INTERVIEW SKILLS

Tell me about yourself

by Sanjeev Sharma

Tell me about yourself is a question that most interviewees expect and it is the most difficult to answer
as well. Though one could answer this open-ended question in a myriad of ways, the key to answering this
question or any other interview question is to offer a response that supports one’s career objective. This
means that you should not respond with comments about your hobbies, spouse, or extra curricular
activities. Trust me, interviewers are not interested. To start with there is no correct answer to this
interview question. I would lean in the favour of a quick reference to some personal traits that give a
quick view of who you are. From there one could move to a one sentence of any relevant
education/qualification. There should also be a mention of employment history.

Purpose of the Question:

In one of my write-ups, Across the interview table, I did mention that there is a purpose to each and
every question in the interview. One cannot ask anything and everything. Again, a set of interview
questions varies from industry to industry and position to position. Interviewers use the interview process
as a vehicle to eliminate your candidacy. Every question they ask is used to differentiate your skills,
experience, and personality with that of other candidates. They want to determine if what you have to
offer will mesh with the organization's mission and goals.

What type of answer is expected?

Try to avoid this type of answer: I am a hard-worker who is good with numbers. After I worked as a
financial analyst for a few years, I decided to go to law school. I just finished and now am looking for a
new challenge.

Say something like this: I began developing skills relevant to financial planning when I worked as a
financial analyst for three years. In that role, I succeeded in multiplying the wealth of my clients by
carefully analyzing the market for trends. The return on the portfolios I managed was generally 2% more
than most of the portfolios managed by my company. My initiative, planning, and analytic skills were
rewarded by two promotions. As the manager of a team, I successfully led them to develop a more
efficient and profitable strategy for dealing with new accounts. My subsequent training in the law,
including tax law and estate law, gives me an informed view of what types of investments and charitable
gifts would be most advantageous for your clients.

Preparing for the answer:

Follow the following steps as outlined below to ensure your response will grab the interviewer’s attention:

 Provide a brief introduction. Introduce attributes that are keys to the open position.
 Provide a career summary of your most recent work history. Your career summary is the
"meat" of your response, so it must support your job objective and it must be compelling. Keep
your response limited to your current experience. Don't go back more than 10 years.
 Tie your response to the needs of the hiring organization. Do not assume that the
interviewer will be able to connect all the dots. It is your job as the interviewee to make sure the
interviewer understands how your experiences are transferable to the position they are seeking
to fill.
 Ask an insightful question. By asking a question you gain control of the interview. Don't ask a
question for the sake of asking. Be sure that the question will engage the interviewer in a
conversation. Doing so will alleviate the stress you may feel to perform.

There you have it: a response that meets the needs of the interviewer AND supports your agenda.

When broken down into manageable pieces, the question "So, tell me about yourself?" isn't overwhelming.
In fact, answering the question effectively gives you the opportunity to talk about your strengths,
achievements, and qualifications for the position. So take this golden opportunity and run with it!

When asked by different people?

HR managers or CEOs of the company or the Departmental Heads can ask the same question and your
answer should vary. The expectation of each person is different.

When asked by the HR Manager your response must be like this: "My career has been characterized by
my ability to work well with diverse teams. I seek out opportunities to involve others in the decision-
making process. This collaboration and communication is what has enabled me to achieve success in my
department. People are the most valuable resource of any organization."

When asked by the CEO your response must be like this: "I have achieved success in my career because I
have been focused on the bottom line. I have always sought out innovative solutions to challenging
problems to maximize profitability. Regardless of the task or challenge, I always established benchmarks
of performance and standards of excellence. I have never sought to maintain the "status quo." An
organization that does not change and grow will die. I would enjoy working with you to help define new
market opportunities in order to achieve the organization's goals."

In each instance, we responded to the "needs of the individual." It is almost guaranteed that when you
respond appropriately to the diverse needs of the different managers, you will become the standard by
which all of the other candidates will be measured.

Conclusion:
The question is very tricky and being the first question of the interview…one need to be a bit more careful
in answering the same. This question can make or break the interviewer’s interest in you.

Be a good listener!

Are you good at listening? It's an interesting question because listening, as apart from just hearing, is an
acquired skill. And by being able to listen well, you have a skill that can be put to good use during job
interviews.

Good listening skills, however, just don't happen. You will have to work on improving them. Active
listening requires that the listener receive both the speaker's spoken and unspoken message. This can be
difficult because very often, the listener is so busy thinking about responding to what the speaker is
saying that he misses much of what the speaker is trying to say across. If you want to be an effective
communicator, especially in the job interview, you need to develop your active listening skills.

One way to help you become a better listener is to take notes while you listen. Here's why.

 It gives the interviewer a non-verbal message that you are serious and you value what the
interviewer is communicating.
 The notes helps you raise significant questions when the interviewer asks, "Do you have any
questions?"
 They help you with your follow-up communications because you can refer to specific comments
or topics covered in the interview. The more specific and customised your thank-you follow-up is,
the greater the chance it will make a favorable impression on the interviewer.

But while most interviewers will respect your need to get accurate information, some may find your note
taking to be a distraction. So before you start taking notes, always ask the interviewer for permission first.

Other helpful hints:

 Be discreet. Don't make a big show out of pulling a pad of paper from your briefcase.
 Maintain eye contact even while taking notes. Keep looking at the interviewer. Don't give him the
impression that taking notes is more important than actually listening to him.
 If the interviewer seems distracted, stop your note taking. It's best to let your notes be out of the
interviewer's direct sight. Don't try to write complete sentences; jotting down the key words or
questions will do.
 After the interview, review your jottings to fill in the blanks and complete your thoughts.

What can I do to improve my job-interviewing skills?

by Paul Shearstone

Whether you’re a student job seeker or a polished and proven executive, the first thing you must come to
terms with is, “Regardless of the position you seek, you are now in sales!” The product you are selling is
YOU! The interview is your opportunity to differentiate yourself in the eyes of your customer [the
interviewer] when compared to your competitors [other job applicants].
Successful companies today, are focused on building what’s known as, corporate “Unique Value-Add
Propositions.” Simply put, a unique value proposition is designed to differentiate companies / products and
services, by making a decision to do business with you, an easy one. This is accomplished by means of
removing the risk in customer’s minds through obvious value-add.

So before you go into an interview, ask yourself, “What is my unique Value-add for this company? What
can I say, do, or show, that will separate me from all other candidates?” And, “How convincing am I?”

There is no secret that in many cases today, the most qualified are not always the ones hired. Sadly,
many qualified individuals lose out on opportunities expressly due to their inability to distinguish
themselves [in the interview] by showing unique value-add. You may then ask, “How does one construct a
value-add interview?” The process is surprisingly simple.

#1: As quickly as you can, write down all the words that describe your unique strengths that relate to the
position to which you’re applying. [Note: Five words are not enough. Try for at least fifteen / you may also
ask others for their input].

#2: As quickly as you can, write down all the words that describe your potential weaknesses as they
relate to the position to which you’re applying.

#3: Turn each word into a sentence or statement. It does not have to be complicated. For example, if one
of your strength-words was, “experience” - you could simply say, “I am experienced.” [Note: Do the same
for your weaknesses list as well].

