It's one of the most frequently asked questions in an interview: Tell me about yourself.

Your response to this request

will set the tone for the rest of the interview. For some, this is the most challenging question to answer, as they wonder
what the interviewer really wants to know and what information they should include.

Eleanor dreaded this question. When it was the first one asked at her interview, she fumbled her way through a vague
answer, not focusing on what she could bring to the job.

"I'm happily married and originally from Denver," she began. "My husband was transferred here three months ago, and
I've been getting us settled in our new home. I'm now ready to go back to work. I've worked in a variety of jobs, usually
customer service-related. I'm looking for a company that offers growth opportunities."

The interview went downhill after that. She had started with personal information and gave the interviewer reason to
doubt whether she was an employee who would stay for very long.

She's married, and when her husband gets transferred that means she has to leave; she did it once and can do it again.

She has some work experience with customers but didn't emphasize what she did.

She is looking to grow. What about the job she is applying for? Will she stay content for long?
The secret to successfully responding to this free-form request is to focus, script and practice. You cannot afford to
wing this answer, as it will affect the rest of the interview. Begin to think about what you want the interviewer to know
about you.

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?

Eleanor is strong in communications and connecting with people. She has a strong background and proven success with
customer relationships. Her real strength is her follow-through. She prides herself on her reputation for meeting
deadlines.

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

Even if you are not asked this type of question to begin the interview, this preparation will help you focus on what you
have to offer. You will also find that you can use the information in this exercise 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.

"Tell Me About Yourself"

The Toughest Question in the Interview

By Don Straits, CEO and Dragon Slayer, Corporate Warriors

When you, as a job seeker, are asked the most common, and toughest, interview question, "Tell me about yourself," your answer
can make or break you as a candidate. Usually job seekers will respond with their "30 second commercial," and then elaborate on
their background. While almost every career book and career counselor will tell you that is the appropriate response, I totally
disagree.
Many people fail in their job search because they are too often focused on what they want in a job including industry, type of
position, location, income, benefits, and work environment. Their "30 second commercial" is centered around this premise. The
commercial describes the job seeker's career history and what they are looking for. Too often, this is in direct contrast to what
employers are looking for.
There are two dominant reasons why job seekers are successful in the job search. The first is focusing on the needs of the
organization. The second is focusing on the needs of the people within that organization. In this article, we are going to examine
how to focus on the needs of the people within organizations. This will assist in rethinking your response to that all-important
question, "Tell me about yourself."
In order to learn how to respond to the needs of the interviewer, let's first learn more about ourselves. We can then apply that
knowledge about ourselves to knowing how to understand and respond to the needs of others.
Most social psychologists recognize four basic personality styles: Analytical, Amiable, Expressive, and Driver. Usually, each of us
exhibits personality characteristics unique to one of the styles. However, we also possess characteristics to a lesser degree in the
other styles. To determine your unique style, you can take a Myers-Briggs assessment or go to the following site for a free Keirsey
Temperament Sorter assessment test: www.keirsey.com
Here are the characteristics that are most commonly associated with each of the styles:
Analytical:
Positive Traits: Precise, Methodical, Organized, Rational, Detail Oriented
Negative Traits: Critical, Formal, Uncertain, Judgmental, Picky
Amiable:
Positive Traits: Cooperative, Dependable, Warm, Listener, Negotiator
Negative Traits: Undisciplined, Dependent, Submissive, Overly Cautious, Conforming
Expressive:
Positive Traits: Enthusiastic, Persuasive, Outgoing, Positive, Communicator
Negative Traits: Ego Centered, Emotional, Exploitive, Opinionated, Reacting
Driver:
Positive Traits: Persistent, Independent, Decision Maker, Effective, Strong Willed
Negative Traits: Aggressive, Strict, Intense, Relentless, Rigid
Gaining an in-depth understanding of your personality style has enormous value in your career as well as your personal life.
However, our focus today is learning how to use this knowledge to make you more successful in your job search.
Once you have learned about your own style and have studied the other styles, I encourage you to have a little fun in trying to
determine the styles of others. When you meet someone for the first time, try to identify his or her style within the first two minutes.
You can often identify styles by observing a person's demeanor, conversation, body language, appearance, and possessions.
To demonstrate what I mean, let's take some examples from the business world. While there are always exceptions, generally
speaking the styles fit the example.
Analytical Style: Financial Manager (or programmers, engineers, and accountants). They like systems and procedures. They are
slow to make decisions because they will analyze things to death—but their decisions are usually very sound. They prefer working
independently and are usually not very good in team environments, but they are also dependable. They buy cars with good resale
value and great gas mileage. They are conservative dressers. At the party, they want to know why so much money was spent on
Michelob when we could have purchased Busch. They come to the party with their laptops.
Amiable Style: Human Resources Manager. Very people-focused. They are dependable, loyal and easygoing; very
compassionate. They will give you the shirt off their backs and the last nickel in their pockets. They are good listeners and value
team players who don't "rock the boat." They are usually conformists and followers—rarely leaders. They avoid conflict and are
not good decision makers. They drive four-door sedans or mini-vans to take the kids to sporting events. They usually clean up
after the party is over.
Expressive Style: Sales Manager. Very outgoing and enthusiastic, with a high energy level. They are also great idea generators,
but usually do not have the ability to see the idea through to completion. Very opinionated and egotistical. Money motivated. They
can be good communicators. They prefer to direct and control rather then ask and listen. They drive red convertibles with great
stereos; to heck with the gas mileage. They come up with the idea for a company party, but never help clean up. They are on their
way to another party.
Driver: Corporate CEO. Intelligent, intense, focused, relentless. They thrive on the thrill of the challenge and the internal
motivation to succeed. Money is only a measure of success; it is not the driving factor. They are results/performance oriented.
They have compassion for the truly disadvantaged, but absolutely no patience or tolerance for the lazy or whiners. They drive
prestige cars, not because the car attracts attention, but because it was a wise investment. They want to know why we had a
party; what were the benefits of the party, and did we invite the banker?
Ok, now you are really getting some insight into your style and the style of others. It is time for the interviews. Throw out your 30-
second commercial. Think on your feet.
You will be interviewing with the human resource manager, the finance manager, the sales manager, and the CEO. The first
question each of them will ask you is: "Tell me about yourself." How should you respond? Remember the second reason for
succeeding in a job search: focus on the needs of the people in the organization. Here are just a few examples of how to respond
to that question:
"Tell me about yourself?"
Response to Finance Manager: "I have been successful in my career by making well-thought-out decisions based on careful
analysis of all factors. I approach problems with logic and sound reasoning. I would enjoy working with you in developing the
appropriate systems and procedures to make our two departments function efficiently together."
Response to Human Resource Manager: "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."
Response to Sales Manager: "Throughout my career I have always adhered to the principle that everyone in the organization
must be sales-focused. My department is always trained in customer service, providing outstanding support to the sales team and
to our customers. Without sales, the rest of use would not have a job. I look forward to helping you drive sales in any way
possible."
Response to CEO: "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.
I challenge you to learn about your personality and leadership style, learn about the styles of others, and learn how to think on
your feet when responding to questions. Whether you are seeking a job or you are gainfully employed, by understanding the
needs of others you will become a more valuable person, employee, manager and leader.

