Personal Interview Coaching: Internet Face-to-Face Materials and Exercises

Personal
Interview
Coaching
Internet Face-to-Face
Materials and
Exercises
Internet Face to Face

Table of Contents
COACHING OUTLINE ................................................................................................................. 3

Materials Links - Interview Fitness Training & Audio .................................................................. 6
10 Most Challenging Job Interview Questions and Answers ......................................................... 7
PLEASE SEND ME YOUR ANSWERS BEFORE OUR SESSION .......................................... 12
Key Factors Employers Look For In A Candidate ....................................................................... 16
Pieces of Gold in Those Job Postings ........................................................................................... 17
Your Job Search Wish List - Knowing What You Want .............................................................. 19
Demystifying the Behavioral Interview Technique ...................................................................... 21
Proportions of a Story ................................................................................................................... 24
Skills and Traits Categories .......................................................................................................... 25
Your Success Stories..................................................................................................................... 26
Questions You Should Ask ........................................................................................................... 28
Ideas for Questions You Can Ask................................................................................................. 30
Template for Situational Questions .............................................................................................. 31
Follow-Up Letter Format Example............................................................................................... 32
The Follow up Letter - Sample ..................................................................................................... 33
The Follow up Letter - Sample ..................................................................................................... 33
Copyright ©2012, The Interview Coach Page 2

COACHING OUTLINE
TWO SESSION PACKAGE

Phone Session – 45 minutes
Online Face to Face Webcam Session – 2 hours
PHONE SESSION
We can start out by discussing strategy, your fears, your concerns, your special problems – or
anything else you want to cover before we start our work together.
Basically, I’d like you to think of what you would like to accomplish from this session as well as
the following session.
Exercise –
I will have you read me the Tell me about yourself answer that you have prepared. I will ask
several questions as a result of that information and then we will come up with five points that
you want to make. It will take some time to review all of your career experiences; your expertise,
what you are most knowledgeable about; your skills general/transferable; your personal traits
what kind of a person you are, and condense them into two to three minutes of conversation.
I will take this information and work on it and then send you my summary of the five points for
you to take and “make your own.”
ONLINE FACE TO FACE WEBCAM SESSION
Basically, I will tailor the session to suit your needs. What are the issues that you are confronting
or would like to work on? We can talk about strategy and techniques or we can cover
any questions that you want feedback or advice about. This session is 120 minutes –
Things to do to enhance your Online Face to Face Webcam Session:
• Choose and setup a Webcam Program (Skype is best for our purposes)
• Send your screen name to your coach
• Check your sound quality and video
• Consider dressing up as you would in an interview
• Situate the camera in a position to show from the top of your head to your midsection
• Eliminate any background lighting like windows without shades or window coverings
• Keep background noise such as barking dogs or ringing phones to a minimum

Here are some suggestions of topics we can cover:
• You should complete the "Tell me about yourself" exercise – this will be your personal
statement. I will personally write this statement in five points.
• We can work on your "stories" to answer Behavioral Questions that are relevant to the factors
for the job you are interviewing for "Tell me about a time when...". "Give me an
example of..." type of questions.
• I would also suggest covering the "Situational/Hypothetical Questions."
Here are some suggestions for questions you might want to work on.
We will go over any questions that could be troublesome – out of work for a period of time, why
you are leaving a company, any other questions that you want to cover.
We can go over any or all of the top 10 questions if you feel that they are appropriate.
1. Q. “Tell me about yourself

2. Q. “Why has it taken you so long to find a job?”
3. Q. “What is your greatest weakness?”
4. Q. “Why should we hire you?”
5. Q. “Why do you want to work here?” “What attracts you to this job?”
6. Q. “Why did you leave (are you leaving) your job?”
7. Q. “What are your goals?”
8. Q. “What would you do if ….” (you had to deal with an angry customer – or use a
situation that the job you are going for would be likely to be concerned about)
9. Q. “Tell me about a time when….” “Describe a situation when….”
(when you had to deal with an angry customer – or something that the job you are
interviewing for would be concerned about)
10. Q. “What salary are you seeking?”
We can discuss salary questions/salary negotiation – if appropriate.
Basically, we do a "dress rehearsal" for your upcoming interview.
If you have anything in particular that you want to cover – send me an email or tell me at the
beginning of the session.
We will practice behavioral stories – appropriate to the job that you are going for.
We will practice situational questions – just so you know how to deal with them if they are
asked.

We will go over any questions that could be troublesome – i.e., “out of work for a period of
time,” “why you are leaving a company,” or any other questions that you want to cover.
If you have any problems or questions - let me know. I look forward to working with you.

Materials Links - Interview Fitness Training & Audio
This is the link to the workbook, “Interview Fitness Training” and mp3 files for you to listen to.
You will find some overlap from the exercises that I sent - some new information. Review both
and use as appropriate to your situation.
http://www.interviewcoach.com/wbpdf/success-dl-subscriber-special.html
If you cannot click on the link, copy the entire URL and Paste it into your web browser.