#4: Take each sentence / statement, and turn them into a question. “I am experienced” becomes, “Why
am I experienced?”

To answer the question, “Why am I experienced?” inexorably brings to light your real Value-Add. From a
selling point of view, ‘being experienced’ may be true, but it is only, however, a fact. “How specifically, am
I experienced, and, How it will therefore benefit the new company,” is the real Risk-Removing, Unique-
Value-Add-Information needed to showcase your talents.

Knowing the answers, ahead of time, to questions like, “Why is [this] a potential weakness for me - for
this position?” is equally integral to the success of any interview.

For more detailed information on Interviewing Skills, visit [www.s150.com]. On the ‘Speaker Profile’ page,
is a hot-link to “The Art of the Interview”. There you can order [$5 Admin-Fee] a 55-page booklet that
guarantees better interviewing results. It details the specific types of questions trained interviewers will
ask and the reasons why they ask them. The do’s and don’ts of a good Résumé’s as well as ways to better
prepare mentally for an interview are also there in a comprehensive easy to read format.

Remember that in business, “The degree to which you cannot provide a unique Value-Add Proposition is in
direct proportion to the degree you hurt yourself, your company and your industry.” In any job interview,
“You are the company. The product you’re selling is YOU!”

How important is it to stand apart from others in an interview and how difficult is it?
by Paul Shearstone

Any professionally trained interviewer can verify these questions are the most asked by people involved
with job-hunting. How important is it? Absolutely vital! … How difficult is it? Not hard at all.

In the early 1980s I interviewed a young man who, in our meeting, began to quote information pertaining
to the company he was applying. He talked about the previous year's corporate gross revenue figures, the
number of employees country wide, projected new product launches and other
related information. Needless to say, I was impressed. He got the job.
I can demonstrate the
importance with a true
In retrospect, although I tried to be unbiased, when comparing him to the other story from my book
candidates, his knowledge of the company [The Company I worked for and 'The Art of the
Loved] coloured in his favour, the whole interview. My impression was he had Interview'.
spent a lot of time researching the organisation, which showed considerable [*Now on CD-ROM]
interest and effort on his part. Not one of his competitors had done so.

Months later, I asked him where he had done his research to find so much about the company. He smiled
and said, "Remember our meeting was scheduled for 2pm that day and you were running 15 minutes
behind?" I nodded affirmatively. "Well, as I sat in the reception area waiting for you, I noticed, among the
magazines on the coffee table, a Corporate year-end report in which, among other things, contained the
company's complete history. Fifteen minutes gave me plenty of time to 'research' the company." [And
then he grinned]

This story is true although the important lesson here is, he did something so simple, that in the end, made
such a huge difference. He beat out 20 other candidates - many of whom had more impressive credentials
than he. The fact remains, when the moment counted, and with little effort, "He was Impressive!"

You may think me a little adamant as to the importance of this point. The fact remains that 'Little Things'
can make 'All the Difference'. For other examples of this we need only look at Olympic athletes.

The runner that crosses the finish line 1/100th of a second faster than the next, wins the Gold. A Gold
Medal can mean the difference of millions of dollars in future endorsements.

One might ask; Is this Gold Medal winner ten times faster or better than the second runner? No, he is only
1/100th of a second faster - the length of a pencil. Decades of training and practice to become a Gold
Medal winner, a celebrity and a multi-millionaire all came down to 7-inches - When It Counted!

For us, the other important factor to remember is that when interviewing for a new job, there is no Silver
Medal, second place, so to speak. We either get the job or we don't!

The Bottom Line:

Although it is easy to see the task of standing apart in an interview is a little daunting, it is, nevertheless,
absolutely integral to anyone's success in today's Unique Value-Add driven marketplace, whether it is
products, services and/or especially when it relates to us. In the end, we are all trying to make a sale.
Potential employers must buy-off on the value and uniqueness of us.

The good news? Standing out in a 'Huge' way is rarely necessary and often, we find standing out a 'Little'
is not all that difficult.

Managing ‘bad’ interview questions

by Neil Palabrica

Who has not felt nervous during an interview? Sometimes an applicant can become so anxious about
giving the right answer that he does not realise that he is being asked the wrong question.

Illegal interview questions are queries that a person may refuse to answer as they violate his rights as an
applicant. In fact, in the United States, some states allow a person to sue an interviewer for asking such
questions.

But with jobs scarce to come by on the local market, it may be more prudent to think of how best to
answer brash questions than to reject them outright. It may be that these “unethical” questions are being
asked to determine if an applicant meets specific requirements for the position.

Illegal questions?
The following are some questions that the employer need not ask but may do so occasionally:

 Questions about one’s origins. These may include citizenship issues. They may be applicable if
the position will require travel to different areas. The interviewer may be interested to know if
you can speak a particular dialect.
 Questions concerning one’s marital/family status or relationships. These include those about your
civil status - if you are married with children, or are a single parent, or have a boyfriend or a
girlfriend. Normally, questions of this nature are intended to check out the applicant’s capacity to
work long hours or do overtime work.
 Questions concerning one’s personal attributes and background such as height, weight, likes, etc.
Again, such queries need not be asked unless relevant. Some jobs obviously have special
requirements, such as height for a basketball player. Or you may be asked your musical
preferences if you are applying with an audio store.
 Questions regarding one’s disabilities. As with personal questions, these may be asked with tact
and only if necessary. Candidates for pilots, for instance, have to have 20/20 vision.
 Questions regarding one’s social standing including any arrest record. This information need not
be asked as it should already be included in the requirements requested.
  Questions about one’s religious affiliation or beliefs. To discriminate against one’s religion is
against the law and related questions should not be asked.
 Questions concerning one’s age. Information on age should be available in your resume and need
not be asked.

Focus on the real issue

If you are thrown such posers, you could opt to give them the benefit of the doubt: The employer may not
be aware that they are inappropriate. According to HR manager Jig Blanco-Yan: “These interviewers might
not be aware that they’re asking sensitive questions. Chances are, they want to hear something and
sometimes, they get too carried away to notice the discomfort of the interviewees.”

Rather than telling the employer that you are not comfortable with the questions and that you feel they
are irrelevant, try to determine first the intent of the interviewer, the purpose behind the question, then
answer in relation to the responsibilities of the job.

For example, if you are queried about children, the interviewer may want to know if you can work long
hours away from home if necessary. A good answer is to say that if there is a need to work extra hours,
you would be available. Misty, an HR applicant, was once asked by an employer if she had a boyfriend,
and she replied with an assurance that she was willing to do overtime work if needed. “I simply assumed
that there was no malice or hidden motive behind the question. I didn’t want to react in a negative
manner as I was really keen on getting that position.”

In some cases, an interviewer may ask this type of questioning believing it would put the interviewee at
ease. Instead of starting the interview on a serious note, the interviewer may pose light and personal
questions first to break the ice. Again, it is up to the jobseeker to phrase his or her answers in such a way
as to show that he or she is a professional who will be an asset to the company if hired.

Have You Thought About Your Answers Lately?

by Koon Mei Ching

Sometimes I think the entire interview process is turned on its head.

