The first point to make is that the terms “CV” and “Resume” (with or more often without the French acute accents over the e’s) are virtually interchangeable in the UK; they mean the same thing, but if anything the norm is CV. In the USA and elsewhere, the CV (Curriculum Vitae to give it its full title – literally “Life Study”) is a different animal – a dry listing of qualifications and experience more suited for a university faculty listing for example.

This short article by Stephen Thompson, Managing Director and CEO of Top Professional Resumes Limited in the UK (http://www.top-pro-cvs.com), is a brief introduction to writing such a document yourself.

It is a fairly obvious truism that a good CV alone won’t get you a job. However a bad CV will prevent you from getting an interview. Since your Resume is primarily a tool to help find a better job or career change, time spent on its proper preparation is a good investment.

There is room for some creativity, but not for gimmicks. What works today is a professional, business-like style and a focus on key achievements.

We believe the best way to explain the ‘rules’ of CV writing is to explain what you should always do and what you should never do.

Do’s:

1. Always print your CV on good quality white or cream/buff paper or vellum. The size should be A4 for the UK, and Letter Size for the USA, Australia and most other countries or territories. The point is that it should be the size that, unfolded, will fit a standard file folder or lever-arch file.

2. Have your Resume typed or word-processed, with plenty of space between paragraphs, and allow for adequate margins. There’s no need to have it professionally printed.

3. Use short paragraphs – preferably no longer than five or six lines

4. Proof read your CV and Covering Letter (another essential document) thoroughly to check for any errors, then get another pair of eyes to give it the once-over. It is surprising how easy it is to miss obvious spelling and other mistakes when you are immersed in it for a few hours. Somebody else will see it straight away.

5. Include your contributions at each one of your jobs. Give the more significant ones greater emphasis.

6. Allocate the largest amount of space to your most recent job.

7. List your activity with professional associations – but only if they’re appropriate.

8. Keep a permanent file of your achievements, no matter how inconsequential they may appear to be, and update it regularly. This will be the source document for a good CV or Resume, whether you do it yourself or have it written professionally.

9. Before applying for any positions, ensure you send each of your referees a copy of your CV.

10. Send a brief, customised Covering Letter with each CV. This is an absolute must, but writing the Covering Letter needs to be very carefully done and is another topic in itself. Email us (info@top-pro-cvs.com) for advice.

11. Send your Resume within a week of a position being advertised, and in any event well within any stated timescale.

12. Re-read your CV before the interview as part of your final preparation. The likelihood is high that the interviewer will have done this just before he or she sees you, so the fresher it is in your mind the better.

Don’ts:

1. Never give reasons for leaving a job. In almost all cases, the reader can find negative connotations to even the best reasons. You’re better off explaining in person, if you feel it appropriate, or of course if you’re asked.

2. If the subject comes up, never use negative language about your former employer, rather emphasise your ambition and desire to move on to a more challenging environment.

3. If you feel they need to be mentioned, say to “humanise” your Resume, then do not take more than two or three lines to list hobbies, sports and social activities. If in doubt “leave them out”. As a professional resume writer, I would very rarely include them at all. Nor would I include any other personal information such as your spouse’s occupation or your personal philosophies – they can too easily provide a reason not to see you, the exact opposite of your intention!

4. There is no need to state ‘References Available on Request’. It is assumed, so just clutters up the CV and uses space that could be put to better use.

5. For the same reason, never list references on the CV.

6. Do not give exact dates. Months and years are sufficient (ie May 1998 to December 2002 – always use 4 digits for the year, give it in full).

7. Never include the date your Resume or CV was prepared. If your search takes longer than a few months, (and it can if you don’t invest in a professionally-written CV from Top Professional Resumes )the document will appear outdated and give entirely the wrong impression.