So, Why Don't You Tell Me About Yourself?

Linda Matias
"So, why don't you tell me about yourself?" is the most frequently asked interview question. It's a question that most
interviewees expect and the one they have the most difficulty answering. 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 your career objective. This means that you shouldn't respond with comments about your hobbies, spouse,
or extra curricular activities. Trust me, interviewers aren't interested.

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.

If answered with care, your response to the question, "So, why don't you tell me about yourself?" could compliment the
interviewers needs as well as support your agenda. This is a question you should be prepared to answer as opposed to
attempting to "wing it".

Follow the four easy steps outlined below to ensure your response will grab the interviewers attention.

1. Provide a brief introduction. Introduce attributes that are key to the open position.
Sample introduction: During my 10 years' of experience as a sales manager, I have mastered the ability to coach, train,
and motivate sales teams into reaching corporate goals.

2. 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.

Sample career summary: Most recently, at The Widget Corporation, I was challenged with turning around a stagnant
territory that ranked last in sales in the Northeastern region. Using strategies that have worked in the past, I developed
an aggressive sales campaign that focused on cultivating new accounts and nurturing the existing client base. The
results were tremendous. Within six months my sales team and I were able to revitalize the territory and boost sales by
65%.

3. Tie your response to the needs of the hiring organization. Don't 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.

Sample tie-in: Because of my proven experience in leading sales teams, Craig Brown suggested I contact you regarding
your need for a sales manager. Craig filled me in on the challenges your sales department is facing.

4. 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.

Sample question: What strategies are currently underway to increase sales and morale within the sales department?

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!

About The Author

Linda Matias is an Internationally Certified Job and Career Transition Coach and a Certified Employment Interview
Professional. She specializes in career coaching, resume development, interview and job search training. Visit her
website at www.careerstrides.com or email her at careerstrides@bigfoot.com

So Tell Me About Yourself:

