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Position Desired: Technical Support Representative

Description: Helping an end-user or company employee with their computers, software program, and hardware device. A technical
support position is a great first step for people interested in working in the computer industry.
Requirements: A basic understanding of computers, computer's software, and hardware.
Recommendations: Become as familiar as possible with computers, computer software, and computer hardware.. Almost all
technical support centers that help end-users with their computers, computer software, or computer hardware products have training
that all employees go through before you start work, but will still often require that the user be familiar with computers.
Help desks for corporations do not usually have any training these positions require that you have a good understanding of
computers and troubleshooting computer problems.
Difficulty: !"#$ - %&'()%* +he difficulty of this ,ob is really depending on the training you get. However, someone who is
familiar with computers or works with computers often has an easy time with these positions after a few days.
Position Desired: Security expert
Description: +est and find vulnerabilities in a system, hardware device, or software program.
Requirements: +his position is for someone who has a strong familiarity with how software, hardware, and networks work and how
to e-ploit them. #ften, you need to have a good understanding of how the overall system works as well as good programming skills.
Recommendations: .eep up-to-date with all security news, advisories, and other related news. +he ma,ority of security
vulnerabilities are through software, and in order to understand these vulnerabilities or find new security vulnerabilities, you'll need
to understand how to program and have a good understand of how software works and interacts with computers.
Difficulty: !%&'()% - H(/H* +he difficulty of this ,ob depends on what you are testing or trying to find any vulnerabilities in.
Position Desired: Programmer or Software developer
Description: A ,ob that requires the development or continued development and maintenance of a software program.
Requirements: A basic to e-tensive understanding of a programming language. Because most ,ob positions require the ability to
help develop a program, they require several years of past e-perience or a degree.
Recommendations: "earn one or more programming languages. 'epending on what programs or scripts you want to create may
change the language you want to learn. 0ee the dictionary programming languages definition for a listing of popular programming
languages and programs they create. (f you need e-perience, creating your own software programs is a great way to learn a language
and demonstrate your abilities at a ,ob interview.
Difficulty: !H(/H* "earning a programming language can be as difficult as learning a second language and takes lots of e-perience
and practice to become a skilled programmer.
Position Desired: Networking or System dministrator
Description: 1omputer networking ,obs involve designing, setting up, and maintaining a network.
Requirements: Although most users today have their own home networks, setting up, troubleshooting, and maintaining a corporate
network can be a much more complicated task. #ften, networking ,obs also require a good understanding of how a network works,
and in some cases how all the underlying protocols and structure of how networks work.
Recommendations: +here are numerous network and network related certificationsavailable today, such as the 112A, %10&, etc.
#ften depending on the level of certification and the ,ob you are applying for, the certifications will be more than enough to quality
you for most network ,obs. 0ome of the higher networking positions, especially in the development of network hardware or
programming side, may also require past e-perience in networking or a degree.
Difficulty: !%&'()% - H(/H* 'epending upon the ,ob specifications and the comple-ity of the network usually determines the
difficulty of this ,ob.
!"#PN$ PR"%&'(
Asia Business 1orporation
0ince establishing its presence in the 3hilippines in 4567, AB1 has evolved to become the leader in information technology, providing
hardware, software and (+-enabled services to domestic and global clients. (t is known for the quality of its products and services in a long-
standing tradition of e-cellence, customer satisfaction, and commitment to business ethics and integrity.
1elebrating 78 years of bringing progress through innovation, AB1 3hilippines has over 8,999 clients, :99 business partners, 469 authori;ed
service centers, and operates from fifteen world-class facilities nationwide.
!2o ,ob advertisment made. $alk-in applicants are welcome. 0alary is negotiable*
)) &NT(R*&(+ T&PS T,T +&'' !T-''$ ,('P $"- .(T /"0
<ocus on what really counts
=es, it>s true that you should polish your shoes before an interview. 0ure, it>s a good idea to wear a noticeable accent on your clothing, so that
you stick out in the recruiter>s mind. And maybe people don>t en,oy shaking a cold hand in the winter, so if you have time to run them under
some warm water after you walk in the door then ( guess you should do that too.
But let>s get real.
'o you actually think that any of those tactics are going to win you the ,ob? (s the candidate who remembers to bring a pen going to be the
one who sticks out?
%aybe if it>s really really close. "ike thisclose.
(nstead of worrying about 49 little things that could be a tiebreaker, why not spend time thinking about the stuff that actually matters? +hen
you could blast the other candidates out of the water.
=ou>d be so far ahead of everyone else that the hiring manager could care less about whether your handshake was cold or if your shoes are
scuffed or any other meaningless metric.
