candidates, unprepared for the question, skewer themselves by rambling, recapping their life story,

delving into ancient work history or personal matters.

Remember that the key to all successful interviewing is to match your qualifications to what the

interviewer is looking for. In other words you must sell what the buyer is buying. This is the single

most important strategy in job hunting.

So, before you answer this or any question it's imperative that you try to uncover your

interviewer's greatest need, want, problem or goal.

To do so, make you take these two steps:

Do all the homework you can before the interview to uncover this person's wants and needs

(not the generalized needs of the industry or company)

1.

As early as you can in the interview, ask for a more complete description of what the

position entails. You might say: "I have a number of accomplishments I'd like to tell you

about, but I want to make the best use of our time together and talk directly to your needs.

To help me do, that, could you tell me more about the most important priorities of this

position? All I know is what I (heard from the recruiter, read in the classified ad, etc.)"

2.

Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even

more. Surprisingly, it's usually this second or third question that unearths what the interviewer is

most looking for.

You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential

to success in this position?:

This process will not feel easy or natural at first, because it is easier simply to answer questions,

but only if you uncover the employer's wants and needs will your answers make the most sense.

Practice asking these key questions before giving your answers, the process will feel more natural

and you will be light years ahead of the other job candidates you're competing with.

After uncovering what the employer is looking for, describe why the needs of this job bear striking

parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples of your

responsibilities and especially your achievements, all of which are geared to present yourself as a

perfect match for the needs he has just described.

as egotistical or arrogant. Neither is this a time to be humble.

wants and needs before you answer questions. And from Question 1, you know how to do this.

Prior to any interview, you should have a list mentally prepared of your greatest strengths. You

should also have, a specific example or two, which illustrates each strength, an example chosen

from your most recent and most impressive achievements.

You should, have this list of your greatest strengths and corresponding examples from your

achievements so well committed to memory that you can recite them cold after being shaken

awake at 2:30AM.

Then, once you uncover your interviewer's greatest wants and needs, you can choose those

achievements from your list that best match up.

As a general guideline, the 10 most desirable traits that all employers love to see in their employees

are:

A proven track record as an achiever...especially if your achievements match up with the

employer's greatest wants and needs.

1.

Intelligence...2. management "savvy".

3. Honesty...integrity...a decent human being.

Good fit with corporate culture...someone to feel comfortable with...a team player who

meshes well with interviewer's team.

4.

5. Likeability...positive attitude...sense of humor.

6. Good communication skills.

7. Dedication...willingness to walk the extra mile to achieve excellence.

8. Definiteness of purpose...clear goals.

9. Enthusiasm...high level of motivation.

10. Confident...healthy...a leader.

admission of a weakness or fault will earn you an "A" for honesty, but an "F" for the interview.

everyone is not always on the same wavelength."

any experienced interviewer.

interviewer's needs before you answer questions): Assure the interviewer that you can think of

nothing that would stand in the way of your performing in this position with excellence. Then,

quickly review you strongest qualifications.

make an outstanding match. I know that when I hire people, I look for two things most of all. Do

they have the qualifications to do the job well, and the motivation to do it well? Everything in my

background shows I have both the qualifications and a strong desire to achieve excellence in

whatever I take on. So I can say in all honesty that I see nothing that would cause you even a small

concern about my ability or my strong desire to perform this job with excellence."

Alternate strategy (if you don't yet know enough about the position to talk about such a perfect

fit):

Instead of confessing a weakness, describe what you like most and like least, making sure that

what you like most matches up with the most important qualification for success in the position,

and what you like least is not essential.

much time as possible in front of my prospects selling, as opposed to shuffling paperwork back at

the office. Of course, I long ago learned the importance of filing paperwork properly, and I do it

conscientiously. But what I really love to do is sell (if your interviewer were a sales manager, this

should be music to his ears.)

while you may feel like answering, "none of your business," naturally you can't. Some

interviewers ask this question on the chance you admit to something, but if not, at least they'll see

how you think on your feet.

Some unprepared candidates, flustered by this question, unburden themselves of guilt from their

personal life or career, perhaps expressing regrets regarding a parent, spouse, child, etc. All such

answers can be disastrous.

you're stonewalling either.

healthy human relations.

really can't think of anything." (Pause again, then add): "I would add that as a general

management principle, I've found that the best way to avoid regrets is to avoid causing them in the

first place. I practice one habit that helps me a great deal in this regard. At the end of each day, I

mentally review the day's events and conversations to take a second look at the people and

developments I'm involved with and do a doublecheck of what they're likely to be feeling.

Sometimes I'll see things that do need more follow-up, whether a pat on the back, or maybe a five

minute chat in someone's office to make sure we're clear on things…whatever."

"I also like to make each person feel like a member of an elite team, like the Boston Celtics or LA

Lakers in their prime. I've found that if you let each team member know you expect excellence in

their performance…if you work hard to set an example yourself…and if you let people know you

appreciate and respect their feelings, you wind up with a highly motivated group, a team that's

having fun at work because they're striving for excellence rather than brooding over slights or

regrets."

customers. This rule is inviolable: never be negative. Any mud you hurl will only soil your suit.

Especially avoid words like "personality clash", "didn't get along", or others which cast a shadow

on your competence, integrity, or temperament.

(If you have a job presently)

If you're not yet 100% committed to leaving your present post, don't be afraid to say so. Since you

have a job, you are in a stronger position than someone who does not. But don't be coy either.

State honestly what you'd be hoping to find in a new spot. Of course, as stated often before, you

answer will all the stronger if you have already uncovered what this position is all about and you

match your desires to it.

(If you do not presently have a job.)

Never lie about having been fired. It's unethical – and too easily checked. But do try to deflect the

reason from you personally. If your firing was the result of a takeover, merger, division wide

layoff, etc., so much the better.

But you should also do something totally unnatural that will demonstrate consummate

professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a

trace of bitterness – from the company's point-of-view, indicating that you could understand why

it happened and you might have made the same decision yourself.

