Everyone approaches a job interview with some degree of
apprehension. Believe in yourself, it will be easier to convince the
interviewer to believe in you!
The most important factor is preparation. It is vital to
know about the company, position and yourself. Remember, the employer
has asked to see you because they think you are capable of doing the job.
Their time is precious and they will be hoping, just as fervently as you,
that you are the perfect solution to the vacancy. At the interview, your
main aim is to reinforce the impression made by your CV.
You need to convince the interviewer that:
You would be able to do the job competently
You can bring enhanced benefits to the company
You are the best candidate on both of the above counts
With this in mind, start looking at your background and
compile a profile of your key attributes which best fit the interviewer's
impression of the ideal candidate.
Make sure you know the time, date and location of the interview
and the name of the interviewer where appropriate.
Plan how you will get to the interview - even do a 'dummy'
run. It is better to be ½ hour early than to arrive flustered two minutes
late. Allow for delays. If for any reason you cannot make the time of
the meeting, even at the last minute, you must let the agency or company
know you have a problem. Your good reputation will be damaged beyond repair
if you fail to turn up without notifying anyone. Failure to do so is one
of the worst possible interview sins.
Have what you are going to wear ready in advance. Every
employer and company has a corporate culture and image that is reflected
in the type of clothing and 'look' that their employees are identified
with. Research prior to the interview, perhaps by discreetly visiting
the place of work and watching the employees as they enter and leave the
building - what clothing attire seems to be prevalent amongst employees?
If in doubt, always dress in smart corporate wear.
During the Interview
According to research, employers' impressions are made up
in the following way:
Body Language and Image (70%)
Tone of Voice (20%)
What you say (10%)
From the very first moment, you are being judged and measured. The impression
you create in the first few seconds is crucial. Look the interviewer in
the eye, but don't make it a staring contest. The way you act, your posture,
gestures and facial expressions will reveal a lot about you. Research
has shown that interviewers make decisions within the first 5 minutes
of an interview
Carefully analyse the interviewer's conversation, body language
and style. Without making it obvious, gently reflect key words, attitudes
or phrases back to the interviewer. If executed with extreme care this
will produce a positive reaction.
Do's and Don'ts
DO try to build up rapport with the interviewer as quickly as possible
DO be enthusiastic, but without sounding false
DO maintain eye contact
DO believe in yourself, your abilities and the value you can bring
to the company
DO speak with confidence and be clear
DO be positive with your answers
DO keep to the point and be mindful of time
DO try to be honest and open
DO avoid yes and no answers
DO take your time to answer questions if necessary
DO smile when appropriate
DO listen and keep your concentration levels at their optimum
DO be prepared for the unexpected question that is designed to see
how you cope with the unexpected
DO ask relevant questions, but try not to repeat information already
discussed earlier during the interview
DON'T be late
DON'T vigorously shake the interviewer's hand or go overboard by gripping
the offered hand like a vice-grip!
DON'T sit down until you are offered a seat
DON'T go to the interview laden down with bags
DON'T slouch or sit defensively with your arms and legs crossed
DON'T waffle or avoid questions
DON'T fidget or play with your hair, clothing, items in your pockets
etc
DON'T use negative phrases such as: 'I don't know' or 'I'm not sure'
DON'T indicate that you are desperate for a job
DON'T get into discussions about your personal life, and decline any
bait to mention secrets of your present employer. The interviewer should
respect your trustworthiness and integrity
DON'T go to the interview smelling of strong odours for example garlic,
alcohol or even perfume / aftershave
DON'T wear lots of jewellery
DON'T embellish answers or lie! Be as honest as possible
DON'T forget to thank the interviewer for their time
Qualifying and Closing
Ask qualifying questions to gain commitment and to assess
how things are progressing. This allows you to measure the interviewer's
impression of you. When asked are there any final questions, ask the interviewer
how they see things progressing from this point.
Will you be invited to attend the next interview?
Do they see you making a contribution to the team?
Have they any reservations as to your ability to do the
job at this stage?
If they have reservations, this is your one and only chance
to prove that you are the person for the job. If the role is a sales position,
you must demonstrate your sales and closing techniques. The interviewer
will be disappointed if you fail to do so.
Types of Interviews
There are 4 types of interviews - telephone, one-to-one,
panel interview, assessment centre or a combination. Employers are increasingly
turning to psychometric testing, which we will also cover in this section.
