Practice: You don’t know exactly what questions you’ll get but there are some that you can expect in some form; for those questions it’s worth preparing an answer and actually practicing it. Repeating your answer into the mirror and perhaps even timing it. “Why do you want to work for this company?” That question is inevitable and it’s one that you’re likely to trip over if you’re not prepared. There’s no right answer but a disorganized, halting response is the wrong answer. Practicing also helps with the interview jitters; once you roll out a couple of prepared responses you’ll be much more at ease
Brevity: Few people understand the power of brevity. A concise answer has much more power than an overly detailed response. How often do you see a politician interviewed on TV with his response cut short by a newsroom editor? Even though an interview is for the purpose of conveying information about yourself, it’s important that the person(s) across the table hear what you have to say. An answer that isn’t structured and focused and that goes on too long won’t be heard.
Research: It’s obvious that you need to be familiar with the company that is interviewing you – to a point. In doing your research on your prospective employer look for “macro facts” and don’t worry about the minutiae. You want nuggets that can reinforce your desire to work there: how a company differs from competitors, the growth curve over last five years, or perhaps some laudatory point about a successful product. You won’t be able to throw more than two or three one-paragraph observations out about this company, so make them large in scope.
HR by Committee: It has become common practice for corporations to interview a candidate more than once and to do so with many participants. Often the initial interview will be with two or three HRand the next one will be with a group of individuals with whom you would be working. Interviewing with a committee is an entirely different dynamic than a one-to-one discussion. Somebody at the table is going to be unhappy about being dragged into the process; you should try to find some commonality with that person. Once you’ve sorted out the professional roles for each member of the committee it doesn’t hurt to direct a knowledgeable question at one individual in order to get a dialogue going.
Prepare for the Unprepared: Even in large corporations, once you get by the first layer of HR discussions you may well encounter an interviewer who doesn’t know how to conduct an interview. There’s an art to employment interviews and often people drawn into the process aren’t familiar with it. The last thing you want in that room is silence, so be prepared to drive the interview yourself if necessary. The way to do that is to ask the questions yourself; give the interviewer a chance to talk about something he or she is familiar with. Once you have established a level of comfort for that person you can begin to work in highlights of your education or experience that you want them to remember.
WHY NOT TO TAKE A COUNTER OFFER
Counteroffers are given to allow Employers time to find your replacement. Employers will offer the moon and the stars, because it’s in THEIR best interest, not YOURS. They can offer the Moon and the Stars today, but never have to deliver on those promises in the end because they are looking for your replacement.
Maintaining the Status Quo Today: Your Employer is primarily making a counteroffer to keep the status quo for now. Although the counteroffer may maintain the status quo today, the relationship between the Employee and Employer is forever changed.
Think of it as cheating on your spouse. Although your spouse may take you back after you have scorned them for another Suitor/Employer, the relationship will never be the same. Moreover, even though your Spouse/Employer may want to keep you today, tomorrow is another story.
Change is Coming Eventually: Although your Employer keeps you today to maintain the status quo, over 90% of Employees who accept a counteroffer are gone within 12 months. In most cases, the Employees that accept counteroffers are replaced by new employees within the first 6 months. The rationale behind this is Internal Consistency. Every Employer has a predetermined value for what your position is financial worth.When someone is given a counteroffer, the Employee has forced the Employer to value a particular position outside of their Internal Consistency. This leads to tremendous problems down the road for the Employer. Not only is the Employer forced to value one Employee higher than others in a similar role, the Employer is open to additional Employees requesting an increased value for their roles.
HOW TO PREPARE FOR AN INTERVIEW
Preparation is the first essential step towards a successful interview. Company interviewers are continually amazed at the number of applicants who drift into their office without any apparent preparation and only the vaguest idea of what they are going to say.
Thus, it is important to: