By Katharine Hansen

Behavioural interviewing is a relatively new mode of job interviewing. Employers such as AT&T and Accenture (the former Andersen Consulting) have been using behavioural interviewing for about 15 years now, and because increasing numbers of employers are using behaviour-based methods to screen job candidates, understanding how to excel in this interview environment is becoming a crucial job-hunting skill.

The premise behind behavioural interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioural interviewing, in fact, is said to be 55 percent predictive of future on-the-job behaviour, while traditional interviewing is only 10 percent predictive.

Behavioural-based interviewing is touted as providing a more objective set of facts to make employment decisions than other interviewing methods. Traditional interview questions ask you general questions such as "Tell me about yourself." The process of behavioural interviewing is much more probing and works very differently.

In a traditional job-interview, you can usually get away with telling the interviewer what he or she wants to hear, even if you are fudging a bit on the truth. Even if you are asked situational questions that start out "How would you handle XYZ situation?" you have minimal accountability. How does the interviewer know, after all, if you would really react in a given situation the way you say you would? In a behavioural interview, however, it's much more difficult to give responses that are untrue to your character. When you start to tell a behavioural story, the behavioural interviewer typically will pick it apart to try to get at the specific behaviour(s). The interviewer will probe further for more depth or detail such as "What were you thinking at that point?" or "Tell me more about your meeting with that person," or "Lead me through your decision process." If you've told a story that's anything but totally honest, your response will not hold up through the barrage of probing questions.

Employers use the behavioural interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success. The interviewer identifies job-related experiences, behaviours, knowledge, skills and abilities that the company has decided are desirable in a particular position. For example, some of the characteristics that Accenture looks for include:

• Critical thinking
• Being a self-starter
• Willingness to learn
• Willingness to travel
• Self-confidence
• Teamwork
• Professionalism

The employer then structures very pointed questions to elicit detailed responses aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell about a time..." or "Describe a situation..." Many employers use a rating system to evaluate selected criteria during the interview.

As a candidate, you should be equipped to answer the questions thoroughly. Obviously, you can prepare better for this type of interview if you know which skills that the employer has predetermined to be necessary for the job you seek. Researching the company and talking to people who work there will enable you to zero in on the kinds of behaviors the company wants.

In the interview, your response needs to be specific and detailed. Candidates who tell the interviewer about particular situations that relate to each question will be far more effective and successful than those who respond in general terms.

Ideally, you should briefly describe the situation, what specific action you took to have an effect on the situation, and the positive result or outcome. Frame it in a three-step process, usually called a S-A-R, P-A-R, or S-T-A-R statement:

• situation (or task, problem),
• action,
• result/outcome.

It's difficult to prepare for a behaviour-based interview because of the huge number and variety of possible behavioural questions you might be asked. The best way to prepare is to arm yourself with a small arsenal of example stories that can be adapted to many behavioural questions. Despite the many possible behavioural questions, you can get some idea of what to expect by looking at Web sites that feature behavioural questions, including:

• Sample Behavioural Interview Questions
• Behavioural Interviewing
• How to Behave in a Behaviour-Based Interview

Knowing what kinds of questions might be asked will help you prepare an effective selection of examples.

Use examples from internships, classes and school projects, activities, team participation, community service, hobbies and work experience -- anything really -- as examples of your past behaviour. In addition, you may use examples of special accomplishments, whether personal or professional, such as scoring the winning touchdown, being elected president of your Greek organisation, winning a prize for your artwork, surfing a big wave, or raising money for charity. Wherever possible, quantify your results. Numbers always impress employers.

Remember that many behavioural questions try to get at how you responded to negative situations; you'll need to have examples of negative experiences ready, but try to choose negative experiences that you made the best of or -- better yet, those that had positive outcomes.

Here's a good way to prepare for behaviour-based interviews:

• Identify six to eight examples from your past experience where you demonstrated top behaviours and skills that employers typically seek. Think in terms of examples that will exploit your top selling points.
• Half your examples should be totally positive, such as accomplishments or meeting goals.
• The other half should be situations that started out negatively but either ended positively or you made the best of the outcome.
• Vary your examples; don't take them all from just one area of your life.
• Use fairly recent examples. If you're a college student, examples from high school may be too long ago. Accenture, in fact, specifies that candidates give examples of behaviors demonstrated within the last year.
• Try to describe examples in story form and/or PAR/SAR/STAR.

