1. The Art of Interviewing
Soft Skills Unit
Presented by: Basma A. Gaafar, MSc.
Ministry of Communications
and Information Technology
Information Technology
Institute
8. HRM Activities
• Selecting
Valid selection technique
▫ Interviews
▫ Work simulation
▫ Written tests
▫ Background and reference checks
▫ Physical examinations
▫ Work sampling
Getting the Right People
11. Selection1: Applicant Job Interest
Realistic Job Preview
▫ The process through which a job applicant receives an accurate
picture of the organizational realities of the job.
▫ Prevents the development of unrealistic job expectations that cause
disenchantment, dissatisfaction, and turnover in new employees.
15. Selection3: Application Forms
• Purposes of Applications
▫ Record of applicant’s interest in the job
▫ Provides a profile of the applicant
▫ Basic record for applicants who are hired
▫ Research effectiveness of the selection process
• Applications should not contain illegal (non job-related)
questions concerning:
▫ Marital status
▫ Height/weight
▫ Number and ages of dependents
▫ Information on spouse
▫ Date of high school graduation
▫ Contact in case of emergency
16. Application Disclaimers and Notices
• Employment-at-will
• References contacts
• Employment testing
• Application time limits
• Information Falsification
17. Application Disclaimers and Notices
Employment-at-will
Indicates the right of the employer or employee to terminate the
employment relationship at any time with or without notice or cause.
18. Application Disclaimers and Notices
References contacts
Obtains applicant’s permission to contact references.
19. Application Disclaimers and Notices
Employment testing
Notifies applicants of required drug tests, physical exams, or other tests.
20. Application Disclaimers and Notices
Application time limits
Indicates how long the application will remain active.
21. Application Disclaimers and Notices
Information Falsification
Indicates that false information is ground for termination.
23. Selection4: Employment Interview
Formats of interviews:
• Unstructured interview: no predetermined script or protocol.
Questions are not prepared in advance, interviewees may not be asked the
same questions. (Do you think this is fair?)
• Structured interview: it is more valid and reliable, it includes
organized questions. (It eliminates bias by the interviewer)
25. Selection5: Employment Tests
The type of test to be used will depend on:
1. Budgetary constraints
2. Complexity & difficulty of the job
3. Size and quality of applicant population
4. Knowledge, skills, abilities required by the job
28. Selection6: Reference checks & Recommendations
• Do you think if you ask for a reference letter, your employer will give
you a negative one to hand in?
• Of course not. You usually ask those who favor you. Thus this a
biased tool.
32. Selection8: Placement
• Placement
▫ Fitting a person to the right job.
• Person-job fit
▫ Matching the knowledge, skills and abilities of people to the
characteristics of jobs (tasks, duties and responsibilities).
▫ Benefits of person-job fit
Higher employee performance
Lower turnover and absenteeism
KSAs = TDRs = Job Success?
35. CV Writing
• A CV or Curriculum Vitae is:
Your Life History
Your Job History
Your Achievements
Your Skills
• A CV is a marketing tool.
• A CV is an essential tool in your job search. When applying
for a vacancy you generally first have to send your CV to
present yourself to the prospective employer.
36. CV Sections
• Contact information:
Name and Surname
Local address
E-mail address
Phone number
• Skills Summary
• Career Objective/Personal Profile
• Education
• Honors, Awards or Accomplishments
• Work / Professional Experience
• Extracurricular Activities/Interests
• References
38. Weakness in your CV
• Employment Gaps (Out-of-work/fired)
• Career move
• Job experience (Fresher/overqualified)
• Career objective CV
• No degree CV
• Too young CV
• CV criminal record
39. your CV = an interesting introduction document
• A new CV for each job
• Mention your best + points
• Collect enough information about the company
• Be ware of the Market Trends
• Use key aspects
• CV easy to read and short
• Highlight your added value to the job and company
40. How to improve your CV?
• Use bullets rather paragraphs
• List information based on relevancy to the employer
• Don’t overuse the Technology Terms
• Be sure to format your CV properly
• Emphasize your abilities
• CV length
• Include a Profile/Objectives
• Vocab. should be achievement driven
42. Basic Features of Interviews
• An interview
▫ A procedure designed to obtain information from a person through oral
responses to oral inquiries
• Types of interviews
▫ Selection interview
▫ Appraisal interview
▫ Exit interview
• Interviews formats
▫ Structured
▫ Unstructured
43. Types of Interviews
• Selection / Screening interview
▫ A selection procedure designed to predict future job performance on the
basis of applicants’ oral responses to oral inquiries.
