This is your one opportunity to uncover and overcome unspoken concerns or objections by the interviewer.  You will not get a second chance to address objections, which could simply be a misunderstanding or disconnect by the interviewer.  If you uncover potential concerns, then you can address them directly and face-to-face, which you can also reinforce in your thank you letter.  Fail to uncover concerns or objections by the interviewer, and weeks later you will be left wondering what went wrong.  On the flip side, it is more likely that you will not uncover any concerns or objections, which will help serve as a sort of barometer of how you have performed during the interview.  I call this a soft, but premature, buying signal. 

Let’s recap.  You successfully answered all questions asked.  You prepared and asked a strong, insightful list of questions of the interviewer, including when you should expect to hear of the company’s timeframe to make a decision.  You are all set, right?  WRONG!  Now you have to seal the deal, which for many a job candidate can be the most difficult and intimidating part of the whole process.  You have to…wait for it…ASK FOR THE JOB!  That’s right, you have to ask for the job.  Companies want to hire job candidates who can prove and demonstrate their excitement and enthusiasm to come aboard.  However, there is a certain art and subtlety to asking for the job.  You can’t simply and overtly blurt out “So, when can I start?” 

Instead, you need to take softer approach to asking for the job.  Try this:  “Thank you for taking time to meet with me today.  I want to emphasize that I really want this job.  It’s a good match for my experience and qualifications working in [insert function and/or industry], and I am confident I can make a strong contribution and add value to your team.”  If you conclude the interview in this manner, you will exit a proud peacock booming with confidence.

Back in mid-January, I posted an unscientific poll to try and get a sense of what people actually think about the state of the current job market.  I elected not to vote (I would have voted Same as last year because that is how the market feels).  Due to low participation, it is very difficult to draw any concrete conclusions.  The total number of votes (24) is statistically insignificant.  Nevertheless, I have posted the results below.  Again, the question is:  How would you describe the job market today?

Worse than last year 17% (4 votes)
Same as last year 29% (7 votes)
Slightly improved 50% (12 votes)
Much improved 4% (1 vote)
Total Votes: 24

If asked, I would have guessed that the majority of participants would describe today’s job market as either “Same as last year” or “Slightly improved.”  My instincts were correct…79% of respondents (19 in total) voted either “Same as last year” (29%) or “Slightly improved” (50%).  One person voted “Much improved” while the remaining 17% voted “Worse than last year.”  Again, this was not a scientific poll by any stretch.  This was simply my attempt to take the pulse of potential job candidates regarding today’s job market within the context of experiencing historically high unemployment and underemployment rates (currently 9.7% and 16.5%, respectively).

Armed with the aforementioned information, I began to think about how job candidates should react and respond to today’s job market and high rate of unemployment.  I think the one thing we can all agree on is that this current job market is far from typical or the norm.  Since we have ventured outside of what I regard as normal job market conditions, that means we should be reacting and responding with a heightened sense of urgency and alert.  I am not convinced that job candidates are doing this.  As human beings, we are conditioned to go with what we already know and do that which makes us feel comfortable and secure.  We tend to play it safe by repeating and retracing our steps from the past.  Change never comes easy…for anyone.

Unfortunately, playing it safe will not help you or anyone else in terms of conducting a job search in today’s job market in the context of historically high unemployment.  Now is the time for self-reflection and honesty.  Everything you do relative to your job search should be thoroughly examined and questioned.  What you did back in 2007 no longer applies; it is not good enough.  Examine everything and remember to wear your thick skin.  Your willingness to be your own worst critic—no matter how difficult or painful the process—will help you to break away from the status quo and enable you to prepare to go on the offensive.  To be sure, there are jobs out there to be had.  But only the most well-prepared, well-heeled, well-networked, aggressive and self-aware job searchers will find and get them. 

