he grows visibly annoyed, relentlessly inquisitive, It’s all an act. He couldn’t care less about the information. This is his way of testing the candidate’s moral fiber. Only those who hold fast are hired.

Would you lie for the company?
Try to avoid choosing between two values, giving a positive statement which covers all bases instead.

Example: “I would never do anything to hurt the company..”

If aggressively pressed to choose between two competing values, always choose personal integrity. It is the most prized of all values.

Looking back, what would you do differently in your life?
Indicate that you are a happy, fulfilled, optimistic person and that, in general, you wouldn’t change a thing.

Example: “It’s been a good life, rich in learning and experience, and the best it yet to come. Every experience in life is a lesson it its own way. I wouldn’t change a thing.”

Could you have done better in your last job?
Again never be negative.

Example: “I suppose with the benefit of hindsight you can always find things to do better, of course, but off the top of my head, I can’t think of anything of major consequence.”

(If more explanation seems necessary)

Describer a situation that didn’t suffer because of you but from external conditions beyond your control.

For example, describe the disappointment you felt with a test campaign, new product launch, merger, etc., which looked promising at first, but led to underwhelming results. “I wish we could have known at the start what we later found out (about the economy turning, the marketplace changing, etc.), but since we couldn’t, we just had to go for it. And we did learn from it…”

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100 Potential HR Interview Questions

2006-12-28T00:24:00.000-08:00

What are your outside interests?
Try to gauge how this company’s culture would look upon your favorite outside activities and be guided accordingly.

You can also use this question to shatter any stereotypes that could limit your chances. If you’re over 50, for example, describe your activities that demonstrate physical stamina. If you’re young, mention an activity that connotes wisdom and institutional trust, such as serving on the board of a popular charity.

But above all, remember that your employer is hiring your for what you can do for him, not your family, yourself or outside organizations, no matter how admirable those activities may be.

The “Fatal Flaw” question
As every master salesperson knows, you will encounter objections (whether stated or merely thought) in every sale. They’re part and parcel of the buyer’s anxiety. The key is not to exacerbate the buyer’s anxiety but diminish it. Here’s how…

Whenever you come up against a fatal flaw question:

Be completely honest, open and straightforward about admitting the shortcoming. (Showing you have nothing to hide diminishes the buyer’s anxiety.)

Do not apologize or try to explain it away. You know that this supposed flaw is nothing to be concerned about, and this is the attitude you want your interviewer to adopt as well.

Add that as desirable as such a qualification might be, its lack has made you work all the harder throughout your career and has not prevented you from compiling an outstanding tack record of achievements. You might even give examples of how, through a relentless commitment to excellence, you have consistently outperformed those who do have this qualification.

Of course, the ultimate way to handle “fatal flaw” questions is to prevent them from arising in the first place. You will do that by following the master strategy described in Question 1, i.e., uncovering the employers needs and them matching your qualifications to those needs.

Once you’ve gotten the employer to start talking about his most urgently-felt wants and goals for the position, and then help him see in step-by-step fashion how perfectly your background and achievements match up with those needs, you’re going to have one very enthusiastic interviewer on your hands, one who is no longer looking for “fatal flaws”.

How do you feel about reporting to a younger person (minority, woman, etc)?
You greatly admire a company that hires and promotes on merit alone and you couldn’t agree more with that philosophy. The age (gender, race, etc.) of the person you report to would certainly make no difference to you.

Whoever has that position has obviously earned it and knows their job well. Both the person and the position are fully deserving of respect. You believe that all people in a company, from the receptionist to the Chairman, work best when their abilities, efforts and feelings are respected and rewarded fairly, and that includes you. That’s the best type of work environment you can hope to find.

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100 Potential HR Interview Questions

2006-12-28T00:22:00.000-08:00

Tell me honestly about the strong points and weak points of your boss (company, management team, etc.)…
Remember the rule: Never be negative. Stress only the good points, no matter how charmingly you’re invited to be critical.

Your interviewer doesn’t care a whit about your previous boss. He wants to find out how loyal and positive you are, and whether you’ll criticize him behind his back if pressed to do so by someone in this own company. This question is your opportunity to demonstrate your loyalty to those you work with.

What good books have you read lately?
Unless you’re up for a position in academia or as book critic for The New York Times, you’re not expected to be a literary lion. But it wouldn’t hurt to have read a handful of the most recent and influential books in your profession and on management.

Consider it part of the work of your job search to read up on a few of these leading books. But make sure they are quality books that reflect favorably upon you, nothing that could even remotely be considered superficial. Finally, add a recently published bestselling work of fiction by a world-class author and you’ll pass this question with flying colors.

Tell me about a situation when your work was criticized.
Begin by emphasizing the extremely positive feedback you’ve gotten throughout your career and (if it’s true) that your performance reviews have been uniformly excellent.

Of course, no one is perfect and you always welcome suggestions on how to improve your performance. Then, give an example of a not-too-damaging learning experience from early in your career and relate the ways this lesson has since helped you. This demonstrates that you learned from the experience and the lesson is now one of the strongest breastplates in your suit of armor.

