A colleague asked me about my worst interview experience the other day. He wanted to contrast it to his, to see if he should be offended :-)

Hiring managers, HR folks, interviewing people are all people. So, it's not surprising that sometimes we don't find them at their best. Here are some of my worst interview experiences:

When the hiring manager changed his baby's diaper during my interview. I was a developer in my mid-20s. I had not babysat for small children, and had no idea about small children. The hiring had brought his toddler into work that day. During the interview, it was odiferously clear that the baby's diaper needed changing. The manager changed it while I was answering questions. Then, worst of all, he left the diaper in his trash next to his desk. The room stunk.

I know a lot more about babies and stinky diapers now :-) But I decided any manager who left the diaper in the trash in the same room as an interviewee was not to be trusted. Managers have the job to create a great environment for their staff.

Sitting in a stairwell because there was no other place to talk. Back in the late '90s, I was interviewing for a consulting engagement. The manager had offered her office to her staff for a meeting. (A reasonable thing to do.) But that left us with no place to sit. She suggested we sit in the stairwell. "No one ever goes there." Well, plenty of people did. I suggested we find a place to have coffee instead, but she persisted. We never did discuss the confidential issues.

No lunch in interview that started 9:30, and ended at 2:30pm. Back in my project management days, a recruiter called me, and pleaded with me to go on an interview. "The job was made for you." I finally agreed, and planned to spend most of a day on the interview. At 1 pm I asked about lunch. "Oh, no one's got the job of feeding you." I suggested we go down to the cafeteria, and I would buy lunch while my interviewer interviewed me. "I'm too busy. Just go yourself."  So astonishing on so many levels.

Not having anyone ready to interview me when I arrived. I arrived on time for my interview, but no one knew who was supposed to see me first.  I gave them 20 minutes and left. If they couldn't figure out how to get going in 20 minutes, this was not the place for me.

Having the interview location change, but no one told me. I was interviewing at a large company with a "campus." I'd discussed the location with the HR person earlier, and when I showed up, the security guard gave me a map and told me to drive 10 minutes away. Now I was late. And, so was my interviewer.

I hope none of these happen to you. If you're a hiring manager, know what you have to do to avoid these problems. If you're a candidate, decide what you can and cannot live with. 

I was speaking with a colleague of long-standing (an old friend). He's newly unemployed. He's been a tester for years, and for the last few years has been a developer. He'd like to keep doing development kinds of work, possibly creating automated tests or for a product. But he's resigned himself to being a tester.

I asked him what he wanted to do. "Oh, development. But no one will hire me for that." I asked why. "Because I was a tester for so long".

Your attitude around a potential job will shine through in an interview. If you would not hire yourself for a particular job, no one else will. Part of your job search is to manage your reactions to a potential job as you search. Some ideas about what you can do:

1. Know what you want to do. If you see a job you could do, but it's not what you want, reassess whether you want to investigate this job. If they hired you, would you work there? Sometimes the answer is "yes, because I'm broke." But more often, the answer is "Hmm, that's not really the right job for me."
2. If you're relatively new to a particular role, and you have a ton of experience in another role, make a list of all the reasons why your more junior role is the role for you. Go back to your resume and take a look at your accomplishments.
3. Use those accomplishments to explain your value to other people. Take the time to articulate your story of why you are valuable in your preferred job. My colleague has a bunch of stories to support how his testing expertise makes him an amazing developer, especially in a test-driven environment.

Your attitude about a potential job has a huge effect on an interviewer. What does your attitude say?

Just about everybody uses Times New Roman. It's the default for Microsoft Word, and although it's perfectly serviceable as a typeface, there are better choices. Perhaps as someone with graphic design and typography training, I'm biased - but steering clear of the default is always a good way to make your CV more distinctive.

I'd stick to serifed typefaces for most purposes - there is a wealth of professional looking, readable faces suitable for using in a CV. Classics such as Garamond or Caslon are good, but delve into your font collection and suit what suits your needs and image best.


Long CVs, along with the closely related CVs-set-in-a-6pt-font, are not the best way to present yourself, even if you do have a massive repertoire of skills. If a CV is too long, you can pretty much guarantee it won't be read - 2 pages is the standard allowance, and works just fine for most people. If you find yourself slipping into smaller font sizes to make it fit, or you are considering going to three pages (or beyond) - you might want to cut out some of the content.

