37-133-0-p000i-00x.qxd 7/2/04 10:45 AM Page i w Book ie rv te In e c ti c Pra Dear Reader, th sides of e be en on bo I’v — ow kn I lt difficu en interInterviews are ates and I’ve be id nd ca b jo more fun interviewed things that are y the desk I’ve an m of k in ate You tly I can th the job candid on viewed Hones re su es pr you are e’s a lot of rviewer know te in e th Of course, ther t le to essure at Yo u want also a lot of pr s e’ er th can attest to th t Bu ate for the job person she the best candid make sure the to ts l an w ho w wer, pany in genera on the intervie d for the com an te b si jo e ng th ni r fit fo r Plan aging the Caree hires is a good an m d ar en he be n e s I’v e ofte In th e si x year about.com), I’v g in nn la t rp os ee M ar (http://c e job interview on About.com ed out over th ss re to st e ar ho pect an d how from people w questions to ex t faced w ve ow kn ho people w om fr people want to l m epo in t of I ge t a lot of iew I m ad e a rv te in answer th em an on egal questions at topic improper or ill formation on th in 300 interview of t lo a g in mind Ove r includin at th l al ith w ok ht face Read I wrote this bo ything you mig an r fo u yo e putting prepar to guide you in questions help em th e us d refully an the answers ca n responses ow together your Good Luck! 37-133-0-p000i-00x.qxd 7/2/04 10:45 AM Page ii The Series Editorial Publishing Director Gary M Krebs Managing Editor Kate McBride Copy Chief Laura MacLaughlin Acquisitions Editors Bethany Brown / Kate Burgo Development Editor Christina MacDonald Production Editors Jamie Wielgus Bridget Brace Production Production Director Susan Beale Production Manager Michelle Roy Kelly Series Designers Daria Perreault Colleen Cunningham Cover Design Paul Beatrice Frank Rivera Layout and Graphics Colleen Cunningham Rachael Eiben Michelle Roy Kelly John Paulhus Daria Perreault Erin Ring Series Cover Artist Barry Littmann Visit the entire Everything ® Series at www.everything.com 37-133-0-p000i-00x.qxd 7/2/04 10:45 AM Page iii PRACTICE INTERVIEW BOOK Be prepared for any question Dawn Rosenberg McKay Adams Media Avon, Massachusetts 37-133-0-p000i-00x.qxd 9/1/2006 10:47 AM Page iv To Dean and Rebecca for their patience Copyright ©2004, F+W Publications, Inc All rights reserved This book, or parts thereof, may not be reproduced in any form without permission from the publisher; exceptions are made for brief excerpts used in published reviews An Everything ® Series Book Everything ® and everything.com® are registered trademarks of F+W Publications, Inc Published by Adams Media, an F+W Publications Company 57 Littlefield Street, Avon, MA 02322 U.S.A www.adamsmedia.com ISBN 13: 978-1-59337-133-3 (paperback) ISBN 13: 978-1-60550-466-7(EPUB) ISBN 10: 1-59337-133-0 Printed in Canada J I H G F E D C B A Library of Congress Cataloging-in-Publication Data McKay, Dawn Rosenberg The everything practice interview book / Dawn Rosenberg McKay p cm ISBN 1-59337-133-0 ISBN 13: 978-1-60550-466-7(EPUB) Employment interviewing I Title II Series: Everything series HF5549.5.I6M327 2004 650.14'4 dc22 2004005401 This publication is designed to provide accurate and authoritative information with regard to the subject matter covered It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional advice If legal advice or other expert assistance is required, the services of a competent professional person should be sought —From a Declaration of Principles jointly adopted by a Committee of the American Bar Association and a Committee of Publishers and Associations Many of the designations used by manufacturers and sellers to distinguish their products are claimed as trademarks Where those designations appear in this book and Adams Media was aware of a trademark claim, the designations have been printed with initial capital letters This book is available at quantity discounts for bulk purchases For information, call 1-800-289-0963 37-133-0-p000i-00x.qxd 7/2/04 10:45 AM Page v Contents TOP TEN THINGS NOT TO SAY ON A JOB INTERVIEW viii INTRODUCTION ix C H A P T E R 1: Preparing for the Interview Understanding Job Interviews Learning about Yourself Learning about Your Prospective Employer Doing Your Research 10 Take Time to Rehearse 13 Access Your Network 15 Dealing with Anxiety 16 What to Do about Low Confidence 17 The Night Before and Morning of the Interview 18 C H A P T E R 2: First Impressions Count 19 What to Wear to the Interview What to Bring to the Interview Getting to the Interview on Time Arriving for Your Appointment The Interview Begins Body Language Making Your Exit Interviewing over a Meal Interviewing in a Foreign Country 19 24 24 26 26 28 32 33 36 C H A P T E R 3: Revealing Your Personality 37 Why the Personal Questions? 