intervie

Interview Tips

Plan before you act
Extracted from ST

Preparation is the first essential step towards a successful interview. Company interviewers are continually amazed at the number of applicants who drift into their offices without any apparent preparation and only the vaguest idea of what they are going to say. Thus, it is important to :

• Know the exact place and time of the interview, the interviewer's full name, the correct pronunciation and his or her title.

• Find out specific facts about the company - where are its plants, offices or stores located; what are its products and services; what has its growth been; and what its growth potential is for the future.

• Refresh your memory on the facts and figures of your present and former employer. You will be expected to know a lot about a company that you have previously worked for.

• Prepare the questions you will ask during the interview. Remember that an interview is a "two-way" street. The employer will try to determine through questioning if you have the qualifications necessary to do the job. You must determine through questioning whether the company will give you the opportunity for the growth and development you seek.

Here are some questions you might ask.

• A detailed description of the position ?

• Reason the position is available ?

• Culture of company ?

• What sort of people has done well ?

• Advanced training programmes available for those who demonstrate outstanding ability ?

• Earnings of those successful people in their third to fifth year ?

• Company growth plans ?

• Best-selling products or services ?

• The next step ?

Dress conservatively and preferably in darker colours. Pay attention to all facets of your dress and grooming.

Adapted from a publication by Morgan & Banks, an executive search company.

How to come out tops in an interview

Extracted from ST 20 August, 1997

Being well-prepared is key to impressing your potential employer. Sandra Sandu has a checklist of things you should know.

An interview needs to be approached with more than your resume and self-confidence. Being prepared for this crucial stage of the job application process will go a long way towards helping you get the job you want. Here are some questions to ask yourself before you meet your panel of interviewers.

• What do I know about the organisation I am applying to ?

You should be familiar with such things as the organisation's range of products or services, the organisational structure, its growth, management style, corporate culture and communication style. Job applicants can get these details through research, reading up on the company, and speaking with friends in the industry or employees in the company. Alternatively, you could turn up early for the interview to read the company's annual report or marketing brochures. The key is to be prepared and not be caught unaware about the organisation you are applying to.

• What do I know about the job requirements ?

It is important for applicants to be familiar with the functions and responsibilities of the job they are applying for. In addition, find out what targets have been set for you, how you will be appraised for your performance, and the critical success factors required for the job.

• What do I know about the selection process ?

In a typical selection process, the interviewers first develop a profile of the job. They then identify the "must have" pre-requisites and "should have" desirable skills. They also list the attitudes, qualifications and background required of potential candidates who may then be sourced through networking, advertisement, executive search, employment agencies, job fairs or the Internet. The next stage of the selection process involves screening resumes and interviewing shortlisted candidates. Subsequently, candidates are evaluated and ranked. After the hiring decision has been made, the employment contract is negotiated followed by the orientation of the new employee.

• How would I respond to the question "Tell us about yourself"?

It is advisable for applicants to speak with sincerity and conviction and describe their range of competencies, skills, interests and personality traits that the organisation can benefit from. Sell those outstanding points that set you apart as the best candidate and mention your special interests and hobbies. Describe your career aspirations, motivations and drive to show that you have more than a good academic and working record; it shows you are a thinking, analytical and balanced personality as well.

• What are my unique selling points which support my application ?

When asked about your strengths, it I best for you to answer by saying : "Friends describe me as …." Alternatively, you could say : "My boss describes me as dependable, highly motivated, hardworking, an excellent people manager, a team player …." This allows the job applicant to describe himself in somewhat glowing terms without sounding boastful.

• Which of my achievements will interest the interviewers ?

Organisations do not acquire merchandise during the hiring process; they recruit human resources for performing services, as well as for their skills and competencies. Interviewers often interview against a rating scale or checklist and well before the interview, they develop detailed job profiles or specifications identifying all the critical pre-requisites and some desirable traits the successful candidate must have. So applicants are advised to read a job advertisement carefully and describe their skills, competencies and attributes that would benefit the organisation. If you can show how your skills and background fit the corporate expectations, then the job is yours.

• What are my weak points and how can I convey them positively ?

No one is prefect so you could admit to some failing that you take time to reflect upon before you mention it. Take this as an example : "I am a perfectionist and I expect everything to be tip top, to meet my own standards. Over the years, I have learnt that while I may strive for the best, sometimes external factors make it difficult for me to achieve that. So I still am for the bet but realise that I must accept near perfect in some circumstances." This is the kind of employee that an employer can live with and tolerate in spite of his weaknesses. The challenge is for the applicant to accept that he has a failing for shortcoming but has learnt to work around it.

• What questions do I have for my interviewers ?

