Sidebar - Quick Tips for Interview Success

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.