Assignment: Answer these questions BEFORE our PHONE SESSION and
SEND them to me. (See blank space at the end to write your answers)
10 Most Challenging Job Interview Questions and Answers
There is no way of predicting which questions will be asked in an interview, but by reviewing
the “most common” questions you will begin to focus on how to present yourself in the most
prepared and positive manner.
1. Q. “Tell me about yourself”
Any conversation when one person is getting to know another person starts with the question,
“Tell me about yourself.” Whether it is in a job interview, in a media interview, a social setting, a
sales call, a chance meeting with someone - this question will be asked in one way or another.
The words, “Tell me about yourself,” may not be the exact words used - but the question will be
there.
“What do you do?”
“Tell us about your background.” (This is a different question than “Walk me through
your resume.”)
Basically, “Who are you?”
Be able to articulate what you have to offer - particularly as a match for the requirements of the
job. Give them a summary of your skills, experience and your strengths – tell them who you are
in two to four minutes – depending on the circumstances. (Forget about the 30 second “elevator
speech.” Whoever asked you who you were in an elevator?)
It’s amazing that employers are still asking this type of question. Don’t they read what’s going
on in the job market? If they were informed, they would know the answer to that question is:
“Jobs are very scarce right now and unemployment is at an all time high.”
So what is the correct answer to give when you’re asked such a question in an interview? There
is no “correct” answer. However, a technique that may work is to take the focus off the length of
your job search and to move the focus to what you have to offer.

3. “What is your greatest weakness?”
The most dreaded question of all. Handle this question by minimizing the weakness and
emphasizing the strengths. Stay away from personal qualities and concentrate on professional
traits:
There is a formula for difficult questions called the Sandwich Technique.
(+) Begin with a positive statement

(-) Slip in the negative (or weakness)
(+) End with a positive statement
Example:
“I am always working on improving my communication skills to be a more effective presenter. I

take every opportunity to practice speaking before groups and I recently joined Toastmasters
which I find very helpful.”
4. Q. “Why should we hire you?”
Prepare and know your product – YOU!
Using your “5 points” to answer this question will assure you are focused and succinct.
Summarize your experiences: “With five years experience working in the financial industry, and
my proven record of saving the company money. I could make a big difference in your company.
I am known for my ability to find contacts and build long-lasting relationships. I am confident I
would be a great addition to your team.”
The interviewer is listening for an answer that indicates you’ve given this some thought, and are
not just sending out resumes because there is an opening. Doing research should give you plenty
of reasons why you want to work there.
Example: “I’ve been searching for a company with the specific mission of helping people to get
jobs. When I came across you position and began to research the company’s goals and
accomplishments, I knew that this is where I wanted to work. I want to make a difference and
feel good about my job and contribution to the company and to helping people.”

This question is almost a certainty. If you are unemployed, put your leaving in a positive context:
“I managed to survive two down-sizings, but the third round was a 20% reduction in force,
which included me. I really liked my job and want to find one similar to what I was doing at my
last company.”
If you are employed, focus on what you want in your next job: “After two years, I made the
decision to look for a company that is more inline with the goals I have set for myself – mainly
to get into customer service management. I know that I now have something to offer through my
experiences and education.”
7. Q. “What are your goals?”
Why would the employer want to know this? Basically they want to know how long you’re
going to “stick around.” This is a bit tricky because you may be taking a job to have a job at this
time. When the economy improves you will be looking for something more in line with your
goals.
Be careful not to convey this message if that is what you are doing. Be honest but state your
goals in short-term and long-term goals.
Example: “You might say that I am stepping back to go forward. I believe that it is easy to lose
touch with the bigger picture and I see this as an opportunity to do something different than what
I have been doing. Long term I would like to assume more responsibility and move up in the
organization if possible.”
8. Q. “What would you do if ….”

(This is a Situational Question and what the interviewer is looking for is your thinking process.)
Situational questions are difficult to prepare for because they can be about any imaginable
situation.
If you think about it you have a natural way of solving problems – one that is yours. You
automatically go through steps – whether you realize it or not.
There is a template to help you think through these answers in a focused manner.
Analyze – evaluate, Research, Develop, Implement, Evaluate
(more information is included in your materials)