Do not have the impression that during an interview, all the questions are asked by the interviewers. The following questions would be appropriate for you to pose to your interviewers.

Œ "When appointed, what sort of targets would I be required to achieve in my first year ?"

"On what factors would I be evaluated for my performance on the job ?"

Ž What kind of challenging assignments would I be involved in once I join this organisation ?"

When can I expect to hear about my performance at this interview ?"

Organisations do not solely look at academic excellence and work experience. Skilled interviewers often employ a range of questioning skills and personality profiling tests or psychometric tests to spot winners with drive, motivation, adaptability, initiative and foresight.

• What lasting impression do I want to leave with my interviewers ?

The best lasting impression a candidate can offer is his commitment to stay and contribute to his prospective organisation. Applicants do not bring value in the first year of service; they have to stay on beyond the first year before they begin to contribute to the organisation. So drive, eagerness to learn and share, and job performance must surely set an average candidate apart from a winning candidate. Finally, relevant performance, honesty and sincerity will endear an applicant to his interviewers.

Sandra Sandu is the principal human resource director of executive search firm CTC Network Asia Pacific

Money Talks

Extracted from ST 20 October, 1997

You have been offered a new job. How do you go about negotiating your salary with your would-be employer ? With firmness, honesty and belief in your own worth, Carol Clark discovers.

The key to effective negotiations is to remember that any time you give something, you must get something back in return.

"This is the single most important point for negotiating, nut just for a salary but for anything," say Laletha Nithayanandan, managing director of Business Trends in Singapore, which specialises in recruitment and staffing support.

"For instance, if you agree to take a lower salary than the one you requested, then you should get something back for that - such as a higher increment increase after three months' probation," she elaborates.

"Usually, in a job hire situation, employees tend to be timid about stating exactly what they want. They are so eager to get their foot in the door that they may accept less salary than they are really comfortable with," she warns. "Sometimes they go so far as to commit to an unsatisfactory salary and say they will start work. Then they just do not bother to show up."

The kind of disappearing act burns bridges and ruins the opportunity to negotiate an arrangement agreeable to both parties. "The best policy when negotiating a salary is honesty," Ms Nithayanandan says. "If you don't think the terms are worth your time, then say "no".

"Sometimes an employer will try to talk you into a lower salary by telling you things like the market is bad or that at your age you will have trouble find a job. But you are the one who should decide what you are worth," she stresses.

Before going to the interview, Ms Nithayanandan advises having a firm salary amount in mind. "Your greatest strength is in knowing what you are worth and being able to state in a way that does not offend the interviewer."

Careful listening is also a critical negotiating skill, she adds. "You must have information up you sleeve when driving a bargain. Listen when the interviewer tells you about the position, what sort of person they are looking for to fill it and problems they have had with keeping it filled.

"If hey are not volunteering this information, then ask questions. Not only will you learn more about the position but you also get important information that can help you negotiate."

Ms Nithayanandan cites the example of a job applicant for a position in Malaysia. "The Manager that interviewed her complained about problems the company had about keeping the position filled. His main concern was that she would keep the job for a longer period.

However he wanted to pay her a lower salary simply because the job was in Malaysia. She told him : "You've told me all about the problems you have had with staff leaving, but how can you expect me to want to stay if the salary is low? I need more money in order to make a long-term commitment."

If you are seeking to make a career change and go into a field where you have no experience, you may have to accept a lower salary to start. Check the Classified ads to find out the salary ranges in the field you want to enter, and expect to start at the lower and of the scale.

"Remember, if you are asking for something - like a chance to try something new - you have to give something in return," Ms Nithayanandan points out.

"But that doesn't means you have to sell yourself short. Look at all the terms, the whole package, and try to get the best deal possible. In a larger company, the terms may be more locked in, unless you are interviewing with the main decision-maker directly. Smaller companies tend to bend the rules a little bit. You can negotiate for flexible hours, more time off, or more comprehensive medical benefits.

Carol Clark is a freelance business writer and marketing consultant.

Personal Growth

Extracted from ST 21 October, 1997

Are you an effective boss ?

Business is always looking for good middle management people and usually not finding them. One reason : most workers are not qualified. Another : Many people just aren't ambitious enough to take on the added responsibility; they just want to do their job, collect their pay and not worry. As a result, many middle management jobs are actually held by people who are not really qualified. But at least they are willing to take a shot at the extra responsibility. (Ever hear someone say : "My boss isn't really qualified. I know more than he does, but who wants the headaches?"). Maybe you'd like to move up the ladder in your present firm or somewhere else. If so, take the quiz below and see - Is there a boss lurking inside you ? Tick one.

Do you hate to make mistakes on the job and consequently are very careful about checking your work ?