Interview Techniques

This is the standard no-frills approach to interviewing. Anyone who's ever held a job of any sort is probably familiar with the format. First you are screened over the phone or through an application form. Once invited in for the interview, you are quickly led through a question and answer session (if you're lucky, the interview seems more like a conversation) to determine whether you are the right candidate to fit into the company "culture" or "mix." Success or failure are often based on such tenuous issues as did the interviewer like you, or did you use the word "paradigm" correctly.

Build a rapport with the interviewer and successfully demonstrate an understanding of the company you are applying to and the nature of the work you hope to be undertaking. A good interview feels like you've just been making conversation with a new best friend; a bad interview feels like you've just been interrogated for an hour.

ONE TO ONE (structured)

Probably the most widely used form of interviewing in graduate selection. In this type of interview, the interviewer will have a fixed set of questions that he/she will ask each candidate, with the aim of finding out the level of your skills in key areas pertinent to the role to which you have applied.

ONE TO ONE (unstructured)

This type of interview is merely an informal chat where the interviewer will simply talk to you about a range of issues and subjects. It is more like a free flowing conversation and as such, not very effective in determining the suitability of a candidate. Consequently, it is rarely used in graduate selection.

PANEL OF PEOPLE

Similar to a one to one (structured) interview but with more people. In this interview you are likely to be asked similar questions to the one to one (structured) but the questions are likely to be spread between the group, with the person most competent in a particular area, asking you the relevant questions. The important thing to remember here is to give your answer to the person that asked the question but during this process make brief eye contact with the other panel members to ensure that they feel included.

PEER GROUP INTERVIEW

This interview is an opportunity for you to meet and talk with your prospective coworkers. Just as in other interviews, the peer group will be evaluating you, determining how you "fit."

PHONE INTERVIEW

Employers typically use telephone interviews when it is not convenient to meet in person. The employer arranges a time with the candidate and places the call. Prepare for a phone interview just as you would for a preliminary interview. Remember to smile as you would in a face-to-face interaction. A smile can be "heard" over the telephone and it communicates enthusiasm and friendliness. Dress professionally. Even though the interviewer can't see you, wearing your professional clothes will help put you in an appropriate frame of mind.

PRELIMINARY INTERVIEW

Employers use preliminary interviews to determine whether there might be a match between them and the candidate. The interviewer closely examines the candidate's qualifications, background, and interests. The typical interview will last 30 to 60 minutes.

SEARCH COMMITTEE OR BOARD INTERVIEW

Group consists of many interviewers and one candidate. Used by business and industry for selection of high level corporate officers. Typical of a selection committee search in higher education.

SITE INTERVIEW

On-site interviews, while containing some of the same elements as preliminary interviews, tend to be substantially longer. They may include dining with the employer and touring the facilities. You will probably meet lots of people during an on-site interview including supervisors, colleagues, support staff, and clientele. You will be expected to speak in more depth about your academic record, related skills and strengths, work experience knowledge of the company, and career and life goals. If you must travel to participate in the on-site interview, you will incur travel, lodging, and dining expenses. Be sure to inquire beforehand how expenses are to be handled to eliminate any misunderstanding. If you are to be reimbursed, you must save all receipts to document your expenditures.

TELEPHONE SCREENING INTERVIEW

This interview saves the employer time by eliminating candidates based on essential criteria such as employment objective, education or required skills. Since these interviews will often occur unexpectedly, it is important that your job search records are organized and kept where you can reach them at a moment's notice.

VIDEO CONFERENCE INTERVIEW

Use the techniques you've learned from practicing before a video camera. Ensure privacy and treat it like any interview.

WORK SAMPLE INTERVIEW

This interview is done to allow the applicant an opportunity to "show their wares." It could be the place for a graphic artist to display his/her portfolio. A salesperson will be allowed to make a sales presentation. Word processing a business letter may be an appropriate work sample for an office worker.

BASED ON STYLE

OPEN-ENDED OR NON DIRECTIVE INTERVIEW

Generally informal and less structured. Used by professional practitioners to assess candidate's skills, experience, and personality attributes. This is the usual format for selection interviews.

QUESTION AND ANSWER OR DIRECTED INTERVIEW

Highly structured; interviewer comes prepared with list of questions. Used by recruiters and professional interviewers to seek facts. Generally is format for screening interviews.