8. Never include your work phone number unless your immediate boss knows you are leaving .

9. Never state your personal objectives unless they are relevant to the position applied for.

10. Do not use professional jargon, and NEVER slang or colloquial terms.

11. Do not provide salary information on the CV. Save it for the interview, and only give it then if directly asked. If this information is requested before interview, state it in your Covering Letter.

The Interview-Winning Resume or Power CV
- what recruiters look for.

What do people receiving them want to see, and in what format? And what do they not want?

Most of this section is really elaboration of the points listed as Do’s and Don’ts above.

The majority of recruiters want to see personal details appearing immediately below the name. Most selectors prefer the date of birth to age, but if you think your age might be an issue (ie too young or too old), then leave it out altogether. A high percentage like to see some personal information, but they are not generally interested in age of children, religion or a photograph. Neither are they interested in the candidate’s view of their own characteristics. Indeed, as these views are entirely subjective, they are often viewed with scepticism, which can have a negative effect.

Practically all recruiters like to see details of further education, degrees and professional qualifications. A surprising number are also interested in numbers of ‘O’levels, ‘A’ levels and GCSE’s(UK), or Grades and Statistics in the USA. Most want details of work related training, particularly those courses which are of reasonable length and lead to a formal qualification. The inclusion of foreign languages is important at all levels, and this trend is increasing.

Names of employers, dates of employment, appointments and responsibilities are obviously essential, whilst many recruiters also want a brief description of the company and its business. Employment history should be in reverse chronological order beginning with the most recent job. Responsibilities and Achievements should be listed under each appointment rather than on a separate sheet.

There is a preference for the two page CV, although a significant number of recruiters find three pages acceptable, particularly for senior level appointments.

Top Professional Resumes also provide a completely FREE, no-obligation CV and Resume review service. If your present CV or Resume is not working for you, email it (mailto:review@top-pro-cvs.com) or fax it to us (+44 if outside UK, and drop the leading zero) to (0)7813 125606. We will respond as soon as possible.

Shameless marketing plug.

Top Professional Resumes (http://www.top-pro-cvs.com) prepare resumes and other job-search materials specially designed to grab an employer’s attention and COMPEL him to give you an interview. Visit the website to see our Time Limited Special Offer, and take advantage of our Unique Risk Reversal Scheme.

Copyright Stephen Thompson and Top Professional Resumes Limited 2005.

Author: Stephen Thompson
Article Source: EzineArticles.com3

• January 3, 2009 — Resume Cover Letter Template Blunders!

By Mario Churchill

When creating a resume, one of the most important aspects is the resume objective. Employers get hundreds of resumes whenever they place an add for a job and unless you put down your employment objective in your resume, the document that you worked so hard to produce may end up by the wayside.

There are many different sample resume objective forms that you can use,. The resume objective is simply what you wish to accomplish by sending the company your resume. In most cases, the objective is to get a certain job. This should be clearly stated on your resume.

A sample resume objective for someone who wishes to become a paralegal, for example, can include a heading stating Employment Objective and under this heading should be the type of paralegal position which you are seeking. If you are seeking to be a commercial real estate paralegal, for example, this should be stated at this point.

Another sample resume objective would be for someone who is seeking a position as receptionist. Again, the Employment Objective would be listed as receptionist.

Suppose, however, that the person who seeks to be a receptionist is also going to school for a paralegal degree. He or she may be qualified now to be a receptionist, but upon completion of their studies, will want to seek employment as a paralegal. If this person is applying for a job at a law office, in addition to the sample resume objective there should also be a career objective stated. This could read something like this:

Although I am seeking the position of receptionist, I am currently enrolled in xxx college and expect to complete my paralegal studies in xxx. My career objective is to become a paralegal.

This will let the prospective employer know that in addition to getting a receptionist, he or she may also be able to get a qualified paralegal who will have knowledge of the law firm and can remain in the employ of the law firm for years to come. This may make the candidate a bit more desirable as it costs employers thousands of dollars to train new employees.

