Buckley Search Inc.

Partners for Progress

Telephone : in Toronto (416) 865-0695  or  Toll-free in North America : 1 (866) 996-9984  or After-Hours  Message Left at :  (905) 399-3274
Please Email your resume in confidence to:
      kevin@buckleysearch.com      or      anna@buckleysearch.com      Current Positions
 
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See the related Job Search Guide articles also on
Assessing Employers    Questions To Ask Potential Employers
    Staying Focused In An Interview
Negotiating Compensation Effectively When Between Jobs
           Body Language In An Interview

Being Interviewed - Quick Reference Tips


Summary:

• Always be yourself.

• Review your accomplishments.

• Choose examples of your progress.

• View the employer's website.

• Research the company online in related journals/reference library.

• Offer to meet before or after hours.

• Be punctual and call if you are going to be late.

• Offer a warm handshake.

• Ask how the interviewer wants to begin.

• Use open-ended questions to gather information.

• Speak positively about your work-history.

• Point out your achievements and skills.

• Take notes of important details.

• Offer to leave updated references.

• Thank the interviewer for the opportunity to meet.

• Follow up with a thank-you note or e-mail.

Most people do not interview for a living. Otherwise successful and competent people can find being interviewed to be stressful.
Presenting yourself effectively and leaving a positive impression in the interviewer's mind requires focus, clarity, sincerity and preparation.

Following the above guidelines will help to ensure that the interview is both mutually enjoyable and a productive exchange of important information.

Employer Interviewing Styles:

Hiring managers employ various techniques when interviewing potential employees. The following are some of the methods and tactics in corporate use.

The Group: Used primarily for volume recruitment with two or more applicants interviewed together,
answering open or rotating questions, to assist in determining applicant competitiveness.

The Co-workers: One or more future colleagues ask questions with their superior to assess team qualities
and attitudes in prospective group members; interview roles and questions are established beforehand;
allowing superiors to see group interaction skills of present and future staff.

The Behavioral: Applicants are tested on decision-making, problem-solving and attitudes and values; open
probes are used to encourage the applicant to talk about specifics; examples of how applicants handled certain
situations are asked for, indicating applicant's character, values and general maturity.

The Technical: Job knowledge is tested to qualify the applicant for further consideration; knowledge of procedures,
processes and technical industry jargon is verified; typing tests or similar assessment tools may be administered on the spot;
interviewer questions center on actual functions and daily duties.

The Aggressive: A challenging tone is established by interviewers) at the beginning; stress is created to see how applicants
react under pressure; knowledge and performance may be questioned with a skeptical attitude; the applicant's poise and
self-control are probed for weak points.

The Written: Applicants are required to provide written answers to questions; determines basic skills, aptitudes and work experience;
provides interviewer with a record of responses and statements; indicates writing skills, grammar and spelling.

Common Interviewing Mistakes

Based on a survey conducted with 153 North American Executive Search Firms serving a broad range of industries, these are
the most common interviewing errors that applicants make.

• Poor or casual personal appearance.

• Lack of interest and enthusiasm: passive and indifferent.

• Over-emphasis on money: interested only in best dollar offer, benefits, hours, vacation

• Condemnation of past employers: bitterness.

• Failure to look at the interviewer when conversing.

• Limp, clammy handshake.

• Late to interview.

• Asks no questions about job or company.

• Indefinite response to questions.

• Over-bearing, over-aggressive and conceited attitude.

• Know-it-all or arrogant demeanor.

• Inability to express self clearly: poor diction and grammar.

• Lack of planning for career: no purpose and/or goals.

• Lack of confidence and poise: nervous and ill at ease.

• Expects too much too soon: impatient and demanding.

• Makes excuses, evasive: hedges on unfavorable factors in track record.

• Lack of tact, diplomacy, courtesy: ill-mannered.

• Lack of maturity.

• Lack of vitality.

• Indecision and hesitation: timidity.

• Low moral standards, cynical, lazy.

• Intolerant: has strong prejudices.

• Inability to take criticism: volatile temper.

• Incomplete, sloppy or illegible application.



See the related articles also on

Assessing Employers    Questions To Ask Potential Employers    Staying Focused In An Interview
Negotiating Compensation Effectively When Between Jobs
           Body Language In An Interview

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