Tackyon IT Consulting Private Limited

1 G etting Ready for

Job Interview…

Dressing Right

Let’s say you are going for an interview tomorrow. You have prepared yourself
well for the occasion - anticipating the questions and getting ready the answers -
but have you given a thought to what you will wear?

The first impression your interviewer makes about you is based on the way you
look, and you know what they say about first impressions., “The way a person
dresses is the single biggest non-verbal communication you make about
yourself.”

“Although proper dressing by itself will not get you the job, a poor dress sense
may exclude you from further consideration,”, given two equally good applicants,
the company may choose to hire the person who is dressed more professionally.

Tips for men

• Long-sleeved shirt and dark slacks - White is still the safest and the
best color for shirts. Also acceptable: pale shades such as beige, blue, and
other pastels. Tuck in the shirt and do not roll up the sleeves. Never wear
a short-sleeved shirt to an interview or any business purpose as it destroys
your executive image.
• Ties - Optional. But if you do wear one, choose a conservative pattern.
Solids, small polka dots, diagonal stripes, small repeating shapes, subtle
plaids and paisleys are all acceptable.
• Belts - Belts should match your shoes. Those with smaller buckles with
squared lines look more professional.
• Socks - Black socks are the best, followed by blue or gray, depending on
your attire. Never wear white socks! Check your sock length, too—no skin
should show when you sit down or cross your legs.
• Shoes - Black or burgundy leather shoes with laces on them, because
tassel loafers are very casual. Other suitable colors are brown, cordovan
and navy.
• Hair - Keep neat, short and preferably parted on the side. And shave off
all those facial hair.
• Jewellery - Wear no or little jewellery. The watch and wedding ring are
the only acceptable pieces of jewellery to go with the male attire. Thin
gold or leather-strapped watches look professional but not digital
watches. Also, avoid political or religious insignias, necklaces or bracelets.
Definitely no pierced body parts, and covers up your tattoos!
• Accessories - As much as possible, use leather briefcases or folders to
hold copies of your resume. Use narrow briefcases and avoid plastic

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folders and plastic ball pens as they are out of place.

Tips For Women

Wear well fitting outfits, which give a formal look. And please, nothing flashy.
Avoid wearing sleeveless tops or shirts; short sleeves are acceptable if they are
tailor made. Long Skirts can be worn, provided it does not create a Cinderella or
barn-dance look or short where it falls no shorter than two inches from the knee.
Nothing too revealing, please!

• Shoes - Closed shoes, pumps, or simple sandals with at least 1½-inch

heels suggest a more professional look. Dark colors are best.

• Hair - Hair longer than shoulder length should be worn up or pulled

back. Don’t let it fall in front of your face and don’t keep trying to fix it
during the interview. Avoid large hair ornaments and trendy hairstyles.
• Make-up - Be subtle; natural is the key word. Light shades of lip coloring
and nail polish are recommended.”
• Jewellery - Be conservative. Studs of gold, silver or pearls are best. Do
away with gaudy fashion jewellery, and those that clank and make noise
when one moves.
• Accessories - Folders and bags should blend well with the total
professional look. Women should match their purse with their shoe color

Tips for Job Seekers

Do’s and don’ts during job interviews:

Do’s

• Be specialized in an occupational field and have work experience in that

field.
• Be precise and accurate when describing the nature of your previous
job(s), use technical terms and statistical figures as much as possible.
• Be honest with your work history, personal profile and especially your
salary.
• Be multilingual; take up foreign language proficiency courses.

Don’ts

• Do not hop from one job to another frequently without good reasons.
• Do not badmouth about your previous boss or company.
• Do not judge a job only by the pay it offers.
• Do not hesitate to work for long hours.

Managing Interview Questions

Who has not felt nervous during an interview? Sometimes an applicant can
become so anxious about giving the right answer that he does not realize that he
is being asked the wrong question.

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Illegal interview questions are queries that a person may refuse to answer as they
violate his rights as an applicant.

But with jobs scarce to come by on the local market, it may be more prudent to
think of how best to answer brash questions than to reject them outright. It may
be that these “unethical” questions are being asked to determine if an applicant
meets specific requirements for the position.

