Interview basics: the twelve commandments

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Interview basics: the twelve commandments

Below are twelve key points to bear in mind in order to transform your hard-won job interview to a lucrative offer.

1. Practice
The importance of practice and preparation cannot be emphasized enough. Generally, a job hunter is much more versed in the fine art of interviewing if they have been out looking for jobs and interviewing for a while; it is critical however for newcomers to the interviewing scene to know what to expect, how best to behave in an interview setting and how to answer the questions in a manner that reflects on them most positively. Read the current literature on interview trends, prepare answers to the most common interview questions and perhaps rehearse by having a friend or better still, a peer in the industry conduct a realistic mock interview and analyze your conduct and answers. You should know your CV inside out and be able to answer any questions that relate to it without hesitation. Job descriptions for a given role are key wellsprings of information on the skills required - aim to present each and every one of these required skills in a personal skills inventory as you answer the interview questions.

2. Have the company, industry and product line well researched
You are much more likely to impress and convince the employer of your unique suitability for the job if you are intimately familiar with the company, its position in the industry, its product lines and what may be required for a candidate in your role. Once you can see yourself as part of a "big picture" you can better formulate your answers, prepare your skills inventory and formulate your success stories as they directly relate to the company's requirements.

3. Arrive early
Respect the interviewer's time. Aim to arrive 15 minutes early and busy yourself with the company or industry literature while you wait. You can also use the time to go over your CV and answers you have prepared so you feel more relaxed and in control during the interview. If disaster strikes and you are running late, make sure to call the interviewer to inform them.

4. Be aware of the importance of first impressions
As you have heard a myriad times before, you will not get a second chance to make a first impression so make sure your first impression conveys a successful, enthusiastic, well-mannered professional who will be an asset to the team. Smile and shake hands firmly when you meet the interviewer and be aware that over 60% of the cues being communicated to the interviewer are non-verbal cues. Watch your body language, gestures and tone of voice and bear in mind that the manner in which you are conveying information may be as important as what you are saying. Stay calm and focused and demonstrate self-confidence and professionalism in your answers and how you deliver them. Your attire MUST be professional and you must be well-groomed for your interviews, it is far better to err on the conservative side than to arrive dressed in a slovenly manner and communicate a complete disregard and disrespect for industry norms and the company culture.

5. Keep your answers brief and to the point
Answer the questions directed at you in a precise and succinct manner and make sure you do not ramble or get carried away on an irrelevant and inconsequential tangent. The more you get carried away on a given question the more likely you are to slip up and communicate weaknesses or factoids that are best not brought to bear at the interview stage. Demonstrate clarity of mind and thought process by making your answers simple and to the point - this does not however involve killing the conversation flow with yes/no answers. Aim to keep the conversation going on a pleasant professional respectful tone with answers that illustrate your strengths and experience and keep the interviewer excited to learn more.

6. Bring to bear facts and data from your past experiences to support your answers
Make sure to support all your answers with accurate facts and figures to gain credibility with the interviewer and show you have a keen eye for the bottom line. Expound in detail on targets achieved or overachieved and talk about measurable milestones and contributions to the bottom line whether they be in terms of money made, money saved, losses averted or otherwise. Be very specific about your skills and describe past success stories that support them in accurate, quantifiable detail.

7. Know your strengths and make sure you communicate them at least once
The interviewer is looking to hire a winner who has had a record of achieving success in a similar capacity in the past. Be prepared to elaborate on past successes that bear in a direct manner on the present job and show how those experiences are directly relevant to the role, responsibilities and skillset required for the present job. Keep in mind that the employer is looking to minimize his/her risk by hiring a candidate who has excelled in a similar or identical role in the past and can brings these skills to bear on the present job. Even if your past job was very different than the present one, you will be able to come up with success stories that relate directly to the job requirements in that they highlight key skills or character traits whether they be creativity, initiative, problem-solving acumen, sales skills, negotiation skills, communication skills etc.

8. Do not dwell on weaknesses or personal matters
Two areas that have no place during the interview stage are your weaknesses and your personal life. Avoid talking about personal matters and answer any question on weaknesses with either a brief explanation of what area you would like to further develop your skills in or by reiterating a key strength of yours that you perhaps take too far. The first shows you know what key skill you need further work on and are willing to take action on it and the second approach reiterates a key point of strength. You may also mention a weakness that is completely unrelated to the position at hand eg if you are applying for a creative role in and advertising agency you can mention that your accounting or investment management skills are not your strongest point and you are much more comfortable in a creative role. Whatever you do don't open a can of worms and torpedo your chances of securing the job by dwelling on real weaknesses and shortcomings that directly relate to your ability to excel at the job.