A good sample resume objective can be found within many different software programs that assist someone in creating a resume. The wording is all there, you just need to fill in the proper information. It is essential, however, that you put down an objective in your resume. It not only denotes professionalism, but lessens the confusion on the behalf of the employer.

Employment objectives and career objectives are two different headings on most resumes. An employment objective refers to the job for which one is immediately applying., A person just out of law school may apply for a job as an associate in a law firm. This is an employment objective. A career objective for the same person, however, would probably be partner in the law firm.

Many people are hesitant about putting down career objectives on their resumes. It makes them feel foolish as if they are shooting for the stars. Nothing can be further from the truth. Most employees want to hire people with some sort of ambition. It is not foolish to say that you want to be partner of a law firm when you are an attorney, it is more foolish to say that you are content with staying an associate and never moving up the ladder.

It is important, therefore, to put employment objectives as well as career objectives, where appropriate, on your resume. If you are going to school to become a nurse and have applied for a job as a secretary, it is not necessary to put your nursing career objective on your resume as this may cost you the job. A career objective should only be included on a resume if it adds to the employment opportunity which you are seeking.

To find a good sample resume objective, take a look at some of the resume building tools online or in some resume building software. All of the information that you need to find a good sample resume objective can be right at your fingertips. Remember to be honest in what you are hoping to achieve. You do not have to get too wordy, either. A good sample resume objective can be as simple as saying that you want to be a receptionist.

Article Source: Articles Engine

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Summary

Mario Churchill is a freelance author and has written over 200 articles on various subjects. For more information on resume distribution or a job finder service checkout his recommended websites.3

• March 9, 2010 — Writing Attention Grabbing Cover Letters for Resumes That Get The Job Interview
• November 18, 2009 — Interview Tips – Ten Top Do’s and Dont’s for Winning Interviews
• October 13, 2009 — College Resume Template

By Khalid Farooq

To become a successful teacher a person should have a strong educational background. They also need some personal characteristics. Special teaching courses are also introduced in almost all countries. As our world is changing day by day, our educational needs are also changing at the same time. People who are after this profession, have to attend the training sessions.

Teachers like other professionals may also get specialized in some certain fields. They may do PHD in any subject of their own interests. Then they are able to write some guiding materials and even books for the students and they may also take part in course planning activities. There is no restriction on the teachers to get retired after attaining a fixed age rather they can earn their livelihood till their health allows them to do. They are free to deliver their knowledge until they are able to do it.

Teachers not only require strong educational background but they also have to possess some special characteristics in them. These characteristics may include responsibility, punctuality, politeness, patient, confidence, role model, creativity, positive mental attitude, best communication and presentation skills, inspiring ability to change the life of student by helping them to realize their potential, ability to act as an organizer, motivation skills, assessorial skills, tutor, facilitator and controller while teaching and additionally good sense of humor.

A good teacher can change the life of the students by running their lives on a right way but a teacher is only able to do this if he has all characteristics in him mentioned above. A good teacher always shows a positive attitude and uses to encourage the students to learn new things. Besides all these characteristics the teacher must have deep knowledge of the subject he/she is teaching to satisfy the questions of the students. So a teacher is a person with the combination of both personal characteristics and strong educational background.

To put their first step practically in teaching life, you need to write a resume. Here are some key points which should be kept in view while composing resume:

• Full name, phone number, e-mail and residential addresses should be included in the first section of the resume.
• In the next section, applicant should write very convincing objective that will surely attract the reader’s attention and urges him to call the applicant for the interview.
• Be precise and clear while writing a teacher resume.
• It is of great importance to mention your interests in certain subjects so that you may be selected to teach the subjects of your interest.
• Be honest while narrating your personal characteristics and do not include those traits which you really do not posses.
• Show your devotion towards the bright future of your students and your love for knowledge.
• Teaching experience is of greater importance, employers prefer candidates who carry an experienced background with them. Mention the names of the institutions where you worked as faculty, and levels and subjects you were assigned.
• List your academic record in reverse chronological order with the name of the institutions and grades you achieved.
• You can also include brief description of the training sessions you have gone through or any research work you have done.
• Give reference in the last section of the resume.
• Do not include extra or irrelevant information in your resume and avoid any spelling mistake.
• You must go through proof reading twice or more by yourself or any other person to ensure the accuracy of your resume.