In a typical interview the recruiter commences with a slew of exploratory questions aimed at extracting
key information that will help the candidate differentiate him or herself from the other 230 candidates
being interviewed.

Our ultimate objective as interviewers is to narrow the hundreds of homogenous Resumes into a crème
pile of 20 quality individuals. Pure and simple. Contrary to popular belief, we are not out to get you.
Rather, we are trying to assist you in highlighting your strengths and capabilities so that we can meet our
quality quota and happily go home.

Despite this obvious intention, I, as a recruiter, seem to spend excruciatingly tedious amounts of time
probing the interviewee for information that, really, is aimed at helping them market themselves to me. It
is at times like these that I exasperatingly ask myself: "How come I am doing all the work?"

More often than not, it seems that the candidates are quite happy to marinate in their sauces and curtly
answer questions in a very superficial manner.

The key to creating the right impression lies in your ability to truly listen to the questions asked of you
and respond with the kind of information sought by the interviewer. From my experience, most candidates
seem to be having a terribly difficult time in understanding this very basic objective of the interview. The
majority of candidates have shown a disappointingly slender grasp of the process of analysis - whether
that be a true reflection of their ability.

Before you fire your pre-programmed answers at the interviewer, make that extra effort to examine the
true motivation behind the questions asked of you.

Do I merely want to know about the list of extra-curricular activities you participated in or do I want to
know about how these activities have added to your capability profile? When I ask you to talk about a
topic like the environment, do I want to get the definition of the term or do I wish to gauge your ability to
explore wider issues and think outside the box?

When I ask you to tell me about your most significant achievement; take the time to delve into the
motivation of your chosen project, the manner in which you applied yourself, the challenges you faced,
how you managed the situation and why you feel its achievement deserves the merit you accorded to it.
Avoid rattling on an exhaustive list of bullet points that serve only to cursorily answer me with face-value
information, making me no wiser as to your accomplishment.

Ultimately, if we have to prise the information from you with a crowbar, you're digging your own grave
with a foot in it. The fact that you are not thinking about your responses presents us with a none-too-
complimentary view about your ability to perform and advance in our company.

The interview is all about figuring out the kind of person you are, the capabilities you possess and the way
your mind works. When you go into your next interview, remember these key points and respond in a
manner that will define who you are and why we should be snapping you up like a hot cake.

Yes and No answers will just not cut it anymore. If you want the job, impress the interviewer. No more,
and definitely no less.

You have the power to convince us. Whether or not you make the cut is up to you.

The Art of Stalling An Offer

by Koon Mei Ching

"We'd like to make you an offer." Boy, words just don't get any sweeter when you're hanging out to dry
without a job. In this current market swinging on a downturn, many professionals may be freshly laid-off,
or have been suffering that same fate for a while now. In any case, when your bills need attention and
prevailing obligations abound, getting employment is all that counts, isn't it? Maybe, maybe not.

You want me? You got me.

Congratulations! You've just been offered a job you've been waiting for. Only catch: cut your expected
salary in half, relocate to another city on your own account and, oh, forget about taking that family
vacation for at least a year of hard labour.

The process of accepting an offer of employment is often trickier than expected in real life. While that
glorious phone call may seem like a godsend most of the time, the question really is, do I accept this offer
now or wait for other replies from employers I prefer to consider? To alleviate the pressure of accepting
the first job offer that strolls along, consider tactfully stalling for additional time to consider all your
options and make the right decision.

Why stall?
For obvious reasons, accepting a job immediately rules out any hope of evaluating the offer thoroughly
and precludes your ability to leverage parts of the offer by weighing contracts from other "suitors" you
have not heard from yet. Hasty decisions can cost you more than you are willing to bear.

Off-the-cuff, you need to find out more about the role and evaluate the personal issues surrounding it. Is
it a job with a future for your career? Is it paying a fair market rate for your skills? Where is it
geographically? Can your financial status afford turning it down and waiting longer for another offer? The
key is learning how to evaluate and accept the right offer and, most difficult of all, define what your
bottomline requirements are in order to be happy with the offer. This may mean turning down a position
that is outside of your desired parameters - even when there is no other job on the horizon.

Howard, a recent casualty of the airline industry, was laid-off a few weeks ago and has been zapping out
resumes to aviation recruiters across the country and in the region. Finally, after 4 painfully quiet weeks,
he gets an offer to work in another country. Did he take it? No. Even though he knew that it hundreds of
other guys would have killed for the job, he chose to stall for a little time while he considered the offer in
full. In the end, he discovered that paying for the relocation, moving to a place he did not fancy and
accepting a 40% pay cut would not be worth it. He was willing to ride it out and wait for another employer
to come a-knocking. Apparently, his wait was worth it. He got another offer from a company that was
located in his ideal spot and paid 30% more than the previous offer.

The phone stall

So, now that your interest is piqued, how does one actually stall an offer? First things first, be polite. If
you are on the phone with a recruiter/potential employer, change your "That sounds great! I'll take it." to
a "Thank you for calling and I am certainly excited about your offer, but I would appreciate a little time to
evaluate your offer. Would I be able to get back to you on my decision?" At this point, you should request
for another date to get back to them (more on this below). Especially with a verbal offer, you should ask if
the recruiter can provide you with a written letter of offer. This will allow you the time to thoroughly
consider the terms of offer in full and assess the suitability of the employer with your personal criteria,
without having to decide on the spot.

The write stuff

If you have received an email offer or a written letter in the mail, you typically respond to the recruiter
with a letter. Most employers understand that you may not be ready to make a decision about accepting
an offer straight away. Hence, it is permissible to request for a delay or extension to your decision
deadline. Ensure that you make it known in the letter that you are very pleased to hear from them and
greatly appreciate their offer of employment to you. This will keep the door open for you as they note
your interest in the offer. Then you can make a simple statement that, at the present time, you are
unable to commit yourself to a decision and need to consider the offer thoroughly. You do not need to
inform them that you are evaluating other offers...this may come off as being arrogant and create a
negative impression of yourself (even though it is the honest truth). Follow this up by a request for them
to accept your decision at a certain date.

When shall we dance?

As with both the phone response and written letter, do try to negotiate a reasonable extension deadline
for yourself. This allows you to evaluate other offers or possibilities. Usually, a week is okay; sometimes,
maybe a little bit more time. Be fair though, in estimating how much time you might need to decide. Don't
test their limits and ensure you stand by the specified deadline. It is never advisable to ask for another
extension. In these cases, unless you know you are their top choice, you might as well kiss the offer
goodbye.

Once the deadline hits, ensure you promptly respond to the recruiter via the telephone, email or written
letter (to arrive on the date of the deadline, please) thanking them for their patience and stating your
decision. Throughout it all, always be mindful that your decision affects their staffing operations and when
you do decide to decline the offer, someone else who really needs the job might be anxiously waiting for a
call.

Parting words
In the end, the experience of deliberating over job offers can be as much about a personal struggle to
answer those philosophical questions ("What do I really want in my life? What am I worth? What kind of
compromises am I willing to make to my personal/professional/social life in taking this job?") as it is about
the vagaries of the job market. You may experience a good sprinkling of incredibly exciting leads and a
dose of confidence-shattering moments.

