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Jeffrey G. Allen
John Wiley & Sons, Inc.
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The Complete Q&A Job
Interview Book Fourth Edition
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Other books by Jeffrey G. Allen, J.D., C.P.C.
HOW TO TURN AN INTERVIEW INTO A JOB (also available on audiocassette)
THE RESUME MAKEOVER
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Jeffrey G. Allen
John Wiley & Sons, Inc.
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Copyright 2000, 2004 by Jeffrey G. Allen. All rights reserved.
Published by John Wiley & Sons, Inc., Hoboken, New Jersey. Published simultaneously in Canada.
No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 750-4470, or on the Web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008, e-mail: email@example.com.
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Library of Congress Cataloging-in-Publication Data: Allen, Jeffrey G., 1943
The complete Q & A job interview book / Jeffrey G. Allen.4th ed. p. cm.
ISBN 0-471-65125-7 (pbk.)
1. Employment interviewing. I. Title: Complete Q and A job interview book.
II. Title: Complete question and answer job interview book. III. Title. HF5549.5.I6 A43 2004 650.14'4dc22 2003063489
Printed in the United States of America.
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To my wife Bev;
to our daughter Angela;
to our son (in-law) Rudy;
to our grandchildren Jonathan and Gabby;
and to Janice Borzendowski
for her capable assistance in the research
and preparation of the script manuscript.
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Chapter 1 Personal and Family Data 15
Chapter 2 Educational Background 31
Chapter 3 Character Traits 45
Chapter 4 Initiative and Creativity 79
Chapter 5 Management Ability 89
Chapter 6 Career Objectives 103
Chapter 7 Suitability for Target Job 113
Chapter 8 Salary Negotiations 139
Chapter 9 Experience and Training 151
Chapter 10 Technology Know-How 199
Chapter 11 Interrogation Questions 211
Chapter 12 Outside Interests 227
Chapter 13 Questions to Ask the Interviewer 237
About the Author 248
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A job interview is a screen test, an act. Getting hired depends almost completely on the actor factor. If you know your lines, perfect your delivery, and dress for the part, youll get hired. If you dont, you wont. No retakes. No bit parts.
For almost a decade, I was behind a personnel directors desk, interviewing applicants of every age, stage, and wage, every day (and nightin my sleep). Ive probably read every book on how to interview. Ive taken courses on it. Ive even trained supervisors on how to do it.
I rapped nonstop about interviewing techniques: directive or nondirective, specic or general, closed-ended or open-ended, structured or unstructured, restricted or unrestricted, window, choice, hypothetical, theoretical, interpretive, lead-ing, loaded, stress, interrogation, machine-gun, multiple, double, curiosity, and so on.
Interviewing is a welcome break for supervisors and keeps a lot of personnellers off the unemployment line. But studying interviewing techniques is a total waste of time for a serious job seeker. At best, studying them will get you tired long before youre hired. At worst, it will intimidate you. In-terviewing hasnt changed since Laurel hired Hardy. Its just as comical as it has always been.
Now you can memorize the script in advance. There are only so many questions that can be asked and only so many ways to ask them. Oh, there might be minor variationslike the accent of the interviewer, his or her tone of voice, or a pause here and there. Experienced jobgetters appreciate them. Otherwise, theyd undoubtedly start snoring before the offers were extended.
Because interviews are so predictable, theyre control-lable. Only the places and faces changenot the words. And
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you can have them all embedded in your subconscious, ready for instant replay at the drop of an interesting job lead.
I knowyou think background, qualications, or experi-ence have something to do with getting hired. Youre rightnot about the job, though. About interviewing! The director only knows what you show. Thats why the actor factor is so critical.
Twenty-ve years ago, I developed the only measure that counts: the interview-to-offer ratio. If you ask enough people, youll nd the ratio averages twelve to one: It takes twelve in-terviews for the average person to get one job offer. That means for every person who intuitively knows how to get hired every time (or uses our techniques), some walking wounded is limping into his or her twenty-fourth interview. For every two people who know, theres someone being car-ried into his or her forty-eighth, showing battle scars and telling war stories. Destroyed, not employed.
After a while, these folks live with a self-fullling prophecy: rejection. They might as well just call the inter-viewer and say, Im canceling the interview. Your time is too valuable to waste with me. Theyre destined to ub their lines from the time the rst board claps.
Tragic. Even more tragic when that interview-to-offer ra-tio will tumble down for anyone wholl just follow the pro-grammed interview system automatically. Its nothing more than preparing that amazing computer between your ears to signal your mouth and limbs to move in the right way at the right time.
Unlike your conscious mind, which understands, judges, and controls (thinks), your subconscious mind stores infor-mation. If you give it the right input (images and cues), the output (words and actions) will be right, too.
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The input about interviewing that is now stored back there in your subconscious is probably based on a few random encounters when you were looking for a job. You were ner-vous, unprepared, and probably dont even consciously re-member how you reexively responded. In fact, applicants forget 90 percent of the dialogue within hours after leaving an interviewers ofce! Some are lucky if they even remember their own names when they leave.
This is no way to learn how to respond to something so predictable as an interview. Theres no positive reinforce-mentno disciplined practice, either. How unfortunate when your livelihood and personhood are on the line.
At rst most people are afraid theyll be like a bionic with a broken brain and will just talk or move out of context. Not a chance. The subconscious just stores. Words and ac-tions will happen naturally when the time is right. Youll adapt the delivery to your own vocabulary and mannerisms like any accomplished actor. Thats why interviewers will never know youre using the system. They wont care, either. They want that job requisition off their desks and out of their lives for as long as possible. Theyll even coach you if you know your lines.
Oh, maybe you have some moral problems with using the actor factor to your advantage and not being yourself. If so, I suggest you ask a past interviewer for the rating forms he or she used on you. It wont get you hired, but it