Interview Question: "So, Tell Me About Yourself"

Invariably, an interview starts out with the seemingly innocuous question, "So, tell me about yourself."  This is the opening gauntlet question. 

You want to make sure you give the interviewer a powerful response to this, because it somewhat sets the tone for further questions.  This is also, unfortunately, where I find a lot of people trip-wire into revealing information that can be unnecessary and potentially damaging.  Let's unpack this:

"Breaking The Ice"

What the interviewer is looking for is to get you relaxed and talking.  It's based on the premise that you're the subject matter expert in YOU, so it's a technique to get you, as the interviewee, comfortable with opening up and talking.  Far too many times, though, I experience interviewees who are still unprepared for this opening question.  They're not sure what they should talk about.  If this has happened to you, I assure you that you're not alone.

The interviewer wants to have you do a quick (5 minute max) summary of your education, work history, skills, and work-related interests.  This is not the time to talk about your marriage, your kids, where you go to church, your personal interests (like hunting, playing Scrabble, or wine tasting).  All of that is nice, but it really broaches on conversation that shouldn't be included in interviews (primarily because they aren't relevant to the position and therefore, can lead to discrimination).

A Reader's Digest Summary

Be prepared, as you're giving your quick "overview of yourself" that the interviewer may ask questions as you're going through this.  That's great!  The interviewer may want to understand, for example, why you chose, after you finished high school, to go on to college to get your Associate's degree or your Bachelor's degree.  Or, he may want to know what drove your decision to leave a particular company for the next job opportunity.

This is a time to be brief, but give the interviewer what I call a "Reader's Digest" version of your background, skills and experience.  A quick example:

"I earned my Associate's Degree in business from XYZ University and started my career with EFG Company as a Customer Service Representative.  After 2 years there, they promoted me to Customer Service Manager, where I oversaw 4 direct employees and handled company quality complaints.  I spent a total of 5 years at EFG, and then was recruited to take an opportunity with ABC company as a Business Development Manager, developing my background in sales and marketing for outside sales for ABC.  I was caught up in a massive layoff after 4 years there, and I'm currently seeking this opportunity to apply my experience in customer service and business development for your firm." 

Give 'Em an Outline

Notice, in this example, I didn't go into too much depth, but skimmed the surface about education, work history and reason for talking with the interviewer today.  This "sets the stage" for the interviewer to go back and delve into more details (if he wants).  Or, hopefully, it may have succinctly answered his initial question of why you left your former employers and now the interviewer wants to go through some behavior-based questions (check out my previous blog on Behavior-Based Questions). 

Summary:  Tell the interviewer about your education, your work history, your particular skills and why you're looking to work for his company.  Avoid taking the conversation into the weeds by talking about your golf game and such.

Kathleen Lapekas - PHR

Action HR Consulting

For Personal Attention to Personnel Matters....

http://www.actionhrconsultant.com/

How to Handle the "Strengths and Weaknesses" Question...

Deer In The Headlights?

The one question that usually bothers most people when being interviewed is, "What are your strengths and weaknesses?"  Although I've chosen to strike this one from my professional repertoire of interview questions, I understand that this is still commonly asked.  So, let's unpack what's going on with this question.  The truth is, that we all have strengths and we all have weaknesses.  So, don't go in unprepared and have a blank look on your face as you answer, "I can't think of any." 

Come Prepared

Let's go on the assumption that when an interviewer asks this question, it may be in order to have the candidate consider what he may feel he can bring to the table, and what areas he has been told may need some work.  Cite an example (just one) to support your answers on both the strengths / weaknesses.

Strengths: 

The best advice I can give you is to pick one worthy strength that may be poignant for the position.  Some examples may be:

• "I have been told that I exercise extreme attention to detail.  I don't tolerate poor workmanship.  An example of this would be...."
• "I am a stickler for hitting my targets.  Even if I have to work later that expected, I won't let my team down by not pulling through.  An example that comes to mind is when....."
• "I am passionate about the work that I do.  It's because I realize how much I'm affecting others with the type of work we do at XYZ company.  Just the other day, when a customer came in, I showed this passion when I...."
• One last note:  Avoid using the "I'm a perfectionist" as a strength.  For two reasons: 
• It's waaaayyyyy over-used.  
• And perfectionists are generally prone to procrastination....the perfection they seek overwhelms them to the point that they can't ever finish a project until it's absolutely perfect, and they can never get it good enough, so they put it off....