In the interview, listen carefully to each question, and pull an example out of your bag of tricks that provides an appropriate description of how you demonstrated the desired behavior. With practice, you can learn to tailor a relatively small set of examples to respond to a number of different behavioural questions.

Once you've snagged the job, keep a record of achievements and accomplishments so you'll be ready with more great examples the next time you go on a behaviour interview.

By Koon Mei Ching

This article is probably what most of you out there are waiting for. So, wait no more! The "Interviewer's Top 10 Hits" Best Compilation record is out! Here, you'll find a list of the 10 most popular questions used by those faithful interviewers world wide. I do want to caution everyone though, that this is only to provide you with a overall guide to what they want to know, and it should not be treated as text book answers, because there are none. If everyone started answering the same questions with the same answers, there would be (a) very bored interviewers, and (b) absolutely no selection process. But let me not digress.

And the Top 10 are...

1. Tell Me Something About Yourself
Now, this is a golden classic used at the start of interviews to break the ice and to get you to give them a good initial run down of who you are and your "hidden" characteristics, demonstrated in the way you present this self-story.

You should prepare a 2 to 3 minute presentation that briefly introduces your self (where you're from), your personal interests (hobbies, community involvement etc), your work history, and recent career experience. The most time should be spent on the accomplishments in the last two areas.

Interviewers look out for three things:

1. If you are able to give a brief, sequential summary of your life and career that relates to the job for which you're interviewing. Don't ramble on aimlessly on irrelevant nitty gritty details though. If you find yourself at the 5 minute mark talking about your high school days, you are WAY off the mark!
2. Your conversational style, your confidence level, your ability to organize and present information.
3. An idea of the person your are behind the suit.

2. Why Do You Want To Join This Company?
OK, now they want to know your motivations for joining the company. And this is usually where they can read between the lines in your answer, so think carefully when answering.

First, do your research on the company, its culture and market. Not enough job seekers do enough or ANY of this which is a real no-no! Make sure you understand who you are being interviewed by.

Second, DON'T give answers such as "Oh, because its such a cool place to work!", "I like your salary and benefits package," or "My friends are already there and it makes it easier for us to hang out together." OK, so maybe I exaggerate a little bit, but you should get the picture.

These answers seem "give-me" oriented and do not show the interviewer how your skills and experience deliver what the company needs.

Third, DO demonstrate to them how you can contribute to the company's goals and how your skills and experience match their requirements. Use concrete examples as if you were already working there. For instance, when I interviewed with JobStreet.com for the role of Editor, I drew up a list of things that would add value to the job seeker. Similarly, if research shows that the company is trying to be market leader, tell them how your experience/skills will be able to let you contribute to adding market share for the company.

3. Why Are You Looking For A New Job?
This may seem like a straightforward question to answer, but look again. It is very easy to slip up here if you are unprepared. Most people seek another job because they are unhappy/unsatisfied with their current employment. But relating ANYTHING in a negative light at an interview is bad form. Most interviewers don't look so much for the reason you left, but they way you deliver your response. So, always be honest and positive.

Even if you got fired from your last job, try to keep it brief yet honest. If you start ranting on about how your ex boss/company was a terrible employer, they may be thinking "Is he still dealing with bitter or sad feelings, or has he been able to focus his energy on the future and the next position? Does she place total blame on others for her situation or does she accept at least some responsibility for it?" Further, most terminations happen because of an ill-fit between company and employee, not so much performance. So, try to take this angle.

If you left voluntarily, don't dwell on the negative reasons for leaving, and focus on how you can contribute better to your new company/role.

Some examples of answers that would work are below. But again, don't just memorize these answers and throw them out again without being really honest. Interviews never work if you approach them like textbook exams.

1. I wanted to move my career in a new direction. (Make sure you mention what this new direction is.)
2. My company was restructuring and I chose to seek better opportunities elsewhere.
3. I want to keep developing new skills but was unable to pursue this in my previous company. I decided to make a change to allow this to happen.

4. What Kind Of Position Are You Looking For?
Avoid vague answers such as "I want an exciting job" or "I want to grow my skills in this area." It shows lack of focus and motivation for your career objective. Instead, focus on your desired position and how your skills and experience can help you be an asset within that position. For example, "I have a strong ability to communicate and market a product as proven in my 2 years experience as marketing officer at University/company A. I believe that I understand the consumer industry and can add value to your company's marketing efforts."