STRESS INTERVIEW

Sounds fun, huh? Unless you are a masochist who "thrives on pain" and "likes stress because it makes you feel alive," chances are the stress interview is going to do just that - stress you out. Of course, some jobs demand that you can cope with stress. Pilots, police officers and talk show hosts are careers where stress is to be expected.

Some companies view the stress interview as a useful way of gauging a person's capabilities at handling, well, stressful situations. The interviewer may snap at you or become argumentative. You may feel as though you have just walked into a Monty Python set (maybe not). Whatever you do, don't take the attempts to rile you personally. Hitting the interviewer and crying are unlikely to get you the job.

Keep the interview on track and don't be swayed by long pauses and argumentative outbursts. Unless stress is a serious part of the job you are applying for, reconsider working for the company if they employ this type of interview. If they introduce people to their company this way, how much fun is it going to be?

BEFORE – DURING – AFTER THE INTERVIEW

BEFORE THE INTERVIEW

THE DAY BEFORE THE INTERVIEW

Make your travel plans for getting to the interview; know exactly where you are going and to whom you will be speaking. Buy your ticket of fare for transportation, fill your car with gas, or re-confirm other transportation plans. Take extra copies of your resume, a typewritten list of your references with their addresses and phone numbers, and any work samples you may want to present. Decide what you will wear and check that it is clean, pressed, no missing buttons, etc. Check that you have at least 2 pairs of new or as-good-as-new hosiery --sheer, off black or nude; no opaque or white! Confirm child care plans and any other plans which leave you depending on someone else. Have a back-up in mind in case you need it. Find out as much as you can know about the company or organization - type of business, its size, its competitors, generally how good the market is for its products or services. Be sure you're familiar with your personal fact sheet - the one the interviewer has - so you don't trip over dates or past job descriptions.

THE NIGHT BEFORE THE INTERVIEW

Check the weather forecast! Will you need an umbrella? Should you wear a coat? Decide what you will be taking in your handbag and set it aside. Be sure to include a pen and paper as well as an extra pair of hosiery. Plan how you will wear your hair and make-up. (You shouldn't try anything new in the morning.) Make-up should be appropriate for daytime, not Saturday night. No glimmer or shimmer and keep eye makeup to a minimum or wear none at all. Check your nails! They should be conservative in length and color; no chipped polish. Do as much of your morning preparation for both yourself and your family as you can. Do something to relax: take a warm bath, exercise, etc. Have a light dinner (no alcohol) and get to bed early. 

DRESSING FOR AN INTERVIEW

Research shows that interviews prefer dress that is both conservative and appropriate to the job you want.Remember to pay attention to details: hands, make-up, hairstyle, accessories...all should be simple and meticulous.Shoes should be polished before any interview.Many traditional employers look at a candidate's shoes to spot his/her neatness.Cologne, if worn, should be used in small amounts.Don't wear a coat, hat, or other outdoor clothing for the interview. Remove any outer garments in the reception area.Don't wear sunglasses. You will be eliminating one of your most important devices: direct eye contact.

“What you wear to the interview is crucial. You never get a second chance to make a first impression.” We all know how important first impressions are. Interviews can be influenced greatly by appearances. Decisions to hire or reject are often made in the first four to five minutes of an interview.

MEN AND WOMEN

• Conservative two-piece business suit (solid dark blue or grey is best) Conservative long-sleeved shirt/blouse (white is best, pastel is next best) Clean, polished conservative shoes
• Well-groomed hairstyle
• Clean, trimmed fingernails
• Minimal cologne or perfume
• No gum, candy or cigarettes
• Light briefcase or portfolio case

WOMEN

• Always wear a suit with a jacket; no dresses
• No high heels
• Conservative hosiery at or near skin color (and no runs!)
• No purses, small or large; carry a briefcase instead
• Minimal use of makeup (it should notbetoonoticeable)

MEN

• Dark shoes (black lace-ups are best)
• Dark socks (black is best)
• Get a haircut; short hair always fares best in interviews
• Mustaches are a possible negative, but if you must, make sure it is neat and trimmed.