Weakness:  

I generally advise people on this to be very careful not to shoot themselves in the foot.  Be honest, but don't hurt yourself by giving your worst weakness.  The interviewer didn't ask about your worst weakness -- He asked what is a weakness of your's.  Go with one that will not be a deal-breaker. 

Some examples may be:

• "I find that I tend to get frustrated when other people drop the ball.  An example of this...."
• "I sometimes over-communicate when it's not necessary.  I have a tendency to be very thorough, and I want to make sure people are clear with expectations, but sometimes, I can get too detailed.  For example..."
• "Sometimes, when I'm in the middle of a project, I'm working 10 steps ahead of everyone else.  I'm sometimes obsessed when it comes to planning and thinking through all the contingencies or possibilities, and I sometimes find myself working ahead of the group.  An example that comes to mind is...."  

Always Have a Solution:

 I would also strongly advise you include how you've overcome or "mitigated" that weakness you've identified (if you have).  Let me give you an example that I learned about myself. 

I'm from a small mid-western, sleepy town (population 4000) in Michigan.  As a mid-western kid, I was raised fairly sheltered, and was raised basically trusting that people I meet along the way are fairly forthright, honest and truthful.  Side note:  Honesty and truthfulness are not the same, although they're commonly used synonymously.  Honesty is not stealing.  Truthfulness is telling the truth.   

So, as an HR Manager, when I interview people, I basically take what people tell me as forthright, honest and truthful.  That's how I was raised, and you won't be able to change that in me.  But, it's a little bit of a liability (or perhaps a better word is, a "blindspot") that I have when I'm interviewing people.

I'm not gullible, but I generally will give a person the benefit of the doubt when they tell me something.  If they prove me wrong, and had actually lied to me, I'm usually forgiving, but extremely slow to trust them again. 

Recognizing this "weakness" that I take people at face-value most of the time, I've found that I've best overcome this by having other people involved in the interview process.  It gives me other people with which I can bounce off feedback and calibrate the "read" on a person.  That's been my solution to ensuring that I won't mis-read a candidate.  I get by with a little help from my friends....

Summary:  Be truthful, but be smart about your answers.  Give strengths that may be used as a benefit to the company.  Give weaknesses that don't hurt you, but you can show how you've been able to overcome them.  Cite examples of both. 

Kathleen Lapekas - PHR

Action HR Consulting

For Personal Attention to Personnel Matters....

http://www.actionhrconsultant.com/

Handling the Face-to-Face Interview

Congratulations!  You've made it through the gauntlet so far.  You're now invited to come in for a face-to-face interview! 

This is the moment you should look forward to! 

You get the chance to meet your future team.  Naturally, you're nervous, but not scared because you think, "I'll just be me, and if they don't like me, then it's their loss."  Good thinking.  But you also think, "I really hope that they DO like me."

Interviews are a part of the process that we all wish we could skip.  But, I'll give you a little inside scoop on how to muscle your way through an interview.

"Over-Preparation" is essential! 

• In preparing for an interview (as the applicant) I would always sit down and prepare a list of all sorts of questions that the hardest interviewer would ask (of course, I have the advantage of reasonably predicting what sorts of questions will be asked because I know what ones I would ask!) 
• Then I'd map out my answers to each of the questions (including those dreadful, "What are your strengths and weaknesses?" questions...) 
• And then, of course, I would come up with specific examples that support my answers. 

This, by the way, is an excellent technique, because it allows you to already have the answers, and you're not completely talking off the cuff (and rambling on and on unnecessarily).  You're prepared!

