BYU-I Interview Help

http://www.byui.edu/careerservices/students/career_preparation/interviews.htm

Answers to the 7 Toughest Interview Questions
Kate Lorenz, CareerBuilder.com Editor

There you sit, waiting to be ushered into your interview. Your suit is pressed, your shoes are shined and your resume is top notch. But, as the minutes tick past, you feel a mounting sense of doom as you anticipate the questions that will cause a deafening silence during the interview.

Want to avoid an interview disaster? Check out these tough interview questions and their suggested responses:

Q: "What are your weaknesses?"
"Don't take this literally and go into a detailed explanation of your weaknesses," says John Challenger, CEO of global outplacement consultancy Challenger, Gray & Christmas, Inc. He advises taking a potential weakness and putting a positive spin on it.
A: "I am very detail-oriented and in some industries that may not be a good fit. But for this accounting position, I think this trait truly will help me excel."

Q: "How would you solve this problem?"
Challenger says that these kinds of hypothetical questions can be risky. First of all, they may not like your answer; if they do like it, there's a chance they will steal it. That's what happened to June Sullivan when she interviewed for an activity director's position at a long-term care facility. When asked about marketing ideas, June laid out her entire plan. Well, she didn't get the job, but later recognized some of her strategies being used by the facility.
A: "I think you can increase product awareness by enacting some marketing strategies that could employ advertising, direct mail or media placements."

Q: "Why did you leave your last job?"
Again, Challenger suggests presenting everything in a positive light. An interview is not the time to dish the dirt on your previous employer.
A: "The company just wasn't a good fit for my innovative personality. But what I learned is that organizations have distinct personalities just like people do. Now I know to concentrate my job search on companies who value independent thinking and alternative methods."

Q: "Why do you want to work here?"
Questions like these require you to do your homework before the interview.
A: "I want to be a part of a global company that last year alone invested $1.4 million in research and development of eco-friendly industrial processes."

Q: "Tell me about yourself."
This is a chance for you to shine -- but not to tell your life history. Begin by listing your traits and accomplishments you feel are relevant for the position. Don't delve into personal information unless it relates to the position you're vying for.
A: "I am very creative and resourceful. I have been a sales manager for the past five years and used my creativity to devise unique incentives to keep the sales representatives motivated. Because of this my sales team earned numerous company awards."

Q: "Tell me about the worst boss you ever had."
Take the high road and don't give into the temptation to vent any past frustrations.
A: "While none of my past bosses were awful, there are some who taught me more than others did."

Q: "What are your goals?"
This is best answered by reiterating your objective statement on your resume. Keep your aspirations to be a vice president of marketing, own your own company or retire at 40 to yourself.
A: "I want to secure a civil engineering position with a national firm that concentrates on retail development. Ideally, I would like to work for a young company, such as this one, so I can get in on the ground floor and take advantage of all the opportunities a growing firm has to offer."

Decoding the Dress Code
- Regina M. Robo, News Editor

It's not your parents' workplace anymore - nor their dress code. Gone are the stuffy three-piece suits and conservative skirt sets of times past, replaced with a canvas of khaki on which a world of individuality is expressed, as if to say, "Trust me: I'm casual." In some corporations and industries, it's Casual Friday every day of the week. Yet even with today's relaxed standards, it's still not a good idea to show up for work in torn shorts and a baggy tee shirt. Especially if you deal directly with customers, the way you express yourself to the world is far more important than the true you - at least while you're on the job. With a little thought and creativity, you can bring the two into harmony with positive professional results.

Evaluate your workplace
Whatever shall you wear to work? Before you can answer, look around you in the office - as early as the interview stage. What's the company style? How does dress relate to the nature of the work? What are people wearing these days to make design presentations? automobiles? closing arguments? pizzas? Get ready to dress the part - in this year's style.

Look to your coworkers for direction, and take your lead from the top, as the catch phrase "dress for the job you want" still applies.