5. What Do You Consider Your Strengths and Weaknesses?
This is a time to be honest, but don't go to extremes either way. You don't want to start telling them that you are really terrible at organizing and can never be on time. Neither do you make yourself out to be the next best thing since sliced bread. Instead, be clear and concise about qualities that demonstrate you take responsibility for your work ethic, actions, and experiences learned (or failures) on the job, problem-solving ability, and values.

6. What Do You Know About Our Company?
This is where your research has come in handy. It is a way to demonstrate that you are serious about joining the company and was motivated enough to learn about it before the interview. Don't respond by repeating each and every fact you learnt about the company, because it can seem arrogant and memorized. Do mention its major product, markets and latest development. Keep things positive. Also try to show your eagerness to learn more about the company by asking some questions to the interviewer him/herself.

7. What Do You Consider Your Greatest Achievements?
Try to mention about 2-3 achievements. This is a way for interviewers to gauge how you managed people/projects/yourself in a successful manner - which can translate into how you may be able to succeed in the company if they hire you. Try to choose a set of achievements that allow you to display a variety of strengths. Ie. A successful event that you set up showing your organizational skills, successfully resolving a situation at work which demonstrates your problem solving skills and delivering an important report under difficult circumstances which shows your ability to handle pressure.

8. Where Do You See Yourself One / Five Years From Now?
Respond to reflect your confidence and drive to reach a level of work that will be rewarded for your success. State realistic expectations and propose a real plan of where you intend to go within the company. Never sound overly confident, fearful or confused.

9. What Type Of Job Assignments Did You Perform In Your Last Job?
Be honest and to the point answering this, even if the assignments performed don't exactly match those required in the new position. However, also take the opportunity to mention any projects your volunteered for, special projects you took on outside your work scope or elected positions held in committees in other past jobs/university. The key point here is to try to tell them about experience gained in areas that might be relevant to your new position.

10. When You Start A New Job, How Do You Establish Good Relationships With Your New Colleagues and Supervisors?
It is important here to be enthusiastic and positive. Tell them how you worked well with your past colleagues or peers in projects etc. Networking skills is important so show how you used yours in your past to good stead.

So that wraps out the countdown! The bottomline is, be prepared, do your research, and understand the job you are being interviewed for and how your skills / personality / experience match the job's requirements. Close the interview with any last questions, pass on your namecard if you have one, thank them for their time and give a firm handshake before smiling and saying good bye.

The first interview is just a lead into the second interview or offer to a job. Not everyone is suited for the job or the company. So don't be discouraged if you were not offered a position right away. Keep your chin up and your cool, and don't give up on yourself!

Besides, things could be a lot worse at interviews and you could be asked a question like the one used by Goldman Sachs in the USA, "There are eight balls, one of which is slightly heavier than the others. You have a two-armed scale, which you are allowed to use only twice. Which ball is heavier?" Now where is my physics textbook again...

Often, the toughest part of getting any job is likely to be the interview - that moment when you come face to face with a prospective employer and just when you need all the confidence you can muster it seems to completely disappear. Getting through interviews and making them work effectively for you is something that everyone can do - it just takes careful planning.

Essential homework
Find out as much as you can about the job, analyse the job description, try and work out what sort of person is required and match that to your own strengths and skills.

If you are going through an employment agency such as Kelly Services then your consultant will be able to give you a detailed job description and make sure you know all about the position before you get there.

Research the company, find out all you can about them to show you are really interested in joining. Local reference libraries can often help here or you can contact the company direct and ask for information such as the Report and Accounts and other literature. Again, if you are using an agency then you will be given relevant information.

Plan your route, giving yourself plenty of time to get to the appointment - ideally you should aim to arrive 5-10 minutes early to give yourself a chance to look around and to relax.

Think carefully about what to wear - the importance of first impressions cannot be overstated. Make sure that you look smart and professional.

Think about what it is you want to achieve from the interview. Remember it is as much for you to find out about them as the other way round. Try rehearsing with a friend giving you the opportunity to go over key points.

Make a note of any questions to ask on the day or any points you would like to cover at the interview.

Handling difficult questions
Employers often ask questions designed to discover how you would deal with certain situations and how you would behave. For instance 'describe a situation where you have shown yourself to be flexible' or 'describe how you dealt with an unexpected situation' are both ways of trying to find out more about the way you operate as a person.