The Hot Seat

As an applicant, when you're sitting down in the "hot seat" across the desk, you're stomach has butterflies swarming around in there.  Try to realize that the interviewer is just trying to get a chance to "read" you to see if he likes you and feels comfortable with you. 

EVERYTHING COUNTS! 

EVERYTHING COMMUNICATES SOMETHING... 

• Be yourself -- a professional-version of yourself.  Smile - I've covered this before, but because it's so important, it needs to be mentioned again. 

Ask For Clarification

• If you don't understand the question, or what the interviewer is really asking, then ask for clarification.  Nothing is worse than spending precious time answering a question that was never asked, and not answering the question that was asked.  Plus, (bonus points) the interviewer will realize that you are attentive to the details, and (as a good communicator) you check for understanding before proceeding.

Answer The Question - Then Stop

• Answer the question succinctly and then stop.  Don't ramble on.  Even if the interviewer is taking notes, let a breath out and stop yourself from talking and talking and talking.  Note:  If the interviewer has to interrupt you to move on to the next question, then take the hint and be more succinct on the next question.

Don't Bring Your Portfolio

• Unless you're applying for an artist-type position, don't bring your portfolio of past work in with you on an interview.  I know this sounds strange, and perhaps counter-intuitive...But, I've seen this happen too many times where someone will bring in a binder with all of their certificates, drawings/schematics, pictures of their works, etc.  To tell the truth, the interviewer is not really interested in seeing these things.  You've already proven you're qualified (afterall, you navigated through the resume screening and the phone interview!)  This is a personality/chemistry fit now.  Don't be fooled into thinking it's entirely about your credentials -- although it is the platform by which you and the Company talk in an interview, it's REALLY about assessing how comfortably you would fit in with the team.   

Have Questions to Ask

• Ask questions.  Remember, this is just as much your interview as it is their's.  You are also interviewing them for a good fit to you and your needs.  You want to know that these are the type of people you want to work with and spend time with.  So, ask good, thoughtful questions that show the interviewer that you truly want to understand what's expected and how to be successful at this company.  Also, it may be (depending on the climate) appropriate to talk about wages (hopefully it's initiated by the interviewer); certainly it should be acceptable at this point, however, to inquire about benefits, work schedules, overtime requirements, timing for filling the position, etc.  

Ask About Next Steps...

• Last step, thank the interviewer for the opportunity to interview with the Company.  Inquire how soon will the decision be made, and what are the next steps (if they were interested in moving forward with you).  This helps to manage your expectations, and shows that you are interested.  Follow-up with a thank you email or a handwritten thankyou note to everyone with whom you met. 

Kathleen Lapekas - PHR
Action HR Consultant
For Personal Attention to Personnel Matters....
http://www.actionhrconsultant.com/

Behavior-Based Interviews

The New Style Of Interview Questions

If you're like me, you probably dread those awful interview questions that ask, "So, where do you see yourself in 5-10 years?" or, "What would you say are your strengths and weaknesses?"  These questions are absurd!  They tell the interviewer very little, other than perhaps, what the candidate thinks of himself. 

The good news is that interviewers are waking up and changing their approach.  Out with the old style...in with a new style.  It's called, "Behavioral Interviewing" or "Behavior-Based Interviewing."  It sounds scientific, but really it's not. 

The Theory of Behavioral Interviewing

The theory behind "Behavioral Interviewing" is that:  The past is the BEST predictor of future behavior.  So, if we're trying to predict how a candidate will perform in OUR company, then we'd be smart to ask him questions that may reveal how he behaved in his past employment.  The principle is pretty sound, really, and a lot of employers now are using this style to get better "predictability" of culture-fit. 

As an example, if I were interested in find out how a candidate handled himself when faced with a difficult co-worker (because, of course, when working with other people, it's certain that conflicts will arise) I may ask: 

• "Joe, can you tell me about a time when you didn't get along with a co-worker? 
• What was the sticking point between you two? 
• How did you handle it? 
• What was the outcome? 
• What did you learn?" 