After going through the above instruction still people feel hesitation in submitting their resumes made by them.

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• September 13, 2009 — Finance/Communications – Sharif Chowdhury

Physician recruiters say they’re more likely to go online to find job candidates than to use search firms.

By Victoria Stagg Elliott, AMNews staff. Posted Oct. 5, 2009.

When orthopedic surgeon John Kemp, MD, looked for a job fresh out of residency 22 years ago, he used a lot of paper and stamps mailing resumes to practices in areas of the country where he wanted to work, not knowing if there was even a job available.

A year ago, when Dr. Kemp decided it was time to leave private practice in Littleton, Colo., he turned to listings on the Internet — no paper, no stamps, no guessing if someone had an opening. On Aug. 1, he started as director of sports medicine at Avera Marshall Regional Medical Center in Marshall, Minn.

The Internet “gives you a lot more selection and, therefore, a lot more options,” Dr. Kemp said.

In-house recruiters handling doctor hiring are feeling the same way.

A recent survey of 166 recruiters at hospitals and physician groups found that most rely heavily on Internet job postings, as well as word-of-mouth, to locate physicians for open positions. They were using physician search firms less than other tools, citing both the cost and complaints that the firms did not gather up enough qualified candidates.

The survey of members of the Assn. of Staff Physician Recruiters,released Sept. 1, was conducted by The Medicus Firm — a physician search firm with offices in Dallas and the Atlanta area. Among other findings: recruiters not only wished firms would “charge less,” but some hoped “they would go away and never come back.”

“I don’t think it is necessarily a huge surprise that [recruiters] have some negative feelings” toward search firms, said Jim Stone, managing partner of Medicus. He is also a member of the board of directors of the National Assn. of Physician Recruiters. Stone said that even despite recession-related cutbacks, many hospitals and large groups in recent years have invested in developing in-house recruiting capabilities.

According to the Medicus study, the percentage of in-house recruiters who regularly used external firms dropped from 55.1% in 2008 to 49% this year. And search firms nationwide are noticing the drop. “I do see that the volume of searches is down, and institutions are doing more recruiting directly as opposed to working with a firm,” said Brian McCartie, vice president of business development for Cejka Search, a health care executive and physician search firm based in St. Louis.

Recognizing changes in the market, search firms are revising their fee models and promoting more services — including use of Internet job boards — to attract clients. Stone said that given the difficulty of filling physician positions, search firms can play a part even if that role is being just one of multiple means employed to find doctors.

In-house recruiters surveyed pointed most often to the Internet as the most effective way to find physicians, with 74 agreeing on the online approach, an increase from the 68 who said this in 2008. Only 15 recruiters said working with a search firm was the most effective technique, a decrease from the 25 who said that in 2008. Recruiters most often said they work with search firms “very infrequently.”

“The Internet has become such a huge player in recruitment, not just for doctors but for everybody, as more and more people become technically savvy,” said Scott Manning, director of human resources and provider recruiting at MedPro, a 260-physician multispecialty practice based in Phoenix.

If job-hunting physicians “work only with search firms, they are reducing their exposure to a lot of places that don’t use them,” said Marci Jackson, director of physician and provider recruitment for Southwest Medical Associates, a UnitedHealth Group-owned multispecialty practice in Las Vegas. Jackson works with search firms when she has a position that is difficult to fill or when she has multiple openings. Recently her practice used search firms to help find a pulmonary critical care physician and staff a new anesthesiology department.

