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Resume

HOW TO WRITE A GOOD RESUME

The resume is a primary tool in finding a good job. When writing a resume, one should pay particular attention to its overall structure. There are several different guidelines that can help in doing this.

SELECT YOUR FORMAT

Selecting your resume format is a major strategic decision. Real and compelling differences characterize the two most common formats, which have impact on the receptivity employers have to your initiatives.

No universally "right" format is appropriate for all people. Your review of your own objective and background will be your most effective guide to selecting the best format for you.

THE CHRONOLOGICAL FORMAT

Your employment record is the primary organizing principle for this format, a job-by-job historical narrative of your work effectiveness.

Merits:

This format accentuates your formal qualifications for the work you are seeking. Appropriate for directly qualified candidates with linear progression paths, it showcases the track record of clearly pertinent, often increasingly responsible experiences. Seasoned judgment in grappling with job challenges is emphasized.

Recruiters and some hiring managers are accustomed to, and often prefer, a traditional format. Many find it familiar, straightforward and easy to use when making preliminary decisions of inclusion and exclusion.

Drawbacks:

For candidates who are starting or changing a career, this format emphasizes the lack of direct, in-depth experience in the targeted career area. It underscores past identity rather than future potential.

Gaps in employment, conspicuously brief or long affiliations, and time periods elapsed since certain qualifying experiences are spotlighted.

Rather than accenting accomplishments on the job, it lends itself to a somewhat dry, repetitive recitation of job responsibilities.

Criteria for Use:

The chronological format is particularly effective for people with clear-cut qualifications, who are continuing or advancing in a particular career direction. It is acceptable for other, less overtly qualified people. This format can be productive if you cite relevant skills and tasks that support your objective within the job-by-job description.

THE FUNCTIONAL FORMAT

Your key skills, knowledge and related accomplishments are the primary organizing principles of this format, citing relevant examples of effectiveness as proof and prediction of your ability to contribute.

Merits:

This format provides an opportunity to establish the transferability of skills and accomplishments for candidates who are starting or changing a career. Grouping these items in self-contained categories builds a case for your ability to function in a new situation. The conventional resume format dilutes or contradicts this talent.

Not limited to paid employment, you can give status to qualifying experience from every area of life. This format widens the scope of informal experiences supportive of your career objective, including special projects, internships, community service and relevant leisure pursuits. It eliminates distinctions that discount their importance.

Drawbacks:

For directly qualified candidates with a linear progression path, this format challenges the standard presentation of personal strengths. Executive recruiters and other employment professionals prefer a job-by-job description to trace with clarity exactly what has been done, for whom, where and when.

Some employers assume that this format hides background information of importance.

In a purely functional resume, key time/space anchors that employers expect are not given. This information can be essential to credibility.

Criteria for Use:

The functional format is particularly effective and highly recommended for people without direct experience in the area of their career objective. Since it accents skills and achievements, it is effective and often desired by people who are well established in a career.

THE COMBINATION FORMAT

The combination format recognizes the inherent drawbacks of both the chronological and functional formats used in their pure forms.

• The pure chronological resume is too mundane, a bland work autobiography. It is descriptive, but tends not to be persuasive about personal qualifications.

• The pure functional resume is too free-floating and reads like a set of assertions about abilities, unlinked to verifiable sources of confirmation.

• Whether you prefer the chronological or functional format, the most effective resume blends the best elements of each.

The Chronological-Combination Resume:

This format retains the structure of a job-by-job delineation of experience and emphasizes accomplishments, the hallmark of the functional resume.

The Functional-Combination Resume:

This format retains the structure of key skills, knowledge and accomplishments, incorporating a distilled EXPERIENCE section, which denotes career-related time/space anchors, the hallmark of the chronological resume.

All References to Resumes in This Guide Assume a Combination Format:

Chronological-combination resumes and functional-combination resumes will be referred to simply as chronological and functional resumes.

After deciding on the appropriate format, the way to organize the information is equally as important. Below are some guidelines to assist you in creating the best resume.

CREATING A DAMN GOOD RESUME

I. A DAMN GOOD RESUME HAS FIVE ESSENTIAL PARTS:

A. A clearly stated JOB OBJECTIVE.

B. The HIGHLIGHTS OF QUALIFICATIONS.

C. A presentation of directly RELEVANT SKILLS and EXPERIENCE.

D. A chronological WORK HISTORY.

E. A listing of relevant EDUCATION and TRAINING.

II. GETTING STARTED

A. Work History - Create a "Work History Master List," keeping in mind that not everything on your "Master List" will necessarily appear on THIS version of your resume. For paid and volunteer jobs or positions, list the dates started and ended, your job title, and the name and city of the company or organization. Put these jobs in chronological order.

B. Education and Training - Create an "Education and Training Master List," this time including :

1. Schools you attended, with dates, degrees honors.

2. Personal study in your field (classes, workshops, and other informal ways you have learned).

3. Any other credentials or certificates.

C. Job Objective - Compose a clearly stated Job Objective, using a minimum number of words. Ask yourself these questions:

1. WHAT do I want to do?

2. FOR WHOM or WITH WHOM do I want to do it?

3. WHERE do I want to do it?

4. AT WHAT LEVEL OF RESPONSIBILITY?

D. Relevant Skills And Experience - What you want to create - contrary to everything you've heard in the past about resumes - is a word picture of you in your proposed new job, created out the best of your past experience. Steps include:

1. So first, get out your Job Objective and ask yourself what are the five or six major skills required for that job.

2. Get out a sheet of paper for each of those skills or special knowledge areas, and label each page.

3. Then ask yourself, "When did I use those same skills in the past?"

4. Under each of the skills listed, begin to write action-oriented "One- Liner" statements that clearly and concisely describe how you used or developed those skills in the past.