"There's a gray area," said human resources professional Lena Bottos of Salary.com. "If your boss breaks a few dress code rules, then it's okay to adjust your wardrobe choices. Just don't be the first one in the office to break the style barrier."

Also, think about who visits your office when deciding how to dress. Is your space open to visitors, or is it strictly down-and-dirty? Are the visitors from inside the company or outside? What impression do you want to leave on them? And don't forget company executives - top brass might not appreciate the deep cultural symbolism of your latest music concert acquisition. Some people keep a business suit or the equivalent in their office or workspace in case guests arrive on short notice. Are you ready for a television crew to arrive and film you for the news?

The do's and don'ts are changing
Etiquette books tend to take a conservative approach to the office. Emily Post, for example, swears that "business casual" doesn't exist, while Amy Vanderbilt prefers women not to wear pants to the office.

Workplace style in the 1990s was liberated from the structured 1980s, and improvements in synthetic fabrics have given designers new materials from which to create casual clothing that appears professional. During the Internet boom, the startup culture of the West Coast brought business casual to an art form.

So, is it "anything goes" today? As in the past, your appearance on the job is a mirror that reflects your personal style in the context of the office culture and the nature of your job. What you wear continues to say a lot about your work. So think about your company, your teammates, clients, management, and your position when reaching into your closet, and you'll always come out a winner.



Men’s Interview Attire
• Suit (solid color – navy or dark gray)
• Long Sleeve Shirt (white or coordinated with suit)
• Belt
• Tie
• Dark Socks, Conservative Leather Shoes
• Little or No Jewelry
• Neat, Professional Hairstyle
• Limit the Aftershave
• Neatly Trimmed Nails
• Portfolio or Briefcase

Women’s Interview Attire
• Suit (navy, black, or dark grey)
• The suit skirt should be long enough so you can sit down comfortably
• Coordinated Blouse
• Conservative Shoes
• Limited Jewelry (no dangling earrings or arms full of bracelets)
• Professional Hairstyle
• Neutral Pantyhose
• Light Make-up and Perfume
• Neatly Manicured Clean Nails
• Portfolio or Briefcase

What Not to Bring to an Interview
• Gum
• Cell Phone
• IPOD
• Coffee or Soda
• If you have lots of piercing, leave some of your rings at home. (earrings only is a good rule)
• Cover all tattoos

Interview Attire Tips
• Before you even think about going on an interview, make sure you have appropriate interview attire and everything fits correctly.
• Get you clothes ready the night before, so you don’t have to spend time getting them ready on the day of the interview.
• If your clothes are dry clean only, take the to the cleaners after an interview, so they are ready for next time
• Polish your shoes
• Bring breath mint and use it before you enter the building.
• Look alert

Interview Do’s and Don’ts

• Do take a practice run to the location where you are having the interview -- or be sure you know exactly where it is and how long it takes to get there.

• Don't rely on your application or resume to do the selling for you. No matter how qualified you are for the position, you will need to sell yourself to the interviewer.

• Do your research and know the type of job interview you will be encountering.

• Don't chew gum during the interview.

• Do dress the part for the job, the company, the industry. And do error on the side of conservatism.

• Don't tell jokes during the interview.

• Do plan to arrive about 10 minutes early. Late arrival for a job interview is never excusable. If you are running late, do phone the company.

• Don't smoke, even if the interviewer does and offers you a cigarette. And don't smoke beforehand so that you smell like smoke.

• Do greet the receptionist or assistant with courtesy and respect. This is where you make your first impression.

• Don't be soft-spoken. A forceful voice projects confidence.


• Do bring extra resumes to the interview. (Even better, if you have a job skills portfolio, do bring that with you to the interview.)

• Don't act as though you would take any job or are desperate for employment.


• Do greet the interviewer(s) by title (Ms., Mr., Dr.) and last name if you are sure of the pronunciation. (If you're not sure, do ask the receptionist about the pronunciation before going into the interview.