How to Prepare for and Behave in an Interview

It’s been more than a decade since Richard Thau donned his first dress-for-success attire and
began extending his hand and extolling his credentials to hiring managers. Still, Thau
remembers quite clearly the meeting that landed him his first full-time job.
“It was miserable,” he says. “The person who hired me was a smart person who asked stupid
questions. He asked questions like ‘what is your favorite baseball team?’ He asked if I had a
girlfriend who lived out of town.”
Since then, Thau has learned a good deal about interviewing. As coauthor of Get It Together by
30 and Be Set for the Rest of Your Life, he has written about how to prepare for and behave
during a job interview. As cofounder and executive director of Third Millennium, a national,
nonprofit organization that promotes the concerns of young adults, he has conducted
interviews himself, and learned from his experience.
“I look for somebody who’s personable, who’s outgoing, who exudes confidence and
competence,” he says. “I look for someone who isn’t shy about expressing his or her own
opinion.”
How can you enter an interview exuding that kind of confidence and competence? How can
you know when it’s appropriate to express an opinion and when it’s best to take a deep breath,
pause, and offer the most tactful statement you can muster? Read on for advice from six
people who regularly interview job candidates—and who help decide which ones to hire.
Barbara Wilks, manager of college recruiting at Duke Energy Corp. in Charlotte,
North Carolina, has been interviewing job candidates on campuses and at her company since
1985 and has conducted workshops on how to prepare for interviews.
“When we’re on college campuses, I usually interview 13 students back to back,” she says.
Wilks asks general “screening” questions, then launches into “behavior-based” questions
about a job candidate’s past that can help indicate how he or she will perform in the future.
Wilks says her firm has a list of competencies that executive managers feel a candidate needs
to succeed at Duke, and interview questions are designed to detect those competencies at
various organizational levels.
“I think the benefit is you really get to know more about the candidate,” she says. “You hear
how they operated under different circumstances.”
Wilks says that at Duke, students need to be able to communicate their strengths to more than
one person because hiring decisions, once made by individuals, are now made by teams.
She adds that students can best communicate those strengths if they prepare well for the
interview and make sure they’re not uncomfortable once they get there.
“Students who are not prepared for the interview produce panic instead of the usual mild
anxiety,” she says.
Margie Deakin, national college recruiting manager for Lucent Technologies in
Warren, New Jersey, has been interviewing candidates throughout the 1990s, and has even
conducted brief interviews at a job fair during spring break in Florida.
Deakin says a typical Lucent interview includes a brief description of the company and what it
does.
“We start off the interview trying to relax the candidate,” she says. “We talk about the
employment process, set the stage for the interview, and talk about what the recruiter does
with Lucent.”
After five to 10 minutes of discussing the company, Deakin says, the interviewer turns to the
candidate’s resume, asks a few employment-related questions, and begins asking behavior-
based questions.
“I’ll ask them to describe a difficult or complex project that was challenging in terms of
planning and organizing,” she says. “You ask a macro question, then get more probing...I
always like to ask them what kinds of problems occurred when they were working on a project
and how they came up with solutions to those problems.”
Deakin says many of the students and new graduates she interviews anticipate the kinds of
questions she asks and have ready answers.
“We’re finding more and more students are catching on,” she says. “They’re receiving training
from their career planning and placement offices, and the placement offices are catching on
that a lot of the big companies use this style of interviewing.”
Troy Behrens, college relations manager at SIEMENS Building Technologies-Landis
Division in Buffalo Grove, Illinois, and a former career counselor, says students need to go
beyond the basics.
“It goes way beyond giving examples of what you’ve done,” he says. “Get into some of the
details on a specific project. Try to develop your answer—package it almost like it’s an
anecdotal story.”
Behrens says he sometimes asks a candidate to actually demonstrate a skill in addition to
describing it.
“There was a person I interviewed who was into computer programming,” he recalls. “Part of
the process was to sit her in front of a computer to show what she could do.”
Behrens says that in general, students seem well-prepared for their interviews—at least on the
surface. But he says he’s irked that many haven’t learned as much as they can about the
company by studying its products, services, target markets, plans for growth, and values.
“Students are well-prepared on the canned responses to the canned questions that you read in
books,” Behrens says. “But when it comes to answering off the cuff, or showing
resourcefulness, that’s sometimes a problem...We’re always more impressed with people who
go the extra mile to get extra information.”
Behrens adds that students should have “a clear perspective on how they can contribute and
fit in.”
Jack Fitzmaurice, national college relations manager for Fidelity Investments in
Boston, has been conducting interviews for the past 13 years at three different firms.
“We try to get most of the business units to use 30-minute competency-based or behavior-
based interviews,” Fitzmaurice says, explaining that Fidelity recruiters identify several
competencies, such as honesty and integrity, then devise questions to test for those
competencies.
Fitzmaurice says a typical interview begins with three to five minutes of “rapport building.”
Then, the interviewer spends about five or six minutes asking competency-based questions.
“We are assuming and hopeful that the student would have attended our information session
the night before the interview,” he says, explaining that interviews at Fidelity rarely include
time for questions about the corporation. Fitzmaurice says that students who can’t make it to
the information session can always seek out former interns on campus or alumni working for
the company.
“We would hope to hear from students questions about how their background is going to fit in
the job,” he says, adding that he’s pleased with students who can do that—and annoyed by
those who appear uninterested in the job they’re interviewing for.
“They have an unrealistic assessment of their skills and think they can get their foot in the
door and then move on to something else,” he says.
Michelle Healy, director of the SCT Academy at Systems & Computer Technology
Corp. in Malvern, Pennsylvania, works with recruiters and hiring managers to find the best
candidates for her firm’s entry-level training program.
Healy says that SCT recruiters who visit college campuses generally conduct 12 half-hour
interviews a day, drawing from a pool of students who have been selected for their grades,
activities, leadership positions, and work experience.
“At that point, we’re trying to get an assessment of what the student’s looking for,” she says,
explaining that recruiters prefer students who know enough about the company to understand
where they would best fit in. “Really, what we’re looking for is a high level of maturity and
candidates who have a sense of what they want to do.”
Healy says she expects students to know the basics about her company.
“We want to know that at least they’ve been to our web page,” she says, adding that the firm
also sends information to college and university career centers, and savvy students will have
picked up that information as well.
“The worst thing a student can do in an interview with us is to ask us what we do,” she says.
Healy says students who make the cut in the first round of interviews are invited to SCT
headquarters for a half day that includes three interviews with three SCT employees who have
been trained in interviewing techniques. During one of those interviews, students are asked to
give a short presentation to a panel of employees.
“These presentations give us an opportunity to hear about their background, experiences, and
motivations so that we can get to know them better,” Healy says.
John Moore, staffing manager for Intel Corp. in Folsom, California, has come to some
new conclusions about interviewing students in recent years.
“We do things differently on campus than most companies,” he says. Instead of holding
traditional on-campus interviews, Intel representatives visit classes, meet with professors, and
hold open meetings where students can submit their resumes.
Moore says that if a resume meets Intel’s standards and the student seems likely to succeed
on first glance, he or she is invited to visit one of Intel’s sites in California, Arizona, or New
Mexico for a long weekend that begins with a Thursday evening welcome reception and dinner.
“We bring in 40 or 50 people at a time,” Moore explains. “On Friday, we usually put them
through three or four behavioral/technical interviews. We’ll ask questions like, ‘Describe for me
a time when you designed a board in your electrical engineering program. What was that like?’
We might ask them to solve an engineering problem, or look at a circuit diagram and describe
what’s going on.”
Moore says that after the interviews, students learn about Intel’s pay, benefits, and
preemployment drug screening test. Then, he says, they’re given rental cars, two more nights’
lodging, and an invitation to explore the area.
Intel generally hires between 50 and 80 percent of the students it interviews, Moore says. For a
student not to be selected, “they’d have to be really quiet and withdrawn and not demonstrate
an ability to function in a stressful situation...We as a corporation look for people who can
perform under fire.”
Moore adds that it’s most important for students to already have the skills it takes to do the
job.
“Way before they come in to interview with us, they should do very well in their academic
program,” he says. “We do look at GPA.”
Interviewing Tips

