Tag: job interviewing


Modern Interview Advice to Make You Stand Out From The Competition (Re-Post)

Many of my clients come to me facing the daunting task of conducting a job search for the first time in 10 to 20 years and a lot has changed in that time. They are unaware of the modern interview advice available to them.

This is because most of the interview advice floating around the Internet is extremely outdated.

Not Your Grandma’s (Or Even Your Mama’s) Interview Advice

In fact, while recently helping a friend with her upcoming job search, I gave her some modern interview advice. She said she’d never heard of it before, and was shocked to learn it was something she could try.

“Do you mean I can actually do that for a job interview?” she exclaimed.

“Yes!” I said.

Modern Interview Advice

The advice I gave my friend was the same advice I had posted when answering the following question on Quora:  “What are some smart interview answers?”

Smart interview answers are ones that show you have the company’s best interests at heart. (And if you don’t really care about the company, you probably shouldn’t be interviewing for a job there.)

You should always make your answers about them, not about you (until it’s time to negotiate an offer, at which point you need to make it a win-win situation).

Steps to Smart Interview Answers

1. Find out the most immediate need.

Find out what the company’s most immediate need is they’re hoping the person in this position can fulfill.

Most candidates will ask this question during the job interview, but by then it’s too late! You must determine this before the interview!

You can do this in a couple of ways:

  1. Do your research on the company (which should be a given…always do your research before going into any interview!).
  2. And ask the person with whom you’ll be interviewing what their most immediate need is (prior to the interview!)

You do this as soon as the interview has been scheduled by HR. Simply email the person who will be interviewing you and let him or her know you’re looking forward to the interview. Then ask the following question,

“What is the main thing you hope the next person in this position will accomplish or help solve?”

(You’ll probably be the only candidate who does this, which will make you stand out in a good way.)


2. Brainstorm a solution.

Use the answer to this question as your foundation for preparing for the interview.

Brainstorm one or two possible ways you can use your strengths to help get the desired result.

Also, think of examples of times you’ve achieved similar results.


3. Create a proposal.

Summarize your ideas and your past examples in a one-page proposal.

You don’t have to have all the details of a full proposal. Just an outline of what you’re thinking will work.

If you don’t have enough information to come up with a solution to the company’s problem, you can at least create a one-page case study of a time where you previously solved a similar issue.

Indicate the challenge you were facing, the action you took, and your accomplishment or the results of your solution.


4. Show and tell.

Bring hard copies of this proposal or case study to the interview with you so you have something tangible to show.

Make sure to bring enough copies for each person with whom you’ll be interviewing.

Introduce it at any of the following points in your interview that feel right:

  • At the end of your answer to the question, “Tell us about yourself.” After you’ve described your skills, experience, and interest in the job, you can say you’ve given a lot of thought to the information the interviewer gave in your recent correspondence and you’ve put together some ideas of how your skills and experience can meet their specific needs. Let them know you’d be happy to share it with them. If they invite you to share it then, do so. If not, wait.
  • At any point in the conversation where the door clearly opens for you to share your proposal. For instance, if they ask how you would handle the problem or issue, then answer that question with your proposal by walking them through your handout.
  • If they ask, “Why should we hire you?” This question usually comes toward the end of an interview, so if you haven’t had the opportunity to introduce your proposal or case study yet, now’s your chance. You can summarize the strengths you have to offer and then say you’ve already given great thought to their most immediate needs and have drafted something you’d like to have the opportunity to implement if hired. Then walk them through your handout.
  • If at the end of the interview you still haven’t had the opportunity, when they ask if you have any questions for them, use this time to remind them of the question you asked prior to the interview. Then show them how you’ve given it thought by giving them your handout and asking if it is something they could benefit from.

Make sure you pay attention to both verbal and non-verbal cues on how receptive they are to learning more about your proposal. Only bring it out if they express an interest in hearing more about it.

I guarantee you’ll likely be the only candidate who shows up to the interview with an idea or solution in hand.