There are numerous examples of other behavior-based questions, and far too many to list in this blog.  I suggest going to "Google" and typing in "Behavior-based Interviewing" for additional examples. 

Sadly, you still should prepare yourself for those awful standard interview questions, just in case your interviewer hasn't learned about Behavioral-Interviewing yet.

Kathleen Lapekas - PHR

Action HR Consultant

For Personal Attention to Personnel Matters....

http://www.actionhrconsultant.com/

Dressing For The Interview

It Starts With Appearance

It's a widely-known fact that chemistry initially starts with attraction.  Let this be a big clue to you.  Understand that your physical appearance communicates a lot about you, whether you're aware of it or not.  So, with that, keep in mind the following:

Posture:  Sit straight, lean forward slightly, and shoulders back.  This communicates both confidence and engagement.  I once had a candidate interviewing for manager position who slunked down in the seat in front of me, leaned back, almost in a reclining position, and looked way too relaxed for the occasion.  That candidate didn't get passed along to anyone else, nor did he get the offer.  You need to have high energy, and it starts with posture.

Eye Contact:  Maintain eye contact with the person as you're engaging in conversation with them.  Not as in a "stare-down, creepy" sort of level (that will not get you the job!); but as in a socially-appropriate degree of "complete and undivided attention" sort of level. 

Smile:  A candidate that smiles is perceived as more engaging, more trustworthy, and more earnest.  If a candidate doesn't smile, it's a major turn-off.  It won't get you the job.  Remember, this is about chemistry (how a person feels when they talk with you).  Make sure you don't have anything in between your teeth.  Take a quick second and check this in the mirror before you walk it.  Otherwise, it's a major distraction (that no one will tell you about) and you'll be referred to as:  "The candidate that had broccoli in his teeth." 

Dress:  Ask ahead of time what appropriate attire should be worn for the interview.  For example, in some environments, a suit and tie would be absurd and quite ill-fitting.  It may be appropriate to dress business-like, but not formal-business like.  A lot of that is predicated on the environment.  So ask.  

Some Helpful Suggestions

Without exception, the following should be considered:

• A good rule of thumb is to dress slightly nicer than the environment.  This is a formal introduction.  Don't be too casual, like wearing jeans, even if in the environment, they are all wearing jeans.  Bump it up a notch to make a good impression.  
• No visible tattoos.  No nose-rings, no tongue rings.  Men should not wear earrings in a face-to-face interview.  No gum or mints in the mouth either.      
• If you're a smoker, make sure you wear clothing that does not smell like smoke (non-smokers can smell cigarette smoke a mile away, and it can be an unconscious turn-off). 

Men: 

• If it's a little less formal of an environment, dress slacks, a button-down and a tie may be all you need.  Leave the jacket in the car.  Or it may be that the environment is much more casual, whereby dress slacks and a nice polo shirt (without logos) might be appropriate.  Best bet is to ask.    Consider wearing khakis in lieu of dress pants, but never jeans. 
• Wear dark socks (never white socks) with dress shoes (not sandals). 
• Remove jewelry, other than a wedding-band if you wish. 
• Refrain from using cologne.  
• Hair should be kept neat, trimmed and appropriate length for the type of position. 
• Make sure you're clean-shaven (without little pieces of toilet paper stuck to your neck and face because you cut yourself shaving).         

Women:

• Again, ask ahead of time what attire should be appropriate for the interview.  My best recommendation, however, is to dress conservatively.  Avoid wearing garments that show cleavage or are too tight fitting. 
• Avoid high heels (especially because you may be meeting people who feel shorter than you already!). 
• Avoid flashy or excessive jewelry (leave the large loop-earrings at home).  Conservative is the key word....
• Avoid excessive make-up, and don't wear perfume (which can be overwhelming, and sometimes unpleasant for the interviewer). 
• Hair should be natural-looking (no wild colors or unnatural looking). 
• You should look tidy and professional -- like you're preparing to have your picture taken for the company newsletter.  This is not the place to look sexy!  (This is a job interview...looking sexy communicates the wrong message).

