Today, we advise you on a common interview question that seems deceptively simple: Can you describe your current or most recent position?

Most people feel pretty comfortable with describing their current responsibilities (or their most recent position if the candidate is currently between jobs).

In fact, when I conduct interviews on behalf of my corporate clients or for my own company, I often ask this question first precisely because it is so straightforward. The candidate is likely to be comfortable answering the question, so he will usually relax and open up a bit.

While it may be easy to answer this question adequately, I know that you have higher standards than that. You want to deliver a great answer — one that clearly demonstrates why you are a fantastic fit for the job.

Why Interviewers Ask You to Describe Your Current Job Role

Some candidates think this is a silly question to ask. After all, didn’t you work hard to craft those resume bullet points? Shouldn’t your interviewer be able to get this information from a quick read-through of your resume?

Well, someone obviously read your resume and determined that you were qualified enough to call in for an interview. However, the person who ends up interviewing you may not have had time for a full review — or she may have reviewed it and forgotten the details (easy to do when you have a busy schedule and especially if you are interviewing numerous candidates with similar backgrounds).

You may get this question even if your interviewer is intimately familiar with your resume. It’s a good question for a couple of reasons:

1) It can put the candidate at ease. This question is much easier to answer than the most common interview opener, “Tell me about yourself.” It is a specific question about current or very recent events so the details should be easy to recall and articulate.

As an interviewer, I want to make candidates feel comfortable because I know they will be more likely to open up and show me what they’re really like.  Many other interviewers follow a similar approach.

2) It can help the hiring manager clarify and expand upon the resume. There’s only so much a resume can communicate (even a great resume that’s written by a pro). Your resume obviously got someone’s attention.

However, your future boss will want more details and context to determine if you’re the best person for the job.

3) It can help the hiring manager validate that the resume isn’t B.S. People have been known to lie on their resumes.

Shocking, I know. Your interviewer will want to make sure that all of those impressive bullet points are true.

In general, your most recent position is always going to be the most relevant for your interviewer.  What have you been doing lately?

Your description of your current responsibilities will provide a good idea of the work that you’re capable of doing at this point in your career.

How to Answer: Describe Your Current Position

Here are some guidelines for wowing your interviewer with the answer to this question:

1. Focus on results. Many candidates make the mistake of just listing their job duties (they make this mistake in the job interview and also on their resumes).  If you want to impress your interviewer, focus on how you performed and how you went above and beyond the job description.

Stress any impressive achievements (a promotion, an award), statistics  (#1 sales person, 26 people managed), numbers (revenue generated, expenses reduced), or other details.

2. Customize for the position. You can develop a standard approach to this question. Again, don’t try to memorize a script (I repeat this advice constantly because I really mean it). You just want an outline of the bullet points that you want to cover.

Once you have a standard approach in mind, be prepared to customize it for each new job opportunity. For some positions, your standard description may work perfectly.

For other roles, it may make sense to add an extra line or detail if the firm is looking for specific expertise that you don’t always highlight. Analyze the job description and think about how you can show that your current position has prepared you to master the new role’s responsibilities.

3. Be concise. Don’t try to describe absolutely everything that you do. Nobody wants to hear about TPS reports. Focus on the highlights that this particular interviewer will care about. Don’t feel obligated to explain details that could be confusing or lead you off on a tangent.

Stick to the most relevant and impressive aspects of your job. If the interviewer wants to dive into the details later, he will ask for more information.

Example Answers

EXAMPLE ANSWER 1: Describe Your Current Position

Let’s look at an example of how you might focus your description for a particular position.

A. POSITION: Senior Program Manager, Technology Department at Major Financial Institution

Job Description: The job holder will manage the planning, organizing and implementation of a large complex internal governance system (highly visible initiative crossing multiple disciplines and businesses.

S/he works with constituent Project Managers to monitor cost, schedule, and technical performance of component projects and operations, while working to ensure the ultimate success of the program.

S/he is responsible for determining and coordinating the sharing of resources among their constituent projects to the overall benefit of the program. S/he is responsible for stakeholder management.

S/he facilitates Steering Committee and regular program team status meetings and all other communications. All team members within the program take direction from the Program Manager for the duration of the project. The Program Manager is accountable for the overall management and delivery of the program on behalf of business, operations and IT.

B. JOB QUALIFICATIONS: Prior experience managing strategic and/or cross-organizational projects and planning and tracking multiple complex projects or programs required.

Must have experience coordinating work across multiple disciplines or organizations and be adept at building consensus across organizational and functional lines.

Experience managing vendors and contracts as components of a program. Advanced degree preferred.

 

C. THE CANDIDATE: Josh is an experienced project manager in a senior role at another financial services organization.

Josh’s Example Answer 1: Project Manager

“For the last two years, I’ve worked as a lead project manager on the redesigning of a trading platform used by 4,000 investment managers at MegaInvestments.

In that position, I was responsible for a cross-functional team of 14 from information technology, operations, and project management.

And I was able to complete the project under budget and a few months ahead of schedule.”

Why We Like It: In his response, Josh emphasizes his successful completion of a comparable project. This shows that he can get results. He also draws attention to the fact that he managed a cross-organizational team from the business, technology, and operations departments.

The job description clearly states that they are looking for “prior experience managing strategic and/or cross-organizational projects” and someone able to take responsibility for “management and delivery of the program on behalf of business, operations and IT.”

Notice that Josh didn’t get into too much tactical detail in his answer. The interviewer will certainly ask for more information about Josh’s approach and any obstacles encountered. However, Josh’s initial answer is fairly big picture and focuses on the complexity of the project and his success managing it.

 

EXAMPLE ANSWER 2: Describe Your Current Position

A. POSITION: Administrative Assistant for a cable television network.

Job Description: This position provides complete administrative support to the organization.

Works fairly independently, receiving a minimum level of detailed supervision and guidance. Maintains close and highly responsive relationship to day-to-day activities of the Executive.

Demonstrates strong interpersonal skills as well as an ability to manage multiple tasks in a fast-paced changing environment.

B. KEY RESPONSIBILITIES:

1. Schedule and maintain Executive’s calendar of appointments, meetings, phone calls, appointments, expenses and travel itineraries

2. Prepare meeting materials, charts, and reports needed by Executive

3. Review and handle coverage on all scripts, books, and pitches as well as all unsolicited submissions to the network – maintain submissions log

4. Handle a wide variety of situations and tasks involving the clerical and administrative functions of the office

 

C. THE CANDIDATE: Lauren is currently an administrative assistant for a book publishing company

Lauren’s Example Answer 2: Administrative assistant

“I’m currently the administrative assistant for a senior editor at Big Book Publishing House and I basically run his calendar and his office. I always say my job is to take care of all of the administrative details so he can focus on his projects.

He travels a lot and I do everything from booking his flights to preparing and printing his presentation decks to filing expense reports. I also keep the office running smoothly — one of my favorite tasks is managing the manuscript submissions log and bringing interesting submissions to my boss’ attention.

I actually revamped the whole submissions log system last year and my new approach has now been adopted by the rest of the company.”

Why We Like It: Lauren wants to make the move from book publishing to TV. Her answer focuses on highlighting why her experience is very relevant.

Lauren describes her experience as it aligns with the top responsibilities in the job description (calendar management, preparing meeting materials, managing submissions).

She also demonstrates that she can handle multiple tasks and can work independently — in fact, she came up with a new system that has been adopted company-wide.

Reading between the lines of the job description, you get the sense that they’re looking for someone to support a high-maintenance executive. Lauren makes it clear that she could do that very well.

Describing Your Other Positions

Once you feel comfortable with how to describe your current or most recent position, take some time to think about how to describe all of the other positions on your resume.

Apply the same approach described in this post. You should have a compelling, big-picture description of every past role.

Focus on the most recent jobs, but be ready to talk about any position listed on your resume. In fact, going through this process may help you to spruce up your resume and make it more compelling. That will mean more interviews for you and more opportunities to describe your current position.

Bonus: If you ever wanted to see Jeff Goldblum as an interviewer – here’s a funny clip from SNL.

Main Photo Credit: Striatic

Today, we teach you how to close the deal in any job interview.

After all, the whole interview process is about answering this question: Why should we hire you instead of one of the many other well-qualified applicants?

Every interview question is an attempt to gather information to inform this hiring decision.  Many interviewers will also specifically ask you to make your case with one of these questions:

• Why should we hire you?
• Why are you the best candidate for the job?
• Why are you the right fit for the position?
• What would you bring to the position?

To close the deal on a job offer, you MUST be prepared with a concise summary of the top reasons to choose you. Even if your interviewer doesn’t ask one of these question in so many words, you should have an answer prepared and be looking for ways to communicate your top reasons throughout the interview process.

 

Why Do Interviewers Ask This Question?

The interviewer’s job is to hire the best person for the position. Most of the candidates that make it to the interview stage are qualified for the job. The winning candidate must be more than qualified, especially in a very competitive job market.

Every hire is a risk for the company. Your interviewer will also be taking a personal career risk in recommending a particular candidate to hire. If the candidate performs well, Mr. Interviewer looks brilliant and gets a pat on the back (and maybe a bigger annual bonus).

If the candidate turns out to be a dud (doesn’t perform well, doesn’t get along with the team, leaves the job prematurely, etc.), the interviewer looks like a dummy and his professional reputation suffers.

With this question, your interviewer is asking you to sell him on you and your status as the best person for the position. Make his job easier by convincing him that:

• You can do the work and deliver exceptional results
• You will fit in beautifully and be a great addition to the team
• You possess a combination of skills and experience that make you stand out from the crowd
• Hiring you will make him look smart and make his life easier

 

How to Answer: Why Should We Hire You?

