OVERVIEW

There are three main reasons why qualified candidates do not get hired, these include:

(1) Lack of Enthusiasm and Professionalism prior to, during and following the interview
(2) Poor interview preparation
(3) Presentation by the candidate to the client why he or she left previous jobs.
Use this interview preparation guide to assist you in preparing for the next step in your search for the ideal job and employer. Please print this document for your study.

GENERAL INTERVIEW TIPS
Despite the different tactics used, all employers are searching for the same answers in interviews. They seek to confirm that an applicant has the required knowledge, skill, attitude, and personality to contribute and fit into the company culture.

This interview guide will help you to help the employer realize that they
have found a gem in this Candidate.

The primary purpose of the first interview is to establish the conditions and chemistry for the next steps in the interview process. Below are specific points to help you, as a candidate, to achieve this goal.
1. Professionally prepare for the interview.
2. Find ways to connect with the interviewer.
3. Concentrate on the employer's needs, not yours.
4. List those needs during the interview and then emphasize how you can help the company achieve its goals.
5. Describe your past responsibilities and achievements.
6. Explain how the skills you bring will benefit the company.
7. Be prepared with answers to the traditional interview questions.
8. When asked questions be specific in your answers and aim for clarity and honesty. Use real example in your career.
9. Don't downplay your accomplishments or attribute them to luck.
10. Ask for clarification if you are not sure what information they are seeking.
11. Take responsibility on communicating your strengths. Don't rely on the interviewer to pull it out of you.
12. Use staffing industry terms and concrete examples to portray your successes, such as increase billable hours per week, improvement in gross margin, increase number of clients.
13. Once you have determined what you think the employer will be looking for, write out examples of situations that showed your skills in those areas.
14. Before leaving the interview express your strong interest in the position and ask how he/she feels about your qualifications for the position.
15. Be sure to schedule the next step appointment if appropriate before leaving.
Preparing for the Interview

Preparation is essential to remaining calm under pressure and is the first step toward a successful interview.

Prepare to do your best! A candidate should always do his/her best because the interview is the important step to land the job, and importantly, helps put the all-important power of decision in the candidate's hands.

Give yourself plenty of time to get there. Have the telephone number of the office where the interview will take place in case of emergency.

Know the exact place and time of the meeting, the interviewer's full name (including correct pronunciation) and his/her title.

Prepare to look your professional best. Wear your best business attire. Organize the night before. Your interview clothing, briefcase and portfolio should all be prepared. Get a good night's rest.
Re-read your resume before the interview. Arrive poised and confident. Take extra copies of your resume. Prepare to greet your interviewer with a firm handshake and an enthusiastic smile.

Visualize how the interview will go, your responses to important questions, be professional, relaxed, use a bit of humor and be personable. Prior to the interview think through the process to do this.

Think of the interview as a sales presentation to get acquainted with the client.
Trust must be established.

Find ways to connect.

Be confident, because you know you have a good product! Think about the differentiating value you bring to the position.

INTERVIEW DO'S
Be friendly and respectful to everyone, receptionists are often vocal about their opinions. Deliver a firm handshake. Make eye contact throughout the interview. Dress conservatively. Be specific in your answers... avoid rambling or getting off on a tangent. Actively listen during the interview. Use active listening techniques and take brief notes. Send thank you notes to everyone with whom you have interviewed.

INTERVIEW DON'TS
Don't...comment on sensitive subjects...cross your arms in front of you...use negative body
language...wear excessive or flashy jewelry...chew gum...talk too much...smell of smoke or wear a Blue Tooth ear piece to the Interview..

10 Points, in Brief, of a Successful Interview

1 Be Prepared, Be Professional, Be Sharp and bring in a 30-60-90 plan.
2 Dress for Success, Show Up on Time
3 Be Confident and Warm, Not Cocky
4 Connect, Develop Rapport
5 Know Your Resume, Relate Results
6 Actively Listen, Take a Few Notes
7 Ask ONLY a Few GREAT Questions
8 Express Great Interest, Ask for Next Steps
9 Call Your Recruiter Immediately with Details
10 Send a Brief Thank You Email, and Thank You snail mail (don't miss this one) Careful with spelling and grammar

TELEPHONE INTERVIEW TIPS
Important Points of a Successful, Professional Telephone Interview

Do NOT Conduct a Telephone Interview…
…on a Cell or Mobile Phone.
…while driving or riding in a vehicle or walking.
…in a public place.
…with noise or music in the background
…in your office, unless you can speak freely

BEHAVIORAL INTERVIEWING
Behavioral interviewing is based on using past behavior as a strong prediction of future behavior. Many professional interviewers use the behavior interviewing technique, thus it is important to prepare for this style of questioning and understand why certain questions are being asked and how to answer the behavior-base questions.

In behavioral-style interviewing the interviewer asks specific questions seeking information about candidate's skills, character, and performance based on examples of past behavior. By using these answers, the interviewer can rate the candidate based on past actions, not "gut feelings" or "intuition".

The key in behavioral interviewing is to "paint a picture" of the reasons and thinking about the decision or behavior without bringing in unessential details.