37 Questions and Answers 39 v 37-133-0-p000i-00x.qxd 7/2/04 10:45 AM Page vi THE EVERYTHING PRACTICE INTERVIEW BOOK C H A P T E R 4: Discussing Your Skills and Abilities 55 Hard Skills Soft Skills Skills You Haven’t Used Professionally Questions and Answers 55 56 57 58 C H A P T E R 5: Highlighting YourAccomplishments 73 Listing Your Accomplishments 73 Discussing Your Accomplishments 74 Questions and Answers 76 C H A P T E R 6: Questions about Your Education 91 How You Spent Your College Years 91 Questions and Answers 93 C H A P T E R 7: Discussing Your Work History 109 How to Present Your Past 109 Questions and Answers 111 C H A P T E R 8: Your Interpersonal Skills 127 An Employee Balancing Act 127 How Do You Resolve Conflicts? 128 Questions and Answers 130 C H A P T E R 9: Did You Do Your Homework? 147 Proving Your Knowledge 147 Highlight Skills That Fit the Company 148 Questions and Answers 150 C H A P T E R 10: What Would You Do If You Were Hired? 165 What You Can Bring to a Company 165 What the Company Expects of You 166 Questions and Answers 168 vi 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 280 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 281 APPENDIX B Glossary acceptance letter: A letter informing an employer of one’s decision to accept a job offer accomplishment: Something at which you succeeded as a direct result of your efforts achievement: See accomplishment Americans with Disabilities Act (ADA): A federal civil rights law that was designed to prevent discrimination and enable those with disabilities to participate fully in all aspects of society annual report: The primary document most public companies use to disclose corporate information to shareholders background check: Used by prospective employers to verify the information included on a job candidate’s resume or application, including work history and educational background May also include looking at criminal records and credit history behavioral interview: An interview during which the interviewer asks the job candidate to demonstrate her competencies by giving real-life examples of when she has used those competencies This may be either a standalone entity or part of a regular job interview benefits: The part of your compensation package that is in addition to salary May include health and life insurance, personal days, vacation, pension plans, tuition assistance, and severance packages body language: The nonverbal gestures and mannerisms used to interpret one’s true feelings career exploration: This step of the career-planning process involves gathering information about an occupation in order to make a decision regarding career choice Certified Professional Resume Writer (CPRW): A resume writer who is certified by the Professional Association of Resume Writers 281 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 282 THE EVERYTHING PRACTICE INTERVIEW BOOK chronological resume: A resume on which work experience is listed in reverse chronological order (that is, the most recent job is at the top of the list) Civil Rights Act of 1964, Title VII: This federal law prohibits employment discrimination based on an individual’s race, religion, sex, or national origin civil service: Employment in the federal government, or in a state or local government combination resume: A resume that combines the information included on both a functional and a chronological resume Skills are emphasized but an employment history is included committee interview: See panel interview competencies: A combination of your knowledge, skills, and abilities confidentiality agreement: Part of an employment contract that prohibits an employee from disclosing confidential or sensitive information Also referred to as a nondisclosure agreement corporate culture: The shared values, goals, and practices that give a corporation its unique personality cover letter: A letter sent along with a resume The cover letter’s purpose is to introduce the job seeker to the person who will be reviewing the resume and to express the candidate’s interest in the job curriculum vitae (CV): A summary of one’s work experience that