If you are pressed for a criticism from a recent position, choose something fairly trivial that in no way is essential to your successful performance. Add that you’ve learned from this, too, and over the past several years/months, it’s no longer an area of concern because you now make it a regular practice to…etc.

Another way to answer this question would be to describe your intention to broaden your master of an area of growing importance in your field. For example, this might be a computer program you’ve been meaning to sit down and learn… a new management technique you’ve read about…or perhaps attending a seminar on some cutting-edge branch of your profession.

Again, the key is to focus on something not essential to your brilliant performance but which adds yet another dimension to your already impressive knowledge base.

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100 Potential HR Interview Questions

2006-12-28T00:21:00.000-08:00

Describe your ideal company, location and job.
The only right answer is to describe what this company is offering, being sure to make your answer believable with specific reasons, stated with sincerity, why each quality represented by this opportunity is attractive to you.

Remember that if you’re coming from a company that’s the leader in its field or from a glamorous or much admired company, industry, city or position, your interviewer and his company may well have an “Avis” complex. That is, they may feel a bit defensive about being “second best” to the place you’re coming from, worried that you may consider them bush league.

This anxiety could well be there even though you’ve done nothing to inspire it. You must go out of your way to assuage such anxiety, even if it’s not expressed, by putting their virtues high on the list of exactly what you’re looking for, providing credible reason for wanting these qualities.

If you do not express genuine enthusiasm for the firm, its culture, location, industry, etc., you may fail to answer this “Avis” complex objection and, as a result, leave the interviewer suspecting that a hot shot like you, coming from a Fortune 500 company in New York, just wouldn’t be happy at an unknown manufacturer based in Topeka, Kansas.

Why do you want to work at our company?
This question is your opportunity to hit the ball out of the park, thanks to the in-depth research you should do before any interview.

Best sources for researching your target company: annual reports, the corporate newsletter, contacts you know at the company or its suppliers, advertisements, articles about the company in the trade press.

What are your career options right now?
Prepare for this question by thinking of how you can position yourself as a desired commodity. If you are still working, describe the possibilities at your present firm and why, though you’re greatly appreciated there, you’re looking for something more (challenge, money, responsibility, etc.). Also mention that you’re seriously exploring opportunities with one or two other firms.

If you’re not working, you can talk about other employment possibilities you’re actually exploring. But do this with a light touch, speaking only in general terms. You don’t want to seem manipulative or coy.

Why have you been out of work so long?
You want to emphasize factors which have prolonged your job search by your own choice.

Example: “After my job was terminated, I made a conscious decision not to jump on the first opportunities to come along. In my life, I’ve found out that you can always turn a negative into a positive IF you try hard enough. This is what I determined to do. I decided to take whatever time I needed to think through what I do best, what I most want to do, where I’d like to do it…and then identify those companies that could offer such an opportunity.”

“Also, in all honesty, you have to factor in the recession (consolidation, stabilization, etc.) in the (banking, financial services, manufacturing, advertising, etc.) industry.”

“So between my being selective and the companies in our industry downsizing, the process has taken time. But in the end, I’m convinced that when I do find the right match, all that careful evaluation from both sides of the desk will have been well worthwhile for both the company that hires me and myself.

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100 Potential HR Interview Questions

2006-12-28T00:18:00.000-08:00

Why should I hire you?
By now you can see how critical it is to apply the overall strategy of uncovering the employer’s needs before you answer questions. If you know the employer’s greatest needs and desires, this question will give you a big leg up over other candidates because you will give him better reasons for hiring you than anyone else is likely to…reasons tied directly to his needs.

Whether your interviewer asks you this question explicitly or not, this is the most important question of your interview because he must answer this question favorably in is own mind before you will be hired. So help him out! Walk through each of the position’s requirements as you understand them, and follow each with a reason why you meet that requirement so well.

Example: “As I understand your needs, you are first and foremost looking for someone who can manage the sales and marketing of your book publishing division. As you’ve said you need someone with a strong background in trade book sales. This is where I’ve spent almost all of my career, so I’ve chalked up 18 years of experience exactly in this area. I believe that I know the right contacts, methods, principles, and successful management techniques as well as any person can in our industry.”

“You also need someone who can expand your book distribution channels. In my prior post, my innovative promotional ideas doubled, then tripled, the number of outlets selling our books. I’m confident I can do the same for you.”

“You need someone to give a new shot in the arm to your mail order sales, someone who knows how to sell in space and direct mail media. Here, too, I believe I have exactly the experience you need. In the last five years, I’ve increased our mail order book sales from $600,000 to $2,800,000, and now we’re the country’s second leading marketer of scientific and medical books by mail.” Etc., etc., etc.,

Every one of these selling “couplets” (his need matched by your qualifications) is a touchdown that runs up your score. IT is your best opportunity to outsell your competition.

