Interviewing

Let’s start by putting the importance of the job interview in perspective. You can carefully plan your job search strategy, you can conduct your search for months, you can send out dozens of resumes, you can network with tens or even hundreds of people, and all of this might land you just a few interviews. In those interviews, you may be competing with several people who are under serious consideration for the same job. Clearly, you have to shine brighter than the competition to get a job offer.

The essence of your job search is centered on getting job interviews and then doing well in those interviews. Even though some interviews won't result in a job offer, they are a good indicator that your job search is on the right track. They are also great opportunities for you to hone your interviewing skills.

You are likely to encounter wide differences in the types and sophistication of employment interviews. In the following section and via other resources on this website, we’ll provide you with information about how to increase your odds for a successful job interview, regardless of what you encounter in the job market.

Let's start with an overview of the most common types of interviews you may encounter. We will cover them in more detail later on.

The screening interview is a preliminary interview designed to screen a large number of job candidates so that those less-qualified can be eliminated from consideration. This results in a smaller, more manageable group of qualified applicants that will receive a more thorough interview. Screening interviews are optional. They may be conducted in person or via video technology, but are most often done by phone.

A standard interview is normally conducted after the preliminary screening is complete. Standard interviews are typically done face-to-face with one or more interviewers but may also be done by video. For most positions, they take 30 to 60 minutes to complete. Generally, the higher the level of position you're applying for, the longer the interview will take and the more people you will talk to. For example, interviews for entry-level positions are often completed in 30 minutes or less and may involve interviewing with just one person. However, executive-level positions can take one or more full days to complete and may entail interviews with 10 or more people, including possible interviews with members of a board of directors.

In the following paragraphs, you'll find additional information about what you can expect in various types of job interviews.

As the name suggests, screening interviews are designed to screen out candidates who are less qualified so that a more manageable group can be identified. A screening interview is often conducted by phone (see below), but may also be face-to-face or via video technology. The length of a Screening Interview is usually shorter than a regular standard interview, but can be lengthier for management positions.

Even though screening interviews tend to be fairly short, they are just as important as standard interviews. This is because they are used to screen candidates in order to determine which applicants will move to the next phase in the interview process.

During a screening interview, it is essential that you make a positive first impression. After that, you must stay focused on demonstrating your ability to excel at the essential elements of the job. Be sure you pay attention to the keywords and tasks described in the job posting. These are your best clues as to what the interviewer will be interested in.

Phone interviews are quite common in some industries, and especially among organizations that have geographically dispersed work sites. As mentioned above, phone interviews are also commonly used in the preliminary candidate screening process.

In some cases, the phone interview is being used as a standard interview with more than one participating interviewer on the call. Screening phone interviews tend to be fairly short and typically last 10 - 15 minutes, although the length of time can vary a lot. When used as part of a standard interview process, they can last an hour or more.

Phone interviews are tricky because the only medium the interviewer has to interpret your conversation is your voice. Some proven tips on managing your phone interview include:

Sometimes phone interviews are scheduled in advance. However, one of the difficult aspects of a phone interview is that they often come without any advance notice. One day, you get an unexpected call. The person says something like "Hello, my name is Mary. I work in Human Resources at ACME Consolidated. We received a copy of your resume about a month ago and I'd like to ask you some questions, if I may."

Some people might advise you to tell Mary you can't talk right now so you can take some time to compose yourself or prepare. On the surface, that seems to make sense. However, I strongly advise against this for one very big reason ... you may not have another shot at talking to Mary. The unfortunate reality is that Mary is probably going to be calling several other people until she has enough qualified applicants to meet her needs.

Even if you do get another opportunity to talk with Mary, she may have completed her candidate search and already set up appointments for the other candidates. Hopefully, Mary would still want to talk to you, but you'll never know if a second opportunity to talk with her is out of courtesy only. Does this happen all the time ... no. Does it happen ... absolutely! Put yourself in the shoes of a very busy person (as HR people usually are), and decide if you want to postpone an opportunity for a phone interview because you don't feel prepared. Do you really want to take that chance?