0o with that said, here are 55 interview tips that will actually get you the ,ob. =ou can use the links below to ,ump to a relevant section.
(. %indset and approach
((. How to prepare for an interview
(((. +ough ,ob interview questions
(@. $hat to do the day of the interview
@. 3hone interview tips
@(. 0econd interview tips
@((. Auestions to ask during an interview
@(((. 2egotiating salary
(B. <ollow up email after an interview
"et>s get started.
&1 #&NDS(T ND PPR"!,
21 &t3s your 4o5 to sell yourself1
(f you don>t do it, then you can be sure that no one else will. %ost of us understand this, but that doesn>t mean that we>re all
comfortable with it. +here is no need to bloat your accomplishments or make false claims, but there is every need to paint
the best picture of yourself. (f you>re feeling apprehensive about this idea, then rememberC it>s not bragging if you did it.
61 pply to fewer 4o5s1
$hen you need a ,ob, it>s easy to shotgun your resume in 499 different directions. And that is e-actly why the stack of
resumes is so high for that ,ob you want. &veryone is sending out the same resume to every ,ob they can find. 0low down.
<ocus on a few ,obs that you actually want. +hen tailor everything about your application to each specific ,ob.
71 $ou3re interviewing them too1
=our goal should be to find a ,ob that you actually care about and a company that you want to be a part of. (f you focus on
,obs like that, then the interview will be much better. =ou>ll be genuinely engaged. =ou>ll ask more questions because you>re
interested and not because Dthat>s what you>re supposed to do in an interview.E 3lus F and here>s a cra;y bonus F if you
only apply to ,obs that you look interesting, then you aren>t going to end up in a ,ob that you never actually wanted. 0ort of
makes you wonder why you>re applying to a bunch of ,obs that you aren>t going to en,oy, right?
81 Reali9e that some things are of minimal 5enefit1
(f you really wanted, you could write out a list of 4999 things to remember for a ,ob interview. #f course, most of them
wouldn>t really help you because some things ,ust aren>t that important. =our focus should be on solving problems for the
company, on proving why you>re the best candidate for the ,ob, and on finding a culture and community that you naturally
fit in with. (f you do those three things, then you>ll find that the little things !like remembering to iron your shirt* areG
wellG little things.
:1 Sometimes you may need to 5e persistent1
(f you want to make an impression, then you might have to find the courage to never say die. =ou might need to take ten
people out to lunch before you find a contact that can help you. =ou might need to send a progress report to the recruiter
every week for two months before they even care. =ou might need to start a pro,ect on the side and email a progress report
to a recruiter every week for two months before they start to pay attention to you. =ou might need to ask one person to
vouch for you. +hen you might need to ask five more. 'on>t lose hope and keep moving forward everyday. .eep walking
and you>ll make it to the finish line.
&&1 ,"+ T" PR(PR( %"R N &NT(R*&(+
;1 &f you want to 5e an exceptional candidate< then you need to do exceptional preparation1
3reparation is the number one thing that will set you apart from other candidates. $ant to be more impressive? 3repare
more. (f you are obsessed with preparing for every aspect of the interview, then you will be ready to crush it.
=1 >now why you are applying for this 4o51
=es, you want a ,ob so that you can pay for your lifestyle. But what are your underlying motivations? $hy are you driven
towards this ,ob? $hy are you passionate about this position? How do your values match the values you will need to do
your ,ob? +his is a deep question and if you know the answer to it, then you will understand what drives a lot of the answers
you will give during the interview. =ou>ll have a better idea of why you>re a good fit for the ,ob G and that makes it easier
for you to tell the recruiter why you>re a good candidate.
?1 Research everything you can a5out the company1
=ou want to know about the place you>re going to work not ,ust so that you can sound intelligent in the interview, but so that
you can figure out if it>s a place that you actually want to work at. &ven if this isn>t a DcareerE for you, it>s likely that you>ll
be in the ,ob for a year or two. A year might not seem that long, but talk to anyone who hated their ,ob for a full year G and
they>ll tell you that one year is a long time. 0ee what you can find on the company. =ou>ll want to know what you>re getting
)1 &f you3re applying for a 4o5 at a pu5lic company< then check out the financial statements and S(! filings1
/o online and search for the Annual Heport, 3ro-y 0tatement, and 49-. for the company that you>re interested in. +hese
documents aren>t thrilling reads, but they have e-cellent information in them. &ven if you only read the summary near the
beginning of each document, then you will be well versed on the inner workings of the company. +he corporate filings are
also a great way to discover specific questions about the company and you can mention that you read these documents in
your research.
