Essay Guideline

What are good questions to ask during an interview is a good question in itself, and one that always comes up when a conscientious person is preparing for a big job interview. The fact that a person even wonders that sets them apart from the crowd of applicants and means that he or she is a proactive individual, intent on making a good impression and proper presentation of skills and experience.

The best question to ask, according to many human resource management professionals, is “what can I do to benefit the company?” This question shows a good, positive attitude and will lead the HR manager to think of you as a go getter and team player and the type of individual the company needs.

The worst question to ask would be anything that makes you, as an applicant, appear to be selfish or self centered. A bad interview question would be a question related to vacation, pay or raises too early in the interview. It is best to first establish that there could be a good ongoing professional relationship between you as an employee and the company as an employer before getting into the details. Of course vacation, raises and starting pay are important to you, and the answers will come in good time, but it is best to show the interviewer that you will be a team player who thinks of the good of the company and the team.

When interviewing remember that the HR manager or other decision maker you are interviewing with has been through the process dozens of times, if not hundreds. The decision maker may be a little bored, and is looking for a way to liven up the conversation and get some information on your personality. In that case a good question to ask the decision maker would be anything that relieves their boredom and allows them to talk. It is an accepted fact of making friends and influencing people that people love to talk, love the sound of their own voice, and love to hear their own name. The sweetest sound anyone can ever hear is the sound of his or her own name, so be sure to call the interviewer by name. That is just basic human nature. With that in mind, pay attention to the office surroundings. Does the decision maker have a hobby, like golf or fishing? Does the decision maker have sports trophies on display or a family photograph? If so, ask anything related to what is important to the decision maker.

Disguised as small talk, this is a strategic question that will bond you with the decision maker interviewer. If you allow the interviewer to talk about something he or she cares about, they will have positive feeling about you and about the interview. Give it a try, it could be the best question that you’ve ever asked a potential employer, and may lead to a great job.

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The best use of an interviewer’s time is spent prior to meeting the applicant. A quality prescreen of each candidate does two things: It saves the interviewer time by identifying undesirable candidates up front and allows the interviewer to prepare more fully and tailor the interview to each candidate. A quality prescreen should include a thorough review of all materials furnished by the applicant with a focus on consistency and truth in the details. The interviewer should attempt to gain some insight into each candidate prior to the interview.

Never write on original copies of pre-employment documentation!

Instead, use worksheets or make two copies of the documents. Use one copy to take notes on during the review and the other in case of an interview.

Never begin a pre-employment investigation before having a signed application and information release.

A powerful tactic in prescreening applicants with resumes is to first accept a candidate’s resume, then let them complete the application. Most applicants who are intent on fudging periods of employment have a very difficult time keeping their dates straight. If you have the opportunity to observe the candidate while they fill out an application, check to see if they refer to another copy of the resume or to another piece of paper. Oftentimes, applicants refer to “cheat sheets” in order to keep periods of employment consistent between resumes and employment applications.

EVALUATING THE RESUME

The simple truth regarding resumes is that they are sales tools used by applicants; advertising aimed at winning an audience with the interviewer, appropriately- “buyer beware.” An applicant will never understate job descriptions, responsibilities, accomplishments or salary. The strategy in evaluating resumes involves separating “fluff” from “super-fluff.”

“In writing biography, fact and fiction shouldn’t be mixed. And if they are, the fiction parts should be printed in red ink, the fact parts in black ink.” -Catherine Drinker Bowen

It may be helpful to consider the following:

Does the resume appear to have been written specifically for the position or does it appear to be a boilerplate document? A resume that is addressed to a specific individual and shows that the candidate has done some of his or her own homework indicates interest in the position.

A poorly written or disorganized resume may be indicative of the candidate’s work ethic. Resumes that omit dates of employment may be attempting to cover up large gaps in employment or a change in careers. Is there a pattern of consistent growth and progressive job responsibilities?

Resumes that contain too much information not related to the desired position (listing too much information about hobbies and interests) may be an attempt to draw attention away from where the essential information is lacking. Look for qualities that may indicate that the applicant is “bottom-line oriented” (all businesses are in it for the money) and concerned with growth potential within the company.

Never make a job offer based on a resume. Instead, compare it to an application and use it to develop areas for further questioning and discussion with the applicant during an interview.

REVIEWING THE EMPLOYMENT APPLICATION

Most studies indicate that more than 1 in 3 applications contain inaccuracies. Consequently, while reviewing any application you are looking for completeness, accuracy, and consistency.

First, look over the entire application and ensure that it is filled out (in ink) in its entirety, signed, dated, and legible (would a jury or hearing officer be able to read it?). Do not consider the application if it is not in order. If necessary, call the candidate back and have it completed it to your satisfaction.

Make notes on a copy of the application, highlighting the following areas (this will make it easier to quickly find important information later):

Social Security Number

Name and Address

Previous addresses that are not within the local area

Convictions, if any

Education institutions beyond high school

Supervisor’s name, phone number, dates and wage of prior employment

Reasons for leaving prior employers

Relatives and personal references that live outside of the local area

Consider the following “red flags” that will need further explanation by the candidate:

Any blanks

Unexplained gaps in time between previous employers

Other irregularities with dates

Previous supervisors with the same last name as listed relatives or other personal references

When the reason for leaving doesn’t relate to the next job (i.e. “left for better wages or benefits”) or if the next job doesn’t support the assertion

Periods where salaries or promotions increase sharply or decrease

Skills that are included when there are no obvious reasons in prior employment or education to support learning the skill

Any periods of self-employment

Instability in job history “job hopping”

Any other inconsistencies

L. Scott Harrell is the author of Truth or Consequences: Hiring for Integrity, a manual which completely and accurately describes proven pre-employment hiring strategies and interviewing skills developed from 14 years of experience as a private investigator and principal of CompassPoint Investigations.

More information regarding Hiring for Integrity and other effective hiring practices can be found via his website: http://www.HiringProfessionals.com

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This career tip is for you . . . if you’re serious about making a career or job change. Knowing your options and having a strategic plan are critical to your success in today’s job marketplace.

For instance, according to recent reports, your lifestyle may seriously affect your career or job choice. Did you know that people without spouses or children will represent one of the fastest growing segments of the workplace population?

As a result, employment law experts warn that discrimination suits based on parental status are likely to emerge.

That’s because in 2004 there were 46.4 never-married adults in the U.S.–more than double the number in 1970. The number of childless couples is expected to grow by 50% by 2010.

Already, people without spouses or children are seeking benefits better suited to their lifestyle. As a result, employers will have no choice but to explore a wider variety of work/life benefits instead of work/family benefits.

If you fall into these categories, your career planning should include these considerations. Earlier we reported that workplace privacy issues should also be part of your thinking. Checkout our website for more information on this emerging trend and how it impacts your job search.

For years EEI has recommended advance planning as a guarantee of solid and lucrative career growth. Now you can stay on top of the ever-changing job marketplace. So, don’t miss out on critical career news and innovative job search strategies. It’s so easy to have immediate access to current trends and alerts.

Because of the emerging trends we noted, it’s even more important than ever to be alert to the latest strategies and techniques that can assure you of success in your career or job change.

So, the most important career tip of all: know what your needs and options are. Then take the time to identify opportunities that best correspond to those needs.

Paul Megan writes for EEI, the world class leader in alternative job search strategies and non-traditional career advancement since 1985. Grab EEI’s stunning FREE REPORT: “How To Lock Up A High-Paying Job In 14 Days (Or Less)!” And click on RSS! http://www.fastest-job-search.com

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