Your stature will rise immensely and, most important of all, you will show you are healed from the

wounds inflicted by the firing. You will enhance your image as first-class management material

and stand head and shoulders above the legions of firing victims who, at the slightest provocation,

zip open their shirts to expose their battle scars and decry the unfairness of it all.

Make sure you've prepared a brief reason for leaving. Best reasons: more money, opportunity,

responsibility or growth.

and possibly blow the interview. Thank goodness most interviewers don't employ it. It's normally

used by those determined to see how you respond under stress. Here's how it works:

You answer an interviewer's question and then, instead of asking another, he just stares at you in a

deafening silence.

You wait, growing a bit uneasy, and there he sits, silent as Mt. Rushmore, as if he doesn't believe

what you've just said, or perhaps making you feel that you've unwittingly violated some cardinal

rule of interview etiquette.

When you get this silent treatment after answering a particularly difficult question , such as "tell

me about your weaknesses", its intimidating effect can be most disquieting, even to polished job

hunters.

Most unprepared candidates rush in to fill the void of silence, viewing prolonged, uncomfortable

silences as an invitation to clear up the previous answer which has obviously caused some

problem. And that's what they do – ramble on, sputtering more and more information, sometimes

irrelevant and often damaging, because they are suddenly playing the role of someone who's

goofed and is now trying to recoup. But since the candidate doesn't know where or how he

goofed, he just keeps talking, showing how flustered and confused he is by the interviewer's

unmovable silence.

you once you refuse to be intimidated. If your interviewer pulls it, keep quiet yourself for a while

and then ask, with sincere politeness and not a trace of sarcasm, "Is there anything else I can fill in

on that point?" That's all there is to it.

Whatever you do, don't let the Silent Treatment intimidate you into talking a blue streak, because

you could easily talk yourself out of the position.

it. If you stammer or adlib you've blown it.

the employer's needs before you answer questions. If you know the employer's greatest needs and

desires, this question will give you a big leg up over other candidates because you will give him

better reasons for hiring you than anyone else is likely to…reasons tied directly to his needs.

Whether your interviewer asks you this question explicitly or not, this is the most important

question of your interview because he must answer this question favorably in is own mind before

you will be hired. So help him out! Walk through each of the position's requirements as you

understand them, and follow each with a reason why you meet that requirement so well.

manage the sales and marketing of your book publishing division. As you've said you need

someone with a strong background in trade book sales. This is where I've spent almost all of my

career, so I've chalked up 18 years of experience exactly in this area. I believe that I know the

right contacts, methods, principles, and successful management techniques as well as any person

can in our industry."

"You also need someone who can expand your book distribution channels. In my prior post, my

innovative promotional ideas doubled, then tripled, the number of outlets selling our books. I'm

confident I can do the same for you."

"You need someone to give a new shot in the arm to your mail order sales, someone who knows

how to sell in space and direct mail media. Here, too, I believe I have exactly the experience you

need. In the last five years, I've increased our mail order book sales from $600,000 to $2,800,000,

and now we're the country's second leading marketer of scientific and medical books by mail."

Etc., etc., etc.,

Every one of these selling "couplets" (his need matched by your qualifications) is a touchdown

that runs up your score. IT is your best opportunity to outsell your competition.

invitation to teach the interviewer a new way to think about this situation, seeing advantages

instead of drawbacks.

subject to the laws of supply and demand. So 'overqualified' can be a relative term, depending on

how tight the job market is. And right now, it's very tight. I understand and accept that."

"I also believe that there could be very positive benefits for both of us in this match."

"Because of my unusually strong experience in ________________ , I could start to contribute

right away, perhaps much faster than someone who'd have to be brought along more slowly."

"There's also the value of all the training and years of experience that other companies have

invested tens of thousands of dollars to give me. You'd be getting all the value of that without

having to pay an extra dime for it. With someone who has yet to acquire that experience, he'd

have to gain it on your nickel."

"I could also help you in many things they don't teach at the Harvard Business School. For

example…(how to hire, train, motivate, etc.) When it comes to knowing how to work well with

people and getting the most out of them, there's just no substitute for what you learn over many

years of front-line experience. You company would gain all this, too."

"From my side, there are strong benefits, as well. Right now, I am unemployed. I want to work,

very much, and the position you have here is exactly what I love to do and am best at. I'll be

happy doing this work and that's what matters most to me, a lot more that money or title."

"Most important, I'm looking to make a long term commitment in my career now. I've had enough

of job-hunting and want a permanent spot at this point in my career. I also know that if I perform

this job with excellence, other opportunities cannot help but open up for me right here. In time, I'll

find many other ways to help this company and in so doing, help myself. I really am looking to

make a long-term commitment."

employer as soon as something better comes your way. Anything you can say to demonstrate the

sincerity of your commitment to the employer and reassure him that you're looking to stay for the

long-term will help you overcome this objection.

using it merely as a stopover until something better comes along. Or they could be trying to gauge

your level of ambition.

If you're too specific, i.e., naming the promotions you someday hope to win, you'll sound

presumptuous. If you're too vague, you'll seem rudderless.

commitment…that this position entails exactly what you're looking to do and what you do

extremely well. As for your future, you believe that if you perform each job at hand with

excellence, future opportunities will take care of themselves.

Judging by what you've told me about this position, it's exactly what I'm looking for and what I

am very well qualified to do. In terms of my future career path, I'm confident that if I do my work

with excellence, opportunities will inevitable open up for me. It's always been that way in my

career, and I'm confident I'll have similar opportunities here."

but knows better than to show his hand by posing his objection directly. So he'll use this question

instead, which often gets a candidate to reveal that, indeed, he or she is looking for something

other than the position at hand.

make your answer believable with specific reasons, stated with sincerity, why each quality

represented by this opportunity is attractive to you.

Remember that if you're coming from a company that's the leader in its field or from a glamorous

or much admired company, industry, city or position, your interviewer and his company may well

have an "Avis" complex. That is, they may feel a bit defensive about being "second best" to the

place you're coming from, worried that you may consider them bush league.

This anxiety could well be there even though you've done nothing to inspire it. You must go out of

your way to assuage such anxiety, even if it's not expressed, by putting their virtues high on the

list of exactly what you're looking for, providing credible reason for wanting these qualities.