Aren’t you overqualified for this position?
As with any objection, don’t view this as a sign of imminent defeat. It’s an invitation to teach the interviewer a new way to think about this situation, seeing advantages instead of drawbacks.

Example: “I recognize the job market for what it is – a marketplace. Like any marketplace, it’s subject to the laws of supply and demand. So ‘overqualified’ can be a relative term, depending on how tight the job market is. And right now, it’s very tight. I understand and accept that.”

“I also believe that there could be very positive benefits for both of us in this match.”

“Because of my unusually strong experience in ________________ , I could start to contribute right away, perhaps much faster than someone who’d have to be brought along more slowly.”

“There’s also the value of all the training and years of experience that other companies have invested tens of thousands of dollars to give me. You’d be getting all the value of that without having to pay an extra dime for it. With someone who has yet to acquire that experience, he’d have to gain it on your nickel.”

“I could also help you in many things they don’t teach at the Harvard Business School. For example…(how to hire, train, motivate, etc.) When it comes to knowing how to work well with people and getting the most out of them, there’s just no substitute for what you learn over many years of front-line experience. You company would gain all this, too.”

“From my side, there are strong benefits, as well. Right now, I am unemployed. I want to work, very much, and the position you have here is exactly what I love to do and am best at. I’ll be happy doing this work and that’s what matters most to me, a lot more that money or title.”

“Most important, I’m looking to make a long term commitment in my career now. I’ve had enough of job-hunting and want a permanent spot at this point in my career. I also know that if I perform this job with excellence, other opportunities cannot help but open up for me right here. In time, I’ll find many other ways to help this company and in so doing, help myself. I really am looking to make a long-term commitment.”

NOTE: The main concern behind the “overqualified” question is that you will leave your new employer as soon as something better comes your way. Anything you can say to demonstrate the sincerity of your commitment to the employer and reassure him that you’re looking to stay for the long-term will help you overcome this objection.

Where do you see yourself five years from now?
Reassure your interviewer that you’re looking to make a long-term commitment…that this position entails exactly what you’re looking to do and what you do extremely well. As for your future, you believe that if you perform each job at hand with excellence, future opportunities will take care of themselves.

Example: “I am definitely interested in making a long-term commitment to my next position. Judging by what you’ve told me about this position, it’s exactly what I’m looking for and what I am very well qualified to do. In terms of my future career path, I’m confident that if I do my work with excellence, opportunities will inevitable open up for me. It’s always been that way in my career, and I’m confident I’ll have similar opportunities here.”

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100 Potential HR Interview Questions

2006-12-28T00:15:00.000-08:00

Tell me about something you did – or failed to do – that you now feel a little ashamed of.
As with faults and weaknesses, never confess a regret. But don’t seem as if you’re stonewalling either.

Best strategy: Say you harbor no regrets, then add a principle or habit you practice regularly for healthy human relations.

Example: Pause for reflection, as if the question never occurred to you. Then say, “You know, I really can’t think of anything.” (Pause again, then add): “I would add that as a general management principle, I’ve found that the best way to avoid regrets is to avoid causing them in the first place. I practice one habit that helps me a great deal in this regard. At the end of each day, I mentally review the day’s events and conversations to take a second look at the people and developments I’m involved with and do a doublecheck of what they’re likely to be feeling. Sometimes I’ll see things that do need more follow-up, whether a pat on the back, or maybe a five minute chat in someone’s office to make sure we’re clear on things…whatever.”

“I also like to make each person feel like a member of an elite team, like the Boston Celtics or LA Lakers in their prime. I’ve found that if you let each team member know you expect excellence in their performance…if you work hard to set an example yourself…and if you let people know you appreciate and respect their feelings, you wind up with a highly motivated group, a team that’s having fun at work because they’re striving for excellence rather than brooding over slights or regrets.”

Why are you leaving (or did you leave) this position?
(If you have a job presently)
If you’re not yet 100% committed to leaving your present post, don’t be afraid to say so. Since you have a job, you are in a stronger position than someone who does not. But don’t be coy either. State honestly what you’d be hoping to find in a new spot. Of course, as stated often before, you answer will all the stronger if you have already uncovered what this position is all about and you match your desires to it.

(If you do not presently have a job.)
Never lie about having been fired. It’s unethical – and too easily checked. But do try to deflect the reason from you personally. If your firing was the result of a takeover, merger, division wide layoff, etc., so much the better.

But you should also do something totally unnatural that will demonstrate consummate professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a trace of bitterness – from the company’s point-of-view, indicating that you could understand why it happened and you might have made the same decision yourself.

Your stature will rise immensely and, most important of all, you will show you are healed from the wounds inflicted by the firing. You will enhance your image as first-class management material and stand head and shoulders above the legions of firing victims who, at the slightest provocation, zip open their shirts to expose their battle scars and decry the unfairness of it all.

For all prior positions:
Make sure you’ve prepared a brief reason for leaving. Best reasons: more money, opportunity, responsibility or growth.