I realize that this is a lot to consider.  I'm just giving you my friendly advice, because I've seen so many people over the years that completely blew it because they didn't think ahead of time about these things.  And isn't it hard enough as it is to think and say the right things in an interview? 

Kathleen Lapekas - PHR

Action HR Consultant

For Personal Attention to Personnel Matters...

http://www.actionhrconsultant.com/

Face-to-Face Interviews - Preparation is the Key

The Moment Of Truth!

Ok, job seekers, this is the moment of truth.  This is your time to shine, and give your very best.  The prospective employer has personally identified you as a prospective employee, and wants to meet you now.  This is like being directed down the aisle toward the wedding party.  The question is, will you walk away as the bride or the bridesmaid?  Well, it all depends on how you do.  No pressure....

Let's Celebrate A Little...

But, let's celebrate what you've accomplished so far. 

1.  You've done your networking.  In networking, it's not who you know, it's who knows you.

2.  Your resume made an impression to get you in.  You got in the top 4 or 5 of possibilities.

3.  You've survived the phone interview.  The interviewer loved your energy, your background and skills, and your questions.  You rock! 

4.  Now, you're being invited to come on-site to meet the team face-to-face. 

So far, you're hitting on all cylinders.  But, beware, it's not over yet.  In fact, this is one of the biggest hurdles you'll have. 

It's a Chemistry-Fit Assessment

Face-to-face interviews are primarily a chemistry-fit assessment.  You apparently have the technical skills, and your background meets or exceeds the minimum requirements.  A face-to-face interview tells the rest of the story.  Remember as I've stated before, Everything Communicates Something.  EVERYTHING.  You can "lose points" if you are oblivious to this.  The interviewer is making a potentially long-term decision (almost like a marriage) based on this chemistry.  Don't blow it. 

For the purpose of this segment, I'm going to concentrate on preparation for the big day. 

Research: 

If you haven't done so already, you should definitely research everything you can about the company and about the position.  Don't walk in to the company without a very clear picture of what they do, how strong their business is, who their customers are, so forth.  It doesn't matter if this is for a professional-level position or for an unskilled laborer position.  Know they company you're applying for.  It will impress them, especially if you don't have physical notes in front of you and you can talk from the top of your head about what you have learned about the company.

Have Extra Resumes: 

Print off several extra copies of resumes and take them with you.  I've found that in many interviews, the interviewer may not have a copy, or may not be able to find his copy, and it shows that the candidate is prepared.  I've even seen where managers test the candidates on their preparedness by asking them for an extra copy of their resume (even though they have one already readily available).

Have Questions to Ask: 

The one thing that will kill an interview is if you don't have any questions at the end.  I've talked about this on my last blog regarding phone interviews.  Also, ask different questions from different people (assuming you're meeting with multiple people throughout the day).  Trust me, in their debrief about you, they will compare notes.

Dress the Part: 

I will handle this in more depth on my next blog.  But, in short, find out ahead of time what the appropriate attire is for an interview.  Don't leave it to chance.  You could come in waaaaaay overdressed, and be ill-fitting there.  Or, worse yet, you could come in waaaaay under-dressed and be whispered about afterward.  Know the attire / dress code expectations by asking the person who's setting up the interview for you.

Be Prepared to Fill Out an Application:  

Take your past employers' names, addresses, phone numbers, emails, etc., with you in anticipation that you'll be having to provide this for an application.  Don't be in a position to have to ask for a phone book.  Have names and contact numbers of professional references as well.

Arrive 10-15 Minutes Early: 

Show you're ready to start right away.  Don't cut it close.  EVERYTHING COMMUNICATES SOMETHING!

Handshake: 

Offer a firm, confident handshake.  Guys, this message is primarily to you...women resent having a "cold-fish," limp or weak handshake when they're going into a business exchange.  Women, don't be delicate and weak when you're offering your handshake.  Get a firm grip.  If you have to, practice with someone and have them offer their opinion.  But, a handshake is the first physical contact you make, and it communicates sooooooooo much!