Examples of Behavioral Interviewing Questions
1. Describe a time when you have improved procedures in your company. Be specific.
2. Tell me about a high stress situation when you needed to keep a positive attitude. What happened?
3. Give me examples of how you turned an unprofitable branch and/or area into a profitable one.

Responding to Some of the Most Frequently Asked Questions
It is worth your time to review these questions now and consider how you would respond.
1. What are your long-range and short-range career goals?
2. How do you plan to achieve your career goals?
3. What would you like to accomplish in your career?
4. What do you enjoy most about your career?
5. What do you like least about your career?
6. What do you expect to be earning in five years?
7. What do you consider to be your greatest strengths?
8. What do you consider to be your weaknesses?
9. How would a friend who knows you well, describe you?
10. How would your last manager describe you as an employee?
11. How would your co-workers describe you?
12. How would your subordinates describe you?
13. What motivates you to put forth your greatest effort?
14. Why do you think you would be an asset to our company?
15. Why do you want to work for this company?
16. In what ways do you think you can make a contribution to our company?
17. Why are you seeking a change from your current position?
18. How do you measure success for yourself?
19. How well do you work under pressure?
20. How do you manage your stress?
21. What do you consider to be your greatest achievements?
22. What would the ideal job be for you?
23. What three things are most important to you in your job?
24. What major work problems have you encountered in your career and how did you deal with it?
25. What criteria are you using to evaluate the company for which you hope to work?

SECRETS (Very Important)
About Asking Great Questions on the Spot.
Asking good interview questions is very important. First, prepare by writing down good questions on a professional portfolio/notepad before the interview and take the portfolio with you. When you meet each person ensure you make good eye contact with good posture and high energy to portray active listing.

Now here is a SECRET WAY TO ASK GREAT QUESTIONS ON THE SPOT... this technique is called TELL ME MORE. Select a subject or statement that the interviewer or another interviewer spoke to earlier in the interview. Make a note and then simply ask the interviewer to please Tell Me More about this specific subject. Finally, if any interviewer asks you...Do you have any questions? Then by all means.ask a smart question.

ALWAYS ASK A QUESTION.
Focus on Your Performance
Seven Points to Differentiate Yourself (Very Important)
1. The Assertive Performance Factors includes a model you should develop or get help by a Recruiter to win in the job. These are the traits that clients are requesting in the candidates they hire.
2. Focus and study these traits and define how they fit you in your performance.
3. Document ways to quantify your performance, based on these factors, and develop examples of how you have performed specifically based on these factors.
4. Be prepared to weave examples of these performance factors into your conversations while being interviewed.
5. Many companies use personality and performance tests in their hiring process, thus focus on these performance factors as you are tested.
6. These performance factors can differentiate you as a candidate to win the position for your new career.
7. Know that clients are very interested in your ability to produce and perform. They want to know about your ability to overcome objections, to exert power and control in situations with their clients, to be fearless in managing, selling and recruiting, you ability to solve problems, and all the other key Assertive
Performance Factors listed below.
Assertive Performance Factors
Persuasion
Overcome
Situation Control
Professional
Drive
Aggressive
Responsibility
Outgoing
Ambition
Intuitive
Integrity
Tenacity
Power to Close
Fearless
Confront
Accountable
Determined
Follow Through
Relationships
Longevity
Excitement
Service
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RESEARCH
You may choose to research certain things in preparation for the interview. Following are example of points that may be of interest to you. Size of the company, both number of employees and revenue/sales volume. Public or privately held. History, including how long they have been in business, sister and/or parent company names. Major competitors. Staffing industry trends in general, and in their particular niche. Job descriptions; understand the skills and experience required for the position. Understand the organizational chart of the company. Understand the current status of branch and/or area. Personal
history of interviewers. Sources of Information: Company's Web Site. Company's Brochure/Literature and Annual Report. Business Library. Periodical Files. Dunn and Bradstreet Report.Go to the Library and get a card if you do not have one and get online access to Reference U.S.A. a free service provided by most Libraries today.

RESEARCH COMPETITORS
Research competitors to gain the edge. You will be able to speak clearly about competitive differences and what differentiates your potential employer in the industry. A few, well-placed comments during your interview to let the hiring manager know that you have been doing this research on competitive differences and what differentiates his or her company will make a memorable impression. Competitor research can simply be done by reviewing the web sites of top competitors and talking to others in the industry.

CLOSING
Closing is important. If you want the position, let the person know your interest and ask for the job. Let the person know why you think this is the right position for you and how you can help the company and the manager achieve their goals. An excellent way to close is to connect with interviewer throughout the interview...let your warmth, personality and humor show and focus on the company's and manager's needs. Ask about next steps and try to schedule the next appointment, if appropriate and summarize why you would be successful in this position. (That is the most powerful thing you can close an interview with and you will raise the bar for others).

PROFESSIONAL FOLLOW UP
Send the interviewer, or each interviewer, a brief, professional email AND SNAIL MAIL THANK YOU as soon as possible after the interview. Express your appreciation and interest in the position. Be careful with spelling and grammar. When working with a recruiter, call immediately to debrief. Provide details about the interview, the types of questions asked, give both positives and concerns, and outline what the interviewer told youabout the next step in the process.