Table of Contents

1. The Interview Process
2. Strategy of and Preparing for the Interview: Review Notes
3. Answering Questions
4. Asking Questions
5. Follow-Up Letter
6. Resignation Letter
7. Ten Reasons for Not Accepting a Counteroffer

The Interview Process

We have gathered some material for you to review in preparation for the interview process. This material, plus the verbal preparation your Selective Search, Inc., Account Executive will provide, will aid you in obtaining all of the information needed to secure a successful conclusion to the interview process.

You and your Selective Search, Inc. Account Executive will work together to assure that all issues of concern are resolved prior to the time an offer is made. When this is accomplished, you will be in a position to respond to an offer “on the spot” with an acceptance. This is best even when the employer suggests that you may have time to “think about it.” (After all, how would you have felt if you had proposed marriage to the special person and had been told he or she would like to “think about it!”)

A response to an offer of employment is the first step in building a new professional working relationship. It is, therefore, important to demonstrate your convictions and decision-making skills with a prompt acceptance of an offer when extended. It is not generally well-advised to delay responses beyond twenty-four to forty-eight hours.

Your Selective Search, Inc. Account Executive must hear from you immediately after each interview so that he or she is in a position to respond appropriately to the employer, with whom a debrief consultation will occur shortly after your interview. Please call promptly!

CONTACT YOUR REFERENCES – Don’t risk having them receive an unexpected call! An initial phone contact is sufficient. Ask them if they are contacted to please let you know so you can be aware of the current status.

We at Selective Search, Inc., pride ourselves in offering the best professional service to both you and the company you are meeting with. We remain available to help you throughout the interviewing process.

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Strategy of and Preparing for the Interview
Review Notes

The elements of an effective strategy for handling the employment interview can be summarized as follows:

I. Being properly and adequately prepared requires you to:
• Inventory all responsibilities you have performed
• Evaluate how well you carried out your duties

II. Interviewing behavior will take care of itself when:
• You are adequately and properly prepared
• You strive to project eagerness and interest throughout the interview
• You stay in character as a conversationalist by being yourself

III. The “tough” questions employers ask are best handled:
• By being properly prepared
• By never apologizing
• By keeping your explanations brief and factual
• By maintaining a constant interviewing demeanor

IV. To enjoy an interviewing advantage, prove your competency:
• By stating how well you performed in the past
• By letting your past achievements promise future contributions
• By using the 1-2-3- mini-story technique:
a. stating the problem
b. describing your solution
c. emphasizing results

V. Wrapping up the interview consists of:
• Getting a “what will happen next” summary
• Accepting an offer on the spot if it’s what you want
• Immediately reporting your progress to your Account Executive
• Writing a brief follow-up thank you letter to the employer

VI Properly preparing for your employment interview enables you to:
• Be more confident
• Overcome the handicap of interviewing inexperience
• Sell yourself and your qualifications

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Answering Questions

Your answer to questions employers ask will influence the hiring decision. When answering questions, follow the Question-Answering Rule:

Answer every question in terms of your background and qualifications in terms of the job to be filled.

THE THREE TYPES OF QUESTIONS EMPLOYERS ASK:

1. “Tell me about yourself” means “Tell me about your qualifications.” Pre-plan a two-three minute answer, then when asked the question:
a. State your educational background, work credentials and qualifications.
b. Be concise.

2. Personality questions attempt to determine if you have the qualities being sought.
a. “What kind of manager are you?”
b. “Are you creative?”
c. “Can you do the job?”

3. Salary questions:
When asked the salary you desire, say, “I’m presently earning $_________, and although I expect an increase, I don’t know enough about the opportunity yet.”

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Asking Questions

Proper and adequate preparation will assist you in formulating your questions. Prior to the interview, research the company.


I. General questioning guidelines:
• Have a list
• Don’t cross examine
• Focus your questions on the job
• Ask questions that require an explanation
• Don’t interrupt

II. Interest questions are job-relevant and show your interest in:
• The job opportunity
• The company
• Its products and services
• People – subordinates, peers, superiors

III. Job satisfaction questions testify to your motivation to do the job and focus on:
• Meaningful work (the importance of the job)
• Your responsibilities and accompanying authority
• Recognition for superior performance
• Career potential

IV. Past performance questions serve a dual purpose. They enable you to avoid making a wrong decision and help sell your candidacy. They concentrate on:
• People who previously held the position
• Their performance
• Where they are today

V. Sales questions enable you to determine the kind of person the employer wants to hire in terms of:
• Education
• Experience
• Future performance
• Personality

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Follow-Up Letter

A letter following the interview adds a touch of professionalism. Use your own words, and write in longhand.
 

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Resignation Letter

Make your resignation as proper and professional as your job experience. Do not burn bridges. Use a letter format with copies up the line as you simultaneously advise your immediate supervisor (in person if possible) of your resignation. The letter and crisp professional language will help avoid embarrassing and uncomfortable long explanations about your departure. A letter in your own words, such as the example below, is a good idea.
 

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Ten Reasons for Not Accepting a Counteroffer

1. You have now made your employer aware that you are unhappy. From this day on, your loyalty will always be in question.

2. When promotion time comes around, your employer will remember who is loyal and who is not.

3. When times get tough, your employer will begin the cutbacks with you.

4. Accepting a counteroffer is an insult to your intelligence and a blow to your personal pride: you were bought.

5. Where is the money for the counteroffer coming from? All companies have wage and salary guidelines which must be followed. Is your next raise early?

6. Your company will immediately start looking for a new person at a cheaper price.

7. The same circumstances that now cause you to consider a change will repeat themselves in the future, even if you accept a counteroffer.

8. Statistics show that if you accept a counteroffer, the probability of voluntarily leaving in six months or being let go in one year is extremely high.

9. Once the word gets out, the relationship that you now enjoy with your co-workers will never be the same. You will lose the personal satisfaction of peer group acceptance.

10. What type of company do you work for if you have to threaten to resign before they give you what you are worth?

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