If you do not express genuine enthusiasm for the firm, its culture, location, industry, etc., you may

fail to answer this "Avis" complex objection and, as a result, leave the interviewer suspecting that

a hot shot like you, coming from a Fortune 500 company in New York, just wouldn't be happy at

an unknown manufacturer based in Topeka, Kansas.

you lose. If you have, you win big.

in-depth research you should do before any interview.

Best sources for researching your target company: annual reports, the corporate newsletter,

contacts you know at the company or its suppliers, advertisements, articles about the company in

the trade press.

desired commodity. If you are still working, describe the possibilities at your present firm and why,

though you're greatly appreciated there, you're looking for something more (challenge, money,

responsibility, etc.). Also mention that you're seriously exploring opportunities with one or two

other firms.

If you're not working, you can talk about other employment possibilities you're actually exploring.

But do this with a light touch, speaking only in general terms. You don't want to seem

manipulative or coy.

damaged goods.

own choice.

opportunities to come along. In my life, I've found out that you can always turn a negative into a

positive IF you try hard enough. This is what I determined to do. I decided to take whatever time I

needed to think through what I do best, what I most want to do, where I'd like to do it…and then

identify those companies that could offer such an opportunity."

"Also, in all honesty, you have to factor in the recession (consolidation, stabilization, etc.) in the

(banking, financial services, manufacturing, advertising, etc.) industry."

"So between my being selective and the companies in our industry downsizing, the process has

taken time. But in the end, I'm convinced that when I do find the right match, all that careful

evaluation from both sides of the desk will have been well worthwhile for both the company that

hires me and myself.

laundry from your previous position. DON'T

how charmingly you're invited to be critical.

Your interviewer doesn't care a whit about your previous boss. He wants to find out how loyal and

positive you are, and whether you'll criticize him behind his back if pressed to do so by someone

in this own company. This question is your opportunity to demonstrate your loyalty to those you

work with.

TRAPS: As in all matters of your interview, never fake familiarity you don't have. Yet you don't

want to seem like a dullard who hasn't read a book since Tom Sawyer.

Times, you're not expected to be a literary lion. But it wouldn't hurt to have read a handful of the

most recent and influential books in your profession and on management.

Consider it part of the work of your job search to read up on a few of these leading books. But

make sure they are quality books that reflect favorably upon you, nothing that could even

remotely be considered superficial. Finally, add a recently published bestselling work of fiction by

a world-class author and you'll pass this question with flying colors.

a weakness. You can't dodge it by pretending you've never been criticized. Everybody has been.

Yet it can be quite damaging to start admitting potential faults and failures that you'd just as soon

leave buried.

This question is also intended to probe how well you accept criticism and direction.

throughout your career and (if it's true) that your performance reviews have been uniformly

excellent.

Of course, no one is perfect and you always welcome suggestions on how to improve your

performance. Then, give an example of a not-too-damaging learning experience from early in your

career and relate the ways this lesson has since helped you. This demonstrates that you learned

from the experience and the lesson is now one of the strongest breastplates in your suit of armor.

If you are pressed for a criticism from a recent position, choose something fairly trivial that in no

way is essential to your successful performance. Add that you've learned from this, too, and over

the past several years/months, it's no longer an area of concern because you now make it a regular

practice to…etc.

Another way to answer this question would be to describe your intention to broaden your master

of an area of growing importance in your field. For example, this might be a computer program

you've been meaning to sit down and learn… a new management technique you've read

about…or perhaps attending a seminar on some cutting-edge branch of your profession.

Again, the key is to focus on something not essential to your brilliant performance but which adds

yet another dimension to your already impressive knowledge base.

TRAPS: You want to be a well-rounded, not a drone. But your potential employer would be even

more turned off if he suspects that your heavy extracurricular load will interfere with your

commitment to your work duties.

outside activities and be guided accordingly.

You can also use this question to shatter any stereotypes that could limit your chances. If you're

over 50, for example, describe your activities that demonstrate physical stamina. If you're young,

mention an activity that connotes wisdom and institutional trust, such as serving on the board of a

popular charity.

But above all, remember that your employer is hiring your for what you can do for him, not your

family, yourself or outside organizations, no matter how admirable those activities may be.

of your candidacy, perhaps that you don't have a college degree…you've been out of the job

market for some time…you never earned your CPA, etc.

A fatal flaw question can be deadly, but usually only if you respond by being overly defensive.

stated or merely thought) in every sale. They're part and parcel of the buyer's anxiety. The key is

not to exacerbate the buyer's anxiety but diminish it. Here's how…

Be completely honest, open and straightforward about admitting 1. the shortcoming. (Showing

you have nothing to hide diminishes the buyer's anxiety.)

Do not apologize or try to explain it away. You know that this supposed flaw is nothing to be

concerned about, and this is the attitude you want your interviewer to adopt as well.

2.

Add that as desirable as such a qualification might be, its lack has made you work all the

harder throughout your career and has not prevented you from compiling an outstanding

tack record of achievements. You might even give examples of how, through a relentless

commitment to excellence, you have consistently outperformed those who do have this

qualification.

3.

Of course, the ultimate way to handle "fatal flaw" questions is to prevent them from arising in the

first place. You will do that by following the master strategy described in Question 1, i.e.,

uncovering the employers needs and them matching your qualifications to those needs.

Once you've gotten the employer to start talking about his most urgently-felt wants and goals for

the position, and then help him see in step-by-step fashion how perfectly your background and

achievements match up with those needs, you're going to have one very enthusiastic interviewer

on your hands, one who is no longer looking for "fatal flaws".

understand the reality that prejudices still exist among some job candidates, and it's better to try to

flush them out beforehand.

The trap here is that in today's politically sensitized environment, even a well-intentioned answer

can result in planting your foot neatly in your mouth. Avoid anything which smacks of a

patronizing or an insensitive attitude, such as "I think they make terrific bosses" or "Hey, some of

my best friends are…"

Of course, since almost anyone with an IQ above room temperature will at least try to steadfastly

affirm the right answer here, your interviewer will be judging your sincerity most of all. "Do you

really feel that way?" is what he or she will be wondering.