9. Ask questions
Have a list of questions prepared beforehand that are designed to impress the employer and show that you are familiar with current company/industry issues. An appropriate line of questioning can make for excellent conversation and will leave the employer with the impression that you have done your due diligence and researched the company and industry thoroughly. Do not ask about salary and vacations at the early interview stages.

10. Talk like an insider
If you have researched the company, industry and product lines thoroughly you will be able to talk like an insider and impress with your insider's insight on relevant issues. Keep the conversation flow fluid and informative by bringing up facts you have learned about the company and its products and competitors and show how you, armed with your unique skillset and experiences, can positively impact the bottom line.

11. Do not discuss salary too early
Asking about salary too early in an interview will make you appear mercenary. A potential employer will look for enthusiasm for the job itself, not just the salary on offer. Most serious companies will have a formal wage structure - so don't be afraid to ask about it at the appropriate time. Prior research into realistic salary expectations will also help avoid embarrassment.

12. Do not over promise
Don't promise what you are not in a position to deliver. Your over confidence will eventually catch you out, with potentially serious consequences, should you actually get the job. Promote your skills enthusiastically but stick to the facts.

Ten Ways to Stay Upbeat During the Job Search

Job hunting getting you down? Don't lose confidence! Bayt.com presents you with 10 ways to avoid the job search doldrums and stay motivated and upbeat.
1. Recognize if you are in a slump

The first step to getting out of the doldrums is to recognize that you are indeed in a slump. If you are suffering from the jobseeker blues take the time out to re-energize and seek the focus, strength and inner peace you need to pursue your job search and get ahead with your career. Talk to people you trust and seek professional help if you need it.
2. Organize your day

Even if you are out of a job, structure your day with the same discipline as you would a work day. Lounging about the house being unproductive will not further your job search and will only feed your inertia and panic at being unemployed. Treat your job search as u would a full time job and approach it with the same vigor, organizational skills and discipline as you would a work day. Build into your day a multitude of tasks that will further your job search including networking activities, research activities, training activities, visits with your mentor, cold calls etc. Don't forget to document the results and make sure you stay on top of the follow-up. By organizing your week days in this strict disciplined manner you will maintain a feeling of control over the job search and lose the panic many jobseekers feel which is often directly attributed to the feeling of helplessness and loss of control over the course their life is taking.
3. Build a support network around you

Don't let negative types discourage or distract you from your job search. Instead, observe and learn from successful, happy professionals who are where you would like to be and enlist their support in getting there. Seek to surround yourself with encouraging upbeat people who will inspire and motivate you rather than bring you down. Enthusiasm is contagious and the more keen and confident those around you are, the more confident you will be in your strengths, abilities and marketability.
4. Stay motivated

Learn from the success stories of others and the advice of motivational experts how to stay motivated. Read motivational books and autobiographies from those who have made it in the industry or line of business you are targeting or those whose lives and successes have inspired you and motivated you to accomplish and succeed in the past. There are many best-selling highly effective motivational books that come with audiotapes and you can build into your daily routine listening to them even as you drive or engage in other important tasks.
5. Remind yourself of your past accomplishments

Often, it is easy to lose all confidence in yourself if your job search is extending itself indefinitely and there are no positive outcomes in sight. Whenever you think you have reached a dead end and your confidence in your abilities is waning, remind yourself of past successes even as you re-energize and rethink the strategy for your job search. Picture your last major success and remind yourself of how you got there and the feeling of euphoria that comes with a major accomplishment, then visualize yourself repeating that success in your new endeavors and outline a roadmap for getting there. You may want to keep a photo of yourself after that last accomplishment prominently displayed or on you at all times to remind yourself constantly of your capabilities.
6. Learn a new skill

Use this time in between jobs to learn a new skill. You may want to attend a course or read books that deal specifically with certain aspects of the job search such as interviewing skills, writing a CV, networking; or you may want to work on other areas you would like to develop whether it be confidence building, public speaking, sales, managing a team, getting along with peers, maintaining a work/life balance or just succeeding in life in general. You may also have technical skills related to your chosen industry that you need to fine-tune or have always wanted to acquire; use this time in between jobs to gain these skills and include them on your CV once you have.
7. Reward yourself for achieving short term goals

Don't dwell on the downside. Set realistic short-term goals that advance your long-term objectives and on a daily basis revisit and reward yourself for your positive accomplishments for the day. These goals may include a specific number of CVs sent out, interviews gained, cold calls made, new skills acquired, professional books completed etc. Make sure your goals are reasonable and focus on achieving them one goal at a time.
8. Do some volunteer work

Volunteering is one way to feel more useful, widen your all-important networking circle and in some cases, beef up your CV. You will enjoy the learning that comes with a new activity as well as the immense sense of satisfaction that comes with helping others if you are involved in charitable works.
9. Count your blessings

No matter how strenuous and uphill the job search may be remember your blessings in other areas of your life and be thankful. Keep things in perspective at all times and don't lose sight of your successes and accomplishments.
10. Don't lose balance

Include exercise and relaxation in your weekly schedule as well as other means to expend positive energy, let off steam and indulge in activities you enjoy. Whether it's a daily 30 minute walk around the block, an hour of power yoga, cycling with the kids after school or an hour looking after the daffodils and hydrangea in the kitchen garden, don't lose sight of the activities that you enjoy best and that maintain a critical balance in your life.