This does not mean that you have to go out and hire a life coach and professional resume writer to overhaul your professional appearance, life and documents (e.g., resume, cover letter and reference sheet).  But it does mean that you need to take you to the next level and beyond.  By you, I mean your preparation, your appearance, your process, your cover letter and resume, your thank you letter, networking, follow-up efforts, professional online profiles…EVERYTHING!  Leave no stone unturned and take nothing for granted.

What can we do about it? First, take a pass on you throwing yourself a pity party. Sitting and sulking might feel right at the time, but it is not productive and will only create negative energy, which will ultimately divert your time and attention away from your number one priority…your job search. You need to play a game called “Get over it!” What is productive is taking some time to reflect on your interview performance. I am sure you think that you gave a killer interview–and maybe you did–but sometimes things just don’t go our way. Like the bumper sticker says, “Crap happens!” Wipe the slate clean, accept that you lost this small battle, and commit yourself to winning the next one. Learn to be critical of yourself. It is imperative to understand that everything can be improved upon. To borrow from the marketing geniuses over at Lexus, you should be relentless in your pursuit of delivering a perfect interview performance. I know–nobody is perfect. But that’s not the point…you should strive for perfection nonetheless.

Really think about your interview preparation and overall process. Could you have been better prepared? Were your answers to questions polished, succinct and relevant? Did you incite in the interviewer an “eager want?” Did you provide anecdotal stories, evidence and specific examples to demonstrate your ability to generate positive results and tie it back to the questions asked? Did you display and showcase your top shelf qualities, skills, abilities and accomplishments? Did you ask open-ended questions regarding the company, the position and the hiring manager to demonstrate both your preparation and curiosity? Did you ask for the job at the conclusion of the interview? Did you walk away from the interview feeling like you owned it? Did you send a strong thank letter to the interviewer(s)? Maybe you did all of these things and placed a cherry on top for good measure; or maybe you didn’t. The point is this…even if you delivered an Oscar-worthy interview performance, you did fall short of perfection. We all do (that’s the price we pay for being human). Since interviewers are often reluctant to share specifics as to why you were removed from further consideration, we are left alone on our own little island to contemplate our failure. Just know that you can and will do better next time if you commit to yourself and your own individual pursuit of perfection.

You want to learn as much as you can about the company, the position and the hiring manager.  You do this by asking open-ended questions.  You cannot elicit the information you need to learn by asking closed-ended, yes or no questions.  I have attached a list of twenty interview questions that I rely upon for interviews (click the enclosed link). Questions to ask the Interviewer.  I have broken them into three distinct categories:  1) Company-specific questions, 2) Position-specific questions, and 3) Manager-specific questions.  I have asked each of these questions during interviews many times, but NEVER during the same interview.  You want to be very careful that you do not overwhelm the interviewer, as you do not want to appear to be conducting a more thorough interview than the interviewer.  Let’s face it…no one really likes an inquisition.  I suggest that you pick 5 – 10 questions that suit your preference and which you would ultimately like answered.  I would encourage you to select a healthy mix of all three categories. 

By asking thoughtful and inquisitive questions, you will demonstrate both your seriousness and preparation.  The information you gain from these questions could very well determine whether or not you want to work for the hiring manager and ultimately the company.  In this regard, this information is invaluable.  For example, I simply cannot bear to work for someone who is a micro-manager.  To make this determination, I simply ask the hiring manager to describe his or her management style.  I also want to know if the company fosters work-life balance.  Therefore, I ask the interviewer to describe company’s culture.  I feel that it is imperative that candidates know what they are potentially getting themselves into; which can be determined simply by asking what the most immediate challenges of the position are that need to be addressed in the first three months of hire.  If you are as curious as I am to know about the merit system for bonus incentives, then you want to ask about the reward system for top performance.  I’ll bet you are interested to know what the company’s future might look like; which is why you would want to ask where the company is going in the next 3 – 5 years.