So, how do you overcome the potential of not being prepared for an unexpected phone interview? First and foremost, start by assuming each job opportunity will only come knocking at your door once. This means you must be prepared to answer that knock when it occurs. A big part of this is being organized and having necessary job search information at your fingertips. In effect, you always want to be prepared.

One way of planning your job search and keeping information organized so you are ready for those unexpected opportunities, is to prepare from the first step of your job search. Review Internet job postings, newspaper ads, etc.; send a customized resume and cover letter for each job. Staple the ad or job posting to the cover letter and resume and put them in an alphabetic file according to company name.

In order to be prepared for any phone call you might receive, take your job search file with you everywhere. If you get a call from a recruiter or interviewer, you will have your information available and can refer to it during the call.

Another suggestion is to ask questions of the caller so you can be sure your answers focus on the needs of the job. It is a good idea to ask the person on the phone to describe their role in the hiring process. Then ask if they can give you an overview of the position they are interviewing you for. The more you can get them to tell you about their needs, the more you can position yourself as the best person to fill those needs.

As you read through this eBook, you'll find a lot of information that will help prepare you for that unexpected phone call. Take advantage of the knowledge and tools available in order to give yourself the best shot at a successful job interview.

As a final comment about phone interviews, employers are increasingly using new tools and creative ways to optimize the phone interview process. The use of video (discussed below) is growing. So too, are tools like Skype and electronic meeting apps such as Zoom, GoToMeeting, WebEx and others. Familiarizing yourself with the basics of those tools can help avoid confusion if an interviewer mentions they plan to use such tools during a phone or video interview. A fifteen-minute Internet search will likely provide all the information you'll need.

The standard interview is a more thorough process used to screen highly qualified candidates. At this stage in the hiring process, you should assume that all of the job candidates you are competing with have roughly the same basic job qualifications you have.

Most standard interviews, whether in-person or via video, are one-on-one with the interviewer, although they are sometimes conducted with a group of interviewers; this is called a panel interview (see below).

It is fairly common for the standard interview process to be conducted in a series of two or more interviews by different people. In some cases, the human resources recruiter conducts the first interview. If this interview has a positive outcome, the hiring manager would typically be the second person to interview the applicant. This may occur on the same day, but it varies depending on schedules and availability. For more senior level positions, it is normal for additional interviews to be scheduled.

While panel interviews may be used for any type of employee, they are especially common when interviewing professional- and management-level employees. The panel is typically composed of relevant subject-matter experts, the hiring manager, and a representative from HR.

Because you may get questions from any member of the panel, it is a good idea to make a note of each person's name and role within the organization. That way, you can address them by name, and be more focused on how to answer questions related to each person's area of expertise.

Video interviews, sometimes called virtual, digital, or videoconference interviews, are becoming more common. A video interview is a job interview that is conducted using technology to provide the audio and visual connection between the interviewer(s) and the applicant. These can be one-way (you respond to written questions provided ahead of time) or two-way (much like a face-to-face interview).

There are several reasons video interviewing is growing in popularity. Most notable are advances in technology and that companies are increasingly global in scope. It can save companies time and money; especially travel expense. It can also reduce their time-to-hire metric.

In some cases, the video interview will be conducted in a professional environment that has been set up in advance for the interview; a recruiter's office, for example. In other cases, you might be able to remain in your own home and use your home computer and a web cam.

A video interview typically uses browser-based technology and a telephone connection. The phone can be a land line, cell phone or a conference phone. Depending on whether it is office-based or in your home, the video is captured by a studio camera or a web cam (built-in or USB). If you use your own equipment, there will typically be a pre-interview technical evaluation that verifies that the equipment and connection are satisfactory for a good interview experience.

Recorded interviews are similar to video interviews, but without the video component. They require that you record your answers to questions you have been provided ahead of time. Your recorded responses will be compared to the responses of other candidates in order to determine which candidates move on to the next step in the hiring process.