What to do when you start a new job

Starting a new job can be a daunting task. The Career Experts at Bayt.com outline how to start off on the right foot. Starting a new job can be very daunting especially if you have been with your last company for a while. You will have to meet new people, learn the ropes, get accustomed to new processes and procedures and learn how to excel in a brand new environment. Below the career experts at bayt.com, the Middle East’s #1 job site, outline some key points to keep in mind to start your new job off on the right foot.

Be prepared
Read up on the company beforehand and make sure you are well versed in the products, competition and company culture and direction. Ask your new boss if there are materials you can read before you join and try to meet some of the people you will be working with beforehand so the terrain is not completely unfamiliar.

Arrive early
Make sure you are not late to the job the first weeks and that you put in all the hours required. Taking long lunch breaks and leaving before everyone else will set a bad tone and will not earn you the good will of your new colleagues.

Look the part
Make sure you are dressed for the role and that you appear polished, well-groomed, cool, confident, happy and in control. Project a positive energy. First impressions are important and you need to ensure that you make a good one.

Ask questions
Ask questions and don’t be afraid to ask for help if you need it. It will take you a while to get used to the company’s policies and procedures and asking the right people the right questions is the best way to avoid potentially costly mistakes.

Listen
A good idea in your first days on the job is to listen more and talk less. You have a lot to learn and you don’t want alienate people or rub them the wrong way by being over-ebullient or over-aggressive before you are familiar with the office politics and the new dynamics and know the different players.

Be proactive
Offer to pitch in with projects that need work and don’t shy from taking on added responsibilities providing these do not interfere with your basic deliverables. Your work ethic is being gauged from the first day you join and you need to show that you are keen, enthusiastic and not afraid of hard work.

Get to know your colleagues
Show that you are interested in your colleagues and happy to be working with them by smiling, being considerate, asking questions and offering to lend a hand. You will be spending a lot of time with your new work colleagues and it is essential that you have good relationships with them.

Show respect and courtesy
Earn the respect of your colleagues by treating them as you would like to be treated and showing common courtesy and respect in all your interactions. Gaining their respect is crucial to you ability to work with them effectively over the long term.

Make good on promises
Start as you mean to carry on and do not bite more than you can chew. Make sure you do not make promises you cannot keep as these will be remembered and will diminish your future credibility in the workplace. Keep the promises you make manageable and aim for a few easy early wins with projects that have buy-in and support from upper management.

Be clear about your role
Set expectations early. Make sure you are very clear as to what is expected of you, what the immediate priorities are, how your performance will be appraised and how frequently you need to update your boss on projects and deliverables.

Learn who the influential players are
Identify who the key players are and try to emulate them as well as learn how they get things done. If you can get put on projects with them, even better.

Don’t join the office gossip mill
Do not participate in office gossip no matter how endemic it is. You can listen to what its being said in the office grapevine to avoid making the same mistakes but do not offer your own opinions or encourage the gossip in any way.

Don’t try to make big changes
Your first weeks on the job should be used to learn the ropes, ask questions and formulate lasting impressions with bosses, clients and co-workers, not to affect drastic change. You need the counsel, support, perspective and buy-in of others in the firm in order to make lasting change and attempting any drastic measures before you have earned their trust and buy-in and done the necessary groundwork is usually unadvisable and costly.

Don’t complain about your jobs
Start on a positive note and avoid bad-mouthing past jobs, bosses or colleagues. This will only make your new co-workers weary of you and will rapidly erode their comfort level with you.

Don’t brag
Don’t start off your new job bragging about past wins and successes as this will only alienate those around you. No matter how successful your career has been to date and how hard the company hunted you down before you accepted the offer, you need to check the “star” quality at the door and project humility and modesty your first weeks on the job. You still have to earn the respect and admiration of your new colleagues and will do so only be excelling in your new role through hard work, skill and perseverance.
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The Second Interview Tips

Congratulations! You wowed your prospective employers on your first interview and have been called back for an encore. So, how will the second interview be different from the first?

This time around, expect to spend more time at the company, talk to more people, individually and collectively, and have your skills and personality scrutinized more closely.

The Employer's Point of View
From an employer's perspective, the second interview is a chance to closely evaluate a candidate's abilities and interpersonal skills. Your prospective employer wants to see that you can do the job and work well with colleagues.

