Winning the Interview—Part Two

In Part One, the different types of interviews were highlighted along with interview trends. In this post, I will tackle behavioral interview questions recruiters seem intent on asking along with the illegal questions recruiters are not supposed to ask. The final post of the Winning the Interview series--Part Three, I will address how to handle gaps in employment and other tough questions.

Illegal Questions:

I’ve been asked some of these questions  early in my career and I have answered them and got the job. I’m not saying you should answer illegal interview questions. When you see them, you will notice many of them are focused on younger females (because they are around family planning). One caution in answering illigal questions is they could be a signal of worse situations to come in that work environment. Certainly, corporate-trained hiring managers and recruiters know these questions are off limits and would not put their company at risk:

1.      How old are you? (often disguised as a compliment, it is still inappropriate and illegal)

2.      Were you born in the United States?

3.      Travel is a big part of this job. Will your (boyfriend) or girlfriend be alright with the travel? Do you have a boyfriend (or girlfriend)? Are you married?

4.      I see your ankle is wrapped. How did you hurt yourself?

5.      Do you have children?

6.      Are you planning to have children?

7.      What political party do you belong to?

8.      Do you go to church? What religion are you? Would your religion beliefs allow you to work Sundays?

9.      What’s your race? What country are your parents from? You have a Hispanic-sounding last name, but you look Caucasian-which are you?

10.  What is your sexual orientation? (even if it is couched in a “that’s-okay-here,” we have a GLBT affinity group), like question #1 it is inappropriate and illegal).

Behavioral Interview Questions:

As established career professionals, we’ve lived through the interviews that were straightforward—“What are you strengths and weaknesses?” “Do you like working independently?” And now, behavioral-based interview questions are becoming more prevalent as the economy has tightened. Human resources professionals believe that how you actually reacted in the past will give them a glimpse into how you will handle situations in the future at their company. These are typical behavioral-based questions to prepare for your interview:

1.       Tell me about a time when you were faced with a problem and you initially did not know what to do? What course of action did you take and what was the outcome?

2.      Describe a situation where you had to deal with an angry customer. How did you handle the situation and what was the outcome?

3.      Tell me about a time when you had to make a quick decision and what was your thought process.

When handling behavioral interview questions, be prepared with a quick example or story that addresses the specific situation. Keep it as current as possible—two years ago or less if you can. The interviewer wants to know if you have what it takes to be successful in the job. Behavioral interview questions are less about questions than they are statements asking you to cite a specific example. Remember to give the interviewer the outcome in your story or example. The time the company invests in hiring, training and orienting you into the position is just that—an investment. And, like any investment, the company is looking for a return on investment. That is the intent of the behavioral interview--helping the company make a good investment. Hiring managers want someone who will be productive; someone who will stay with the company for a while-to recoup their initial training investment and someone promotable into the next level or two.

When you read the job description or during your phone interview, try to identify the competencies and attributes considered most important for this job. It can even be one of the questions you ask during the telephone interview. Then, think about your current position and examples or stories you can give from your current work experience that highlight your use of the competencies and attributes. Examples of attributes include:

A strong work ethic (important in sales and positions where you work independently)

A sense of urgency

Emotional intelligence

Good judgment and decision-making skills

Strategic-orientation (the ability to see the big picture)

Resourcefulness

Credibility

Interpersonal Skills

Preparation is critical to interviewing success. Remember you've made it this far, so you definitely are in the inner circle to get the job. Congratulations!

Winning the Job Interview--Part One

Job interviews are often a stressful time. It is not something we do very often (if we are fortunate) and many people have a tough time talking themselves “up” to others because they are concerned about bragging. The job interview is the one place where you must temper your modesty and present yourself and your achievements with confidence and passion.

With 9% unemployment and four generations in the workforce, experienced workers may have to update their interviewing skills to win today’s jobs.  Here are a few insider secrets to help you on your next interview.

PRE-Screening:

With hundreds or maybe even thousands of applicants for a single opening, HR recruiters have to narrow the field to the most qualified candidates based on the skills they “must” have and the skills it would be “nice to have”. Many larger companies and staffing agencies use an applicant tracking systems to help them find the most qualified candidates to move forward in the interview process. They enter search criteria based on the essential job “musts” for the best candidates to surface. (See the August 6 post, “Successful Online Job Search Techniques”).  

• Larger corporations may have several questions online that you must answer before submitting your resume as their prescreening tool

• Other companies may have a staff member call and ask 7-10 questions related to the position.

• The trend is toward group interviews for more entry level positions. Hiring managers can observe your interpersonal skills, how you get along with others and your social skills in this format. After the group interviews, individual interviews are scheduled.