1. Learn as much as you can about the company beforehand—know its products and services, its profit margin, its
management, its culture, its dress code, and anything else you can think of. Good sources are your career services
center, a college or public library, and the Internet.
2. Do practice interviews. Many career services centers offer workshops, mock interviews, or one-on-one coaching. Some
even make videotapes of mock interviews.
3. Think about how your experience in work, classes, and activities can relate to the job you’re seeking.
4. Allow plenty of time to get to the interview and, if possible, visit the site in advance and time how long it takes to get there.
5. Plan your interview attire in advance and make sure your clothing is pressed, your shoes are shined, and your hair and
nails are well groomed.
6. Bring extra copies of your resume and a list of references.
7. Speak slowly and clearly and don’t be afraid to pause for a moment to collect your thoughts.
8. Be honest. Don’t try to cover up mistakes. Instead, focus on how you learned from them.
9. Be assertive. Remember that the interview is a way for you to learn if the job is right for you.
10. Ask the interviewer for a business card and send a thank-you note or e-mail as soon as possible.

So, Why Don’t You Tell Me About Yourself?

by Linda Matias
“So, why don’t you tell me about yourself?” is the most frequently asked interview question.
It’s a question that most interviewees expect and the one they have the most difficulty
answering. 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
your career objective. This means that you shouldn’t respond with comments about your
hobbies, spouse, or extra curricular activities. Trust me, interviewers aren’t interested.
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.
If answered with care, your response to the question, “So, why don’t you tell me about
yourself?” could compliment the interviewers needs as well as support your agenda. This is a
question you should be prepared to answer as opposed to attempting to “wing it”.
Follow the four easy steps outlined below to ensure your response will grab the interviewers
attention.