• Appraisal interview
▫ A discussion, following a performance appraisal, in which supervisor and
employee discuss the employee’s rating and possible remedial actions.
• Exit interview
▫ An interview to elicit information about the job or related matters to the
employer providing some insight into what’s right or wrong about the
firm.
44. Formats of Interviews
• Structured interview
▫ An interview following a set sequence of standardized questions asked to
all job applicants.
▫ Useful for initial screening and comparisons.
▫ An interview in which the applicant is interviewed sequentially by several
persons; each rates the applicant on a standard form.
• Unstructured / nondirective interview
▫ An unstructured conversational-style interview in which the interviewer
pursues points of interest as they come up in response to questions.
▫ An interview in which each interviewer forms an independent opinion
after asking different questions.
46. Interview Content: Types of Questions
• Situational Interview
▫ A series of job-related questions that focus on how the candidate would
behave in a given situation. Applicants respond to hypothetical situations
they might encounter on the job for which they applied to.
• Behavioral Interview
▫ A series of job-related questions that focus on how they reacted to actual
situations in the past. Asking applicants to relate actual incidents from
their past relevant work experience to the job for which they are applying.
• Job-related Interview
▫ A series of job-related questions that focus on relevant past job-related
behaviors.
47. Interview Content: Types of Questions
• Stress Interview
▫ An interview in which the interviewer seeks to make the applicant
uncomfortable with occasionally rude questions that supposedly to spot
sensitive applicants and those with low or high stress tolerance.
• Puzzle questions
▫ Recruiters for technical, finance, and other types of jobs use questions to
pose problems requiring unique (“out-of-the-box”) solutions to see how
candidates think under pressure.
48. More types of Interviews
• Panel (Board) Interview
▫ An interview in which a group of interviewers questions the applicant.
• Mass Interview / Group Discussions
▫ A panel interviews several candidates simultaneously. Sometimes
candidates are left with a certain topic to discuss as a GROUP while being
monitored/coached by interviewer(s).
• Computerized selection Interview
▫ An interview in which a job candidate’s oral and/or computerized replies
are obtained in response to computerized oral, visual, or written
questions and/or situations.
49. How to Conduct an Effective Interview
• Structure your interview:
Step 1: Job Analysis
Step 2: Rate the Job’s Main Duties
Step 3: Create Interview Questions
Step 4: Create Benchmark Answers
Step 5: Appoint the Interview Panel and Conduct Interviews
50. How to Conduct an Effective Interview (cont’d)
• Plan the interview:
▫ Secure a private room to minimize interruptions.
▫ Review candidate’s application form and résumé.
▫ Note any areas that are vague, or areas of strength or weaknesses.
▫ Review the job specification.
▫ Plan to start with a clear picture of the traits of an ideal candidate.
51. How to Conduct an Effective Interview (cont’d)
• Establish rapport:
▫ Find out about the applicant, by putting the applicant at ease.
▫ Ask her/im a non-controversial question:
How was the traffic this morning?
▫ Not because you have to act in a human way but because your
organizations reputation is at stake.
▫ Be aware of the applicant’s status, what if he is unemployed, put
him at ease, why?
52. How to Conduct an Effective Interview (cont’d)
• Ask questions:
▫ Structured job-oriented questions.
▫ Don’t put words in the applicants mouth.
▫ Don’t interrogate the applicant, he is not a criminal.
▫ Ask open-ended questions, to let the applicant express his thoughts
fully.
▫ Don’t ask questions that can be answered yes or no.
▫ If you ask about his accomplishments ask for examples.
53. How to Conduct an Effective Interview (cont’d)
• Close the interview:
▫ Leave time to answer any questions from her/is side.
▫ Also state if the applicant will be considered or not. If still
undecided you should say.
