Whether you've been in the work world for a couple
years or a couple decades, you probably know how
to tackle most job interviews by now. Or do you?
As you move up the ladder and put experience behind
you, interviewing can change and in some cases,
become more challenging.
It's important to remember that all interviews
have certain key elements that your success depends
upon. First, you should make sure that you are
thoroughly prepared for the interview. Don't expect
to wing it. Learn as much about the company and
management as you can before you go in and think
about how you will handle common interview questions
such as "Tell us why you are leaving your
last job?" or "Where do you see yourself
ending up in the next few years?"
David Jensen, principal consultant for Search
Masters International says that you have to develop
a personal marketing plan, just like you would
if you were selling a product. "The first
step in developing a marketing plan is to know
yourself better, to know the 'product' inside
and out. This requires some self-analysis, far
more than the few 'accomplishments; that people
throw into their resumes." To remember do
this, he proposes the C-A-R method: Write down
all the problems you have been handed by your
employer (the Challenges), then write succinct
comments about what your approach (A) was in solving
that problem. Finally, just as succinctly, what
was the result (R)? "If a person commits
a couple of hours to this process, they will be
mentally prepared for the interview because they
will have analyzed all their marketable 'features',"
says Jensen.
This self-assessment technique is useful in preparing
for Behavior Based Interviews (BBI), which is
a common interview technique. BBI is based on
the premise that past behavior is a predictor
of future behavior. Rather than being asked about
how you might respond to a hypothetical situation,
you are asked to provide specific examples of
how you responded in past situations. The questions
are typically open-ended and begin with phrases
like "Tell me about a time when", "Describe
how", or "Give me an example".
Because the interviewer is probing for specific
examples, the C-A-R method helps you give the
interviewer a complete and concise answer.
Money & Experience
Once you've prepared for the interview and done
a thorough self-assessment, you should consider
some of the questions that may crop up in mid-career
interviews. As you move ahead in your career,
you'll probably be asked to provide a salary history.
While salary history is sometimes asked on applications,
only about half of the respondents usually answer,
points out Jensen. Although the company probably
won't screen you out if you don't answer it on
an application, the question will probably come
up again in the interview. While there is nothing
wrong with telling an interviewer what your salary
is-including benefits, stock options, bonuses,
etc. -- be careful of how the question is phrased.
Explains Jensen, "There is a really big difference
in the two questions, 'What is your present salary?'
and 'How much do you feel you should make in this
job?'"
That last question, he says, can be very difficult.
"You can't answer this correctly, he says.
"It is either too high (oops, you are out
of the running) or too low (oops, I just shot
myself in the foot). Just tell them that you would
like to go back home after the interview and consider
the job further before responding. Or, indicate
that you feel that they are a better judge of
what that job is worth, because they have people
with your relative years of experience currently
employed at the company. Turn the tables on them,
and ask them what the range is for the job."
Career experts Barbara and Fred Ball, authors
of "Killer Interviews" and "Impact
Hiring," caution against talking about the
salary question early on in an interview. However,
if the interviewer won't continue without hearing
your current salary, they recommend that you give
a range so that you don't box yourself in. "The
most important point to remember is that you want
to postpone the salary discussion until the last
possible moment so that the interviewer has had
a chance 'to fall in love with you' and has invested
the most time in evaluating you and how you can
fit into the position and the culture of the company.
This is when your leverage will be the greatest."
Know the Law
Research from AARP has shown that corporate managers
often perceive older workers as rigid, not as
adaptable, and slow to learn. To dispel this stereotype,
AARP recommends that you communicate your excellent
work record and express a desire to learn. "Highlight
new skills you have acquired (i.e., technology
skills) and give specific examples of your flexibility
and ability to adapt to change in the work environment.
Point out instances where you have taken the initiative
to suggest change as a creative solution to a
problem."
AARP also points out that older applicants may
be asked questions they never had to answer when
you they were younger such as "How is your
health?" and "Will you be comfortable
being supervised by a younger manager?" If
you are asked how you feel about reporting to
a younger manager, AARP suggests the following
response: "When I get to the point where
I can't learn from someone younger or older than
me, I will stop working." It is crucial to
emphasize that your age and life experiences are
assets that you bring to the job, not liabilities.
Even if the interviewer doesn't bring up age,
make sure you don't either. Don't allude to such
personal matters as your grandkids, great grandkids,
or how you feel like an "old-timer"
in the industry. Instead, use words such as "experience,"
"achievements," and "accomplishments"
to describe your background, recommends Marc Dorio,
author of "TheComplete Idiot's Guide to the
Perfect Interview."
Congress enacted the Age Discrimination in Employment
Act (ADEA) in 1967 to prevent employment discrimination
against workers age 40 and over. Under ADEA, an
employer may not discharge, refuse to hire, or
otherwise discriminate on the basis of age in
compensation, terms, conditions, or privileges
of employment. ADEA is based on an important policy
and fact - that ability, not age - should determine
an individual's qualifications for getting and
keeping a job. For more information on ADEA and
answers to questions about your rights and responsibilities
under federal equal employment opportunity laws
visit the US Equal Employment Opportunity Commission
Web site.
Don't Be Modest
As an experienced candidate, you will have a track
record for the interviewer to evaluate. You were
invited to the interview because you have the
education and expertise. Now you need to show
that you understand how to apply what you know
to the job you are interviewing for.
For example, have you found yourself facing the
dreaded "You're overqualified" statement?
Not to worry. Fred and Barbara Ball say that experienced
job seekers should remember that a company never
loses by hiring someone with a lot of skills,
so you should present your skills and competencies
to meet the needs of the position. "That
can only be done after the candidate has uncovered
the qualifications and needs of the position by
having a full discussion with the interviewer.
A candidate need not buy into the concept of being
over-qualified."
This is not the time to be modest about the value
you can bring to a potential employer. If you
cannot communicate that to a potential employer,
then you cannot reasonably expect the employer
to draw that conclusion for himself just by looking
at your resume. The ability to communicate your
value is even more important if you are interviewing
with someone who is not a scientist, for example,
if you're looking to make a transition from a
technical to nontechnical position. Don't fall
into the trap of believing that you should advance
solely on the merits of your accomplishments.
A certain amount of self-promotion is necessary
if you want to land the job you really want.
Last, but certainly not least, it's important
for experienced job seekers to keep an open mind
and to avoid a "been there, done that"
attitude. During interviews, be sure to listen
to the interviewer, ask questions to make sure
you understand the job requirements, and convey
a willingness to learn and relate to colleagues
of all levels.
Sacha Cohen is a Washington-based
business and technology writer. Her work has appeared
in The Washington Post, Kiplinger.com, Fast Company,
Oxygen's ka-Ching and other print and online publications.
Cohen has been covering Internet trends and culture
since 1996.
Related stories:
"Overcome
the Barriers to Employment" - This article
from AARP considers several common employment
barriers and presents strategies to help you overcome
them.
"How
to Land a Choice Post When You're Overqualified"
- From CareerJournal.com, being told you are
overqualified doesn't always mean you are over
and out, even in today's tougher job market.