is much more detailed than a resume; includes academic background, publications, and other professional achievements Equal Employment Opportunity Commission (EEOC): The federal agency that oversees the enforcement of antidiscrimination laws exempt employee: Refers to employees who are exempt from the overtime and minimum wage provisions of the Fair Labor Standards Act Exempt employees are generally those working in executive, administrative, professional, or outside sales positions Fair Labor Standards Act (FLSA): U.S law that establishes minimum wage, overtime pay, record-keeping, and child labor standards These standards affect nonexempt full-time and parttime employees in the private sector as well as in federal, state, and local governments 282 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 283 GLOSSARY Family and Medical Leave Act (FLMA): Enacted in 1993, this federal law allows for a leave from work for the birth or adoption of a child or one’s own illness or that of a family member Form 10-Q: A quarterly report that a publicly held company files with the SEC Form 8-K: The form a publicly held company files with the SEC to report the occurrence of any material events or corporate changes functional resume: A resume on which skills are categorized by job function Abilities are emphasized rather than work history glass ceiling: A term that refers to the invisible barrier which certain groups, e.g., women and minorities, cannot pass to reach higher career levels goal, long-term: A career or personal objective that can take from three to five years to complete goal, short-term: A career or personal objective that can be reached in one to three years group interview: A job interview during which a group of candidates are interviewed at the same time hard skills: The skills you learned in school or through some other formal training See also soft skills hiring manager: The person for whom a job candidate will work if hired The hiring manager interviews and selects the candidate human resources (HR) department: The department in a company that is responsible for selection, hiring, and training employees Sometimes referred to as the personnel department illegal questions: Technically, the questions that a prospective employer cannot, by law, ask a job candidate Often refers to questions used to gather information which the employer cannot use to make a hiring decision because of antidiscrimination laws See also Equal Employment Opportunity Commission informational interview: A meeting during which someone planning his or her career learns about a field of work from someone who has firsthand knowledge internship: Term of practical experience in one’s field of study under supervision Interns are sometimes paid 283 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 284 THE EVERYTHING PRACTICE INTERVIEW BOOK interpersonal skills: The skills one uses to get along with others job announcement: see job posting job banks: Web sites that list job openings and allow users to search through them by location, job type, and often keywords such as job title and employer See also resume banks job club: A group of people who meet to offer support to one another during the job search process Usually help is offered regarding resume writing, job interviewing, and networking job coach: See career coach job description: Provides details about a job, such as duties, requirements, and hours job objective: The section of the resume that tells a prospective employer what type of job the candidate is seeking job offer: An offer made to a job candidate by the prospective employer The job offer usually includes specifics about the job, such as salary, benefits, hours, and starting date job posting: A notice announcing that a job is available It usually gives some details about the position and its requirements job reference: Someone who the potential employer may contact to ask about a job candidate Generally this person will be able to recommend that the employer hire this person job reference list: A neatly formatted list of job references that includes names and contact information mentor: One who provides guidance for a less-experienced colleague mock job interview: A practice job interview, possibly videotaped network: The group of individuals to whom one can turn for help noncompete agreement: Part of an employment contract or a separate agreement that states that one will not compete