Be aware that many employers bring in several candidates on the same day to streamline the second interview process. Your challenge is to distinguish yourself from the other candidates.

To show you're a good fit with the company, focus on explaining how your abilities and experiences would enable you to do the job. Be specific. Offer concrete examples that highlight your competence and compatibility.

Who You'll Meet
On your first interview, you probably met with one or two people. This time, be prepared to meet several more over the course of the day, including potential managers, coworkers and other staff members.

You may meet individually with several people, who will most likely ask you similar questions. Keep your answers consistent but mix up your delivery so that your answers don't sound stale or staged. If possible, before the interview acquire a list of the people you'll be meeting with and do a little research on each one. Then ask questions that show your knowledge of each person.

If you meet with a panel or group, be sure to make eye contact with both the individual asking the question and the group as a whole.

Steps for Follow Up
It's rare to receive an offer on the spot, but it does happen occasionally. If the feedback is consistently positive over the course of the day, you may get a job offer at the end of the interview. If that happens, don't make a hasty decision. Ask for time to think about it.

If you don't get an offer, be sure to immediately send a brief thank you note to every person you spoke with. Some companies make hiring decisions in a matter of days, but many can take weeks to make their final choice.

Be patient, be flexible and be ready for an offer or an invitation for yet another interview.
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Phone Interviews: Tips to Get Called Back

Some people think phone interviews are easier than in-person ones. Often, those people are wrong.

In person, it's easy to tell if an interviewer is tuning you out if you notice them staring off into space or sending messages on their BlackBerry. On the phone, you (and the interviewer) are missing out on important visual cues. You can't read the interviewer's body language.

So, how can a job seeker really dial into an interviewer's demeanor to tell if she's bored, distracted or underwhelmed?
Find a Happy Place

In the absence of sight, hearing becomes sharper. And interviewers can easily hear distraction over the phone.

Once you've scheduled a phone interview, locate a calm, quiet place where you can focus. Make sure you're not near a computer, TV or anything that will draw your attention away from the interview. Tell anyone who has access to the space that you are not to be disturbed unless catastrophe strikes.

Next, have a pen and paper handy to take notes during your interview. You should also have a copy of your resume so that when the interviewer refers to your experience, you can both literally be on the same page.

Finally, consider your attire, particularly if you're interviewing from your home. It's your prerogative to wear sweats, but may we suggest something closer to business attire? You'll feel more professional -- and, thus, you'll sound more professional.

Speak Easy
As soon as you answer the phone, you're on!

You want to start your phone interview off right. And, because the interviewer can't see you, she's listening even more carefully.

Make a conscious effort to sound upbeat and enthusiastic.

Smile. Interviewers can hear you smile -- and smiling can put you in a better state of mind. (Don't believe it? Try smiling when you're in a bad mood.)

If you feel your confidence wane, stand up. Standing can make your voice sound more powerful.

And always remember to breathe. It will help you stay calm and sound more relaxed.

Sounds of Silence
A phone interview isn't just about speaking. It's about listening.

To listen carefully, try closing your eyes when the interviewer is speaking so you can focus on what is being said.

This technique can also help you read the interviewer's mood. Is he interested and enthusiastic, or bored and distracted? Is the interview conversational? Are questions and answers flowing easily?

Listen hard after your responses. Did your response prompt additional questions or make the interviewer hesitate?

If the interviewer seems distracted, use one of the powerful questions you were saving for the "Do you have any questions?" section of the interview. A well-chosen question can re-engage him and put the interview back on track.

Practice Makes Perfect
The best way to prepare for a phone interview: Practice.

Have a friend play the role of interviewer on the phone.

Provide her with some practice questions to ask. Give her a copy of your resume and have her come up with her own questions too.

Test different techniques while you're talking to her. Close your eyes while listening, stand while talking, smile while speaking. With her feedback, decide what works best.

You should also consider taping the conversation and listening to yourself afterward. You may be very surprised by what you hear. Finally, ask yourself, "Would I hire this person?"

If the answer isn't a resounding "yes," get back on the phone and get better prepared.

It's Your Turn: What to Ask an Interviewer

The interviewer asks you, "Do you have any questions for me?"

You say ... "Yes!"

This is the easiest interview question out there. Always say yes.

Asking questions shows that you're interested in the job. It also gives you a chance to show how knowledgeable you are about the position and the industry. Most important, it lets you highlight why you're the perfect candidate.

You have to choose your questions carefully, though, depending on who's doing the interviewing. An excellent question for a recruiter might be inappropriate for an executive. And you don't want to ask your potential boss something that's best suited for a future coworker.

