Interview Tips

• Shake hands firmly. Radiate confidence. Smile. Dress conservatively. Be on time. Be natural. Be well groomed. Remember the interviewer’s name.
• Look alert. Sit up straight. Look into your interviewer’s eyes at all times. Speak with force and assurance. Interviewers like candidates who are enthusiastic and responsive.
• Ask questions about the position -- show your serious interests in the duties and responsibilities of the position.
• Answer questions openly without holding back. Yet be direct and to the point, avoiding long, drawn-out explanations.
• Don’t dwell on criticism of your present or previous employers.
• Treat the interviewer with respect.
• Answer concisely and effectively. Do your homework and learn all you can about the company.
• Stress achievements. For example: Processes developed, sales records achieved, systems installed, absenteeism reduced, product or production improved, etc. Don’t exaggerate your skills or accomplishments.
• Be prepared for open-ended questions like, "Tell me about yourself". A good way to answer this is to describe what achievements, personal and career highlights you are most proud of.
• Beware of slouching in chair, tapping feet, playing with eyeglasses, pencil, or nervous laughter.
• If you are favourably impressed and know all the details of the position, then ask for the job. This is very effective - yet few ask.
• In concluding, thank the interviewer for the time and consideration given you.
• Ask when you should meet again to discuss the position further. It often takes several interviews to obtain the job offer.
• Following the interview, send a note of thanks. This will set you apart from most other applicants.

Questions you should consider asking

• What specific responsibilities of the position do you regard as most important - what are the other responsibilities?
• How do you like to operate in terms of assignments, delegation of responsibility and authority, general operating style; characteristics that you like in a subordinate, characteristics you don’t like?
• How frequently and in what manner will we meet/communicate?
• What are the short term challenges/hurdles in the role?  
• What are the major frustrations, as you see it, of my job, your job, my subordinate’s job?
• What are the limits of my authority and responsibility?
• How do you think the company and its top leadership is perceived in the industry and in the local business community? Why? What are its perceived strengths and weaknesses?
• Why did you come here? Why do you stay?

Questions you should be prepared to answer

• What are you proudest of in terms of your accomplishments at your present position or former position?
• What was your schedule of goals to accomplish at your present position for the next year, for next two or three years? What would you have liked to accomplish in your present position that you did not accomplish, in whole or in part? What prevented you from accomplishing these things?
• What do you think will be the toughest aspects of the job if you were to accept the position? What will be the most enjoyable aspects - the least enjoyable?
• What do you think your greatest contribution will be?
• From whom and/or what have you learned the most in your career and why?
• How do your spouse/children feel about the change of position and the relocation of your home?
• If you were promoted to the next higher position in the company, how would you select your successor and what would you be looking for?
• If you are selected for this position, how would you deal with the situation of individuals in the company who were competitors for the job for which you are being interviewed (Some of them may be your subordinates)?
• What philosophy and techniques do you use in motivating subordinates and energizing them and, when necessary, in disciplining them? Do you vary your approach for subordinates who are outstanding, good, satisfactory, mediocre? If so, how?
• What criteria would you use in measuring your own performance over the next year and the following years?
• What criteria would you use in evaluating your subordinates performance? How would you conduct an evaluation process?
• Academically, what were your best subjects? Your worst?