FOREWORD ered), I can say without reservation that even in an unsettled economy, talent will out. Good people, by definition, take charge. The interview is your fresh start We can thank John Kador that it will never again be a blank sheet JANICE BRYANT HOWROYD Founder ceo. Chairman ACtI Personnel services Torrance. California
ered), I can say without reservation that even in an unsettled economy, talent will out. Good people, by definition, take charge. The interview is your fresh start. We can thank John Kador that it will never again be a blank sheet. JANICE BRYANT HOWROYD Founder, CEO, Chairman, ACT-1 Personnel Services Torrance, California FOREWORD xi
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ACKNOWLEDGMENTS Professionals in the staffing industry may be among the hardest-work ing people in the world. I am gratified to be able to acknowledge so many excellent people who carved time out of their busy days to help me with this book To these authorities, staffing professionals all, I express my gratitude Anna Braasch, Kimberly Bedore, Janice Brookshier, Kate Brothers, Robert Conlin, Bryan Debenport, Mariette Durack Edwards, Sandra Grabczynski, Jeanette Grill, Scott Hagen, Joel Hamroff, Charles Han- dler, Beau Harris, Bob Johnson, Kathi Jones, Robin M. Johnson Richard Kathnelson, Wayne Kale, Houston Landry, Grant Lehman, Joe seph LePla, Nancy Levine, Sonja C. Parker, Liz Reiersen, Jason Rodd, Tony Stanic, Susan Trainer, Tom Thrower, and Robin Upton On occa- sion, I chose to ignore their advice and suggestions. If there are errors in this book, therefore, they are all mine Special thanks go to Janice Bryant Howroyd for writing a very pe sonal Foreword and to Melanie Allred Mays and Gary Ames for giving my readers the benefit of some sharp intellectual property. Part Ill of this book would be impoverished, indeed, without their contributions. I thank Melanie Mays for the Company Cultural Survey and Gary Ames and Dr. Wendell Williams for the organization and many of the ques- tions in Chapters 9-12. Once again I am indebted to Dr John Sullivan, professor and head of Human Resource Management at San Francisco State University, for sharing with me his experience and perspective on every aspect of the staffing process. I especially appreciate John for sharing the"superstar questions in Chapter 13 Copyright 2002 The McGraw-Hill Companies, Inc. Click Here for Terms of Use
ACKNOWLEDGMENTS Professionals in the staffing industry may be among the hardest-working people in the world. I am gratified to be able to acknowledge so many excellent people who carved time out of their busy days to help me with this book. To these authorities, staffing professionals all, I express my gratitude: Anna Braasch, Kimberly Bedore, Janice Brookshier, Kate Brothers, Robert Conlin, Bryan Debenport, Mariette Durack Edwards, Sandra Grabczynski, Jeanette Grill, Scott Hagen, Joel Hamroff, Charles Handler, Beau Harris, Bob Johnson, Kathi Jones, Robin M. Johnson, Richard Kathnelson, Wayne Kale, Houston Landry, Grant Lehman, Joeseph LePla, Nancy Levine, Sonja C. Parker, Liz Reiersen, Jason Rodd, Tony Stanic, Susan Trainer, Tom Thrower, and Robin Upton. On occasion, I chose to ignore their advice and suggestions. If there are errors in this book, therefore, they are all mine. Special thanks go to Janice Bryant Howroyd for writing a very personal Foreword and to Melanie Allred Mays and Gary Ames for giving my readers the benefit of some sharp intellectual property. Part III of this book would be impoverished, indeed, without their contributions. I thank Melanie Mays for the Company Cultural Survey and Gary Ames and Dr. Wendell Williams for the organization and many of the questions in Chapters 9–12. Once again I am indebted to Dr. John Sullivan, professor and head of Human Resource Management at San Francisco State University, for sharing with me his experience and perspective on every aspect of the staffing process. I especially appreciate John for sharing the “superstar” questions in Chapter 13. xiii Copyright 2002 The McGraw-Hill Companies, Inc. Click Here for Terms of Use
ACKNOWLEDGMENTS For reading the manuscript and giving me many valuable sugges- tions, I appreciate Anna Beth Payne, associate director of the Counsel ing and Student Development Center, Northern Illinois University, and Alan Farber, assistant director, Career Planning and Placement Center, Northern Illinois University, DeKalb, Illinois And finally, I'd like to thank the many job seekers on job board tround the world who contacted me after reading my increasingly des perate posts for great and dumb interview questions. Your emails make an author's day Note to readers: Many of the staffing professionals who helped me with the book are willing to be resources for readers. Check my Web site (www.jkador.comforalistoftheircontactinformation
For reading the manuscript and giving me many valuable suggestions, I appreciate Anna Beth Payne, associate director of the Counseling and Student Development Center, Northern Illinois University, and Alan Farber, assistant director, Career Planning and Placement Center, Northern Illinois University, DeKalb, Illinois. And finally, I’d like to thank the many job seekers on job boards around the world who contacted me after reading my increasingly desperate posts for great and dumb interview questions. Your emails make an author’s day. Note to readers: Many of the staffing professionals who helped me with the book are willing to be resources for readers. Check my Web site (www.jkador.com) for a list of their contact information. ACKNOWLEDGMENTS xiv
Ⅰ NTRODUCTION The landscape for job seekers today is more treacherous than at any time in recent memory. In other words, if you want a job today, you may actually have to work for it. Just a few months ago, the job interview was an opportunity fo andidates to present their demands and screen the best offers. Today the tide has turned and employers are running the show again. It's no longer enough to be qualified. If you want a job in today 's business en- vironment, you have to shine in the job interview. One way to really shine is by asking questions. Questions are the est way for you to demonstrate that you understand the company's challenges, emphasize how you can help the company meet them, and show your interest in the most unmistakable manner possible--by ac- tually asking for the position. This book will help arm you with new interview questions and techniques for selling yourself and getting the job you want After more than a decade of job seekers calling the shots, the col lapse of the dot-com economy has resulted in a much more restricted hiring environment. Employers can now afford to be much more choosy. With dozens or even hundreds of applicants competing for every job, employers are raising their standards Competition for jobs has never been higher. The ease of recruiting with the Internet has radically decreased the expense of accumulating resumes. Today, you are competing not only with other job seekers from the same community, but with highly qualified people from all Copyright 2002 The McGraw-Hill Companies, Inc. Click Here for Terms of Use
INTRODUCTION The landscape for job seekers today is more treacherous than at any time in recent memory. In other words, if you want a job today, you may actually have to work for it. Just a few months ago, the job interview was an opportunity for candidates to present their demands and screen the best offers. Today the tide has turned and employers are running the show again. It’s no longer enough to be qualified. If you want a job in today’s business environment, you have to shine in the job interview. One way to really shine is by asking questions. Questions are the best way for you to demonstrate that you understand the company’s challenges, emphasize how you can help the company meet them, and show your interest in the most unmistakable manner possible—by actually asking for the position. This book will help arm you with new interview questions and techniques for selling yourself and getting the job you want. After more than a decade of job seekers calling the shots, the collapse of the dot-com economy has resulted in a much more restricted hiring environment. Employers can now afford to be much more choosy. With dozens or even hundreds of applicants competing for every job, employers are raising their standards. Competition for jobs has never been higher. The ease of recruiting with the Internet has radically decreased the expense of accumulating résumés. Today, you are competing not only with other job seekers from the same community, but with highly qualified people from all xv Copyright 2002 The McGraw-Hill Companies, Inc. Click Here for Terms of Use