The “Silent Treatment”
Like a primitive tribal mask, the Silent Treatment loses all it power to frighten you once you refuse to be intimidated. If your interviewer pulls it, keep quiet yourself for a while and then ask, with sincere politeness and not a trace of sarcasm, “Is there anything else I can fill in on that point?” That’s all there is to it.

Whatever you do, don’t let the Silent Treatment intimidate you into talking a blue streak, because you could easily talk yourself out of the position.

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100 Potential HR Interview Questions

2006-12-28T00:10:00.000-08:00

Tell me about yourself
Start with the present and tell why you are well qualified for the position. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.

So, before you answer this or any question it's imperative that you try to uncover your interviewer's greatest need, want, problem or goal.

To do so, make you take these two steps:
Do all the homework you can before the interview to uncover this person's wants and needs (not the generalized needs of the industry or company)

As early as you can in the interview, ask for a more complete description of what the position entails. You might say: “I have a number of accomplishments I'd like to tell you about, but I want to make the best use of our time together and talk directly to your needs. To help me do, that, could you tell me more about the most important priorities of this position? All I know is what I (heard from the recruiter, read in the classified ad, etc.)”

Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even more. Surprisingly, it's usually this second or third question that unearths what the interviewer is most looking for.

You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential to success in this position?:

This process will not feel easy or natural at first, because it is easier simply to answer questions, but only if you uncover the employer's wants and needs will your answers make the most sense. Practice asking these key questions before giving your answers, the process will feel more natural and you will be light years ahead of the other job candidates you're competing with.

After uncovering what the employer is looking for, describe why the needs of this job bear striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples of your responsibilities and especially your achievements, all of which are geared to present yourself as a perfect match for the needs he has just described.

What are your greatest strengths?
You know that your key strategy is to first uncover your interviewer's greatest wants and needs before you answer questions. And from Question 1, you know how to do this.

Prior to any interview, you should have a list mentally prepared of your greatest strengths. You should also have, a specific example or two, which illustrates each strength, an example chosen from your most recent and most impressive achievements.

You should, have this list of your greatest strengths and corresponding examples from your achievements so well committed to memory that you can recite them cold after being shaken awake at 2:30AM.

Then, once you uncover your interviewer's greatest wants and needs, you can choose those achievements from your list that best match up.

As a general guideline, the 10 most desirable traits that all employers love to see in their employees are:

A proven track record as an achiever...especially if your achievements match up with the employer's greatest wants and needs.

Intelligence...management "savvy".

Honesty...integrity...a decent human being.

Good fit with corporate culture...someone to feel comfortable with...a team player who meshes well with interviewer's team.

Likeability...positive attitude...sense of humor.

Good communication skills.

Dedication...willingness to walk the extra mile to achieve excellence.

Definiteness of purpose...clear goals.

Enthusiasm...high level of motivation.

Confident...healthy...a leader.

What are your greatest weaknesses?
Disguise a strength as a weakness.

Example: “I sometimes push my people too hard. I like to work with a sense of urgency and everyone is not always on the same wavelength.”

Assure the interviewer that you can think of nothing that would stand in the way of your performing in this position with excellence. Then, quickly review you strongest qualifications.

Example: “Nobody's perfect, but based on what you've told me about this position, I believe I' d make an outstanding match. I know that when I hire people, I look for two things most of all. Do they have the qualifications to do the job well, and the motivation to do it well? Everything in my background shows I have both the qualifications and a strong desire to achieve excellence in whatever I take on. So I can say in all honesty that I see nothing that would cause you even a small concern about my ability or my strong desire to perform this job with excellence.”

Instead of confessing a weakness, describe what you like most and like least, making sure that what you like most matches up with the most important qualification for success in the position, and what you like least is not essential.

Example: Let's say you're applying for a teaching position. “If given a choice, I like to spend as much time as possible in front of my prospects selling, as opposed to shuffling paperwork back at the office. Of course, I long ago learned the importance of filing paperwork properly, and I do it conscientiously. But what I really love to do is sell (if your interviewer were a sales manager, this should be music to his ears.)

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What to Ask After the Offer

2006-12-27T23:49:00.000-08:00

All job hunters are waiting for that call -- the one that says they've landed the job. But as eager as you may be to escape either your current job or the unemployment ranks, don't abdicate your power position once the offer comes in. Now it's your turn to sit in the interviewer's seat and ask the company and yourself some tough questions -- the answers to which could mean the difference between career bliss and disaster.

Will the actual work and job responsibilities provide gratification, fulfillment and challenge?
This question is often overlooked, because applicants get hung up on job titles, salary and benefits. Try to get a clear sense of what an actual day would be like. What will you spend the majority of your time doing? Is the work in line with your values? Will you likely learn this job quickly and become bored and unchallenged?

What are the boss's strengths and weaknesses?
This question can be tough to answer, and it's best saved for after the job offer has been extended. You'll want to get a good idea for your potential boss's management style. Speak to your potential boss as much as possible to get a feel for his personality and what you can live with. Does he micromanage? Will you get consistent feedback and reviews? Does he make small talk, or is every conversation strictly business?