Illegal questions?

The following are some questions that the employer need not ask but may do so
occasionally:

• Questions about one’s origins. These may include citizenship issues. They
may be applicable if the position will require travel to different areas. The
interviewer may be interested to know if you can speak a particular
dialect.
• Questions concerning one’s marital/family status or relationships. These
include those about your civil status - if you are married with children, or
are a single parent, or have a boyfriend or a girlfriend. Normally,
questions of this nature are intended to check out the applicant’s capacity
to work long hours or do overtime work.
• Questions concerning one’s personal attributes and background such as
height, weight, likes, etc. Again, such queries need not be asked unless
relevant. Some jobs obviously have special requirements, such as height
for a basketball player. Or you may be asked your musical preferences if
you are applying with an audio store.
• Questions regarding one’s disabilities. As with personal questions, these
may be asked with tact and only if necessary. Candidates for pilots, for
instance, have to have 20/20 vision.
• Questions regarding one’s social standing including any arrest record.
This information need not be asked, as it should already be included in
the requirements requested.
• Questions about one’s religious affiliation or beliefs. To discriminate
against one’s religion is against the law and related questions should not
be asked.
• Questions concerning one’s age. Information on age should be available in
your resume and need not be asked.

Focus on the real issue

If you are thrown such posers, you could opt to give them the benefit of
the doubt: The employer may not be aware that they are inappropriate.
According to an HR manager: “These interviewers might not be aware
that they’re asking sensitive questions. Chances are, they want to hear
something and sometimes, they get too carried away to notice the
discomfort of the interviewees.”

Rather than telling the employer that you are not comfortable with the
questions and that you feel they are irrelevant, try to determine first the
intent of the interviewer, the purpose behind the question, then answer in
relation to the responsibilities of the job.

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In some cases, an interviewer may ask this type of questioning believing it

would put the interviewee at ease. Instead of starting the interview on a
serious note, the interviewer may pose light and personal questions first
to break the ice. Again, it is up to the jobseeker to phrase his or her
answers in such a way as to show that he or she is a professional who will
be an asset to the company if hired.

Tell me about yourself

This is a question that most interviewees expect and it is the most difficult
to answer as well. Though one could answer this open-ended question in a
myriad of ways, the key to answering this question or any other interview
question is to offer a response that supports one’s career objective. This
means that you should not respond with comments about your hobbies,
spouse, or extra curricular activities. Trust me, interviewers are not
interested. To start with there is no correct answer to this interview
question. Its better to lean in the favor of a quick reference to some
personal traits that give a quick view of who you are. From there one
could move to a one sentence of any relevant education/qualification.
There should also be a mention of employment history.

Purpose of the Question:

There is a purpose to each and every question in the interview. One

cannot ask anything and everything. Again, a set of interview questions
varies from industry to industry and position to position. Interviewers use
the interview process as a vehicle to eliminate your candidacy. Every
question they ask is used to differentiate your skills, experience, and
personality with that of other candidates. They want to determine if what
you have to offer will mesh with the organization’s mission and goals.

What type of answer is expected?

Try to avoid this type of answer: “I am a hard-worker who is good with

numbers. After I worked as a financial analyst for a few years, I decided to
go to law school. I just finished and now am looking for a new challenge.”

Say something like this: “I began developing skills relevant to financial

planning when I worked as a financial analyst for three years. In that role,
I succeeded in multiplying the wealth of my clients by carefully analyzing
the market for trends. The return on the portfolios I managed was
generally 2% more than most of the portfolios managed by my company.
My initiative, planning, and analytic skills were rewarded by two
promotions. As the manager of a team, I successfully led them to develop
a more efficient and profitable strategy for dealing with new accounts. My
subsequent training in the law, including tax law and estate law, gives me
an informed view of what types of investments and charitable gifts would
be most advantageous for your clients.”

Preparing for the answer:

Follow the following steps as outlined below to ensure your response will
grab the interviewer’s attention:

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Provide a brief introduction.

Introduce attributes that are keys to the open position.

Provide a career summary of your most recent work history.

Your career summary is the “meat” of your response, so it must support

your job objective and it must be compelling. Keep your response limited
to your current experience. Don’t go back more than 10 years.