Taking the time and effort to speak to the company’s most immediate need shows you really care about working for that company, which will make you stand out from today’s competition in a big way!

Want More Modern Interview Advice?

For more modern interview advice, check out the paNASH on-demand program The 3 Super Powers of Successful Job Seekers. It includes proven job search strategies that blow all the cookie-cutter strategies out of the water!

Related Post:

What You Need to Know About Job Interviews of The Modern Era

modern interview advice

The One Surprising Tip That Guarantees a Good Interview

If you’re going through a job search, you know how competitive the interview process can be. And you’d probably like to know some ways to increase your chances of beating out the competition for an offer.

Below is a proven interview hack that’s been tremendously successful in my own career.


My Favorite Interview Hack

My favorite interview hack is winning the interview with the questions YOU ask!

I vividly remember my interview for my very first job out of grad school.

I went in with a list of questions based on my research of the job and the organization. My list was pretty long, so I assumed I wouldn’t have time to get all of my questions answered.

However, they didn’t have a lot of questions for me. Therefore, I had the time to ask all my questions on my list. And I got to ask additional ones that came up in conversation.

I left the interview thinking I probably wouldn’t get an offer since they didn’t ask me very many questions.

But a week later I got the offer! When I accepted it, I asked my interviewers what made them choose me from the other candidates.

Their response:

“It was the questions you asked. Your questions showed us not only how knowledgeable you are, but also how much you care about the people you’ll serve in this role.”


The Questions You Should Ask

So, what kind of questions should you ask in your job interviews?

There are six categories of questions you should ask (because interviewing is a two-way street!):

1. Questions you need to have answered to determine fit/questions related to the organization’s culture.

For example:

“How do you foster an employee’s connection to the organization?”

“How do you motivate your employees?”

Or even “Do employees typically eat lunch together or at their desks?” (this one will tell you a lot about the company culture!).

You need to ask any question (within reason) that will help you decide if the company’s culture is something you can devote 40+ hours of your life per week to.


2. Questions that come up in the research you do on the company.

Of course you probably already know how important it is to research a company before your interview. Doing so will result in questions that will be specific to the company. These questions will also make it obvious you did your research, and therefore will show you have a genuine interest in the company.

And don’t be afraid to ask the hard questions, especially if they exhibit your work ethic.

For instance, in my interview, I wanted to know how one of the practices I would be required to carry out in the job wasn’t in direct violation of a federal law common to that industry (which it initially seemed to be). This gave them the chance to explain their legal and legitimate loophole that kept them in compliance with the law.

I think this was the question that impressed them the most.


3. Questions to determine future opportunities for advancement.

For example, “What opportunities are available for advancement?”

This helps you know if you might have a future at the company and shows you’re interested enough to want to stay long-term.


4. Questions to determine their hiring timeline.

Okay, these questions are really just for you and your own sanity.

When candidates go on interviews and then don’t hear anything back either way, they freak out.

Yes, it’s stressful, and also rude of the company to keep you hanging.

So, before you leave the interview, you should ask:

  • What is your deadline for making an offer?
  • How firm is that deadline?
  • Are you going to notify each person being interviewed of the final decision as a courtesy, or just the candidate receiving the offer?

This way you won’t spend your time and energy fretting over what they decided.


Here’s where it gets good!

These last two types of questions you should ask are the real hacks!

5. Questions to show your initiative and to help them visualize you in the job.

For instance:

“What results would you like to see from me in the first 90 days of the job?”

“What will be the first projects I’ll work on once hired?”

Or “When we sit down to discuss my performance a year from now, what will success look like?”

Wording questions this way helps them picture YOU as the person in the job!


6. Questions to get them to verbalize what they like about you.

In #5, it was all about helping them visualize. Now you need to get them to verbalize!

You want them to convince YOU why they should hire you, which will in turn convince them to hire you. (Yeah, that undergraduate degree I got in psychology is really paying off here!)

For example, “What part of my resume stands out to you the most?” or “What made you choose to interview me out of all the other applicants?”