Producing answers isn't as difficult as it may first appear, particularly if you have given some thought to these type of questions coming up. You can draw on your past experience and you don't necessarily have to contain yourself to the workplace. Even being able to successfully share a flat demonstrates that you are a team player with the ability to negotiate!

Telephone interviews
Some companies use telephone interviews to draw up their shortlist so it is worth giving some thought to how you would cope with this technique. In many ways you need to prepare for a phone interview in the same way as you would for a face-to-face interview. In this instance it is particularly important to think of some questions that you want to ask the interviewer. You should also try and ensure that you have some privacy - so try and find a quiet phone that you can use and then you need to get yourself into interview 'mode'. Try and imagine you are sitting in front of the interviewer and use facial expressions as you would in a one to one interview because your attitude and frame of mind is always reflected in your voice - so don't forget to smile and be positive. Don't forget the 5 W's - Who, What, Where, Why and When.

Work out honest and persuasive answers to likely questions such as:

• Why do you want to join us?
• What can you bring to the job/company?
• Why did you leave your last job or why are you leaving your present job?
• Tell me about your last/present job?
• How will you set about tackling this job if you are successful?
• What do you think the main changes will be between your last/present job and this one?

On the day
Give yourself plenty of time - don't put yourself under extra pressure by having to rush. Always take an up-to-date copy of your CV that is clean and crisp together with a notebook and pen. When you meet the interviewer look directly at the person, smile, and give a firm handshake - this shows confidence.

Do

• Be positive: Watch your body language - e.g. don't cross your arms (it gives the impression of putting up a barrier between you and the interviewer); make frequent eye contact; good posture is important
• Listen
• Reply to any questions clearly and concisely
• Make a note of points to return to
• Be courteous to everyone you meet
• Be honest

Don't Interrupt

• Fidget
• Let your mind wander
• Be afraid to sell yourself
• Just answer with a yes or no - expand

Remember to thank the interviewer for seeing you and again shake their hand firmly and confirm that you want the job. Remember to believe in yourself, your skills and abilities. You wouldn't have been selected for the interview in the first place if the company didn't think you could be the right person for the job.

Every interview is a learning experience and each one teaches you a little bit more about what to say and do and what to avoid. If you are unsuccessful then don't be too dismayed - there is always next time and the better your interview technique the more likely it is that you will succeed.

By Koon Mei Ching

Sometimes I think the entire interview process is turned on its head.

In a typical interview the recruiter commences with a slew of exploratory questions aimed at extracting key information that will help the candidate differentiate him or herself from the other 230 candidates being interviewed.

Our ultimate objective as interviewers is to narrow the hundreds of homogenous Resumes into a crème pile of 20 quality individuals. Pure and simple. Contrary to popular belief, we are not out to get you. Rather, we are trying to assist you in highlighting your strengths and capabilities so that we can meet our quality quota and happily go home.

Despite this obvious intention, I, as a recruiter, seem to spend excruciatingly tedious amounts of time probing the interviewee for information that, really, is aimed at helping them market themselves to me. It is at times like these that I exasperatingly ask myself: "How come I am doing all the work?"

More often than not, it seems that the candidates are quite happy to marinate in their sauces and curtly answer questions in a very superficial manner.

The key to creating the right impression lies in your ability to truly listen to the questions asked of you and respond with the kind of information sought by the interviewer. From my experience, most candidates seem to be having a terribly difficult time in understanding this very basic objective of the interview. The majority of candidates have shown a disappointingly slender grasp of the process of analysis - whether that be a true reflection of their ability.

Before you fire your pre-programmed answers at the interviewer, make that extra effort to examine the true motivation behind the questions asked of you.

Do I merely want to know about the list of extra-curricular activities you participated in or do I want to know about how these activities have added to your capability profile? When I ask you to talk about a topic like the environment, do I want to get the definition of the term or do I wish to gauge your ability to explore wider issues and think outside the box?

When I ask you to tell me about your most significant achievement; take the time to delve into the motivation of your chosen project, the manner in which you applied yourself, the challenges you faced, how you managed the situation and why you feel its achievement deserves the merit you accorded to it. Avoid rattling on an exhaustive list of bullet points that serve only to cursorily answer me with face-value information, making me no wiser as to your accomplishment.

Ultimately, if we have to prise the information from you with a crowbar, you're digging your own grave with a foot in it. The fact that you are not thinking about your responses presents us with a none-too-complimentary view about your ability to perform and advance in our company.