Tie your response to the needs of the hiring organization.

Do not assume that the interviewer will be able to connect all the dots. It
is your job as the interviewee to make sure the interviewer understands
how your experiences are transferable to the position they are seeking to
fill.

Ask an insightful question.

By asking a question you gain control of the interview. Don’t ask a

question for the sake of asking. Be sure that the question will engage the
interviewer in a conversation. Doing so will alleviate the stress you may
feel to perform.

There you have it: a response that meets the needs of the interviewer AND
supports your agenda.

When broken down into manageable pieces, the question “So, tell me
about yourself?” isn’t overwhelming. In fact, answering the question
effectively gives you the opportunity to talk about your strengths,
achievements, and qualifications for the position. So take this golden
opportunity and run with it!

Conclusion:

The question is very tricky and being the first question of the interview…one
needs to be a bit more careful in answering the same. This question can make or
break the interviewer’s interest in you.

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2 A ttending A Job Interview

A candidate is successful in job interview if he can convince the interviewer that

he is more capable of doing the job than any other candidates. Unless a candidate
has established personal networks with the company, a job is usually offered
based on the assessment of the candidate’s performance during the interview.
This assessment places great pressure, both mentally and emotionally, on the
candidate who needs the job desperately.

What then, are the criteria for selection in this process?

Successful candidates often manage to select key items from their own
experience, which show that they can do the job, and will do it better than any of
the other candidates. They are the ones who project themselves into the job by
asking the right questions, knowing the problems faced in that position, and even
offering the solutions to such problems.
Successful interviewers, on the other hand, conduct an interview to find the right
applicant to fill a particular job vacancy. They are not trying to trick or trap the
candidates, nor are they going to penalize or find fault with the candidates. In
fact, they are most relieved if the candidate can convince them that he or she is
the right person for the job.

Whether you are leaving your present job, or fresh from campus or school, you
should always be prepared for the interview by anticipating questions that will be
asked in the interview. Challenging questions, apart from personal details and
qualifications, asked by an interviewer to facilitate the process of selection are:

• What are your career objectives?

• What courses did you take up and why?
• What do you do particularly well at school?
• Where does your main experience lie?
• What are your main responsibilities in your present job?
• How much time do you spend on each aspect of your job?
• Which aspects of the job do you like most?
• What are the main problem areas of your job?
• Do you have a solution for that problem?
• Why do you want to leave your present employer?
• What is expected in your first year if you are offered this job?
• What do you want to be doing in five years’ time?
• How will you benefit from this job?
• Are there any people you find difficulty working with?

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• What are your strengths?

• What are your weaknesses?
• Why should the company hire you?

The above questions are not standard or model questions but preparing for them will build up your confidence
before and while attending a job interview. Avoid using “trial and error” in job interviews, by making
mistakes in front of your prospect employer. Tactful answers to the above questions will impress the
interviewer and most importantly of all, you will stand out among other candidates to get the job offer and
also his confidence in doing the job.

How do you beat the competition?

We have been receiving a deluge of queries about interviews and how to get it
right the past few months. We thought a logical way to attack the growing pile of
question marks, was to shed some light on that game– the Interview. It should
arm you with the right tactics and tools to make it happen for you! So, without
further ado, let the games begin!

Out of 10 Eggs, Which Ones Make the Best

Omelet?
The interview is basically a tool used by employers/HR managers to select the
right candidate for the right position. Now, it seems pretty simple, but the
mechanics behind the process lends more than the eye can see. Most employers
will start the recruitment process by using objective minimum requirements - i.e.
skill, education, experience, expected salary etc. - to shortlist the candidates
down to a manageable number out of the confusion of applications.

So how do they pick from say, 10 equal candidates who match up to

the minimum requirements mentioned above? Even if you hit a match
of 5 out of 5 for job requirements, someone else may get the job
instead of you.

And so your intrigue rises. This is where the interview steps in to siphon out
those more suitable based on “touchy feely” emotional aspects of the candidate.

Let’s Get Touchy Feely, Shall We?

The emotional aspects being selected in the interview are generally as follows:
initial impression, management potential, motivation/enthusiasm, personal
chemistry, and competence.