This is your chance to wow them with your highlight reel. Your answer should summarize the top three or four best reasons to hire you. It’s better to have three or four strong reasons with memorable descriptions and/or examples than to rattle off a laundry list of twelve strengths without context.

This is an opportunity to reiterate your most impressive strengths and/or describe your most memorable selling points, tailored to align with the top requirements in the job description. Your 3-4 bullet points could include a combination of the following:

• Industry experience
• Experience in performing certain tasks or duties
• Technical skills
• Soft skills
• Key accomplishments
• Awards/accolades
• Education/training

Accomplishments and success stories are always good bets, especially if you can describe how a key accomplishment (a successful marketing campaign, for example) demonstrates a desired competency (creativity, results-orientation).

One approach is to mention any unique combination of skills(s) and experience that you possess. For example, many candidates may have strong programming skills, but what if you combine those with team leadership experience that others don’t have? Sounds like a great recipe for a senior programmer. Explain why in your answer.

Most job seekers should be able to develop a standard answer to this question that can be customized a bit for each opportunity. Here’s how:

Step 1: Brainstorm

To get started, review the job description (or a representative job description if you don’t have an interview lined up right now) and your resume and ask yourself these questions:

• What are the most important qualifications for this position from the company’s perspective?
• In which of these areas do I really shine?
• What are my most impressive accomplishments?
• What makes me different from the typical candidate?

Brainstorm and jot down everything that comes to mind.

Step 2: Structure Your Sales Pitch

Next, choose the 3-4  bullet points that make the strongest argument for you. Use those bullet points to structure your sales pitch. Don’t write a script to memorize — simply capture the bullet points that you want to convey. Each bullet will describe the selling point with a brief explanation and/or example for context.

Keep it concise — you still want to keep your answer in the 1-2 minute range so you won’t be able to rattle off every skill and accomplishment on your resume. You have to really think about what sets you apart from the competition.

Step 3: Practice

Once you feel pretty good about the points you want to make, it’s time to practice. Again, it’s not a good idea to memorize a script — you can end up sounding like a robot or feel more nervous because of pressure to remember specific wording.

The better approach is to capture your bullet points, study them, and then practice until you feel comfortable talking about them off the cuff.  Your answer should come out a little bit different each time, but it should always cover the points that you want to make.

Remember: It’s also very important to come across as confident and enthusiastic when you deliver your pitch. Make them believe in you — your abilities and your commitment.

If you project confidence (even if you have to fake it a little), you’re more likely to make a strong impression. As for enthusiasm, keep in mind that true passion for the work required is a pretty compelling selling point. Yes, experience and qualifications are important, but the right attitude can definitely give you an edge over those with similar professional backgrounds.

After many years of experience in recruiting and hiring, I’d rather hire someone who has a little less experience, but who is driven and motivated to learn and succeed.

Examples Answers

Example Answer 1: Project Manager

“Well, I have all of the skills and experience that you’re looking for and I’m confident that I would be a superstar in this project management role.

It’s not just my background leading successful projects for top companies –  or my people skills, which have helped me develop great relationships with developers, vendors, and senior managers alike. But I’m also passionate about this industry and I’m driven to deliver high-quality work.”

Why We Like It:

She has a lot of confidence and is able to concisely sum up how she meets the position’s top requirements (project management experience, relationship and team skills). This answer is a little bit general and could perhaps be further strengthened with examples (describing a successful project, naming one of those top companies, offering evidence of those great relationships).

However, assuming that the candidate has already discussed some specifics of her past roles, this answer does a good job of reiterating and emphasizing. She doesn’t make the interviewer put all of the pieces together on his own.

She does it for him and naturally does it with a very positive spin. We also really like the last line: What’s not to love about passion, drive, and high-quality work?

Example Answer 2: Programmer

“Honestly, I almost feel like the job description was written with me in mind. I have the 6 years of programming experience you’re looking for, a track record of successful projects, and proven expertise in agile development processes.

At the same time, I have developed my communication skills from working directly with senior managers, which means I am well prepared to work on high-profile, cross-department projects. I have the experience to start contributing from day one and I am truly excited about the prospect of getting started.”

Why We Like It:

This is another good approach to summing up key qualifications and demonstrating a great fit with the position requirements. In particular, this candidate is likely to win points with “the experience to start contributing from day one.” He won’t need much training or hand-holding and that’s attractive to any employer.

Example Answer 3: New College Grad

“I have the experience and the attitude to excel in this production assistant position. I have almost two years of television production experience — including two summers interning at The Ellen Show, where I was exposed to all aspects of TV production and worked so hard the first summer that they invited me back for a second summer and gave me more responsibilities.

During my senior year at UC San Diego, I have been working part-time for a production company, where I have served in an assistant role but also recently had the chance to help edit several episodes. I have a reputation for getting things done — and with a smile on my face.

That’s because I love working in the television industry and am excited to learn and get experience in every way possible.”

Why We Like It:

This candidate has some nice internship and part-time experience, but she’s a new college grad and doesn’t have any full-time positions to talk about.

This answer highlights the experience that she does have (and the fact that she performed well — she was invited back to her internship and was given an opportunity to edit at her part-time job).

She also expresses her enthusiasm for the job and her strong work ethic. These qualities are important for an entry-level hire, who will likely be doing quite a bit of grunt work at first.

Common Mistakes

Ask any salesperson. It’s tough to close a deal in a buyer’s market. Many candidates sabotage themselves with avoidable mistakes.

Lack of preparation — Don’t try to wing it. You should take the time to prepare your 3-4 bullet points and look for opportunities to customize for any new opportunity. Then, you must PRACTICE delivering your sales pitch until it feels comfortable.

Modesty — This is not the time to be modest or self-deprecating.  You must be ready, willing, and able to talk about what makes you a great hire. This will require some practice if you are naturally a bit modest.

You don’t have to be super-confident like the candidate in the video example above. You can use your own style. If you’re not comfortable making value statements about yourself (i.e. “I am the perfect candidate.”), you can stick to fact (“I have ten years of experience, got promoted, broke the sales record, won the award, delivered on time and on budget, received kudos from my manager/client, etc.”) 

Another way to “sell” yourself with facts is to quote other people’s opinions. Quote your manger, “My manager told me that he’s never seen anyone with more advanced Excel skills.” You can also reference your general reputation: “I have a reputation for always closing the deal” or “I have a history of always completing my projects ahead of schedule.”

Being too general — Do your best to add some personality to your answer. Don’t simply rattle off the bullet points listed in the job description. Really think about what makes you unique and express it in your own voice.

Talking too much — Remember the law of answering interview questions: You should limit each answer to 1-2 minutes in length (not counting any follow-up questions or requests for additional detail).

If you try to walk through your entire resume when answering this question, the interviewer is likely to tune out.

Focus on your most compelling selling points. Keep in mind that you’ll be more believable if you focus on a few strengths and don’t try to claim that you are a master of every business skill imaginable.

 

What If They Don’t Ask Me?

This is a very effective interview question, but not every hiring manager realizes that. What if you prepare a beautiful pitch and they never ask you why you’re the best candidate?

You may have to look for an opportunity to share your thoughts on the subject. At minimum, the process of preparing the answer will help to inform your response to other questions including:

• Tell me about yourself
• What are your strengths?

Also, remember that a good salesperson always finds a way to deliver his pitch. One approach is to wait for an opening at the end of the interview — maybe after you have asked your questions and the interviewer asks if there is anything else on your mind. You could lead in with a transition like: “I just want to say that I’m very interested in the position and I think I would be a great asset in the role because…”

For some laughs, here’s a funny SNL job interview sketch Steve Buscemi and Chris Kattan. Enjoy.

Main Photo Credit: Unhindered by Talent

I can guarantee you that this question will come up in your next job interview — and it is likely to come up more than once.

Unless you’ve never worked a day in your life (in which case, you should be focusing on other job interview challenges), you’ll need to be able to talk about why you left your last job and/or why you want to leave your current position.

Sometimes the answer is obvious and easy — you left your internship because it was a summer internship and summer ended. Other situations will require more explanation. For example, why did you leave that one position after only two months?

Variations on this question include:

• Why are you looking for a new position now?  This is for employed candidates considering a job change.
• Why did you leave your most recent position?  This is for candidates who are not currently employed but have past experience. Maybe you quit your last position or were laid off. Maybe you’re a new grad who is making the transition from internship or part-time work to a “real” career-track job.
• Why did you leave Position X?  Interviewers will be most interested in your current or most recent position. However, you should also be prepared to discuss all of your previous job transitions, especially if you left after a short tenure or have a resume gap.

Why Do Interviewers Ask This Question?

Your reasons for leaving a job are always relevant for a potential employer. Here are some things your interviewer is likely looking for:

• Did you leave for a good reason? — If you left on a whim or for an odd reason (perhaps you suspected your boss was a space alien plotting your death), the interviewer will wonder if they can trust you to be responsible, loyal, and reasonable.
• Did you leave voluntarily? — If you were let go, your interviewer will want to try to determine if it was because of performance or integrity issues.
• Did you leave on good terms? –If you can state that you are still in touch with your previous manager (even better, he is one of your references), that will go a long way in demonstrating that you were a good employee and have good relationship skills.
• What are your work values? — Your reasons for leaving a position can say a lot about you. Did you leave for positive reasons or because you felt slighted or unappreciated? Sometimes it makes sense to leave a job if you’re not appreciated, but be aware that this reason should be expressed skillfully so you don’t appear to be a diva.

How to Answer: Why Did You Leave Your Last Job?