Fortunately, most of the prep work you do for a standard in-person interview also applies to preparing for a video or recorded interview. However; there are some notable differences and for those not familiar with the process, it can seem a bit intimidating. To help ease any nervousness you might have about the process, we have provided a list of video and recorded interview tips under the Tools/Job Interview Tips menu.

Advancements in artificial intelligence (AI) and voice technology are enabling rapidly evolving models of human and machine communication. AI-driven personal and professional assistants are growing increasingly capable of sophisticated voice-based interactions with people. You may get a call from an automated system that identifies itself as a virtual or automated interviewer. The system will use a natural sounding voice to ask you questions and interact with you.

A robo interview is most like going to be a screening interview. Treat a robo interview as you would any other type of interview. Listen carefully to any instructions and take your time in answering questions. Don't be afraid to ask questions or clarify any miscommunication that may occur. Just as you would with a person, focus on your strengths and accomplishments.

You are likely to encounter widely differing levels of sophistication among interviewers. Some will be quite professional and present you with insightful questions. Others will have little or no interviewing experience. Our goal is to prepare you for the full range of possibilities.

Some interviews will focus on skills, education and experience (skills-based). Others will focus on behavioral attributes (behavior-based). Also, the kinds of questions asked by professional interviewers in the human resources department are likely to vary significantly from the types of questions asked by hiring managers.

Most interviews are fairly predictable and composed of a combination of behavior- and skills-based questions. Most interviewers will ask fairly logical and somewhat expected questions. However, you must be prepared for any type of question, always maintain your composure, and provide thoughtful answers that help position you as the best person for the job. Knowledge about what to expect and preparation are keys to a successful interview. Here's a little more detail.

A behavioral interview question is one that typically starts with a phrase such as "Tell me about how you ..." and seeks to determine how you have dealt with past situations, as well as hypothetical situations the interviewer might present. It tells the interviewer how you typically approach a problem and the steps you take to deal with it.

Behavioral questions are normally best answered by giving examples of real-life experiences that demonstrate your ability to do the job in question. It is a good idea to anticipate such questions and prepare some success stories to share with the interviewer.

When answering behavior-based questions, always be thinking about the requirements of the job. If the job posting indicates a need for certain skills, knowledge, or personal attributes, include them in your answers. Talk about how you have successfully handled similar situations in the past, or how you can apply your particular talents to the job. Utilize examples of past behaviors and talents that are consistent with the behaviors required in the new job.

A great way to prepare for behavioral questions is to revisit the accomplishment statements on your resume. When revisiting these statements, you’ll need to remind yourself about the project or problem (the P of the PAR statement - Problem, Action, Result) that the action you took addressed. If asked a behavioral interviewing question, speak to the entire PAR statement as opposed to just the Action and Result.

Situational questions are similar to behavioral questions, but are generally more future oriented. They typically present a hypothetical situation and ask how you would handle the situation. Because situational questions could potentially cover an infinite number of situations, they are difficult to anticipate. Using the PAR approach (Problem, Action, Result) can help you take a logical sequence when answering situational questions. As is the case with behavioral questions, always be thinking about the requirements of the job as you present your answer.

Some interviews take situational questions to a higher level. These interviews (sometimes called case interviews) present the job hunter with a business problem and ask them to solve it. The job hunter is expected to analyze the situation, identify key business issues, and craft a solution. Along the way, the interviewer or panel will be evaluating how you approach the business problem, your technique in analyzing pertinent issues, how you organize your thoughts, the quality of your findings, and the appropriateness of your proposed solution. They will also be looking at things like your professional demeanor, the kinds of questions you ask, and your presentation skills. Case interviews are most common in the consulting professions, but they could be used for any other profession.

Some interviewers will be far more interested in your current skills and knowledge and what you have to offer now than how you have applied those skills or knowledge in the past. When dealing with skills-based questions, it is best to demonstrate how you have applied your skills to accomplish job-related goals. For example, you can talk about a particular body of knowledge you acquired through study or other means, then follow up with how you used that knowledge to accomplish a particular task, solve a problem, meet a deadline, etc.