(This type of question is a behavioral question. The interviewer wants to hear about your past
behavior – good and bad. If you did it before chances are that you can do it again.)
The best way to prepare for this type of question is with an example – “a story.”
Like all stories, it should include a beginning, a middle, and an end. The problem occurs with the
proportions of the story. Most people focus on the beginning, skimp on the middle, and forget
the ending entirely.
If you assign proportions to the story it will help you get your point across in a more succinct
way.
Problem (the scenario/beginning) – 20%, Action (the plot/what you did) – 60% - Result (the end
– how it turned out) 20%
Anything you say or have written on your resume is fair game for the interviewer to ask for an
example. It is extremely important that you have a story – or proof – to back whatever you
declare in the interview process.
10. Q. “What salary are you seeking?”
The first rule of salary negotiation is to be prepared with your numbers – your needs. You need
to know what you want – expect, and the going rate for your type of work and position. You
never want to be caught off-guard.
You go to the interview prepared with the numbers you need and what you want in the way of
salary. When they ask you questions about salary you are prepared and ready with answers.
When asked what your salary requirements are, you have several options.
• You can tell them what you were making at your last job. (Not recommended if you
can avoid giving this number out)
• You can give them a range that is acceptable to you – making sure that the lowest
number is enough to cover your basic needs. (Better way of handling this difficult
question)
• You can ask them for a range that this position typically pays. (Getting them to name
the number first is the best position for you)

• You can postpone the discussion until you have more facts about the company
and the entire package. (If possible this is the best scenario for you. Only then will
you be able to do a fair comparison of what you have made in the past; satisfy
your own basic needs; and get the deal that is the best for you.)
There is no right or wrong answer, but how you handle this discussion will be key to your
ability to try to negotiate a high offer.

PLEASE DELETE THE FIRST TWO PAGES BEFORE YOU FILL IN THE REMAINDER
AND SEND YOUR ANWSERS BACK TO ME. THANK YOU.
Your name ___________________________________________________
PLEASE SEND ME YOUR ANSWERS BEFORE OUR PHONE

SESSION
1. Q. Tell me about yourself
3. Q. “What is your greatest weakness?”
4. Q. “Why should we hire you?” “What can you do for us that other candidates can’t?”

7. Q. “What are your goals?” (short term – long term)
8. Q. “What would you do if ….(you had to deal with an angry customer – use another
scenario if preferred)

(tell about a time when you had to deal with an angry customer – use another scenario if
preferred)
10. Q. “What salary are you seeking?” “What is your salary requirement?

Key Factors Employers Look For In A Candidate
Build stories in these areas
Integrity, Passion, Self-Awareness, Learning, Leadership Courage, Coaching, Relationship

Building, Influence, Teamwork, Adaptability, Inclusiveness, Vision, Communication, Customer
Focus, Initiative, Results Oriented, Problem Solving
These overlap in many areas - I think it boils down to about seven or eight.
1. Ability to communicate orally /relate well with others - customer service
2. Ability to organize, plan, and prioritize
3. Ability to bring enthusiasm to the position - self-motivated
4. Ability to maintain a positive image - composure in stressful situations
5. Ability to evaluate information and make judgment decisions/ problem solving
6. Initiative and motivation - team/leadership
7. Ability to adapt to changing situations
8. Integrity
• honesty,
• trustworthiness,
• commitment,
• adaptability,
• accountability, and
• flexibility.
Honesty and trustworthiness tied for first place, with all of the employers identifying these
qualities as essential or desirable.

Pieces of Gold in Those Job Postings
Job Postings are “pieces of gold.” They are your customer’s wish lists.
Any sales person would tell you that in order to sell someone something you have to know what
they need.
Read through job postings to find out what your customer (the employer) is looking for – what is
the need?
By familiarizing yourself with the language of the job posting you will be able to not only read
the words and the content, but you will be able to read between the lines.
Here’s an exercise that will help you find the “gold” and make good use of it once you discover
it.
Look at the job postings and the ads to see what experiences, skills and traits are in demand for
the type of position you are seeking. In fact, look at several job postings that would be of interest
to you.
For this exercise, don’t limit yourself to geographical location. Look at jobs of interest located
anywhere.
Your goal is to find key words and phrases. Some postings will be more vague about what it
takes to get the job done and will require reading between the lines to determine what other skills
are necessary. When you have several postings, read each word and sentence carefully, taking
notes as you do.
Read the job posting three times.
• Read the first time for content.

• Read the second time for words – vocabulary. What words appear consistently in almost
every posting?
• Read the third time and read between the likes - what would it take to get this job done?
What are they looking for?
Now, take a piece of paper and divide it in half. On one side of the paper write, “What they are
looking for,” and on the other side, “What I have to offer.” Each time you apply for a position,
it will be invaluable for you to know how you stand against what they are looking for. This
exercise will help you see how close a match you are and where you should focus.
Your next step is to add your uniqueness to the “What I have to offer” list. Some postings will
list additional skills required, which make it easier for you to see what is important to them.

An example would be, “Must have excellent communications skills, strong organizational skills,
and be a willing team player.”
If these words appear in most of your posting examples, then make sure that these are a part of
your focus.
Can you work these words and your five strengths into the interview to demonstrate your fit –
and then some? It is your challenge to do just that to make yourself stand out in the crowd.