The interview is all about figuring out the kind of person you are, the capabilities you possess and the way your mind works. When you go into your next interview, remember these key points and respond in a manner that will define who you are and why we should be snapping you up like a hot cake.

Yes and No answers will just not cut it anymore. If you want the job, impress the interviewer. No more, and definitely no less.

You have the power to convince us. Whether or not you make the cut is up to you.

By Koon Mei Ching

I have been receiving a deluge of queries about interviews and how to get it right the past few months. I thought a logical way to attack the growing pile of question marks, was to shed some light on that game we play - the Interview. It should arm you with the right tactics and tools to make it happen for you! So, without further ado, let the games begin!

You Have 10 Brown Eggs, But Which Makes the Best Ommelette?
The interview is basically a tool used by employers/HR managers to select the right candidate for the right position. Now, it seems pretty simple, but the mechanics behind the process lends more than the eye can see. Most employers will start the recruitment process by using objective minimum requirements - i.e. skill, education, experience, expected salary etc. - to shortlist the candidates down to a manageable number out of the confusion of applications.

So how do they pick from say, 10 equal candidates who match up to the minimum requirements mentioned above? Even if you hit a match of 5 out of 5 for job requirements, someone else may get the job instead of you.

And so your intrigue rises. This is where the interview steps in to siphon out those more suitable based on "touchy feely" emotional aspects of the candidate.

Let's Get Touchy Feely, Shall We?
The emotional aspects being selected in the interview are generally as follows: initial impression, management potential, motivation/enthusiasm, personal chemistry, and competence.

Initial Impression:
Making the right first impression on your interviewer is vital to setting the scene for the rest of the interview. Humans naturally make a judgement about another by the way they look, act, speak etc. So the first few minutes in the interview are crucial to get across your nonverbal factors such as: vocal quality, body posture, eye contact, and facial expressions. Project self-confidence, professionalism, and eager interest in the company through your actions and demeanor, and you will make an effective initial impression.

Management Potential:
Employers hire people with potential to advance in the company as they usually prefer to grow their own management team. They look for people who have the capacity to take on more responsibilities, lead their team members and manage projects. Typically, this evaluation is based on a gut feel and the onus falls on you to point out relevant experiences that indicate your potential to adapt to a changing environment and growing roles.

Motivation/Enthusiasm:
This translates into the positive drive to accomplish a task/goal. Employers want to hire people who are genuinely excited about working for them and developing their product. They are trained to spot phony enthusiasm a mile away, so don't go trying to fake it, I beg of you. Research the company and its product before you apply to make sure that you have an honest enthusiasm for what you will be doing with the company if they hire you, and project this during your interview.

Personal Chemistry:
Know how you feel when you "click" or don't "click" with someone you meet? The same theory applies during an interview.

It sounds logical that employers prefer to hire people they like over those they don't feel comfortable with. This is personal chemistry. The reason for this is simply.simple. It is easier to work with and accomplish tasks effectively in a team with people you genuinely like. Whilst this hypothesis seems a little "vague", it is human behaviour and that, my friends, is the world we work in. Do note though, that it is difficult to "make" personal chemistry happen. Eye of newt and a bag of bat wings are useless, I am afraid. But if you step out of the interview feeling like you connected with the interviewer, your chances definitely shine brighter.

Competence:
This element is colored a slight shade of gray. While it should be measurable, it is more subjective than objective. This has to do with characteristics like adaptability to change, lateral thinking and people management skills. Employers want people who can contribute in a variety of ways, not only directly to the task they are working on. It could mean brainstorming on innovative ideas, helping to manage a team for a project or dealing with problems on your feet. If you can highlight competencies gained through your own past experiences in your interview, you can add one more point to your interview score!

In ending, understand that fulfilling the minimum requirements stated in the job advertisement is not the "end all be all" that determines if you get the job. The "hidden" emotional factors that are determined in the interview play a very strong role in deciding who wins the prize at the end of the day. So even if you don't have strong qualifications, you may still be able to leverage the interview to your advantage by laying up your "emotional" strengths. You're in the last quarter and the game depends on your next shot. You've got the talent. You've got the skills. Now go out there and score that killer interview!

By Ngeow Yoke Meng

Telephone interviews are becoming an important part of the recruitment process. They are now used frequently by many organisations, as the first stage in selecting a candidate.