A far less common type of interview process utilizes a form of question sometimes referred to as a "brainteaser." These sometimes nonsensical questions are designed to test the applicant's thought processes. For example, the interviewer might coolly ask, "How many paperclips would it take to wrap around an automobile?" Obviously there is no clear-cut answer to this question.

There are two key elements to successfully answering brainteaser-types of questions. First, stay cool and maintain your composure. This is part of the test. Second, think about how you would determine an appropriate solution, and then walk through it with the interviewer. It's your thought process that matters in these cases.

You'll probably have to start by asking the interviewer some questions. In this particular example, a few reasonable questions might be "What size paper clips? Can they be unwound? What type of car? Would you be wrapping around the ends of the car or around the middle?, etc.?" You can then start making some assumptions about measurements. You could explain to the interviewer that you estimate the height and width of the car to be "X" number of feet, and that "Y" number of paperclips would equal one foot, and then do the math. Even if your measurements aren't correct, the overall thought process is. That's what counts. While it is unlikely you'll be asked a "brainteaser" question, it is good to know about them so you aren't caught off guard.

Sometimes there are some rather unexpected things that go on in an interview and you need to be ready for almost anything. For example, when interviewing for consultants, project managers, analysts and the like, I'd often ask them to go to a white-board or flip chart and present to me on a work-related topic they claimed they were knowledgeable about. This accomplished three goals for me: 1) did they really know what they were talking about, 2) how good were their presentation and communication skills, and 3) how comfortable were they in making ad hoc presentations.

So, can you over-prepare for the interview? …probably not. Can you come across to the interviewer as over-prepared? …probably so. Ideally, you want to be as prepared as possible, but you don’t want to sound like all your responses to the interviewer’s questions are "canned” or “too good to be true.” You must be confident, yet credible. The question now is how do you get to that point? We'll talk more about that later.

For simplicity, this diagram narrows the key ingredients of a successful job interview to four elements. They are perception, prediction, preparation and practice. You must be perceptive about what the employer is looking for in an applicant, be able to anticipate or predict what the interviewer needs or wants to hear, prepare your responses accordingly, and then practice, practice, practice. If this sounds like it takes some effort, it does. But it is effort that can pay off immensely when you get the job offer you are seeking.

Let’s talk about the four P’s (Perception, Prediction, Preparation, and Practice) in more detail.

Wouldn’t it be nice if someone could stand in for you on an interview and give all the right answers? OK, maybe that isn’t within the realm of possibility. When you think about it, it would be impossible to develop a formula or set of questions that apply to a particular job title in all situations. Each job, organization, and interviewer is unique. This is where perception comes in.

It is up to the applicant (you) to perceive the requirements of your target job and the needs of your target employer. You must also be keenly aware of your own skills and capabilities. Within this context, and the context of the person interviewing you, you must develop a workable interviewing strategy.

Going back to the idea that you should assume that all of the job candidates you are competing with have roughly the same job qualifications you have, you need to think about how you can differentiate yourself from the other candidates. This is a very important task.

The best place to start is to very thoroughly review the requirements of the job (job specifications), and how the job fits into the overall business model or needs of the employer. The more you know about the job and the employer, the more perceptive you will be in understanding their needs. Using this knowledge, you can form a basis for differentiating yourself from other job candidates.

You must also be perceptive during the interview. Pay close attention to the interviewer and how they react to your answers. Even the most stoic interviewer will give some clues as to how they perceive your answers. Pay close attention and adjust your responses accordingly.

Prediction and perception are closely related. With good perceptive skills, you’ll be in a better position to predict what the employer needs or wants to hear from you. You'll then be able to anticipate the kinds of questions that will be asked. We aren’t talking about crystal ball prediction, but prediction based upon facts and legitimate assumptions. It is the kind of prediction that comes from experience and utilizing effective tools to improve your odds for success. With a little practice, you'll master it. Job Hunter Pro will help you do so.