Your Job Search Wish List - Knowing What You Want
If you were to sign up with an online dating service the first task for you to complete would be to
describe what you are looking for. “What you are seeking in a mate?” It makes sense. How are
you going to find your mate if you haven’t declared what is important to you?
It’s not that different in a job search. The first question to ask yourself should be: “What are you
seeking in a job?”
Taking some time to think about what is important to you will help you be more selective in
where you apply, interview, and hopefully end up working. This will also be a great source of
energy, enthusiasm and passion for you when you are asked, “Why do you want this job?”
Using interview questions as your guide, try flushing out what is important to you and what is
not. In the end hopefully you will have your own “Wish List” of job requirements.
Interview Question – “When have you been most motivated?”
This is more than an interview question; it is a question that you should be asking yourself before
the interview.
When have you been most satisfied in your work?

When did you feel like you were making a difference or making a contribution?
Basically, what would you like more of in your next job?
This simple exercise will help you answer this question and will also help you look inside
yourself to think about what you want “more of,” and what you want “less of” in your next job.
People usually perform at a higher level if they are satisfied with the work that they do – and as a
result are more motivated to give 100% - plus.
Exercise to Find the Answer
Begin by making a list of the tasks at your last job – the tasks that you were particularly proud
of, or were energized by. In other words, “when did your job turn you on?” Think about the last
time you were so involved in a project or task that you woke up thinking about how you could
improve the situation. Write those experiences down and try to determine what the factors were
that were satisfying for you.
Let’s say you were a “Project Leader.” The tasks list would read something like – “Led a team -
Coordinated and monitored project progress - Assured the flow and completion of work on
schedule – Monitored expenditures and budget.”
What were the stimulating tasks of this job? Was it the leadership aspect? Or, was it the
challenge of coordinating the details, and people? Was it completing the project on time or below

budget? Were there customers involved (internal or external) – if so, is that what you found most
challenging?
What didn’t you like, and hope that you will do less of in your next job?
After you have written this list for your current job, try doing the same thinking about previous
jobs. If you recently graduated from college, use the classes that were most stimulating and
interesting for you, or the projects you worked on with teams.
By making lists of motivating experiences from your last two or three jobs, you will hopefully
begin to see patterns of projects and tasks that stand out. Analyze what you did before. Do you
want more of this type of responsibility in your next job? The answer to this question will give
you the answer to the motivation question as well as possibilities for fulfillment in future jobs
that have similar responsibilities.
Take this list of motivating experiences and script an answer to the question, “What motivates
you?”
This is the start of building your “wish list.” It may take time, but little by little you will begin to
see the picture. Like the job posting written by employers some of your requirements may be
more flexible and some may be fixed.
It will be your task to determine which factors are of the highest importance to YOU.
There is no such thing as the “perfect” answer to this question. Your answer will be individual
and based on your own satisfaction and dissatisfaction. No one can do this for you. Only you
have the answer.
“What is it that you want in your next job?”
Knowing what you want will make you feel more confident about finding the right job.

Demystifying the Behavioral Interview Technique
Over the years many techniques and strategies has been tried to improve on the
hiring of new employees. Some have been more successful that others but
“behavioral interviewing” techniques seem to have stood the test of time. They are
being used more often as the best way to weed-out the truly qualified candidate
from the “best sales person” in the interview.
What exactly is this technique called Behavioral Interviewing?

It’s a technique employers use to determine whether you are a good fit for the job by asking
questions that pertain to your past behavior.
When being interviewed, anybody can say they are a “great problem solver,” or a “hard worker.”
But when the person is asked for an example showing how he or she solved a problem or worked
hard in past jobs, then the interviewer wants proof that they have done what they say they can do.
An example of a behavioral question would be:
“Tell me about a time when you were successful because you worked hard and went above and
beyond the assigned duties of the job.”
Is this a new technique?

No, it’s been around since the 70’s when industrial psychologists developed a way of
“accurately” predicting whether a person would succeed in a job. They concluded if candidates
were asked questions that requested examples of past behavior it would be an indicator of their
future behavior – good or bad.
What is the difference between a behavioral question and other questions?
A behavioral question will be very specific. For example when asked, “Tell me about a time
when you solved a problem,” the key words are “a time.” This calls for a “specific” example.
When traditional or “what if” questions are asked you can use your imagination to come up with
an answer. For example, “What would you do if you had a problem to solve?” The word “if,”
is the clue word that the interviewer wants to hear your thought process - how you think through
a problem. This question does not require a past experience example.
What preparation is necessary for behavioral interviews?

While preparation is important for every interview, it is essential to prepare for the behavioral
interview. You must have examples or stories for anything you have claimed on your resume or
that you say during the interview.