1. Provide a brief introduction. Introduce attributes that are key to the open
position.
Sample introduction: During my 10 years’ of experience as a sales manager, I have mastered
the ability to coach, train, and motivate sales teams into reaching corporate goals.
2. 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.
Sample career summary: Most recently, at The Widget Corporation, I was challenged with
turning around a stagnant territory that ranked last in sales in the Northeastern region. Using
strategies that have worked in the past, I developed an aggressive sales campaign that
focused on cultivating new accounts and nurturing the existing client base. The results were
tremendous. Within six months my sales team and I were able to revitalize the territory and
boost sales by 65%.
3. Tie your response to the needs of the hiring organization. Don’t 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 current position they
are seeking to fill.
Sample tie-in: Because of my proven experience in leading sales teams, Craig Brown
suggested I contact you regarding your need for a sales manager. Craig filled me in on the
challenges your sales department is facing.
4. Ask an insightful question. By asking a question you gain control of the interview. Don’t
ask a question for the sake of asking a question. Be sure that the question will engage the
interviewer in a conversation. Doing so will alleviate the stress you may feel to perform.
Sample question: What strategies are currently underway to increase sales and morale within
the sales department?
There you have it – a response that supports your agenda AND meets the needs of the
interviewer.
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!

The FAQ Farm is interactive. We need your help: ask a question, help with answers, and vote for the most useful
Q&A's.

How do you answer 'What are your strengths and weaknesses?' Popularity: 1058
Question asked by Vikas Sharma on August 04, 2003.

What questions will be asked in a second interview? Popularity: 780

Question asked by Jim on July 26, 2003.

How do you answer 'Tell me about yourself?' Popularity: 615

Question asked by irfan on July 15, 2003.

How do you answer 'Why do you want to leave your current job?' Popularity: 264
Question asked by anonymous on February 11, 2003.
How do you write a thank-you letter after an interview? Popularity: 257
Question asked by anonymous on October 08, 2003.

How do you answer, 'What was your reason for leaving?' Popularity: 245
Question asked by Rachelle on January 26, 2004.

How do you answer 'Why do you want to work here?' Popularity: 206
Question asked by Kalei on October 02, 2002.

How do you answer 'Define teamwork'? Popularity: 183

Question asked by Joe on July 07, 2003.

How do you answer 'Where do you see yourself in five years?' Popularity: 161
Question asked by Savanjain on August 02, 2003.

What questions should an interviewer ask? Popularity: 142

Question asked by L on July 03, 2003.

How do you answer 'What makes a good team?' Popularity: 138

Question asked by Grisell Jernigan on May 21, 2003.

How do you answer, 'Describe an ideal working environment' Popularity: 129

Question asked by Florence Ancheta on November 09, 2003.

What should you wear to a job interview on a hot summer day? Popularity: 118
Question asked by Andrea on July 08, 2003.

How do you answer 'What are your short-term and long-term career goals?' Popularity: 100
Question asked by Abdul Mazid on December 11, 2003.

How do you answer 'What is good customer service?' Popularity: 93

Question asked by Raihan Khan on November 19, 2003.

When is it appropriate to call back after an interview? Popularity: 93

Question asked by Karen Spears on July 28, 2003.

What should you and shouldn't you do in a job interview? Popularity: 79

Question asked by Linh Nguyen on September 23, 2003.

What questions will an interviewer ask? Popularity: 75

Question asked by anonymous on June 05, 2003.
How do you answer 'Describe your work ethic'? Popularity: 68
Question asked by Earnest Jenkins on May 02, 2003.

How do you handle an irate customer over the phone? Popularity: 63

Question asked by Dinnia Nash on January 28, 2004.

How do you answer 'What are your short term and long term goals?' Popularity: 61
Question asked by Danny D'Mello on October 14, 2003.

How would you answer 'Describe yourself'? Popularity: 59

Question asked by anonymous on March 03, 2004.

How do you answer 'Describe a time you solved a problem'? Popularity: 57

Question asked by Sandra on December 12, 2002.

Does being asked to do a phone interview mean you have a good chance of being hired? Popularity: 53
Question asked by Karly on April 19, 2003.

How do you answer 'Describe a time you influenced others in a group'? Popularity: 51
Question asked by anonymous on December 17, 2002.

How do you answer 'Why have you held so many jobs?' Popularity: 49
Question asked by anonymous on February 11, 2003.

What do you do if you don't hear back from an interviewer? Popularity: 48

Question asked by Brenda on January 05, 2003.

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How do you answer, 'What did you most enjoy about your last job?' Popularity: 45
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How do you answer 'How would you resolve a conflict?' Popularity: 40

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How do you answer, 'What can you offer us that other people cannot?' Popularity: 38
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How do you answer, 'What about this job attracts you?' Popularity: 33
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 Answering the Question:
"So Tell Me About Yourself . . . " with your Two-
Minute Pitch
by Kate Wendleton

Your Two-Minute Pitch is the back-bone of your search--you'll use it in job and networking interviews,
and in cover letters. You'll be ready when someone says, "So tell me about yourself."