Clearly, there is no way to know in advance the exact questions that will be asked by the interviewer. However, with enough research and thought, you can come close to guessing the types of questions you can legitimately expect. Reviewing the job description, job advertisement, or a list of job specifications can go a long way toward improving your ability to predict questions that might be asked.

There are two general lines of questioning you should anticipate. One will be composed of fairly generic queries that can be asked of almost all job applicants, e.g., tell me about yourself. The other will be more specific and will focus on your background as it relates to the job you’ve applied for. Each of these lines of questioning can be broken down into many subcategories, as you’ll see in the Interview Trainer menu of this website.

Parts of this book discuss a process for finding a suitable job. When it comes to the job interview, your preparation becomes much more focused. You can now zero in on the particular job title you’re applying for, the particular employer, and the kinds of questions the interviewer is likely to ask. You can take all of your skills, competencies, and experience into consideration and start to craft a set of responses within the context of these variables.

Begin by conducting additional research on the company you hope to work for. Learn everything you can that may be relevant to the position you seek. Searching the Internet, reading articles or books, reviewing professional journals, and talking with others in the industry can help you prepare and will build your confidence. Using this information, start planning the kind of information you might present during the course of an interview.

For example, if the position requires project management skills in implementing a software product, a logical query from the interviewer would be “Tell me about a software implementation project you managed in the past, and what went well … and not so well.” How would you answer such a query? If you think about these kinds of questions prior to the interview, you can prepare some relevant scenarios and practice them.

It can be very helpful to start by making a list of your skills, traits, and relevant work experiences that match the requirements of the job. From this list, you'll find important elements that should be included in your responses to the interviewer's questions.

Just as athletes practice before a game, job seekers need to practice before an interview. Practicing means taking the first three P’s (Perception, Prediction, and Preparation) and incorporating them into as realistic an interview exercise as you can.

Think about the job you are applying for and what, if you were the interviewer, you would want to hear from an applicant. The most important source of information about what the interviewer wants to hear (and is likely to ask about) can be found in the job positing, ad, job description, or whatever other information is available to you about the specific job.

As you practice, think about keywords or adjectives that you found in the job posting. Structure your responses to the practice questions so that you include those words. For example, if the job requirements include “must be a self-starter,” part of a response might be “I’ve always been a self-starter. I find it important to look ahead to determine what needs to be done, then take the initiative to do it long before someone expects it to be done.” This is part of "positioning" yourself for the job.

As you consider your responses, try to structure them in a "background, behavior, results" format. Provide the interviewer with some background about the issue, talk about the behavior you employed to deal with the issue, and then discuss the results you achieved. By talking about results, you are offering evidence the you know how to do the job.

You might think of a fifth "P" (Proactive) as you practice. Try to anticipate the details the interviewer might seek from you, and then be proactive in presenting enough detail so that the interviewer won't have to ask you to elaborate. Be careful, however, not to go off on tangents or take too much time for your responses. And don't be bashful about asking questions of the interviewer. This is part of being proactive and it enables you to be sure you fully understand what the interviewer is looking for.

The Interview Trainer found in the main menu includes over 200 sample questions and includes hints on how to effectively answer them. It has been designed to simplify the process of practicing for an interview. The following link provides additional information: Using Interview Trainer.

In the Tools menu, you'll find additional job interview tips, including a list of Common Interview Questions. It lists 20 of the most commonly asked job interview questions, including suggestions on how to respond to each one. These questions are also included in the Interview Trainer.

The topic of salary may come up during the interview process, however, it is often put off until a job offer is ready to be made. The question of salary can be especially challenging if one isn't prepared in advance. See the eBook chapter on Negotiating for considerations and suggestions related to handling questions and offers related to salary.

An additional suggestion for practicing your interview skills is videotaping your practice sessions. Videotaping can be a useful tool to help hone your skills and spot nervous behavior. As part of your video practice, you might provide a list of 5 or 10 interview questions to a friend or family member and have them videotape you as you respond to the questions. Then review the video to see how well you answered the questions, how comfortable you look, whether your posture is erect, your gestures are appropriate, if you have any nervous habits that show up, etc. Make a note of things you want to change then try again.