Also, there are certain questions you should never ask early in the interview process -- no matter whom you're meeting. Don't ask about salary, vacation, 401(k) or anything else that might make you seem more interested in the compensation than the company.

This article shares questions appropriate for every type of interviewer.

The Recruiter: The 'Big Picture' Person
It's the recruiter's job to identify strong candidates and guide them through the hiring process. Think of the recruiter as the "big picture" person. They can give you an overview of the company and the department as a whole. (Save very specific questions about the job for the hiring manager.) The recruiter is also the best person to answer questions about the hiring process.

Some questions to ask the recruiter:
How would you describe the company culture?
What type of employees tend to excel at this company?
Can you tell me more about the interview process?
The Hiring Manager: Your Future Boss
The hiring manager will likely supervise you if you get the job. They're the most knowledgeable people about the position and its requirements. You should direct specific questions about the job, its responsibilities and its challenges to them. You may also want to ask what kind of candidate they're seeking.

Some questions to ask the hiring manager:
What are the most important skills for the job?
How would you describe your ideal candidate?
What's a common career path at the company for someone in this role?
The Executive: The Industry Expert

Senior managers and executives are likely to be most knowledgeable about the latest happenings in their industry. If you'll be working closely with an executive, you can ask them some specifics about the job. But you should focus most of your questions on the future of the company and the industry. This is your chance to show off your industry knowledge!

Some questions to ask a senior manager or executive:
How do you think this industry will change in the next five years?
What do you think gives this company an edge over its competitors?
What's the company's biggest challenge? How is it planning to meet that challenge?

The Coworker: The Straight-Talker
Some interviews will also include a meeting with a potential coworker -- the interviewer most likely to "tell it how it is." A potential colleague may be most candid about the job, its challenges and the work environment. However, don't expect inside information -- and certainly don't ask for it.

Some questions to ask a potential coworker:
What's a typical day like in the department?
How would you describe the work environment at the company?
What's the most enjoyable part of your job? What's the most challenging part?
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How to Handle Illegal Interview Questions

Interviews are already stressful enough. Between promoting your skills, showing enthusiasm and laughing at the interviewer's bad jokes, you have plenty to concentrate on.

But when you suspect you've been asked an illegal interview question, stress levels can shoot even higher.

Fortunately, if you know in advance what kind of illegal questions are most apt to sneak into an interview, you can diffuse the situation immediately and move on to more important tasks -- like landing that job.

Three Ways to Answer Illegal Interview Questions
Most interviewers are not out to discriminate against job applicants. Many of the illegal questions that interviewers ask are unintentional -- in fact, if you tactfully point out the question is illegal, the interviewer will likely realize his or her gaffe and immediately retract the question.

The challenge for you is to figure out what to say while you're sitting in that chair, faced with an illegal question. You have three basic options:

Just answer the question. If you don't mind providing the information and you don't want to make waves, you can respond to the question and move on to the next one. Keep in mind, however, that you should only answer the question if you truly are comfortable providing the information -- it could come back to haunt you.

Refuse to answer the question. Inform the interviewer that the question doesn't seem to be legal or relevant to the specific requirements of the job. Be forewarned, though, that such a direct response should really be saved for questions that are offensive or deeply troubling.

Don't answer the question, but answer the intent behind the question. This is usually the best option, since it allows you to provide a tactful answer without sacrificing your rights. To answer the intent behind the question, try to figure out what the interviewer REALLY wants to know. For example, if the interviewer asks if you are a U.S. citizen (which is an illegal question), a smart answer would be, "If you mean to ask if I am legally authorized to work for you, the answer is yes." In cases like these, it's best to rephrase the question into a legal one and then answer it. This displays flexibility and composure -- strong job skills.

An Age-Old Question
Recent reports say that workers are planning to hold jobs well into their senior years. Many even plan to hold off retirement until their 70s or 80s in order to continue bringing in paychecks.

Unfortunately, this has resulted in an increase in complaints from older workers of age discrimination in the workplace, according to the Equal Employment Opportunity Commission (EEOC).

The good news is that interviewers are not allowed to ask you your age during an interview. With some rare exceptions, the only age- related question they can ask is if you're over the age of 18.

One thing to keep in mind: The EEOC's Age Discrimination in Employment Act of 1967 only protects workers who are 40 years old and older from age discrimination and in workplaces with 20 or more employees. However, some local governments have laws that also enforce age discrimination rules for younger applicants and smaller workplaces.

Married ... With Children?
Women make up nearly half of the U.S. workforce, according to the Department of Labor. And as their numbers grow, so do the potential pitfalls they may face during an interview, especially when asked about marriage, children and pregnancy.

While illegal interview questions surrounding relationships, marriage and children are generally more problematic for female job candidates, protection from discrimination applies equally to male candidates.