Reality is, there are no perfect jobs out there - although there may be ones pretty close. Before you make
a life-changing decision with regards your career, take the time to make the time in deciding. And this, my
friends, is the art of stalling.

Best Compilation List

by Koon Mei Ching

This article is probably what most of you out there are waiting for. So, wait no more! The "Interviewer's
Top 10 Hits" Best Compilation record is out! Here, you'll find a list of the 10 most popular questions used
by those faithful interviewers world wide. I do want to caution everyone though, that this is only to
provide you with a overall guide to what they want to know, and it should not be treated as text book
answers, because there are none. If everyone started answering the same questions with the same
answers, there would be (a) very bored interviewers, and (b) absolutely no selection process. But let me
not digress.

And the Top 10 are...

1. Tell Me Something About Yourself

Now, this is a golden classic used at the start of interviews to break the ice and to get you to give them a
good initial run down of who you are and your "hidden" characteristics, demonstrated in the way you
present this self-story.

You should prepare a 2 to 3 minute presentation that briefly introduces your self (where you're from),
your personal interests (hobbies, community involvement etc), your work history, and recent career
experience. The most time should be spent on the accomplishments in the last two areas.

Interviewers look out for three things:

1. If you are able to give a brief, sequential summary of your life and career that relates
to the job for which you're interviewing. Don't ramble on aimlessly on irrelevant nitty
 gritty details though. If you find yourself at the 5 minute mark talking about your high
school days, you are WAY off the mark!
2. Your conversational style, your confidence level, your ability to organize and present information.
3. An idea of the person your are behind the suit.

2. Why Do You Want To Join This Company?

OK, now they want to know your motivations for joining the company. And this is usually where they can
read between the lines in your answer, so think carefully when answering.

First, do your research on the company, its culture and market. Not enough job seekers do enough or ANY
of this which is a real no-no! Make sure you understand who you are being interviewed by.

Second, DON'T give answers such as "Oh, because its such a cool place to work!", "I like your
salary and benefits package," or "My friends are already there and it makes it easier for us to
hang out together." OK, so maybe I exaggerate a little bit, but you should get the picture.

These answers seem "give-me" oriented and do not show the interviewer how your skills and experience
deliver what the company needs.

Third, DO demonstrate to them how you can contribute to the company's goals and how your skills and
experience match their requirements. Use concrete examples as if you were already working there. For
instance, when I interviewed with JobStreet.com for the role of Editor, I drew up a list of things that would
add value to the job seeker. Similarly, if research shows that the company is trying to be market leader,
tell them how your experience/skills will be able to let you contribute to adding market share for the
company.

3. Why Are You Looking For A New Job?

This may seem like a straightforward question to answer, but look again. It is very easy to slip up here if
you are unprepared. Most people seek another job because they are unhappy/unsatisfied with their
current employment. But relating ANYTHING in a negative light at an interview is bad form. Most
interviewers don't look so much for the reason you left, but they way you deliver your response. So,
always be honest and positive.

Even if you got fired from your last job, try to keep it brief yet honest. If you start ranting on about how
your ex boss/company was a terrible employer, they may be thinking "Is he still dealing with bitter or sad
feelings, or has he been able to focus his energy on the future and the next position? Does she place total
blame on others for her situation or does she accept at least some responsibility for it?" Further, most
terminations happen because of an ill-fit between company and employee, not so much performance. So,
try to take this angle.

If you left voluntarily, don't dwell on the negative reasons for leaving, and focus on how you can
contribute better to your new company/role.

Some examples of answers that would work are below. But again, don't just memorize these answers and
throw them out again without being really honest. Interviews never work if you approach them like
textbook exams.

1. I wanted to move my career in a new direction. (Make sure you mention what this new direction
is.)
2. My company was restructuring and I chose to seek better opportunities elsewhere.
3. I want to keep developing new skills but was unable to pursue this in my previous company. I
decided to make a change to allow this to happen.

4. What Kind Of Position Are You Looking For?

Avoid vague answers such as "I want an exciting job" or "I want to grow my skills in this
area." It shows lack of focus and motivation for your career objective. Instead, focus on your
desired position and how your skills and experience can help you be an asset within that position. For
example, "I have a strong ability to communicate and market a product as proven in my 2 years
experience as marketing officer at University/company A. I believe that I understand the consumer
industry and can add value to your company's marketing efforts."

5. What Do You Consider Your Strengths and Weaknesses?

This is a time to be honest, but don't go to extremes either way. You don't want to start telling them
that you are really terrible at organizing and can never be on time. Neither do you make
yourself out to be the next best thing since sliced bread. Instead, be clear and concise about
qualities that demonstrate you take responsibility for your work ethic, actions, and experiences learned
(or failures) on the job, problem-solving ability, and values.

6. What Do You Know About Our Company?

This is where your research has come in handy. It is a way to demonstrate that you are serious about
joining the company and was motivated enough to learn about it before the interview. Don't respond by
repeating each and every fact you learnt about the company, because it can seem arrogant and
memorized. Do mention its major product, markets and latest development. Keep things positive. Also
try to show your eagerness to learn more about the company by asking some questions to the
interviewer him/herself.

7. What Do You Consider Your Greatest Achievements?

Try to mention about 2-3 achievements. This is a way for interviewers to gauge how you managed
people/projects/yourself in a successful manner - which can translate into how you may be able to
succeed in the company if they hire you. Try to choose a set of achievements that allow you to display a
variety of strengths. Ie. A successful event that you set up showing your organizational skills, successfully
resolving a situation at work which demonstrates your problem solving skills and delivering an important
report under difficult circumstances which shows your ability to handle pressure.

8. Where Do You See Yourself One / Five Years From Now?

Respond to reflect your confidence and drive to reach a level of work that will be rewarded for your
success. State realistic expectations and propose a real plan of where you intend to go within the
company. Never sound overly confident, fearful or confused.

9. What Type Of Job Assignments Did You Perform In Your Last Job?
Be honest and to the point answering this, even if the assignments performed don't exactly match those
required in the new position. However, also take the opportunity to mention any projects your volunteered
for, special projects you took on outside your work scope or elected positions held in committees in other
past jobs/university. The key point here is to try to tell them about experience gained in areas
that might be relevant to your new position.

10. When You Start A New Job, How Do You Establish Good Relationships With Your New
Colleagues and Supervisors?
It is important here to be enthusiastic and positive. Tell them how you worked well with your past
colleagues or peers in projects etc. Networking skills is important so show how you used yours in your
past to good stead.

So that wraps out the countdown! The bottom line is, be prepared, do your research, and understand the
job you are being interviewed for and how your skills / personality / experience match the job's
requirements. Close the interview with any last questions, pass on your name card if you have one, thank
them for their time and give a firm handshake before smiling and saying good bye.

The first interview is just a lead into the second interview or offer to a job. Not everyone is suited for the
job or the company. So don't be discouraged if you were not offered a position right away. Keep your chin
up and your cool, and don't give up on yourself!

Besides, things could be a lot worse at interviews and you could be asked a question like the one used by
Goldman Sachs in the USA, "There are eight balls, one of which is slightly heavier than the others. You
have a two-armed scale, which you are allowed to use only twice. Which ball is heavier?" Now where is my
physics textbook again...