In the Tools menu, you can access a list of Common Interview Problems. In this list, you'll find 10 of the most common interview problems, along with comments and suggestions on how to avoid them.

A day or two before your interview is scheduled, there are several things you want to think about and prepare for. In the Job Search Forms section under the Forms menu, you'll find a Pre-Interview Checklist that will help you out. It provides advice and recommendations on several matters you'll want to be sure you follow up on.

There is an old saying that "you never get a second chance to make a good first impression." Much of that impression is formed in the first 30 to 60 seconds of a meeting. By the time four or five minutes have passed, the first impression is firmly setting in and becomes hard to change. Here are some tips for making a good first impression:

The initial impression of you will be a visual one. That initial impression will be made the instant you walk in the door. For this reason, you want to dress appropriately for the job you are applying for. The appropriate dress tends to be position- specific; hence there is no single dress code that would apply to all people or all positions.

As a general rule, it is better to be over-dressed than under-dressed. Normally, professional applicants should wear a suit or sport coat and tie, maintenance and construction staff should wear business-casual attire. Be sure you take the time to wear clean pressed clothes and that you polish your shoes.

While you have the right to dress or look any way you wish, including body piercings, radical hairstyles, unusual clothing, etc., you need to ask yourself if your appearance will give a good first impression that will ultimately lead to an offer of employment. Remember, you are competing with other applicants so try to put yourself in the shoes of the employer when judging the appropriateness of your appearance.

It is never a good to be late for an interview. Over the years, interviewers and hiring managers have heard just about every excuse in the book for being late. The one this is disliked most is “I got caught in traffic.” You may be viewed as a person who lacks the ability to plan ahead for contingencies. Don’t ruin an otherwise good first impression by being late.

People appreciate it if you remember their names. This applies to everyone you meet. Make a mental note of the name of people you are introduced to so you can readily recall their names. If you’re not good with names, write them down when you get a chance, or grab one of their business cards.

Be friendly and polite to everyone you meet. The office staff that greet you (receptionists, administrative assistants, HR assistants, executive assistants, etc.) are busy people who see lots of job applicants come and go. They can, and often do, influence the first impression of the person who will ultimately interview you. Hiring managers and interviewers often ask the support staff about their impression of an applicant before the applicant is escorted into the interview.

1) Avoid appearing nervous. A big part of overcoming the perception of nervousness is to be aware of nervous traits and avoid them. If you nervously bounce your foot, keep it firmly on the ground. If you nervously play with coins in your pocket, don’t bring any with you. If you nervously fidget with your car keys, leave them in your briefcase. You get the idea!

Most people are aware of the concept of body language. Basically, it's how people perceive you based upon clues you give with your body. A classic body language signal of possible defensiveness is crossing your arms over your chest. If you find yourself feeling a little defensive about a question the interviewer asks and notice yourself crossing your arms over of your chest, uncross them and try to relax. If you understand your nervous traits, you can consciously avoid displaying them.

2) Show you are interested. Demonstrate you are interested in the position. A positive attitude, a firm (not painful) handshake, a smile, and looking people in the eye when talking with them can go a long way toward inspiring confidence. Lean forward, keep your head up, and avoid slouching. Sometimes it’s the little things that make a difference. Don’t overlook simple things or common courtesy when dealing with people.

3) Watch for clues. Interviewers have a wide variety of skills, backgrounds, and approaches to the interview process. You won’t know how they will approach your particular interview until the interview starts. Watch for clues and don't be afraid to ask questions.

4) Don't be thrown off by a bad interviewer. There are a variety of accepted interview practices, and some that aren’t so accepted, yet still practiced. You must be prepared to effectively deal with whatever you are presented with. Don't be thrown off or flustered by an inappropriate or poorly worded question. Stay calm and keep moving forward.

