7 Things You Should Have Said at the Job Interview

<div class="separator" style="clear: both; text-align: center;"><a href="http://emj.icbdr.com/artieimages/hm/ar5c7yl7406cxbnxz9hm.gif" imageanchor="1" style="clear: left; cssfloat: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://emj.icbdr.com/artieimages/hm/ar5c7yl7406cxbnxz9hm.gif" yr="true" /></a><br /></div>One common complaint among job seekers is that they go on interview after interview and never receive a job offer. If you fit into this category, consider the possibility that you might be unknowingly sabotaging yourself by offering a weak interview performance.<br /><br />Below are typical interview scenarios, common job-seeker mistakes and the best way to manage each situation.<br /><br />Scenario No. 1: The interviewer came out swinging, asking tough but appropriate questions regarding a professional hiccup: your employment gap and job-hopping image. The question either left you stuttering with an incoherent message or sounding defensive because you were confrontational.<br />What you should have said: When the interviewer read your résumé, she knew about your job- search challenge and invited you in for an interview. As such, your hiccup wasn't a deal breaker, but a negative response could be one. Explain your situation without getting emotional or hotheaded by saying, "In the past I made the mistake of accepting a position based on salary alone. That mindset led to hopping from one job to another, because I was never completely satisfied. Now, I'm looking to work for a company where I'm compensated well and the company values complement mine."<br /><br />Scenario No. 2: The interviewer asked, "Why should I hire you?" You listed strengths that align with the open position. Although there's nothing technically wrong with your response, you could have taken your answer a step further.<br />What you should have said: "That's a fair question. Instead of providing a canned response, I'd like to participate in an audition interview so you can see my work ethic firsthand." An audition interview is when you perform the tasks of the position as though you were hired. This way, the hiring manager can see your performance before extending an official job offer.<br /><br />Scenario No. 3: "Why are you looking to leave your existing position?" is another typical question, one that you were expecting but weren't quite sure how to address. Your motive is grounded in bad feelings, and you blurt out, "My boss is out to get me. I'm tired of being looked over for promotions."<br />What you should have said: Honesty is always the best policy when answering interview questions. There is a difference, however, between shooting yourself in the foot and providing a straightforward response. If you're leaving a position because of office politics, the interviewer doesn't need to know the specifics. As a result, a neutral response such as, "I've advanced as far as I can with ABC Co. So I'm looking for a position where I can manage a larger territory and bring in lucrative accounts," works well because it's truthful without oversharing.<br /><br />Scenario No. 4: Since the average person searches for a new job about every two years, the interviewer wanted to know how long you planned to stay with the company if hired. Not sure how to respond, you said, "Until retirement." At first blush, the response sounds like a good one, because you're making a commitment to the hiring organization. But the response comes off as brown-nosing and not entirely believable in today's environment.<br />What you should have said: Show your ambition alongside your dedication by saying, "I plan on staying on board as long as I'm contributing to the department and growing professionally."<br /><br />Scenario No. 5: You committed an interview misstep by arriving late. Nervous, you rambled with a long excuse, bringing prolonged attention to your blunder.<br />What you should have said: Apologize and move on quickly. Extend your hands and say, "My apologies for my late arrival. I'm enthusiastic about the position and am looking forward to discussing how my accomplishments support the open requirements."<br /><br />Scenario No. 6: Toward the end of the interview, you were given an opportunity to raise questions. You asked typical questions, such as, "How soon do you expect to make a decision?" but stopped short of asking for the job outright.<br />What you should have said: "Based on today's conversation, do you have any reservations about extending me a job offer? If the interviewer provides a reason for hesitation, resell your qualifications. If the interviewer says "no," respond with, "I'm interested in the position. Can I have the job?" You'll be surprised that many will hire you contingent on a referral check.<br /><br />Scenario No. 7: At one point during the interview you were asked about your salary requirements. Based on advice you read over and over again, you throw back the question by asking, "What's the budget for the position?" Unfortunately, you did this one too many times, and the interviewer became irritated.<br />What you should have said: It's acceptable to avoid answering the salary question one or two times, but answer the question when asked a third time. You can provide a range by saying, "Based on the responsibilities of the job and my proven success in driving profits, I'm looking for compensation within the $60,000 to $75,000 range."<br /><br />With the right responses, you can turn those awkward interview situations around and land the job you want.<br /><br />By Linda Matias, JCTC, CIC, NCRW, is the author of the new book "201 Knockout Answers to Tough Interview Questions: The Ultimate Guide to Handling the New Competency-Based Interview Style" (Amacom 2009). As the president of CareerStrides, a career consulting firm, Matias coaches clients on effective interview techniques. For additional information visit: www.careerstrides.com

7 Things You Should Have Said at the Job Interview

One common complaint among job seekers is that they go on interview after interview and never receive a job offer. If you fit into this category, consider the possibility that you might be unknowingly sabotaging yourself by offering a weak interview …

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Acing a Job Interview After 50