with his or her employer An employee may be asked to sign a noncompete agreement upon being hired Also referred to as a noncompete clause nondisclosure agreement: See confidentiality agreement 284 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 285 GLOSSARY nonexempt employee: Refers to employees who are covered by the Fair Labor Standards Act Nonexempt employees must receive overtime pay and the current minimum wage panel interview: A job interview during which a group of people ask questions of the job candidate Also referred to as a committee interview personality inventory: A tool used to find out what personality type one fits into Personality inventories are used as selfassessment tools portfolio: A collection of work A portfolio generally contains pictures, photographs, or writing samples but may include any work samples a job candidate wants a prospective employer to see pregnancy discrimination act: Amends Title VII of the Civil Rights Act of 1964 to protect a woman from being discriminated against based on her pregnancy or related condition privately held company: A company owned by individuals or groups of individuals publicly held company: A company with shareholders who have a financial stake in the company qualifications: The knowledge, skills, and abilities a job candidate must have in order to be hired for a particular position reasonable accommodation: Adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities reference: See job reference rejection letter: A letter informing an employer of one’s decision to reject a job offer resume: A short summary of one’s work history and educational background A resume is usually one page in length See also chronological resume, combination resume, and functional resume resume banks: Web sites that allow users to post resumes so employers may search through them to find eligible applicants salary history: A document included as an addendum to the resume Lists salaries for each job on the resume 285 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 286 THE EVERYTHING PRACTICE INTERVIEW BOOK salary negotiation: The process a job candidate goes through to obtain the best possible compensation package selection interview: The interview during which the hiring manager will try to determine if the applicant is the best-qualified job candidate sexual harassment: Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature Rejection of this conduct may have a negative effect on one’s employment, work performance, or create an intimidating, hostile, or offensive work environment Sexual harassment violates the Civil Rights Act of 1964 screening interview: The initial interview with a prospective employer Usually someone from the human resources department will try to verify items on the candidate’s resume, such as dates of employment, schooling, etc Securities and Exchange Commission (SEC): The U.S government agency that protects investors and maintains the integrity of the securities market soft skills: Skills that aren’t specific to any occupation, but instead enhance one’s performance regardless of what one’s actual job is See also hard skills stress interview: A technique sometimes used by interviewers to weed out job candidates who can’t handle adversity The interviewer purposely makes the candidate uncomfortable or anxious thank-you letter: A letter the job candidate sends, following a job interview, to each person who participated in the job interview transferable skills: Skills one has gathered through jobs, hobbies, volunteer work, or other life experiences that can be used in future jobs or in a new career work history: Past jobs as described on one’s resume vita: See curriculum vitae 286 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 287 Index 287 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 288 THE EVERYTHING PRACTICE INTERVIEW BOOK A accomplishments preparing to discuss, 73–75 sample questions and answers about, 76–90, 157, 242 advancement, questions about, 249–251 Age Discrimination in Employment Act of 1967, 202, 204 age issues candidate’s age, 196, 202, 204, 205 supervisor’s age, 193 workforce statistics, 193 Americans with Disabilities Act of 1990, 203, 204, 215–216 anecdotes, 6, 223 anxiety, 16–17, 29, 51, 55–57, 179 appearance, 18, 19–23 arrival, at interview, 24–27 assertiveness, 131 B behavioral interview reasons for, 221–223 sample questions and answers, 224–243 body language, 14, 