2@1 .et to know someone on the inside1
&mployees can give you an idea of what Da day in the lifeE is like and can help you determine if this is a place you would
like to work at. 3lus, if you mention your meetings with employees during the interview then you will make an impression
as someone who is serious about the ,ob. (f you don>t know where to start, then head over to "inked(n or /oogle and do
some searches for people at the company you are interviewing with. (f all else fails, give them a call and talk to someone in
the department that you want to work in. (t shouldn>t be too hard to find someone willing to let you take them to lunch.
221 Show them that you are familiar with that culture and that you3re a good fit for it1
(nterviewers are looking for qualified candidates and people who fit in well with their community and culture. +hey want to
be able to trust you, so show them that you display values that are consistent with their group. !0ide noteC if you really aren>t
a good fit and don>t match up well with the people you talk to, then you might want to reconsider going there. +here is no
sense in spending tons of time with people you don>t en,oy being around.*
261 Descri5e the ideal candidate1
#nce you know a bit more about the company, spend some time writing out a full description of the ideal candidate. +ry to
be totally ob,ective about it. $hat would the company want? 0ee things from their perspective. (f you were the recruiter,
what would the perfect candidate look like?
271 Reframe your experiences1
#nce you understand what the company is looking for and what the ideal candidate would look like, you can reframe your
e-periences to meet those e-pectations. <or e-ample, if the ,ob description requires a Dproven ability to motivate others,E
then it is basically asking for Deffective leadership skillsE G but one of those phrases might match up better with your
background than another. 0pend some time thinking about alternative phrases and how you can reframe your skill set to
match the desired qualifications.
281 !reate an A& can handle itB list1
(f you can convince the recruiter that you can handle the ,ob, then you>ll have a much better chance of getting the ,ob. 3rint
out the list of required skills and e-perience that comes with the ,ob. 2e-t to each item, write down an e-perience you have
had that is relevant. (t doesn>t need to be a perfect matchG ,ust an e-perience that proves that you can handle the task. +his
is also a good place to look for stories from your personal life or previous work that match up well with the D( can handle itE
list. (t>s a great way to keep your stories relevant to the position. +he hiring managers want to make a good call because their
reputation is on the line. =ou need to ease their fears and show them that you can handle the position.
2:1 Develop a list of Asound 5ites1B
0ound bites are short phrases or sentences that you want to make sure you say throughout the interview. +hese are phrases
that highlight everything that is great about you as a candidate. +he e-act way you tell a story might change, but you>ll
always want to include the sound bite. <or e-ample, D( once worked with a co-worker who constantly pushed her work off
on me because &-cel spreadsheets are a strong point for me and she knew thisGE is a great sound bite to use at the start of a
story about dealing with a difficult co-worker. (t kicks things off and refers to one of your skills. =ou can tell the rest of the
story naturally and still know that you included a solid sound bite. =ou should have a sound bite for each story you tell.
2;1 "wn your online reputation1
&veryone going through the ,ob process is going to have their name searched. =ou don>t need to be an internet superstar, but
it>s a good idea to have an online presence that puts recruiters at ease. =ou either need to be comfortable with having the
hiring manager reading your tweets and browsing your <acebook pictures or you need to ad,ust your privacy settings so that
those areas are hidden. 0ome people provide a lot of value through social media, so perhaps they want hiring managers to
see that. (t doesn>t matter which method you choose, but make sure it>s a conscious decision. +his is one area of the ,ob
process that actually is under your control, so it would be silly to not take responsibility for it.
2=1 &f you know who is interviewing you< then search for them online1
=ou can flip the script and search for your interviewers as well. #f course, you>re not looking for dirt, you>re looking for
evidence that you might fit in well at the company, for areas of common interest, and for possible questions you could ask
the recruiter.
2?1 Determine who the most appropriate people are that you can list as references1
+hen, tell them that you are listing them. (t>s important to give your references a heads up. (f you feel uncomfortable telling
someone that you>re listing them, then what makes you think that they are going to be a good person to talk about you?
2)1 Do as many practice interviews as you can1
(t>s not fun F and it might even be more awkward than the real interview F but doing practice interviews with friends,
family, or others is a critical piece of the pu;;le. =ou need feedback not ,ust on your responses, but also on body language,
tone, and approach. =ou>ll never know how your answers need to change unless you deliver them a few times.
6@1 -se the STR method to guide your answers1
+his simple formula ensures that you accurately describe your e-periences and highlight the results they provided. +he
0+AH method includes,
0C +he 0ituation I describe it
+C +he +ask or problem I what dilemma or problem did you face?
AC +he Action I what action did you take?
HC +he Hesult I what was the result of your action?
%ake sure that each e-perience you describe includes those four areas.
