Working on your interview skills.

a relatively decent book

http://www.amazon.com/Smart-Answers-...4594777&sr=8-1

but I am also open to recommendations of better books

I think it's important to remember is that the interviewer is and can be as anxious or nervous as you and a lot of it is also about body language.

I'm no expert in the field but I shall give a shot:

1 - for gaps you can so you wee taking a shot at your entrepreneurial skills (Looking for work is a full time job hence you can say you were working for yourself, own ambitions). After you have taken the time out now you feel you can contribute further enjoy work without risks involved

2 - Weakness is I tend to go out of my way to help individuals/colleagues to an extent to which you feel they become reliant on you, this is neither good for you or them.

3 - Avoid blagging too much and let them elaborate the question. it's risky

4 - Now is a good time to mention their achievements and how much you want to contribute and how much you KNOW you can contribute. If they are big say it's cause they are among the best, if they are small mention how much you love the challenge of growing and progressing within the organization as it competes to establish itself.

^^ very good insha'Allah, I hope more people come forth.. there is no right or wrong answer rather strong vs weak answers, I think the more we work on it the better and more fluid it will be for us to work well under what everyone considers a very nerve wrecking experience..

1- if you have a gap on your resume,
i.e a period when you were out of a job or a break from school, almost inevitably they will ask you, I see a gap here from jan 2006 to March of 2008, how you answer that can really make the difference between being an unreliable bum to getting the job

It's best to show that you did something useful during this time, like getting additional training, certification, volunteer work, etc.


2-what do you consider your weakness, of course there is the generic 'I tend to be a perfectionist' no one likes that response I can tell you that much

i think it would be best to explain your answer a bit, like if one says, "i tend to work too hard" then explain it, like "i'm not at ease until the work's done, even if i have to work late into the night or work from home. You might need to force me to take a vacation at least once a year..."


3- putting something on your resume that you can't explain, they can only work with your CV and resume, if you are divorced from it, then you'll be in trouble, you really need to flow

one of my friends was CFC certified but after years of work in another industry, she had forgotten all about CFC. although she was warned that she would be asked about the things on her resume, she didn;t have time to prepare. she ended up not getting the job. So if something's on your cv/resume make sure you know something about it. a little information should be enough.


4- why this company/hospital/institution.. no one is under the impression that you have only applied to one place, however, people want to know why you have chosen them over all others and stating that 'well you are the only ones willing to give me a chance' might just bite you...

you should read up about the company so you are very familiar with it which will make answering this question easy. i read in one article that you should always try to show how you can benefit the company. when searching for jobs, you are like a salesperson & the item on sale is yourself. you have to convince the company that you will be an asset to them. additionally you have to tell them how the company will enhance your career, etc.

Insha-Allah i will post an article soon. it's quite helpful.

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Here's an article about interview questions. It's for the interviewer so you can get an idea of the types of questions asked and responses expected.

COPYRIGHT 2004 Institute of Management Accountants

Knowing which questions to ask during interviews can often mean the difference between selecting the right or wrong person for a position. Today's accounting candidates are usually well prepared for these meetings, having taken advantage of websites and books devoted to the job-search process. As a result, hiring managers who adhere to standard questions such as "Where do you see yourself in five years?" often generate "safe" responses from applicants that yield little additional insight into their background or potential.

Eliciting candid, unrehearsed responses from candidates requires a little ingenuity and careful preparation. Here are 10 interview questions designed to help you better evaluate someone's likelihood of success in your organization:

1. What do you know about our company, and why do you want to work here?
Responses should go beyond simply repeating facts listed on your firm's website. The applicant should be able to explain how he or she can make a positive impact at your organization. This question allows you to assess someone's enthusiasm for the position and the company.

2. [If the candidate is currently unemployed] Why did you leave your last job, and what have you been doing since?

Many very qualified accounting professionals found themselves unemployed during the recent economic downturn. Being out of work doesn't indicate someone is a poor employee. Take note of what the individual has been doing during the downtime. Look for signs the applicant has stayed active through involvement with professional trade associations or the pursuit of continuing education.

3. What would you have changed about your last job and why?
Everyone has at least one example of something they would improve if they could. The response to this question can give you a sense of the applicant's working style and interpersonal skills. Does he or she prefer predictability and structure or a more entrepreneurial, fast-paced environment? How were the applicant's relationships with supervisors and coworkers?

4. What were your most significant contributions and accomplishments in your previous role?
Look for responses that focus on bottom-line results. This may serve as an indicator of how the interviewee can contribute to your firm's success. The answer may also demonstrate the candidate's understanding of the business goals of his or her former employer. How committed was the individual to helping the company reach its objectives?

5. How would you respond if you were put in a situation you felt presented a conflict of interest or was unethical?
Ethics should always be a key component of the screening process. Public and private businesses alike are focused on strengthening their internal controls over financial reporting and other corporate governance practices, and one misdeed can greatly damage a company's reputation. How someone has dealt with suspicious activity, fraud, or wrongdoing in the past may provide insight into how he or she will behave in the future if faced with similar situations.

6. Can you tell me about an important business decision you made and how you arrived at it?
Consider the applicant's decision-making style and whether it's a suitable match to your corporate culture. A pattern of making choices without seeking input from others is a red flag in an environment where collaboration is a core value.

7. Tell me about your favorite/least favorite manager.
This question will provide you with an idea of the candidate's tact and diplomacy and provide a snapshot of past relationships with managers. The best applicants will be able to give an objective review of previous supervisors that's neither overly approving nor overly derisive.

8. How do you think your favorite manager would describe you? What about your previous coworkers?
Take note of whether candidates can see themselves from someone else's perspective. Evasive or insufficient answers--such as "I don't know"--could indicate a poor attitude toward supervision and collaboration.

9. What type of work environment is least appealing to you?
The answer typically yields greater insights than asking what is most appealing. Pay attention to whether there is an obvious pattern in the responses. Do the applicant's concerns relate to company policies? How does the applicant characterize his or her interaction with coworkers and management? Knowing the candidate's pet peeves can give you an idea of what it will be like to work with him or her.

10. What is the most satisfying achievement of your career?
How does the candidate define success? Some people may equate success with receiving a promotion or special award, while the actual process of setting objectives and accomplishing goals motivates others. Compare the response to how your best employees might answer.

By challenging candidates with a wide range of interview questions, you increase the likelihood of generating unrehearsed responses that more accurately reflect their qualifications. Pay attention to how each individual answers, and probe for clarification or additional information.

Max Messmer is chairman and CEO of Robert Half International Inc. (RHI), parent company of Robert Half[R] Finance & Accounting, Accountemps[R], and Robert Half[R] Management Resources. RHI is the world's first and largest specialized staffing firm placing accounting and finance professionals on a full-time, temporary, and project basis. Messmer's most recent books are Motivating Employees For Dummies[R] and Managing Your Career For Dummies[R] (John Wiley & Sons, Inc.).

^^ excellent .. Jazaki Allah khyran