The Phone Interview:

After surviving the first round of elimination during the pre-screening, now you are ready for the phone interview. Your phone interview is Numero Uno in moving pass the gatekeepers to meet the hiring manager face-to-face. These interviews usually take place with a Human Resources recruiter.  Some of their biggest complaints include candidates giving a phone number that doesn’t work or low batteries on a cell phone that disconnects mid-interview or the candidate who forgot about the interview and the recruiter heard dogs barking a blaring TV & babies crying in the background. Take the telephone interview seriously; many job-seekers take this step too lightly. Remember it is critical to securing that all important face-to-face interview.

• Project an enthusiastic tone over the telephone

• Don’t ramble on & on—keep your answers succinct and relevant

• Keep your examples current, in the last 1-4 years

• Do not mention anything age-related or make a joke about being older

• Have a three well-thought out questions ready for the interviewer

Face-to-Face Interview:

If you’ve made it this far, the job could easily be yours. As you prepare for this stage of the interview process unless you are interviewing for a position with a small business, you should expect a series of interviewers. Make sure you are well-rested and prepared for a long day (which also shows the interviewers your stamina).

• First impressions are key—err on the side of conservatism: being dressed appropriately, firm-but not overbearing handshake, maintain eye contact without have a ‘stare down’ & BE ON TIME!!

• Answer questions directly without getting distracted or going off onto a tangent

• Assure each interviewer that you meet or exceed the required criteria for the role and ask them if they would support you for the role—if not, handle any objection they mention in a non-defensive, non-hostile way

• Send a thank you e-mail to each interviewer and confirm your interest in the position and mention a line about how you will add value to the role

Age Discrimination: Real & Rising Part 2

Remember when you were a kid and you thought 40 was sooo old? When I was growing up, people called their 50s the “Golden Years.”  And 65?  The image of 65 was retirement and living out your final days with a plaid blanket on your lap in a rocking chair. Baby Boomers have proven getting older is not necessarily the END of anything, especially not work. Aging even looks different now and many people feel healthy into their eighties and beyond. There are studies that confirm the more your mind is stimulated by learning new concepts, brain function improves. Social interaction also has a positive impact on the aging process according to recent research. The problem is---Corporate America and business in general hasn’t necessarily kept up with these changes.

Hiring for all except C-level jobs at many corporations is often an entry-level function--now we have a disconnect. 20-something employees tasked with attending job fairs, screening resumes and performing initial telephone screening interviews with a person old enough to be (YIKES!) their parents or grandparents. I was chatting with a friend over the weekend who is a young-looking 60, relocated and looking for a job for the first time in thirty years. She shared the story of recently walking into an interview and the recruiter (who looked 25-ish) exclaimed, “Wow, you don’t look 60!” Clearly this was meant as a compliment no matter how inappropriate and after a full day of interviews; she was not called back for a final interview. In the back of her mind, the idea that her age was an issue was not missed. The HR recruiter mentioned it, but how many others in the process were distracted by it?

We can’t turn back the clock and we shouldn't have to, but we can implement 4 ideas to level the playing field when we finally have that all important interview.

#1—Image Matters: Come to the interview or job fair in something you know you look good in. For men, it may be the suit you receive the most compliments wearing. People tell you the colors in that tie look good on you or the shirt brings out your eye color. Ladies, wear an outfit that is up-to-date, but tried and true. Knowing you look good will give your confidence a boost. Your main goal is to dress age-appropriately in well-fitting clothes for a professional interview. Many department stores offer free personal shopper service and you can get objective feedback about what styles looks best on you.

#2—Watch your Words: You will hear job-seekers lamenting about how old they are, how old they feel or how this job is a step down, but they are desperate for work. That’s not appropriate for an interview. Even if the recruiter is mature, they are not your confidante. Don’t be your own worse enemy bringing up references to age or how you hate computers, technology or how your smart phone is smarter than you, ha-ha. Even self-deprecating jokes have no place in the interview. Keep your tone  up-beat, be confident, friendly—and professional.

#3—Role Play & Practice the Interview: You should have answers to basic questions already in your head.  What are your strengths? Weaknesses?  Rehearse how you are going to answer questions about extended unemployment. Have concise illustrations ready for behavioral interview-style questions. Those questions usually start with, “Tell me about a time when….?” Keep it short and focused because a lot of experienced people (myself included) tend to ramble. When they ask you for questions, have 2-3 questions ready and make sure they put you in a good light. Don’t ask about time off, health benefits or  negative company comments you read on a corporate message board.

#4—Sell Yourself: You are at the interview to sell yourself as a high-performer with experience and maturity. You are a professional that works well with others and your skills can help the company meet its objectives. Use sales techniques to learn what problem the company is trying to solve and position yourself as the solution.  In the interview ask some “closing” questions. How do my skills align with your idea of the perfect candidate? If there are gaps, you can address them. Would I have your support to move on to the next level of interviews? If not, you can address the issue and ask the question again later in the interview. Close each person you talk with for their support in hiring you for the job.

These four ideas can help you level the playing field and position yourself for success. It is tough out there, but it just takes one great offer to move your career into high gear. If you have advice, additional tips or strategies that have worked—share your comments.