621 Devise 5ullet points for each question< not a full script1
=ou will want to write out your answers to hard questions beforehand because the written word forces you to clarify your
thoughts. However, you only need to know the main point or primary story that you want to tell for each answerG you don>t
need to memori;e everything word for word.
&&&1 T"-., /"0 &NT(R*&(+ C-(ST&"NS
661 ,iring managers usually ask questions related to five categories1
a* =our background, so that they can understand your e-periences, education, and overall qualifications.
b* =our knowledge of the ,ob, so that they can test your understanding of the position, their company, and the industry.
c* =our personality, so that they can understand your work style and social style and decide if that fits in with their company.
d* =our skills, so that they can get an idea of your abilities and test your knowledge and competency for the ,ob.
e* =our future goals, so that they can get an idea of your career aspirations and determine how motivated you will be in the
(f you>re fully prepared for these fives types of questions, then you>ll be ready for most interviews.
Here are a few questions that you should be thinking about beforehandG
661 Tell me a little 5it a5out yourself1
)se this question as an opportunity to tell a short story about yourself that describes the values you have and why you think
they are important for the ,ob.
671 +hy are you interested in our companyD
+his is where you show that you did your research. +ell them what you know about the company, about the challenges they
face and the opportunities they have, and how you fit in well with that overall picture.
681 .ive us an example of a challenge you faced and how you overcame it1
#nce again, a good story here is crucial. #ne solid story about overcoming a challenge will stick with a recruiter long after
the interview.
6:1 +hat are your strengthsD
#nly mention strengths that you can back up with clear proof. 3rove your strengths with numbers and percentages, not
generali;ed statements.
6;1 +hat are your weaknessesD
+his is a classic question that everyone hates. (f you say that you Dwork too hardE then no one takes the answer seriously,
but if you say a real weakness then you look like a bad candidate. 0o what do you do? %y suggestion is to pick a technical
skill that is real, but mostly unrelated to your ,ob. <or e-ample, you could say D<inance isn>t really my thing. ( understand
the big picture of profit and revenue, but small details and the mechanics of how it works F that>s ,ust not how my mind
works. 0o ( would say that>s a weakness, but it>s also a reason (>m applying for this ,ob in marketing. ( know that it
leverages my strengths and steers clear of some of the weaknesses.E
6=1 Did you and your former 5oss ever disagreeD
2ever speak poorly about a former employer in an interview. (t doesn>t matter what the circumstances were or how bad it
was F keep things positive or neutral. 2obody wants to hire someone that might talk bad about them down the road.
6?1 +hy did you leave your last 4o5D
Be honest, but also use it as an opportunity to show why this ,ob is a better fit.
6)1 re you a team playerD
=es, you are F and make sure you have a good story and some proof to back it up. (f you can provide the results that your
team efforts provided, then that>s great too.
7@1 +hat 5ooks or maga9ines do you like to readD
+his question is meant to find out how much you keep up with the industry, market, and so on. <eel free to throw in some of
your own personal tastes, but the hiring manager wants to hear that you read things that are relevant to the ,ob you>re
applying for.
721 +hy should we hire youD
'on>t make vague statements here. 0how them that you have done your research by highlighting what problems they are
facing. +hen, provide specific e-amples of how you>re the right person to help solve those problems. /ive them proof of
your value and your answer will come across as clear, concise, and confident.
761 $ou won3t 5e a5le to prepare for every possi5le question1
'on>t worry about having all of the answers before your interview. (t>s more important to develop stories that highlight your
key virtues and adapt those stories to the questions that are asked.
&*1 +,T T" D" T,( D$ "% T,( &NT(R*&(+
Before you arrive
771 Print out your resume and 5ring multiple copies to the interview1
=ou can>t assume that everyone you meet will have your resume handy, so make sure that you have copies of it ready for
anyone you might encounter throughout the day.
781 Print out your list of references and their contact information1
(f someone asks who they can contact to find out more about you, then you>ll be able to pull that list out at a moment>s
7:1 #ake sure your car is clean and your 5riefcase< purse< or 5ag are organi9ed and contain only what you need1
=ou never know if the recruiter will walk you to your car. 0eeing a sloppy interior might not be a good way to end the day.
7;1 Don3t even 5other 5ringing your phone to the interview1
(f someone gives you their number, write it down. =ou don>t need to type it into your phone right away and it>s worth the
peace of mind to not have to worry about it ringing or bu;;ing accidentally.
7=1 Dress for the 4o5 you want1
0tick to the dress code that they will e-pect of you as an employee. And when all else fails, it>s better to be overdressed than
7?1 &f it3s a good fit< then 5ring a few additional materials that highlight your accomplishments1
+hese could be recommendations, awards, and so on. (f it seems appropriate, then you can leave those materials with the
hiring manager as further proof of your abilities.