Confirm the date and time of your interview and make sure you get directions if necessary. Check out the travel time either by road or public transport. Make sure you allow for the time of day. If necessary make a dummy run at the same time so that you are completely familiar with the route. Aim to arrive at least 15 minutes before the scheduled start time and then allow another 15 minutes just to be sure. There is nothing worse than arriving late for an interview!

Having sorted out the logistics now you need to start your research into the company or organisation. One of the first questions that interviewers often ask is "What do you know about us?" Have a good look at the company web site but also use a search engine to research as much background information as you can. Having this information will ensure that you can answer that question confidently and also give you the opportunity to ask some smart questions of your own. "I see you've recently opened a new call centre, what CRM package are you going to use?" sounds a lot better than "What time do you finish work on Fridays?"

Make sure you also research your interviewer(s). You may find a profile (or even a CV) on the company web site or try searching for the interviewer's name on the internet. It's important that you know as much as you can about your interviewer and their background as this will enable you to predict the types of questions they will ask and how you should pitch your responses. For example if your interviewer comes from an IT background similar to your own then you can expect a technical grilling but what  if your interviewer comes from a finance background? Clearly you will need to pitch your responses at a different level.

Try to put yourself in the interviewer's shoes. If you were interviewing a candidate for this position what questions would you ask? Try to prepare strong responses to the most likely questions.

If you are working with a recruitment consultant ask them to provide you with a thorough briefing. They may have had candidates who have previously attended interviews with the same interviewer. What questions were they asked? If they were unsuccessful what was the feedback

Try to find out what the format of the interview will be. Will this be a formal/informal interview? Will there be just one interviewer or a panel? Might you be required to make a presentation? Should you take examples of your work? Will there be any kind of technical test?

Remember that interviewers (particularly from HR) often ask "Competency Questions". The theory behind competency based interviews is that past behaviour is often the best indicator of future behaviour. So these questions will often start with "Tell me about a time...." or "Can you give me an example...?" Try to think carefully what competencies are likely to be relevant to the job. If you are lucky they may be listed in the job specification.

If you decide that the competencies will include:

leadership, communication, influencing skills and innovation

Then make sure you that you have a store of good examples of your experience in each of these areas.

The best way to structure your response to competency questions is to use the STAR technique. STAR is an acronym for Situation - Task - Action - Result.

So for example if the interviewer asks:

"Can you give me an example of your ability to provide innovative solutions to problems?"

Using the STAR technique you could answer:

I was the leading a team at XYZ company (SITUATION). I was asked to come up with a plan to improve communication within the project management community and provide a central resource for project management tools and templates (TASK). I created an intranet site which contained all the necessary documents plus a forum for the project managers (ACTION). This has proved extremely successful and I recently received an award from the company congratulating me on the success of this project (RESULT).

Note that you should use I (not we!) in your answer and that this response follows the STAR format, - in simple terms "it's a story with a happy ending"

In preparing for your interview try to prepare as many of these "stories" as you can that will be relevant to the role.

Finally be positive! Taking this amount of care with your interview preparation will give you a head start and ensure that you perform at your best on the big day.

Good luck!

The relationship between employer and candidate has often been seen as a one-way street, with that often-dreaded interview question "why do you want to work here?" spring to mind. However more and more, its the employers themselves who are being asked the tough questions. Following a recent BCS report on how better company cultures would attract more women back into the profession; how much do we look into the company we are applying to?

In the current job market, although many people searching for a new role will be keen to make a swift move back into work, the ways in which people make employment decisions is showing signs of change. For many IT workers, company culture is still high on the job-hunting agenda. Similar to the BCS findings, Computer People's Salary Survey conducted earlier in the year also suggested how the culture of an organisation is key to a happy and contented workforce.  

Some 70% of those questioned placed high importance on the quality of their working environment and culture. Many also saw the culture of a company to be a deal breaker in their choice to apply for a position or not. Findings such as these highlight the shifting onus on companies of all sizes to sell themselves to the candidate rather than vice versa.

A key part of this process involves alerting all potential candidates, male or female, to what your company offers over and above a paycheque. From offering flexible working hours or childcare facilities to regular company-wide social activities or duvet days and sabbaticals, employers that offer the best mix of work and play will be the ones attracting and retaining the best candidates.