Your resume summary statement serves as the starting point for your Two-Minute Pitch. Keep in mind:

• to whom you are pitching;

• in what they are interested;
• who your likely competitors are;
• and what you bring to the party that your competitors do not.

Don't tell your life story. Instead:

• let this person know that you are competent and interested in the area he or she is interested in.
• say things that are relevant.
• come across at the right level.

If I had eight hours to chop down a tree,

I'd spend six sharpening my ax.
Abraham Lincoln

Case Study: Phil

Pitch for Target #1 vs. Target #2
Here is a pitch Phil developed when he wanted a position in adult education:

I have eighteen years experience in all aspects of education and training. I've set up and run training
centers and have hired and managed trainers. I've developed a variety of training programs--for stand-
up training, video training and computer-based training. I've developed the training materials,
including the layout, the design and the logo. I have trained over 800 people in individual and group
programs, and have even designed and coded the student registration and grade reporting systems. I
wanted to talk to you today because (your company is known for its excellent training programs).

Phil met with a number of people in the training and education market, and it looked promising. But a
friend knew Phil had another love, personal computers. In fact, the training centers Phil set up and run
were PC training centers. Phil's friend suggested he meet with Deirdre, who actually had a job opening.
Phil was very excited about meeting Deirdre, and he and I met to prepare for this meeting.

When I asked Phil to do his Two-Minute Pitch, he did the pitch you see above. However, the interviewer
would be interested in Phil's experience with personal computers, not his background in education. How
much did Phil know about PC's? A lot. "Why, I can make PC's dance," he said. "The only problem is that
the hiring manager would probably want someone who could network them together, and I've never
done that."

If your pitch--the way you position yourself-- is wrong, everything else about your search is wrong.
Phil's first pitch is good if he wants to specialize in education, but terrible if he wants a job working with
PC's. Phil needed a new pitch to suit this completely different target, and it would also be better if Phil
had the experience Deirdre was looking for.

I asked Phil if he could network computers together, and he said, "Of course." Then, why not quickly get
the experience and have a stronger pitch for the interview? That night, Phil networked together the
computers he had at home. Then he attended the meeting of a group that specialized in computer
networking. Phil asked one of the members if he could go along on a computer networking call. Here is
Phil's pitch only one week later:

I have eighteen years experience in computers, specializing in PC's. I have built PC's from scratch, and
I've done software and applications programming on PC's. I also understand how important networking
is. I've even networked together the PC's I have at home, and I belong to a group of PC experts so I
always know who to talk to when tricky things come up. I can do anything that needs to be done with
PC's. I can make PC's dance!

I'm excited about talking to you because I know your shop relies on PC's. I'd like to hear more about
your plans and tell you some of the specific things I've done.

He has managed to tailor his pitch to a specific situation. Both pitches are true about him. But each is
tailored to his target market. In the first pitch, for example, he mentions that he has developed
educational software. In the second pitch, the software application (education) is not important, but the
fact that it was on PC's is important. Notice, however, that each pitch starts with a summary statement of
how he would like the interviewer to see him, one as an experienced education expert and one with PC
experience.

Think through what you want to say to your target market--just as you did when you were developing
the summary statement on your resume. Think about the person to whom you are talking.

Know Something About Them

If an interviewer immediately says: Tell me about yourself, how will you know how to position
yourself? If you don't know anything about why they are interviewing you or the position they have in
mind, you may say: I'd be happy to tell you about myself, but could you first tell me a little about the
kind of work you do here?

What Point Are You Trying To Make?

Most people write their Two-Minute Pitch and rehearse it in front of a mirror. Say to yourself: "What
point am I trying to make? What impression do I hope they'll get about me?"

Barbara had spent her life in the not-for-profit arena, and now wanted to teach grant writing. In her old
pitch, she recounted the jobs she had held, and expected the listener to notice the parts of importance to
them. When prodded, she admitted that the point she wanted to make was that she was seen as one of the
best grant-writers in the country. Her new pitch, that she used in her cover letters, started like this:

Would you like to meet someone who is seen as one of the "best grant writers in the country," and is also
an excellent trainer? I have been in the not-for-profit sector for almost two decades and have been able
to attain grants for a variety of programs. For example, . . .

Ask yourself: What is the most important point I am trying to make? One client said, "I just want them
to know that I have eighteen years experience in capital markets, whether it's in aerospace or petroleum,
metals and mining, or real estate. My experience is in capital markets."

That's a great pitch. Why not tell them exactly that?

They Won't "Get It" on Their Own, So Just Tell Them.

Most job hunters think, "I'll tell him my background, and he'll see how it fits with his needs." Usually, he
doesn't see. Think about the point you are trying to make, and say it. If you have a conclusion you would
like him to make about you, tell him what it is. Don't expect the interviewer to figure it out.