5. Then you can assemble the Relevant Skills and Experience section of your new-job resume by putting those five or six skills paragraphs together on one page.

E. The Highlights of Qualifications - The essential message of the highlights is two-fold:

1. First, that you are QUALIFIED - you have the experience, credentials, and basic skills needed for the job.

2. Second, that you are also ESPECIALLY TALENTED (perhaps even gifted) in the areas that really matter - in other words, for THIS job you're "hot".

3. A typical group of Highlights might include :

1. How much relevant experience you have.

2. What your formal training and credentials are, if relevant.

3. One significant accomplishment, very briefly stated..

4. One or two outstanding skills or abilities.

5. A reference to your values, commitment, or philosophy if appropriate.

III. PUTTING IT ALL TOGETHER

A. Assemble the five parts of your resume - Job Objective, Highlights, Relevant Experience, Work History, Education - and type up a draft copy.

B. Omit anything personal and unrelated to your Job Objective (age, marital status, height/weight, hobbies).

C. Omit the details of less important past jobs that create an image you don't want to take with you.

D. Keep it to one page if you can.

E. If your resume is on two pages:

1. Present your "aces" on page one (job objective, skills, accomplishments).

2. Use page two for the work history and education.

3. Be sure to write "continued" on page one, and "page two" PLUS your full name on the second page.

4. Print it on two sheets of paper, and don't staple them together (the two pages can be placed side-by-side to view the whole resume at once).

There are still several important points to remember while writing your resume.

HOW TO WRITE A BETTER RESUME

OFFICE TEAM

A good resume cannot get you a job; but a bad resume can prevent you from getting the interview - and without the interview there's no chance of getting the job.

The new rules for better resumes start with the fact that there are fewer rules. There's an opportunity for some creativity, but not for gimmicks. What works today is conservative style and a focus on a key achievements - especially those that are of particular interest to the reader.

Remember what interests an employer, for let's say an executive assistant position , may not interest the employer hiring a desktop publishing specialist. That's why it is essential that people who qualify for several different jobs (and most do) have several different resumes. All resumes should be accurate and truthful, but each should highlight different strengths as they relate to the job opening.

Better jobs have become more competitive than they were in the 70s and 80s. And they will continue to get more competitive in the 90s, as these better jobs require increased specialized skills.

Since the resume is a primary tool in finding a better job, extra time spent on its preparation is a good investment. In fact, some astute people constantly update their resumes, even though they may never use them to get another job. A reminder of your talents and accomplishments, a current resumes can provide you with clues to getting a better job in your present company or the ammunition to prove you deserve a salary increase.

We believe the best way to explain the new "rules" of resume writing is to explain what you should always do and also what you should never do.

We wish you success!

ALWAYS

• Always print your resume on standard letter size, white or ivory rag paper.

• Always have the resume professionally typed, but not typeset, with plenty of space between paragraphs, and allow for adequate margins.

• Always use conventional English. Stay away from multi-syllable words when a one or two syllable word is clearer.

• Always use short paragraphs - preferably no longer than five lines.

• Always make sure the resume and the cover letter are error-free. Proofread, and have others proofread to.

• Always rewrite a resume for a specific company. It's extra work, but may well pay off.

• Always include your significant contributions at each one of your jobs.

• Always allow the most space to the jobs that are most relevant to the job you're applying for.

• Always list your activity with professional, trade and civic associations - but only if they're appropriate.

• Always keep a permanent file of your achievements, no matter how inconsequential they may appear to be. This is the basis for a good resume, and it is also essential information to get a raise or promotion.

• Always give each of your references a copy of your resume.

• Always send a brief, customized letter with each resume.

• Always send your resume by messenger overnight mail if you're applying for a high salary level job and you're reasonably convinced you fit the job specifications.

• Always re-read your resume before interview - chances are the interviewer did just that too.

NEVER

• Never give reasons for termination or leaving a job on the resume. In almost all cases, the reader can find negative connotations to even the best reason. You're far better off explaining it in person.

• Never take more than two lines to list hobbies, sports and social activities. When in doubt, "leave them out".

• Never state "References Available On Request". It's assumed, and clutters up the resume. Other things to leave out include your social security number, your spouse's occupation and your personal philosophies.

• Never list references on the resume.

• Never use exact dates. Months and years are sufficient.

• Never include the date your resume was prepared. If your search takes longer than a few months, the resume will appear outdated.

• Never include your company phone number unless your immediate boss is aware of your departure.

• Never include your height, weight or remarks about your physical appearance or health.

• Never list your high school or grammar school if you're a college graduate.

• Never state your objectives on your resume unless the resume is targeted to that job or occupation.

• Never use professional jargon unless you're sure the resume will be read by someone who understands the buzz-words,

• Never use the so-called "action words" like sparked, accelerated, and streamlined. They're passe.