You've encountered a recruiter or the hiring manager. He says, "Come on in for an interview." But maybe you've got a lot of experience or you've met a number of people who don't share your vocabulary about the job you're looking for. Somehow, you want to make sure the hiring manager's expectations are similar to yours. A phone screen would solve this problem. But, how do you ask?

I recommend being truthful. Say, "I have a lot of experience, and want to make sure this job is what I think it is, and that our salary expectations are similar." If the manager asks about your salary first, explain that you need to know about the job first to make sure you are valuable enough for him to consider you. You are being honest, and that remark postpones the salary discussion.

Here are questions you might consider asking:
1.    Tell me about the job.
2.    Did the previous person leave? Do you know why?
3.    Give me an example of a really great challenge in this role.
4.    What would a successful candidate look like?
5.    What's the normal salary range for this job?
You don't need a lot of questions, but you do need a few.

If the hiring manager doesn't want to phone screen you, that's data. Why would the hiring manager waste his, his teams or your time if there's not a good match?

So your resume has attracted some attention, and a hiring manager wants to talk to you by phone. Now what?

When you agree on a time for a phone screen, make sure that time really is good for you. If it's only a so-so time, and the dog needs a walk, the baby is crying, dinner needs to be finished, or the goldfish needs attention, don't agree to that time. Look for another day and time. Or, if you're now talking about a week or two out, acknowledge you're potential boss' schedule ("Wow, you are really busy!") and ask if someone else can interview you. Now, keep that time inviolate. Never cancel a phone screen unless you are dead, dying, or really don't care about the job.

BTW, If something does happen, and you do have to walk the dog, pet the goldfish, explain that at the beginning of the phone screen. "I thought this time would be good, but my significant other is still in traffic, and can't be here to take care of his responsibilities, so I am. I'm still willing to talk (if you are), but I have to talk while I walk the dog. Is this going to work for you, or would you rather reschedule?"  Be honest.

Now, between the time you've made the phone screen interview and the actual time, research the company and the person you'll be speaking with. Aside from the company's web site, search their product lines. You not only want to have a little understanding of their products, you also want to see if anyone has anything interesting to say. Use social networking sites to see if you're connected to anyone at the company. If you know someone working there, ask about working there.

Look at your resume and see if there's something you can see that relates well to this company. Think of successes you've had that you think will translate to that environment. I'm not saying you should practice a canned speech, just spend 5-10 minutes in advance thinking.

Now you're ready for the interview. When the person calls, answer the phone with a smile on your face. (Please make sure your phone is charged if you're using a wireless or cordless phone!) People can actually hear the smile in your voice. As the interviewer asks questions, answer with a story describing your experience (not a made-up story, a real story from your background).

With any luck, at the end of the phone screen, the interviewer will ask you about your availability for an interview, or will explain how the company will follow up. If the interviewer doesn't follow up, ask.

That's it. Be ready, be friendly, and be yourself. Not so hard, is it?

You are a technical person. If you are like me, you might be pretty geeky. I don't think there's anything wrong with that (!), but you might need to think about your social skills so you can build rapport with your interviewer.

Building rapport with your interviewer is an intangible thing, but it leads to a great conversation and a way to showcase your skills. Make sure you make contact with the interviewer as a human being.

Here's how:

1. Stand up when you meet the other person, extend your hand to shake, and look at their eyes. Yes, looking directly at someone else's eyes is a Western approach to making contact, but I am. If your culture is different, and you're interviewing with someone else from that culture, do what is appropriate. Standing up is almost always appropriate. In some cultures, women don't shake with men, nor do people look each other in the eyes. But if you're in the West, make sure you do.
2. Give a brief but firm handshake. No limp fish handshakes. Yes, you can practice shaking hands with a friend or family member.
3. Now you're into the small talk part of building rapport. Say, "Hello, it's nice to meet you" or something like that. Now, you can start into the real small talk. "When we spoke on the phone, I was intrigued by something-or-other." Mention the project, or the organization, or the position. That's usually enough to get the interviewer started. But if not, be ready with an open-ended question. "It seems like a really complex project. How is it organized?" 

As you speak through the interview, continue to make eye contact every so often with your interviewer.  Keep your interviewing skills in mind, and you'll do well.