Telephone Interview
This is a cost effective way for employers to pre-screen
applicants prior to face-to-face interviewing. Employers benefit from
the ability to interview candidates from a wide geographical spread in
much greater numbers than a face to face interview would allow, whilst
at the same time, minimising on cost and time spent on the process It
is important to avoid distractions and ensure you have your CV, the job
description, company information, pen and paper close to the telephone.
Remind yourself of why you think your skills and achievements match this
position. Remember to relax as much as possible and that you speak clearly
and concisely. A telephone interview can involve periods of silence. Don't
be tempted to fill in. Let the interviewer keep control over the situation.
Telephone interviews can be particularly daunting, especially if this
is the first time you have experienced one. It is important to remember
that the employer will put a great deal of emphasis on your tone and manner
of voice in order to build up a mental picture of you.
One-to-One Interview
This is the most common type of job interview you are likely
to experience. It consists of just you and a single interviewer. As with
any interview, the key to success is the preparation you put into the
process both before and during the interview.
Panel Interview
Panel interviews generally consist of between two and six
people drawn from a range of positions within the company and will normally
include:
One person with a detailed working knowledge of the requirements of
the position, usually a supervisor or manager
One person trained in selection techniques, perhaps a HR professional,
and
One person from executive or general staff
Panel interviewing is favoured by many employers as it tends
to be less subjective than a one-to-one interview and affords the opportunity
to gain a broader opinion basis from one interview situation. From the
job seeker's point of view, it can also work to your advantage by allowing
you to build up rapport with at least one panel member. Remember to maintain
eye contact with the person who asks you a question and as you continue,
move your eyes along the panel to make eye contact with the next person
and so on, finish your answer back with the person who originally asked
the question. This method will ensure that each member of the panel is
encouraged to listen to your answer and provide an opportunity for you
to establish rapport. Remember to smile and convey enthusiasm at all times.
Assessment Centres
Assessment centres normally involve a group of candidates
who are assessed over a period of time, lasting anywhere between a couple
of hours to a couple of days. The content of an assessment centre interview
can vary dependent on the type of role you are applying for.
Group Discussions - designed to assess how well you work with and
integrate with others
Role-Plays - to recreate a particular aspect of the role you are applying
for ie dealing with a difficult or angry customer
Presentations - to assess your ability to clarify and present information
either individually or as part of a group
Psychometric Assessments
Psychometric assessments are tools often used by employers
as part of their selection process. They are used to assess the character
strengths and weaknesses of a candidate, providing accurate profiles of
their suitability for a position. Employers can use these tests at any
point during the selection process. Sometimes they are used at the beginning,
as a way of screening out unsuitable candidates. Other employers prefer
to use them towards the end of a selection process….but don't panic…psychometric
tests are almost always used in conjunction with more traditional selection
methods.
Psychometric tests normally take on one or more of the following:
Ability testing - measures an individual's potential for specific
skills, focusing on what a person is capable of achieving as opposed
to what they may have achieved in the past
Aptitude testing - very similar to ability testing, the main differences
being that Aptitude testing is used to measure a specific ability such
as computer programming and ability testing is used to measure your
general ability
Personality testing - used to measure the key personality traits of
a potential employee. It is import to ensure that you answer the questions
posed in an honest manner to ensure that your personality type will
fit into the organisation and vice versa Psychometric tests generally
have a number of in-built mechanisms designed to spot inconsistencies
in your answers. Try not to answer as you think the employer would want
you to but concentrate on how you would respond to a given situation
or have responded to an actual situation in the past.
The Informal get-together at the Pub to Meet the Team
There is no such thing as an 'informal get-together at the
pub to meet the team'. It is another form of interview to measure you
and to see how you behave. In spite of what the interviewer may say, this
meeting is not off the record. At this meeting they will certainly offer
you drinks to relax you and to see what you are made of and how much you
drink. Your drinking capacity will lose you points, encourage you to let
your guard down and almost certainly increase the odds of the offer going
to another more prudent candidate!