Let’s look at how to handle this question in its three most common forms:

1) Why are you looking for a new opportunity now?

This is for candidates who are currently employed. If you’ve got a job, why do you want to leave it?

Annoyingly enough, you’ll usually fare better in the job search if you already have a job. However, your potential employers will ALWAYS want to know why you’re thinking about bailing on your current gig.

There are many good reasons to leave a position — some that should be discussed in a job interview and some that absolutely should not.

The general rule here is that you should always be leaving to move toward a better opportunity. You should never position it as fleeing from a bad opportunity.

Your interviewer wants to feel like her company is wooing you away from your current employer. The ideal answer from their perspective: You are only thinking about leaving because this new opportunity (and the company offering it) is just SO awesome. Maybe you weren’t even looking. Maybe you’re content in your current role, but just could not resist this interview because the position is your dream job.

Obviously, you want to avoid laying this on too thick and seeming insincere. You should never lie in a job interview. However, you should highlight the positive reasons for considering a new position and avoid talking about any negative ones if you can.

In some situations, it will be necessary to talk about negative reasons. Perhaps your company is eliminating your department. Maybe the firm has been acquired by a competitor and massive layoffs are rumored.

Even in situations like these, it’s a good idea to emphasize the positive and what you like about the open position. You may want to address the negative situation briefly or you may want to avoid getting into the dirty details. It depends on the situation.

Sample Answer 1:

“I have been at my company for three years now and have learned a lot from working with some amazing salespeople.  I worked my way up to regional sales manager 18 months ago and my region has beat our sales projections by at least 25% each quarter since. However, I am starting to feel like I need some new challenges. This position really appeals to me because it would allow me to manage a bigger team and sell more innovative products.”

Why We Like It:

First, this candidate reminds the interviewer that he has had a respectable tenure at his firm and has been promoted. He talks about his success in the role (it’s always good to look for opportunities to discuss your accomplishments). Next, he shares a positive reason for wanting to leave — he wants to take on new challenges, he wants to stretch himself. He follows that up by talking about how the position at hand would be an exciting challenge for him.

Some candidates get this answer halfway right — they say that they are looking for new challenges and leave it at that. Without some detail around how you have conquered past challenges and why the new job would present exciting new ones, you can come across as too general and unconvincing.

Sample Answer 2:

I have loved my time at Acme Financial and am really proud of the successful marketing campaigns that I have conceived and managed. However, I think the time has come for a change. We are going through some management changes right now and a lot of projects are on hold.

I have been thinking for a while that I’d like to work for a bigger company with more opportunities for growth. This position seems like a great fit because of my successful background in online marketing and my experience running a team.

Why We Like It:

Again, the candidate starts by acknowledging positive aspects about her current position and organization. She briefly addresses her company’s internal turmoil in very diplomatic terms, but puts the emphasis on her interest in the open position and her qualifications.

Sample Answer 3: Video

2) Why did you leave your most recent position?

If you are not currently employed, your answer to this question is even more important. It’s unfair, but many employers make assumptions about unemployed candidates. If you’re so great, why hasn’t somebody else snapped you up yet?

Again, I believe this is unfair bias. In the current economic environment, fantastic employees lose their jobs and it can take time to line up a new one. There is more competition for every opportunity.

However, it’s good to be aware that this bias exists when addressing the question of why you are available.  And if you have been between jobs for a long period of time,you should be prepared to describe the proactive steps you have been taking to improve your skills — training, volunteer work or consulting projects.

The subject of why you’re leaving is a bit trickier in this case because you probably don’t have the luxury of keeping your answer 100% positive. If you left and didn’t leave for another opportunity, there was obviously an issue of some kind.

Maybe it was your issue or maybe it was the company’s issue. Either way, you have to be able to explain why it was a reasonable separation and why you are a fantastic and very attractive candidate.

Resist the temptation to trash talk your previous employer. Even if the company was totally dysfunctional, you should avoid sounding too negative.

What If You Were Laid Off?

If you were laid off for reasons unrelated to performance, just make that clear and be sure to emphasize your accomplishments on the job. Many amazing and brilliant people have survived a layoff (or even two or three).

Most interviewers won’t judge you negatively for being downsized — especially if you weren’t the only one affected. Just keep your explanation concise and skip any ugly details. Keep in mind that your interviewer will probably be on the lookout for red flags — that is, any information that makes you look unprofessional, unmotivated, or dishonest.

Sample Answer 4:

Unfortunately, the company’s biggest client went out of business at the beginning of the year and that had a major effect on revenues.

As a result, they had to eliminate some positions and I was among the five most recently hired in our department. I am proud of the work that I did there, I got stellar performance reviews, and my former manager is one of my strongest references.

Why We Like It: This answer makes it clear that the candidate lost his job for reasons beyond his control. He explains that it was a matter of seniority and not performance. He also makes it clear that he can provide a glowing reference from the job to back up his claim. Reasons are provided, but the answer is still concise. Too much detail will just start to sound defensive or confusing.

What If You Were Fired?

If you were fired for performance reasons, you should mention any extenuating circumstances, but avoid putting all of the blame on others. For example, if the job requirements or expectations changed after you were hired, make that clear. Sometimes, expectations change as a result of new management, budget cuts, or a shift in strategy.

If you were fired for any reason, you should make a point of  highlighting lessons learned from the experience. The goal here is to assure the interviewer that it was an isolated incident and that you would not be a risky hire. (For more read: How to Explain Being Fired)

Sample Answer 5:

After some management changes, it became clear that the new department director had new expectations for the role that didn’t really mesh with my strengths. Ultimately, she decided to bring in someone from her previous organization who had more sales experience.

The experience taught me that my real talent is in customer service  and I know I would be a major asset in a role like this one, which focuses on improving the customer experience. Would you like me to tell you more about my experience in that area?

Why We Like It: The answer is concise and the language is neutral. The situation is described without negativity or defensiveness. The candidate then cites a lesson learned and redirects attention to her strengths.

Preparation Is Key

If you were laid off or fired, it’s natural to feel awkward talking about these issues in a job interview. That’s why it’s critical to prepare and practice in advance. Otherwise, you can easily come across as defensive and shifty even if you have nothing to hide or be embarrassed about. Practice, practice, and practice some more (use Big Interview to practice and to record yourself and evaluate your style).

3) Why Did You Leave Position X?

Remember that your interviewer is going to be interested in ALL of the career transitions on your resume. Again, your reasons for leaving a job can say a lot about you and your fit for the new position.

As you walk your interviewer through your resume, be prepared to address your reason for leaving each position. Follow the advice above in terms of how to answer.

If you left a job voluntarily, follow the guidance provided in explaining why you want to leave a current position. You should emphasize the positive reasons that prompted you to leave — seeking new challenges, pursuing new experiences, pursuing a dream job, taking on new responsibilities.

If you were laid off or fired from a previous job, follow the advice in the section above. If you have performed well in positions since the layoff or termination, the details won’t be as  important to the interviewer. In fact, the more evidence of accomplishments and positive performance, the easier it is to counter any concerns about a termination.

For positions that you held in the distant past, you can provide fewer details. The interviewer will always be most interested in your most recent work history. However, you should always be prepared to talk about any position listed on your resume — especially those that were short tenures (less than a year), came before gaps in your resume (indicating that you left suddenly or were let go), or both.

For more advice on handling these scenarios:

• Job Hopping DOsand DON’Ts
• How to Explain Gaps on Your Resume

Main Photo Credit: Stuck in Customs

Today’s post is your guide to answering yet another one of the most common (and most critical) job interview questions: Why do you want to work here?

Actually, we want to cover this question from two important angles.

• Why are you interested in the company?
• Why are you interested in the job?

You must be able to answer both of these questions to ace your interview.

Answering the Question — Why Do You Want to Work Here?

The interviewer is looking for similar things whether asking about company or position. The hiring manager wants to:

• Learn about your career goals and how this position fits into your plan
• Make sure that you are sincerely interested in the job and will be motivated to perform if hired
• Find out what you know about the company, industry, position (and if you took the time to research)
• Understand your priorities and preferences — which aspects of the company and/or job are appealing to you and why?

However, you must approach each part of the question differently.

I. What do you like about this company?

The hiring manager is looking for someone who will fit in at the company and enjoy working there.

A good answer will demonstrate a knowledge of the company and industry. That means you must do your homework so that you can identify specific reasons for wanting to work for the firm.

These reasons could include one or several of the following:

• Company general reputation
• Reputation of key leaders
• Admiration of products/services
• Admiration of other company initiatives (marketing campaign, community involvement, training programs)
• Company awards
• Company management philosophy
• Company values
• Company positioning in market
• Company growth/success

You can probably think of other reasons that would also work. Please note: “It’s close to my house” is not a good reason.

Common Mistakes: What Do You Like About This Company?

• A too-general answer that could apply to any company. Most of my interview coaching clients make this mistake. They say something like,“It’s a great company and I’d love to work there.” That’s nice, but it’s also not very memorable or believable.
• An uninformed answer that shows you haven’t done any research. The worst thing you can do is demonstrate that you don’t even know what the company does — or that you only have a vague idea and expect the interviewer to fill you in.
• An unenthusiastic answer that makes the interviewer wonder if you really want the job. You want to convince the interviewer that you are excited about the idea of working for his company. Avoid an answer like, “I heard there were some open positions, so here I am.”

Sample Answer 1: What Do You Like About This Company?

“Well, the JP Morgan reputation is certainly a factor. I would be proud to work for a company with such a long history of leadership in the industry.

Also, a good friend of the family has been working in corporate finance at JP Morgan for the last two years and he told me that the culture supports learning and development on the job – and really rewards hard work.”