If you want him to see how all of your jobs have somehow been involved in international, say: "All of
my jobs have somehow been involved in international."

If you want her to notice you have always moved wherever the company wanted, say just that. If you
want her to know you have done things Treasury executives rarely do, then tell her that. If you want her
to see you have developed intensive product knowledge while handling various operations areas, say so.
Do you want her to know that Fortran is your favorite language? Then don't say: "I have five years of
Fortran experience." That's not your point. Do you want her to know that you can make computers
dance? Tell her. Don't make her figure it out for herself. She won't.

Make your message so clear that if someone stops her and says, "Tell me about John," she will know
what to tell the other person about you.

Two Minutes is a Long Time. Show Enthusiasm.

In this TV society, people are used to 15-second sound bites on the news. As the communicator, engage
your listener. Reinforce your main points. Don't say too many things. Sound enthusiastic.

If you are not a lively person, the least you can do is sit forward in your chair. I once did a magazine
article on who got jobs and who got to keep them. I talked to the deans of business and engineering
schools. I learned that the enthusiastic person was most likely to get the job. And the enthusiastic one got
to keep the job later--even over more qualified people. Employers kept people willing to do anything to
help the company.

Even more interesting was that this same thing is true for senior executives. In my line of work, I
sometimes have the opportunity to follow up when someone doesn't get a job. I am amazed by the
number of times I was told (about people making from $150,000 to $600,000), that the applicant lacked
enthusiasm:

He was managing 1300 people, and I don't know how he did it. He just doesn't sound enthusiastic. How
could he motivate his troops if he can't motivate me? Anyway, I don't know that he really wants the job.
He didn't sound interested.

In addition to the job content, display enthusiasm. If you really want this job, act like it. It does not hurt
your salary negotiation prospects.

As you practice, you will learn to see more of the job hunt process through the eyes of the "buyer"--the
hiring manager. Instead of thinking only about yourself and what you want, think more about what the
managers want and what you have that would be of interest to them.

In preparing for a meeting, use the "Summary of What I Have/Want to Offer," below. For each target
area, you will need a different pitch--just as Phil did. And you will need to modify your pitch for various
companies within that target. If your pitch never changes, you are not thinking enough about the person
you are talking to.

Summary of What I Have/Want To Offer:

• Statement of why they should hire me (My "Two-Minute Pitch").

• 3-5 accomplishments that would be of interest to hiring managers in this position/industry.
• 3-6 personality traits appropriate to this position/industry.
• Other key selling points that may apply even indirectly to this industry or position.
• Any objection I'm afraid the interviewer may bring up, and how I will handle it.
 Things which matter most
must never be at the mercy of
things which matter least.
Goethe

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So, Why Don't You Tell Me About Yourself?

"So, why don't you tell me about yourself?" is the most frequently asked interview question.
It's a question that most interviewees expect and the one they have the most difficulty answering. 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 your career objective. This means that you shouldn't respond with
comments about your hobbies, spouse, or extra curricular activities.

Trust me, interviewers aren't interested. 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.

If answered with care, your response to the question, "So, why don't you tell me about yourself?" could compliment the
interviewers needs as well as support your agenda. This is a question you should be prepared to answer as opposed to
attempting to "wing it".

Follow the four easy steps outlined below to ensure your response will grab the interviewers attention.

1. Provide a brief introduction. Introduce attributes that are key to the open position.

Sample introduction: During my 10 years' of experience as a sales manager, I have mastered the ability to coach, train,
and motivate sales teams into reaching corporate goals.

2. 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.
Sample career summary:

Most recently, at The Widget Corporation, I was challenged with turning around a stagnant territory that ranked last in
sales in the North-eastern region.

Using strategies that have worked in the past, I developed an aggressive sales campaign that focused on cultivating new
accounts and nurturing the existing client base. The results were tremendous. Within six months my sales team and I
were able to revitalize the territory and boost sales by 65%.

3. Tie your response to the needs of the hiring organization. Don't 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.

Sample tie-in: Because of my proven experience in leading sales teams, Craig Brown suggested I contact you regarding
your need for a sales manager. Craig filled me in on the challenges your sales department is facing.

4. 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.

Sample question: What strategies are currently underway to increase sales and morale within the sales department?
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!

Recognized as a career expert, Linda Matias brings a wealth of experience to the career services field. She has been
sought out for her knowledge of the employment market,

outplacement, job search strategies, interview preparation, and resume writing, quoted a number of times in The Wall
Street Journal, New York Newsday, Newsweek, and

HR-esource.com.
She is President of CareerStrides and the National Resume Writers' Association. Visit her website at
www.careerstrides.com or email her at careerstrides@bigfoot.com.

Answering the Interview Question:

“Tell Me About Yourself”
One of the most dreaded interview questions is "So, tell me about yourself.” Your response will set the tone for the
entire interview. You should be prepared. Here are five recommendations:

Focus

List five strengths you have that are pertinent to this job - experience, traits, skills, etc. What do you want the
interviewer to remember about you most?