Interview Questions
This section is designed to help you formulate great answers for tough
interview questions. You can rapidly find yourself on the defensive, trying
to justify yourself in the face of tough questions, rather than having
the chance to 'sell' your attributes. A well-trained interviewer will
throw all sorts of odd and challenging questions at you in an attempt
to assess your true suitability for the job. Often, they deliberately
create stressful situations to see how you react. By using some of the
suggested answers below, you will confidently deal with any negatives
or objections from the interview and use the situation to emphasise your
strengths. Having pre-prepared answers, or anticipating the 'minefields'
will significantly help to reduce the stress during the interview and
will help you shine.
What kind of experience do you have to benefit this particular job?
This is a golden opportunity to sell yourself, but the interviewer will
be looking for an individual who is a problem solver and can 'hit the
ground running'. The answer to this question lies in understanding the
role when it is first described to you and taking the trouble to ask lots
of questions about tasks involved. This opens the door for you to respond
with suitable skills and experience, showing you could accept the role
with confidence. In effect they are really asking 'how much training and
instruction are going to have to give you before letting you loose on
this project?'
Can you work well under pressure?
This is a closed question and can be a sign of an untrained interviewer.
Use the opportunity to give a comprehensive but brief answer focusing
on several clear-cut examples showing your ability to cope under pressure.
What is your greatest strength?
If you've done your homework before the interview, you would have several
strengths to choose from. The obvious choice would be the strength which
best suits the demands of the job. This common question is a good opportunity
to assert your profile. It is likely that this question will be followed
with:
What is your greatest weakness?
Try to remain as positive as possible without scooting around the question.
Focus on weaknesses that can be turned into positives for example - 'I
am weak in the area of programming in C++, however, I am attending a course
to brush up my knowledge in this area and now I am just about up to speed'.
What interests you about this job?
You must fully understand the job description to answer this question
properly. You should be able to respond with some specific explanations
that show your enthusiasm if you have asked plenty of questions. Some
good responses include: challenging, exciting, scope for learning and
developing, departmental growth, teamwork etc. This question can also
be turned around so that you can glean more information from the interviewer
regarding the role and the company's expectations.
What are you looking for in your next job?
You want a role where your skills and experience can be put to best use
in contributing to the company. Avoid an over emphasis on what you hope
the company can do for you. Why should I hire you? Be careful not to answer
with a broad description. Keep it brief and to the point. Each point should
be a direct link between your skills and experience and demands of the
role. A precise answer shows that you accurately understand the role and
what you can bring to it.
Do you consider yourself a natural leader?
The ideal answer to this is 'yes', but in reality not all of us possess
the confidence required to lead. You can substitute 'natural' with 'competent'
or 'conscientious' focusing more on leading by example with good organisation
and interpersonal skills. Most professional jobs require an element of
leadership that you should be taking the trouble to cultivate, whether
it comes naturally or not. The interviewer is more interested in your
ability to lead, when necessary.
Tell me about yourself?
This can be a frustratingly open question. It is a good opportunity to
reveal the strengths that you would have identified in your personal profile.
Aim to keep it professionally orientated, specific to the characteristics
that the interviewer may want to hear. A few personal attributes can also
be mentioned, perhaps even with humour, this is a useful way of lightening
the atmosphere of the interview and increasing your confidence. Although
your objective is to show you have got the perfect profile to fulfil the
role, the interviewer will be pleased to discover that you have an agreeable
personality. You may want to ask which particular aspects of your background
the interviewer is particularly interested in.
What are your biggest accomplishments?
Answers to this should be job-related. Modesty should again be applied,
hinting that your best work is yet to come! A big accomplishment doesn't
need to be overly impressive, but rather show your competency. Efficiently
managing a small team of diverse people, or successfully dealing with
a shortage of resource is an accomplishment that can be meaningful, but
claiming your bit part in a huge project sounds fanciful and isn't likely
to leave a favourable impression. Don't be hesitant or vague when answering
this question. Show that you have a clear idea of your achievements to
date.
Where do you see yourself in five years time?
The obvious answer would be 'part of the management team within your company'.
We all know this may not necessarily be true, but the interviewer needs
to know that your intentions are to move up the career ladder within the
organisation. Be careful not to sound overly ambitious, the interviewer
may be your future boss. The safest option is to modestly express your
desire to grow with the company.
What did you like or dislike about your last job?
Ideally you would answer 'there was nothing I disliked'. Hiring someone
who easily fits into the existing complement of staff is very important,
therefore steer clear of criticising former colleagues, managers etc.