• Review the interview:
▫ Once the candidate leaves, review your interview notes while it is
fresh in your mind. to avoid snap judgments later on or negative
emphasis.
▫ Some interviewers videotape interviews, however this makes the
candidate restless.
54. Factors Affecting Interviews
• Misunderstanding of the job
• Pressure to hire
• First impressions / Snap judgments
• Candidate-Order (contrast) error
• Influence of Nonverbal behavior and impression management
• Negative emphasis
• Effect of personal characteristics: attractiveness, gender, race
• Telegraphing
• Too much/Too little talking
• Playing district attorney or psychologist
56. For Interviewers BEFORE
• Plan for the ENTIRE selection process BEFORE you start interviewing.
• Plan the interview in advance by:
▫ reading the résumé carefully, identifying points that need discussion and probing,
▫ and by planning technical questions (questions that test how well the candidate can do
the job at hand). Use the candidate’s résumé and the job description as a guide.
• A second interview is always advised. Make sure you discuss with the first
interviewer.
• If you are interviewing jointly with another person, make sure you discuss and
agree on each other's roles and who is to cover which part of the interview- the
worst thing you can do is appear disorganized.
57. For Interviewers - Evaluating Résumés
• The résumé and the interview are two of the most important tools in the evaluation
and hiring process for any position.
• It is also important to differentiate between:
▫ Screening a résumé to decide whether the candidate at hand is worth interviewing or not,
▫ and studying the résumé to decide on what questions to ask that person.
• The average time spent looking over a résumé the first time round is less than 10
seconds!
• To save time you have to be experienced at reviewing résumés. Even if you are not,
practice makes perfect.
• To make résumé review time efficient try to review all these things in one review.
58. For Interviewers - Evaluating Résumés (cont’d)
• Things to consider when looking at a résumé for the first time:
▫ Its general layout - Is it organized?
▫ Is it comfortable to the eye?
▫ Look for neatness and logical organization of the sections in a résumé.
▫ Does the candidate observe consistency in the choice of fonts throughout the résumé?
▫ Are all the bulleted points the same?
▫ You also need to pick out any spelling mistakes.
• Starting with the first item “Identification data”:
• Name, and Contact information. This information should be very clear.
• Does the candidate list an email address? If yes, then s/he is up-to-date.
• The next thing you should see is the “Career Objective”, which is very important.
59. For Interviewers - Evaluating Résumés (cont’d)
• Moving on to the body of the résumé, quickly scan a candidate's “Education” (fresh
graduate) or “Work Experience”, and look for Major, Field of study, Academic
Institution, and Grades.
• Look at the consistency:
▫ Does the candidate always start with the name of the School/University or the Degree.
▫ Does s/he mix and match, depending on what s/he wants to highlight?
▫ Notice whether s/he starts with the Job Title once, and the Company another time.
• If the person has listed some of the Coursework s/he has done, quickly scan to see
whether it is in keeping with the Objective or not.
• Does the “Work Experience” section read like a job description that could be
applicable to anyone doing this job?
60. For Interviewers - Evaluating Résumés (cont’d)
• Does the person use "participate" every time s/he wants to say s/he did something;
is "responsible for" the opening phrase for the majority of the items in the “Work
Experience” section?
• You should be looking for your industry's buzzwords.
• While going through the résumé, you should be checking to see if a résumé has the
qualifications you require. Some résumés may not contain the exact requirements
that you had set but may still fit the job.
• At the end of this task you should have screened your stack of résumés and decided
who is worth an interview and who is getting a "thanks, but no thanks" letter. You
will also probably have a maybe pile (people you don't feel comfortable excluding right away,
but who don't make the grade right away).
61. For Interviewers - Preparing the Questions
• Since candidates must be judged on their responses, give them questions that will
demonstrate fully their skills, abilities, interests and motivation for the job.
▫ The candidate’s career objective.
▫ The nature of the candidate’s work.
▫ Education and experience.
▫ The reason for changing jobs.
▫ The relationship between the candidate and the candidate’s current co-workers, current
boss.
▫ The most unpleasant feature of the candidate’s current job
▫ Work habits.
▫ The candidate’s knowledge about your organization.
▫ The reason why the candidate wants to work here.