Script

Prepare a script that includes the information you want to convey. Talk about past experiences and proven success.
Example: "I have been in the customer service industry for five years. My most recent experience has been handling
incoming calls in the high tech industry. One reason I really enjoy this business, and the challenges that go along with
it, is the opportunity to connect with people. In my last job, I formed significant customer relationships resulting in a 30
percent increase in sales in 6 months."

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."

Practice

Practice your script until you feel confident about what you want to emphasize. Your script should help you stay on
track, but you shouldn't memorize it. You don't want to sound stiff and rehearsed. It should sound natural and
conversational.
Even if you are not asked this type of question in an interview, this preparation will help you focus on what you have to
offer. You will also find that you can use the information in this exercise 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!
Excerpted from an e-mail from Kevin Donlin, author of "Resume and Cover Letter Secrets Revealed.”

To access all of CPPC’s handouts, visit:

www.niu.edu/cppc/handouts.shtml #205 09-03
Questions to ask in interviews by Scott Boyd
OK, so you filled out the application form, got through all the testing and answered all their questions
easily. Now your faced with your greatest challenge!

The dreaded question, "is there anything you would like to ask us?". DOH! You know you can't just say
"no, I'm fine" and walk away.

This is your final test - all the rest was just a warm up - this is the big game!

Most of the questions to ask, below, would naturally have to be tailored for each position applied for (I
can't hold your hand all the way through your application process - you're just gonna have to learn to
stand on your own two feet!).

What scope for promotion and upward progress is there within this company?
This shows that you are both keen and are making long term plans to remain with the company.

Is the company planning any expansions or developments that might lead to further career
opportunities?
This shows that you are taking an interest in the company, and again that you are making long term
plans to remain with them.

I am keen to further develop my skills and experience. What sort of scope is there to do this
within your company?
Employers will value potential as much as existing skills and experience. You will be perceived to be
more valuable to them if they think your skills and knowledge will continuingly grow. Also, most
employers will have some sort of training or staff facilities in place, so it's always good to let them know
they're not wasting their money!

Relate to your past experience.

For example, if you found a previous job not to be challenging enough, then say so at your interview.

Ask your potential employer how they will challenge you! :)

Note: If you tell them that you found your previous job dull and boring, but you are applying for the
same role in a different company, then the chances are that you won't get the job!

Relate to what they have been telling you at the interview.

If you bring something up that they have mentioned to before, it shows that you have been listening
(which is the least that they can expect from you after all!).
 Say something along the lines of, "You said before that you are expanding into the music business. I
have a particular interest in the music industry, so would it be possible, nearer the time, for me to
participate in this?".

Relate to the industry.

Read up on the industry that your potential employer works in.

If there have been notable developments recently, then bring them up (ask what impact the
developments had on their business).

Good luck!
Regards
Scott Boyd - Webmaster and Founder - Jobseekers Advice

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.

So, Why Don't You Tell Me

About Yourself?
By: Linda Matias, JCTC, CEIP

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

"So, why don't you tell me about yourself?" is the most frequently asked
interview question. It's a question that most interviewees expect and the one they
have the most difficulty answering. 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 your career objective. This
means that you shouldn't respond with comments about your hobbies, spouse, or
extra curricular activities. Trust me, interviewers aren't interested.

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.

If answered with care, your response to the question, "So, why don't you tell me
about yourself?" could compliment the interviewers needs as well as support your
agenda. This is a question you should be prepared to answer as opposed to
attempting to "wing it".

Follow the four easy steps outlined below to ensure your response will grab the
interviewers attention.

1. Provide a brief introduction. Introduce attributes that are key to the open
position.

Sample introduction: During my 10 years' of experience as a sales manager, I

have mastered the ability to coach, train, and motivate sales teams into
reaching corporate goals.
2. 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.

Sample career summary: Most recently, at The Widget Corporation, I was

challenged with turning around a stagnant territory that ranked last in sales in
 the Northeastern region. Using strategies that have worked in the past, I
developed an aggressive sales campaign that focused on cultivating new
accounts and nurturing the existing client base. The results were tremendous.
Within six months my sales team and I were able to revitalize the territory
and boost sales by 65%.
3. Tie your response to the needs of the hiring organization. Don't 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.
Sample tie-in: Because of my proven experience in leading sales teams, Craig
Brown suggested I contact you regarding your need for a sales manager.
Craig filled me in on the challenges your sales department is facing.
4. 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.
Sample question: What strategies are currently underway to increase sales
and morale within the sales department?
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!
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
(c) Linda Matias - All rights reserved
Linda Matias is an Internationally Certified Job and Career Transition Coach and a
Certified Employment Interview Professional. She specializes in career coaching,
resume development, and interview and job search training.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~