So you must make your answer believable and not just automatic. If the firm is wise enough to

have promoted peopled on the basis of ability alone, they're likely quite proud of it, and prefer to

hire others who will wholeheartedly share their strong sense of fair play.

couldn't agree more with that philosophy. The age (gender, race, etc.) of the person you report to

would certainly make no difference to you.

Whoever has that position has obviously earned it and knows their job well. Both the person and

the position are fully deserving of respect. You believe that all people in a company, from the

receptionist to the Chairman, work best when their abilities, efforts and feelings are respected and

rewarded fairly, and that includes you. That's the best type of work environment you can hope to

find.

former employer, you may feel it's a no-win situation. If you cooperate, you could be judged

untrustworthy. If you don't, you may irritate the interviewer and seem obstinate, uncooperative or

overly suspicious.

First, many companies use interviews to research the competition. It's a perfect set-up. Here in

their own lair, is an insider from the enemy camp who can reveal prized information on the

competition's plans, research, financial condition, etc.

Second, the company may be testing your integrity to see if you can be cajoled or bullied into

revealing confidential data.

What to do? The answer here is easy. Never reveal anything truly confidential about a present or

former employer. By all means, explain your reticence diplomatically. For example, "I certainly

want to be as open as I can about that. But I also wish to respect the rights of those who have

trusted me with their most sensitive information, just as you would hope to be able to trust any of

your key people when talking with a competitor…"

And certainly you can allude to your finest achievements in specific ways that don't reveal the

combination to the company safe.

But be guided by the golden rule. If you were the owner of your present company, would you feel

it ethically wrong for the information to be given to your competitors? If so, steadfastly refuse to

reveal it.

Remember that this question pits your desire to be cooperative against your integrity. Faced with

any such choice, always choose integrity. It is a far more valuable commodity than whatever

information the company may pry from you. Moreover, once you surrender the information, your

stock goes down. They will surely lose respect for you.

One President we know always presses candidates unmercifully for confidential information. If he

doesn't get it, he grows visibly annoyed, relentlessly inquisitive, It's all an act. He couldn't care

less about the information. This is his way of testing the candidate's moral fiber. Only those who

hold fast are hired.

integrity.

covers all bases instead.

If aggressively pressed to choose between two competing values, always choose personal integrity.

It is the most prized of all values.

disappointments or problems that may continue to affect your personality and performance.

You do not want to give the interviewer anything negative to remember you by, such as some

great personal or career disappointment, even long ago, that you wish could have been avoided.

Nor do you wish to give any answer which may hint that your whole heart and soul will not be in

your work.

you wouldn't change a thing.

Every experience in life is a lesson it its own way. I wouldn't change a thing."

course, but off the top of my head, I can't think of anything of major consequence."

(If more explanation seems necessary)

Describer a situation that didn't suffer because of you but from external conditions beyond your

control.

For example, describe the disappointment you felt with a test campaign, new product launch,

merger, etc., which looked promising at first, but led to underwhelming results. "I wish we could

have known at the start what we later found out (about the economy turning, the marketplace

changing, etc.), but since we couldn't, we just had to go for it. And we did learn from it…"

accomplished under severe pressure.)

of the firm. Here, the homework you've done about the company and its style can help in your

choice of words.

"I'm an even-tempered and positive person by nature, and I believe this helps me a great deal in

keeping my department running smoothly, harmoniously and with a genuine esprit de corps. I

believe in communicating clearly what's expected, getting people's commitment to those goals,

and then following up continuously to check progress."

"If anyone or anything is going off track, I want to know about it early. If, after that kind of open

communication and follow up, someone isn't getting the job done, I'll want to know why. If

there's no good reason, then I'll get impatient and angry…and take appropriate steps from there.

But if you hire good people, motivate them to strive for excellence and then follow up constantly,

it almost never gets to that state."

If you are feisty by nature and/or the position calls for a tough straw boss.

"You know what makes me angry? People who (the fill in the blanks with the most objectionable

traits for this type of position)…people who don't pull their own weight, who are negative, people

who lie…etc."

to explain why your salary may be a little below industry standards.

looking to make more. Throughout my career, what's been even more important to me is doing

work I really like to do at the kind of company I like and respect.

(Then be prepared to be specific about what your ideal position and company would be like,

matching them as closely as possible to the opportunity at hand.

TRAPS: The two traps here are unpreparedness and irrelevance. If you grope for an answer, it

seems you've never been inspired. If you ramble about your high school basketball coach, you've

wasted an opportunity to present qualities of great value to the company.

in your industry, from history or anyone else who has been your mentor.

Be prepared to give examples of how their words, actions or teachings have helped inspire your

achievements. As always, prepare an answer which highlights qualities that would be highly

valuable in the position you are seeking.

difficult…the process you followed in reaching it…the courageous or effective way you carried it

out…and the beneficial results.

associated with this boring job in the interviewer's mind.

understand it when others let themselves fall into that rut.

Example: "Perhaps I've been fortunate, but that I've never found myself bored with any job I

have ever held. I've always enjoyed hard work. As with actors who feel there are no small parts, I

also believe that in every company or department there are exciting challenges and intriguing

problems crying out for energetic and enthusiastic solutions. If you're bored, it's probably because

you're not challenging yourself to tackle those problems right under your nose."

attendance problem could raise many flags.

attendance record throughout your career.

Also describe how important you believe such consistent attendance is for a key executive…why

it's up to you to set an example of dedication…and why there's just no substitute for being there

with your people to keep the operation running smoothly, answer questions and handle problems

and crises as they arise.

If you do have a past attendance problem, you want to minimize it, making it clear that it was an

exceptional circumstance and that it's cause has been corrected.

To do this, give the same answer as above but preface it with something like, "Other that being out

last year (or whenever) because of (your reason, which is now in the past), I have never had a

problem and have enjoyed an excellent attendance record throughout my career. Furthermore, I

believe, consistent attendance is important because…" (Pick up the rest of the answer as outlined

above.).

and just as you are about to be hired.

before you settle in and get to know the operation's strengths, weaknesses key people, financial

condition, methods of operation, etc. If you lunge at this temptingly baited question, you will

probably be seen as someone who shoots from the hip.