Why We Like It: In this case, the candidate is interviewing for a very well-known firm. In a situation like this, the tendency for many candidates is to basically answer, “Well, it’s JP Morgan. Duh.” In today’s job market, that’s not going to be enough to set you apart from other candidates, even if your resume is stellar.

This sample answer addresses the company’s brand and history, but also demonstrates that the candidate took the time to do some additional research through his network (read on for some tips on how to research companies before you interview). The answer goes on to emphasize the candidate’s interest in working hard and developing on the job.

Sample Answer 2: What Do You Like About This Company?

“I saw an article in Business Week about your new CEO John Jacobs and the firm’s renewed focus on technology innovation.

I consider myself an innovator and I would love to work for an organization that’s leading the future of the industry.”

Why We Like It: It’s smart to seek out recent press on any company that interviews you. In this case, the candidate found an article about the firm’s new CEO and quoting it makes her sound smart, prepared, and interested.

She also singles out the bit from the article about innovation and articulates that this is a shared value. It doesn’t hurt that she compliments the firm as a leader in the industry. A little flattery can be effective — just be careful not to cross the line into pathetic kissing up.

II. Why are you interested in the job?

So you love the company and you can prove it. Think you’re all set? Not so fast. You must also be prepared to speak about the position. You must prove that you are the perfect fit for THIS JOB at THIS COMPANY.

So ask yourself: What is appealing about this job? Why did you respond to this job description?

You must be able to discuss what excites you about the work. After all, every manager wants to hire someone who will love the work required and be committed to doing a great job.

A great answer will also allow you to sneak in information about how good you are at the work required (after all, it’s much easier to love your work when you’re good at it). While the interviewer wants to know why you are attracted to the job, he’ll be even more interested in hearing about why your experience has prepared you to excel in the position.

Bottom line: Companies like to hire people who will be good at the job – and enjoy what they do. Clearly communicate both your interest and ability.

Common Mistakes: Why Are You Interested in This Job?

• A too-general answer that could apply to any position. You don’t want to give the impression that you’re only interested in this job because it’s available. I often compare job interviewing to dating (hopefully, dating is at least a little bit more fun for you). No date wants to hear, “You were the only one who would go out with me.” It’s the same with job interviewing. You have to woo the company and talk about why the position was made for you.
• An uninformed answer that shows you don’t understand the job. If you don’t comprehend every word on that job description, take some time to research.
• An unenthusiastic answer that makes the interviewer wonder if you really want the job. If you can’t provide details about why you’re into the job, the interviewer will likely assume that you’re NOT.

Sample Answer: Why Are You Interested in This Job?

“I feel that my proven track record leading multi-functional teams makes me an excellent match for the job requirements. Also, the role excites me because I love the idea of helping to develop cutting-edge software products and I know I could start delivering results from Day 1.”

 Why We Like It: This answer manages to sell the candidate while addressing what she likes about the job. She leads with the fact that her experience makes her a great fit for the job requirements. She continues by stating that the role excites her. This is good. Don’t be coy about whether you want the job or not. Show some enthusiasm. And finally, our candidate wraps by promising that she can deliver results immediately.

 

Sample Answer: Putting It All Together — Company + Role

“Well, I have great respect for your company’s software products and I would welcome the opportunity to work with the best in the business.  At the same time, I have friends in the industry who have told me about your company’s respect for employees and how you create a great environment for rewarding innovation. I think my proactive style would fit in really well here — especially in this particular role.”

Why We Like It: This sample answer addresses both the organization and the role. He compliments the products, the employees, and the work environment (companies do love to say they are innovative, don’t they?). He then talks about how his style would fit in well. If this were my client, I would advise him to add one last line about WHY his style would benefit this role in particular.

How to Research the Company

Now you know the best practices for answering, “Why do you want to work here?” To apply them to your own next job interview, you’ll probably need to do a bit of research.

If you already know all about the company and why it’s a good match for you, you can skip this part and go practice your answer. For everyone else, here are some tips for researching any company.

The Company Web Site

Start with the company web site. This may seem like an obvious approach, but you have to take the time to actually do it.

A good company web site covers everything from firm history to mission statement to product lines to latest awards and accomplishments. Read all of the About Us stuff and spend some time in the Press Room, where you’ll usually find the latest press releases and media mentions.

Read the company blog if they have one. Next, sign up for any newsletter offered and check out the company’s social media presence (LinkedIn, Twitter, Facebook, YouTube, etc.)

You’ll also want to spend some time in the site’s Careers section. Some firms provide extensive information about the hiring process on their sites  — including job profiles and sample interview questions in some cases.

Depending on the size of the company and whether it’s public or private, you may even be able to access financial statements, annual reports, and executive biographies.

Media Coverage

Although company web sites can tell you a lot, you can learn even more with a broader Google search.

Look for recent articles about the company in the mainstream press and industry publications. These articles can also provide useful information about the latest trends in the industry and how the company compares with competitors. If you are aware of an influential publication that covers the industry, go to the publication web site and conduct a search.

You can also find articles and other company information through services like LexisNexis® and Hoovers™.  While these are pricey subscription-based services, many public libraries offer free access.

Your Network

Your network may be your most valuable research source.  Reach out to trusted contacts in your network for information. A search on LinkedIn can quickly reveal who you know at the hiring company (or who you know that knows somebody). Look for those currently at the firm and those who worked there in the past.

An “inside contact” can provide priceless data and can even serve as an advocate (if you’re lucky and have been nurturing your relationships).

Don’t just rely on LinkedIn. You can also ask around to determine if any trusted contacts (former colleagues, professors, etc.) have a connection to the firm.

Just be careful about name-dropping in the interview if you don’t know your contact’s internal reputation.

Main Photo Credit: Paul Bica

Today, we are tackling another critical job interview question: What are your strengths?

This is a commonly-asked question in job interviews for all levels of positions in all industries.

Even when this question is not asked, you must be able to answer it in order to land the job. After all, from the employer’s perspective, the main point of a job interview is to understand what you could do for the organization and why she should hire you instead of someone else.

You must be prepared to talk about your strengths. Many candidates don’t do it well, so there is an opportunity for you to stand out from the crowd if you can speak about your strengths in an authentic and compelling way.

Let’s start by talking about how to respond when an interviewer asks you specifically, “What are your strengths?” (or “What are your three greatest strengths?” or similar)

Why Do Interviewers Ask This Question?

It’s the interviewer’s job to find someone who will perform in the position and get along with the team. With this question, the interviewer seeks to find out if:

•    Your strengths align with the company’s needs
•    You can do the job and perform like a rock star
•    You are the best person for the job — no need to hold out for someone better
•    You have qualities, skills, and/or experience that set you apart from the competition
•    You are someone who will make an excellent addition to the team

Common Mistakes

Some people think this is an easy question. This question is basically a prompt for you to brag and “sell” yourself as the best fit for the job. So how could you screw it up? You know yourself, right?

Unfortunately, many candidates fail to prepare properly and sabotage themselves. Here are some of the common mistakes that I see when working with my coaching clients:

Lack of self-awareness. Most job seekers don’t spend enough time analyzing their strengths and thinking about which ones are most relevant for each position. Knowing your strengths will serve you well in job interviewing and in the rest of your life as well. If you don’t feel you have a clear sense of your job-related strengths, read on for some advice on how to identify them.

Modesty. Many candidates are too humble or just aren’t comfortable articulating what makes them great. This is particularly true for introverts and/or people who never really had to “sell” themselves before because new jobs always fell in their laps in the past. You have to get over any hesitation to say nice things about yourself. You can do it in a way that feels comfortable and authentic if you prepare in advance.

Choosing lame strengths. Others choose strengths that don’t help them stand out — strengths that aren’t important for the job at hand or strengths that just about anybody could claim. This mistake makes a candidate bland and forgettable at best. At worst, you can raise red flags with the interviewer — who wants to hire someone whose greatest strength is the ability to show up on time?

How to Talk About Your Strengths

It’s important to take the time to identify your strengths and PRACTICE talking about them in advance. That way, you’ll be ready when you walk into that interview for your dream job. Let’s start by identifying/confirming what your greatest strengths are:

1. Brainstorm. Sit down and make a list of your top strengths — aim for at least 10 and be creative. Banish your modest internal editor to another room. Jot down everything that comes to mind. You can delete later if you like.

Your strengths could include:

Experience — Experience with a certain software or type of task, expertise in a particular industry, a track record of working with similar products or clients, etc.
Talents — Abilities such as programming in a desired language, writing proposals, selling widgets, litigating cases, organizing events, translating from Mandarin, etc. (the possibilities here are truly endless)
Soft skills — Competencies such as problem solving, influencing, team building, negotiation, managing up, etc.
Education/training — Relevant background on topics critical to the job — including college degrees, certifications, training seminars, mentoring, internships, etc.

If you have trouble coming up with enough work-related strengths, jot down positive personality qualities or personal strengths. You may find ways to relate these to job performance.

2. Focus. Narrow your list down to least five strengths that you are comfortable discussing (or could get comfortable discussing with a little bit of practice). The more, the better. You may not talk about all of these strengths in every interview, but it’s good to have options.

3. Prepare Examples. Develop at least one example or Interview Story to illustrate each of your strengths. If you’re not sure how to go about crafting compelling stories and examples from your previous experience, check out Big Interview and our Answer Builder.

Choosing the Right Strengths

1. Be accurate. Choose strengths that you actually possess. Don’t pick a strength just because it’s in the job description or worked for your buddy. You want to be yourself in an interview, just the best and most professional version of yourself. You will be much more convincing and likable if you talk about authentic strengths.