28–31, 36 boss disagreeing with, 131 discussing previous, 114 discussing unhappiness with job with, 144 disliking of, 134–135 predicting reactions of, 125 budgeting, 177, 236 Bureau of Labor Statistics, 149 C caffeine, 18 career progress, 76–78, 122 288 casual dress, 20–21 certification, 171 challenges, 172 change, 47 character traits, see interpersonal skills children, questions about, 210–211 choices, see decision-making Civil Rights Act of 1964, Title VII, 202, 203–204, 209 clothing for interview, 19–23 for job, 169 college, see education communication skills, 67 See also writing and presentation skills company directories, 13 computer literacy, 62–63 confidence, 17, 170 confidentiality, 175 conflict resolution, 128–129, 232, 243 See also supervisory skills convictions (legal), 191, 214 cost-cutting, 177 courses in college, 96–98, 101–104 plans for future, 104 co-worker, ideal, 137 crimes, 191, 214 crisis, handling of, 61, 88 criticism, 144 customer service, 142–143, 172 D date, being asked on, 140 decision-making about career, 53 at college, 93–94, 95, 102, 107–108 on the job, 50, 119–121, 179, 229, 232, 240 unpopular decisions and, 135 delegation, 61, 230, 239, 241 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 289 INDEX demotion, 188, 189 departure, from interview, 32–33 directions, ability to take, 65 disabilities, 204, 215 discrimination, see illegal questions dress code, see clothing drug addiction, 217 duties of job, 165–167 sample questions and answers about, 168–182 E education failure to finish, 192 lack of formal, 183, 184 plans for future, 171 reasons for asking about, 91–93 sample questions and answers about, 93–108 e-mail, thank-you letters and, 259, 265 emergency projects, 80, 229 employee, ideal, 138 employer, prospective demonstrating knowledge about, 150–151, 153–155, 156, 158, 160, 162–164 ideal, 158 obligations to, 50 questions to ask about, 249–254 what you would bring to, 165–182 see also research, about employer employment history, see work history Equal Employment Opportunity Commission (EEOC), 201–202, 212 etiquette in foreign countries, 36 at meals, 33–35, 36 when entering office, 26–27 evaluation by others, 71, 123, 139, 186 of others, 133 of self, 136 exaggeration, avoiding, See also honesty exercise, 16–17 experience, see work history extracurricular college activities, 92, 97, 98 eye contact, importance of, 30 F fact-finding skills, 240 family life, 44, 218 firing of employee, 243 of interviewee, 184–185, 188 foreign country interviews, 36 G goals accomplishment of work and personal, 48, 74–75, 79, 85 aligned with employer, 236 company research and, 156 job change and, 115, 122 long- and short-term, 42 grades, in college, 101, 106, 193 grooming, 22 group interview, H hair, 22 handshake, 31 health benefits, 255 health issues, 215, 218 height, 208 hiatus, from job market, 184, 187 high school, 96–97, 106, 200 289 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 290 THE EVERYTHING PRACTICE INTERVIEW BOOK hiring decisions, questions about, 250–251 hobbies, 49 honesty, 7, 181, 198, 239 Hoovers Online, 13 hours expected working hours, 161 working long, 169, 176, 180, 213 hypothetical situations, 226 I illegal drugs, 217 illegal questions laws about, 201–204 sample, and answers to, 161, 205–219 industry demonstrating knowledge about, 152 returning to previous, 198 initiative, taking, 241 interest, demonstrating, 245–247 Internet company research on, 8, 10–11, 12 finding directions on, 25 internships, 92, 99 interpersonal skills reasons for asking about, 127–129 sample questions and answers about, 130–146, 224, 227, 233–235 interviewer, asking about, 249 interviewing company, see employer, prospective interviews follow-up to, 257–270 process of, 3–4 purpose of, 1–3 types of, what to take to, 24 introduction, of self, 27 290 J jewelry, 22–23 job asking for, 33 receiving offer of, 270 turning down offer of, 265–268 job change, explaining, 196 job description asking for, 10, 248 behavioral interview questions and, 223 being asked to go beyond, 132 demonstrating knowledge about, 155, 160 job satisfaction, 113 journals, company information in, 11–12 L leadership, 45 See also supervisory skills letters, see thank-you letters libraries, resources of, 12 M makeup, 22 management skills, 58, 64, 69, 232, 243 See also supervisory skills manager, ideal, 137–138 marital status, 198, 211, 213, 218, 219 meal, interview during, 32–35 medical experience, 