• Don't answer questions with a simple "yes" or "no." Explain whenever possible. Describe those things about yourself that showcase your talents, skills, and determination. Give examples.

• Do shake hands firmly. 


• Don't have a limp or clammy handshake!

• Do wait until you are offered a chair before sitting. And do remember body language and posture: sit upright and look alert and interested at all times.


• Don't ever lie. Answer questions truthfully, frankly and succinctly. And don't over-answer questions.

• Do make good eye contact with your interviewer(s).

• Don't say anything negative about former colleagues, supervisors, or employers.

• Do show enthusiasm in the position and the company.

• Don't bring up or discuss personal issues or family problems.

• Do avoid using poor language, slang, and pause words (such as "like," "uh," and "um").

• Don’t be the first one to mention money.

Questions YOU Ask Interviewers

Often time an interviewer evaluates a candidate on not only the answers he or she gives to the questions they ask, but also by the quality of the questions the candidate asks them! So, be prepared to ask very relevant and pointed questions to the interviewer. Don’t over do it, and keep the questions short and probing. Here are some examples of some good questions to ask.

1. What became of the last person who had this job?

2. What do you think will be your major areas of growth in the next five years?

3. What has the role of (marketing, planning, personnel, whatever department you are applying for) been in this company?

4. What would you like to do more of / less of next year? (ask this one to the boss)

5. What development task do you think I could lead the department in that would provide training or education
beneficial to your objectives?

6. What does this company (your department) pride itself in?

7. What sets this company (your department) apart from other functions?

8. How does this company evaluate performance in general, and what will be the key metrics for this job in particular?

9. What form of positive or corrective feedback do you employ?

10. What sort of person do you have difficulty working with?

11. What traits do you think interfere with good job performance? (this is a risky one, but it may give some insight into the boss’s style)

12. How are promotions determined?

13. What makes people successful in the company?

14. How are decisions made here?

15. What do you think is the company’s most immediate opportunity to increase its presence in the market place?

16. What do you think about immediate actions as compared to long-term measures?

17. How would you summarize the public’s view of your company?

If you really want to impress the interviewer, be prepared to ask questions about a recent product announcement or press release from the company. The internet can provide you with a wealth of current information to draw from.

Salary Negotiations

Q. What should I do when a prospective employer asks for salary requirements or salary history in the resume or
cover letter?

A. Defer and delay. Never be the first to say a number.

Employers will go to great lengths to try to get candidates to disclose their salary requirements first. As the buyer of a
service - your time - they are trying to bring down the price they will pay by talking about numbers prematurely and by
getting you to give up information first. This puts them at a significant advantage in the subsequent negotiation.
Every employer with a job opening has a budgeted range for that job. Some employers have a more sophisticated
understanding than others about how much a job should pay, but regardless, they have a sense of what they will and
will not pay for each job. That’s the range, and they know it.

If you say a number first and are at the low end, it's bad for you in several ways. First, if you get the job, you're not
going to get paid what the job is worth. Second, if you get the job, the employer might change the job description and
give you less responsibility. Third, if you say a number that's too low, you could signal that your work is of lower
quality than the job requires. And fourth, this disappointing negotiation could set the tone for your relationship with
this employer. If they got the better of you at the beginning, they might do so again and again.

It's also bad if you go first and your number is too high. If you put a high number in your cover letter, you might not
even get the interview. If you get the interview, the prospective employer will start from a position of sticker shock and
will focus on ways to bring the number down rather than on the skills and experience you bring to the job. You will be
hard pressed to get them to think of you as a rare find.

You should defer the conversation about money as long as possible. The longer you delay, the more time you can spend making the prospective employer believe you are the dream candidate whom they need to hire regardless of what it will cost. When it's time to talk about numbers, it should mean the company is about to offer you the job.

Many people believe they've got to be obedient and nice with prospective employers. When a prospective employer asks for something, many people figure they should give it. But with salary information, you don't get points for being nice.