• Never provide salary information on the resume. Save it for the interview. If you are required to give that information, reveal it in the cover letter.

• Never lie.

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This article was written by Robert Half, Office Team specializes in providing highest quality administrative support professionals for temporary and permanent positions.

Seriously simple sums !! Vedic maths tips and tricks

Shared by Vasantha Priya

Speed mathematics

First rule of the mathematics:

The easier the method you use to solve a problem, the faster you will solve it with less chance of making a mistakes.

Why mathematics is important?????

§  People equate mathematical ability with general intelligence.

§  If you are good at maths, you are generally regarded as highly intelligent.

§  High achieving maths students are treated differently by their teachers and colleagues.

§  Mental calculations improves concentration, develops memory, and enhances the ability to retain several ideas at once

§  Mathematical knowledge boosts your confidence and self-esteem.

§  These methods will give you confidence in your mental faculties, intelligence and problem-solving abilities.

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General Tips To Overcome An Interview

General Tips To Overcome An Interview

                                  Exclusively for Campus/Off-campus

So what if you are not a mountaineer. Or a keen hiker. You still cannot treat your interview like a careless morning trot along a jogger's path. Your jaw-jaw at the interview table is nothing less than a cautious climb up a mountain trail--which begins around your early childhood and meanders through the years at the academia before reaching a new summit in your career. And as you retrace your steps down memory lane make sure that you post flags at important landmarks of your life and career, so that you can pop them before the interview panel scoops them out of you. You don't want to be at the receiving end, do you?

Face the panel, but don't fall of the chair in a headlong rush-and-skid attempt to tell your story. Take one step at a time.Don't go into unnecessary detail about how you aced your business math midterm in your sophomore year at accounting school. Here are a few preparation tips from the Team of Freshersworld.com that books on interviews sometimes overlook. Remember, as a fresher you do not have anything to loose but to gain.

TYPICAL QUESTIONS THAT AN INTERVIEWER WOULD ASK

1.Tell me about yourselfThe most often asked question in interviews. You need to have a short statement prepared in your mind. Be careful that it does not sound rehearsed. Limit it to work/Study-related items unless instructed otherwise. Talk about things you have done well at your college and how you wanted to perform in the first job.

2. Why Should We Employ You?
For this question, your answer should list out strengths that you feel are relevant to the job. Given below are some answers which could help you with your answers. However, structure them to suit your requirements.

I have good co-ordination skills
Good analytical skills
I can persuade people to see my point of view, and get the work done
My greatest asset is my ability to motivate people
Even during emergencies, I do not loose my cool
I have good entrepreneurial skills
I have consistently met my deadlines and targets
Can say �no� to people when required to do so!
I am very co-operative with my sub-ordinates, and would like to see them grow
I am a good team player
I am very flexible, and have the ability to work hard under difficult work conditions
I have the experience and knowledge relevant to this job (Here, give appropriate details and examples)

3. Do You Have Offers From Other Companies ?
This is of course a difficult question to answer. Obviously, you must have applied to other companies if you are looking for a job or would have some offers from other companies already. Therefore, do not lie that you have not. However, you are on thin ice here! The interviewer could be checking your honesty. On the other hand, he/she may also be trying to find out how focused you are - are you applying randomly, or is there a well-planned strategy?
Whatever your answer, it should match your career goals.

4. What Salary Are You Expecting?
Try not to get into salary details early in the interview. If pressed, you could say that it all depends on the job, and would like to talk about it after a job offer. Say this in a convincing tone. In case you are asked this question in your latter interviews, give a direct answer. Do not sound apologetic while quoting the figure you have in mind.

SALARY EXPECTATIONS :

1. How much do you expect?
If you have done your homework, you would know how much other people in similar jobs are paid. Quote the range upfront.

2. How much do you think you are worth?
Work out how much you should be paid, given the market value of the job and your skills. If you can bring some extra skills to the table, do not hesitate to ask for more than the market value.

3. What kind of a culture are you comfortable with?
It is better to be frank about your preferences. Your interviewer will get a clear idea about your expectations.

4. Which is more important to you-salary, perks or growth opportunities?
This one will reveal the real you. So be sure what you are going to say. Above all, be true to yourself. If you think this is a negotiation move, then say clearly that you will never sell yourself short.

5. What do you know about our company?
Do not give your opinions about the company. Stick to reported facts that you have gathered from newspapers and so on. Talk about the product portfolio, size, income, and market perceptions of the company. Also it is better to refer details about each company before going for the interview from Freshersworld.com or PlacementWeek.com

6. Why should we choose you over someone else?
Talk clearly about problems that you have solved in your College/Project Team and highlight the quality required.

6. Your qualifications are excellent, but you may be overqualified for the position we have to offer?
Point out that more experience can never be a drawback. If you are multi-skilled, then highlight the fact that a company on the fast-track needs multi-skilled people. It needs people within different departments to work together. Also emphasise that the company's future growth will be an exponential function of your experience.

QUESTIONS YOU SHOULD ASK :
Interviewers usually round off by giving you an opportunity to ask questions. Treat it like a welcome opportunity.
You could ask questions like.
a) Tell me about your company.
b) Now that I have outlined my career goals, do you think you can offer me the opportunities I need?
c) What kind of training and learning can I expect in your company?
d) Describe the work culture and the management style of your company?
e) What is the long-term vision of your company?