Some career coaches will recommend you ask questions such as, “Are there any concerns you have about my qualifications?”

While this question is good in possibly providing you an immediate opportunity to address any of their concerns, it can also backfire on you. 

Remember, you’re supposed to highlight your strengths in an interview. Not draw attention to your weaknesses. This question is dangerous in that it immediately draws the interviewer’s attention to your weaknesses.

Instead, you want to ask questions that force the interviewer to not only focus on your strengths, but to also get them to repeat your strengths back to you. Doing so further convinces them of your capabilities.


Always Have Questions!

You should always have questions of your own prepared for an interview because interviewing is a two-way street.

When you’re asked, “What questions do you have for us?” never say, “None.” If so, you’re for sure to lose the job to someone who shows more interest with their questions.

Related Posts:

good interview

16 Embarrassing Job Interview Mistakes That Will Make You Look Unprofessional

CNBC has a new show called The Job Interview. It exhibits real people interviewing for real jobs with real employers. There are 20 cameras capturing all the nerve-wracking nuances of an interview. And all the mistakes. Those of which you can learn from and not make in your own interviews.

However, if you don’t have the trained eye of a career coach, you probably won’t pick up on many of the mistakes just by watching the show. So, I’ve taken the first episode and broken it down for you to see the little things most job candidates don’t know they’re doing wrong. And to be fair, I’m also pointing out some of the things they’re doing right.

Here’s the 20-minute episode, along with my commentary at various time markers. See if you pick up on the same things I’m noticing. What can you learn from what you see?

job interview

(Sorry, the full episode is no longer available on YouTube. Here’s the link to the on-demand version of the episode.)

What NOT to Overlook (3:06)

One of the qualifications for the job is someone who is detail-oriented. You’ll notice how the interviewers are pouring over the resumes, looking for the smallest of mistakes to determine if each candidate is indeed detail-oriented or not. One interviewer noticed how on one resume the text was off just half a space.

My clients wonder why I nit-pick their resumes. This is a perfect example of why I do. As I’ve said in previous blogs and in my video guides, employers are looking for reasons to throw out your resume. Not reasons to keep it.

What NOT to Wear (4:27)

For the type of job this woman is interviewing, she should really be wearing a blazer over her sleeveless top. Always dress professionally and in a way that is customary to the particular industry.

How NOT to Shake Hands (4:48)

While this candidate is dressed appropriately, he did not give a good handshake. Always give a firm handshake. Anything too limp or too strong leaves a bad impression, as the interviewer indicates.

What NOT to Assume (4:58)

The candidate’s response as to why he gave the female interviewer a gentle handshake compared to the firm one he gave to the male interviewer shows his lack of understanding of business etiquette. In business, gender is neutral.

The other thing this candidate did wrong when beginning the interview is he swiveled and rocked in his chair. You’ll see this mistake a lot throughout the episode from many of the other candidates as well.

If you’re ever offered a seat in a swivel chair in an interview, resist the urge to swivel!

What NOT to Say (5:10)

This candidate starts off strong with her response to “Tell us about yourself,” but almost crosses the line with a little too much personal information.

You want to avoid discussing marital status, children, and other personal matters since it is illegal for the interviewer to ask you for this type of personal information. While her sharing of this info didn’t seem to cause a problem in this case, it could very well be a turn-off for other interviewers because they may fear being accused of making hiring decisions based on the personal information the candidate provided.

What NOT to Ask (5:35)

This candidate says she did her research (like all candidates should), but if you listen to the first thing she said she knew about the company, you’ll see she made her answer all about herself. She talked about how convenient it is for her that the company is located close to her house. You’ll soon see too just how poor of a job she actually did on researching the company!

Another faux pas committed by this candidate is she came out and asked a very personal question of the interviewers. Just like interviewers should avoid asking candidates personal questions, so should candidates avoid asking the interviewers personal questions!

What NOT to Avoid (7:05)

This candidate did a good job of establishing rapport with the interviewers early in her interview.