DURING THE INTERVIEW

THINGS TO DO DURING THE INTERVIEW

• Do give a firm handshake.
• Do sit up straight and attentively.
• Do try to relax and get the most you can from the experience.
• Do make regular eye contact with the interviewer.
• Do smile, be positive, look and sound interested.
• Do listen carefully.
• Talk about yourself positively, without being loud or arrogant.
• Do give full, helpful answers.
• Do emphasise what you can do in the future based upon what you've done in the past.
• Do refer to things you have found out about the company to ensure the interviewer knows how keen you are.
• Do ask relevant, prepared questions.
• Do thank the interviewer for his/her time.
• Do ensure you know what the next stage of the decision making process is and when you might hear.
• Do tell yourself you deserve the job. (That doesn't mean they owe it to you. You must convince them.)
• Do introduce yourself by name first. "Hello, my name is ________." Use your first and last name. Look the person in the eye and speak clearly.
• Do take out your pen and notebook to take down notes --or just to look prepared.
• Do be friendly. Give a firm handshake, make eye contact, smile and speak up. A little small talk to start is fine. For example, comment on the nice surroundings or a book you notice on the shelf.
• Do keep your temper no matter what happens.
• Do try to define your strengths and weaknesses. If you can't think of a weakness, try: "I'm over-responsible" or "I'm incredibly organized."
• Do be prepared to talk about your professional goals.
• Do be enthusiastic, courteous and alert throughout the entire interview.
• Do sit calmly --if you tend to gesture a lot when you talk, try clasping your hands in your lap.
• Do feel free to explain how well your special skills match up with the employer's needs.

 THINGS NOT TO DO DURING THE INTERVIEW

• Don't arrive late.
• Don't drink alcohol beforehand.
• Don't smoke, even if invited.
• Don't chew gum.
• Don't sit down without waiting to be asked.
• Don't give quick, snappy or yes or no answers.
• Don't be critical of former employers or colleagues.
• Don't argue.
• Don't be too humorous or make tasteless jokes on subjects like race or gender.
• Don't slouch in the chair.
• Don't fold your arms or clench your fists.
• Don't use bad language.
• Don't interrupt the interviewer
• Don’t bring a friend or child along.
• Don’t be insincere -- fake flattery shows.
• Don’t wear flashy jewelry (keep it simple and small) or a facial piercing.
• Don’t flirt, even if the interviewer flirts with you -- be friendly but business-like.
• Don’t use the word "fired" or mention that you didn't get along with a past supervisor.
• Don’t be afraid to ask why this company would be a better employer than its competitors.
• Don’t start with questions about your salary or about not working -- such as, "How much vacation do I get?"
• Don’t be afraid to say, "I really want this job; I know I could make a real contribution."
• Don’t slump, yawn, smoke, chew your nails or chew gum during a job interview.
• Don’t panic if you trip, knock something over or drop something. Show how cool you are under pressure.

TYPES OF THE INTERVIEW QUESTIONS

Open - ‘Tell me about your degree’ Often used at the start of an interview to allow you to relax and talk freely.

Technical - ‘What computer languages are you familiar with?' Used to find out how much you know and assess your level of competence in relation to the job description.

Hypothetical - ‘What would you do if...?’ Used to test out your ability to think on your feet and are used to check your skills in problem solving and prioritising.

Leading - ‘I see you changed your course, couldn’t you cope?’ A more subtle way of challenging you and making you justify a decision/action you have made.

Reflective - "Am I right in thinking from what you say that...?" Repeating what you say to encourage you to say more.

SAMPLE QUESTIONS AND ANSWERS FOR INTERVIEWS

Tell me a little about yourself

This is often used as an opening question and requires a brief, well-prepared 60 second advertisement of yourself. A 20 minute soliloquy is definitely not in order. If you are going to display any nervousness in the interview it will be during the first few minutes. Keep your answers to the initial questions fairly brief. This will give you a chance to settle into the situation, will force the interviewer to talk a little more, even if only to ask another question, and will create more of a dialog between the two of you. And a dialog or a good conversation is definitely what you want.

Discuss your work experience.

Provide well-organized, well-supported, specific information. Keep it relevant to the job at hand. It's not necessary to be thorough, giving each job equal time. Focus on the jobs that relate and highlight the parts of the jobs that would be of interest to the interviewer. Cover the rest in a brief, general statement.

How much do you know about this organization?  This position?

This question is an opportunity for you to expound on all the relevant information you have gathered about the organization and/or position from various sources, including information on current and upcoming projects or programs.

What are your goals?

Keep your goals consistent with the goals of the field for which you are interviewing and with those of the employer. Again, your research is important for this answer. Stay away from interviews in which your goals are not in concert with either those of the position or the employer. At best, that just wastes everyone's time. At worst, you might end up getting a job that won't take you where you want to go.