After you arrive
7)1 Treat everyone with respect1
0mile when you come in and treat the receptionist, secretary, or administrative assistant with respect. (t>s not uncommon for
recruiters to ask these people about their first impression, so you want to start off well.
8@1 Remem5er names1
%ake sure you know the name of everyone you meet and use their names throughout the interview. (f you can>t pronounce
their name or don>t know how, then ask again right away. Asking how to say someone>s name isn>t awkward if you do it
immediately. (f you ask 69 minutes later, then it reflects poorly on you.
821 +hen you shake hands< pump twice1
+his is a minor detail, but apparently many people worry about how to shake hands properly, so this tip is worth mentioning.
.eep your handshake short and professional. /rasp hands, pump twice !up down, up down* and release. 3ractice with a
friend one time and you>ll get it. 'on>t make it harder than it has to be.
861 nswer the question that is asked of you1
'on>t stray off topic and babble about unrelated areas. 0how that you>re focused on the task at hand and engaged in the
conversation. Better to have a short answer that>s on point, than an inIdepth one that is off topic.
871 -se time frames and num5ers1
Hemember tip JK9, the 0+AH method? $ell, the H is what everyone forgets. 'on>t forget to mention the results that you
have achieved and how long it took you to achieve them. Hesults are compelling, broad and general statements are not.
881 Don3t 5e afraid to say that you don3t know something1
(t is far better to truthfully state your skills and e-periences than it is to lie, get the ,ob, and be asked to do something you
don>t know how to do G and then have to fess up. .eep things truthful and accurate and you>ll put yourself in a position to
8:1 Start with a short answer and then go into more depth1
(f you begin your answers by rambling off on a long story, then it often takes awhile for you to get to your point. +his
confuses the interviewer and can make them wonder if you>re addressing the right question. (f you start with a quick
statement that shows you understand the question and have a solid answer, then you can continue with a full story and go
into more depth. &ven a short introduction can make it easier for the listener to follow along. 0omething like, D=es, ( do
believe ( have the qualities of a good leader. (>ll tell you a story as an e-ampleGE
8;1 (mployers value people who are capa5le of taking an opportunity and running with it1
+he situations and circumstances change, but a person who can take advantage of whatever opportunity is presented to them
will always be valuable. Hegardless of the level you will play in the organi;ation, do your best to showcase that you have
the ability to handle whatever comes your way.
8=1 There are no rules a5out the types of questions you should 5e asked1
0ome people whine and complain about getting a hard question. =ou should be ready for hard questions. And if you get a
question that you don>t understand fully or aren>t sure where to go with it, then ask them a question back. /et more clarity
from the interviewer and see if you can get a better understanding of what they are looking for. Have them restate the
question in different words. (f you have a back and forth conversation, then you will usually talk your way through the tough
questions. 0itting in silence, guessing awkwardly, and then complaining about the question later on doesn>t help anyone.
8?1 The interviewer3s assumption is that this is you at your 5est< so 5e ready to 5ring your 5est1
&nough said.
8)1 +hen all else fails< smile as often as is appropriate1
(t>s hard to hate someone who is happy.
*1 P,"N( &NT(R*&(+ T&PS
:@1 Preparing for a phone interview is 4ust as important as preparing for an inEperson interview1
)sually, you won>t have the chance to meet faceItoIface if you ruin it over the phone, so make sure you>ve prepared for
these preliminary interviews as well.
:21 #ake sure you have a location to take the call that is quiet and free from distractions1
(f possible, avoid going outside since e-cessive wind can often ruin a call.
:61 +ear something that makes you feel like a winner1
%aybe that>s a suit, maybe it>s ,eans G whatever it is, ,ust make sure you have a physical presence that makes you feel good
about yourself. =ou might not be faceItoIface with the interviewer, but what you wear is ,ust as much about how you feel as
it is about what others think.
:71 >eep it simple1
'on>t make the mistake of printing out your answers, laying a bunch of pages on the table in front of you, and thinking that
you>ll have time to look up the answer to each question. +his isn>t an interview over email, it>s a phone conversation. =our
replies are instant. (nstead, develop a list of key bullet points and phrases that you absolutely want to cover. =ou can easily
check off these bullet points as you talk about them.
:81 Do not reveal your salary expectations on a phone interview1
+his is a common play by recruiters and they want to bo- you into a number as early as possible. (f you hear something
along the lines of, D$hat are your salary e-pectations?E +hen simply respond with, D$ell, ( think we>re a little ways from
having that chat, but if it seems like a good fit for the both of us, then (>m sure salary won>t be a problem.E (f they push
further, then ,ust insist that you can>t give a number until you meet your co-workers, visit the company, and have a better
idea of what the ,ob will entail. +ell them that you>re simply not comfortable revealing a number until you can see the full
*&1 S(!"ND &NT(R*&(+ T&PS
::1 Show that you3re in it for a career and not a 4o51
%ost people ,ust want a ,ob. +hey want to be employed and get paid. 0how the recruiter that you>re looking for a career.