How much change is in the works at your prospective company, and what kind?
Constant change at work can mean constant stress. Find out if there are any big changes coming, such as new processing systems or management, impending retirements or adoption of new procedures that still need to be ironed out. At the same time, remember that some of these transitions will have less effect on your position than others.

How many of my skills and experiences will I be able to use and learn?
Make sure your unique skills and talents will be used and that training and promotion are open in the future. When you decide to move on, you'll want to have a new crop of experiences to sell to your next employer. Your goal is to perform well at work while constantly growing and learning.

How many people have held the position in the past several years?
Knowing how many people have been in your job and why they left can offer you great insights. You'll want to know if they were promoted or quit altogether. A steady stream of resignations may be a sign you could be reentering the job market soon.

While many of the reasons positions eventually become unfulfilling are unavoidable, such as hitting a plateau after repeatedly performing the same duties, job seekers should consider the ways a new position will advance them.

Get Interview Feedback

2006-12-27T23:41:00.000-08:00

You know the feeling: That moment in the interview when you realize the opportunity has passed you by. Or perhaps you think you're interviewing well, but you aren't getting any results. You need to figure out what you are doing wrong and fix it ASAP. But where do you start?

Third-party headhunters and recruitment agencies often provide invaluable feedback when they interview you or send you on interviews. But how do you determine how to improve your interviewing performance if you're going it alone?

Start with the Foundation
To figure out where you're going astray, ask yourself:

Are you interviewing for the right jobs? Just because you've been chosen for an interview doesn't mean you are a viable candidate.
If you are indeed interviewing for the right kinds of jobs, how prepared have you been?

While these two points may seem obvious, they explain a large portion of poor performance in interviews.

Also, remember that you are being judged on different facets of your performance, such as:

Your interviewing manners and attire.
Your level of preparedness.
The quality of your answers and how well they match the job requirements.
Your delivery of answers, confidence and poise under pressure.
Your overall package.

How to Get Feedback
Other than going directly to the hiring company, there are three ways to get feedback on how well you interview:

Self-Evaluation: Think about the questions you have been asked and your responses. Look at the list above, and be brutally honest with yourself. Take your self-evaluation a step further by videotaping yourself responding to a series of key questions. Review your performance. What do you see?

Peer Evaluation: Seek out the eyes and ears of a trusted friend or significant other who will be honest with you. Role-play the interview by giving your helper a specific job posting and a list of questions. Instruct them to ask the questions randomly and to even make up some of their own. You can also ask your helper to watch your self-made video.

Once you are done, really listen to their comments. Don't be defensive. Take notes. You may hear different sorts of feedback. For example, perhaps you weren't specific enough or didn't sound very interested. Work on these points.

Professional Evaluation: Some career coaches and other career services firms offer interview training and mock interview practice. While it isn't free, if the provider has real-world recruitment or hiring experience, your financial investment can really pay off.

Ask the Hiring Company
Of course, the ultimate feedback is from the interviewers who have rejected your candidacy. Is it possible to obtain this? Absolutely
So how do you get feedback from this valuable source? Here's how to increase your odds:

Consider Your Timing: The best time to ask is when the interviewer tells you the company isn't interested. If you are lucky enough to get a phone call, use this opportunity to ask for feedback. If you receive an email, follow up within 24 hours. Lingard says she is more likely to give a candidate feedback if he has interviewed more than twice.

Ask the Right Questions: Don't put the interviewer on the spot by questioning why you weren't offered the job. Accept you weren't successful, and ask a constructive question. "A better route is to ask how you could improve, what your weak areas were or if the interviewer have any specific interviewing advice for you,"

Strike the Right Tone: Lingard says she is much more likely to give the candidate constructive feedback if the question is asked with the right intent. There should be no hint of you wanting to argue a point about your candidacy or that you feel angry or injured.

If you are lucky enough to get a critique, it will likely be focused around your interviewing skills or the quality of your answers. But don't shoot yourself in the foot. "I am less likely to give feedback to candidates who are unapologetically late or who take a call on their cell phone during the interview,"

Although some companies said they were more hesitant about offering feedback, one common piece of advice emerged: It doesn't hurt to ask. In the end, they agree, it comes down to how much the interviewer wants to help you. This is more likely when you have showed evidence of being prepared and truly interested in the job and you have followed proper interviewing etiquette.

Career Research Made Easy

2006-12-27T23:14:00.000-08:00

When it comes to research, an unimaginable wealth of information is available to you on the Internet. It's like having a huge private library in your own home or office. In fact, one downside of the Internet is having too much information. When researching for your job search, it's important to concentrate on a target. By staying focused on the task at hand, you will not stray down a tangential path, only to become lost and confused by information overload.

Finding a New Job -- Room for Improvement
Let's say you're also looking for a new job. You know you should do some research, but you're not clear about the process. You check the Internet and classifieds for job listings. You apply for jobs you are qualified for and wait to hear back.