As a fresher, current position and status can impact the way you are interviewed. Fresh Out of College

The basis on which you will be judged is your academic background, family background, and interests.
If looking for your first job, ensure that your previous experience, even if it is part-time, is noticed.
Mention projects or responsibilities you may have undertaken. This will indicate your area of aptitude.
You should be willing to put in regular hours, in line with the company's policies. The interviewer needs to know whether you can be punctual and put in full-time work.
In case you have applied for the post of management trainee, you should display an ability to adapt, and indicate all-round interests. Moreover, you should have good interpersonal skills.
You should be enthusiastic to learn, and show commitment towards the organization, as the company will be spending a lot on your training.

Bring with you :
a) Copies of your resumes
b) References and letters of recommendations.

First Impressions :
There is a common saying that minds are made up within the first 5 minutes of an interview. So keep in mind these important first impression indicators. Walk in the door as if you already work there, carry yourself as though you feel perfectly comfortable with the situation. Arrive on time or a little early. In the waiting area, politely tell the receptionist who you are meeting and in a friendly way, ask where you should sit. Take slow, deep breaths to help you remain calm and focused. When introduced to the interviewer, have a firm, but not painful, handshake. Smile. Have good posture when sitting or standing. Introduce yourself in a relaxed, confident manner. Have a well-groomed, professional appearance. Project a feeling of confidence. Bring extra copies of your resume, some thing to write on and something to write with.

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C Language Aptitude test paper

SHARED BY VASANTHA PRIYAC Language Aptitude Test Paper by Placement Papers

Most Common ECE Technical Questions

1. What is meant by D-FF?(D-flip flop stands for Delay flip-flop, it delays input by one clock pulse)
2. What is the basic difference between Latches and Flip flops?(Latches are monostable and flip-flops are bistable)
3. What is a multiplexer?(It is used to multiplex data from different sources normally used in TDM)
4. How can you convert an SR Flip-flop to a JK Flip-flop?
5. How can you convert an JK Flip-flop to a D Flip-flop?( Connect J to D and K to not(D))
6. What is Race-around problem? How can you rectify it?( Race around condition occurs in a JK flip-flop when both the inputs are set to '1', it can be rectified using edge-triggered flip-flop or using master-slave flip-flops)
7. Which semiconductor device is used as a voltage regulator and why?
8. What do you mean by an ideal voltage source?
9. What do you mean by zener breakdown and avalanche breakdown?( zener breakdown takes place when very high voltage is applied to the diode this results in very high reverse current, as voltage is further increased minority carriers gain further momentum and strike atoms releases more carriers, which results in further increase in temp. It becomes vicious cycle and leads to avalanche breakdown or on other words "thermal runaway".
10. What are the different types of filters?( analog filters n digital filters not sure wht u meant)
11. What is the need of filtering ideal response of filters and actual response of filters?
12. What is sampling theorem?( sampling frequency should be atleast twice the maximum freq present in the signal)
13. What is impulse response?( response given by a digital system when impulse signal is applied to it. Used to find out stability of system)
14. Explain the advantages and disadvantages of FIR filters compared to IIR counterparts.
15. What is CMRR? Explain briefly.( Common mode rejection ratio)
16. What do you mean by half-duplex and full-duplex communication? Explain briefly.( half-duplex: either sender or receiver can use the channel at one time eg walky-talky and full-duplex: sender or receiver or both can use the channel at one time eg telephone)
17. Which range of signals are used for terrestrial transmission?
18. What is the need for modulation?
19. Which type of modulation is used in TV transmission?( video signal: vestigial side band modulation and audio signal: FM)
20. Why we use vestigial side band (VSB-C3F) transmission for picture?( why not DSBSC: large bandwidth req.why not SSBSC: To over come distortion by filters used at receivers thus demodulation becomes complex hence costly)
21. When transmitting digital signals is it necessary to transmit some harmonics in addition to fundamental frequency?( yup but not sure why)
22. For asynchronous transmission, is it necessary to supply some synchronizing pulses additionally or to supply or to supply start and stop bit?( for asyn tx it is necessary to use start and stop bits as no common clock is there)
23. BPFSK is more efficient than BFSK in presence of noise. Why?
24. What is meant by pre-emphasis and de-emphasis?( used in TV Tx for voice signal not sure why)
25. What do you mean by 3 dB cutoff frequency? Why is it 3 dB, not 1 dB?
26. What do you mean by ASCII, EBCDIC?

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What to Ask After the Offer

What to Ask After the Offer

All job hunters are waiting for that call -- the one that says they've landed the job. But as eager as you may be to escape either your current job or the unemployment ranks, don't abdicate your power position once the offer comes in. Now it's your turn to sit in the interviewer's seat and ask the company and yourself some tough questions -- the answers to which could mean the difference between career bliss and disaster.

Will the actual work and job responsibilities provide gratification, fulfillment and challenge?
This question is often overlooked, because applicants get hung up on job titles, salary and benefits. Try to get a clear sense of what an actual day would be like. What will you spend the majority of your time doing? Is the work in line with your values? Will you likely learn this job quickly and become bored and unchallenged?