5) Ask Questions. The best interviews involve a two-way conversation. Don't hold all your questions until the end of the interview. Asking questions along the way will help you focus on important issues and also give you an opportunity to fit in important details that the interviewer may not ask about.

See the Tools/Job Interview Tips menu for additional information about interviewing. The Interview Trainer application provides over 200 sample questions, including tips for before, during, and after the interview.

Just as they do on their resumes, applicants must deal with a number of difficult issues during the job interview process. Almost everyone has something in their work background that isn't as good as they'd like it to be. The following are some of the more common problems that can be encountered during an interview along with some suggestions on how to overcome them.

Translating Military Service to Civilian Equivalence: Military personnel transitioning from active duty to the civilian workforce will likely encounter a unique situation. They may be interviewed by someone with no familiarity of the complexities, jargon, or training associated with military service. While some employers will have access to systems that interpret military occupational specialty codes, this may not be enough. It may still be necessary for the job candidate to refine the nature of their military service and explain how what was learned in the service can be applied to a particular job in the civilian sector.

Transitioning service members can review their occupational specialty code (MOS, AFSC, NEC) and see civilian equivalent descriptions via various sites on the Internet, including Google. This will help them "demilitarize" the description of their role and assist them in explaining the relevancy of their military experience, skills, and training to the interviewer.

Gaps in Your Employment History: Employers will almost always ask about gaps in your employment history. Since most people need to work for a living, periods of time when you don't have a job tend to raise a red flag. As long as there is a legitimate and explainable reason for a gap in employment, there is not likely going to be any problem in the interviewer's eyes. However, if you are struggling with explaining a gap due to being fired, not being able to find work for an extended period, personal problems that kept you from working, etc., it can be a challenge explaining the gap in such a way that it will not be viewed as negative by the interviewer.

You want to minimize any negative aspects of gaps in your employment. If you have gaps where you did odd jobs, consulting, volunteer or temporary work, managed family or childcare needs, took classes, or were ill, you'll have to evaluate how you can explain these occurrences in the most positive light possible. To the extent you can, show how they contributed to your skills and experience and relate them to the job you are applying for. If the reason for any gap has a negative connotation, you must be prepared to discuss it when asked during an interview. Plan ahead and prepare as positive an explanation as possible.

Lack of Formal Education: If your formal education is less than what is typically required for the job you are applying for, you'll want to minimize that fact during the interview. Emphasize your work experience, life experience, talents, accomplishments, on-the-job training, or other indicators of your ability to perform successfully in the job. If you have experience training or mentoring other employees, this can be a good indicator of a high level of competence on the job. Any awards, certificates-of-completion, or continuing education credits can also help.

Being Fired from a Previous Job: You should always assume that your reasons for leaving former employers will be explored by the interviewer. As such, you need to prepare accordingly. Being fired from a previous job doesn't have to be a major problem for you. Part of overcoming the negative connotations associated with being fired is having a positive attitude and openly discussing the termination with a positive spin on it.

You'd probably be surprised by how many very successful people have been fired from a job at some point in their life. It's even possible your interviewer was fired at some point during his or her career. During the interview, you have an opportunity to turn this situation into a positive learning experience. Part of this entails impressing your potential employer with your abilities and past accomplishments while minimizing any negatives associated with being fired.

Some things to consider in an explanation for being fired are:

You learned from the experience and are a better employee for it,
Take responsibility for your actions, if appropriate,
Don't "bad mouth" your former employer or boss,
If appropriate, discuss how you would handle things differently today,
If there were legitimate differences in opinion between you and your boss, acknowledge your differences in a humble way,
If a reorganization or change in management culture occurred, explain how it impacted your job,
Demonstrate a positive and forward-looking attitude,
Don't lie about the circumstances; it will probably come back to haunt you,
Keep your explanation brief and to the point. You don't want to stay on this subject any longer than you have to. Just remember to emphasize the positive and minimize the negative.