Interview 101 - How do you beat the competition?

by Koon Mei Ching

I have been receiving a deluge of queries about interviews and how to get it right the past few months. I
thought a logical way to attack the growing pile of question marks, was to shed some light on that game
we play – the Interview. It should arm you with the right tactics and tools to make it happen for you! So,
without further ado, let the games begin!

You Have 10 Brown Eggs, But Which Makes the Best Ommelette?
The interview is basically a tool used by employers/HR managers to select the right candidate for the right
position. Now, it seems pretty simple, but the mechanics behind the process lends more than the eye can
see. Most employers will start the recruitment process by using objective minimum requirements - i.e.
skill, education, experience, expected salary etc. - to shortlist the candidates down to a manageable
number out of the confusion of applications.
So how do they pick from say, 10 equal candidates who match up to the minimum
requirements mentioned above? Even if you hit a match of 5 out of 5 for job requirements,
someone else may get the job instead of you.

And so your intrigue rises. This is where the interview steps in to siphon out those more suitable based on
"touchy feely" emotional aspects of the candidate.

Let's Get Touchy Feely, Shall We?

The emotional aspects being selected in the interview are generally as follows: initial impression,
management potential, motivation/enthusiasm, personal chemistry, and competence.

Initial Impression:
Making the right first impression on your interviewer is vital to setting the scene for the rest of the
interview. Humans naturally make a judgement about another by the way they look, act, speak etc. So
the first few minutes in the interview are crucial to get across your nonverbal factors such as:
vocal quality, body posture, eye contact, and facial expressions. Project self-confidence,
professionalism, and eager interest in the company through your actions and demeanor, and you will
make an effective initial impression.

Management Potential:
Employers hire people with potential to advance in the company as they usually prefer to grow their own
management team. They look for people who have the capacity to take on more responsibilities, lead their
team members and manage projects. Typically, this evaluation is based on a gut feel and the onus falls on
you to point out relevant experiences that indicate your potential to adapt to a changing environment and
growing roles.

Motivation/Enthusiasm:
This translates into the positive drive to accomplish a task/goal. Employers want to hire people who
are genuinely excited about working for them and developing their product. They are trained to
spot phony enthusiasm a mile away, so don't go trying to fake it, I beg of you. Research the
company and its product before you apply to make sure that you have an honest enthusiasm for what you
will be doing with the company if they hire you, and project this during your interview.

Personal Chemistry:
Know how you feel when you "click" or don't "click" with someone you meet? The same theory applies
during an interview.

It sounds logical that employers prefer to hire people they like over those they don't feel
comfortable with. This is personal chemistry. The reason for this is simply…simple. It is easier
to work with and accomplish tasks effectively in a team with people you genuinely like. Whilst
this hypothesis seems a little "vague", it is human behaviour and that, my friends, is the world we work
in. Do note though, that it is difficult to "make" personal chemistry happen. Eye of newt and a bag of bat
wings are useless, I am afraid. But if you step out of the interview feeling like you connected with the
interviewer, your chances definitely shine brighter.

Competence:
This element is colored a slight shade of gray. While it should be measurable, it is more subjective than
objective. This has to do with characteristics like adaptability to change, lateral thinking and
people management skills. Employers want people who can contribute in a variety of ways, not
only directly to the task they are working on. It could mean brainstorming on innovative ideas,
helping to manage a team for a project or dealing with problems on your feet. If you can highlight
competencies gained through your own past experiences in your interview, you can add one more point to
your interview score!

In ending, understand that fulfilling the minimum requirements stated in the job advertisement is not the
"end all be all" that determines if you get the job. The "hidden" emotional factors that are determined in
the interview play a very strong role in deciding who wins the prize at the end of the day. So even if you
don't have strong qualifications, you may still be able to leverage the interview to your advantage by
laying up your "emotional" strengths. You're in the last quarter and the game depends on your next shot.
You've got the talent. You've got the skills. Now go out there and score that killer interview!
Tips for Job Seekers
by Eric Yap, Consultant
Japan Agency and Consultancy (JAC) Recruitment (Malaysia)

Dos and don'ts during job interviews:

Dos

1. Be specialized in an occupational field and have work experience in that field.

2. Be precise and accurate when describing the nature of your previous job(s), use technical terms
and statistical figures as much as possible.
3. Be honest with your work history, personal profile and especially your salary.
4. Be multilingual, take up foreign language proficiency courses.

Don'ts
1. Do not hop from one job to another frequently without good reasons.
2. Do not badmouth about your previous boss or company.
3. Do not judge a job only by the pay it offers.
4. Do not hesitate to work for long hours.

What The Interviewer Is Looking For

by Ngeow Yeok Meng

In most interviews, knowing what the interviewer is looking for means you have won half of the battle.
The other half of the battle: be prepared to show your knowledge about the organisation, ask tactful
questions about the job, and give a good impression that you can do better than others, if you are offered
the job.

The interviewer has two methods of judging your suitability for the job. First, by questioning you and
evaluating the things about you and your experience, based on what you tell him. Second, by observing
person-to-person how you handle the interview.

If you have obviously planned your interview well, for example by showing that you are knowledgeable
about the organisation, the interviewer will assume that you are also capable of planning and making a
good job of your tasks. The converse is also true – a bad performance at interview could mean an
unsatisfactory performance at the job.

If you have the experience and ability to do the job, make sure that you do not let your interview
performance let you down. Since in most cases, the interviewer has no prior knowledge of the candidates
except their letter of application, the first impression you give is extremely important. If you are of
average intelligence or have few qualifications, do not despair. The most important factor is your actual
achievements and the positive way in which you put these over to the interviewer.

Here are five areas that help the interviewer select the right person for the right job: intelligence,
qualification, adjustment, impact on others, motivation and achievements.

Intelligence means your cognitive powers to take in and interpret information. You should be quick in
understanding all questions posed by the interviewer, and providing simple and concise answers to them.
Nevertheless, a person who is too intelligent, by giving complicated answers to simple questions, may give
an impression that he is a thinker not a doer.

Qualifications is necessary for certain professional jobs. So make sure you possess the formal
qualifications required or the experience needed when applying for that particular position. It is important
to show your knowledge and interest of the relevant professional institution in your field of work, as this
will also reflect your enthusiasm towards the profession.

Adjustment means adaptation to life in general and work in particular. The interviewer would like to know
whether you have a good capacity to withstand stress, whether you are always in control even in the most
unfavourable situations, whether you are emotionally stable, and whether you can do things on your own
initiative. Most important of all, your friendly or hostile relationship with the people around you. Impact on
others means anything from the use of simple language, the way you speak, the way you dress, to your
physical appearance throughout the interview. If you can talk from your own personal experience using
real life situations, make sense of things happen around you, think in terms of things and not people, you
are more likely to give an impression of a mature person and a problem-solver much in demand by any
employer.

Motivation and achievement are two important indicators of your general attitudes toward work and
career. Assessment will be based on the following:

 Can you motivate yourself and work on your own initiative?