Where do you want to be in five years?

Phrase your answer to this in terms of the next job up the ladder. Don't tell the interviewer you want his or her job! Don't talk about being the president of the company eventually. Keep your answer more immediate.

Why do you want this job?

This question gives you a chance to discuss all you know about the job and why you're such a good match for it. This is another tough question to answer without having done the homework.

Why do you want to change jobs?

Be careful – could be a trick question.  Respond by saying that you feel as though this position is in line with your goals and would provide you with an opportunity to utilize your skills to their utmost capacity in helping the company achieve its goals.  Do not mention how the position would benefit you, such as being a promotion or close to your residence.

How would you describe yourself?

In describing yourself use only your positive traits. This is no time to present a balanced view. On the other hand, outright bragging doesn't come off well either. Provide some objective support to your answer in discussing your achievements by recounting situations you've been in and how you've behaved, or how you've solved problems.

What are your greatest strengths? Weaknesses?

The weaknesses question may be the most difficult one of the interview. Plan for what you'll say. Stay away from the trite approach, "I'm just a workaholic." Some interviewers might perceive this as threatening. Most will hear it as inauthentic. There are at least two better approaches.

You might focus on a preferred, but peripheral qualification in the job description, particularly if it could be easily learned. Minimize the deficit and focus on your eagerness to learn about it.

Another effective approach is to actually think about problems you have faced in your life. We seem to be given multiple opportunities to learn lessons in our weak areas. If you can think of a weakness that has given you trouble, you might consider using it. You will probably score points for being genuine. A word of caution--obviously, this flaw can't be irrelevant (like a weakness for chocolate). More importantly, it can't be a fatal flaw, e.g., "I can never seem to meet a deadline," or "I'm always late," or "I hate numbers." It should be something that won't have a profound impact on the work of this position and something you are striving successfully to correct.

Why should I hire you?

Focus on your assets, what you have to offer the employer, the strengths you would bring to the position.

What are your greatest achievements?

Keep these as relevant to the job as possible. Tailor each answer to the objective at hand.

How much of your college expenses did you earn?

Keep in mind that employers are looking for work ethic and they fear it is missing, often as not. If you held the normal part-time and summer jobs to keep yourself in clothing, food, incidentals and your car in gasoline, remember that those expenses add up--possibly to 25 percent or more of your overall living costs.

What are your educational goals?

This may not be the time to divulge that you only want the job to earn money to go back to graduate school full-time. Frame you answer around your love of learning either through formal or informal means, especially as the organization and position might demand.

What are your salary expectations?

You may indicate that this is negotiable, or you may express your expectations in terms of a range of about $4,000. This range must be realistic or the employer may assume you really know very little about the field. Your research on this is important. There are good resources in the Career Center Library. A career counselor and the Alumni Network can also be helpful.

Why do you want to work for us?

This is a good opportunity to discuss all that you've learned about the organization and to use that as a major part of the reason you want the job.

THE OTHER SAMPLE QUESTIONS

• Why do you want to work here?
• Why did you leave your last job?
• Have you ever been fired or forced to resign?
• Can you explain this gap in your employment history?
• What have you been doing for the "X" months since you were last employed?
• Why have you had so many jobs in such a short period of time?
• What have you learned from your mistakes?
• Have you ever had problems with a supervisor?
• How did you resolve the conflict?
• Describe some times when you were not very satisfied or pleased with your performance. What did you do about it?
• Give me an example of a problem you faced on the job, and tell me how you solved it.
• What do you consider to be your greatest strengths and weaknesses?
• What are your long-range career objectives, and what steps have you taken toward obtaining them?
• Give me an example of an important goal you had to set and tell me about your progress in reaching that goal.
• What was the best decision you ever made?
• What was your role in your department's most recent success?
• Describe a time when you were faced with problems or stresses at work that tested your coping skills. What did you do?
• How do you deal with competition? Are you a competitive person?
• What would you consider an ideal work environment?How well do you work with people?
• Do you prefer working alone or in teams?
• Describe a situation when working with a team produced more successful results than if you had completed the project on your own.
• Tell me about a time you had to gain the cooperation of a group over which you had little or no authority. What did you do?
• What do you do when people disagree with your ideas?
• Describe a situation where you found yourself dealing with someone who didn't like you.How did you handle it?
• Do you consider yourself to be a leader? What are the attributes of a good leader? Give me an example of when you had to show good leadership.
• Tell me about a time when you had to use your presentation skills to influence someone's opinion.
• Can you tell me about an important written document you were required to complete?
  Describe the most creative thing you have ever done.What motivates you to go the extra mile on a project or job?
• What does it mean to be successful? According to your definition, how successful have you been so far?
• What is the best thing you have ever done? (or) What is the best thing that ever happened to you?
• Describe a situation in which you found that your results were not up to your supervisor's expectations. What action did you take?
• Give me an example of a time when you tried to accomplish something and failed.Were you discouraged by this? What did you do about it?
• You don't have enough or the right kind of experience.You may be overqualified or too experienced for the position.What are your expectations regarding promotions and salary increases?