An example would be if you claimed you were “very organized” on your resume or in your “Tell
me about yourself” statement, the interviewer might ask you, “Tell me about a time when you
organized a project.” It is now your task to let the interviewer know that you are a very organized
person and have had success when organizing a project or event.
The technique
There are several methods and acronyms that work well for story telling or listening, but the
main point you will want to remember is that any story has three key elements:
A beginning – “There was a time….”

A middle – “The action steps I took were…”
An ending – “The problem was solved and…..”
One way to stay focused when telling a story is to think about going to a movie.
If you arrive 10 minutes late you will spend the rest of the movie trying to figure out what you
missed. This is the beginning of the story and should be about 10-20% of your story. In the
interview, if you do not “frame” your story the interviewer will be confused from the beginning.
The middle of the movie is the “plot” which should be a good 60-70% of your story. This is
where the action is. And as the “star” of the movie, you should make sure that you are “on
screen” most of the time. Some people tend to use the words “we” and “us” too much and it is
difficult to see the “star.” The word “I’ lets the interviewer know it’s about you. If you do use the
word “we” in the story, make sure the listener, in this case the interviewer, is aware of who “we”
is. For example, “My partner and I,” or “I worked with a team of four people.”
Back to the movie. If you were to leave 10 minutes before the movie was over, you would not
know the outcome and never know what happened in the end. An ending is very important to
your story. If you don’t tell the end of the story the interviewer may ask, “And what was the
result?” That’s a clue that you have left off the ending.
In order to have a successful story – it should have a beginning, a middle, and an end.
What are their secrets of telling a good story?
Stories should be interesting and full of action. This is the pitfall for most people – the story
lacks detail. Give the interviewer something to remember about you. A savvy interviewer will be
able to hear skills from the stories and judge your behavior from your past actions, but you must
let them hear the steps you took to solve the problem. The more details and skills you can work
into your story, the more convincing your story will be. The biggest faults are examples/stories
where there is no “action” or detail.
Preparing your stories before the interview will take time and preparation, but it will take the
mystique out of behavioral interviewing. It will also allow you to tell the success stories you

want your interviewer to hear. Through your examples the interviewer will begin to get a clear
picture of who you are and whether you have done what you claim to have done. Whether you
are the right person for the job!

Proportions of a Story
A common problem encountered in telling stories is placing the emphasis in the wrong place.
The biggest mistake candidates make is not giving enough detail when it comes to the action part
of the story. By not including the action steps and details of what you did, the listener does not
hear a complete story or get a clear picture of the skill sets you used to achieve the result. By
spending too much time on the beginning or the ending you are missing an opportunity to let the
interviewer know that you have done what they are looking for in similar situations in past jobs.
Common problems encountered when answering behavioral questions.
• Too much time on the “beginning” – setting up the story.
• Not enough information given to the “middle” of the story. The action is simplified –
making it sound like it was an easy task or problem, when in fact it was a very difficult
and involved a project that required a great deal of effort above and beyond what was
normal.
• Forgetting to finish the story with an “ending” – What was the outcome? Your
interviewer is left wondering – “What happened next?”
MODEL PROPORTIONS
The beginning – 20% or less

The situation, task, or problem
WHY YOU DID IT.
The middle – 60% or more

The action – steps taken to solve problem
ideas generated, tasks performed, challenges overcome. Your role in the process.
WHAT YOU DID.
The ending – 20% or less

The results – cost-savings, bonuses, awards, promotions? What was the outcome?
HOW IT TURNED OUT

Skills and Traits Categories
“You Are Unique”
Finding Your Ace
An important factor with any interview is being able to distinguish yourself from the next “guy”
that walks through the door. Sometimes when asked what our strengths are we tend to think
“knowledge based skills.” These are the skills you learned from experience and education. While
these skills are important, the next “guy” may be equally qualified in these skills. There are two
other categories that are very important when establishing your uniqueness, and those are your
transferable skills and your personal traits.
Knowledge-based skills - skills learned through experience or education - computer programs,

graphics, languages, writing, training, management, chemistry, coaching, sales, leadership.
These skills will certainly be important – speak another language, strong technical background,
special knowledge or degrees. But, the personality fit, and chemistry will be important as well. It
is important that you be able to “engage” with your interviewers. Let them know that you are a
person who would be a good partner to be with.
Transferable skills - skills that are portable - you can take them with you to almost any job -
communication, listening, decision making, judgment, initiative, negotiation, planning,
organizing, time management, some leadership skills.
Identifying transferable skills is especially important for anyone who is transferring to another
field or type of organization. Think about what you have to offer in the way of transferable skills.
Chances are that you are probably taking some of the skills that make you unique for granted.
Personal traits - qualities that make you who you are - flexible, integrity, friendly, dependable,
decisive, reliable, calm, high-energy, patient, good attitude, adaptable, detail-oriented.
These skills cannot be taught, even though some employers would like to, and should be valued
as important.
When trying to establish what makes you unique, think of all three categories and where you
want to focus to let the interviewer know that you are the best person for the job and why.