Basically, you should be suspicious if you are asked any questions about your marital status, your family status, your future plans for children or your child care accommodations.

So what can employers ask? Questions that deal directly with the job requirements (e.g., "Are you willing to relocate?").

Yes, many proud parents enjoy telling stories about their children, and there may be a temptation to trade toddler stories with a friendly interviewer who has a family picture on his or her desk. But to avoid potential problems, err on the side of silence.

A Race for a Job
A recruiter friend of mine told me a story of how she accidentally asked someone an illegal interview question.

"Oh, you have such an interesting name! What does it mean?" she asked a candidate with a beautiful name that was obviously of non-English origin.

Fortunately, my colleague caught herself and told the candidate that she didn't have to answer the question. But it does show how subtly the issues of race, ethnicity and religion might sneak into an interview.

For instance, according to Nolo.com, interviewers are not allowed to ask if you are a U.S. citizen or ask where you were born. However, they can ask if you are legally authorized to work in the United States on a full-time basis.

So if you are asked about your race, color, religion or national origin, be aware -- Title VII of the Civil Rights Act of 1964 prohibits employers from making employment decisions based on such factors.

Somebody Call the EEOC!
Discrimination is an ugly word, but you can't deny that it does occasionally happen. If you are certain that an interviewer asked you an illegal interview question with the intent of using your answer as a basis for a hiring decision, it's time to talk to the pros.

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How to Answer the Toughest Interview Questions

You know they're coming: Those seemingly unanswerable questions that pop up during job interviews.

You can't clam up. And you don't want to stutter and stammer. So what's a job seeker to do?
The 'Future' Question

Otherwise known as the "big picture" question, the future question goes something like this: "Where do you see yourself in five years?"

The best tactic: Talk about your values.

Don't get too detailed about your specific career plan. Instead, discuss things that are important to you professionally and how you plan to achieve them. If growth is a goal, mention that. You can also talk about challenge, another value that employers prize in their employees.

The 'Salary' Question
Most people will tell you that whoever answers this question first loses. But that's not necessarily true.

When an interviewer asks your salary requirement, try first to gently deflect the question by inquiring about the salary for the position.

If the interviewer presses you for a number, give a range. To decide on a range, think about the salary you want, your salary at your most recent position and the industry-standard salary for the job.

The bottom line: The salary question is one of the most important, so you should prepare for it in advance and plan what to say.

The 'Why' Question
There's a fine line between boastful and confident. And you need to learn it.

When an interviewer asks you why they should hire you, you're going to have speak confidently and honestly about your abilities. But you should avoid sounding overly boastful.

Aim for earnest and prepare by practicing. That's right: Stand in front of the mirror and acknowledge your abilities and accomplishments to your reflection. Tell yourself: I have a very strong work ethic. I have integrity. I have excellent industry contacts. I aggressively pursue my goals.

It's sometimes hard to praise yourself, but after a few sessions you'll sound sincere.

The Seemingly Silly Question
If you were a tree, what kind of tree would you be? What if you were a car? Or an animal?

These type of questions can bring your interview to a screeching halt.

First, don't panic. Pause and take a deep breath. Then remind yourself that there's no "right" answer to these questions. The job isn't hinging on whether you choose to be a spruce versus an oak.

Interviewers usually ask these questions to see how you react under pressure and how well you handle the unexpected. It's not so important what type of tree (or car, or animal) you choose as that you explain your choice in a way that makes you look favorable.

So, be a spruce -- because you want to reach new heights in your career. Or be an oak -- because you plan to put down roots at the company. Either way, you'll get it right.

Why Should I Train My Team?

Training employees is one of the best things any company can do for itself and for the employee(s). No matter how much is spent on training, it is always considered a wise investment.

In the busy corporate world of today, many managers are reluctant to let go of their employees and have them miss a day of work in favor of a workshop or course. Everyone has enough to do without missing work, regardless of how noble the cause is. But, it is the duty of every manager, and also the measure of a good manager, to accommodate his/her team members’ need/right to training. It is always a good idea to factor in employees’ “training days” when planning for departmental projects and assigning tasks; if you know in advance that one of your people will not be available at a certain time, it eliminates any nasty surprises.

Following are some of the reasons that should encourage all supervisors and managers to play an active role in the learning and development of their team members.

Importance of Training
Prosperity and business growth demand a top notch workforce:
• Organizations need to invest in people
• Individuals need to achieve their full potential
• Learning must be accessible, relevant and stimulating.

Implications
To the Company
• Has a positive impact on turnover and recruitment; a company that spends money on its people cares about its people.

• Increased productivity; training opportunities allow employees a welcome break from the office, and they also get to come back with new things to help them with their work.

• Task expertise; naturally, the more you train your people, the better they become at what they do.