Moving Around from Job-to-Job: Employers tend to get nervous about employees that move from job-to-job after short-term employments. They know that it costs the company a lot of money to recruit, hire, and train new employees. They don't want to risk having them leave shortly after their productivity finally gets to an acceptable level. If you have had lots of different jobs in a short time span and the interviewer questions you about it, demonstrate that there were legitimate and logical reasons for so many job changes. Your goal should be to reduce the risk they feel that you will have a short-term employment with them.

Prior to the interview, carefully evaluate your reasons for leaving past employers after short periods of employment. For each short-term employment, prepare a written explanation of why you left so soon. Then go back to your notes and make your explanations as positive as possible. Be sure you look at your answers from the point of view of the interviewer.

Lack of Experience: Sometimes raw talent is more important than experience. The difficulty, of course, is demonstrating this during your interview. If you are fairly new to the workforce, you need to stress education, training, life experience, personal talents, or other indicators of your ability to perform successfully in the job. Talk about your enthusiasm and strong work ethic. Discuss examples of things you have done in the past that demonstrate your skills.

If you have lots of previous work experience but are transitioning to a different field of work or are new to the type of job you are applying for, focus on past skills and experience that can be applied to the new job. People wanting to change to a different industry segment often have this challenge. Realize that most jobs have several things in common in the form of required skills, talent, or knowledge. Think about those skills and discuss how they are applicable to the new job. Discuss how you have applied these skills in the past and how the skills you have today are easily transferable to the new job.

Concern About Your Age: Obviously, it is difficult to substantially disguise your age when you are having a face -to-face interview. In the U.S. there are various prohibitions against discrimination on the basis of age; however, not all age groups are covered. If you are concerned your age may be a factor in your employability, the following may help.

If you are very young, try not to dress in obviously youthful clothes and avoid youthful fads in your appearance. Observe how people five or ten years older than you are dressing and emulate their style.

If you fear you may be perceived as old for the type of work you are applying for, only give the most recent (20 years is most common for a lot of experience). Consider the professional environment in which you will be interviewing. Dress appropriately for the job, the workplace and your style.

Preparation and practice will go a long way toward improving your interview success rate. However, there is nothing like the real thing to help hone your skills. To be really effective, however, you must take the time to formally critique your interviews shortly after they are completed ... while they are still fresh in your mind.

The best way to do this is to write down your impressions immediately after the interview. You might do this in your car before you leave the parking lot, or stop at a nearby coffee shop or restaurant. The following are some questions you should rate yourself on.

No matter how many interviews you go through, there will almost always be something that can be improved upon. No two interviews are ever alike; hence it is a constant learning experience. By critiquing your interview performance, you'll capitalize on your successes and learn from your mistakes. The result will be more confidence and skill as you progress.

Under the Forms menu, you'll find an Interview Critique Form that includes more detail. You can print a copy of the form to help you critique your interviews.

You should always follow up an interview with a thank-you note or letter. View a thank-you note as a tool that enables you to continue marketing yourself. It is an opportunity to enhance the interviewer's impression of you and to emphasize your key skills or accomplishments that relate to the job. It can also give you an opportunity to mention an important point that you neglected to think of during the interview session.

Keep your thank-you letter focused and fairly brief. If the interviewer raised any concerns about your background, this is an opportunity to address those concerns. The most important thing you can do, however, is to reiterate the skills and expertise you would bring to the job. Be sure you concentrate on how your background can address the specific needs of the job. You'll do yourself little good if you focus on skills that have nothing to do with the requirements of the job.

If the job opening came to your attention via the Internet and most of your correspondence has been via email, it is usually viewed as acceptable to send your thank-you note via email. However, it may still a good idea to follow up with a note sent through the standard Postal Service. This gives a better impression and adds emphasis to your interest in the job opening.

As with any other written communication utilized in your job search, you want your thank- you note to demonstrate good communication skills and attention to detail. Be sure your spelling, punctuation, and overall sentence structure are within acceptable norms.

Under the Forms menu, you'll find sample Thank-you Note Templates that will help you get started.

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