Many people do a more thorough job of researching major purchases like a new car than they do researching a new job. If you used the same thorough process you used to purchase a car, you might be surprised at the information you would uncover.

Here are some steps you should take:
Decide on the Type of Job and Geographic Location
Lack of focus is one of the biggest mistakes job seekers make -- the search is not specific and targeted. Begin with a thorough self-assessment to determine what you really want.

Research Your Industry of Interest
Which industries are trending toward growth? Which are declining? Do some general information gathering online and check the Occupational Outlook Handbook and specific industry associations for future predictions.

Target and Research Companies
Search company Web sites for mission statements, product and service information, principals' backgrounds and contact information.

Network
Any opportunity to talk to people who are in the know will benefit you. Networking is still the favored source for job research.

Check Job Listings.
You can search hundreds of thousands of jobs by industry, occupation and location in search engines.

Investing time in research will pay off. The more information you have, the better prepared you will be -- not only to answer interview questions intelligently but also to ask poignant questions. Conducting a thorough search of the industry, the company and the outlook will greatly improve your feelings of preparedness and confidence, resulting in a stronger, more positive and lasting impression of you.

The 4 P's of Interviewing

2006-12-27T23:08:00.000-08:00

Expert Advice

Dividing interviewing into four buckets -- the four P's of interviewing:
1. Preparation.
2. Practice.
3. Personal presentation.
4. Pertinent questions.

Preparation
"It's really frustrating for an interviewer to have someone that they're talking to who really doesn't know the company or the position they're applying for," laments Kirch, who is confounded by candidates who don't do the bare-bones research before the interview. He estimates roughly one out of five prospects commits this crime.

Candidates should have "looked at the Web site, read the [company's] brochure, talked to people who've worked there -- that's kind of baseline homework," he says. "If you haven't done that, it can really make it uncomfortable in the interview, because either you're not going to understand what the interviewer's talking about, or you're going to ask some dumb questions."

"Another thing is not really preparing for the interview itself." Applicants should "sit down and think, ‘What are they going to ask me when I'm in that interview?' With a little bit of asking around, you can find out things like, do they use behavior-based questions, do they use case-based questions, do they use a really unstructured conversational interview?"

Finding people to talk to within the organization can yield a lot of information. Kirch also says it's perfectly acceptable to ask some questions when setting the interview up, including:

Who will I be talking to?
Any suggestions on how to prepare?
Should I expect a particular type of interview format?

"You have nothing to lose by asking," says Kirch. "It shows that a candidate is interested in what's going to happen. They're interested in you as an employer and they're inquisitive, and in most cases, that's going to be a very positive thing."

Practice
Candidates can often anticipate the kinds of questions -– if not the exact ones -- they'll be asked during interviews, particularly if they've done their due diligence. Once you've determined the probable questions, Kirch advises practicing in front of someone.

"They always talk about preparing yourself -- looking in the mirror and answering the question," Kirch says. "It's much more difficult to give your answer to a live person and ask them what they thought of your answer than to look yourself in the mirror and do it."

Personal Presentation
Dressing appropriately is sometimes lost on recent graduates, says Kirch, adding that many times young people will show up wearing a coat when a suit would be more fitting. "Or even if they do come with the right tie or suit, sometimes it's that they're not well-presented," he says "They're wrinkled, or they're wearing white pants in January. It could be a lot of different things that are easy to fix, but it just doesn't help them when they're up against a lot of competition for a position." Again, doing your homework should reveal the appropriate attire.

Be sure to cover all the standard interviewing etiquette points as well. "Even the basics -- like a good handshake, not being nervous, smiling -- because they don't see the real you if you're uptight," Kirch explains. "And basic eye contact; a lot of people put a lot of weight into eye contact. Maintaining that is really important."

Pertinent Questions
Kirch says it's profoundly disappointing in interviews to "get to the end and say, ‘Do you have any questions I can answer for you?' and they say, ‘Nope, I think you answered them all,' and that's the end of it. It's just really disappointing and reflects negatively on the candidate."

Include developing a tough question in your preparation to finish things off. "For me, I just love it when someone asks a really difficult question -- something that takes some guts to ask, asking really well-thought-out questions that show you know the business that that interviewer is in," says Kirch. "You know their company to some extent, and you've thought about your question. It all goes back to preparation, and it tells the interviewer you thought about this interview before you walked in the door."

Make a Great First Impression

2006-12-27T23:06:00.000-08:00

Like many career advice experts, Steve Fogarty, staffing partner at Waggener Edstrom, says candidates should research a company thoroughly before an interview. And if the company is a private firm, that's not an excuse to skip doing your homework.

Where there's a will, there's a way, and finding a way to gather information on a company "distinguishes the great candidates from the good candidates," says Fogarty.