2. Be relevant. You should take the time to analyze the job description and identify the most important strengths for each opportunity. You likely have many strengths, but which will be most relevant for this interviewer?

3. Be specific. Choose specific strengths. Instead of “people skills” (too broad and boring), go with “relationship building” or “persuasive communication.” Don’t be generic. Could 90% of your friends claim your strength? Pick another one.

4. Don’t be too humble. See common mistakes above. Avoid “weak praise” and lame strengths. Pick something impressive. Don’t go with “pleasant to work with” as your main selling point. Just about everybody can and should be pleasant to work with. To get the job, you have to show you would bring more to the position.

5. Be prepared to demonstrate. As discussed, have a concise example ready to back each strength up. Be careful about rambling on too long here. Your answer should still be 1-2 minutes long. If you want to share three strengths and back each up with an example, you will want to practice in advance so that you can do it in a concise way.

I Don’t Know My Own Strengths

If you get stuck trying to develop a list your strengths, try these techniques:

1. Get a second opinion. Ask a trusted friend or colleague what they think are your greatest strengths.

2. Dig for clues. Go back to previous performance reviews and analyze the positive feedback. Dig up old emails praising your work (if you haven’t been saving these, start a folder now). If you’re a student or new grad, think about the feedback that you’ve received from professors and supervisors from past internships and jobs.

3. Review your resume. Look for common themes in your achievements. Sometimes, we’re so close to the subject that we lose perspective. Try to read your resume with fresh eyes — as if it was the resume of an admired friend. What stands out?

4. Get scientific. Try the StrengthsFinder assessment. You can answer a series of questions and get a report that summarizes your top strengths. This should spark some ideas and/or help you focus your thinking. I use StrengthsFinder with many of my coaching clients and the results can really help with your professional and personal development. Many corporations also ask their employees to take the StrengthsFinder assessment as a foundation for their performance improvement plans.
www.StrengthsFinder.com

Some Example Answers to “What Are Your Strengths?”

1. Example Answer: 3 Strengths for a Technology Team Leader

“I think one of my greatest strengths is as a problem solver. I have the ability to see a situation from different perspectives and I can get my work done even in the face of difficult obstacles. I also feel that my communication skills are top notch. I feel just as comfortable presenting to senior executives as I do mediating a conflict between junior team members. I worked as a programmer in the past so I have that perspective of a developer and I think that they respect me for that.”

Why We Like It:

This is a nice answer that summarizes three strengths that are relevant for the job at hand. Just saying  that you’re a “problem solver” and have “good communication skills” can sound bland and rehearsed. You have to add some detail and color to make your answer more believable and memorable. In this case, the candidate talks about how her problem solving skills work (seeing things from different perspectives) and gives examples of her communication skills (presenting to senior leaders and mediating team disputes). We also like her discussion of her programming past and how this makes her a better manager.

Notice that she did not include a specific example for each of the strengths cited. Sometimes you want to avoid squeezing too much detail into one answer. You don’t want this answer to turn into an endless monologue. This candidate gave a little bit of detail for each strength and then left an opening for the interviewer to ask for more information. She should, of course, be prepared with an Interview Story for each of her strengths. That way, she will be ready when  the interviewer asks: “Tell me about a time when you solved a difficult problem” or “Give me an example of a conflict that you mediated.”

2. Example Answer: Work Ethic

“One of my strengths is my strong work ethic. When I commit to a deadline, I do whatever it takes to deliver. For example, last week we had a report due and got some numbers back late from our team in Singapore. I pulled an all-nighter to finish the spreadsheet because I knew that the client HAD to receive the report on time.”

Why We Like It:

Notice that the answer goes beyond “hard worker,” which is way too general. Anybody can say that they work hard. This candidate gets specific about what work ethic means to him and talks about being deadline-driven and reliable, with a specific example.

3. Example Answer: Writing Skills (New college grad applying for analyst position)

“I am proud of my writing skills and believe that they will make me a better analyst. I am able to communicate complicated topics to different audiences. I can take a lot of data and information and find the story and themes that clients need to know about.

I honed my research and writing abilities during my days writing for the college paper, where I learned how to write well on deadline from pretty demanding editors. I even won an award for my series on the financial crisis.”

Why We Like It:

This answer explains why the candidate is a good writer and how that applies to the position. The example adds credibility, showing that others also believed the candidate’s writing skills were top-notch (editors, award judges).

What If They Don’t Ask Me About My Strengths?

If the interviewer doesn’t think to ask you about your strengths (not every interviewer has been trained to ask the right questions), you’ll have to look for opportunities to bring up the topic.

Keep in mind that there are many other questions that basically ask for your strengths. These include:

•    Why should we hire you?
•    Why are you the best person for the job?
•    What makes you a good fit?

You should walk into every interview with a clear goal: to communicate your greatest and most relevant strengths to the interviewer. If you aren’t asked directly, look for openings. For example, when asked a behavioral question (“Tell me about a time…”), share an example that illustrates one of your top strengths and emphasize it.

If all else fails, wait until the end of the interview when they ask you if you have anything else to add (after you have asked some smart questions of the interviewer). Then, take the opportunity to summarize your strengths and reiterate your interest in the position.

Connect with Pamela Skillings on Google+

Main Photo: JD Photography

Where do you see yourself in five years? This interview question is not designed to test your psychic powers.

No interviewer expects candidates to be able to describe EXACTLY what they will be doing in 1,820 days. In fact, a truthful answer about what you HOPE to be doing can easily sabotage your odds of landing a job offer.

So why do interviewers insist on asking this question?

Why Interviewers Ask, “Where Do You See Yourself in Five Years?”

The interviewer wants to understand more about your career goals and how this position would fit into your grand plan. They care about your career goals because they want to hire someone who is motivated, proactive, and likely to stick around and work hard if hired.

If succeeding in this role is important to you as part of your long-term career strategy, you are much more likely to perform well.

You may also hear one of these similar/related questions that are not quite as cliched as the old “5 years” chestnut:

• What are your long-term career goals?
• What is your ideal job at this stage in your career?
• What are you looking for?
• How do you define success?
• What’s most important to you in you career?

How to Answer The Question

In today’s competitive job market, interviewers are looking for any red flag to use as an excuse not to hire someone. So you could be unfairly eliminated from contention if you answer this question in a way that even hints this is not the one and only job of your dreams.

Understandably, an employer wants to hire someone who is truly excited about the job at hand, someone who sees it as a great career move and will work tirelessly to do a good job.

You may have already said that you’re interested in the job and why. But they are testing you further by asking, “Where do you see yourself in five years?”

If your five-year goal is to become an investment banker, it’s going to be hard for them to believe that this position as an IT marketing manager is your dream job.

Hiring managers don’t generally enjoy recruiting, hiring, and training new people. It can be a time-consuming and difficult process. Your interviewer does not want to invest time and effort in someone who is already planning to leave for something better as soon as it comes along (whether that’s a job that’s a better fit, grad school, or your own business).

After all, if she hires you and you quit after a month or two, she’s going to look really bad to her bosses.

In reality, you are probably considering a few different potential career paths. It’s smart for you to keep your options open to a certain extent. However, you don’t have to advertise this fact in your job interviews.

Let’s be clear: You should never lie during a job interview. However, that doesn’t mean that you have to be 100% candid about all of the directions that you are investigating.

So what should you say?

1. Keep your answer fairly general, especially if you don’t know a lot about the typical career path at the company. For most interview questions, I recommend being SPECIFIC because general answers tend to be bland and easily forgettable. This is the exception. Make your answer truthful, but broad enough that it doesn’t raise doubts about whether you would be a good fit for this position at this organization.

2. Stress your interest in a long-term career at the company (especially if you have short job tenures on your resume). Your interviewer wants to know that you’re ready to settle in and grow with the firm. The truth is that anything can happen. The company could go out of business, they could lay you off, or you could be lured away for a better opportunity.

However, remember that the organization is going to be investing considerable time, energy, and money in hiring and training someone for this job. You must at least show an honest intention to stay long enough to be a good investment. If you have some “job hopping” on your resume, it’s particularly important to make the case that you’re now ready for a long-term role.

3. Demonstrate your enthusiasm for the job as an exciting next step for you. Most importantly, make it clear that you are motivated to take on this opportunity right now.

Example Answer to “Where Do You See Yourself in Five Years?”

Why We Like It:
The emphasis is on growing with the company (he’s a good long-term hire) and taking on new challenges (he’s goal-oriented, proactive), not on a specific title or job description (he’s flexible).

More Example Responses

1. “My goal right now is to find a position at a company where I can grow and take on new challenges over time. Ultimately, I’d like to assume more management responsibilities and get involved in product strategy. But most importantly, I want to work for an organization where I can build a career.”

Why We Like It:
This answer offers some insight into the candidate’s goals and interests (becoming a manager, being involved in product strategy) so it’s not too generic. This response also strongly expresses a desire for a long-term career with the company.

2. “I am driven to be the best at what I do and I want to work somewhere where I’ll have opportunities to develop my skills, take on interesting projects, and work with people I can really learn from. Some of the most innovative thinkers in the industry work here and that’s a big reason why I would love to build a career here.”

Why We Like It:
With this answer, the candidate is emphasizing her focus on learning, performance, and achievement. She is also complimenting the company and its reputation for hiring quality people (including the interviewer, perhaps?). The reference to “building a career here” indicates an interest in sticking around and contributing.

Special Scenarios: Make Your Narrative Believable

In some situations, your answer to this question will be particularly important. If you’re making a career change or this position doesn’t seem like an obvious next step based on your resume, your interviewer may be suspicious about whether you REALLY are committed to this field or just need to make a few bucks until something better comes along.