▫ Be sure to ask the candidate at the end…
"Is there anything else you would like to add that would help us to evaluate you as a
candidate?”
62. For Interviewers DURING
• Do not keep the candidate waiting. If you must be late, be sure you apologize to the
candidate for keeping her/im waiting.
• Interview in a quiet environment, free of interruptions. Don’t answer your mobile
and don’t send messages!
• Start with broad open-ended questions or simply invitations to talk.
• Move the interview along with responsive questions and statements that basically
tell the character to keep talking.
• Let the candidate do most of the talking. Don’t offer to repeat/rephrase a question
unless the candidate asks you to.
• Good questioning helps the candidate perform well. Poor, unorganized or unfair
questioning will prevent the candidate from showing their good qualities/skills.
63. For Interviewers DURING (cont’d)
• Reveal more of the candidate by asking open –ended questions like: How did
you…? Why did you…? Tell me about…?
• Listen and respond to what the candidate says in an interested fashion, as if it were
a conversation.
• Ask specific, direct questions to elicit the information you need that the open-
ended questions don’t produce.
• Confirm with the candidate that you have understood what s/he meant.
• Take some, but not too many notes of candidate's answers. Writing too much
during the interview can distract the candidate.
• Maintain eye contact!
64. For Interviewers DURING (cont’d)
• Do not sit in silent judgment over the candidate. No matter how bad a candidate
may be, make the effort to appear interested and ask questions.
• Help establish rapport by giving feedback and summing up with a positive
expression.
• Don’t feel the need to fill the long, awkward pause.
• Tell the candidate about the job and the company in a positive manner. Be honest
about how demanding the job and environment may be, but don’t scare the
candidate away!
• Ask for documentation.
• Do not offer the candidate the job during the interview, no matter how tempting it
may be!
65. For Interviewers AFTER
• Evaluate to what extent the candidate demonstrated that s/he is the best fit for the
job.
• Document the interview using an evaluation form.
• Take an overall look at the candidate, and take all the selection tools used into
consideration (interviews, tests, presentations, etc).
• Develop a scoring scheme for the results. Ratings are the best aid for the final
selection decision. However, numbers don’t make decisions, people do.
• Review your notes right after the interview.
• Make the final decision as soon as possible after the last interview/step in the
selection process. This will ensure that the information is fresh in your mind, and
will ensure a fairer judgment.
66. Summary Tips for Interviewers
• Plan the interview by reviewing the candidate and the job specifications.
• Establish rapport with a friendly greeting and start with a non-job question.
• Follow structured set of questions, and avoid questions that require a simple yes or no.
• Try not to telegraph, or give cues for, the desired answer.
• Make sure the candidate has plenty of time to answer—do not monopolize the conversation.
• Listen carefully and paraphrase key candidate answers, to be sure you understand what they
meant.
• Ask for specific, not general, examples of the candidate’s experience and accomplishments.
• Leave time at the end of the interview to answer questions from the candidate.
• At the close make sure the candidate knows what the next steps are and approximate timing.
• After the candidate leaves, review your notes and highlight important points while they are
fresh in your mind.
68. Days Before the Interview
• Draw a line down the center of a piece of paper. On the left side, make a bulleted list of
what the employer is looking for based on the job posting. On the right side, make a
bulleted list of the qualities you possess that fit those requirements.
• Research the company, the industry and the competition.
• Prepare your 60-second personal statement — your answer to the “tell me about yourself”
question.
• Write at least five success stories to answer behavioral interview questions (“Tell me about
a time when…” or “Give me an example of a time…”).
• List five questions to ask the interviewer about the job, the company and the industry.
• Research salary data to determine your worth.
• Determine your salary needs based on your living expenses.
• Get permission from your references to use their names.
69. Your Homework BEFORE
• If an interview has been set, you should know the following about your POTENTIAL
EMPLOYER:
Name of the employer (company name),
Find out as much as you can about the job (Analyze the job description),
Try and work out what sort of person is required and match that to your own strengths and skills.
• This information can be found using many sources, such as:
Business directories , listings , and Company websites,
Company profiles can also be found in their annual reports.
You could also speak to friends, relatives and acquaintances that are working,
Call up the company and speak to their corporate communication or human resource department.