QUESTIONS TO ASK THE INTERVIEWER

• What are the most important skills for this job?
• What are the job responsibilities?
• How would my performance be evaluated?
• How would I be supervised?
• What advancement opportunities are there?
• How much travel is required?
• What is the last person who had this job doing? Where is she/he now?
• What are the company's goals?
• How does your division fit into the organization?
• What is the management style of the company?
• Why did you decide to go with this company?
• Who was, in your opinion, the best person who ever held this position? What did he/she do that made you remember him/her so favorably?
• Tell me about your opportunities for additional training?
• Are new services or programs planned?
• What is a typical day for this job?
• With promotion, are transfer (overseas) opportunities available?
• How long will it take to make a hiring decision?
• What does the company consider the five most important duties of the position?
• Why is this position open?  
• Why did the previous person in this position leave?
• To whom does this position report?
• What are the primary results you want to see out of this position in the next year?
• What is the most urgent or difficult part of the job?
• What freedom would I have in getting the job done?
• How and when will my performance be evaluated?
• How would you describe your organization's work environment and management style?
• What characteristics does a successful person have in your organization?
• Do you have a written job description I could see?
• What kind of orientation would I undergo for this position?
• What are the organization's plans for future growth?
• What is the single largest problem facing the staff now?
• When will you be making your decision to fill this job?
• Can you please tell me what the typical career progression is for someone in this position at XYZ Corporation? 
• I read in Business Week that a major competitor of yours is increasing its market share in your main market.  What plans does your company have to regain its lost market share?

 

MAKING A GOOD IMPRESSION IN THE INTERVIEW

A good impression results from a combination of factors which includes your manner of dress, your body language, and your attitude. They say that the interviewer decides if (s)he likes you in the first 5 seconds. Read on to see how to make the best of that 5 seconds.

BODY LANGUAGE

We watch each other's body language all the time, but are often unaware of our own.  Yet that is the first signal that we are happy and confident, or upset and fearful.  Interviewers are especially cognizant of body language, because it can tell them so much about you.

Surprising as it may seem, your body movements will express quite a bit about you to the well trained interviewer.

Some examples for good and bad body language are:

• Slouching or poor posture may lead someone to believe that you are lazy and not very well mannered.
• A good posture in both standing and sitting will demonstrate your respect and seriousness as well as your enthusiasm.
• Avoiding eye contact may be a signal of dishonesty or inferiority.
• A weak handshake may indicate a lack of confidence.
• Tapping fingers or feet are annoying and immediately noticeable. These habits indicate both nervousness and hypertension.
• Frowning doesn't’t necessarily please anyone, a smile will add character and pleasantness.
• Arms crossed in front of body indicate shielding from the interviewer which may cause suspicion.
• Your hair grooming and personal hygiene will be very important and certainly noticed.

What if they offer me the job on the spot? Although this situation rarely occurs, it is wise to be prepared for it, especially after you knock the socks off your interviewer! When a company offers a job on the spot it may not necessarily indicate a ‘red flag’ as many candidates may suspect. The manager may be just so thrilled with you that he is convinced that you are the right person for the job.

There are two ways that you can handle an offer on the spot:

The first is in the case that the employer presents an offer that is acceptable. It is not wrong for you to accept an offer on the spot if you are sure that the job, the company and the offer is satisfactory to you. So if the offer meets your criteria, then it is proper to accept.

The second situation is where an offer is made, however it is not quite acceptable. In this case, it is in your best interest to thank the interviewer for the interview and for considering you to be the right person.

