- Did I make a positive first impression with the "magic four hello"?
- Did the interviewer and I have rapport?
- Did I use tie-downs to secure agreement?
- Did I access my action vocabulary, winner's word list, and success phrases?
- Did I thank the interviewer?
- Did my closing statement lead into the next meeting?
- What did I do wrong?
This is similar to the first interview, with the interviewer asking you a lot of questions and you delivering perfectly timed responses. The difference is that you've now developed a clearer profile of your interviewer and the target job (with a little help from your friends) and know what drives the audience wild. Then there's . . .
This interview tends to be informational rather than personal. Review your scripts and your notes to rehearse the buzzwords, inside information, and technical data. Be prepared to demonstrate exactly how your background, experience, and skills enable you to do the target job. It's a more objective approach, and you can be fully prepared.
Even before the second interview is over, you'll know if an offer is on its way. Phrases like, "when you start" and "your role would be ..." tell you they already imagine you in the position.
This is an excellent time to customize the position to your needs as well as the employer's.
If accepting their offer would require relocation, learn exactly how much leeway you have in a starting date. You don't want to start a new position under the pressure of a rushed move, an unsold house, and a frantic family. Inquire about the company's relocation assistance.
Analyze the positions below and above the target job. If the title is "manager" but there is no one reporting to you, determine just how much authority and support you will have.
If the position is new, find out how yours will relate to other positions in the company. Some creative negotiating now will make the target job much easier.
Negotiating a salary is much like negotiating a loan: The more you look like you need it, the less likely you are to get it.
If a salary or "range" is mentioned in your first or second interviews, don't react. If you directly are asked to disclose your current salary, give an amount that reflects the value of anticipated raises, upcoming bonuses, overtime, pay in lieu of vacation, and so on.
Your new salary should be a 10 to 20 percent increase over your current (or last) salary. If relocation is involved, 20 percent is the minimum. If the new position involves an increase in responsibility, that should be reflected.
Know all of this going into your salary negotiations, and write down your justification. You'll get justice (unlike after you become an employee).
Once a verbal offer has been made, request a written offer by mail within a week. If you don't, write your own follow-up letter outlining the terms. Send it, and follow up immediately with the hiring authority to make sure you both agree.
Now that you've interviewed, second interviewed, negotiated, and secured an offer, it's time to decide if it's the offer. With your interviewing skills, it's not the only one you'll get. Evaluating a job offer requires you to consider carefully some important factors. They include the usual-salary, benefits, and career potential-as well as others you might not have considered.
What will the working environment be like? How will it differ from what you are used to? If relocation is involved, how will your family be effected? Peak performance on the new job will be aided by a supportive, organized personal life.
If you're out of work now, you may not feel you have the luxury of choosing. But you do. You owe it to yourself, your family, and your employer to find the best possible job from an infinite inventory.
After evaluating the new job and deciding that it's a good opportunity, demonstrate confidence in your decision. The way you accept will set the stage for future negotiations after you start work. If you writhe in pain, then make a qualified acceptance ("Okay, I'll take it, but..."), you'll start off on the wrong foot. It will be stuck on a floodlight. Things can heat up rather quickly like that.
Make sure the offer is right, then go for it. Shake hands, smile, and emphasize how much you're "looking forward" to the "new challenge." In fact, you're "anticipating" the "opportunity" to "contribute."
Don't burn any bridges. It takes forever to rebuild them, even if you don't get lost looking. Give proper notice, help in the hiring of your replacement, and train him or her if you can.
As I noted in The Perfect Job Reference:
The time to get a reference letter from a supervisor is before your coworkers cut your cake. . . . This letter will come in handy in the future if your supervisor runs away from home, goes crazy, dies, or tries to block your career path.
Before you ask for a reference letter, review your accomplishments and results in the position you are leaving, and draft a sample letter. Chances are your supervisor will sign with a sigh (of relief-because he or she won't have to prepare one).
Don't forget to "take care of your people"-those outside and inside the new employer who assisted. A phone call, a sincere
letter, or a thoughtful gift will let them know you appreciated the help-and keep your "net working" for you.
It's your first day on the new job. But some day-hopefully not too soon-you're going to want to move up, on, or out. Write down your accomplishments in your new job so that when it comes time to write a resume, you'll be ready. Keep your contacts continuing and your options open. While your job is a priority, your career is even more important.