 Do you set yourself goals and achievements?
 Can you get things done even when faced with difficulties?
 Are you a dreamer or an action-driven person?
 Have you long term career objectives?
 Have you reached the level one would expect for your age or qualifications?
 Which kind of work or activity has given you the most satisfaction?
 Are you a person who can deliver on time and meet deadlines?
 Do you present your boss with problems or solutions?
 Do you have initiative to finish work?
 Do you pay attention to detail?
 Do you perform well when the going get tough?
 Are you good at problem solving?

The interviewer will not ask the above questions directly as the answers should come from what you have
accomplished, not what you plan to do in future. The interviewer will skillfully find out the answers by
asking what you have been involved in, your interests, your strengths, your weaknesses, the challenges in
your pursuit of knowledge or previous work, your perception of yourself, your dreams and objectives in
life.

If you are honest with yourself in the interview, you can avoid being worried about inconsistency in your
answers. Never mind if the first impression you give is imperfect to the interviewer. The worst thing that
could happen is when you lie about yourself, and have the interviewer sense it before the end of the
interview session.

Coping with a job interview

The Star, 10 Mar 2002

When attending an interview for a job, beware of wolves in sheep’s clothing, an expert on human resource
matters warns young jobseekers.

“Sad to say, there are a few unscrupulous interviewers and job hirers who will take advantage especially
of young girls and they will ask them out for drinks and sometimes even more,” says Christine Chow,
head of human resources in a big corporation in KL..

“However, my advice is don’t compromise your dignity for a job,” Chow emphasised, adding that there
were always other jobs to fall back on.

Besides revealing the unsavoury side of job searching, Chow also gave numerous pointers in her talk
“Interview Techniques for Success” to 50 Fifth Formers at SMK Convent Light Street recently.

Tips on dressing appropriately for an interview and how to write an effective cover letter and resume were
given too.

Chow, an old girl of the school had her audience rapt with interesting anecdotes from interviews past.
“Whenever you are interviewed by more than one person, never think that the quietest member of the
panel is the most insignificant.

“He or she may actually be the one who decides your fate,” Chow said, recalling her own previous
experience where one Caucasian interviewee ignored her completely while he was being interviewed by
her colleague, also a Caucasian.

“You could see his mouth gape when he was told that I would be the one to decide whether we would call
him again,” she said, adding that he naturally did not make it.

One point that Chow impressed on the girls was the importance of cultivating a vibrant personality.
“Never say ‘I’m just a clerk or just an ordinary society member’.

“Sell your good points, however insignificant you think they may be,” she advised.

Chow said it was important to have a positive self-image and one way to improve this was to be active in
sports, societies and clubs and to get to know people.

“It is important to tell your future employer that you were a volunteer for this or that event or that you
were a school runner or you were a member of the editorial board,” she said, adding that being active in
school showed discipline and team spirit as well as leadership and problem-solving abilities.

“These are traits which employers are always looking for,” she added.

“If employers could rate the employability of an interviewee, 70% would be for personality, 20% for
experience and 10% for skills,” she said.

Tell Me About Yourself

This is one of the most popular questions asked, and your response will probably set the tone for the rest
of the interview. It is the most challenging question for many people, as they wonder what the interviewer
really wants to know and what information they should include.

How would you respond? One thing is for sure: the interviewer does not want to know about your family
details or personal background. What he is interested in are your achievements and the milestones in your
career. As you cannot afford to get your answer wrong, here is how you should start preparing yourself for
this question.

Focus
List five strengths you have that are pertinent to this job (experiences, traits, skills, etc). What do you
want the interviewer to know about you when you leave?

Scripting
Prepare a script that includes the information you want to convey. Begin by talking about past experiences
and proven success: "I have been in the customer service industry for the past five years. My most recent
experience has been handling incoming calls in the high tech industry. One reason I particularly enjoy this
business, and the challenges that go along with it, is the opportunity to connect with people. In my last
job, I formed some significant customer relationships resulting in a 30 percent increase in sales in a
matter of months."

Next, mention your strengths and abilities: "My real strength is my attention to detail. I pride myself on
my reputation for following through and meeting deadlines. When I commit to doing something, I make
sure it gets done, and on time."

Conclude with a statement about your current situation: "What I am looking for now is a company that
values customer relations, where I can join a strong team and have a positive impact on customer
retention and sales."

Practise
Practise with your script until you feel confident about what you want to emphasise in your statement.
Your script should help you stay on track, but you shouldn't memorise it -- you don't want to sound stiff
and rehearsed. It should sound natural and conversational.

Even if you are not asked this question in the interview, this preparation will help you focus on what you
have to offer. You will also find that you can use the information here to assist you in answering other
questions. The more you can talk about your product -- you -- the better chance you will have at selling it.

Attending A Job Interview

by Ngeow Yeok Meng

A candidate is successful in job interview if he can convince the interviewer that he is more capable of
doing the job than any other candidates. Unless a candidate has established personal networks with the
company, a job is usually offered based on the assessment of the candidate's performance during the
interview. This assessment places great pressure, both mentally and emotionally, on the candidate who
needs the job desperately.

What then, are the criteria for selection in this process?

Successful candidates often manage to select key items from their own experience which show that they
can do the job, and will do it better than any of the other candidates. They are the ones who project
themselves into the job by asking the right questions, knowing the problems faced in that position, and
even offering the solutions to such problems.

Successful interviewers, on the other hand, conduct an interview to find the right applicant to fill a
particular job vacancy. They are not trying to trick or trap the candidates, nor are they going to penalise
or find fault with the candidates. In fact, they are most relieved if the candidate can convince them that
he or she is the right person for the job.

Whether you are leaving your present job, or fresh from campus or school, you should always be prepared
for the interview by anticipating questions that will be asked in the interview. Challenging questions, apart
from personal details and qualifications, asked by an interviewer to facilitate the process of selection are:

 What are your career objectives?

 What courses did you take up and why?
 What do you do particularly well at school?
 Where does your main experience lie?
 What are your main responsibilities in your present job?
 How much time do you spend on each aspect of your job?
 Which aspect of the job do you like most?
 What are the main problem areas of your job?
 Do you have a solution for that problem?
 Why do you want to leave your present employer?
 What is expected in your first year if you are offered this job?
 What do you want to be doing in five years' time?
 How will you benefit from this job?
 Are there any people you find difficulty working with?
 What are your strengths?
 What are your weaknesses?
 Why should the company hire you?

The above questions are not standard or model questions but preparing for them will build up your
confidence before and while attending a job interview. Avoid using "trial and error" in job interviews, by
making mistakes in front of your prospect employer. Tactful answers to the above questions will impress
the interviewer and most importantly of all, you will stand out among other candidates to get the job offer
and also his confidence in doing the job.

How to ace a tele-interview when it counts

by Koon Mei Ching

Trying to prove your mettle during a 30-minute interview is hard enough as we well know. Trying to
achieve the same effect over a 30 minute telephone interview is another ballgame altogether.

The advantages you can leverage through a freshly pressed suit, a brilliant Colgate smile or a firm
handshake are no longer available. You are now challenged to convey the very same effects via the tone
of your voice, content of your speech and the cadence of your answers. No mean feat.