These offer handling methods will achieve far better results than trying to negotiate single handedly, in a one on one situation, and you won’t be starting off with your new manager with a tough negotiation over the offer.

VERBAL LANGUAGE

What you say and how you say it are equally important.

• Have your answers well rehearsed, but not memorized.  This will help you feel relaxed and confident.
• Avoid saying "um," "you know," or "like" too often. Pause if you need to think about what to say next.
• Use proper English. The language you use with your friends may be inappopriate for an interview.
• Listen carefully before you answer and if you don't understand the question, ask the interviewer to explain it.
• Focus on the positive. Avoid being too brief in your answers or too wordy.
• Don't feel you have to fill the silence. A good interviewer knows that most people feel uncomfortable with silence and will say anything to fill it up. To avoid saying something you might regret, wait for the interviewer to initiate the next interchange.

AFTER THE INTERVIEW

 THANK-YOU LETTERS

Almost immediately after an interview, you should write a thank-you letter to the interviewer(s).  You can use e-mail to do this, but sending a letter or card is more thoughtful.

If more than one person was involved in interviewing, sending a note to each one would be awesome.  Remembering names of people we have met briefly in an interview situation is beyond most of us. However, if you jot down their names on your notepad, request a business card at the interview, or call the office and request names, your effort will be worth it. Since so few people do this, you will really be memorable. If you cannot obtain their names, send a letter to the head interviewer and address it to the that person and the interview panel. 

Thank-you letters should express gratitude for the interview opportunity, particular attention or kindness shown to you, assistance provided, or other experience that provided a memorable occasion for you (other than the terror of the interview, of course!).

Reconfirm your interest in working for the company and indicate that you hope to hear positive news soon.

Just sending a thank-you letter creates a favorable impression, unless it is illegible, poorly spelled, or grammatically incorrect.

You can make your thank-you letter work harder than that.  If you feel you didn't provide a complete or totally correct answer to a question in the interview, you can use your letter to clarify your response or to show that you cared enough to seek more information.  Don't attempt to clarify more than one or two points, or you could talk yourself out of a job! Restate the contribution that you can make to the company.

FOLLOWING UP

If you do not hear from the interviewer by the time he or she indicated, or within a reasonable amount of time from your interview - two weeks or so, you should call or e-mail the interviewer to inquire about the status of their selection process.

If a decision has not yet been made, ask the interviewer when he or she believes it will be made. If you have another offer, but would like to know about this interview outcome before making a decision, tell the interviewer. It may speed up the process.

If a decision has been made and you are selected, congratulations! If you were not selected, try to find out what the interviewer would recommend to you that could improve your chances at your next interview. This is a non-threatening way of trying to discover why you were not selected, but it will also help you in future interviews.

SECOND INTERVIEWS

Many organizations rely on second, or even third interviews, to make hiring decisions.  If you are chosen for a second interview, indicate your pleasure at being selected. Ask what the format will be for the second round. If you do not already have an idea, you can ask what the salary range is for the position before deciding whether to go further. Most companies that offer second interviews are very competitive with their salary offers anyway, so you don't need to ask unless it is really important to you. Wait to discuss salary specifics until the job offer is made. Don't hang up before discovering the name and title of the interviewer, where and when the interview will take place, and what the travel arrangements are.

Second interviews are required by employers who use the first interview as more of an introduction to see if you will fit as part of their team. The second interview, then, will probably be more in-depth. It may include more job-related questions, hands-on experiences, and/or meeting with more than one person. Be yourself, your best self, and you will ultimately have a positive experience.

The best thing about second interviews is that it usually provides you the opportunity to view the organization in action and to meet some of the people with whom you will be working.

Remember, you are trying to decide an important part of your future. Is this an organization with which you will feel comfortable and which offers you the opportunities you seek? Observation can provide a large part of the answer.

FOOTNOTES

 Carole Martin, The Interview Coach, 8.        

2 John Molly, Dress for Success and The Woman’s Dress For Success Book, 9.

3 Taken from Business Week Careers Job Search publication, 15.

4 Eric R. Anderson, How To Interview ©2004, 17.

BIBLIOGRAPHY

BOOKS

Martin, Carole (2003). The Interview Coach

Stevens, Kogan Page (1992). Winning at Interviews 

Krannich, Caryl and Ron (1996).  Interview for Success

Anderson, Eric R. (2004). How to Interview

WEB SITES

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