Moreover, no matter how comfortable you may feel with your interviewer, you are still an

outsider. No one, including your interviewer, likes to think that a know-it-all outsider is going to

come in, turn the place upside down and with sweeping, grand gestures, promptly demonstrate

what jerks everybody's been for years.

doing before making any recommendations.

Should you hire me, as I hope you will, I'd want to take a good hard look at everything you're

doing and understand why it's being done that way. I'd like to have in-depth meetings with you

and the other key people to get a deeper grasp of what you feel you're doing right and what could

be improved.

"From what you've told me so far, the areas of greatest concern to you are…" (name them. Then

do two things. First, ask if these are in fact his major concerns. If so then reaffirm how your

experience in meeting similar needs elsewhere might prove very helpful).

has doubts over one key area. If you can assure him on this point, the job may be yours.

is not that you are totally missing some qualifications, such as CPA certification, but rather that

your experience is light in one area.

Before going into any interview, try to identify the weakest aspects of your candidacy from this

company's point of view. Then prepare the best answer you possible can to shore up your

defenses.

To get past this question with flying colors, you are going to rely on your master strategy of

uncovering the employer's greatest wants and needs and then matching them with your strengths.

Since you already know how to do this from Question 1, you are in a much stronger position.

2.

3.

Then review the areas of your greatest strengths that match up most favorably with the company's

most urgently-felt wants and needs.

This is powerful way to handle this question for two reasons. First, you're giving your interviewer

more ammunition in the area of his concern. But more importantly, you're shifting his focus away

from this one, isolated area and putting it on the unique combination of strengths you offer,

strengths which tie in perfectly with his greatest wants.

family and want to work a reasonably normal schedule? Is there a way to get both the job and the

schedule you want?

out of the park on the first swing by saying this kind of schedule is just your style. Add that your

family understands it. Indeed, they're happy for you, as they know you get your greatest

satisfaction from your work.

If however, you prefer a more balanced lifestyle, answer this question with another: "What's the

norm for your best people here?"

If the hours still sound unrealistic for you, ask, "Do you have any top people who perform

exceptionally for you, but who also have families and like to get home in time to see them at

night?" Chances are this company does, and this associates you with this other "top-performerswho-

leave-not-later-than-six" group.

Depending on the answer, be honest about how you would fit into the picture. If all those extra

hours make you uncomfortable, say so, but phrase your response positively.

especially in…(mention your two or three qualifications of greater interest to the employer.

Remember, this is what he wants most, not a workaholic with weak credentials). Not only would I

bring these qualities, but I've built my whole career on working not just hard, but smart. I think

you'll find me one of the most productive people here.

I do have a family who likes to see me after work and on weekends. They add balance and

richness to my life, which in turn helps me be happy and productive at work. If I could handle

some of the extra work at home in the evenings or on weekends, that would be ideal. You'd be

getting a person of exceptional productivity who meets your needs with strong credentials. And I'd

be able to handle some of the heavy workload at home where I can be under the same roof as my

family. Everybody would win."

TRAPS:

over it?

involved. Then respond to the question.

If there's no problem, say so enthusiastically.

If you do have a reservation, there are two schools of thought on how to handle it.

One advises you to keep your options open and your reservations to yourself in the early going, by

saying, "no problem". You strategy here is to get the best offer you can, then make a judgment

whether it's worth it to you to relocate or travel.

Also, by the time the offer comes through, you may have other offers and can make a more

informed decision. Why kill of this opportunity before it has chance to blossom into something

really special? And if you're a little more desperate three months from now, you might wish you

hadn't slammed the door on relocating or traveling.

The second way to handle this question is to voice a reservation, but assert that you'd be open to

relocating (or traveling) for the right opportunity.

The answering strategy you choose depends on how eager you are for the job. If you want to take

no chances, choose the first approach.

If you want to play a little harder-to-get in hopes of generating a more enticing offer, choose the

second.

you in a heap of dust outside the front door. Why? Because its real intent is not just to see if

you've got the stomach to fire, but also to uncover poor judgment in hiring which has caused you

to fire so many. Also, if you fire so often, you could be a tyrant.

So don't rise to the bait by boasting how many you've fired, unless you've prepared to explain

why it was beyond your control, and not the result of your poor hiring procedures or foul

temperament.

hiring and firing.

Example: "My whole management approach is to hire the best people I can find, train them

thoroughly and well, get them excited and proud to be part of our team, and then work with them

to achieve our goals together. If you do all of that right, especially hiring the right people, I've

found you don't have to fire very often.

"So with me, firing is a last resort. But when it's got to be done, it's got to be done, and the faster

and cleaner, the better. A poor employee can wreak terrible damage in undermining the morale of

an entire team of good people. When there's no other way, I've found it's better for all concerned

to act decisively in getting rid of offenders who won't change their ways."

concerned you may be unstable, or a "problem person" who can't get along with others.

your image as job hopper. If there are several entries on your resume of less than one year,

consider eliminating the less important ones. Perhaps you can specify the time you spent at

previous positions in rounded years not in months and years.

6/1982 – 3/1983, Position A;

4/1983 – 12/1983, Position B;

1/1984 – 8/1987, Position C;

…it would be better to show simply:

1982 – 1983, Position A;

1984 – 1987 Position C.

In other words, you would drop Position B altogether. Notice what a difference this makes in

reducing your image as a job hopper.

Once in front of the interviewer and this question comes up, you must try to reassure him.

Describe each position as part of an overall pattern of growth and career destination.

Be careful not to blame other people for your frequent changes. But you can and should attribute

certain changes to conditions beyond your control.

made a good, upward career move before your department came under the axe of the new owners.

If possible, also show that your job changes were more frequent in your younger days, while you

were establishing yourself, rounding out your skills and looking for the right career path. At this

stage in your career, you're certainly much more interested in the best long-term opportunity.

You might also cite the job(s) where you stayed the longest and describe that this type of situation

is what you're looking for now.