Consider Fogarty's company, a large independent public relations agency. He says that if someone were trying to find out about Waggener Edstrom, the candidate could take a number of steps. In addition to simply visiting the company's Web site, joining a trade organization like the Public Relations Society of America would almost certainly give someone interested in his company exposure to people who work there.

Fogarty offers a less conventional method as well: "People might be able to find a press release that one of our PR people has written and contact that person and say, ‘I saw your press release. It looks really good. Would you be open to me asking a few questions? I'm doing research on your company.' That's a way to get information."

What else can you do to improve your chances at the interview? Try these tips :

Be Concise
Interviewees rambling on is one of the most common blunders Fogarty sees. "You really have to listen to the question, and answer the question, and answer it concisely," he says. "So many people can't get this basic thing down. You ask them a question, and they go off on a tangent. They might think you want to hear what they're saying, but they didn't answer your question."

Provide Examples
It's one thing to say you can do something; it's another to give examples of things you have done. "Come with a toolbox of examples of the work you've done," advises Fogarty. "You should come and anticipate the questions a recruiter's going to ask based on the requirement of the role. Think of recent strong strategic examples of work you've done, then when the question is asked, answer with specifics, not in generalities. You should say, ‘Yes, I've done that before. Here's an example of a time I did that…,' and then come back and ask the recruiter, ‘Did that answer your question?'"

Be Honest
Somehow, candidates get the impression that it's best to try to dance around difficult questions. "If you don't have a skill, just state it. Don't try to cover it up by talking and giving examples that aren't relevant. You're much better off saying you don't have that skill but perhaps you do have some related skills, and you're happy to tell them about that if they like."

Keep Your Guard Up
According to Fogarty, you can split recruiters into two schools. There are those who are very straight-laced and serious, and candidates better take the process seriously as well when dealing with them.

"Then you have recruiters like me," he says, chuckling. "I'm going to be that candidate's best friend when they call me. My technique is to put them at ease, because I want them to tell me everything, and a lot of candidates mess up in this area. They start to think, ‘Oh, this guy is cool. I can tell him anything.' And then they cross the line." And that can take a candidate out of contention. Remember: Always maintain your professionalism.

Ask Great Questions
Fogarty says nothing impresses him more than a really good question that not only shows you've researched the company in general, but the specific job you're hoping to land as well. "That makes me go, ‘Wow, this person has really done their homework. They not only know the company, but they know the role.'"

Job Fairs Aren't for the Faint of Heart

2006-12-27T22:43:00.000-08:00

10 Tips to Improve Your Chances

There is more competition in the job market than there was a few years ago, so it pays to get out there. Attending a job fair beats sitting at home waiting for the phone to ring. If nothing else, it's a place to schmooze and find out what's happening. Your approach to the fair may make a huge difference in whether you achieve satisfactory results.

Joe received his layoff notice on a Friday. After a week at home, he knew he had to get out and make some contacts. He found and landed his last job at a job fair, and soon discovered on the Internet there was a tech fair in his area the following week.

Armed with several copies of his resume, Joe set out with an air of confidence. His confidence got a blow when he arrived at the site and saw the long line of people waiting to get in. This was going to be a very different experience than his last job search. As he walked down the line, he met friends and former coworkers. He tried to find out what was going on inside and how to deal with it. Some of his friends were veterans of the system and were glad to share some survival tips with him. Here are 10 of those tips:

Once inside, get a list of participating companies and choose which companies interest you. Spend your energies on them rather than wandering from booth to booth.
Check out job openings for each company of interest, typically found on a listing sheet. Or use a computer, if provided, to look up individual companies.
Get a floor plan map -- usually at the entrance or information table. Plan a route to move around the floor quickly, visiting your companies of interest.
Stay upbeat and energized. Try to make an impression through your enthusiasm about the work. Also try to engage the company representative in conversation about the company, and listen to what the rep has to say.
Try to talk to the hiring manager or senior member of the team, if possible. Recruiters can be helpful regarding the company and what they are seeking, and human resources personnel can give you information on the hiring process and the company, but the hiring manager is the one with the clout.
Let the person you talk to know what you have to bring to the company. Be prepared with a short statement about yourself and your background -- less than two minutes. Try to hook the interviewer's interest with something unique about you.
Try to get a name or business card from anyone you talk to so you can use the name as a reference when you follow up.
Follow up by sending a letter and another copy of your resume to human resources and the hiring manager. Mention that you talked with them, or a company representative, at the fair. Tell them how excited you are about the position. Let them know you are the solution to their problem -- you can make a difference and add value.
Follow up in a week or so with a phone call, inquiring about the position and the hiring status.
Use the job fair as one of many sources in planning your job search. Do further research on participating companies by visiting their Web sites and checking for additional openings and opportunities.

Try not to be overwhelmed by the size of the job fair or the number of job seekers in attendance. Keep focused on the companies you want to interview with. Don't be discouraged if you don't go home with a job offer or formal interview lined up. This should be just one step in your research and networking process.

Consider any new contacts you meet or information gathered at the job fair as a positive addition to your resources. Be persistent in your endeavors -- job opportunities sometimes come from the least expected sources at the most unexpected times.