Recruiters often are using their own hospital or practice Web site or other online job boards — avoiding the thousands of dollars in fees charged by search firms. In-house recruiters also are taking advantage of social media. Twitter, for example, has search tags, including “#jobs” and “#physician,” that point to job openings.

Geisinger Health System in Danville, Pa., launched a Facebook page in January with videos of physicians talking about working there and living in the area.

Setting up the Facebook page “was actually a request from one of our physicians who thought it would be a great way to connect with younger physicians,” said Cindy Bagwell, associate vice president for Geisinger’s professional staffing department. “It is hard to say if [the page] in and of itself caused a physician to pick up the phone and call us. We’re just trying to be in a lot of different venues to get our message out there. I still think it remains to be seen if it will generate some interest.”

Search firms said they are taking steps to adjust to shifts in the industry. Companies are experimenting with various fee models, such as charging institutions monthly flat rates or working with others associated with the process to develop various combinations of placement fees.

Job search firms also are bumping up the services they believe add value and reduce the time it takes to recruit a physician. For instance, many search firms visit with clients that are hiring as well as with candidates, to assess suitability before putting a name forward.

“We spend a lot of time with the candidate to make sure that the opportunity matches what a physician actually needs,” said Phil Miller, spokesman for physician placement firm Merritt Hawkins & Associates, headquartered in Irving, Texas.

Merritt Hawkins is one of many search firms that posts jobs it’s handling onto Internet boards.

In fact, that’s how Dr. Kemp found Avera Marshall Regional Medical Center.

“I didn’t single out Merritt Hawkins,” Dr. Kemp said. “Like most physicians, I started off with an Internet search. Once I started clicking on jobs, that led to working with a search firm.”

The online nexus of the doctor, the hospital and the search firm worked out for all involved. Avera found its candidate. Dr. Kemp got the job. And Merritt Hawkins got paid for finding a physician.

The print version of this content appeared in the Oct 12, 2009 issue of American Medical News.

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ADDITIONAL INFORMATION:

How often search firms are used

A survey of staff physician recruiters found most bypass external search firms.

20% use search firms regularly.

29% use search firms from time to time.

42% use search firms infrequently.

9% never work with search firms, by choice or company policy.

Source: 2009 Corporate Contributor ASPR Member Survey, The Medicus Firm, Sept. 1Random Posts

By Igor Wruppi

This is an example of a cover letter. Use this as a template and for ideas and inspiration, do not just copy it word for word. Before you can use this example you will need to replace all the dates, all the names and all the addresses. Add your contact details to the header or footer of the document. Remember to include keywords for the position you are applying for. Try to find a comeback in the company that is responsible for human management and address the application to him or her. Good luck in your job hunt!

January 1, 2009

Mr. Example Name
Human Resources Manager
Company Name
111 Street
City, State 90111

Dear Mr. Name

Are you in need of senior-level sales professional with a verifiable record of accomplishments in expense reduction, team development, account penetration, and profitable vendor partnerships? Then my enclosed resume might be of interest to you.

With over 10 years of progressive experience in a fast-paced, continuously changing environments, I have developed skills required to streamline and increased operating efficiency. Interacting with peers, vendors and customers to establish and maintain positive working relationships to enhance profitability is second nature to me. Strengths include:

Demonstrated ability to produce top-notch teams through effective leadership skills.

A unique talent for creating new and cost-effective methods to penetrate the market in the food service industry.

Expert in analyzing market trends and capitalizing on opportunities to build revenues and reinforce client relations.

I have enjoyed a highly successful career at Food Service Company and believe it is time for me to move on to greater challenges. I would make a strong commitment to a reputable, growing companies such as Great Foods Ltd.

Mr. Name, if my expertise and background fits your present or future requirements, then we should meet. I will contact you in the next week to verify receipt of my resume and to arrange an interview.

Thank you for considering my qualifications.