To The Team
• Teamwork can be improved through training and development

• Exchange of views and information; it’s always a good idea to send your employees to training events with employees from other companies- the exposure will do them good. Even customized training for your employees only is a good experience- they will get he opportunity to interact with a professional in their field of interest and exchange professionally valuable information.

• Generation of ideas; naturally- when employees meet people outside the scope of their daily work, it is inevitable that they will pick up a new idea or two that can be customized and applied.

To The Individual
• Motivation

• Stimulation

• Proactive learning/Knowledge.

Responsibilities
It is important to realize that training and employee learning and development do not only happen in a classroom. It is an ongoing process that involves both the manager and the employee all year round. Both parties concerned have specific roles to play.

Managers/Supervisors are Responsible for:
• Working with their teams to select cost–effective, learning opportunities, best suited to individual & group needs.

• Coaching and actively supporting employees with career planning and career transition, and highlighting training opportunities in accordance with the plan.
• Evaluating the benefits of training provided, and where possible linking training to on the job application.

Employees are Responsible for:
• Their learning and continuous development through planning and implementing personal learning and development plans.
• In consultation with their supervisor, selecting learning initiatives aligned with personal performance plans, career goals and the business direction of the work unit.
• Actively participating in and contributing to team –based and organization-wide learning initiatives as an integral part of their work priorities

How to Write Job Descriptions

What is a Job Description?
A job description is a broad statement of the duties, accountabilities and responsibilities of a position.

What is the Purpose of a Job Description?
Job descriptions have a number of useful purposes:

- They make drafting job advertisements and specifications for employment agencies easier

- They provide candidates with a basic understanding of the main responsibilities of the position which allows them to determine whether the job is right for them and thus saving the organization time and resources.
- It forms the groundwork for an agreement between the supervisor and the incumbent with regards to the expected job performance results which accordingly leads to a better job evaluation.

- They reduce the amount of unnecessary duplication of duties and tasks amongst positions, thereby increasing organizational effectiveness. - They assist human resource planning and development

- They breakdown the overall goals of the organization into smaller goals to be achieved by individual jobs. This provides the Director, as well as co-workers with an understanding and appreciation for how the job contributes to the achievement of the organization's goals.

Types of Job Descriptions
1) Internal job descriptions vs. external job descriptions
A key concept to be recognized is that there are internal job descriptions that are for insider use only and there are external job descriptions that will be read by prospective candidates. Internal job descriptions tend to be very detailed and thorough, whereas external job descriptions tend to be more concise and have more of a marketing tone to them.

2) Task oriented vs. outcome oriented job descriptions
Task oriented job descriptions are used to determine the accomplishment levels of certain tasks e.g. a machine operator would occupy a task-oriented position, in which success is measured by things like production levels. On the other hand outcome oriented job descriptions would determine the final desired outcomes regardless of the tasks/methods used to reach them. For example, managers typically occupy outcome-oriented positions in which success is measured by sales figures or new product launches.

How to Write a Job Description
A Job Description should contain a number of pieces of information:
1- Administrative information
This section includes basic information about the position: job title (including department and seniority), a short description of the job and its purpose, company name, geographic location, branch or department.

2- Reporting structure
This should indicate what position will be held by the job incumbent’s immediate supervisor/s, and also the position/s, if any, which report to the advertised position. The position of the job in the organizational hierarchy gives valuable information about its significance and the ability of the employee to make progress and influence decisions.

3- Purpose of the job
This should be a brief statement of the desired strategic outcome of this position, where it fits into the organizations goals, and exactly what the position is required for.

4- Job functions and responsibilities
These detail the main tasks which make up the job. A job description will normally contain six to ten points, which detail the goals and desired outcomes from the position.

Statements should be phrased in terms of the purpose and the result to be accomplished, rather than the manner in which the function is performed. For example, ‘Responsible for monthly consolidation of affiliate forecasts and communicating identified inventory shortages to demand planners’ would be better than ‘Diligently perform forecasting duties'.

Itemize the key job functions for a position and record them in a matrix. In a separate column, record the percentage of time the function is performed in (should total 100%). Do not list non-essential job functions if they are done in less than 5% of the time. In another column, note when the function is performed (e.g. daily, monthly or quarterly). In a final column, put a check mark if the function is essential i.e. fundamental duties that the individual holding the job must be able to perform.

5- Required skills and competencies
This is where the knowledge, skills, abilities, and attributes that the candidate needs to have are defined. A matrix can be created including the following information: the competency; the experience, education or certification that is required; the function which the competency supports (going back to the functions matrix created earlier in Job Functions and Contributions above); and, finally, checkboxes as to whether the competency is a minimum requirement (i.e. they can't have the job if they don't have it) or if it is a preferred requirement (good to have but not essential).