Be yourself without getting too personal with the interviewer. If it becomes clear in the interview you have some of the same interests in common, feel free to use that as common ground to build rapport with the interviewer.

How NOT to Answer “What do you feel is your greatest strength?” (7:22)

Do you know what each candidate did wrong in answering this question?

None of them gave an example of how they’ve previously demonstrated their strength. Always answer with specific examples, never in generalities. Providing examples makes you stand out in a positive way and makes you more memorable to the interviewers.

How NOT to Answer “What would be your greatest weakness?” (7:30)

So what did all the candidates do wrong in their answers to this question?

They all listed a personality trait as their weakness instead of a skill. Why should you never answer this question with a personality trait? Because personality traits are more ingrained in us, and therefore take a long time to unlearn, if ever. However, a skill is something that can be quickly learned or improved upon.

There are several other ways screw up your answer to this question, and several ways to answer it well. Click here to learn more about how to answer “What’s your greatest weakness?”

How NOT to Behave (8:24)

We’re now about to see how the candidate who said she’d done her research actually did NOT do a good job on her research. She said she doesn’t have the desire to go back into accounting, ALL WHILE INTERVIEWING FOR AN ACCOUNTING POSITION! (REALLY?!!). She didn’t have a clue that the company or the position was related to accounting.

Plus her negative, flippant attitude about the industry and her inappropriate laughter about leaving a previous job were completely out of place and a turn-off to the interviewers.

What NOT to Judge (13:20)

As shown here, interviewers aren’t perfect and they too can make embarrassing mistakes in interviews. Remember they’re human just like you are, so don’t let them intimidate you to the point that you can’t perform and sell yourself to the best of your ability.

In fact, I notice how my clients become less nervous about an interview when I remind them that the interviewers are also nervous. Interviewers are typically nervous about making a wrong decision and therefore costing the company a lot of money, unintentionally letting an illegal or inappropriate question slip out, and making you feel more nervous than you probably are.

Remember that it’s an awkward situation for all involved. Instead, it should be treated as a meeting where the interview is a two-way street (you’re there to ask your own questions too to determine if the job is a right fit for you). Approaching it this way can help you relax.

How NOT to Fail the Test (14:13)

Here you’ll see the third or fourth test the interviewers have given the candidates. Always be prepared for potential tests.

For example, if you’re going into sales, you’ll probably have to sell something to the interviewer. If you’re going into a job that will require you to give presentations on a regular basis, you may be asked to prepare a presentation for your interview.

Years ago, I had a day-long interview where in one part of the afternoon I was given 45 minutes and certain parameters to come up with an idea for a new program that could be implemented throughout the organization. I then had to present on my idea and why it would be a good program for the organization.

I didn’t get the job, and later found out that no one got the job. It made all of us candidates wonder if the company held interviews just to get ideas without having to pay a salary for them. This can and has happened before, which is a very unethical practice on the part of a company. If you ever sense this is what’s going on in one of your interviews, consider it a red flag!

What NOT to Include (14:39)

When given a test, never say, “I don’t like being put on the spot,” like this candidate did.

What NOT to Leave Out (17:04)

This candidate gave a good response to the question of “What would this job mean to you?”

So did the candidate at the 17:15 mark. I liked that she said, “I have a lot to give,” instead of “I feel like I have a lot to give.” “I have” shows more confidence than “I feel like I have.”

However, as the interviewer I would want to know how has she given a lot and been an asset in her past experience? What are some examples of her giving her all and being an asset to her previous company? I’d want to hear stories about times when she’s demonstrated these qualities. Again, these stories are what makes a candidate memorable.

What NOT to Forget (18:18)

Here are the things the interviewers were most attracted to:

  • Positive attitude
  • Someone who “gets it”
  • Someone who “wants it”

No matter how negative of an experience your last job was or your current job search is, leave all negativity at the door. Interviewers can sense a negative attitude very quickly so do what you can to improve your attitude before walking into an interview.