<div class="separator" style="clear: both; text-align: center;"><a href="http://emj.icbdr.com/artieimages/ph/ar5f5pz6wk9k2hqhrlph.gif" imageanchor="1" style="clear: left; cssfloat: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="http://emj.icbdr.com/artieimages/ph/ar5f5pz6wk9k2hqhrlph.gif" yr="true" /></a><br /></div>"I was fully qualified and it makes no sense." <br /><br />"They simply don't know how to hire." <br /><br />"They told me that I was overqualified." <br /><br />Randy Block, a seasoned career transition coach and consultant in the Bay Area, hears these comments often. <br /><br />If you're an "older" job hunter, more than likely you already know that the ultracompetitive job search process in today's economy is especially hard on you. Part of the challenge you're facing is a major generation gap between baby boomer job hunters and the Gen X hiring managers of today. As Block noted, "30-somethings don't want to hire their parents. Unfortunately, that's how we often come across -- as their parents."<br /><br />You can succeed during interviews with younger hiring managers, but you'll want to think and act differently. Here are five areas to start with:<br /><br />Show passion for your work<br />Relationships are based on shared values, which make up most of what we call chemistry, Block says. Chemistry is enhanced when we meet others who have a shared interest. This extends to your work, profession or industry. If there is little passion or commitment from you for your work, how can you expect others to get excited during the interview? On the other hand, if you consider yourself driven or committed to what you do for a living, you'll most likely meet up with a hiring manager who has a shared interest in the same area. This, in fact, may be a new area for you as you undergo a possible career change. It gives you the opportunity to take your transferable skills and put them to use in some new ways for a different industry. If you're genuinely excited about your possibilities, your excitement can be contagious, especially during your interview. <br /><br />Sell your brand<br />The best way to prepare for an interview is to start with a focus and brand that sells you. Develop a personal brand statement for yourself, a simple sentence that offers three important selling points about you. First, it should say who you are. Second, it should offer your biggest strength(s) and third, it should offer the biggest benefit that you would bring to your next employer. <br /><br />The purpose of your brand is to go beyond mere duties and job descriptions and get to the "what's in it for them" benefit that will make the employer sit up and take notice. <br /><br />Being 'led' versus being managed<br />Another disparity that needs to be addressed, according to Block, is the fact that boomers want to be "led" and not managed. In his coaching practice, he found that most 30-something managers look for someone they can manage. In coaching sessions with young managers, he observed that their leadership skills typically lag behind their management skills. <br /><br />If you're a boomer, take note and realize that you might not get the visionary leader you hoped for in your next hiring manager. Block has discovered that most young managers need help and guidance. They actually appreciate being mentored, coached or advised. They recognize the need, but look at it as a temporary or project-based opportunity. <br /><br />This is an opportunity to sell yourself as a consultant whose many years of expertise can be useful in the role of a temporary coach or mentor. This may be a great meld between the "management versus leadership" dichotomy. This also increases your opportunities, since companies are hiring more consultants in this economic downturn. As the economy improves, that 1099 contract could well turn into a salaried position.<br /><br />Think 'tactical' versus 'strategic'<br />According to Block and other employment analysts, many companies today view their short-term survival needs as having paramount importance. They're looking for players who can hit the ground now and help them grunt through the next six to nine months. That will require a change in your marketing approach as phrases such as "long-term" and "strategic" won't have the sales impact of a year ago. Rather than emphasize the long haul in your résumé and interview marketing, look instead at selling yourself as an expert who can get in and fix the problems of today quickly and efficiently. Downplay any talk about long-range solutions and instead focus on clear, results-oriented achievements for short-range problems.<br /><br />Talk money<br />Money talks and it talks loudly. Money can also trump age, so try to get as close to the money as you can [TS1] when you describe who you are and what you bring to the table. <br /><br />Keep in mind that all organizations have only two basic needs: revenue and productivity. This is what keeps any top manager up at night. If you can help them, they will seek your advice and counsel. Therefore, come to the interview armed with specific examples of how you can solve their money (or productivity) problem. Your past achievements are examples of how to tackle the similar problems they're faced with today. If you can show yourself to be the problem-solver they need, you'll quickly rise to the shortlist of candidates. Your goal is to become the "go-to" person for their short-term revenue or productivity problems.<br /><br />Summary<br />Gen X managers need your help. Your working relationship will likely begin as either part time or a short-term contract but can extend into full time once you've proven yourself. Focus on ways you can help their short term "survivability" through this recession and get as close as you can to their revenue or productivity concerns. Talk money and how you can help them produce immediate results. A younger manager would have to be shortsighted not to explore a working relationship with someone more experienced. Capitalize on your wealth of experience to make a positive difference in the lives and careers of the Gen Xers.<br /><br />By Joe Turner a former recruiter, who spent 15 years finding and placing top candidates in some of the best jobs of their careers. The author of "Job Search Secrets Unlocked" and "Paycheck 911," Joe also hosts his weekly "Job Search Guy Radio Show" on JobRadio.fm as well as other locations. You'll find Joe's free tips and advice on landing a job in this tough economy at: http://www.jobchangesecrets.com.

Acing a Job Interview After 50

"I was fully qualified and it makes no sense." "They simply don't know how to hire." "They told me that I was overqualified." Randy Block, a seasoned career transition coach and consultant in the Bay Area, hears these comments often. If you're an "ol…

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