Your Success Stories
Writing your success stories is the most important step toward interview preparation.
The first step of this process is to determine which factors are crucial to the position for which
you are applying. Look at a job description or a classified ad, such as the one below, and
determine what it would take to get the job done.
RECEPTIONIST JOB DESCRIPTION - Must be able to answer phones, greet and screen
visitors, open mail, file, enter data, and work on miscellaneous projects as needed.
What crucial factors would you be looking for if you were recruiting for this job? What skills
and traits would it take for success in this position?
You might consider -

communication skills
telephone and people skills
flexibility
reliability
judgment
computer ability
good attitude
The next step is to write experience stories around these factors. One of the easiest ways to
prepare and remember stories is to use an acronym - SPARE. It's a lot like writing a story with
a beginning, a middle, and an end.
Situation, or Problem – what is the basis of the story? State the situation or problem at the
beginning of your story. It should be brief and concise. What was the situation?
Action – what you did – your actions – (Beware of the pronoun we – it can take away from your
part of the action). This part of the story should include some movement and detail.
Results - what was the outcome or ending to the story? (This is an important part of the story -
the end, which a lot of people neglect to add.) The result does not always have to end in a
success. Overcoming adversity and beginning again is also a trait employers are looking for in a
candidate.
Enthusiasm – tell the story in an interesting way – adding details that bring color and interest to
the story – as though you were telling it to someone at a party ( in professional language).
EXAMPLE:
An interviewer might ask a question like, “Describe a situation when you had to handle an angry
customer and make a quick decision about the action taken.”

This would be your chance to tell one of your prepared success stories.
(Problem) “I can remember one lady who was yelling about a malfunction of a machine that
had cost her an order.”
(Action) “First I listened very carefully; then I calmed her down by asking her to explain the
details of the situation. I then repeated the problem back to her and confirmed that I understood
the problem. I assured her I would call her back that day. I did some research on the problem
and the dates and discussed the situation with my supervisor. I recommended that we adjust the
customer’s bill based on my findings, and my supervisor agreed.”
(Result) "I called her back that day, as promised, and she was very satisfied with the adjustment.
She even wrote a note to my supervisor telling him about my excellent and professional
customer service.”
(Enthusiasm) “I really liked solving her problem. I felt like I had done something worthwhile
when she thanked me and apologized for chewing me out. "
Exercise
Look at the job description or classified ad you are seeking and select the important factors -
what it would take to get the job done? Write five, or more, stories about your successes –focus
on the requirements of the position you are seeking.
Situation or Problem -
Action –
Result -
Enthusiasm –

Questions You Should Ask
At some point, usually at the conclusion of the interview, you may be asked, "Do you have any
questions?" A common answer to this question is, "No, I think you've covered everything very
well." This is the wrong answer! You have passed up your opportunity to ask some critical
questions that may make a difference as to whether you want to work for this company.
But, what questions are appropriate? When Marianne was asked if she had any questions at the
conclusion of her first interview she took this as her chance to find out about vacation accrual
and sick leave. She began asking about the days allowed and when she would be able to start
taking them. The interviewer was taken back. "Is this what this woman cares about? Time off?
This doesn't sound like someone who will come in and get the work done," the interviewer
thought to himself. Clearly, Marianne had asked the wrong questions. Or, perhaps the right
questions at the wrong time.
Timing is key. The first round of interviews is about discovery: finding out about the job and the
company, not about the benefits, or raises. Good questions to ask in the first round are about the
job content, the company culture, the future of the company.
David had prepared his questions, and was ready when the manager of engineering asked if he
had any. "Yes, I do," was his reply. "What types of projects would be forthcoming over the next
six months?" The manager was eager to tell David about the prospects for future business and
the plans for future growth. This discussion prompted more questions from David, and the
interview ended half an hour later, after a lively exchange, and on a very upbeat note. David’s
question was appropriate and timely.
But, what about those other questions about benefits, stock options, time off?
Later, as the interview process unfolds, there will be time to ask about the benefits and practical
matters. Often the Human Resources department will provide you with a brochure, or packet of
information. Obviously, you will need this information to assess a package in the event an offer
is made. But, all in good time!
The interview should an exchange of information. What does the company want, and what do
you have to offer? But, also what do they have to offer, and what do you want? It is important
that you express an interest in the company and the work being done, not just "what's in it for
me?" By asking questions you will demonstrate investigative skills, and that you are particular
about the company you work for, and that you are not going to take just any offer that is made.
It is also important to consider whom you are talking to. The Human Resources person is the one
likely to know about job descriptions, the morale or the company culture. The hiring manager,
your future boss, is the person to ask about the department, It is also important to consider whom
you are talking to. The Human Resources person is the one likely to know about job descriptions,
qualities being sought, the morale or the company culture. The hiring manager, your future boss,
is the person to ask about the department, the team you will be working with, the challenges of
the job.