What are the boss's strengths and weaknesses?
This question can be tough to answer, and it's best saved for after the job offer has been extended. You'll want to get a good idea for your potential boss's management style. Speak to your potential boss as much as possible to get a feel for his personality and what you can live with. Does he micromanage? Will you get consistent feedback and reviews? Does he make small talk, or is every conversation strictly business?

How much change is in the works at your prospective company, and what kind?
Constant change at work can mean constant stress. Find out if there are any big changes coming, such as new processing systems or management, impending retirements or adoption of new procedures that still need to be ironed out. At the same time, remember that some of these transitions will have less effect on your position than others.

How many of my skills and experiences will I be able to use and learn?
Make sure your unique skills and talents will be used and that training and promotion are open in the future. When you decide to move on, you'll want to have a new crop of experiences to sell to your next employer. Your goal is to perform well at work while constantly growing and learning.

How many people have held the position in the past several years?
Knowing how many people have been in your job and why they left can offer you great insights. You'll want to know if they were promoted or quit altogether. A steady stream of resignations may be a sign you could be reentering the job market soon.

While many of the reasons positions eventually become unfulfilling are unavoidable, such as hitting a plateau after repeatedly performing the same duties, job seekers should consider the ways a new position will advance them

Questions To Ask The HR

1. What kinds of assignments might I expect the first six months on the job?
2. How often are performance reviews given?
3. Please describe the duties of the job for me.
4. What products (or services) are in the development stage now?
5. Do you have plans for expansion?
6. What are your growth projections for next year?
7. Have you cut your staff in the last three years?
8. Are salary adjustments geared to the cost of living or job performance?
9. Does your company encourage further education?
10. How do you feel about creativity and individuality?
11. Do you offer flextime?
12. What is the usual promotional time frame?
13. Does your company offer either single or dual career-track programs?
14. What do you like best about your job/company?
15. Once the probation period is completed, how much authority will I have over decisions?
16. Has there been much turnover in this job area?
17. Do you fill positions from the outside or promote from within first?
18. Is your company environmentally conscious? In what ways?
19. In what ways is a career with your company better than one with your competitors?
20. Is this a new position or am I replacing someone?
21. What is the largest single problem facing your staff (department) now?
22. May I talk with the last person who held this position?
23. What qualities are you looking for in the candidate who fills this position?
24. What skills are especially important for someone in this position?
25. What characteristics do the achievers in this company seem to share?
26. Who was the last person that filled this position, what made them successful at it, where are they today, and how may I contact them?
27. Is there a lot of team/project work?
28. Will I have the opportunity to work on special projects?
29. Where does this position fit into the organizational structure?
30. How much travel, if any, is involved in this position?
31. What is the next course of action? When should I expect to hear from you or should I contact you?

Popular HR questions and how to answer them-4

“The Salary Question” – How much money do you want ?
For maximum salary negotiating power, remember these five guidelines

Never bring up salary. Let the interviewer do it first. Good salespeople sell their products thoroughly before talking price. So should you. Make the interviewer want you first, and your bargaining position will be much stronger.

If your interviewer raises the salary question too early, before you’ve had a chance to create desire for your qualifications, postpone the question, saying something like, “Money is important to me, but is not my main concern. Opportunity and growth are far more important. What I’d rather do, if you don’t mind, is explore if I’m right for the position, and then talk about money. Would that be okay?”

The #1 rule of any negotiation is: the side with more information wins. After you’ve done a thorough job of selling the interviewer and it’s time to talk salary, the secret is to get the employer talking about what he’s willing to pay before you reveal what you’re willing to accept. So, when asked about salary, respond by asking, “I’m sure the company has already established a salary range for this position. Could you tell me what that is?” Or, “I want an income commensurate with my ability and qualifications. I trust you’ll be fair with me. What does the position pay?” Or, more simply, “What does this position pay?”

Know beforehand what you’d accept. To know what’s reasonable, research the job market and this position for any relevant salary information. Remember that most executives look for a 20-25%$ pay boost when they switch jobs. If you’re grossly underpaid, you may want more.

Never lie about what you currently make, but feel free to include the estimated cost of all your fringes, which could well tack on 25-50% more to your present “cash-only” salary.

The Illegal Question
Illegal questions include any regarding your age…number and ages of your children or other dependents…marital status…maiden name…religion…political affiliation…ancestry…national origin…birthplace…naturalization of your parents, spouse or children…diseases…disabilities…clubs…or spouse’s occupation…unless any of the above are directly related to your performance of the job. You can’t even be asked about arrests, though you can be asked about convictions.

ANSWER: Under the ever-present threat of lawsuits, most interviewers are well aware of these taboos. Yet you may encounter, usually on a second or third interview, a senior executive who doesn’t interview much and forgets he can’t ask such questions.

You can handle an illegal question in several ways. First, you can assert your legal right not to answer. But this will frighten or embarrass your interviewer and destroy any rapport you had.

Second, you could swallow your concerns over privacy and answer the question straight forwardly if you feel the answer could help you. For example, your interviewer, a devout Baptist, recognizes you from church and mentions it. Here, you could gain by talking about your church.

Third, if you don’t want your privacy invaded, you can diplomatically answer the concern behind the question without answering the question itself.