If the ad says you have to put salary in your cover letter, don't answer the ad, or answer it without the salary information. Each time the employer asks you for your salary history or requirements, say you want to be paid the fair  market value of the job. If they say they need to know what you're making now, respond that you don't see how it's relevant. If they want to talk about money before they even interview you, ask how you could possibly put a value on a job you haven't talked about yet. Don't be surprised if they ask repeatedly and apply continued pressure.

The bottom line about the bottom line is if the job is right for you and you're right for the job, there is a fair salary range for the job that represents good-faith negotiation by both you and your employer. The salary negotiation sets the tone for how the employer will treat you in the future. If you set a precedent of undervaluing yourself or letting the employer take the upper hand, chances are that's the type of relationship you'll continue to have with the company. If, on the other hand, you remain professional and courteous yet firm about the salary conversation, you stand to create an impression that you are a valuable candidate who deserves to be treated fairly.

For more information and tips on the salary negotiation, see the Salary.com Negotiation Clinic. 

Everything is Negotiable
It's all negotiable. Every new job - every performance review, in fact - is an opportunity to negotiate base salary, various kinds of bonuses, benefits, stock options, and other incentives that add to job satisfaction and provide financial security. Taking control of your job search before your job offer and conducting a smart search that takes into account more than just financial considerations can also lead to that elusive condition called happiness.

Are you prepared to negotiate for happiness? The negotiation process is an opportunity to define, communicate, and achieve what you want out of your job offer. But to get offered the right job that pays what you deserve, you'll need to do your homework. The first step in the negotiation clinic is to understand the negotiation basics.

Negotiation requires gathering information, planning your approach, considering different alternatives and viewpoints, communicating clearly and specifically, and making decisions to reach your goal. In her book, Job Offer! A How-to Negotiation Guide, author Maryanne L. Wegerbauer describes how each party in a negotiation can fulfill specific needs and wants of the other party, a concept called "relative power." According to Wegerbauer, understanding your strengths and resources; being able to respond to the needs of the other party; and knowing your competition enable you to assess your bargaining position more accurately.

Learn the Power Factors
What is your power over the other side of the table? Relative power, Wegerbauer says, is a function of the following.

Business Climate Factors
• Overall state of the economy and the industry in which you compete
• Overall unemployment rate and the general employment picture
• Demand for industry and profession-specific knowledge and skills

Company Factors
• Profitability
• Position in the business cycle (startup, stable, turnaround)

Hiring Manager Factors
• Urgency of the company’s need to fill the position
• Decision-making authority
• Staffing budget

Applicant Factors
• Other opportunities in the job offer
• Technical expertise, unique knowledge/skill set
• Resources (financial depth, networks, etc.)
• Level of competition/availability of other candidates
• Career risk of the job offer

Plan and Communicate
A negotiation is composed of two major steps: planning (research and strategy) and communication (information exchange and agreement). In the planning step, get as much information as you can up front and, using both the company’s written and unwritten signals, and map your skills against what the company values.

Give it Time
Timing is also important. Remember that the best time to negotiate is after a serious job offer has been made and before you have accepted it. Once you are clear about the initial offer, you can express interest and even enthusiasm, but ask for more time to consider the job offer. Wegerbauer suggests that this request is made "in light of the importance of the decision." Sometimes you can split up the negotiating session into two meetings: one to firm up the job design and responsibilities and the second to go over compensation and benefits. The key message here is not make an impulsive decision. If they really want you, there’s time.

Consider the Alternatives
You should be prepared with a rationale for everything to strengthen your position. Counteroffers are an expected part of many negotiations, so be sure to remain flexible. Keep in mind that different companies can give negotiations more or less latitude. Smaller companies may be more flexible than large, bureaucratic companies. Unionized companies usually have very little room for individual negotiations.

Negotiate for a Win-Win
Remember that the negotiation is not about strong-arm tactics or win/lose. It is a two-way process where you and your prospective employer are each trying to get something you need. In a negotiation, you're both designing the terms of a transaction so that each of you will receive the maximum benefit from the final agreement.