=ou want to become a part of the culture, of the company, of a team. =ou want to be there through good and bad and support
the people around you. =ou researched the company history, their culture, their advertisements and marketing campaigns,
their +witter and <acebook pagesG you want to get to know them because you want to know the type of family that you>re
being a part of. =ou>re in it for a career F not ,ust a ,ob.
:;1 sk A+hat intrigues you a5out me enough that you called me in for a second interviewDB
(t>s obvious that they like you because they invited you back for a second interview, so you might as well find out what they
like. +hey will give you some key areas that they are impressed with, which makes it easier for you to briefly highlight those
strengths as well as focus on the other areas that will seal the deal.
*&&1 C-(ST&"NS $"- S,"-'D S>
:=1 Start the interview 5y making it easy on the recruiter1
Ask them, D$hat can ( do to make today as easy as possible? How can ( make your life easier today?E +his sets a nice tone
for the interview, gives you an indication of the recruiter>s personality, and will give you some good information to start
:?1 %ind out what is important to them1
(t might seem like the interview is all about you, your career, and whether or not you>re a good fit for the ,obG but it>s
actually about them. =ou need to discover what>s important to the company and how you can help them reach their goals. At
some point during the interview, be sure to ask D$hat>s really important to the company within the first 59 days of me
,oining?E +he answer to that question will give you specific problem areas that you can talk about solving for the company.
:)1 &f a question comes to mind during the interview< then ask it1
%ost recruiters would prefer to have an interactive conversation during the interview. <or e-ample, if you give an answer
that describes how you>re e-cellent at working in teams, then it would be the perfect time to ask about the opportunities you
would have to work on a team in the new ,ob.
;@1 $ou should have at least three excellent questions ready for the end of the interview1
(f you have fewer then it won>t look like you did your homework. 'on>t ask about vacation benefits or something else that
can be easily researched. Ask something that is integral to how you>ll perform in the position.
Here are some examples of good questions you can ask
;21 $hat is the organi;ations plan for the ne-t five years, and how does this department fit in?
;61 How will my leadership responsibilities and performance be measured? By whom?
;71 $hat do you think is the greatest opportunity facing the organi;ation in the near future? +he biggest threat?
;81 2ow that we>ve had the chance to talk a bit more, do you have any doubts or concerns about whether or not ( would be a good fit for
this role?
;:1 1an you e-plain a typical pro,ect that ( would be working on? $hat would Da day in the lifeE of this position look like?
;;1 How do my answers compare to other candidates that you>ve seen?
;=1 /ive me an e-ample of someone you hired for a position like this that you are delighted you hired.
;?1 +welve months from now, ( want you to tell me that hiring me was the best decision you have made the whole year. $hat needs to
happen for us to have that conversation?
;)1 /ive me an e-ample of an employee that e-ceeded e-pectations.
=@1 $hat are your company>s strengths and weaknesses compared to its competition?
=21 $hat are the significant trends in the industry?
=61 How do you develop your employees and make them better once they start working here?
=71 How are decisions made here? How much is team-based and how much is on the individual?
=81 $hat performance e-pectations do you have for a good employee in this position? $hat would success look like?
=:1 +ell me about some of the department>s successes in the last few years.
=;1 &n my research & found the following competitors< Fcompanies < 0< and !G1 !an you please tell me what they3re doing that
keeps your executive team up at nightD
(f the ,ob doesn>t work out, you can call up their competitors and say, D( ,ust had an interview at 1ompany B and given what
they told me about you and why you keep them up at night ( think (>d rather work for youL 1an we meet for coffee?E =ou>ll
get that coffee and it may ,ust turn into an offer. #nly do this only if you>re denied after the first interview. #nce you have a
second interview with the company, they>re interested and it>s best to keep your discussions confidential until you close it or
walkway. !Hat tip to 'avid 3erry.*
==1 Say thank you and actually ask for the 4o51
(f you think you>re a good fit, then say so. (f this ,ob is your dream ,ob, then tell them that.
*&&&1 N(."T&T&N. S'R$
=?1 lways 5e ready to talk salary< 5ut don3t 5e the first one to 5ring it up1
+he one e-ception to this rule is if the company asks you to start signing papers, but never brought up what you will be paid.
+his is a discussion you need to have, so make sure you have it before you sign off on a new ,ob.