Example: If you are over 50 and are asked, “How old are you?” you can answer with a friendly, smiling question of your own on whether there’s a concern that your age my affect your performance. Follow this up by reassuring the interviewer that there’s nothing in this job you can’t do and, in fact, your age and experience are the most important advantages you offer the employer for the following reasons…

Another example: If asked, “Do you plan to have children?” you could answer, “I am wholeheartedly dedicated to my career“, perhaps adding, “I have no plans regarding children.” (You needn’t fear you’ve pledged eternal childlessness. You have every right to change your plans later. Get the job first and then enjoy all your options.)

Most importantly, remember that illegal questions arise from fear that you won’t perform well. The best answer of all is to get the job and perform brilliantly. All concerns and fears will then varnish, replaced by respect and appreciation for your work.

The “Secret” Illegal Question
Much more frequent than the Illegal question (see Question 55) is the secret illegal question. It’s secret because it’s asked only in the interviewer’s mind. Since it’s not even expressed to you, you have no way to respond to it, and it can there be most damaging.

Example: You’re physically challenged, or a single mother returning to your professional career, or over 50, or a member of an ethnic minority, or fit any of a dozen other categories that do not strictly conform to the majority in a given company.

Your interviewer wonders, “Is this person really able to handle the job?”…”Is he or she a ‘good fit’ at a place like ours?”…”Will the chemistry ever be right with someone like this?” But the interviewer never raises such questions because they’re illegal. So what can you do?
ANSWER: Remember that just because the interviewer doesn’t ask an illegal question doesn’t mean he doesn’t have it. More than likely, he is going to come up with his own answer. So you might as well help him out.

How? Well, you obviously can’t respond to an illegal question if he hasn’t even asked. This may well offend him. And there’s always the chance he wasn’t even concerned about the issue until you brought it up, and only then begins to wonder.

So you can’t address “secret” illegal questions head-on. But what you can do is make sure there’s enough counterbalancing information to more than reassure him that there’s no problem in the area he may be doubtful about.

For example, let’s say you’re a sales rep who had polio as a child and you need a cane to walk. You know your condition has never impeded your performance, yet you’re concerned that your interviewer may secretly be wondering about your stamina or ability to travel. Well, make sure that you hit these abilities very hard, leaving no doubt about your capacity to handle them well.

So, too, if you’re in any different from what passes for “normal”. Make sure, without in any way seeming defensive about yourself that you mention strengths, accomplishments, preferences and affiliations that strongly counterbalance any unspoken concern your interviewer may have.

What was the toughest part of your last job?
State that there was nothing in your prior position that you found overly difficult, and let your answer go at that. If pressed to expand your answer, you could describe the aspects of the position you enjoyed more than others, making sure that you express maximum enjoyment for those tasks most important to the open position, and you enjoyed least those tasks that are unimportant to the position at hand.

How do you define success…and how do you measure up to your own definition?

Give a well-accepted definition of success that leads right into your own stellar collection of achievements.

Example: “The best definition I’ve come across is that success is the progressive realization of a worthy goal.”

“As to how I would measure up to that definition, I would consider myself both successful and fortunate…”(Then summarize your career goals and how your achievements have indeed represented a progressive path toward realization of your goals.)

“The Opinion Question” – What do you think about …Abortion…The President…The Death Penalty…(or any other controversial subject)?
In all of these instances, just remember the tale about student and the wise old rabbi. The scene is a seminary, where an overly serious student is pressing the rabbi to answer the ultimate questions of suffering, life and death. But no matter how hard he presses, the wise old rabbi will only answer each difficult question with a question of his own.

In exasperation, the seminary student demands, “Why, rabbi, do you always answer a question with another question?” To which the rabbi responds, “And why not?”

If you are ever uncomfortable with any question, asking a question in return is the greatest escape hatch ever invented. It throws the onus back on the other person, sidetracks the discussion from going into an area of risk to you, and gives you time to think of your answer or, even better, your next question!

In response to any of the “opinion” questions cited above, merely responding, “Why do you ask?” will usually be enough to dissipate any pressure to give your opinion. But if your interviewer again presses you for an opinion, you can ask another question.

Or you could assert a generality that almost everyone would agree with. For example, if your interviewer is complaining about politicians then suddenly turns to you and asks if you’re a Republican or Democrat, you could respond by saying, “Actually, I’m finding it hard to find any politicians I like these days.”

(Of course, your best question of all may be whether you want to work for someone opinionated.)

If you won $10 million lottery, would you still work?
This type of question is aimed at getting at your bedrock attitude about work and how you feel about what you do. Your best answer will focus on your positive feelings.

Example: “After I floated down from cloud nine, I think I would still hold my basic belief that achievement and purposeful work are essential to a happy, productive life. After all, if money alone bought happiness, then all rich people would be all happy, and that’s not true.

“I love the work I do, and I think I’d always want to be involved in my career in some fashion. Winning the lottery would make it more fun because it would mean having more flexibility, more options...who knows?”

“Of course, since I can’t count on winning, I’d just as soon create my own destiny by sticking with what’s worked for me, meaning good old reliable hard work and a desire to achieve. I think those qualities have built many more fortunes that all the lotteries put together.”