Sincerely,

SIGNATURE

Your Name

Igor Wruppi is the owner of Cover Letter Help a website dedicated to free cover letter, resume and CV articles, guides and samples.3

• March 31, 2010 — The Pitfalls of Using Free Resume Cover Letters
• January 15, 2010 — How To Write A Resume Cover Letter That Will Get Your Resume Read
• October 20, 2009 — Sample Resume Objective

Worst job interview questions listed here are asked many times by novice HR Managers. Read it all to see if you have ever been asked one of these questions. Good interview question are important as they help employers evaluate the the technical qualifications, people skills, problem solving approach, and team playing abilities of potential employees. Worst interview questions do none of these. Instead, they confuse, irritate and sometimes even offend the applicant. This Top 10 worst job interview questions list contain all the questions that fit one or more of the following criteria:

1. Illegal – Ask about certain topics which an employee has no right to question about. The one being interviewed can even sue the person. Employers and Recruiters are Warned to stay clear of such questions.
2. Useless – These Questions test trivial knowledge that has no relevancy and most often be asked in situations where the interviewer is trying to impress his colleagues present.
3. Copycat – These kind of questions are often downloaded from web and the interviewer often have them in printed form in front of them. this is just too lame. Everyone knows answer to those. They have been asked over a million times.

Enough rambling, here are Recruiter’s Blogs Top 10 worst job interview questions.It is very important to point out that if you are asked one of these questions or somewhat like this.Please note that being asked any of these questions. You should take a step back and re-consider for a while. Can you really trust your livelihood and sanity with this organization? What follows is the list.

Question 1: Where do you see yourself in five years?

Question 2: What is your biggest weakness?

Question 3: Do you ever abuse alcohol or drugs?

Question 4: What is the airspeed of an Jet Flying MACH2?

Question 5: How do you define sexual harassment?

Question 6: If you were a ‘Lost’ character, which one would you be?

Question 7: Can you work under pressure?

Question 8: Why did you take the pen from me?

Question 9: Have you ever brought a lawsuit against an employer?

Question 10: What interests you about our company?

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• September 24, 2009 — 50 Best Tips for Getting the Job You Always Wanted
• September 10, 2009 — The Interviewing Cheat Sheet:
• February 10, 2009 — Post a job for 30 days, FREE until October 31st, 2009

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• March 31, 2010 — The Pitfalls of Using Free Resume Cover Letters

As Reprinted from FOCUS Magazine — January 5, 1983

Being prepared is half the battle.

If you are one of those executive types unhappy at your present post and embarking on a New Year’s resolution to find a new one, here’s a helping hand. The job interview is considered to be the most critical aspect of every expedition that brings you face-to- face with the future boss. One must prepare for it with the same tenacity and quickness as one does for a fencing tournament or a chess match.

This article has been excerpted from “PARTING COMPANY: How to Survive the Loss of a Job and Find Another Successfully” by William J. Morin and James C. Cabrera. Copyright by Drake Beam Morin, inc. Publised by Harcourt Brace Jovanovich.

Morin is chairman and Cabrera is president of New York-based Drake Beam Morin, nation’s major outplacement firm, which has opened offices in Philadelphia.

1. Tell me about yourself.

Since this is often the opening question in an interview, be extra careful that you don’t run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don’t waste your best points on it.

2. What do you know about our organization?

You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don’t act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don’t overwhelm the interviewer, and make it clear that you wish to learn more.

You might start your answer in this manner: “In my job search, I’ve investigated a number of companies.

Yours is one of the few that interests me, for these reasons…”

Give your answer a positive tone. Don’t say, “Well, everyone tells me that you’re in all sorts of trouble, and that’s why I’m here”, even if that is why you’re there.

3. Why do you want to work for us?

The deadliest answer you can give is “Because I like people.” What else would you like-animals?

Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company’s needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it’s doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development, emphasize the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers.