Initial Impression:

Making the right first impression on your interviewer is vital to setting the scene
for the rest of the interview. Humans naturally make a judgment about another
by the way they look, act, speak etc. So the first few minutes in the
interview are crucial to get across your nonverbal factors such as:
vocal quality, body posture, eye contact, and facial expressions.
Project self-confidence, professionalism, and eager interest in the company
through your actions and demeanor, and you will make an effective initial
impression.

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Management Potential:

Employers hire people with potential to advance in the company, as they usually
prefer to grow their own management team. They look for people who have
the capacity to take on more responsibilities, lead their team
members and manage projects. Typically, this evaluation is based on a gut
feel and the onus falls on you to point out relevant experiences that indicate your
potential to adapt to a changing environment and growing roles.

Motivation/Enthusiasm:

This translates into the positive drive to accomplish a task/goal. Employers want
to hire people who are genuinely excited about working for them and developing
their product. They are trained to spot phony enthusiasm a mile away, so don’t go
trying to fake it. Research the company and its product before you apply to make
sure that you have an honest enthusiasm for what you will be doing with the
company if they hire you, and project this during your interview.

Personal Chemistry:

Know how you feel when you “click” or don’t “click” with someone you meet? The
same theory applies during an interview.

It sounds logical that employers prefer to hire people they like over those they
don’t feel comfortable with. This is personal chemistry. The reason for this is
simply…simple. It is easier to work with and accomplish tasks effectively in a
team with people you genuinely like. Whilst this hypothesis seems a little
“vague”, it is human behavior and that, my friends, is the world we work in. Do
note though, that it is difficult to “make” personal chemistry happen. Eye of newt
and a bag of bat wings are useless, I am afraid. But if you step out of the interview
feeling like you connected with the interviewer, your chances definitely shine
brighter.

Competence:

This element is colored a slight shade of gray. While it should be measurable, it is

more subjective than objective. This has to do with characteristics like
adaptability to change, lateral thinking and people management skills. Employers
want people who can contribute in a variety of ways, not only directly to the task
they are working on. It could mean brainstorming on innovative ideas, helping to
manage a team for a project or dealing with problems on your feet. If you can
highlight competencies gained through your own past experiences in your
interview, you can add one more point to your interview score!

In ending, understand that fulfilling the minimum requirements stated in the job
advertisement is not the “end all be all” that determines if you get the job. The
“hidden” emotional factors that are determined in the interview play a very
strong role in deciding who wins the prize at the end of the day. So even if you
don’t have strong qualifications, you may still be able to leverage the interview to
your advantage by laying up your “emotional” strengths. You’re in the last quarter
and the game depends on your next shot. You’ve got the talent. You’ve got the
skills. Now go out there and score that killer interview!

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3 F requently Asked QUESTIONS:

In Job Interviews

This article is probably what most of you out there are waiting for. So, wait no
more! The “Interviewer’s Top 10 Hits” Best Compilation record is out! Here,
you’ll find a list of the 10 most popular questions used by those faithful
interviewers worldwide. We do want to caution everyone though, that this is only
to provide you with an overall guide to what they want to know, and it should not
be treated as textbook answers, because there are none. If everyone started
answering the same questions with the same answers, there would be (a) very
bored interviewers, and (b) absolutely no selection process. But let us not digress.

And the Top 10 are...

Tell me something about yourself.

Now, this is a golden classic used at the start of interviews to break the ice
and to get you to give them a good initial run down of who you are and
your “hidden” characteristics, demonstrated in the way you present this
self-story.

You should prepare a 2 to 3 minute presentation that briefly introduces

your self (where you’re from), your personal interests (hobbies,
community involvement etc), your work history, and recent career
experience. The most time should be spent on the accomplishments in the
last two areas.

Interviewers look out for three things:

If you are able to give a brief, sequential summary of your life and career
that relates to the job for which you’re interviewing. Don’t ramble on
aimlessly on irrelevant nitty gritty details though. If you find yourself at
the 5-minute mark talking about your high school days, you are WAY off
the mark!

Your conversational style, your confidence level, your ability to organize

and present information.