=)1 >now what you3re willing to accept 5efore you walk in the door1
%any candidates never give themselves a chance to negotiate a better salary because they don>t spend enough time thinking
about it beforehand. +ake some time and consider the compensation that you would be happy with receiving. $hat number
would you walk away from because it>s too low for you? 'on>t get locked in a bad position because you>re not sure what
you are willing to accept in the first place.
?@1 >now what you3re worth1
/et as much data as you can on the going rate for the ,ob. 1heck online and offline sources. Heach out and talk to people at
similar positions in different companies. (f they are willing to tell you, find out what they make. .eep the conversation
rela-ed and simply ask, D$hat kind of salary could someone like me e-pect at your company?E
?21 -nderstand the company3s financial position1
(f a large company and a small company have similar openings, then the large one will usually pay more because they have
more financial leeway. $here are you interviewing? How is that company doing financially? 0ome companies simply don>t
have much fle-ibility and it>s important to reali;e that going in.
?61 Talk with the recruiter< not against them H they need to sell you1
+he typical recruiter almost never has the ability to make the final decision on your compensation package. After you
negotiate with them, they will need to go back and confirm the package with a hiring manager or another supervisor. (n
other words, the recruiter is going to sell you to the hiring manager. (t>s up to them to communicate why you deserve a
higher salary. =ou want their support because they are going to need to sell you. =ou>re not battling against them. =ou>re
working with them.
?71 Some perks are easier to negotiate for than others1
+ypically, a signing bonus is much easier to negotiate than more vacation days or a shorter waiting period on :94k matching.
+here is usually some fle-ibility in your salary range as well, which is another good area to focus on. 2ot all perks are
created equal.
?81 &f you3re meeting resistance< then ask a5out starting at a higher pay grade1
A higher pay grade helps because you can often earn a raise without needing a promotion.
?:1 sk to shorten the period that it takes for you to come up for a raise1
=ou might not be able to start higher on the pay scale, but it>s very possible you could get a raise after M months on the ,ob
instead of 4K. +hat>s a quick boost for you and it only takes a few minutes to negotiate.
?;1 Remem5er that the salary negotiation is a conversation and conversations are twoEway streets1
(f you make an offer and then continue to talk and make another offer, then you>re negotiating with yourself. Allow the
conversation to go back and forth and don>t make more than one offer in a row.
?=1 sk< A+hat is the salary range you have allocated for someone in this positionDB
+his is a great question to ask at the very beginning of a ,ob interview or the first time you meet a recruiter. (t gives you the
ability to get information on the e-pected salary before the actual debate arises later on.
??1 A&3m going to need more information a5out the 4o5Itotal 5enefitsIexpectations 5efore & can name a num5erJB
+his is an e-cellent phrase to use if the interviewer is pressing you for a number and hasn>t revealed their e-pected salary
range yet.
?)1 ADo you have any flexi5ility in that num5erDB
+his is a great phrase to use right after the interviewer names their e-pected salary for the position. (t offers a nice transition
into the conversation of asking for more money.
)@1 AThat sounds really good1 +hat3s the present value of thatDB
0ometimes recruiters will try to sell you on arbitrary numbers by saying things like D$e>re giving you 4999 stock options.E
Ask for the present value of all items in your compensation package and find out what the total dollar value is.
)21 A&3m a 5it disappointedJB
+his is a great phrase for starting the salary negotiation once you>ve discovered what they have initially offered you. D(>m a
bit disappointed in the starting salary. $hat can we do to figure this out?E
)61 AThat sounds like a good starting placeJB
+his is another solid phrase to use if you want to ask for a higher salary range. DN:8,999. +hat sounds like a good starting
place. 2ow we ,ust need to figure out the details.E
)71 A'et3s review this after 7 monthsJB
(f you>re having trouble making headway with the negotiation, but you>re fine with starting at the package they gave you,
then you can use this phrases to get a quicker boost. D"et>s review this after 6 months and talk about a raise once you>ve had
a chance to see my work.E
)81 A!an we get that in writingDB
(f you negotiate for a better compensation package, then make sure you get all of the details in writing.
):1 &f you don3t ask for a higher salary< then the answer is always no1
(t takes some guts to push back and ask for more, but it>s far better to ask and be turned down than not to ask at all. /etting
what you want doesn>t mean that you need to act like a ,erk. <urthermore, you>re not going to lose an offer because you
tried to negotiate for a higher salary. +he recruiter is e-pecting you to negotiate. (f you want to keep it really simple, then
,ust smile and ask for what you want while offering some proof to back up your request.