Looking back on your last position, have you done your best work?
To cover both possible paths this question can take, your answer should state that you always try to do your best, and the best of your career is right now. Like an athlete at the top of his game, you are just hitting your career stride thanks to several factors. Then, recap those factors, highlighting your strongest qualifications.

Why should I hire you from the outside when I could promote someone from within?

Help him see the qualifications that only you can offer.

Example: “In general, I think it’s a good policy to hire from within – to look outside probably means you’re not completely comfortable choosing someone from inside.

“Naturally, you want this department to be as strong as it possibly can be, so you want the strongest candidate. I feel that I can fill that bill because…(then recap your strongest qualifications that match up with his greatest needs).”

Tell me something negative you’ve heard about our company…
Just remember the rule – never be negative – and you’ll handle this one just fine.


On a scale of one to ten, rate me as an interviewer.
Once again, never be negative. The interviewer will only resent criticism coming from you. This is the time to show your positivism.

However, don’t give a numerical rating. Simply praise whatever interview style he’s been using.

If he’s been tough, say “You have been thorough and tough-minded, the very qualities needed to conduct a good interview.”

If he’s been methodical, say, “You have been very methodical and analytical, and I’m sure that approach results in excellent hires for your firm.”

In other words, pay him a sincere compliment that he can believe because it’s anchored in the behavior you’ve just seen.

What would you say to your boss if he’s crazy about an idea, but you think it stinks ?
Remember the rule stated earlier: In any conflict between values, always choose integrity.

Example: I believe that when evaluating anything, it’s important to emphasize the positive. What do I like about this idea?”

“Then, if you have reservations, I certainly want to point them out, as specifically, objectively and factually as I can.”

“After all, the most important thing I owe my boss is honesty. If he can’t count on me for that, then everything else I may do or say could be questionable in his eyes.”

“But I also want to express my thoughts in a constructive way. So my goal in this case would be to see if my boss and I could make his idea even stronger and more appealing, so that it effectively overcomes any initial reservation I or others may have about it.”

“Of course, if he overrules me and says, ‘no, let’s do it my way,’ then I owe him my full and enthusiastic support to make it work as best it can.”

How could you have improved your career progress ?
You’re generally quite happy with your career progress. Maybe, if you had known something earlier in life (impossible to know at the time, such as the booming growth in a branch in your industry…or the corporate downsizing that would phase out your last job), you might have moved in a certain direction sooner.

But all things considered, you take responsibility for where you are, how you’ve gotten there, where you are going…and you harbor no regrets.

What would you do if a fellow executive on your own corporate level wasn’t pulling his/her weight…and this was hurting your department?
Try to gauge the political style of the firm and be guided accordingly. In general, fall back on universal principles of effective human relations – which in the end, embody the way you would like to be treated in a similar circumstance.

Example: “Good human relations would call for me to go directly to the person and explain the situation, to try to enlist his help in a constructive, positive solution. If I sensed resistance, I would be as persuasive as I know how to explain the benefits we can all gain from working together, and the problems we, the company and our customers will experience if we don’t.”

POSSIBLE FOLLOW-UP QUESTION


And what would you do if he still did not change his ways?
ANSWER: “One thing I wouldn’t do is let the problem slide, because it would only get worse and overlooking it would set a bad precedent. I would try again and again and again, in whatever way I could, to solve the problem, involving wider and wider circles of people, both above and below the offending executive and including my own boss if necessary, so that everyone involved can see the rewards for teamwork and the drawbacks of non-cooperation.”

“I might add that I’ve never yet come across a situation that couldn’t be resolved by harnessing others in a determined, constructive effort.”

You’ve been with your firm a long time. Won’t it be hard switching to a new company ?
To overcome this objection, you must point to the many ways you have grown and adapted to changing conditions at your present firm. It has not been a static situation. Highlight the different responsibilities you’ve held, the wide array of new situations you’ve faced and conquered.

As a result, you’ve learned to adapt quickly to whatever is thrown at you, and you thrive on the stimulation of new challenges.

To further assure the interviewer, describe the similarities between the new position and your prior one. Explain that you should be quite comfortable working there, since their needs and your skills make a perfect match.

May I contact your present employer for a reference ?
Express your concern that you’d like to keep your job search private, but that in time, it will be perfectly okay.

Example: “My present employer is not aware of my job search and, for obvious reasons; I’d prefer to keep it that way. I’d be most appreciative if we kept our discussion confidential right now. Of course, when we both agree the time is right, then by all means you should contact them. I’m very proud of my record there.

Give me an example of your creativity (analytical skill…managing ability, etc.)

Remember from Question 2 that you should commit to memory a list of your greatest and most recent achievements, ever ready on the tip of your tongue.

If you have such a list, it’s easy to present any of your achievements in light of the quality the interviewer is asking about. For example, the smashing success you orchestrated at last year’s trade show could be used as an example of creativity, or analytical ability, or your ability to manage.

Where could you use some improvement ?
Keep this answer, like all your answers, positive. A good way to answer this question is to identify a cutting-edge branch of your profession (one that’s not essential to your employer’s needs) as an area you’re very excited about and want to explore more fully over the next six months.

What do you worry about ?
Redefine the word ‘worry’ so that it does not reflect negatively on you.