• Some questions you can ask :
Nature of business,
where they are based or where are their headquarters,
What are their main products/services.
70. For Interviewees BEFORE
• The second job talk is often easier than the first, and so some people suggest that
you should go to a job talk “just for the experience.”
• At least drop an email to see whether the company has any interest in you before
wasting their time and yours with a full application.
• Know where you are applying. Your cover letter should reflect some knowledge of
where you are applying and why you think you would fit in.
• On electronic applications, remember the text of the email really does matter.
• Customize your résumé. You may qualify to work in various industries. Tailor your
résumé accordingly for each.
• Spell-check! Seriously.
71. For Interviewees BEFORE (cont’d)
• Follow standard format. There are a variety of résumé formats and you can
probably follow any of them. New grads should emphasize education and grades
first.
• Make it easy to read. Even while following standard format, there are a number of
ways you can make your résumé easy to read including using bullet points or
tables.
• Be brief. One page for a recent college graduate is sufficient.
• Use the right terminology. Do use industry terms but don't be too academic with
lingo.
• Stick to the file format. If a company asks for your résumé in a specific format
and/or provided by a particular method of delivery, then comply.
72. For Interviewees BEFORE (cont’d)
• If you send your document in Word, be sure that it is “clean,” and doesn’t include
tracked changes. If you want to be safer, just turn it in as a PDF.
• Who writes your letters matters.
• If you are switching to (or back to) academia, get some coaching. A killer résumé in
the context of your industry may not translate neatly to an academic hiring
committee, even if your professional experience is desirable.
• Watch your web image.
• If you are applying for a job in interactive media, you shouldn’t have web pages that
look like they were done by the least able undergraduates.
73. For Interviewees BEFORE (cont’d)
• Practice… Practice… Practice...
• Know about the job and the company.
• Make sure you know your own résumé!
• Don’t lie on your résumé. Keep it real.
• Come prepared with a few really good questions of your own.
• Before going for the interview read the newspaper for the day!
• what and how you eat is also important! Have a light meal.
• Have references ready. Have two or three references printed on a separate sheet of
paper and only provide them when asked for. Professors that know you well might
be ideal candidates.
74. For Interviewees BEFORE/DURING
• Be sure to place the important documents, references and information in a
presentable well-organized folder. A folder with clear plastic sheets is handy and
you can display all your certificates nicely without having to take them in and out of
an envelope.
• Some applicants bring their documents and references rolled up or all crumpled
and folded - this creates an impression of a disorganized person.
• Make it easy for you display all your documents easily to your prospective
employer.
• Carry the folder in a presentable briefcase that makes you look professional.
• Avoid shopping and travel bags.
75. For Interviewees BEFORE/DURING (cont’d)
Time and Place of Interview
If necessary, check a street directory on the exact location of the building and the location of
the stopping points of the public transportation system nearest to the place of interview.
Attire
Plan what you are going to wear the day before the interview.
▫ Ensure your clothes are clean, fresh and well pressed.
▫ Take cues from others you know in that profession or sector. It is better and safer to be
slightly conservative.
▫ Ensure you appear fresh and relaxed.
▫ Both Men and Women should wear shoes that look good, but that are comfortable at the
end of the day.
76. For Interviewees BEFORE/DURING (cont’d)
Attire (cont’d)
• For MEN:
▫ For Senior Appointment always wear a full suit.
▫ A conservative simple tie, a well pressed long sleeve shirt and dark trousers.
▫ with a polished conservative dress shoes.
▫ If you wear aftershave , choose something with a light fragrance.
• For WOMEN:
▫ A dark jacket with a plain or light pastel shade blouse always gives a professional
appearance.
▫ Skirts / Pants should be of appropriate length , and a small pair of heels.
▫ Jewelry and accessories must not be distracting to the interviewer.
▫ Avoid clothing that is ill-fitting, revealing, casual or unprofessional.
▫ Ensure your hair is properly combed or brushed.
▫ If you wear perfume, choose something with a light fragrance; avoid anything that is
‘overpowering’.
▫ light make-up is permitted.
77. For Interviewees DURING
• Interview begins the minute you leave home. Instead of dressing comfortably, you
should dress respectfully.