Once again, if you pay attention to the company culture when they described
the role to you, you can mention factors that wouldn't bother the new
company, or would impress them.
How long have you been looking for another position?
Whether you are employed or not, this question can be potentially fatal.
If you are currently unemployed and have been looking for some time, try
to minimise the 'time gap' by mentioning any other activities in which
you have been involved, such as study or charity work. If your work is
of a specialist nature and you have been fussy, or determined to continue
in that field, point this out provided it isn't at odds with the demands
of the new role. A resourceful answer here can certainly score you points,
instead of putting you at a disadvantage.
Why were you made redundant?
If you were made redundant then this is a legitimate excuse, which most
HR staff will understand, seeing as they have most probably been involved
with laying off people themselves. Try to give acceptable reasons (such
as downsizing, restructuring etc). Be brief and move onto the next question.
Why were you fired?
If, however, you were clearly fired and cannot realistically pass it off
as a retrenchment, then it's advisable to be open and honest (honesty
is a virtue that always scores points), minimising the reason for your
dismissal. Try to portray the incident as 'one of those unlucky things
that happens to the best of us' and modestly explain how you've learnt
from the experience and the steps you've since taken. The objective is
to put the interviewer at ease in the hope that they won't place too much
importance on a reference check. It is however a good idea to reconcile
with your former employers (who fired you) and plead with them to at least
give you a fair reference should anyone enquire about the incident. Bear
in mind that even some of the most successful captains of industry get
fired during the course of their career and football managers have a particularly
poor track record!
How long would you stay at this company?
Answering this could be tricky in today's culture of job 'hot seating',
or if your CV reveals a tendency for you to move around. You could emphasise
your desire to settle down with the right company, and that you feel this
is it. Alternatively, throw the question back at them: "Would this company
be able to offer me a long term future?"
How do you handle criticism of your work?
This can be a dangerous question. Firstly, try to portray an attitude
that all criticism is of benefit, and provides a chance for improvement.
Secondly, try and elaborate on this question then give an example of a
poor idea that was criticised, rather than substandard work which you
had produced.
What are some of the things on which you and your supervisors disagree?
The safest answer is 'none', but be careful that this doesn't portray
you as a 'yes' person. If this sounds too short, then mention only insignificant
'creative' differences, or better still, turn the question around and
elaborate on the 'productive' relationship you shared with your boss,
if it is realistic to do so.
Do you make your opinions known when you disagree with your supervisor?
This is a sticky question. If you have previously successfully dealt with
a situation like this where the process and outcome was very satisfactory
to both parties, then mention these examples. Aim to show that you're
a mature individual with the confidence and intelligence to approach your
supervisor in private to discuss your objections in a constructive, calm
manner.
How will you be able to cope with a change in environment?
This sort of question is usually posed if you've spent a long time in
one particular job. It sounds like a negative but can be turned into a
positive especially if you're looking for a change, or a chance to grow.
Why aren't you earning more at this stage of your career?
Another implied negative which can be turned into a positive by emphasising
your desire to gain solid experience instead of continually changing jobs
for the sake of money. This question gives you scope to ask; "How much
do you think I should be earning?" This could possibly lead to an offer.
Why have you changed jobs so frequently?
This is another syndrome that is difficult to conceal or explain. A number
of different explanations for each instance won't do much good either,
so it's better to blame it on 'youthful capriciousness', and emphasise
that the variety of jobs has been good experience and that you're now
more mature and settled. Questions like this can be turned around to portray
positively, but be careful not to dwell too much on the subject or over
justify yourself.
What can you do for us that someone else cannot do?
This is a tough question but don't let it intimidate you. If you have
properly understood the details of the job then try to answer with a unique
combination of your skills/experience which others are unlikely to have.
For instance, you may be a web designer with previous experience as a
marketing executive, which shows you have a commercial understanding of
the objectives of the website. This is a good occasion to end a question
with a question, giving further scope for elaboration (e.g. would this
role require me to participate in product development forums?)
Describe a difficult problem you've had to deal with?
Another favourite tough question which is ideal for turning to your advantage.
Outline an example of your success in troubleshooting and organisation.
It's always good to go into an interview armed with one of these. Clearly
explain how you approached the problem, the result and how a difficult
outcome was averted. This is a good opportunity to show that you have
a positive attitude to all challenges, and that you were not discouraged
or intimidated by the situation. Try to give an example which is relevant
to the new role.