…a good (job title you're seeking);

…a good manager;

…an executive in serving the community;

…a leading company in our industry; etc.

place in the bigger picture of your department, company, community and profession….as well as

the proper role each of these entities should play in its bigger picture.

The question is most frequently asked by the most thoughtful individuals and companies…or by

those concerned that you're coming from a place with a radically different corporate culture (such

as from a big government bureaucracy to an aggressive small company).

The most frequent mistake executives make in answering is simply not being prepared (seeming as

if they've never giving any of this a though.)…or in phrasing an answer best suited to their prior

organization's culture instead of the hiring company's.

your job title, your role as manager, your firm's role, etc.

Identify at least three but no more than six qualities you feel are most important to success in each

role. Then commit your response to memory.

Here, again, the more information you've already drawn out about the greatest wants and needs of

the interviewer, and the more homework you've done to identify the culture of the firm, the more

on-target your answer will be.

another.

choose integrity.

do I like about this idea?"

"Then, if you have reservations, I certainly want to point them out, as specifically, objectively and

factually as I can."

"After all, the most important thing I owe my boss is honesty. If he can't count on me for that,

then everything else I may do or say could be questionable in his eyes."

"But I also want to express my thoughts in a constructive way. So my goal in this case would be to

see if my boss and I could make his idea even stronger and more appealing, so that it effectively

overcomes any initial reservation I or others may have about it."

"Of course, if he overrules me and says, 'no, let's do it my way,' then I owe him my full and

enthusiastic support to make it work as best it can."

over?" Remember, you're not going to fall for any such invitations to rewrite person history. You

can't win if you do.

known something earlier in life (impossible to know at the time, such as the booming growth in a

branch in your industry…or the corporate downsizing that would phase out your last job), you

might have moved in a certain direction sooner.

But all things considered, you take responsibility for where you are, how you've gotten there,

where you are going…and you harbor no regrets.

you might handle office politics.

general, fall back on universal principles of effective human relations – which in the end, embody

the way you would like to be treated in a similar circumstance.

situation, to try to enlist his help in a constructive, positive solution. If I sensed resistance, I would

be as persuasive as I know how to explain the benefits we can all gain from working together, and

the problems we, the company and our customers will experience if we don't."

overlooking it would set a bad precedent. I would try again and again and again, in whatever way I

could, to solve the problem, involving wider and wider circles of people, both above and below the

offending executive and including my own boss if necessary, so that everyone involved can see the

rewards for teamwork and the drawbacks of non-cooperation."

"I might add that I've never yet come across a situation that couldn't be resolved by harnessing

others in a determined, constructive effort."

and adapted to changing conditions at your present firm. It has not been a static situation.

Highlight the different responsibilities you've held, the wide array of new situations you've faced

and conquered.

As a result, you've learned to adapt quickly to whatever is thrown at you, and you thrive on the

stimulation of new challenges.

To further assure the interviewer, describe the similarities between the new position and your prior

one. Explain that you should be quite comfortable working there, since their needs and your skills

make a perfect match.

don't cooperate, won't you seem as if you're trying to hide something?

in time, it will be perfectly okay.

prefer to keep it that way. I'd be most appreciative if we kept our discussion confidential right

now. Of course, when we both agree the time is right, then by all means you should contact them.

I'm very proud of my record there.

you're having a hard time remembering the last time you were creative, analytical, etc.

greatest and most recent achievements, ever ready on the tip of your tongue.

If you have such a list, it's easy to present any of your achievements in light of the quality the

interviewer is asking about. For example, the smashing success you orchestrated at last year's

trade show could be used as an example of creativity, or analytical ability, or your ability to

manage.

question is to identify a cutting-edge branch of your profession (one that's not essential to your

employer's needs) as an area you're very excited about and want to explore more fully over the

next six months.

sound credible.

over in my mind anything that seems to be keeping me from achieving those goals, until I find a

solution. That's part of my tenacity, I suppose."

Too high, and you'll forever feel guilty about sneaking out the door at 5:15.

you are a confirmed workaholic, that you often work nights and weekends. Your family accepts

this because it makes you fulfilled.

If you are not a workaholic: Say you have always worked hard and put in long hours. It goes with

the territory. It one sense, it's hard to keep track of the hours because your work is a labor of love,

you enjoy nothing more than solving problems. So you're almost always thinking about your work,

including times when you're home, while shaving in the morning, while commuting, etc.

you identify as "difficult" is where you are weak.

identify an area everyone in your profession considers challenging and in which you excel.

Describe the process you follow that enables you to get splendid results…and be specific about

those results.

But that's probably the strongest test of a top sales manager. I feel this is one area where I excel."

"When I see the first sign that sales may slip or that sales force motivation is flagging because of a

downturn in the economy, here's the plan I put into action immediately…" (followed by a

description of each step in the process…and most importantly, the exceptional results you've

achieved.).

handle this?" Since it is virtually impossible to have all the facts in front of you from such a short

presentation, don't fall into the trap of trying to solve this problem and giving your verdict on the

spot. It will make your decision-making process seem woefully inadequate.

analyzing this problem, who you would consult with, generating possible solutions, choosing the

best course of action, and monitoring the results.

Remember, in all such, "What would you do?" questions, always describe your process or working

methods, and you'll never go wrong.

many points for you at this stage of your career.

demonstrates either:

A quality most important 1. to the job at hand; or

A quality that is always in demand, such as leadership, initiative, managerial skill,

persuasiveness, courage, persistence, intelligence, etc.

2.

in a larger company, too entrepreneurial to make a good team player…or someone who had to

settle for the corporate life because you couldn't make a go of your own business.

Also too much enthusiasm in answering "yes" could rouse the paranoia of a small company

indicating that you may plan to go out on your own soon, perhaps taking some key accounts or

trade secrets with you.

On the other hand, if you answer "no, never" you could be perceived as a security-minded drone

who never dreamed a big dream.

Gauge this company's corporate culture 1. before answering and…

Be honest (which doesn't mean you have to vividly share your fantasy of the franchise or

bed-and-breakfast you someday plan to open).

2.