• Make sure that your overall appearance (hair style, clothing, makeup, and so on)
match the nature of the business and culture of the company.
• Carry all of your presentation materials, if any, with you.
• Always bring an additional copy of your résumé with you.
• Be friendly. Greet the receptionist and anyone that talks to you before the
interview. Thank them for any assistance.
• Don't smoke. At least not on the premises. You don't want to smell of smoke.
• Turn off your cell phone. And take out any Bluetooth earpiece you might be
wearing.
78. For Interviewees DURING (cont’d)
• Wait for the handshake. The rules of a handshake have changed as more women
have entered the workforce. Normally, two men should shake firmly. Beyond that,
you'll have to use your judgment. Don't crush a person's hand. Practice with male
and female friends.
• Smile and provide a warm greeting and firm handshake if the interviewer extends
her/is hand.
• Keep standing. Don’t sit until you are directed to. There may be other people
participating in the interview and it's best to show that you are "open to direction.”
• Sit up straight.
79. For Interviewees DURING (cont’d)
• Remember to keep calm; don’t be nervous it is only an interview.
• Your résumé counts for a lot but an interviewer wants to hear from you what
experience you have and what you have to offer their company.
• Show you understand the job you’re interviewing for and have the skills.
• Be confident in who you are and what you have to offer.
• Be yourself!
• Look the interviewer in the eyes.
• Nod your head.
80. For Interviewees DURING (cont’d)
• Relax.
• Listen! More than anything else.
• Answer interviewer’s questions, and with answers not questions.
• Take your time before answering; you do not need to begin talking the instant the
interviewer ask a question.
• Don’t forget to smile.
• Be interesting.
81. For Interviewees DURING (cont’d)
• Tell a good story.
• Watch your nonverbal behavior to ensure that you maintain good eye contact and
convey enthusiasm without being overly expressive with your hands or other body
movements.
• Ask for the job. If the interview goes well and you think you want to work there, ask
for the job.
• When the interview is over… Stand up, Smile, Thank them, and Shake hands if it
feels appropriate.
• Follow up on each interview. Experts offer differing opinions on this. If in doubt,
call reception and ask their suggestions, especially if you haven't heard back within
two weeks.
82. For Interviewees DURING/AFTER
• If you get an offer, Negotiate.
• If the offer is still too low, and they cannot go higher, they may be willing to offer
other things. Make sure that you receive written specific confirmation .
• Send a follow-up letter (A Thank you letter/notes).
83. Questions that you might be asked
• Which of our courses are you qualified to teach?
• What research do you do?
• Where else are you interviewing?
• Where do you see yourself in 5 - 10 years?
• What does your spouse do?
• What skills you have and to review your job function at your last place of
employment?
• Why you are leaving or why you have left?
84. Questions that you might be asked (cont’d)
• Tell me a little about yourself?
• What is your major strength?
• What is your major weakness?
• How do you deal with conflict?
• How do you deal with authority?
• Other Questions:
▫ How will your personality fit in?
▫ What have you learned from your mistakes?
▫ What do you know about us?
85. Illegal Questions…What's the right answer?
Various local laws regulate the questions a prospective employer can ask you. An employer's
questions-on the job application, in the interview, or during the testing process- must be
related to the job you are applying for.
You have 3 Options for answering:
• You are free to answer the question-but if you choose to do so, realize
that you are giving information that is not job related.
• You can refuse to answer the question.
• Your third option is to examine the intent behind the question and
respond with an answer as it might apply to the job.
86. Some Illegal Questions
Inquiry Area Illegal Questions Legal Questions
National Origin/ Citizenship Area you a X citizen?
Where were you born?
What is your “native tongue?”
Are you authorized to work in the country?
What languages do you read, speak, or write
fluently? (As long as it pertains to the job in
question)
Age How old are you?
What is your date of birth?
Are you over the age of 21?
Marital Status/ Family What’s your marital status?
Who do you live with?
Do you plan to have a family? When?
How many kids do you have?
What are your childcare arrangements?
Would you be willing to relocate if necessary?
Travel is an important part of the job. Would you
be able and willing to travel as needed by the
job? (As long as all applicants for the job are
asked it.)