What type of decisions did you make in your last/current job?
A straightforward question, the answer to which should be carefully prepared
before the interview. Whether or not you made lots of decisions in your
job, ensure that your answer reflects that they carried responsibility,
were important within the role and required sound judgement.
How do you handle tension?
The smart answer here is to explain how you avoid tension in the first
place. Avoid a vague and simplistic answer like "Yes, I can handle tension".
You might also want to mention what you do outside of work to reduce stress
(eg. going to the gym, exercising etc.)
How do you respond to instructions?
The model answer here is to show that you are the type of employee who
can be easily briefed and finish the task at hand without any unnecessary
disagreements or issues with your colleagues. Don't give simplistic or
vague answers. Try to give examples from your previous or current job
showing your ability to follow instructions without being difficult.
What are your pet hates on the job?
Be careful not to shoot yourself in the foot here. Keep this answer short
and sweet, using words like 'challenge' rather than 'I hate'. Try to show
that your 'objections' in the work place are conscientious ones, such
as lateness, not answering phones etc.
Do you prefer working with others or alone?
Answering this depends on the nature of the job you are going for, but
team players are usually favoured, so it's best to show that you function
well in both situations depending on the nature of the task. Describe
an atmosphere that is conducive to work Without a clear idea of the company's
office environment, you run the risk of saying the wrong thing. Keep this
answer short, base it on your previous role, mention conscientious factors,
such as 'a professional team', 'well equipped' etc.
What kind of people do you like to work with, or have difficulty working
with?
Don't get into personal details here, just give a short and obvious answer
that you prefer working with people who are motivated and have integrity
and pride in their work. No one likes working with slackers so you're
not likely to offend or influence the interviewer negatively with this
comment.
What kind of decisions are most difficult for you?
The interviewer will want assurances that you are not frequently indecisive
over important issues. A good answer is to mention that you have difficulty
making a decision where there is insufficient knowledge or information
at hand, and that you try to avoid such instances by taking the trouble
to remain informed. Try to imagine what sort of decisions would frequently
be made in the new role, and steer clear of mentioning any of these as
'difficult'.
How do you handle rejection?
This is a popular question, particularly if you're in sales. Much of today's
world is commercially orientated and therefore the interviewer will be
keen on how rejection affects you. A good answer would be something along
these lines: "I accept rejection as part of the sales process, I'm accustomed
to forgetting about it and moving on with the conviction that the experience
may bring me a little closer to my next sale."
Why were you out of work for so long?
This needn't be a sticky question, provided you have explanations to cover
the gaps on your CV. It is now quite acceptable for people to take time
out to travel or for personal reasons. The interviewer needs to be reassured
that you haven't been sitting around doing nothing. You could point out
that you were studying or planning a career change. Whatever your excuse,
make sure that you have adequately prepared your answer beforehand and
that it doesn't suggest that your commitment to the new job would be less
than 100 per cent.
Why do you want to leave your current job?
Obviously we all want to improve our work situation, this however can
be a trick question. Avoid stating any personal reasons, such as "I didn't
fit in with the company environment". Instead consider using one or more
of the following reasons from the employment industry formula CLAMPS:
Challenge, Location, Advancement, Money, Pride, Security.
What interests you least about this job?
A tricky question which can be answered by hinting that you couldn't answer
this fully until you've experienced the job in detail. Alternatively,
choose an area of the job which is understandably mundane (by anyone's
standards), but not vitally important, such as clearing out your email
inbox.
I'm not sure you're suitable for the job?
Don't let this trick question throw you. If they felt this, they would
be terminating the interview. What the interviewer is in fact doing is
giving you an opportunity to sell yourself and seal any doubt. Remain
calm and re-emphasise several points that lend support to your suitability.
You could phrase the answer by saying: "I'm surprised to hear that, I
would have thought that my experience in telesales would be very useful
in developing the customer services portfolio, for instance…" Questions
like these crop up towards the end of an interview and can make or break
your case. It is a good idea to keep a trump card in reserve for this
occasion.
Wouldn't you feel better off in another firm?
This is a rather flattering question that can be a good sign that the
interviewer has a high regard for you. What they're really asking is "Aren't
you going to get bored here and move on?" You need to reassure them by
throwing the flattery back at them, emphasising the appealing aspects
of their company, showing that you know a lot about the company. Answers
such as, "I prefer smaller companies", "this company has good potential
for growth", "I feel I can thrive best in an environment like this" or
"I relish the challenge of turning the department around" are good examples.