In general, if the corporate culture is that of a large, formal, military-style structure, minimize any

indication that you'd love to have your own business. You might say, "Oh, I may have given it a

thought once or twice, but my whole career has been in larger organizations. That's where I have

excelled and where I want to be."

If the corporate culture is closer to the free-wheeling, everybody's-a-deal-maker variety, then

emphasize that in a firm like this, you can virtually get the best of all worlds, the excitement of

seeing your own ideas and plans take shape…combined with the resources and stability of a

well-established organization. Sounds like the perfect environment to you.

In any case, no matter what the corporate culture, be sure to indicate that any desires about

running your own show are part of your past, not your present or future.

The last thing you want to project is an image of either a dreamer who failed and is now settling for

the corporate cocoon…or the restless maverick who will fly out the door with key accounts,

contacts and trade secrets under his arms just as soon as his bankroll has gotten rebuilt.

Always remember: Match what you want with what the position offers. The more information

you've uncovered about the position, the more believable you can make your case.

(It's one of the reason they've achieved so much). They like to hire in kind.

If you're vague about your career and personal goals, it could be a big turnoff to may people you

will encounter in your job search.

Be ready to discuss your goals for each major area of your life: career, personal development and

learning, family, physical (health), community service and (if your interviewer is clearly a religious

person) you could briefly and generally allude to your spiritual goals (showing you are a

well-rounded individual with your values in the right order).

Be prepared to describe each goal in terms of specific milestones you wish to accomplish along the

way, time periods you're allotting for accomplishment, why the goal is important to you, and the

specific steps you're taking to bring it about. But do this concisely, as you never want to talk more

than two minutes straight before letting your interviewer back into the conversation.

three most important qualifications for any position.

Can the person do 1. the work (qualifications)?

2. Will the person do the work (motivation)?

3. Will the person fit in ("our kind of team player")?

marketing-driven companies, feel that good salesmanship is essential for any key position and ask

for an instant demonstration of your skill. Be ready.

salesmanship – "find out what people want, then show them how to get it."

If your interviewer picks up his stapler and asks, "sell this to me," you are going to demonstrate

this proven master principle. Here's how:

"Well, a good salesman must know both his product and his prospect before he sells anything. If I

were selling this, I'd first get to know everything I could about it, all its features and benefits."

"Then, if my goal were to sell it you, I would do some research on how you might use a fine

stapler like this. The best way to do that is by asking some questions. May I ask you a few

questions?"

Then ask a few questions such as, "Just out of curiosity, if you didn't already have a stapler like

this, why would you want one? And in addition to that? Any other reason? Anything else?"

"And would you want such a stapler to be reliable?...Hold a good supply of staples?" (Ask more

questions that point to the features this stapler has.)

Once you've asked these questions, make your presentation citing all the features and benefits of

this stapler and why it's exactly what the interviewer just told you he's looking for.

Then close with, "Just out of curiosity, what would you consider a reasonable price for a quality

stapler like this…a stapler you could have right now and would (then repeat all the problems the

stapler would solve for him)?Whatever he says, (unless it's zero), say, "Okay, we've got a deal."

such an item, don't fight him. Take the product away from him by saying, "Mr. Prospect, I'm

delighted you've told me right upfront that there's no way you'd ever want this stapler. As you

well know, the first rule of the most productive salespeople in any field is to meet the needs of

people who really need and want our products, and it just wastes everyone's time if we try to force

it on those who don't. And I certainly wouldn't want to waste your time. But we sell many items.

Is there any product on this desk you would very much like to own…just one item?" When he

points something out, repeat the process above. If he knows anything about selling, he may give

you a standing ovation.

now?" This is your most important negotiation. Handle it wrong and you can blow the job offer or

go to work at far less than you might have gotten.

Never bring up salary. Let the interviewer do it first. Good salespeople sell their products

thoroughly before talking price. So should you. Make the interviewer want you first, and

your bargaining position will be much stronger.

1.

If your interviewer raises the salary question too early, before you've had a chance to create

desire for your qualifications, postpone the question, saying something like, "Money is

important to me, but is not my main concern. Opportunity and growth are far more

important. What I'd rather do, if you don't mind, is explore if I'm right for the position, and

then talk about money. Would that be okay?"

2.

The #1 rule of any negotiation is: the side with more information wins. After you've done a

thorough job of selling the interviewer and it's time to talk salary, the secret is to get the

employer talking about what he's willing to pay before you reveal what you're willing to

accept. So, when asked about salary, respond by asking, "I'm sure the company has already

established a salary range for this position. Could you tell me what that is?" Or, "I want an

income commensurate with my ability and qualifications. I trust you'll be fair with me. What

does the position pay?" Or, more simply, "What does this position pay?"

3.

Know beforehand what you'd accept. To know what's reasonable, research the job market

and this position for any relevant salary information. Remember that most executives look

for a 20-25%$ pay boost when they switch jobs. If you're grossly underpaid, you may want

more.

4.

Never lie about what you currently make, but feel free to include the estimated cost of all

your fringes, which could well tack on 25-50% more to your present "cash-only" salary.

5.

other dependents…marital status…maiden name…religion…political

affiliation…ancestry…national origin…birthplace…naturalization of your parents, spouse or

children…diseases…disabilities…clubs…or spouse's occupation…unless any of the above are

directly related to your performance of the job. You can't even be asked about arrests, though you

can be asked about convictions.

these taboos. Yet you may encounter, usually on a second or third interview, a senior executive

who doesn't interview much and forgets he can't ask such questions.

You can handle an illegal question in several ways. First, you can assert your legal right not to

answer. But this will frighten or embarrass your interviewer and destroy any rapport you had.

Second, you could swallow your concerns over privacy and answer the question straight forwardly

if you feel the answer could help you. For example, your interviewer, a devout Baptist, recognizes

you from church and mentions it. Here, you could gain by talking about your church.

Third, if you don't want your privacy invaded, you can diplomatically answer the concern behind

the question without answering the question itself.

smiling question of your own on whether there's a concern that your age my affect your

performance. Follow this up by reassuring the interviewer that there's nothing in this job you can't

do and, in fact, your age and experience are the most important advantages you offer the employer

for the following reasons…

wholeheartedly dedicated to my career", perhaps adding, "I have no plans regarding children."

