Some tips for Interviewing

Getting an interview for a great job is a chance to sell yourself and you need to make sure that you get everything right. Preparation is VITAL:  you should know everything there is to know about your prospective employers and the role that you have applied for. Look up your interviewer on LinkedIn, review their web site extensively.

Many people judge not just by what you say but also by what you ask. I caution candidates not to ask super-challenging questions until later in the process, when they are near to a job offer. If you "challenge" someone's business or their products, etc., too early in the process it can hurt your candidacy. Asking intelligent questions that are not cookie-cutter but insightful is best way to go in the early stages of the interview process. But asking smart questions is important so study up (visit the web site often and read thoroughly) and ask questions that matter to you about the company, it's business, products, etc.

Remember the aim is to sell yourself but it is important not to be too obvious. The people who are interviewing you will have heard it all before and they will be looking for someone who has that little bit extra quality or personality which sets them apart from the rest of the crowd.

In addition to the questions mentioned above, here are some questions that you should try to ask as they can impact the success of your interview:

What qualities are you looking for in the appropriate candidate?

This sounds like a very obvious starting point but it's vital for both parties to know exactly what it is needed from candidate in terms of skills and experience. Remember the whole point of the interview is to prove you are the person that they want and are looking for. There is a much better chance of being able to do that if you actually ask the interviewers straight from the start what their ideal candidate would be. Understanding exactly what they want enables you to best position yourself to be the right person. If they are looking for a skill that you don't possess don't "fake it"; they will know. Instead, emphasize the skills you have that match their needs. One thing many candidates don't know is that no one ticks off every box an interviewer is looking for. Be the best candidate you can be and try to align your strengths with their needs.

What scope is there for advancement/growth at your company?

It is important to show any prospective employee that you are the type of person who is ambitious and is looking to move their career forward. No one wants to take on an individual who is going to be content to coast. You need to show that you are not coming along for an easy ride. An ambitious and forward thinking company will be looking for like-minded individuals. This question will give you give the chance to show your drive. Again, one caveat: don't overemphasize your desire to advance. You are looking to get hired for THIS job, not the next one. If the interviewer senses that you have your sights set immediately on the next role, they will be reluctant to hire you for this one.

Is there anything you have seen in the other people on the shortlist that you have not seen in me?

This is a great question to throw into the mix as the interview is drawing to a close. If they didn't ask you a question about an important skill that you possess, they will hopefully say it in their answer to this question and it will give you a chance to talk about it. As well as turning the tables on the interviewer it is also a great way gauge how well or how badly the interview went. More importantly, in sales parlance, you are asking for their "objection" (their hesitation/concern) to your candidacy. By doing so, and getting an honest answer, you get a chance to address that concern. If you don't ask, you won't know and worse yet, you will leave the interview thinking you nailed it while the interviewer may be left with a question or concern about you. Get it out on the table so you can address it.