Quite often questions like this catch us off guard, throwing our confidence.
If you counter with a question such as "Why do you say that?" you can
successfully buy yourself time to think while they answer or elaborate.
Discriminatory questions
Despite discrimination being illegal, apart from age, refusing to answer
these questions isn't going to land you the job. The interviewer's motive
may not be discriminatory, but who they ultimately hire is their prerogative.
In the case of enquiring about your age, they may be looking for reassurance
that you'll fit in with the company culture and thrive, an older person
with a youthful outlook, has the double advantage of youthful energy and
mature experience. If they don't see the benefit of this, then you probably
don't want to work there anyway. Emphasise the advantage of experience
in your response, don't make excuses for your age. Likewise, asking if
you're married or plan to start a family may be an attempt by the interviewer
to get an idea of your personal character. Looking at the positive, married
people are seen as more settled, and those planning a family are less
likely to move. On the flip side they may be trying to ascertain whether
you're likely to disappear on maternity leave within a year of joining
them, so you'll have to use your own judgement here. As with many negative
questions, these can be turned into positives with the right response.
Do you have any questions?
You can breathe a sigh of relief! This usually means that the interview
is coming to an end and if there is something you haven't yet had a chance
to impress upon the interviewer, now is the time.
Interviewing the Interviewer
It is just as important for you to find out if the company and position
are right for you. Asking suitable questions during the interview is quite
acceptable providing they are intelligent questions. Following are some
ideas, however, it is advised not to ask questions about information you
can acquire from visiting the company web site or by going that extra
mile to research about the company prior to the interview.
Information you may want to find out includes:
What will be my responsibilities?
Who will I report to?
Who are your customers?
What is the company growth strategy?
What are the chances of promotion or advancement and when?
Will travelling be required?
What training do you provide?
When do you plan to extend an offer to the suitable candidate?
What is the next step?
What are the main objectives and responsibilities of the position?
How does the company expect these objectives to be met?
What obstacles are commonly encountered in reaching these objectives?
What is the desired time-scale for reaching these objectives?
What resources are available from the company and what must be found
elsewhere?
Remember, the interview is a two way process. The company interviewing
will want to find out whether you are suitable for the position and you
will want to find out if the company and position are right for you. You
should therefore ensure that you have enough information to make up your
mind whether you want the job.
After the interview
Contact the Agency that set up the interview for you to let them know
how it went. This will help them when they follow up with the company
you visited. If you want the job they can get the company excited about
you and if not they can let them down gently without burning any bridges.
Typically the Agency will handle the salary negotiations. As their fee
is based on the salary they negotiate you can rest assured they will be
keen to get you a good offer. Occasionally though you might be negotiating
with a potential employer directly in which case.
While salary negotiation begins after the interview process, it really
starts for you with the initial interview. Because it's what you tell
the company about yourself, your accomplishments and what you can do for
them that will increase your value when the time to offer you a job comes.
Use active words in the interview to describe your accomplishments such
as: I initiated, I oversaw, I created, I took charge of, I followed up
on, I actively contributed to, and I developed. The ability to handle
details, multiple projects or excellent time management and follow up
skills will also contribute to your value.
Negotiating is not merely saying, "I want more money". You will need
to have answers to certain questions prior to discussing your salary,
to know if there is even a chance to get more. Among the questions to
which you should have answers are:
What is the salary range of the job that the employer and or the industry
have established?
What is the lowest salary that I will consider?
What makes me worth a higher salary?
Some places you might go to get salary information are your college career
services office, people who work in that industry or at that company,
libraries, job hunting web sites on the internet, trade associations and
trade publications.
Even if you know the answers to these questions, there will most likely
be some objections to your request for more money. Among those:
you don't have enough experience
other employees aren't making more
the budget won't permit it and, of course, the ever popular
that's what we're paying new hires.
Think about how you would respond to these objections in a way that continues
the discussion on a positive note without backing yourself into a corner.
Remember you're asking questions not delivering an ultimatum. For example
in responding to the "other employees aren't making more" statement, you
might follow up with a response such as: "I see. (a little pause) What
is the range for this position? What would it take to get to that higher
level within that range?"