Land the Interview

2006-12-27T22:01:00.000-08:00

A Follow-Up Call Wins the Interview
You've sent your resume to three (or 16 or 110) prospective employers, so you've done your part. Now all you have to do is sit back and wait for the phone to ring. But why is nothing happening?

We've got news for you: Your phone will never ring. The fact you sent your resume in response to job postings means very little in the grand scheme of things. The search industry has designed the search process to cater to employers' needs, not yours -- even if you're a perfect match for a posted job. By falling into this trap, you've aligned yourself with the masses to take a number and wait and play the game on their terms.

Meanwhile, another more enterprising candidate slips in by way of a referral or a well-placed phone call and gets an interview and a possible job offer. All this happened while your resume sat, forever lost in the crush of paper and electrons as you waited by the phone.

So how do you get past the pile of resumes and in the door? After you send a resume or an introductory letter, always make a follow-up call. Remember, it's the conversation that gets you the interview. Here's how to get on the phone and into the interview process.

Why Should You Follow Up?
Consider this scenario: Yours may be one of more than 100 resumes sent in response to a job posting. Three days later, you call the manager to follow up. You are most likely the only candidate with the initiative and drive to do this. With a decent presentation, you could win an interview for later that week. Meanwhile, your resume might have stayed buried in a huge stack and never discovered. Don't leave this to chance. This is no time to be bashful about initiating these calls.

Whom Do You Call?
Never call human resources or an in-house recruiter. These people have no vested interest in talking with you. In fact, they don't want to talk to you. You'll only foul up their process. If you want to get hired, you need to talk with an actual hiring manager. If that's a midlevel project supervisor or the vice president of engineering, so be it.

Find out who this person is before you send your resume anywhere. You can locate the names of these people through various sources, including the company Web site's About Us/Management Team page, phoning the company receptionist, or subscribing to a corporate research service

In short, your job search is just that: Your job search. Take control and drive the process yourself. Don't play by others' rules, putting your future in the hands of search industry bureaucrats. Get into the driver's seat and make their phone ring with a follow-up call every time you send a resume or introductory letter.

Warm Up to Cold Calling
Tough times call for tough strategies. If you find that your networking prospects are drying up, it may be time to think of new ways to penetrate the job market. The cold call is a basic technique used in selling, and when done properly, it can provide new opportunities for you.

Any professional salesperson will tell you that sales is a numbers game. The more people you talk to, the better your chances of making a sale. A good salesperson will also tell you that one key to success is proving to people you have something they need -- that you have the solution to their problem, that you can help them. But first you've got to pick up the phone and make some calls.

If the very thought of calling a stranger and selling yourself makes you cringe, you are not alone. Most people are not natural-born salespeople and have to push themselves to make that call. But if you can begin to think about helping someone by providing solutions, the call will become easier, and you'll have a better chance of success.

According to Marky Stein, author of Fearless Interviewing, cold calling has had proven success for even the most faint-of-heart. Stein suggests preparing a script to read from before making the call. “The script itself has to have a hook, something extremely enticing to the hiring manager about your accomplishments, your years of experience, the successes you've had, and in some cases, your education,” according to Stein. Her advice is very specific: “A necessary element of the script is the key phrase: ‘When can I come in for an interview?' These words are so simple that you may feel foolish saying them at first, but they get results. Modifying the phrase to, ‘Can I come in for an interview?' won't be as effective. In fact, I would venture to say that the results have been unsuccessful.”

Writing your script will be the first step toward success with the cold call. This will require you to evaluate how you want to focus your statement. Think about what you have to offer. Why would this employer be interested in you? Begin by researching the company and finding out about the projects and business deals it's working on. How can you use this information to sell yourself?

Begin with a greeting -- sounding enthusiastic (but not phony) will be a plus.
Introduce yourself and say what your specialty is and how many years of experience you have in your field.
Talk about your specialty or two or three key strengths you have that are relevant to the company's needs. Example: “I have the ability to close sales, and negotiate killer deals.” Or, “I recently negotiated a 35 percent savings on project costs for my company.”
Ask the magic question, “When can I come in for an interview?”

Once you get your script written, you'll want to talk directly to the decision makers. You can find these people listed in a couple of sources.There you will discover a wealth of information on companies and the key players. Another source available at no cost is Rich's Guide at your public library.

Sales professionals will tell you that not everyone you call will be interested in what you're selling. Expect rejection; two out of every three calls will not lead to new prospects. But success is the result of trying. Athletes provide a good example of persistence. Michael Jordan has missed many shots with the game on the line, but what makes him great is that he's still willing and eager to be the one to take the decisive shot when the game is tied and the clock is ticking down. Your career will benefit from the same type of determination.

Consistent efforts are important. Keep practicing and trying, even when you face repeated rejection and it seems that all you hear is “no.” Your goal is to continue calling until you get a “yes.” That's when you will feel the thrill of making the clutch shot.