&K1 %"''"+ -P (#&' %T(R N &NT(R*&(+
);1 Say thank you1
#nce the interview is over, send an individuali;ed thank you note to each person you interviewed with and mention
something specific that happened or that you said during the interview to remind them who you are. 'on>t worry about
saying all sorts of things. Oust keep it short and sweet.
)=1 0e diligent and keep checking in1
=ou don>t want to pester them, but occasionally check in to see how the process is coming along and remind them of who
you are and why you>re committed to the position. $aiting one week before reaching out is usually a good time frame.
)?1 Smile1
=ou>ve done your bestL
&NT(R*&(+ D"S
'ress appropriately for the industry err on the side of being conservative to show you take the interview seriously. =our personal grooming
and cleanliness should be impeccable.
.now the e-act time and location of your interview know how long it takes to get there, park, find a rest room to freshen up, etc.
Arrive early 49 minutes prior to the interview start time Por earlier if the event or employer instructs you to do soQ.
+reat other people you encounter with courtesy and respect. +heir opinions of you might be solicited during hiring decisions.
#ffer a firm handshake, make eye contact, and have a friendly e-pression when you are greeted by your interviewer.
"isten to be sure you understand your interviewer's name and the correct pronunciation.
&ven when your interviewer gives you a first and last name, address your interviewer by title !%s., %r., 'r.* and last name, until invited to do
%aintain good eye contact during the interview.
0it still in your seat avoid fidgeting and slouching.
Hespond to questions and back up your statements about yourself with specific e-amples whenever possible.
Ask for clarification if you don't understand a question.
Be thorough in your responses, while being concise in your wording.
Be honest and be yourself F your best professional self. 'ishonesty gets discovered and is grounds for withdrawing ,ob offers and for firing.
=ou want a good match between yourself and your employer. (f you get hired by acting like someone other than yourself, you and your
employer will both be unhappy.
+reat the interview seriously and as though you are truly interested in the employer and the opportunity presented.
&-hibit a positive attitude. +he interviewer is evaluating you as a potential co-worker. Behave like someone you would want to work with.
Have intelligent questions prepared to ask the interviewer. Having done your research about the employer in advance, ask questions which you
did not find answered in your research.
&valuate the interviewer and the organi;ation sRhe represents. An interview is a two-way street. 1onduct yourself cordially and respectfully,
while thinking critically about the way you are treated and the values and priorities of the organi;ation.
'o e-pect to be treated appropriately. (f you believe you were treated inappropriately or asked questions that were inappropriate or made you
uncomfortable, discuss this with a 1areer 0ervices advisor or the director.
%ake sure you understand the employer's ne-t step in the hiring process know when and from whom you should e-pect to hear ne-t. .now
what action you are e-pected to take ne-t, if any.
$hen the interviewer concludes the interview, offer a firm handshake and make eye contact. 'epart gracefully.
After the interview, make notes right away so you don't forget critical details.
&NT(R*&(+ D"NLTS
'on't make e-cuses. +ake responsibility for your decisions and your actions.
'on't make negative comments about previous employers or professors !or others*.
'on't falsify application materials or answers to interview questions.
'on't treat the interview casually, as if you are ,ust shopping around or doing the interview for practice. +his is an insult to the interviewer and
to the organi;ation.
'on't give the impression that you are only interested in an organi;ation because of its geographic location.
'on't give the impression you are only interested in salary don't ask about salary and benefits issues until the sub,ect is brought up by your
'on't act as though you would take any ,ob or are desperate for employment.
'on't make the interviewer guess what type of work you are interested in it is not the interviewer's ,ob to act as a career advisor to you.
'on't be unprepared for typical interview questions. =ou may not be asked all of them in every interview, but being unprepared will not help
A ,ob search can be hard work and involve frustrations don't e-hibit frustrations or a negative attitude in an interview.
'on't go to e-tremes with your posture don't slouch, and don't sit rigidly on the edge of your chair.
'on't assume that a female interviewer is S%rs.S or S%iss.S Address her as S%s.S unless told otherwise. !(f she has a 3h.'. or other doctoral
degree or medical degree, use S'r. PlastnameQS ,ust as you would with a male interviewer. %arital status of anyone, male or female, is
irrelevant to the purpose of the interview.
'on't chew gum or smell like smoke.
'on't allow your cell phone to sound during the interview. !(f it does, apologi;e quickly and ignore it.* 'on't take a cell phone call. 'on't look
at a te-t message.
'on't take your parents, your pet !an assistance animal is not a pet in this circumstance*, spouse, fiance, friends or enemies to an interview. (f
you are not grown up and independent enough to attend an interview alone, you're insufficiently grown up and independent for a ,ob. !+hey
can certainly visit your new city, at their own e-pense, but cannot attend your interview.*