Remember you're looking for a way to reach a common accord and often
you have to ask a few questions to see if there might be a way to reach
an accommodation. In many cases, especially at this level, the person
offering you the position has already gotten approval from someone else,
so you have to give them a pretty good rationale to go back and ask for
more money.
The interview
There are certain thoughts, which might help you during the interview
process itself, that pertain to the salary issue. Among them:
Good listening skills are critical to understanding what are the needs
of the company and the individual doing the hiring. Directing your answers,
during the interview, toward making your eventual supervisor feel that
you can do more to solve his or her problems will go a long way in having
them try to get you top dollar. The listening process involves not interrupting
and allowing them to finish their thoughts as well as repeating back to
that person a part of what they've said, in the course of your answer
so that they know they've been heard. Additionally, such things as establishing
good eye contact, nodding after a statement to reinforce that you've heard
it, are common communication devices that say: I heard you and I understand
what you're saying."
Try not to be the first one to mention money. The concept here is
that you may inadvertently, undervalue yourself and have to settle for
a salary lower than the company might have offered you.
If asked what salary you're looking for, say you have a range but
that it really will depend upon the total package, including benefits.
If pushed on the subject, have a range in mind, with the bottom of
the range what you must have and the top 10%-15% above what you'd take.
("I'm looking at a £27,000-£35,000 range". The range could be based
upon other people with whom you are interviewing as well as what you
feel you're worth, based upon your analysis of the market.
If asked what your current pay is, tell the truth, however, if you're
up for a raise in a month, mention that also.
The Offer
If you receive an offer and you're interested, say that you're very
interested and excited about the opportunity and will get back to them
in 24 hours. Generally 24 hours is the minimum just to think about other
things you may want to know, or to have some negotiating room. You might
even ask to have a little more time to get back to them, especially if
you are in the process of interviewing and have already made other appointments.
Once the base salary has been discussed, but before accepting the job,
ask them about the other important fringe benefits you might be entitled
to such as:
health insurance
holiday allowance time
annual salary review
retirement savings plans
bonus plans
university fee reimbursement
stock options
Avoid telephone negotiations unless you are calling to accept and ask
for the offer in a letter.
The Negotiation Process
In most cases the Agency representing you will handle the final salary
negotiations on your behalf. The advantage of this is that they have a
great deal of experience in dealing with this potentially tricky situation
coupled with a vested interest in securing the maximum package for you.
However, occasionally, the company may insist on negotiating directly
with you so it is prudent to have some effective techniques prepared,
just in case.
1. Here are several examples of how a salary conversation might go, if
you want to try to negotiate for more money, either at the time of the
offer or after you've thought about the job for 24 hours. One technique
that seems to work in salary negotiations is to ask for things as a question
rather than a demand, since it avoids the potential for sounding arrogant.
Company: "We'd like to offer you a salary of £16,000/year."
You: Alternative answer #1: "I'm delighted that you are interested in
me and I am very interested in the position. Based upon my experience
and also because of a variety of expenses I'll have when I graduate, such
as paying off my university loan and having to get a car, I'd like to
be making around £18,000. How do you feel about that?"
Alternative answer #2: "I really like the opportunity, and I know that
I could contribute, but I have several other opportunities that are in
the £18,000 range (don't say it unless it's true) is there a way we could
work this out?"
Alternative answer #3: "I'm out of university now and on my own and really
need £18,000 as a minimum. Is there a way we can work that out? I love
the opportunity and would love to work here if I can get that number.
What do you think?"
2. If you don't get a salary that is to your liking, but you want the
job, ask if you can get reviewed in three months or six months instead
of a year.
3. As the statements above have indicated, try to mention a positive
or reinforcing statement about your liking the company or the job, before
asking for other things. Your words say to them: "I appreciate the offer
and I'm almost ready to join you, if I can just get this one last thing
to make it perfect."
In summary, remember that you will be spending the next forty to fifty
years working and it's important to find a job that you like and for which
you are qualified. If you get an offer with a company you love or feel
has great upward potential, but the salary is a little lower than you
wanted, remember that it may still be worthwhile especially if it's a
company where you can learn and grow over the long term. The process of
negotiating, however, is an important skill, which, if learned early on,
can pay handsome dividends over the course of your career, not only monetarily
but also in your own self-esteem.