Having the opportunity to carry out a considerable number of tele-interviews over the past few weeks, a
number of glaring interview mistakes came to my attention as I attempted to screen for successful
candidates. This is my advice…

Loud and clear

Nearly a forgone conclusion, but here we go: speak up! Pronounce your words clearly and speak
confidently. The qualities of an impressive candidate must be conveyed through verbal aptitude. If you
mess up this first criterion, it will adversely affect the praises detailed in your resume. In the end, the
interview is about verifying your lofty claims made out in the CV - unless you speak up, we might never
get that far.

Remember your interview appointment

Being greeted by an “erm…who is this again, ah?” response to my introduction is most definitely an
impression-breaker. Your aim is to impress us…not to make us cringe.

Grab a quiet corner somewhere

We don’t care where you find it, just do it. I just held an interview this afternoon where the candidate told
us that he was not free to take the call at the moment (a scheduled one at that), and suggested we call
back later. Upon granting him that grace, he proceeded to conduct the interview whilst taking the time to
have casual chats with passing friends or stifle a guffaw at what was perceived to be a joke whispered to
him. If the recruiters don’t get to enjoy the joke, it certainly won’t help you.

Have your resume ready

The interviewer will most likely be basing the interview upon your submitted resume, so it would help to
have the same materials ready before you for reference should questions be raised about its content.
Hesitating or saying, “I don’t think I remember,” is not an option you should use.

When taking the time to think, share it with us

There may come moments of “blank canvas” when you need some time to unearth an appropriate answer
from the recesses of your mind. If you were at a physical interview, we would be able to read your body
language and understand that you are thinking. When you do the same thing on the other end of a phone
line, it just translates into silence … usually a strange atmosphere for the “blind” interviewer. Hence, take
the time to share with him/her that you need some time to think about it, so they patiently know what to
expect.

Don’t assume anything and no exclamations of “What?!”

Although the advances in telephony have been great, the clarity of a speakerphone can be distorted.
When you are unclear of what was said, you should neither pretend you heard the question, nor make
reflex exclamations of “ha?” or “what?” This certainly jolted me at a recent interview and made a very bad
impression on the professional etiquette of the candidate. Manners have never been more important than
on the telephone. Use them.

Ask intelligent questions

Okay, so this applies whether or not you sit in a physical interview or in the comforts of your own home.
Nonetheless, the interviewer will use any opportunity gauge your intelligence, thought process and
potential for success. Usually, well thought out questions aimed at the interviewer shows preparation,
research, interest in the company and ultimately, a brain. Ask about the company, graduate programmes,
development opportunities, the economic impact on the company etc. Even surprise questions can work to
your benefit if they display intelligent inquisitiveness. I was asked today why the company was hiring
external consultants to conduct the screening interviews. That question threw me, but we liked being
thrown.

Always bow out gracefully

With no eye contact and a good grip to seal the end of the interview, your last impression will hinge upon
the end of the phone call. Be courteous, thank the interviewers and express your gratitude for the
opportunity.

Although not entirely common, the tele-interview may occur especially if you are applying for a position in
another city or country. In some ways, it is less nerve wracking than the physical event, but its
importance to your application is not diminished by any degree. Make the effort … even if you are sitting
there in your pajamas. Ultimately, the interviewers want to grab you as much as you want to convince
them. So, help them and you help yourself.

Dressing right for the interview

Let's say you are going for an interview tomorrow. You have prepared yourself well for the occasion -
anticipating the questions and getting ready the answers - but have you given a thought to what you will
wear?

If you have not peeked into your wardrobe yet, it's time to take a real hard look now. Your application's
fate depends not just on how well you answer the interview questions, but also on how well you project
yourself physically.
The first impression your interviewer makes about you is based on the way you look, and you know what
they say about first impressions. According to Joe Hodowanes, J.M. Wanes and Associates career strategy
advisor, "The way a person dresses is the single biggest non-verbal communication you make about
yourself."

The right dressing is a measure of the seriousness that you place on the position, as a person normally
spends time on his looks if he considers an event important enough.

"Although proper dressing by itself will not get you the job, a poor dress sense may exclude you from
further consideration," warns Gerry Ditching, managing partner of Filgifts.com. Besides, given two equally
good applicants, the company may choose to hire the person who is dressed more professionally.

Here are some tips to give you a headstart.

Men

Long-sleeved shirt and dark slacks. White is still the safest and the best color for shirts. The colour is
also appropriate for our tropical weather. Also acceptable: pale shades such as beige, blue, and other
pastels. Tuck in the shirt and do not roll up the sleeves. Never wear a short-sleeved shirt to an interview
or any business purpose. Wearing a short-sleeved shirt will destroy your executive image.

Ties. Optional. But if you do wear one, choose a conservative pattern. Solids, small polka dots, diagonal
stripes, small repeating shapes, subtle plaids and paisleys are all acceptable.

Belts. Belts should match your shoes. Those with smaller buckles with squared lines look more
professional.

Socks. Black socks are the best, followed by blue or gray, depending on your attire. Never wear white
socks! Check your sock length, too--no skin should show when you sit down or cross your legs.

Shoes. Black or burgundy leather shoes with laces on them, because tassel loafers are very casual. Other
suitable colors are brown, cordovan and navy.

Hair. Keep neat, short and preferably parted on the side. And shave off all those facial hair.

Jewellery. Wear no or little jewellery. The watch and wedding ring are the only acceptable pieces of
jewellery to go with the male attire. Thin gold or leather-strapped watches look professional but not digital
watches. Also, avoid political or religious insignias, necklaces or bracelets. Definitely no pierced body
parts, and cover up your tattoos!

Accessories. As much as possible, use leather briefcases or folders to hold copies of your resume. Use
narrow briefcases and avoid plastic folders and plastic ball pens as they are out of place.

Women

Three-piece business suits, blouse and skirt or slacks, and cardigan twin-sets. Sleeveless shirts
should be rejected. Short-sleeved blouses are okay when they are tailor-cut or have features such as a
sports collar or double breast design to create a business-like look. Skirts can either be long provided it
does not create a Cinderella or barn-dance look or short where it falls no shorter than two inches from the
knee. Nothing too revealing, please!

Panty-hose or stockings. A must for professional grooming, but nothing with overly fussy patterns.
Bring an extra pair, just in case the ones you are wearing run.

Shoes. Closed shoes or pumps with at least 1½-inch heels suggest a more professional look. Dark colors
are best.

Hair. Hair longer than shoulder length should be worn up or pulled back. Don't let it fall in front of your
face and don't keep trying to fix it during the interview. Avoid large hair ornaments and trendy hairstyles.

Make-up. Be subtle; natural is the key word. Light shades of lip coloring and nail polish are
recommended."

Jewellery. Be conservative. Studs of gold, silver or pearls are best. Do away with gaudy fashion
jewellery, and those that clank and make noise when one moves.
Accessories. Folders and bags should blend well with the total professional look. Women should match
their purse with their shoe colour.