(You needn't fear you've pledged eternal childlessness. You have every right to change your plans

later. Get the job first and then enjoy all your options.)

Most importantly, remember that illegal questions arise from fear that you won't perform well. The

best answer of all is to get the job and perform brilliantly. All concerns and fears will then varnish,

replaced by respect and appreciation for your work.

question. It's secret because it's asked only in the interviewer's mind. Since it's not even

expressed to you, you have no way to respond to it, and it can there be most damaging.

or over 50, or a member of an ethnic minority, or fit any of a dozen other categories that do not

strictly conform to the majority in a given company.

Your interviewer wonders, "Is this person really able to handle the job?"…"Is he or she a 'good

fit' at a place like ours?"…"Will the chemistry ever be right with someone like this?" But the

interviewer never raises such questions because they're illegal. So what can you do?

doesn't mean he doesn't have it. More than likely, he is going to come up with his own answer. So

you might as well help him out.

How? Well, you obviously can't respond to an illegal question if he hasn't even asked. This may

well offend him. And there's always the chance he wasn't even concerned about the issue until

you brought it up, and only then begins to wonder.

So you can't address "secret" illegal questions head-on. But what you can do is make sure there's

enough counterbalancing information to more than reassure him that there's no problem in the

area he may be doubtful about.

For example, let's say you're a sales rep who had polio as a child and you need a cane to walk.

You know your condition has never impeded your performance, yet you're concerned that your

interviewer may secretly be wondering about your stamina or ability to travel. Well, make sure

that you hit these abilities very hard, leaving no doubt about your capacity to handle them well.

So, too, if you're in any different from what passes for "normal". Make sure, without in any way

seeming defensive about yourself that you mention strengths, accomplishments, preferences and

affiliations that strongly counterbalance any unspoken concern your interviewer may have.

TRAPS: This is slightly different from the question raised earlier, "What's the most difficult part of

being a (job title…)" because this asks what you personally have found most difficult in your last

position. This question is more difficult to redefine into something positive. Your interviewer will

assume that whatever you found toughest may give you a problem in your new position.

difficult, and let your answer go at that. If pressed to expand your answer, you could describe the

aspects of the position you enjoyed more than others, making sure that you express maximum

enjoyment for those tasks most important to the open position, and you enjoyed least those tasks

that are unimportant to the position at hand.

the ball.

collection of achievements.

worthy goal."

"As to how I would measure up to that definition, I would consider myself both successful and

fortunate…"(Then summarize your career goals and how your achievements have indeed

represented a progressive path toward realization of your goals.)

come up over a combination dinner/interview when the interviewer has had a drink or two, is

feeling relaxed, and is spouting off about something that bugged him in today's news. If you give

your opinion and it's the opposite of his, you won't change his opinions, but you could easily lose

the job offer.

rabbi. The scene is a seminary, where an overly serious student is pressing the rabbi to answer the

ultimate questions of suffering, life and death. But no matter how hard he presses, the wise old

rabbi will only answer each difficult question with a question of his own.

In exasperation, the seminary student demands, "Why, rabbi, do you always answer a question

with another question?" To which the rabbi responds, "And why not?"

If you are ever uncomfortable with any question, asking a question in return is the greatest escape

hatch ever invented. It throws the onus back on the other person, sidetracks the discussion from

going into an area of risk to you, and gives you time to think of your answer or, even better, your

next question!

In response to any of the "opinion" questions cited above, merely responding, "Why do you ask?"

will usually be enough to dissipate any pressure to give your opinion. But if your interviewer again

presses you for an opinion, you can ask another question.

Or you could assert a generality that almost everyone would agree with. For example, if your

interviewer is complaining about politicians then suddenly turns to you and asks if you're a

Republican or Democrat, you could respond by saying, "Actually, I'm finding it hard to find any

politicians I like these days."

(Of course, your best question of all may be whether you want to work for someone opinionated.)

any answer which shows you as fleeing work if given the chance could make you seem lazy. On

the other hand, if you answer, "Oh, I'd want to keep doing exactly what I am doing, only doing it

for your firm," you could easily inspire your interviewer to silently mutter to himself, "Yeah, sure.

Gimme a break."

and how you feel about what you do. Your best answer will focus on your positive feelings.

achievement and purposeful work are essential to a happy, productive life. After all, if money

alone bought happiness, then all rich people would be all happy, and that's not true.

"I love the work I do, and I think I'd always want to be involved in my career in some fashion.

Winning the lottery would make it more fun because it would mean having more flexibility, more

options...who knows?"

"Of course, since I can't count on winning, I'd just as soon create my own destiny by sticking with

what's worked for me, meaning good old reliable hard work and a desire to achieve. I think those

qualities have built many more fortunes that all the lotteries put together."

Answer, "no, my best work is ahead of me," and it can seem as if you didn't give it your all.

that you always try to do your best, and the best of your career is right now. Like an athlete at the

top of his game, you are just hitting your career stride thanks to several factors. Then, recap those

factors, highlighting your strongest qualifications.

over this common problem. He's probably leaning toward you already and for reassurance, wants

to hear what you have to say on the matter.

means you're not completely comfortable choosing someone from inside.

"Naturally, you want this department to be as strong as it possibly can be, so you want the

strongest candidate. I feel that I can fill that bill because…(then recap your strongest qualifications

that match up with his greatest needs)."

about the company. But it's also a trap because as an outsider, you never want to be the bearer of

unflattering news or gossip about the firm. It can only hurt your chances and sidetrack the

interviewer from getting sold on you.

fine.

10, and he could press you as to where you're being critical, and that road leads downhill for you.

coming from you. This is the time to show your positivism.

However, don't give a numerical rating. Simply praise whatever interview style he's been using.

If he's been tough, say "You have been thorough and tough-minded, the very qualities needed to

conduct a good interview."

If he's been methodical, say, "You have been very methodical and analytical, and I'm sure that

approach results in excellent hires for your firm."

In other words, pay him a sincere compliment that he can believe because it's anchored in the

behavior you've just seen.