| This is the type of job interview which you probably | | | | knowledge you have acquired can be conveyed in |
| expect. It's mostly a "getting to know you" walk | | | | your answers, it can even better be exhibited in the |
| through your background, perhaps by way of your | | | | questions you ask. Your questions should demonstrate |
| resume. If you are actually in a face-to-face interview | | | | your knowledge of and interest in the company and |
| chances are better than 90% that they already know | | | | subjects that are important to it. |
| that you can do the job so this interview has as a | | | | Third, and most important, be on top of all aspects of |
| primary goal to check out if the chemistry works. Can | | | | the accomplishments you have had throughout your |
| you fit in with the corporate culture? Are you the type | | | | career. Know what the situation you were handed |
| of person who will fit well into our team? Do you look | | | | was: the project, the problem, the goal, the challenge. |
| the part? | | | | Remember the actions you too to complete the |
| The interview is to determine whether or not you are | | | | project, reach or exceed the goal, solve the problem |
| someone the interviewer and the team will want to | | | | or meet the challenge. And, if you do nothing else, |
| spend 40+ hours a week with. It is all about chemistry. | | | | research the measurable results you produced. How |
| If you and the interviewer "click" you're a long way to | | | | much over goal? How much time saved? How much |
| being "in". They will probably be evaluating how you | | | | under budget? How much ahead of deadline? How |
| answer questions (rather than what the answer is), | | | | large was the project? |
| looking for clues about your thinking process, evaluating | | | | A final thing to remember about most types of |
| your temperament. All of this is to determine if you will | | | | interviews is that the interviewer may be a brilliant and |
| be a good fit for their team. | | | | talented in what they do - but interviewing isn't what |
| There are a number of things you can do to make | | | | they do. As a hiring manager, the amount of time they |
| sure you have an edge in these interviews. First, make | | | | spend interviewing people to fill open positions is tiny |
| sure you act and look the part. At an interview you | | | | and that means that, when it comes to interviewing, |
| want to present yourself as you would if you were | | | | they are amateurs. Unless, of course, they are in |
| addressing the Board of Directors or an industry | | | | Human Resources, and you shouldn't be talking to |
| conference. This includes both dress and body | | | | them anyway unless there is no way around it. Unless |
| language. | | | | the position is in HR, the HR representative can only |
| Second, do your research on the company. While the | | | | say "no". It is the hiring manager who can say "yes". |