71–72 mental health, 216 military experience, 60 motivation, 85 motivational skills, 224, 225 multitasking, 230 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 291 INDEX N national origin discrimination, 203, 206–207 networking, 15–16 NewsLink, 12 newspapers, company information in, 11–12 New York Times online, 12 prospective employer, see employer, prospective public versus private companies, 8–10 Q questions, for interviewee to ask importance of, 32–33, 245–247 sample, 248–256 O obstacles, overcoming, 84 organizational skills, 64, 172, 226 overqualification, 190, 192 P panel interview, personal information reasons for asking, 37–38 sample questions and answers about, 39–53 see also illegal questions persuasion, 141, 242 pet peeves, 47 physical characteristics, discrimination and, 205, 208, 215 political affiliation, 212 posture, 30–31 practice interview, 13–15 pregnancy discrimination, 204 prescription drugs, 217 presentation skills, see writing and presentation skills previous job, see work history problems anticipation/avoidance of, 236 solving of, 59, 88, 230, 237 procrastination, 46 promotions, lack of, 87 promotional skills, 70 promptness, 24–25 R racial discrimination, 203, 206 receptionists, 26 references accomplishments and, 83 from previous supervisors, 119, 189 rehearsals of interview, 13–15 relaxation, important before interview, 18 religious discrimination, 161, 180, 204, 209, 255, 256 relocation, 161, 181, 248 research, about prospective employer, 8–13 benefits of, 147–149 questions interviewee will ask and, 245–247 sample questions and answers, 150–164 research skills, 70, 230, 240 responsibility, 123, 190 resume collaborating on, 6–7 taking copies to interview, 24 using to prepare for work history questions, 110 rewards for accomplishments, 81, 87 of doing job, 116 risk-taking, 44 291 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 292 THE EVERYTHING PRACTICE INTERVIEW BOOK previously unsupervised employees, 168 problem resolution, 143, 145, 146, 176 relationship with subordinates, 130–133 S salary issues, 182, 255 satisfaction, from accomplishments, 78, 82 scheduling abilities, 174, 241 screening interview, second interview, Securities and Exchange Commission, 8–9 selection interview, sexuality issues, 208, 219 skills and abilities hard and soft, 55–57 highlighting for interviewing company, 148–149, 151 sample questions and answers about, 58–72, 124, 197 see also accomplishments; work history software skills, 62 special situations learning to talk about, 183–185 sample questions and answers about, 186–200 specifics about accomplishments, 74, 76 providing in answers to questions, spending habits, 48, 53 strengths, 43 See also skills and abilities stress, see anxiety success, 41, 84, 86 suits, 19–20, 21 supervisors getting along with, 133 working with younger, 193 supervisory skills, 72, 134 angry employee and, 141 employee work habits and, 140, 145, 176 large staff, 174 others’ opinions of, 71, 123, 139, 186 292 T table manners, 33–35, 36 team building/team work, 43–44, 81, 173, 225, 227, 237 technical support experience, 69 telephone interview, termination of employment, see firing thank-you letters, 250, 257–260 sample, 261–264 time management, 62, 64, 225, 228, 241 Toastmasters International, 14 training, lack of formal, 197 travel illegal questions and, 218 job transfers and, 198 willingness to, 124, 175, 178 turnover, questions about, 250–251 typical day, 112 U underqualification, 195 unions, 212 V vacation time, 255 violence, in workplace, 129 volunteer experience, 68 37-133-0-p001-294.qxd 7/2/04 10:48 AM Page 293 INDEX W Wall Street Journal online, 12 weaknesses, 40 weight, 205 work environment, 52 work habits, 39, 43, 168 work history during college, 113 gaps in, 183, 184, 186, 187, 191, 194, 199, 200 how to present, 6–7, 109–110 lack of experience, 195 sample questions and answers about, 65, 76–78, 80, 86, 111–125, 199 value to employers and, 80 World Wide Web, see Internet writing and presentation skills, 58, 224, 230, 238, 241 293 37-133-0-p001-294.qxd 4/11/2008 10:08 AM Page 294 OTHER EVERYTHING® TITLES YOU MIGHT ENJOY The Everything® Cover Letter Book, 2nd Edition 1-59337-335-X $14.95 ($19.95 CAN) The Everything® Job Interview Book 1-58062-493-6 $14.95 ($19.95 CAN) The Everything® Resume Book, 2nd Edition 1-58062-807-9 $14.95 ($19.95 CAN) Available wherever books are sold! 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