An idea of the person you are behind the suit.

Why do you want to join this company?

OK, now they want to know your motivations for joining the company.
And this is usually where they can read between the lines in your
answer, so think carefully when answering.

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First, do your research on the company, its culture and market. Not
enough job seekers do enough or ANY of this, which is a real no-no! Make
sure you understand who is interviewing you.

Second, DON’T give answers such as “Oh, because its such a cool place to
work!” “I like your salary and benefits package,” or “My friends are
already there and it makes it easier for us to hang out together.” OK, so
maybe its exaggerate a little bit, but you should get the picture.

These answers seem “give-me” oriented and do not show the interviewer
how your skills and experience deliver what the company needs.

Third, DO demonstrate to them how you can contribute to the company’s

goals and how your skills and experience match their requirements. Use
concrete examples as if you were already working there. If research shows
that the company is trying to be market leader, tell them how your
experience/skills will be able to let you contribute to adding market share
for the company.

Why are you looking for a new job?

This may seem like a straightforward question to answer, but look again.
It is very easy to slip up here if you are unprepared. Most people seek
another job because they are unhappy/unsatisfied with their current
employment. But relating ANYTHING in a negative light at an interview
is bad form. Most interviewers don’t look so much for the reason you left,
but they way you deliver your response. So, always be honest and positive.

Even if you got fired from your last job, try to keep it brief yet honest. If
you start ranting on about how your ex boss/company was a terrible
employer, they may be thinking “Is he still dealing with bitter or sad
feelings, or has he been able to focus his energy on the future and the next
position? Does she place total blame on others for her situation or does
she accept at least some responsibility for it?” Further, most terminations
happen because of an ill fit between company and employee, not so much
performance. So, try to take this angle.

If you left voluntarily, don’t dwell on the negative reasons for leaving, and
focus on how you can contribute better to your new company/role.

Some examples of answers that would work are below. But again, don’t
just memorize these answers and throw them out again without being
really honest. Interviews never work if you approach them like textbook
exams.

I wanted to move my career in a new direction. (Make sure you mention

what this new direction is.)

My company was restructuring and I chose to seek better opportunities

elsewhere.

I want to keep developing new skills but was unable to pursue this in my
previous company. I decided to make a change to allow this to happen.

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What kind of position are you looking for?

Avoid vague answers such as “I want an exciting job” or “I want to grow

my skills in this area.” It shows lack of focus and motivation for your
career objective. Instead, focus on your desired position and how your
skills and experience can help you be an asset within that position. For
example, “I have a strong ability to communicate and market a product as
proven in my 2 years experience as marketing officer at University or
company A. I believe that I understand the consumer industry and can
add value to your company’s marketing efforts.”

What do you consider your strengths and weaknesses?

This is a time to be honest, but don’t go to extremes either way. You don’t
want to start telling them that you are really terrible at organizing and can
never be on time. Neither do you make yourself out to be the next best
thing since sliced bread. Instead, be clear and concise about qualities that
demonstrate you take responsibility for your work ethic, actions, and
experiences learned (or failures) on the job, problem-solving ability, and
values.

What do you know about our company?

This is where your research has come in handy. It is a way to demonstrate

that you are serious about joining the company and was motivated
enough to learn about it before the interview. Don’t respond by repeating
each and every fact you learnt about the company, because it can seem
arrogant and memorized. Do mention its major product, markets and
latest development. Keep things positive. Also try to show your
eagerness to learn more about the company by asking some
questions to the interviewer him/herself.

What do you consider your greatest achievements?

Try to mention about 2-3 achievements. This is a way for interviewers to

gauge how you managed people/projects/yourself in a successful manner
- which can translate into how you may be able to succeed in the company
if they hire you. Try to choose a set of achievements that allow you to
display a variety of strengths. i.e. A successful event that you set up
showing your organizational skills, successfully resolving a situation at
work which demonstrates your problem solving skills and delivering an
important report under difficult circumstances which shows your ability
to handle pressure.

Where do you see yourself one / five years from now?

Respond to reflect your confidence and drive to reach a level of work that
will be rewarded for your success. State realistic expectations and propose
a real plan of where you intend to go within the company. Never sound
overly confident, fearful or confused.