Be the person who gets what the job is about, what the company stands for, and what they’re trying to accomplish. This comes with doing your research and understanding what problem they need the new person in this role to help solve.

Always indicate you want the job you’re interviewing for by coming out and saying so. However, if you don’t really want the job and you’re just interviewing to gain interview practice, this is an unethical practice (just like the one on the interviewer’s part in my personal example above), and therefore you shouldn’t be there.

This may sound harsh, but as you saw, interviewers can be harsh about very small things. I’m trying to help you get into the mind of the interviewer so you can be successful in your next job interview!

How NOT to Overreact (20:26)

Even if you don’t get the job offer, you never know what still may come of your experience. Here, because this candidate showed such a positive attitude, another door has been opened to him. The interviewers are setting him up for an interview with another company they think he’ll be a good fit for.

A friend of mine interviewed for a job and didn’t get the offer. Six weeks later, she got a call from the company asking if she was still interested in the job because the person they originally hired didn’t work out.

Things like this happen all the time which is why it’s important to stay positive, send your thank you notes after your interviews, and be gracious even when rejected. You never know how things might turn around down the road.

More Job Interview Tips

Based on the little edited snippets we saw of the actual interview, they hired the candidate I would’ve hired. However, in episode 2, they chose a different candidate than the one I would’ve chosen. Can you figure out why, based on what you learned above? Watch here and let me know!

For more interview preparation tips, check out the video guides in the Steps to Acing the Interview and Reducing Your Interview Anxiety on-demand program.

Related Resources: 

job interview

Modern Interview Advice to Make You Stand Out From Today’s Competition

Many of my clients come to me facing the daunting task of conducting a job search for the first time in nearly 20 years. A lot has changed in 20 years. But most of the job search advice floating around is outdated, especially interview advice.

In fact, while recently helping a friend with her upcoming job search, I showed her a specific job interview strategy. She said she’d never heard of it before, and was shocked to learn it was something she could try. “Do you mean I can actually do that for a job interview?” she exclaimed.

“Yes!” I said.

Not Your Grandma’s Interview Advice

Last week I saw this question posted on Quora:  “What are some smart interview answers?”

My response to this question was the same advice I gave my friend:

Smart interview answers are ones that show you have the company’s best interests at heart. And if you don’t really care about the company, you probably shouldn’t be interviewing for a job there. You should always make your answers about them, not about you (until it’s time to negotiate an offer, at which point you need to make it a win-win situation). Here’s a step-by-step method for how you do this:

  1. Find out what the company’s most immediate need is they’re hoping the person in this position can fulfill. Determine this BEFORE the interview! Once your interview has been scheduled, email the person with whom you’ll be interviewing. Tell him or her that you look forward to the interview. Then ask the following question, “What is the main thing you hope the next person in this position will accomplish or help solve?”
  2. Use the answer to this question as your foundation for preparing for the interview. Brainstorm one or two possible ways you can use your strengths to help get the desired result. Also, think of examples of times you’ve achieved similar results.
  3. Summarize your ideas and your past examples in a one-page proposal. You don’t have to have all the details of a full proposal, just an outline of what you’re thinking. If you don’t have enough information to come up with even just an outline, create a one-page case study of a time where you previously solved a similar issue. Indicate the challenge you were facing, the action you took, and your accomplishment or the results of your solution.
  4. Bring this proposal or case study to the interview with you so you have something tangible to show.

Taking the time and effort to speak to the company’s most immediate need shows you really care about working for that company, which will make you stand out from today’s competition in a big way!

Want More Modern Interview Advice?

For more modern interview advice, check out the paNASH on-demand program The 3 Super Powers of Successful Job Seekers. It includes proven job search strategies that blow all the cookie-cutter strategies out of the water! Get 15% off this program and all the other on-demand programs (including the bundle) from July 9th to July 16th (use discount code SUMMER at checkout).

Related Post:

What You Need to Know About Job Interviews of The Modern Era