Example: “I wouldn’t call it worry, but I am a strongly goal-oriented person. So I keep turning over in my mind anything that seems to be keeping me from achieving those goals, until I find a solution. That’s part of my tenacity, I suppose.”

Would you lie for the company ?
Try to avoid choosing between two values, giving a positive statement which covers all bases instead.

Example: “I would never do anything to hurt the company..”

If aggressively pressed to choose between two competing values, always choose personal integrity. It is the most prized of all values.

Looking back, what would you do differently in your life ?
Indicate that you are a happy, fulfilled, optimistic person and that, in general, you wouldn’t change a thing.

Example: “It’s been a good life, rich in learning and experience, and the best it yet to come. Every experience in life is a lesson it its own way. I wouldn’t change a thing.”

Could you have done better in your last job ?
Again never be negative.

Example: “I suppose with the benefit of hindsight you can always find things to do better, of course, but off the top of my head, I can’t think of anything of major consequence.”

(If more explanation seems necessary)

Describer a situation that didn’t suffer because of you but from external conditions beyond your control ?
For example, describe the disappointment you felt with a test campaign, new product launch, merger, etc., which looked promising at first, but led to underwhelming results. “I wish we could have known at the start what we later found out (about the economy turning, the marketplace changing, etc.), but since we couldn’t, we just had to go for it. And we did learn from it…”

Can you work under pressure ?
Absolutely…(then prove it with a vivid example or two of a goal or project accomplished under severe pressure.)

What makes you angry ?
Give an answer that’s suited to both your personality and the management style of the firm. Here, the homework you’ve done about the company and its style can help in your choice of words.

Examples: If you are a reserved person and/or the corporate culture is coolly professional:

“I’m an even-tempered and positive person by nature, and I believe this helps me a great deal in keeping my department running smoothly, harmoniously and with a genuine esprit de corps. I believe in communicating clearly what’s expected, getting people’s commitment to those goals, and then following up continuously to check progress.”

“If anyone or anything is going off track, I want to know about it early. If, after that kind of open communication and follow up, someone isn’t getting the job done, I’ll want to know why. If there’s no good reason, then I’ll get impatient and angry…and take appropriate steps from there. But if you hire good people, motivate them to strive for excellence and then follow up constantly, it almost never gets to that state.”

If you are feisty by nature and/or the position calls for a tough straw boss.

“You know what makes me angry? People who (the fill in the blanks with the most objectionable traits for this type of position)…people who don’t pull their own weight, who are negative, people who lie…etc.”

Why aren’t you earning more money at this stage of your career ?
You like to make money, but other factors are even more important.

Example: “Making money is very important to me, and one reason I’m here is because I’m looking to make more. Throughout my career, what’s been even more important to me is doing work I really like to do at the kind of company I like and respect.

(Then be prepared to be specific about what your ideal position and company would be like, matching them as closely as possible to the opportunity at hand.

Who has inspired you in your life and why?
Have a few heroes in mind, from your mental “Board of Directors” – Leaders in your industry, from history or anyone else who has been your mentor.

Be prepared to give examples of how their words, actions or teachings have helped inspire your achievements. As always, prepare an answer which highlights qualities that would be highly valuable in the position you are seeking.

What was the toughest decision you ever had to make?
Be prepared with a good example, explaining why the decision was difficult…the process you followed in reaching it…the courageous or effective way you carried it out…and the beneficial results.

Tell me about the most boring job you’ve ever had.

You have never allowed yourself to grow bored with a job and you can’t understand it when others let themselves fall into that rut.

Example: “Perhaps I’ve been fortunate, but that I’ve never found myself bored with any job I have ever held. I’ve always enjoyed hard work. As with actors who feel there are no small parts, I also believe that in every company or department there are exciting challenges and intriguing problems crying out for energetic and enthusiastic solutions. If you’re bored, it’s probably because you’re not challenging yourself to tackle those problems right under your nose.”

Have you been absent from work more than a few days in any previous position?
If you have had no problem, emphasize your excellent and consistent attendance record throughout your career.

Also describe how important you believe such consistent attendance is for a key executive…why it’s up to you to set an example of dedication…and why there’s just no substitute for being there with your people to keep the operation running smoothly, answer questions and handle problems and crises as they arise.

If you do have a past attendance problem, you want to minimize it, making it clear that it was an exceptional circumstance and that it’s cause has been corrected.

To do this, give the same answer as above but preface it with something like, “Other that being out last year (or whenever) because of (your reason, which is now in the past), I have never had a problem and have enjoyed an excellent attendance record throughout my career. Furthermore, I believe, consistent attendance is important because…” (Pick up the rest of the answer as outlined above.).

What changes would you make if you came on board?
You, of course, will want to take a good hard look at everything the company is doing before making any recommendations.

Example: “Well, I wouldn’t be a very good doctor if I gave my diagnosis before the examination. Should you hire me, as I hope you will, I’d want to take a good hard look at everything you’re doing and understand why it’s being done that way. I’d like to have in-depth meetings with you and the other key people to get a deeper grasp of what you feel you’re doing right and what could be improved.

“From what you’ve told me so far, the areas of greatest concern to you are…” (name them. Then do two things. First, ask if these are in fact his major concerns. If so then reaffirm how your experience in meeting similar needs elsewhere might prove very helpful).