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What Type Of Job Assignments Did You Perform In Your Last Job?

Be honest and to the point answering this, even if the assignments

performed don’t exactly match those required in the new position.
However, also take the opportunity to mention any projects your
volunteered for, special projects you took on outside your work scope or
elected positions held in committees in other past jobs/university. The
key point here is to try to tell them about experience gained in
areas that might be relevant to your new position.

When You Start A New Job, How Do You Establish Good relationships
With Your New Colleagues and Supervisors?

It is important here to be enthusiastic and positive. Tell them how you

worked well with your past colleagues or peers in projects etc. Networking
skills is important so show how you used yours in your past to good stead.

So that wraps out the countdown! The bottom line is, be prepared, do
your research, and understand the job you are being interviewed for and
how your skills / personality / experience match the job’s requirements.
Close the interview with any last questions, pass on your name card if you
have one, thank them for their time and give a firm handshake before
smiling and saying good bye.

The first interview is just a lead into the second interview or offer to a job.
Not everyone is suited for the job or the company. So don’t be discouraged
if you were not offered a position right away. Keep your chin up and your
cool, and don’t give up on yourself!

How to improve your job interviewing skills

Whether you’re a student job seeker or a polished and proven executive,

the first thing you must come to terms with is, “Regardless of the position
you seek, you are now in sales!” The product you are selling is YOU! The
interview is your opportunity to differentiate yourself in the eyes of your
customer [the interviewer] when compared to your competitors [other job
applicants].

Successful companies today, are focused on building what’s known as,

corporate “Unique Value-Add Propositions.” Simply put, a unique value
proposition is designed to differentiate companies / products and
services, by making a decision to do business with you, an easy one. This
is accomplished by means of removing the risk in customer’s minds
through obvious value-add.

So before you go into an interview, ask yourself, “What is my unique

Value-add for this company? What can I say, do, or show, that will
separate me from all other candidates?” And, “How convincing am I?”

There is no secret that in many cases today, the most qualified are not

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always the ones hired. Sadly, many qualified individuals lose out on
opportunities expressly due to their inability to distinguish themselves [in
the interview] by showing unique value-add. You may then ask, “How
does one construct a value-add interview?” The process is surprisingly
simple.

Number 1:

As quickly as you can, write down all the words that describe your unique
strengths that relate to the position to which you’re applying. [Note: Five
words are not enough. Try for at least fifteen / you may also ask others for
their input].

Number 2:

As quickly as you can, write down all the words that describe your
potential weaknesses as they relate to the position to which you’re
applying.

Number 3:

Turn each word into a sentence or statement. It does not have to be

complicated. For example, if one of your strength-words was,
“experience” - you could simply say, “I am experienced.” [Note: Do the
same for your weaknesses list as well].

Number 4:

Take each sentence / statement, and turn them into a question. “I am

experienced” becomes, “Why am I experienced?”

To answer the question, “Why am I experienced?” inexorably brings to

light your real Value-Add. From a selling point of view, ‘being
experienced’ may be true, but it is only, however, a fact. “How specifically,
am I experienced, and, How it will therefore benefit the new company,” is
the real Risk-Removing, Unique-Value-Add-Information needed to
showcase your talents.

Knowing the answers, ahead of time, to questions like, “Why is [this] a

potential weakness for me - for this position?” is equally integral to the
success of any interview.

Remember that in business, “The degree to which you cannot provide a

unique Value-Add Proposition is in direct proportion to the degree you
hurt yourself, your company and your industry.” In any job interview,
“You are the company. The product you’re selling is YOU!”

How important is it to stand apart from others in an interview and how

difficult is it?

Any professionally trained interviewer can verify these questions are the most
asked by people involved with job-hunting. How important is it? Absolutely vital!
… How difficult is it? Not hard at all.

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Although it is easy to see the task of standing apart in an interview is a little

daunting, it is, nevertheless, absolutely integral to anyone’s success in today’s
Unique Value-Add driven marketplace, whether it is products, services and/or
especially when it relates to the interviewers. In the end, we are all trying to make
a sale. Potential employers must buy-off on the value and uniqueness of us.

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