Telephone interviews save time and cost relatively less

Employers conduct telephone interviews for a variety of reasons. They may have received hundreds of responses to a vacancy advertisement and do not want to go through a face-to-face interview with each applicant. A number of applicants may be residing in other cities, and the organisation wants to save on the time and cost involved in arranging in-depth interviews across the table for these applicants. The pile of resumes received can be significantly reduced by just conducting a short telephone interview and then short-listing the suitable applicants.

Employers, therefore, use the telephone interview as an initial screening interview. It is a short, cost-effective way of finding out the answers to the following questions about the applicant:

• Is the applicant serious about the job and the organisation?
• Has he/she made any effort to research the company/position or has just sent in his/her resume?
• How good are his/her communication skills?
• Why does he/she want to quit from his/her existing job?

Telephone interviews are becoming an important part of the recruitment process. They are now used frequently by many organisations, as the first stage in selecting a candidate.

Through this article, we will provide guidelines on how you can prepare for a telephone interview - to improve your performance and increase your chances of being short-listed.

Try to get short-listed to the next stage of the face-to-face interview

What is your objective in a telephone interview?

As the telephone interview is usually the initial screening interview that works as an elimination round, your objective is to get short-listed! Getting short-listed implies that you move on to the next round of the face-to-face interview.

You need to, therefore, prepare for this telephone interview and not treat it as lightly as a casual call. However, do not let the significance unnerve you. It is important that you remain cool and confident throughout the duration of the telephone interview, as this will do wonders to your performance!

The interviewer wants to evaluate your communication skills

The primary concern of the interviewer, during a telephone interview, is to judge you by your communication skills. How well do you communicate on the telephone, where you cannot see your interviewer? Do you seem uncomfortable since you cannot see the interviewer's reactions? Do you sound confident, qualified, interested and enthusiastic despite the absence of non-verbal cues from the person at the other end? Or are you left stuttering and groping for words, distraught by occasional awkward silences during the telephone call?

These are issues that you need to keep in mind during the telephone interview.

• How can you improve the way you communicate on the telephone?
• Can you change the way you speak overnight just for an interview?

Think through your answers to improve the way you communicate on the telephone Improving the way you communicate on the telephone is not just how you speak and your accent. What is crucial is what you say i.e. the content of your answers. You can definitely make a difference to your answers by a certain degree of smart preparation.

Your preparation should involve thinking through certain questions that you could be asked with regard to your resume, and how you could possibly answer them. This does not mean that you should memorise canned and standard answers, but just that you draw up a list of anticipated questions, and think through how you would answer them. You could jot down points for each answer or just write a few key words to clarify your thought flow.

This will eventually help you in the actual telephone interview by reducing the time taken to answer questions, will ensure that the answers are brief and to the point, will reduce unnecessary gaps and long silences at your end. In addition, it will also indicate to the interviewer that you are a thinking person with clear career plans and are seriously interested in the position at the employer organisation.

If you get caught off guard because you had not thought through a list of anticipated questions, your answers would tend to be long, lacking focus and you would come across as a confused individual, which is definitely not what you want the interviewer to perceive.

By Sanjeev Sharma

Tell me about yourself is a question that most interviewees expect and it is the most difficult to answer as well. Though one could answer this open-ended question in a myriad of ways, the key to answering this question or any other interview question is to offer a response that supports one's career objective. This means that you should not respond with comments about your hobbies, spouse, or extra curricular activities. Trust me, interviewers are not interested. To start with there is no correct answer to this interview question. I would lean in the favour of a quick reference to some personal traits that give a quick view of who you are. From there one could move to a one sentence of any relevant education/qualification. There should also be a mention of employment history.

Purpose of the Question:
In one of my write-ups, Across the interview table, I did mention that there is a purpose to each and every question in the interview. One cannot ask anything and everything. Again, a set of interview questions varies from industry to industry and position to position. Interviewers use the interview process as a vehicle to eliminate your candidacy. Every question they ask is used to differentiate your skills, experience, and personality with that of other candidates. They want to determine if what you have to offer will mesh with the organization's mission and goals.

What type of answer is expected?
Try to avoid this type of answer: I am a hard-worker who is good with numbers. After I worked as a financial analyst for a few years, I decided to go to law school. I just finished and now am looking for a new challenge.