At the end of the interview, ask the hiring manager for a business card so you can write a thank you note. I'm old fashioned and prefer a handwritten note, but an email might be good enough. Learn enough about the hiring manager so you know!

Being geeky doesn't mean you have zero social skills. It just means that you (and I) have to work on them a little. A little practice will go a long way.

Skills are one of the most important parts of a good CV. As a composite, they reflect your sum of experience and the role to which you would be best suited. Most job adverts will have a listing of required or desirable assets, and the ideal CV will intersect with this requested skill set as much as possible.

Caveat employer

However, an individual's skill set is often hard to describe in one short section - and the quantity of experience doesn't indicate quality of experience. A programmer with a purported ten years experience in a given language could potentially be less able than another with just one or two. This can inevitably pose a problem, especially for employers looking for proficient professionals in a particular area.

Those claimed 'ten years of experience' could consist of superficial, occasional usage of the skill in question spanning the last decade, where only the subject surface is scratched and advanced topics are left unlearned. However, just one or two years of more intense, continuous experience within a given field or with a specific language could mean that the applicant is quite proficient.

Decoding stated experience

The above is hypothetical, of course - generally a greater quantity of experience within a field indicates the more skilled candidate. Nonetheless, it is a hazard for both candidates and for interviewers to rely absolutely on the level of skill stated on a CV - particularly using an ambiguous metric such as 'years of experience', or something equally as soft a measurement (non-qualified descriptions such as 'highly proficient', etc).

To really ascertain the level of proficiency in a skill area the candidate should be put to the test - either through an informal Q&A session with a technically-minded person or with a more formal testing procedure.

Presenting your skills

Problems aside, the skills listing on your CV shouldn't be overlooked. In many cases it is the passport through the first stage of selecting the most suitable candidates for interview. Indeed, in the pre-interview phase the CV is the only indicator of aptitude.

If you're applying for a position that mandates a certain skill set, you should think carefully about how best to present the skills you possess with your CV. Should a position state that '3 years of professional experience is required' within a certain field, and you can only claim 1 or 2 but are otherwise of a suitable proficiency, you should ideally emphasise any other contributory experience.

You will need to be careful not to disqualify yourself at an early stage - if you don't meet any posted required standard you may be rejected at the first hurdle. Ideally, the person responsible for reviewing your CV will be aware of some of the issues facing skill metrics.

On the other hand, you must be careful not to overstate your skills - should you reach interview any lack of supposed experience may become apparent. Balance is the key - you need to fit your applicable skills as best you can to the listed requirements, highlighting your skill strengths while mitigating any apparent weakness.

If you're in an interview and your interviewer is not so skilled, you may have to prompt the interviewer to ask good questions. Yes, for those of you who dance, this is called "back-leading." I'm assuming you have prepared yourself in Developing Your Interviewing Skills for Candidates, Part 1: Prepare for the Interview.

Here's how this can play out.

I just love the question (not!): "Why do you want to work here?" My non-career enhancing question is, "Why should I? If you manage like you interview, I don't!" But like I said, that's not helpful.

So here are alternative ways to answer that question:

Candidate: "Let me make sure I understand something about the project" or "Let me make sure I understand something about your environment."  You want to make sure you have a similar project in mind. Now, take your first set of projects, where you thought about your non-technical qualities, preferences, and skills, and answer in ways like this: "I worked on a project like that" and point to the project on your resume. "I enjoyed this part." Now, explain your role, how the project proceeded, what happened, and how you succeeded. What you've done is take an open-ended but meaningless question and turned it into a behaviour-description answer. You've talked about your past experience and given the interviewer a place to start asking you more and hopefully better questions.

Sometimes, interviewers ask another of my not-so-favourite questions:  "Tell me about your strengths and weaknesses."

Instead, give a story about one of your successes on a project. If the interviewer says, "That was a great strength, now how about a weakness?" go back to your homework and turn around one of your strengths. One of my favourite ways to answer that question is: "Well, sometimes at the end of the project, I work too hard." Stop there. If the interviewer asks why that's a problem, you can say, "I burn myself out without realizing it." That's actually a huge problem in projects.  But interviewers who ask these questions might not realize that. Sigh.

Your job is to be prepared.