Nobody wants to hire an applicant who is halfhearted about the job. It’s like dating someone who is using you for free dinners until someone she’s REALLY attracted to comes along.

Your response to “Where do you see yourself in five years?” is your opportunity to sell the interview on your commitment to the career path and the position.

For example, let’s say you were recently laid off after working in academia for five years and are now interviewing for a job in biotechnology management. To be seriously considered, you need to be able to describe why you are excited about making the switch and building a career in biotech. You don’t want to leave the impression that this would only be a temporary diversion until something opens up for you in your “real” field of interest.

This is also relevant for new grads. If your major and internships are in a totally different area, be prepared to talk convincingly about why you want to invest the next five years in this new field represented by the open position.

How Not to Answer “Where Do You See Yourself in Five Years?”

1. Don’t overthink it: “Well, that’s a very hard question. I don’t know what I’ll be doing in 5 years….hmmmm….that’s tough.”

In my work with individual clients, I’ve seen this mistake a million times. It’s great that you take the question seriously, but you are not being evaluated based on accuracy of answer. Use your answer to reassure the interviewer that you’re invested in this career path.

2. Don’t be too specific: “I plan to be a VP at a major firm with at least 7 direct reports, a company car, and a salary of 150K (plus options of course).”

Ambition is good. Goals are good. However, if you are too specific, you run the risk of stating goals that are not realistically achievable in the job available. From the interviewer’s perspective, that means you’re not a good fit.

3. Don’t be flaky: “I’d love to be CEO in five years. Then again, I’d also love to be touring with my band if that takes off.”

You can come across as flaky if you seem to have a million different ideas about what you want to do — or if you have zero clear ideas about your future. In reality, many good candidates are exploring different options or are still trying to figure it out. However, a job interview is not a session with your career coach. You want to give the impression that you’re focused and have a plan (even if it’s not the only plan you’re considering).

4. Don’t raise red flags: “Well, I’m not sure. I’m thinking about law school or business school or clown college.”

Many job seekers have long-term visions of going back to school or starting their own business. These are admirable goals, but there’s no need to share them with your interviewer, especially if you’re still weighing your possibilities.

Of course, if you’ve already committed to full-time grad school or another path that will conflict with your ability to perform in the job, it’s only fair to be open about that.

Also, there are some career paths that require advanced degrees and/or other additional training. For example, many finance and management consulting career paths require an MBA. In these cases, it will be expected that your five-year plan will include more schooling.

One Last Word of Advice

Take the time to think about this question and prepare a response. Don’t memorize a script, but practice how you will describe your long-term career plans in a way that will be relevant to the interviewer and help you tell your story about why you’re the best person for the job.

Here is CollegeHumor’s interesting take on this classic interview question.

Connect with Pamela Skillings on Google+

Photo Credit: MSVG

Have you ever felt disrespected, ignored, insulted, or even abused during the job interview process? Unfortunately, bad interview behavior is common, especially in today’s intensely competitive job market. If you have been interviewing lately, you know what I’m talking about.

Not all interviewers are evil, of course. I know plenty of hiring managers and HR professionals who are respectful and capable interviewers. Some of them even reply to candidates’ emails.

But evil interviewers are out there. I put together the following list of infuriating interviewer habits so that you can be prepared and respond appropriately.

I put them in chronological order based on the timeline of the interview process.

1. Not responding to resumes and applications

This habit is understandable, though still infuriating for job seekers. In the current job market, it is impossible for hiring companies to respond to every application. There are just too many to sift through, especially for positions posted publicly. Meanwhile, many applicants don’t take the time to read the job description, customize their cover letter, or even run spell check. This is why some hiring managers and HR people get cranky and act out (see Habits 2-10).

From the candidate’s persepctive, it’s incredibly frustrating to apply for a job that’s a perfect match (you have all of the right skills and qualifications and then some) and never hear back. In fact, your perfectly qualified resume may never be reviewed by a human due to the company’s filtering process or just plain bad timing (they already hired someone or put the position on hold).

Did they see your impressive resume? Should you apply again or try to reach out directly to someone at the company? Is the job even still open? Was it ever?

2. Keeping you waiting

The interviewer has the power in this relationship and some interviewers abuse it. Evil Interviewer is horrified if a candidate shows up late, even with a good reason (seriously, though, don’t be late and give them a justification to be more cranky). However, Evil Interviewer thinks nothing of keeping you waiting. I’ve heard about candidates waiting for more than an hour with no explanation or sincere apology.

All of that waiting can affect your performance, especially if you tend to get nervous before an interview. You sit there on the edge of your seat, wondering when and if the interview will begin, fidgeting and perspiring as your suit wilts and your confidence fades. Then, when Evil Interviewer shows up, he wonders why you don’t seem fresh and full of enthusiasm.

It doesn’t have to be that way. If you get stuck waiting for a tardy interviewer, use the time to your advantage. Bring along copies of your STAR stories, you company research, and any other notes and review them discreetly. Visit the rest room to freshen up and re-energize if you need to.

3. Asking stupid questions

Be prepared to answer your share of stupid questions during the job interview process. Sometimes these seemingly stupid questions are asked for a good reason — for example, nobody really knows where they will be in five years, but hiring managers ask the question to try to get a sense of your long-term career goals.

Usually, however, stupid questions are asked because the interviewer is untrained, inexperienced, or just plain lazy. The questions may be overly confrontational (see Habit #4) or just boring and/or irrelevant. In any case, it will be up to you to turn stupid questions into an engaging dialogue. Answer with enthusiasm and avoid rolling your eyes.

4. Getting aggressive

Some interviewers pride themselves on being tough. I respect an interviewer that asks challenging but fair questions to see how a candidate responds under pressure. However, some “tough” interviewers use insults, confrontation, and other aggressive techniques to try to rattle candidates. This isn’t productive, but the Evil Interviewer doesn’t care.

Do your best to keep your cool. Sometimes you have to get past a few jerks before landing a job offer. If the behavior crosses the line into verbally abusive or illegal, you don’t have to stick around and put up with it.

5. Multitasking

Evil Interviewer is SO very important that she can’t spend an entire 20 minutes focusing solely on the likes of you. Oh no, she must check her email, take phone calls, eat lunch, yell insults at passing coworkers, etc.  This behavior can really throw you off your interview game because it’s difficult to establish a connection with someone who won’t even listen to you.

Do what you can to get your interviewer’s full attention (I’m talking about engaging conversation, not tap dance routines or air horns). If the interviewer seems to be in the midst of a legitimate emergency, offer to reschedule for another day/time. Yes, it stinks to have to reschedule, but it’s better to have your interviewer’s full attention and you can win points for being considerate and flexible.

If there is no real emergency, it’s likely that Evil Interviewer is just self-absorbed and/or easily distracted. You can try asking her questions about herself: How did you get into the business? What do you like best about working for this company? What’s your take on Industry Trend X? This can sometimes pull her attention back from her email or tuna sandwich and get the interview back on track.

6. Talking too much

Some hiring managers seem to misunderstand the purpose of a job interview (you know, learning about the candidate and whether she’s a good fit for the position) and babble on and on about the company and the job, giving the candidate few openings to speak.

If you hate interviewing, this may sound like a dream come true. You can sit back and nod and let him talk. Unfortunately, this can lead to rejection because you’re “not memorable enough” or the interviewer thinks you don’t have some skill that you actually possess but didn’t get an opportunity to discuss. Yes, Evil Interviewer should have read your resume but he was too busy blathering to some unlucky coworker. Besides, who has time to read resumes and retain facts about applicants when there are so many awesome stories to tell?

If you find yourself interviewing with a chatterbox, make a concerted effort to join the conversation. Avoid rude interruptions, but look for openings to talk about your strongest qualifications for the job. If all else fails, wait for the end of the interview and “Do you have any questions for me?” Here you can politely ask a question like: Can I tell you more about my work at Company X? I think it’s very relevant for this position.

7. Lack of feedback

Trained interviewers try not to provide too much feedback — positive or negative — during the interview itself. Some interviewers take it way too far and adopt a poker face for the entire interview. You won’t get a nod, smile, or laugh out of this guy. Occasionally, he may pause to scrawl a note or two, though it’s impossible to tell if he is writing “Great fit!” or “Pompous jerk!”

This can understandably mess with your head during the interview. Do what you can to get Mr. Excitement to crack a smile. But if he refuses to engage, press on and pretend you’re dealing with a real, animated human. Avoid the temptation to second guess every answer and/or rattle on to fill the silences.

And don’t assume the worst. I’ve heard stories about nightmare interviews with poker faces that led to job offers. Some people just don’t show a lot of emotion even when they like you.

8. Leading you on

Interviewing is a process. There’s no guarantee that a fantastic first interview will lead to a job offer.  After all, there may be other, equally fantastic candidates up for the same position. Remember not to assume you’re hired until you’ve got a signed offer letter.

That being said, there are some organizations that cruelly and unnecessarily lead candidates on when there is little or no chance of getting hired. Why would a company do this? The most common reason is that they already have a candidate (often internal) in mind but feel they still have to conduct an official search and “consider” other applicants. In other cases, a decision is all but made early in the process, but they still want to send three finalists through to meet with all stakeholders before making an offer.

This can be heartbreaking. You get your hopes up as you keep advancing from round to round. They may even fly you to another city to meet with people. Everything goes well, you make it through the sixth round and interview with a senior manager. Then, it’s suddenly all over and you’re left with a vague statement like “We went in a different direction.” (Or maybe you never hear anything at all — see Habit #10).