Say something like this: I began developing skills relevant to financial planning when I worked as a financial analyst for three years. In that role, I succeeded in multiplying the wealth of my clients by carefully analyzing the market for trends. The return on the portfolios I managed was generally 2% more than most of the portfolios managed by my company. My initiative, planning, and analytic skills were rewarded by two promotions. As the manager of a team, I successfully led them to develop a more efficient and profitable strategy for dealing with new accounts. My subsequent training in the law, including tax law and estate law, gives me an informed view of what types of investments and charitable gifts would be most advantageous for your clients.

Preparing for the answer:
Follow the following steps as outlined below to ensure your response will grab the interviewer's attention:

• Provide a brief introduction. Introduce attributes that are keys to the open position.
• Provide a career summary of your most recent work history. Your career summary is the "meat" of your response, so it must support your job objective and it must be compelling. Keep your response limited to your current experience. Don't go back more than 10 years.
• Tie your response to the needs of the hiring organization. Do not assume that the interviewer will be able to connect all the dots. It is your job as the interviewee to make sure the interviewer understands how your experiences are transferable to the position they are seeking to fill.
• Ask an insightful question. By asking a question you gain control of the interview. Don't ask a question for the sake of asking. Be sure that the question will engage the interviewer in a conversation. Doing so will alleviate the stress you may feel to perform.

There you have it: a response that meets the needs of the interviewer AND supports your agenda.

When broken down into manageable pieces, the question "So, tell me about yourself?" isn't overwhelming. In fact, answering the question effectively gives you the opportunity to talk about your strengths, achievements, and qualifications for the position. So take this golden opportunity and run with it!

When asked by different people?
HR managers or CEOs of the company or the Departmental Heads can ask the same question and your answer should vary. The expectation of each person is different.

When asked by the HR Manager your response must be like this: "My career has been characterized by my ability to work well with diverse teams. I seek out opportunities to involve others in the decision-making process. This collaboration and communication is what has enabled me to achieve success in my department. People are the most valuable resource of any organization."

When asked by the CEO your response must be like this: "I have achieved success in my career because I have been focused on the bottom line. I have always sought out innovative solutions to challenging problems to maximize profitability. Regardless of the task or challenge, I always established benchmarks of performance and standards of excellence. I have never sought to maintain the "status quo." An organization that does not change and grow will die. I would enjoy working with you to help define new market opportunities in order to achieve the organization's goals."

In each instance, we responded to the "needs of the individual." It is almost guaranteed that when you respond appropriately to the diverse needs of the different managers, you will become the standard by which all of the other candidates will be measured.

Conclusion:
The question is very tricky and being the first question of the interview.one need to be a bit more careful in answering the same. This question can make or break the interviewer's interest in you.

By Carole Martin
Monster Contributing Writer

Even the smartest and most qualified job seekers need to prepare for job interviews. Why, you ask? Interviewing is a learned skill, and there are no second chances to make a great first impression. So study these 10 strategies and caveats to enhance your interview IQ.

Practice Good Nonverbal Communication
It's about demonstrating confidence: standing straight, making eye contact and connecting with a good, firm handshake. That first impression can be a great beginning -- or quick ending -- to your interview.

Dress for the Job or Company
Today's casual dress codes do not give you permission to dress as "they" do when you interview. It is important to look professional and well-groomed. Whether you wear a suit or something less formal depends on the company culture and the position you are seeking. If possible, call to find out about the company dress code before the interview.

Listen
From the very beginning of the interview, your interviewer is giving you information, either directly or indirectly. If you are not hearing it, you are missing a major opportunity. Good communication skills include listening and letting the person know you heard what he said. Observe your interviewer, and match that style and pace.

Don't Talk Too Much
Telling the interviewer more than he needs to know could be a fatal mistake. When you have not prepared ahead of time, you may tend to ramble, sometimes talking yourself right out of the job. Prepare for the interview by reading through the job posting, matching your skills with the position's requirements and relating only that information.

Don't Be Too Familiar
The interview is a professional meeting to talk business. This is not about making a new friend. Your level of familiarity should mimic the interviewer's demeanor. It is important to bring energy and enthusiasm to the interview and to ask questions, but do not overstep your place as a candidate looking for a job.

Use Appropriate Language
It's a given that you should use professional language during the interview. Be aware of any inappropriate slang words or references to age, race, religion, politics or sexual orientation -- these topics could send you out the door very quickly.