Developing an enthusiasm for the interview

When you go for an interview, the first thing you should have is the right mental attitude or approach.
Banish the negative or self-defeating thoughts from your mind, and replace them with more positive and
productive ones. Here are four positive attitudes that you can bring with you to the interview:

 Be confident. Just to get here to this stage of the interview means that you have already beaten
some of the competition. So, build on this confidence.
 Be optimistic. Why are you called to an interview? Because you have already been screened
and this is a sign that the interviewer sees your potential and would rather prefer to employ you
for the job than to reject you.
 Be positive. Every job interview is a new beginning for you. If you have suffered frustrations in
the past, as a result of an unsuccessful previous job interview or job search, forget about them!
Focus on what is ahead: you are making an effort to advance your career and each interview
brings you one step closer to a new job.
 Be enthusiastic. Treat each interview as an interesting opportunity to learn something about
the company, other people, and even yourself. Look at it as a chance to have a pleasant
conversation with a fellow human being. But be forewarned. This is a serious meeting of minds.
Do not forget what you are there for, so maintain a balanced perspective throughout and be
focused.

How To Negotiate For Better Benefits

by Ngeow Yoke Meng

Successful negotiation in a job interview should result in a win-win situation for both interviewer and job
seeker. The art of negotiation is best carried out after a job offer has been made by the interviewer, and
before the job seeker accepts it.

After months of unemployment, many job seekers seem desperate to hear the words "You're hired". Some
are just too overjoyed to accept anything as long as they are offered a job. However, accepting an offer
on the spot makes you seem too eager and is likely to cause suspicion – that you are cheating yourself on
the salary and benefits package. Rejecting a job offer without a second thought will give a bad impression
and thus burn your bridges for future career advancement in that company.

Although it is often advisable for job seekers to negotiate for higher salary, better benefits and more
favourable perks, you must not see the interviewer as an adversary that needs to be defeated. On the
other hand, you must demonstrate your qualifications for the job, justify your expected salary range and
show your willingness to reach a mutually agreeable solution. It is widely known that the higher your
position, the easier it will be for you to push for the salary and benefits package you desire. If you are not
quite happy with the salary offered, seek alternatives by negotiating other benefits and perks such as life
and medical insurance, pension, profit sharing, stock options, bonus, annual increment, revision of salary
upon promotion, educational reimbursement, car allowance etc.

During a job interview, you are most likely to be given a detailed job description. If you are not,
remember to ask for it. Try to inquire more about the job functions and show confidence in what and how
you can contribute if you are offered that position. Double check your understanding of the job functions
by spelling out thee terms to the interviewer. You may also tactfully inquire about the salary range that is
authorised for that particular position, or for a person with your background, experience and skills. This
will give you some clues for stating the expected salary range if you have no idea how much you should
ask for.

If you are asked to give an expected salary in the very beginning of the interview, do not give a fixed
salary figure or the minimum salary requirement that you desire. Answering promptly to such question
shows that you are more concerned about what you can get, and not what you can give to the company.
Instead, you can respond by saying, "I'd really likely to know more about the position and its
responsibilities before we talk about salary."

Postpone all discussion of salary until you receive an offer and let the interviewer be the first to announce
a figure. This is to avoid citing a salary lower than you could get, or stating a figure higher than what the
employer is willing to pay. Moreover, stating a fixed figure will leave little or no room for negotiation later
on.

When you are finally in the position to state a salary range that is somewhat higher that the market rate,
be prepared to justify why you deserve it – your skills, experience, contacts, high level of competence,
commitment, and so on. If you are asking for an exceptionally high salary or excellent package,
remember to provide very good reasons so that the high salary, too, can be justified by your interviewer
to his superior or the upper management. In short, be polite but firm, be confident but realistic
throughout negotiation.

When you are given time to consider and make a choice, do not just accept any job offer that comes
along. Get to know the nature of the job, list the pros and cons of the job, think of the problems that may
arise if you are in that position, evaluate the company's culture and environment based on reading and
reliable first-hand information. Consider your strengths and weaknesses, as well as opportunities and
threats of the position and the company so that you can make a rational decision before accepting a job
offer.

Upon accepting the job offer based on agreeable terms and conditions, ask for the offer in writing so that
you are guaranteed an offer after you quit your current job. You may want to send a thank-you note to
express your gratitude to all interviewers so that the lines of communications are wide open for you in the
near future. The success of negotiation during interview is measured by your satisfaction about the offer,
which later determines how long you will stay with the job.

1. Get updated on salary rates.

It may seem strange, but a lot of candidates still go to an interview with only the vaguest idea of the
going market rates for their positions. Conduct a bit of sleuthing and networking beforehand to have a
stronger playing hand in the negotiating game.

2. Assess your value.

Ask yourself what you are worth. Write down your skills, abilities, talents, and knowledge, and be
prepared to show your future employer the benefits you can bring to their company. Understandably, the
recruiter will try to get you for as little as possible, and it is up to you to convince them you're worth much
more than that.

3. Don't divulge salary info.

Don't tell a potential employer what your present or most recent income -- or your expected/desired
salary for that matter -- is too early in the game. That is, not until you receive a definite job offer. Never
state your salary history or expectations in your resume either. Say instead that you're "willing to discuss
in an interview" your present salary or that your desired income is "negotiable." Why this need for
caution? Once you expose yourself, you're less efficient at negotiating your value to a company,
compensation experts say.

4. Discuss income ranges, not specifics.

The rationale for this is to give you some room to maneuver. If you ask for a specific salary that falls
below the company's minimum budget, the employer may just give you the lowest possible rate for that
position. If you oversell yourself, you may turn out to be too expensive for their taste. Better: Be flexible
and talk in ranges, going for an offer in the middle to the high end of the spectrum.

5. Don't be ashamed to negotiate.

If you're shy about selling yourself, don't be. Potential employers look favorably on aspirants who aren't
afraid to negotiate, since it shows the jobseeker knows about current market rates and puts a high
premium on herself -- surely positive qualities of awareness and self-confidence.

6. Bide your time.

What if you're finally given an offer? The cardinal rule is: Don't rush. Offers made over the phone, in
particular, shouldn't be accepted. Insist on a face-to-face meeting to discuss details. If the offer is made in
person and isn't what you had hoped for, refrain from speaking for a while to indicate to the employer that
you are not happy with the package. It just may prompt the interviewer to raise his offer. Then ask for a
day or so to "think the offer over" and request for another meeting to finalize discussions. Be enthusiastic
but noncommittal.

7. Explore your options.

If the company states flatly that their offer is final, find out if they can offer non-monetary perks instead,
such as allowances, bonuses, performance raises, stock options, profit sharing and the like. Or you can
ask for a promise of a raise -- which should be given in writing, of course. Or if the offer is really hard to
swallow, ask if they'd consider other work arrangements including part-time or consultancy work.
8. Set your absolute limits.
Here is where your prep work comes in handy. You earlier evaluated your worth and computed the
compensation you'd be comfortable with. Now decide whether the offer is one you can live with.

9. Learn from the past.

Practice makes perfect. Look back on each negotiation and extract the lessons that can help you become a
stronger negotiator the next time around.

10. Money isn't everything.

We all want to get paid well, no doubt, but don't obsess over money. The salary aspect shouldn't be your
all-consuming concern. Don't be blinded by the financial aspect and grab a high-paying job that could later
turn out to be a dud because you get no satisfaction and sense of achievement from it.