To determine the timeframe of the hiring process and ultimately next steps, you need to ask.  This is VERY important information.  If you are looking for an opportunity to overcome unspoken concerns or objections by the interviewer, then the interview is the best time to ask.  You will not get a second chance to address objections, which could simply be a misunderstanding or disconnect by the interviewer.  Don’t leave anything to chance…ASK!

Do you know what’s on your top shelf?  No, I am not talking about your liquor cabinet.  Are you prepared to discuss the very best that you have to offer as a candidate?  In other words, your top skills, abilities, results, achievements and accomplishments.  Better yet, what stories can you share with the interviewer to demonstrate what’s on your top shelf that relate directly to the questions being asked?  With that said, are you ready to discuss the best you have to offer?

I have participated in many interviews, both as a candidate and as the interviewer, and I have NEVER been asked about my top shelf in the literal sense.  Let’s change the nomenclature…have you ever been asked about what you bring to the table during an interview?  I have.  It is not a question for which you want to be unprepared.  To be clear, it is not common to be asked this question.  What’s more, I am not a strong proponent of preparing to answer specific questions simply because you have no way of knowing what questions you will be asked.  With a few notable exceptions (e.g., What do you know about the company?), I strongly endorse that you prepare for an interview by becoming an expert on you.  Not only do you need to know exactly what’s on your top shelf, but you have to be prepared to sell it.  Remember, this should be your premium stuff; the best of what you have to offer.  One of the most effective ways to articulate and share your top shelf with an interviewer is to tell anecdotal stories to answer questions.  It is one thing to spout off facts and figures, and while potentially impressive, remember that stories are what captivate and engage human beings.

Anecdotal stories that are woven around and incorporate your top shelf will supercharge your candidacy.  They help us to see the forest through the trees.  Stories allow us to relate and connect and feel.  So, which stories should you prepare in advance?  Well, they should relate back to both the position description and especially the requirements.  These stories should demonstrate the best of what you have to offer in a manner that clearly and convincingly illustrates your ability to generate positive results.  I would suggest preparing 3 – 4 solid examples in advance. For extroverted personality types, this should be an easy assignment.  For introverted personality types, this may require you to step outside of your comfort zone.  While this may not come naturally to everyone, it is absolutely essential if you intend to advance through the hiring process and ultimately land an offer.  As I often reiterate, no one can do a better job of selling you than you.  You do not have to memorize your stories word for word, but know what the problems and challenges are,  know the facts and deliver the solutions that generated positive results.   Anecdotal stories from your top shelf that display and showcase the very best of what you have to offer—what you bring to the table—will give you the edge you need to win over the interviewer.

Sample Thank You Letter

In order to take this important step, you need to have the interviewer’s contact information. I strongly suggest that you ask the person you are interviewing with for his or her business card prior to commencement of the interview. Consider this step to be an important best practice. Usually, the interviewer will offer you his or her business card, as is proper business etiquette, but this does not always occur. This is something I do not only when I interview, but when I go on a sales call. You literally cannot follow-up without the person’s contact information. By asking for it up front, you no longer have to remember to ask for a business card at the end of the interview; which is when you are more likely to forget. For phone interviews, simply ask for the person’s contact information up-front so that you can follow-up with any questions you may have post-interview.

Referring back to conversation topics of interest or importance to the interviewer within your thank you letter is a good way to set yourself apart from the competition. If you discussed part of your work-folio (i.e., handouts that you can share with the interviewer that demonstrate your achievements, qualifications and/or credentials), then you may want to consider including a select piece from your work-folio as an enclosure. Remember, your primary goal is to make a positive first impression and make it to the next interview round. This crucial step will help you accomplish this goal.

Finally, be sure to inquire about next steps in the interview process along with the expected timeframe. The interviewer will communicate to you when they expect to inform candidates regarding next steps in the interview process. Take note of when you should expect to hear back from the company. If you do not hear back from the company within the timeframe quoted by the interviewer, then you have earned the right to follow-up with that person by phone or e-mail and inquire about the process and next steps. A word of caution is warranted. Do not, under any circumstances, contact the interviewer before the timeframe has expired. To do so demonstrates your inability to listen and follow simple instructions, not to mention impatience on your part. Do not give the interviewer a reason to screen you out of the running.