If you feel that you have to concoct an answer to this question – if, for example, the company stresses research, and you feel that you should mention it even though it really doesn’t interest you- then you probably should not be taking that interview, because you probably shouldn’t be considering a job with that organization.

Your homework should include learning enough about the company to avoid approaching places where you wouldn’t be able -or wouldn’t want- to function. Since most of us are poor liars, it’s difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don’t really want.

4. What can you do for us that someone else can’t?

Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.

5. What do you find most attractive about this position? What seems least attractive about it?

List three or four attractive factors of the job, and mention a single, minor, unattractive item.

6. Why should we hire you?

Create your answer by thinking in terms of your ability, your experience, and your energy. (See question 4.)

7. What do you look for in a job?

Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security.

8. Please give me your definition of [the position for which you are being interviewed].

Keep your answer brief and task oriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. ask the interviewer; he or she may answer the question for you.

9. How long would it take you to make a meaningful contribution to our firm?

Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.

10. How long would you stay with us?

Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, “As long as we both feel achievement-oriented.”

11. Your resume suggests that you may be over-qualified or too experienced for this position. What’s Your opinion?

Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so well qualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.

12. What is your management style?

You should know enough about the company’s style to know that your management style will complement it. Possible styles include: task oriented (I’ll enjoy problem-solving identifying what’s wrong, choosing a solution and implementing it”), results-oriented (“Every management decision I make is determined by how it will affect the bottom line”), or even paternalistic (“I’m committed to taking care of my subordinates and pointing them in the right direction”).

A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.

As you consider this question, think about whether your style will let you work happily and effectively within the organization.

13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?

Keep your answer achievementand ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.

14. What do you look for when You hire people?

Think in terms of skills. initiative, and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.

15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?

Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don’t enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.

16. What do you think is the most difficult thing about being a manager or executive?

Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employees to get something planned and completed on time and within the budget.

17. What important trends do you see in our industry?

Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.

18. Why are you leaving (did you leave) your present (last) job?

Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search. where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.

The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The “We agreed to disagree” approach may be useful. Remember hat your references are likely to be checked, so don’t concoct a story for an interview.

19. How do you feel about leaving all your benefits to find a new job?

Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don’t suggest that security might interest you more than getting the job done successfully.

20. In your current (last) position, what features do (did) you like the most? The least?

Be careful and be positive. Describe more features that you liked than disliked. Don’t cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.

21. What do you think of your boss?

Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.

22. Why aren’t you earning more at your age?

Say that this is one reason that you are conducting this job search. Don’t be defensive.

23. What do you feel this position should pay?

Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, “I understand that the range for this job is between $______ and $______. That seems appropriate for the job as I understand it.” You might answer the question with a question: “Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?”

If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position’s responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.

If the interviewer continues to probe, you might say, “You know that I’m making $______ now. Like everyone else, I’d like to improve on that figure, but my major interest is with the job itself.” Remember that the act of taking a new job does not, in and of itself, make you worth more money.

If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.

If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to restpond with a number. You cannot leave the impression that it does not really matter, that you’ll accept whatever is offered. If you’ve been making $80,000 a year, you can’t say that a $35,000 figure would be fine without sounding as if you’ve given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)

Don’t sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don’t leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.

But whenever possible, say as little as you can about salary until you reach the “final” stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.

24. What are your long-range goals?

Refer back to the planning phase of your job search. Don’t answer, “I want the job you’ve advertised.” Relate your goals to the company you are interviewing: ‘in a firm like yours, I would like to…”

25. How successful do you you’ve been so far?

Say that, all-in-all, you’re happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you’ve done quite well and have no complaints.

Present a positive and confident picture of yourself, but don’t overstate your case. An answer like, “Everything’s wonderful! I can’t think of a time when things were going better! I’m overjoyed!” is likely to make an interviewer wonder whether you’re trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.3

• November 18, 2009 — Interview Tips – Ten Top Do’s and Dont’s for Winning Interviews