You can’t do much to avoid this scenario. You have to treat every interview like an opportunity to impress and get hired. If you get burned by an Evil Interviewer leading you on and dumping you without explanation, try not to let it destroy your confidence. Focus on what you have control over: interviewing like a rock star.

9. Being ridiculously picky

I think this is the #1 most infuriating habit of evil interviewers. Even non-evil hiring managers are guilty of being selective beyond reason these days.

It’s a buyer’s market right now. For every job opening (even crappy ones), it seems there are hundreds of applications (many of them from people who are actually qualified).

After meeting with a few awesome candidates, the hiring manager starts to get cocky. If these great people are available, maybe I could find someone even better…and for less money.

Soon enough, nobody is good enough for this hiring manager. She is determined to find the magical unicorn candidate who has tons of experience doing exactly that job (but is not overqualified), possesses every skill on a long list of obscure capabilities, is ambitious (but not threatening), brilliant (but still not threatening), confident (but willing to work for cheap), and fun to hang out with during happy hour (but prefers to work until midnight even on weekends).

If there is no pressing deadline to hire, this search can go on forever.  Instead of hiring someone great with most of the requirements and training them, Evil Interviewer would rather hold out for the unicorn.

You may be able to cut through the unrealistic expectations with a great interview. Make sure you thoroughly analyze the job description as it relates to your background. Is there anything that could be perceived as a gap or weakness on your part? Be prepared to address this and explain why it’s not an issue and why your amazing strengths more than make up for it.

10. Not getting back to you after the interview(s)

The interview went well and you were told you’d hear back by Friday. Then Friday comes and goes with no response. You send a brief email asking politely if there have been any new developments. No response. A week later, you follow up again. Once again, crickets. After a month, you realize that you are probably never going to get a reply.

This little scenario is frustrating after a good first interview. It is infuriating after multiple rounds, personality tests, and promises.

The blatant disregard adds insult to the injury of the rejection. Most applicants would be happy with a short email explaining that they were not selected. And to be fair, many HR professionals and hiring managers DO let candidates know, especially after multiple interviews.

Some don’t bother. Look, I know that hiring managers are busy. I understand being too busy to reply to every resume and application (see Habit #1). However, when candidates have invested time and energy in a long interview process, it seems like only good manners to take a minute to respond to a follow-up email. To be fair, sometimes the issue is that the candidate’s contact doesn’t KNOW what the status is and can’t respond.

All you can do is manage your expectations and try not to take blow-offs personally. Even in the best of situations, don’t anticipate more than a quick email status update (“The position has been filled. We will keep your information on file.”) Don’t expect to get detailed feedback or an explanation of why the decision was made. Most companies don’t allow employees to provide that information. It’s up to you to figure out what you did wrong in the interview (if anything) and make a better impression next time.

Which of the 10 infuriating habits of evil interviewers is the MOST infuriating? Did we forget your biggest pet peeve? Share your thoughts in the comments.

And for your enjoyment: Silly Job Interview – Monty Python

Photo Credit: Darwin Bell

Connect with Pamela Skillings on Google+

Just when you thought you were prepared for the phone interview and the in-person interview, there’s a new format to master. More and more companies are now using video job interviews, especially during the early screening rounds of the job interview process.

For companies, the video job interview offers the convenience of the phone interview plus the bonus of being able to see you, even if you’re based thousands of miles away. In a 2012 survey by staffing agency OfficeTeam, 63% of human resources managers said their company often conducts job interviews via video, up from just 14% one year ago.

Companies handle video job interviews in different ways. Some may just invite a candidate to connect via Skype or a similar video chat software (Google Hangout, ooVoo, etc.) using their own webcam and computer. Other companies arrange to have the applicant visit a local video conference facility and connect from there. Still others have started using third-party video interview platforms and may even send an interviewee a webcam kit to use for the interview.

In all of these scenarios, the key is to prepare and be comfortable with the video interview format so that technical and logistical challenges won’t distract you from making a great impression. Here are our tips for acing the video job interview.

1. Dress to Impress

Dress for your video interview just as you would for an in-person interview. Focus on the top half as that’s what your interviewer will see (perhaps even just your face depending on the set-up). However, I would advise wearing pants just in case you have to stand to adjust the camera or grab your water bottle. I once heard a horror story about a candidate who inadvertently offered his interviewer a glimpse of the boxers he was wearing under his navy suit jacket. Guess what? He did not get the job offer.

As with an in-person interview, the safest bet is to dress conservatively. A black or dark-colored blazer or suit jacket over a crisp shirt is usually a great choice for both men and women. For some jobs, guys will want to go with a full suit-and-tie look.

Do a camera test on your home webcam even if you will be going to a video conference facility for the actual interview (read on for more tips on how to use your camera test to prepare for the interview). This will allow you to see how you look and adjust wardrobe and hair/makeup accordingly to avoid the embarrassment of a gaping button or shiny forehead.

2. Eliminate Distractions

If you will be using your own webcam set-up, remember to carefully plan what will appear behind you in the frame. Try to arrange a quiet spot (turn off the ringer on your phone) with a plain backdrop and lock the door to keep the cat, baby, roommate out.

Avoid an unprofessional or distracting background. You can adjust the camera to make sure your Justin Bieber poster and messy laundry pile aren’t visible behind you.

You should also plan to shut down any other programs on your computer (especially any programs that might unexpectedly make noises or launch pop-ups to distract you during the interview). Make sure you aren’t running any other applications that use your webcam (log out of Skype if you’ll be using another program for the interview, for example) as they can interfere with your connection.

3. Find Your Best Close-Up

Take advantage of the opportunity to play director in advance. Adjust the lighting and camera angle, zoom in or out, make sure your microphone and speakers are at optimum levels, etc. If you will be using a video conference facility, experiment at home so you know your best set-up, then plan to arrive early so you’ll have time to adjust the on-site camera and audio preferences as needed.

• Lighting: The right lighting can make a big difference in how you look. Avoid overly bright fluorescent lights — the effect can be harsh and some webcams will automatically compensate for too much brightness by shadowing your face. On the other hand, make sure there’s enough light to see you clearly. You don’t want to look like you’re peering out of the darkness at them. It can help to sit next to a lamp or fixture that lights you flatteringly from just above your head.
• Camera Angle: Play with the camera angle to find what works best for you. Avoid the up-the-nostrils cam and the forehead cam effects. Try sitting at a slight angle to the camera so you won’t look like you’re posing for a mug shot.
• Zoom In or Out: Find the right balance between too close (nobody needs to count the pores on your nose) and too far (make sure they can see your facial expressions).
• Technical Issues: Test all of the equipment out in advance to make sure that the webcam and audio settings will work well on the day of the interview.  Ask a friend to do a trial run with you to test the equipment and get some feedback on wardrobe, backdrop, and other issues described above. On the day of the video interview, yoru best bet is to reboot your computer and do another a last-minute test to make sure everything is still working properly.

4. Make Love to the Camera

Okay, not love exactly, but remember that looking into the webcam will translate to your video interviewer as direct eye contact.

This will feel unnatural at first, which is part of why practice (see below) is so important. Looking into the eyes of the person in the video image will feel more natural, so it may help if you can move the window showing your interviewer’s face as close to your webcam as possible. This will make it seem most like a natural conversation with real eye contact. With many laptops, the built-in webcam is located in the center of the monitor screen. On desktop computers, the webcam is often perched on top of the monitor. Try this out in advance and have your friend tell you how the eye contact translates.

If looking at the person’s face doesn’t translate well with your webcam set-up, you may just have to train yourself to look directly into the camera (and smile) if you really want to make a connection and give the impression of consistent, confident eye contact.

Warning: If the video software also displays your image on the screen (most do), be careful not to get distracted by looking at your own image too much. This will look odd to the interviewer and will probably just distract you with self-consciousness when you should be thinking about your answers.  Also, be careful not to spend too much time looking at your notes or resume.  This is the equivalent of sitting in an in-person interview and staring down at the table instead of looking at the person you’re speaking with.

5. Practice

You should be practicing your interview techniques already. However, if you’re new to video job interviews, it’s even more important for you to make time to practice your delivery via video.

Our training software Big Interview (www.biginterview.com) allows you to practice with your webcam, record, review, and even share recordings for feedback with a friend or mentor. This approach will allow you to see exactly how you come across via video conference and work on any weaknesses (eye contact, posture, vocal, answer content, etc.).

This practice will also serve you well in preparing for upcoming in-person interviews. Recording and analyzing performance on video is a proven technique for improving your skills — it’s a tactic that has been used for decades by professional athletes, public speakers, and performing artists.

You could also arrange a Skype practice interview with a trusted friend or coach and ask for honest feedback.  Make sure you choose someone with some knowledge of job interviews and what employers look for.

Remember That Interviewing Rules Still Apply

Don’t forget to spend time preparing to answer the interview questions. Looking good on webcam is important, but your answers to the interview questions are even more important. You’ll find tons of useful information on interview preparation on this blog — and if you really want to ace the interview, spend some time on Big Interview reviewing the video curriculum and sample answers and preparing with the video practice interview tool.

Photo Credit: Dezz

Connect with Pamela Skillings on Google+

Before you get invited in for an interview, employers and recruiters look at your resume to see if you’re a good enough candidate for the job to be worth their time. If your resume doesn’t look good, you don’t look good. Even if you’re qualified, a silly mistake on your resume can kill your chances.

Think of your resume as your 60 second audition in front of a judge on one of those reality TV talent shows. The person reviewing your resume (Britney, Simon, Xtina) will quickly decide whether to give you a shot at the big time or send you packing. So the golden rule is: Make a good first impression, and don’t look dumb!