Questions NOT to ask in the first rounds of interviewing.
Questions about salary, stock options, vacation, holiday schedule, benefits.
Don’t ask questions that have already been answered in the interview.
Don’t “grill” the interviewer – it’s ok to ask about the person’s background, but as an
interested party, not an interrogator.
Questions TO ASK in the first rounds of interviewing.

Ask for a copy of the job description.
Ask why is this job open?
What qualities are you seeking in the person for this job?
What is the next step? When will you make your selection?
Prepare five or six questions before the interview and take them with you. When the time comes
for you ask questions, make sure you are ready to find out some important information. Don’t
miss out on this valuable opportunity.

Ideas for Questions You Can Ask
1. Ask questions that came up during the interview. In other words, if they have talked a lot
about a certain thing - "databases" - make sure you ask some questions about databases.
"It seems from the questions you asked me, or from what I am picking up today.... Could
you tell me more - or some other question you want clarified that came up during the
interview. (Read between the lines).
2. "Do you have any doubts that I can do this job?"
3. "Is there any additional information that I can provide to you that would convince you
that I am the best person for this job........(drum roll) because I believe I am.” (only if you
believe you are) Isn't this kind of like "closing" or "asking for the sale?"
These are all according to the situation and your interviewer.
Don't forget to summarize if you get the chance - "What I would bring to the position.” (one
minute summary of your 5 points).

Template for Situational Questions
Situational questions are difficult to prepare for because they can be about any imaginable
situation.
If you think about it you have a natural way of solving problems – one that is yours. You
automatically go through steps – whether you realize it or not.
My advice is to set up a template to follow when asked a situational question. Transfer your
“template” to your head and when you hear the words, “What would you do if….” -------think
template!
Here is an example of a template (I think I copied it from a book). Yours may look quite
different.
1. Evaluate
2. Explore and Research
3. Prepare and Plan
4. Perform
5. Re-evaluate
I think the biggest problem with answering this type of question is not giving enough detail.
Think through the process you use in problem solving and then walk through that process – with
lot of examples and details.
For me, it is easier to answer this type of question if I had an actual time to refer to (not that you
would let the interviewer know that you were doing that).
You might say – “The first thing that I would do is to ‘Evaluate’ all the facts. I would do this by
….. The next thing that I would do is to ‘Explore’ further and possibly do ‘Research.’ I would
do this by…..”
“My next step is to ‘Prepare a Plan.’ The way I usually do this is to use a spread sheet, - or
whatever… I would then put my plan into action – ‘Perform.’ This would entail ….. What I
would make sure I would include is….”
“Finally, I would follow through and ‘Re-evaluate’ to make sure that this was going to solve the
problem. I would do that by….”
I think you get the idea. It’s a bit like telling a story but it’s a “fairy tale” that you can spin away.

Follow-Up Letter Format Example
Dear Interviewer (obviously use the name they used during the interview), (A separate letter
should be sent to each interviewer - addressing concerns or interests.)
Your reaction to the interview. (I left the interview with a million ideas going through my head
regarding your company and the challenges of the job. Or, I came away from the interview
feeling confident that I was the solution to your problem.)
Why you want this job. (After talking to you and the other team members, I was impressed with
the company’s view of future technology. Or, I have set my sites on working for a company that
has a type of culture and mission such as yours - in particular your attitude toward the
employees working as a cross-trained team.)
What you would bring to the company. (Restate your qualifications - The added value(s) I
would bring to this position would be my ability to solve problems using my past experience and
analytical skills, particularly working within tight deadlines. Or, I have several reasons to believe
I am the solution to your problem...
List the skills and experiences you have that will bring a solution to the jobs problems or
challenges.)
Ask for the sale. (Do you want the job? Let the interviewer know; I am really excited about the
prospect of joining your team and want to be considered as an interested candidate. I know that I
would be an excellent fit for the job based on my past experience and what I can bring to the job,
and my future goals.)
Sign-off. (I look forward to talking with you further regarding this opportunity. Or, Thanks
again for the interview, I felt very comfortable talking with you and I was impressed with your
handling of the interview process.)
To Email or Not to Email

What about sending the Thank you by e-mail?
This is a somewhat controversial issue.
It is ok to send a thank you by e-mail - not politically incorrect. But usually a hard copy sent by
regular mail would be the best choice, mainly because the interviewer(s) will have something in
hand and tangible to remind them of you and your qualifications.
However, if you get the sense that speed is of importance, then an e-mail would be the fastest
way to communicate. One of the problems with e-mail is that it is overused in companies and
may not get read, or if read, not remembered - unless the reader takes the time to print it out.
You will have to use your judgment based on the situation.