Are you able to work overtime as the job
requires it? (Again, only as long as all applicants
for the job are asked it.)
Affiliations What clubs or social organizations do you belong to? List any professional, trade groups or other
organizations that you belong to that you
consider relevant to your ability to perform this
job.
Disabilities Do you have any disabilities?
Please complete the following medical history.
Have you had any recent of past illnesses or operations? If
yes, please give dates.
What was the date of your last physical exam?
How’s your family’s health?
When did you lose your eyesight? How?
Are you able to perform the essential duties of
this job with or without reasonable
accommodation?
Can you demonstrate how you perform the
following job related function?
As part of the hiring process, after you have been
offered a contract, you will be required to
undergo a medical exam.
87. Interviewing do’s and don’ts
• DO
• Arrive on time or few minutes early.
• Dress neatly and formally.
• Be polite (but not overly or insincerely so) to everyone in the office.
• Act confident, But not overconfident.
• Give the appearance of energy as you walk.
• Smile!
• Greet the interviewer by last name if you are sure of the pronunciation. If not, ask
the employer to repeat it.
• Shake Hands Firmly and Stand until offered a chair, sit upright and look
interested.
88. Interviewing do’s and don’ts (cont’d)
• DO (cont’d)
• Look a prospective employer in the eye while speaking.
• If presented with an application, do fill it out neatly and completely.
• Listen carefully; it will help you see how you fit in, and how best to answer.
• Take a pause and think before you answer questions. Be fluent.
• Make sure that your good point comes across to the interviewer in a factual,
sincere manner. Stress your achievements.
• Always conduct yourself as if you are determined to get the job .
• Answer questions truthfully, frankly, and briefly.
• Thank the employer for interviewing you.
89. Interviewing do’s and don’ts (cont’d)
• DON’T
• Be overdressed. For women: wear only light perfume, make up, and jewelry.
• Forget to bring a copy of your résumé!
• Smoke or chew gum, even if the interviewer does and offers you either.
• Move around (looking at your watch. Run hands through your hair).
• Answer with a simple “yes” or “no”. Don’t over –answer questions or talk too
much either. Explain suitably and briefly.
• Make offensive remarks about your present or former employers and co-workers.
• Mention other companies that turned you down.
• Inquire about salary, Vacations, etc. During the first interview unless you are sure
the employer is interested in hiring you.
90. Interviewing do’s and don’ts (cont’d)
• DON’T (cont’d)
• Ask about salary benefits first. Let the interviewer bring it up.
• Fidget. It's often perceived as a sign of untrustworthiness.
• Mumble. Speak clearly and pronounce your words. This should be part of your
pre-interview practice with friends.
• Be intimidated. Be confident without being arrogant.
• Lie in the interview. A skilled interviewer can "read" an applicant.
• Show off or overact. Just be yourself, but don't be overly effusive.
• Hit on your interviewer. Seriously, you're in an interview, not a nightclub.
• Complain about someone. Be positive.
• Put anything on the interviewer’s desk.
91. Interviewing do’s and don’ts (cont’d)
• DON’T (cont’d)
• Use the interviewer’s first name unless asked.
• Take anyone with you to the interview.
• Apologize for lack of experience or training; stress your strong points instead.
• Ask to use the company telephone.
• Mention influential friends or acquaintances in the organization.
• Try to be very funny.
• Make elaborate promises.
• Don't seem needy. Sure, you need a job, but if you act like it, you probably won't
get it.
• Hang around after the interview.
92. When You are HIRED…
Things to …
• YOU need to stand up to your promises.
• YOU should always be putting 110% effort.
• In every job YOU accept, make YOURSELF shine.
• Regardless of how much YOU are paid or how much responsibility and work you
are given, take the initiative to do more.
• The more YOU are prepared to do for your job, the future each of your jobs will
take you.
Don’t worry about being rewarded,
just keep working hard,
and it will pay off.
93. References
THANK YOU
and …
BEST of LUCK
http://www.careermideast.com/
http://www.umt.edu/career/
http://www.expertvillage.com/
http://www.youtube.com/
http://www.cvtips.com
“The Definitive Book of Body Language” by Allan and Barbara PEASE.