Courtesy: 

Be very polite and endearing to the receptionist.  This is your first point of contact with the company.  Her opinion is usually brought up during the debriefing.

Turn Off That Phone: 

Better yet, leave it in the car.  Turn it completely off so that you don't have it buzzing / vibrating when you recevie a text message or phone call.  No exceptions on this, folks.  There's no reason to have it on.  And no amount of excusing will remove the stain of having the phone ring while you're being interviewed.  Ok, you're now prepared for show-time.

Kathleen Lapekas - PHR

Action HR Consultant

For Personal Attention to Personnel Matters....

http://www.actionhrconsultant.com/

       

Phone Interviews

The Blind Date
A phone interview is essentially the first personal contact a job seeker has with the prospective employer.  Phone interviews are critical, critical, critical, critical, to the next step of getting in front of the employer.  You can blow it or you can ace it.  But either way, it's a deciding-point for the employer. 

So, job seekers, listen up!  This is very important....here's some tips to help you ace the phone interview.

Research the business. 

Get (and read) information about the company ahead of time.  Review the job description (if it was posted on-line) to make sure you know the particulars about the position.  Don't be caught off guard with an ice-breaker question, "So, what do you know about our company?"  It's usually the first question I ask to test the candidate on their knowledge of the company.  I use it to help get the candidate talking.  I hate to hear back, "Well, I don't really know much about the company." 

Have questions prepared. 

Prepare ahead of time specific questions to ask the interviewer.  Questions are the best indicator of interest.  And, for the record, it's not appropriate to ask questions about pay and benefits at this point.  One of the best questions I liked however, was when someone asked me, "What do you love about working for XYZ company?"  or "What's been your experience with seeing the company change over the years you've been there?" or my favorite, "Would you say that this was the best company you've ever worked for?  Why/why not?"  These questions engage the interviewer on a personal-experience basis.  This will impress them, because they are asking for a deeper examination of the opportunity.  Other questions that would be appropriate would include:  "Can you outline the career path for growth within the company?"  "What are key performance indicators (KPI's) for this particular position -- how will my performance be evaluated and measured?"

Energy. 

Energy is HUGE.  Let me say that again.  Energy is HUGE.  You are on the phone.  Your voice has to be your presenter.  You need to have a high (not annoyingly) level of energy.  My ears can hear passion, energy and enthusiasm.  You need to walk around while you're on the phone (stay standing, walking and moving helps keep your energy high while you're talking).  Perfectly qualified candidates will blow it if their energy is too low, or they appear too laid-back on the phone.  Be happy you're on the phone with the company.  Smile:  the interviewer can hear your smile (I know that all sounds strange, but trust me, they can hear your smile).

Be succinct. 

Have your resume in front of you, and walk through your experience within 5 minutes.  Don't go on and on and on and on....this will quickly bore the interviewer.  Explain the reasons you decided to leave an employer.  If it's an unfavorable reason, such as, "I was fired" be truthful and briefly explain the circumstances.  I give a ton of credit to those who had LEARNED from the experience of being fired.  It means that they won't have to deal with that again, because they LEARNED something.  And be upbeat and positive about ALL your former employers.  Never bad-mouth an employer.  It's negative and suggests that you think negatively.  Who wants to hire a Negative Nellie?  Keep it positive, talk about what you've learned, how you were given exposure to opportunities / experiences.  But, be brief. 

Ask about next steps. 

When the phone interview is all done, it's a fair and pro-active question to ask.  "So, based on what you've heard today, what can I expect to happen next?" 

In my experience, you'll either get: 

• "We have more candidates to interview at this time and we'll follow-up with you on the next steps (this probably means that you're not going to get the next interview....); or
• "I'd like to check with ______ to look at his availability to also speak with you" (which probably is a good indicator that you're going to have another phone interview or face-to-face). 

Either way, thank them for their time.  Make sure that you end by expressing your interest in hearing back from them one way or the other. 

Kathleen Lapekas - PHR

Action HR Consultant

http://www.actionhrconsultant.com/

For Personal Attention to Personnel Matters....