Don't Be Cocky
Attitude plays a key role in your interview success. There is a fine balance between confidence, professionalism and modesty. Even if you're putting on a performance to demonstrate your ability, overconfidence is as bad, if not worse, as being too reserved.

Take Care to Answer the Questions
When an interviewer asks for an example of a time when you did something, he is seeking a sample of your past behavior. If you fail to relate a specific example, you not only don't answer the question, but you also miss an opportunity to prove your ability and talk about your skills.

Ask Questions
When asked if they have any questions, most candidates answer, "No." Wrong answer. It is extremely important to ask questions to demonstrate an interest in what goes on in the company. Asking questions also gives you the opportunity to find out if this is the right place for you. The best questions come from listening to what is asked during the interview and asking for additional information.

Don't Appear Desperate
When you interview with the "please, please hire me" approach, you appear desperate and less confident. Maintain the three C's during the interview: cool, calm and confident. You know you can do the job; make sure the interviewer believes you can, too.

By Thad Peterson

If you wanted to pick someone's brain about interviewing, Kent Kirch's would be a good one to pick. He's been involved in recruitment and candidate selection for 25 years and reckons he's interviewed about 3,000 candidates. He's now a global director of recruitment, which hires thousands of people every year.

Expert Advice

Kirch divides interviewing into four buckets -- the four P's of interviewing:

1. Preparation.
2. Practice.
3. Personal presentation.
4. Pertinent questions.

Preparation

"It's really frustrating for an interviewer to have someone that they're talking to who really doesn't know the company or the position they're applying for," laments Kirch, who is confounded by candidates who don't do the bare-bones research before the interview. He estimates roughly one out of five prospects commits this crime.

Candidates should have "looked at the Web site, read the [company's] brochure, talked to people who've worked there -- that's kind of baseline homework," he says. "If you haven't done that, it can really make it uncomfortable in the interview, because either you're not going to understand what the interviewer's talking about, or you're going to ask some dumb questions."

"Another thing is not really preparing for the interview itself." Applicants should "sit down and think, 'What are they going to ask me when I'm in that interview?' With a little bit of asking around, you can find out things like, do they use behavior-based questions, do they use case-based questions, do they use a really unstructured conversational interview?"

Finding people to talk to within the organisation can yield a lot of information. Kirch also says it's perfectly acceptable to ask some questions when setting the interview up, including:

• Who will I be talking to?
• Any suggestions on how to prepare?
• Should I expect a particular type of interview format?

"You have nothing to lose by asking," says Kirch. "It shows that a candidate is interested in what's going to happen. They're interested in you as an employer and they're inquisitive, and in most cases, that's going to be a very positive thing."

Practice

Candidates can often anticipate the kinds of questions -- if not the exact ones -- they'll be asked during interviews, particularly if they've done their homework. Once you've determined the probable questions, Kirch advises practicing in front of someone.

"They always talk about preparing yourself -- looking in the mirror and answering the question," Kirch says. "It's much more difficult to give your answer to a live person and ask them what they thought of your answer than to look yourself in the mirror and do it."

Personal Presentation

Dressing appropriately is sometimes lost on recent graduates, says Kirch, adding that many times young people will show up wearing a coat when a suit would be more fitting. "Or even if they do come with the right tie or suit, sometimes it's that they're not well-presented," he says "They're wrinkled, or they're wearing white pants in January. It could be a lot of different things that are easy to fix, but it just doesn't help them when they're up against a lot of competition for a position." Again, doing your homework should reveal the appropriate attire.

Be sure to cover all the standard interviewing etiquette points as well. "Even the basics -- like a good handshake, not being nervous, smiling -- because they don't see the real you if you're uptight," Kirch explains. "And basic eye contact; a lot of people put a lot of weight into eye contact. Maintaining that is really important."

Pertinent Questions

Kirch says it's profoundly disappointing in interviews to "get to the end and say, 'Do you have any questions I can answer for you?' and they say, 'Nope, I think you answered them all,' and that's the end of it. It's just really disappointing and reflects negatively on the candidate."

Include developing a tough question in your preparation to finish things off. "For me, I just love it when someone asks a really difficult question -- something that takes some guts to ask, asking really well-thought-out questions that show you know the business that that interviewer is in," says Kirch. "You know their company to some extent, and you've thought about your question. It all goes back to preparation, and it tells the interviewer you thought about this interview before you walked in the door."