You can do this by avoiding common mistakes on your resume — the kind that we see even great candidates making.  Remember, you only have a few seconds to either make a good first impression or to make a really bad one.

Basic Appearances

1. Spelling mistakes and grammatical errors

A grammar error or misspelling can stand out like a sore thumb and tell the employer that you’re careless. Luckily, these mistakes are easily avoidable. Spell check, but don’t rely on spell check to do all of the work for you.

I have seen plenty of resumes with embarrassing mistakes that spell check didn’t catch — it was a real word, just not the one that the candidate wanted to use in his resume (be careful to never, ever leave that first “L” out of “public relations” in your resume).

Take the extra time to re-read your resume several times or have an English major friend look it over for you. It’s easy to miss even big, embarrassing mistakes when you’ve been looking at your resume for too long.

Your eyes see what you meant to type instead of what’s really there. An objective reader can make a big difference in helping you catch spelling and grammar problems as well as many of the other mistakes listed in this post.

It is particularly important to proofread carefully if you are applying for jobs that require writing skills and/or attention to detail. For a potential future boss, your resume is your first work sample and should reflect your ability to write, edit, and proofread if hired.

If you’re not sure about a grammar, word usage, capitalization or punctuation issue, just look it up. Grammar Girl is just one great resource for practical application of grammar rules.

2. Sloppy formatting and fonts

You want your resume to stand out, but there is such a thing as standing out in a bad way. You may think it’s creative to use 6 different fonts and colors, but that kind of creativity tends to just look clumsy. Avoid too many font types and steer clear of font sizes that are too big or too small.

Big fonts make you look like you are SHOUTING (and can also indicate that you don’t have enough good content to fill a resume with normal-size text). Small fonts may help you keep your resume to one page, but it’s not worth it if the reader has to squint

You should also avoid long paragraphs and long blocks of text. Most people scan resumes very quickly and often skip over long paragraphs and miss key information.

Use white space and bullets to make your resume format easy on the eye. Use of bullets can also ensure better reader comprehension when visually scanned.

Leave comfortable margins on the page and make sure that everything is neatly aligned. Look neat. Look smart.

Also, keep in mind that there’s a good chance you resume will be scanned electronically as more and more companies use special software to index resumes. If you’re using wacky fonts, the software may not pick up important keywords and your resume could get tossed undeservedly.

3. Just plain ugly

Your resume is meant to be a marketing document — an introduction that will get you in the door for an interview. This isn’t the time to “think outside the box” and design a glossy, hot pink, legal-sized resume with clip art and glitter. There are better ways to demonstrate your creativity. Save the arts and crafts for Pinterest.

Also, avoid using weird colors, weird formats  or weird paper stock. Your resume should be simple and elegant. Go minimalist and let the words speak for themselves.

If you’re presenting a hard copy of your resume in person, make sure it doesn’t look like it was just pulled out of the trash can (or it’s very likely to end up back in the circular file).

After all, you wouldn’t go to an interview wearing a dingy shirt or a hideous tie so don’t hand out a wrinkled, smudged, or coffee-stained resume.  When you bring your resume to an interview, carry it in a folder to keep it crisp and fresh.

4. Too short

In general, try to keep your resume to 1-2 pages in length. Recent graduates should aim to stick to one page while more experienced candidates can get away with using more space.

If you’re still short on work experience and are having difficulty filling a page, think about listing relevant school coursework and extracurricular activities. Include volunteer work and the contributions you’ve made in that arena.

You’ll also have space to list pertinent skills  — including your prowess with different software programs and other tactical skills that apply to the job (review the job description and use the employer’s language).

As you develop in your career and add more jobs to your resume, you won’t have space for these “extras.” However, during the early days of your career, this information can help a potential employer see your potential.

Remember to use common sense here:  No need to mention your collection of Twilight memorabilia or  that you were runner-up in the 2010 SpongeBob look-alike competition.

5. Too long

Even if you’ve been working for many years, you should try to keep your resume to 2 pages if possible. There are exceptions — CVs for academic positions and some other roles tend to be longer and more detailed. (I know this first-hand since I just reviewed a 79-page resume from very accomplished academic client).

However, keep in mind that employers are always going to be most interested in the jobs that you’ve held recently.

Use your space wisely to share more details about your most current and relevant work experience and edit down the descriptions of your earlier jobs to the bare necessities.

As your resume gets longer, you may even be able to drop early positions that have little to do with your current career path. Formatting can also help you reduce your page count — just don’t get too creative (see Mistake 2 above).

Inaccurate Information

6. Lies and half-truths

If you lie on your resume, you’re taking a big risk. First of all, you’re very likely to get busted during the background and reference checks. Even if you get lucky and make it through the hiring process,  dishonesty on your resume can get you fired down the road — even if you’ve been doing a great job. Just ask former Yahoo! CEO Scott Thompson.

If you haven’t yet graduated from college, for example, put down the name of the school you’re attending and state your expected graduation date. Don’t say you’ve graduated if you haven’t.

Another common fib is with languages. Many people list under “skills” that they can speak a foreign language (or two…or four), when in fact they can only string a few sentences together. Don’t think you won’t eventually be found out – you will. And trust me, it’s tough to learn Japanese in a weekend.

7. Sketchy job dates

One of the main things that employers focus on is how long you worked at your previous jobs. They are going to be scanning for dates and zeroing in on short tenures and long gaps between positions.

Make sure to put down, for each job, the date that you started working and the date that you left (month and year is sufficient). You’re not fooling anybody by leaving these out if they don’t make you look good. A lack of dates will read as an attempt to hide something. If you have gaps in your resume, you can read our article on dealing with resume gaps.

Proof the dates carefully. It’s easy to overlook mistakes when it comes to numbers. You don’t want your resume to say “May 2020” instead of “May 2010.”

8. Contact information

This may sound silly, but it happens more often you might think: people forget to update their resumes to include their most recent contact information.

If you’ve moved or changed phone numbers, make sure that your phone number, address and e-mail information is up to date.

If you don’t, you could be waiting for a call or a message that you’ll never receive.

Also, make sure you have a professional sounding email address. If your name is John Smith, using the address “stonerjohn69@gmail.com” (which you hilariously created in 2005) is not a good idea.

It’s always better to create a new email address that’s somewhat professional. Even if you can’t get [yourname]@gmail.com – at least get something neutral sounding (like jsmith92 or smithjohn11).

Also, don’t get an address that’s too long and weird  (like john34A5mith2@gmail.com). It’s too easy for a typo to happen when someone is emailing you – and it’ll drive people crazy.

Substance

9. Vague objective

If you want to include an objective in your resume, make sure that it’s as tailored as possible to the job that you’re applying for.

Avoid vague statements like: Looking to apply my skills and experience in a fast-paced, challenging environment.

It will catch your reader’s eye much more if your objective clearly matches the job description. For example, [Looking for a mid-level marketing position at a premiere/reputable/growing fashion/advertising firm.]

You should also think about whether including an objective statement is really the best use of that prime real estate at the top of your resume. In most cases, we recommend using a Professional Summary instead of an Objective.

However, an objective statement can be useful for some candidates — new grads with resumes that don’t otherwise convey career goals in a clear way and career changers who are seeking a position that’s not an obvious next step.

10. Too general or irrelevant

Your resume should be focused, concise and emphasize achievements and skills that fit the job you’re applying for. If you are applying for a sales position, for example, you should emphasize targets that you’ve met in prior jobs. Including percentages and numbers can be useful.

For example, [“Increased _______ by 25% in Store XYZ” or “Reduced operations backlog by 50% for the fiscal year in 2009.”] Think about how best to present your experience and skills in a way that would impress your potential employer.

This probably means customizing your resume for each position, especially if you are considering more than one type of opportunity. Carefully review the job description and then take the time to tailor your resume to emphasize the strengths and experience that are most relevant for the position.

11. Including “red flag” information

Your goal is to land an interview by giving the employer a compelling overview of the job skills and experience that make you a good candidate. Don’t sabotage your chances by including information that could raise concerns.

Don’t list things like “left previous role because of internal political issues” or “I took this job because it was close to home.” There will be time to discuss your reasons for leaving and taking positions in the interview.

By then, you will have used Big Interview to prepare and practice so that you can discuss your reasons in a positive and professional way.

12. Too much information

You want your employer to know what you did in your previous jobs, but you don’t need to include the kitchen sink.

Describe your job duties in enough detail to give the employer a good idea of your general  responsibilities.

Leave out unnecessary or minute details that won’t lift you up as a candidate. More importantly: Highlight your job achievements. Use bullet-points to help the reader focus in on your accomplishments.

Too many candidates make the mistake of including a detailed job description instead of emphasizing individual contributions.

13. Passive tone of voice.

Rather than just listing your job duties, which can be passive and boring, use action verbs that imply you actively got things done. Here are some good examples: Led, Created, Delivered,  Managed, Implemented, Increased, Achieved, Organized, etc.

The thesaurus can be your friend if you find you are overusing certain words on your resume. Just don’t get too crazy trying to impress them with your awesome vocabulary — you want them to actually understand what you did (skip “confabulate” and “propagage” and other Word-of-the Day entries).

Your resume is your first face forward to the employer, so it’s very important that you take the time to to make sure it looks great and is an accurate and powerful representation of your qualifications. Common mistakes (even the seemingly little ones) can kill your chances of getting an interview. When it comes to your resume, you really can’t be too perfect.

Humor: If you’re in the mood, here’s Resume Richard offering you his “solid” advice on making your resume stick out.

Connect with Pamela Skillings on Google+