In my next posting, I will submit and share a sample thank you letter.

I could not believe that I had just wasted so much time, energy, effort and resources. I made a promise to myself to NEVER repeat this mistake again. So, how do you avoid making such a wasteful misstep? You would be surprised to learn that it is pretty easy. I suspect that there a number of professionals out there who may disagree with my suggestion, but if you value your time and resources along with that of the hiring company, then continue reading. Before scheduling the first interview, simply state the following: “To ensure that we are on the same page, and to avoid wasting any of your time and resources along with that of my own, do you mind sharing with me the salary range for this position?” The interviewer may ask you what you currently make. You then respond as follows: “My salary, not including incentives and bonus, is in the [insert low-, mid-, or upper- range of your salary level].”

I have an important caveat to share…if you are out of work and/or job searching for a position whereby compensation is not one of your top priorities, I would not implement this strategy. Again, I want to emphasize the following: If your primary focus is to find new employment due to job loss, if you are underemployed and/or you are experiencing an adverse job situation with your current employer, then I would not focus on the issue of compensation at all.

Otherwise, I do this for EVERY company for which I interview. And you know what? Each and every time I ask this question, the person I ask completely understands why I am asking the question and actually appreciates that I have respect for their time and limited schedule. And best of all, they ALWAYS answer my question in a straightforward manner. I have never lost out on an opportunity because of this tactic, nor has an interviewer found it to be intrusive or overly aggressive. As I said before, some people, especially the so-called “Professionals” will completely disagree with me. I say let them.

My results always speak louder than the pundits. Since that lesson-learning experience, I have never wasted an interviewer’s time or my own due to starting-salary questions or concerns. The professionals think this takes away your leverage and ability to negotiate. This is nonsense. First of all, the hiring company will inquire about and confirm your past salary history by way of your completion of a job application. Second, almost everything in a job offer can be negotiated, although not always to your satisfaction. Third, why would you want leverage if the job offer is significantly below what you consider to be acceptable? Getting on the same page with a company regarding salary upfront will only benefit you. This will not compromise your ability to negotiate a forthcoming job offer.

As is often the case, the hardest lessons often make for the best teachers.

Upon reciting the primary job responsibilities that garnered my attention, I confidently asserted: “That is exactly what I do today for my current employer, and I have the track record and results to prove it.” Not only did I successfully progress through the interview process, I was offered the job. I ultimately declined the offer, but that is not the point. By going on the offensive early on during the interview, I gained an important upper hand. Remember, interviews are all about making positive first impressions. Well, I made a very positive first impression by asserting myself the way I did when asked about what interested me in the job. According to Dale Carnegie–author of How to Win Friends and Influence People–I had “aroused in another person an eager want.”

I simply compelled the interviewer to want to learn more about my candidacy by demonstrating upfront that I was a good fit for the job. And I did it by focusing on the needs of the company. From that point on, I decided that this was the best and most effective way to stack the odds in my favor. However, I realized that not all interviewers will ask the question: “What interests you in this job?” So, I decided that as soon as I sit down with the interviewer, I would immediately thank the interviewer(s) for their time and then express my enthusiasm for the opportunity upfront and then launch into why (as illustrated above). Simply put, I was selling my services to the interviewer. I cannot over-emphasize the importance of doing this, because nobody will do it for you.

This approach does require a certain level of assertiveness and fortitude. For many, this approach will feel very unnatural. For Type “A” people, this approach will likely be instinctive and feel very familiar. It does require some practice. I can promise you this…if you make the commitment to yourself and incorporate this approach into your interview preparation, you will take your game to a completely different level. Your competition will not stand a chance. What best practices do you incorporate into your preparation process and how have these practices helped you to ace interviews and get job offers?