The Follow up Letter - Sample
Your letter could be the tiebreaker between you and two, or even three, candidates so put
some thought and effort behind what you say. Even if it doesn't get you the job, what do you
have to lose - 34 cents? Hedge your bet it could land you a job.
To send or not to send - will it really make a difference?
Catherine was looking for a business analyst for a position that had been vacant for four
weeks. She was eager to hire, but wanted the right person in the job. She had narrowed the
field to three candidates, Jim, Kelly, and Steven.
She had promised to call them by Friday, and on Wednesday afternoon she was still
vacillating. Each had a strength she was looking for, but each also had some issues that had
made her stand back and be objective. Jim had held several jobs in the last few years, would
he stick around for the tough times ahead? Kelly was ambitious, but didn't have the depth of
experience interacting with difficult people. And, Steven was the quiet type who didn't reveal
himself enough for her to get to know what he could offer, particularly interfacing with other
departments and working under pressure.
When Catherine opened her email that morning she had 42 emails. She had glanced over
them and thought she had seen Jim's name among the many, but hadn't taken the time to read
it. She had 17 voice mails and there was a one from Kelly, but she only listened long enough
to hear that she was thanking her for the interview. She hadn't heard from Jim.
That afternoon, Catherine closed her door. She was going to catch up and then work on her
decision regarding the business analyst position. The first thing she did was open her mail.
Among the mail was a letter from Steven. It caught her attention because of the depth she
could see he had gone to. She stopped and read the letter.
Dear Catherine:
Choosing the right candidate is not an easy task and I want you to know I have been in
your shoes before.
Based on our interview, I have done some thinking about the position and how I could
bring added value to your organization and support some of the problems you discussed
in during the interview...
What followed was a spreadsheet with the issues Steven had picked up during the interview.
He not only identified some of the problems, but also showed how he could be the solution
based on past experience. As Catherine read the letter she became intrigued.and liked what
she read. This guy not only heard the issues, but he had given them some thought and did
some analysis - looked beyond what was said. This was a trait she was seeking. She wanted
to talk to him again.

The follow-up, thank you, letter is more than a nice “thank you for the interview.” It is one
more chance for you to sell yourself, and to tell them what you can do for them. Don't
assume the interviewer remembers everything you said. When three candidates are
interviewed and compared, some of the highlights you hoped would be considered got lost or
forgotten. Remind them of what you can do for them – not what they can do for you.
You may purchase additional session to practice further or to discuss Salary Negotiations or
any other issue you may be having. Please visit
http://www.interviewcoach.com/coachingoptionspage/morehours.html

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Internet Face to Face

COACHING OUTLINE ................................................................................................................. 3

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TWO SESSION PACKAGE

ONLINE FACE TO FACE WEBCAM SESSION

Things to do to enhance your Online Face to Face Webcam Session:

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• I would also suggest covering the "Situational/Hypothetical Questions."

1. Q. “Tell me about yourself

We can discuss salary questions/salary negotiation – if appropriate.

Basically, we do a "dress rehearsal" for your upcoming interview.

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10 Most Challenging Job Interview Questions and Answers

1. Q. “Tell me about yourself”

2. Q. “Why has it taken you so long to find a job?”

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There is a formula for difficult questions called the Sandwich Technique.

(+) Begin with a positive statement

“I am always working on improving my communication skills to be a more effective presenter. I

4. Q. “Why should we hire you?”

Prepare and know your product – YOU!

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7. Q. “What are your goals?”

8. Q. “What would you do if ….”

Analyze – evaluate, Research, Develop, Implement, Evaluate

(more information is included in your materials)

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10. Q. “What salary are you seeking?”

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Your name ___________________________________________________

PLEASE SEND ME YOUR ANSWERS BEFORE OUR PHONE

1. Q. Tell me about yourself

2. Q. “Why has it taken you so long to find a job?”

3. Q. “What is your greatest weakness?”

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6. Q. “Why did you leave (are you leaving) your job?”

7. Q. “What are your goals?” (short term – long term)

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Build stories in these areas

Integrity, Passion, Self-Awareness, Learning, Leadership Courage, Coaching, Relationship

1. Ability to communicate orally /relate well with others - customer service

2. Ability to organize, plan, and prioritize

3. Ability to bring enthusiasm to the position - self-motivated

4. Ability to maintain a positive image - composure in stressful situations

5. Ability to evaluate information and make judgment decisions/ problem solving

6. Initiative and motivation - team/leadership

7. Ability to adapt to changing situations

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Read the job posting three times.

• Read the first time for content.

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Interview Question – “When have you been most motivated?”

When have you been most satisfied in your work?

Exercise to Find the Answer

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“What is it that you want in your next job?”

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