6- Other / optional
This section captures other elements of the job. It could include a short narrative section that gives insights into the context in which the employee will do the job. It could also include data about the company, or details about the environment the employee would be working in as well as the decision-making powers of the position.
Other optional information could include the conditions of service e.g.:

- Any travel requirements
- Working hours
- Salary
- Employee benefits
- Leave entitlements

Before Writing Up the Job Description
A thorough job analysis is required before preparing the first draft of the job description. Job analysis is a systematic approach to evaluating a job, and determines what duties the role entails, what the required aptitudes are, the manner in which the job is carried out, what the conditions of the job are, and how the individual must behave in order to complete his/her tasks correctly.

The job analysis would require the input of the relevant manager, department manager, and also the present job holder. Since these people are closest to the position, they know what is required of the job today, and equally important, they know what it will require in the future.

Other key ways to collect information about the job include observing tasks as they are performed, observing behaviors, having jobholders write a self-description of their positions, conducting structured questionnaires about the roles and responsibilities of a position, interviewing jobholders, or researching job descriptions for similar positions posted publicly by third-parties.

Hints for Writing Job Descriptions
A) Language hints:
1- Use clear and concise language.
When possible, use words that have a single meaning. Use examples / explanations for words which have varying interpretations.

2- Be specific.
Use specific language. Instead of ‘Good communication skills’ it is better to say, ‘Ability to communicate technical information to non-technical audiences’

3- Use telegraphic sentence style and avoid unnecessary words. E.g. The job holder answers all company calls and directs them to the appropriate individuals in various departments throughout the entire company.

4- Begin each sentence with an active verb, always use the present tense.

5- Avoid using gender based language.

6- Use non technical language whenever possible
A good job description explains the objectives, duties, and responsibilities of a job so that they are understandable even to a layperson. However if the job is technical in nature and requires technical experience, then it is appropriate to use such language.

7- Whenever possible, describe the desired outcome of the work, rather than the method for accomplishing that outcome. For example, instead of ‘writes down phone messages’ it is better to say ‘accurately records phone messages’.

B) Efficiency: create templates for job descriptions
There's no point in reinventing the wheel every time a job description is needed. Template versions of job descriptions can be created for certain job types. For example, generic job descriptions could be created for Clerical/Administrative positions and these can be slightly modified based on the specifics of a given position, rather than starting from scratch.

C) Revisit and edit the job description
Revise the job description as the position evolves. A yearly revision is always required if nothing sooner causes this action.

D) Flexibility
Use job descriptions flexibly so that there's scope to handle contingencies
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Words That Weaken Your Resume

More than just your accomplishments make your resume stand out. How you communicate them matters too.

A strong resume gives potential employers a concise, clear picture of your skills and experience. And, it's the crucial first step in securing an interview and hopefully a job offer.

For maximum impact, keep your resume as concise as you can. You need to include all your achievements in only one to two pages, so don't waste space on meaningless words. Plus, an employer doesn't want to spend time trying to understand vague phrases or decipher confusing jargon.

'Assist,' 'Contribute' and 'Support'
An employer won't know what you did if the wording on your resume is too vague. Words like "assist," "contribute" and "support" all say (or don't say) the same thing. They say you helped, but they don't say how. They beg the question: Exactly how did you assist, contribute or support a person or project?

Use these words sparingly and always follow them with a description of your role and responsibilities. Let an employer know the part you played and how you affected the outcome.

'Successfully'
Of course you want to show all that you've accomplished on your resume. But your achievements will be more impressive if you give concrete examples of what you've done and how you're been successful.

You don't need to use words like "successfully" or effectively" to show an employer that you're a good worker; your experience should speak for itself.

Instead of explicitly saying that a project was successful, state your achievements clearly and factually. Then give examples of how or why the project was a success.

'Responsible For'
The phrase "responsible for" can make your resume feel like a laundry list. Instead of just listing your responsibilities, try to stress your accomplishments.

Your resume will also have more of an impact if you quantify your accomplishments. Use figures to show how you affected growth, reduced costs or streamlined a process. Provide the number of people you managed, the amount of the budget you oversaw or the revenue you saved the company.

'Interface' and Other Buzzwords
Don't flower your resume with fancy words.

By trying to sound intelligent or qualified, you may end up annoying or confusing your reader. You don't want an employer to need a dictionary to discover what you really did at your last job.

Avoid buzzwords that have become cliche and words that are unnecessarily sophisticated. "Synergy" and "liaise" are examples of buzzwords that have been overused and abused.

Say what you mean plainly and simply. For example, instead of "interface," say "work." Instead of "impact," say "affect." Instead of "utilize," say "use."

Here's what you always SHOULD include in your resume: Keywords. Recruiters use keywords to search for resumes. So choose some of the basic, important keywords in your field and pepper them throughout your resume.
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