Let's get back to our interview about interviewing....don't forget to check out Judi Perkins at www.findtheperfectjob.com and Carole Martin at www.interviewcoach.com

3.What should IT professionals be aware of when interviewing?

Judi: That their IT skills, or the technology aspects of their profession, aren?t sufficient in and of themselves, especially because traditionally IT is mostly measured by that very thing. But whether it?s someone who staffs a help desk or a Systems Manager or a CIO, it?s still about how well you did it, not just what you did or can do. Almost every single job seeker's resume is full of job descriptions instead of accomplishments. Job descriptions  and mere skill statements do not differentiate one person from the next.

If you oversee a help desk of 12 people and three shifts, are you going to do it in the same manner others in your position at other companies do? Or the person who held the position before you? Or will after you? Of course not. The differences , the positive impact that you specifically had holding that title are what you need to discuss, because again, it's a sales thing. You're selling your skills, your decision making ability, your experience. You're selling who you are as a person.

So its not just about a team that answers incoming calls and solving problems, its about how you typically trained the technicians to deal with people; did you emphasize going the extra mile to find a solution; how timely were problems handled, and most importantly, what were some examples. You should include the outcome and the benefit of having solved the problem.

For a Systems Manager, its the same formula, if you will. Its not just about upgrading equipment or handling security breaches or implementing a help desk or handling problems. Its about how that equipment was upgraded and why and what the results were and who benefited. If you set up a help desk then you need to include why and how it was set up, what problems were encountered and how they were resolved, what the benefits were to the organization. The interviewer isn't hiring a title or a set of skills, they?re hiring a person of which those things are only a part. Not only do they want to do know what you can do, but how you think and process problems, why you make the decisions you do, to what degree do you understand the impact of your responsibilities.

If you don't share the details, someone else will share theirs, and that?s the one who will get the job. There's no place for false modesty. You need to be confident, aware of what you did and how it benefited your company and how that will benefit the company with whom you?re interviewing. IT skills alone aren't sufficient.

Carole: The IT professional should be aware of the latest technology trends. What makes them unique? What can they bring that the next guy can't bring?
Like other professionals, they should be aware of the needs of the employer, the culture, and have general knowledge of the company's mission and values - and if they are in-line with their own.
Job posting/job descriptions are very important - particularly if they give a great deal of detail. You can't solve the "customer's problems" - in this case the employer's problems - unless you understand what they need.
Since IT professionals are problem solvers this should be a new challenge - to find out what the problem is and then to let the interviewer know that YOU are the solution to the problem.

4. How should our readers prepare for phone interviews? Judi: They need their resume in front of them as well as a list of questions. They need complete privacy and quiet, so a phone interview should never, ever be done at work, no matter how much privacy you think you have in your own office. They need to practice speaking to someone, because with no other cues than the voice, all those fillers become very pronounced and thus distracting. They need to be aware that a short silence seems eons long. So if they need to think about something, then they should say, ?Let me think about that a moment,? rather than just falling silent. They need to be aware that?s true on the other end also. A phone interview is a screening tool for both the interviewer and the job seeker, though so many job seekers forget that last part. But it?s generally over when the company has found out what they need to know. So if the interviewer ends the phone call, you didn?t find out everything you need to know, and you?re invited for an in-person interview, go!

 In any case, whether you're sure you want to proceed to the next step or are still determining your interest in the position, express enthusiasm and appreciation for the person?s time. If you're really excited about it, say so! You don't have to give a stiff, stilted, Thank you very much. I appreciate your time. I look forward to meeting you.? You can say, This opportunity sounds fantastic and the company sounds great. I'm really excited about it and looking forward to meeting you in order to learn more!? Who doesn't like to be liked and appreciated?

By the same token, if at the end of the phone call, you're invited in for an interview and know you don?t want to go further, then all it takes is merely saying, Thank you so much for your time, but I feel this particular opportunity is not for me. I wish you the best in finding the right person.?

Carole: You just never know when that phone is going to ring. Lets say the phone rings just as you are about to sit down for dinner, but this time its not a pesky telemarketer, its a company recruiter calling. The voice on the other end of the phone says she is calling about a resume you sent in six weeks ago. What, six weeks ago? I sent out 40 resumes in the past six weeks? Who exactly are you and what was the job you are calling about?  You've been caught off-guard!
The telephone screen call can come at any time,  day or night. Some interviewers find evenings the best time to catch people at home, where they will be able to talk more candidly. That being the case, you should be on-call and prepared to receive a telephone interview at any time.
Even though you cannot control the timing of these calls, there are some steps that you can take to not be caught off-guard.
1. Get organized. Set aside your materials as though you were going to a face-to-face interview. Have a folder with job postings or ads you have answered, along with company information. If you have several versions of your resume, attach the one relevant to the particular job posting. Keep this folder in a specific place so you can get to it in less than a minute. When the phone rings at an unexpected moment, tell the caller to hold and then grab your folder.
2. Be prepared. This is key to any interview, but for the telephone interview it is essential. Practice with a tape recorder to hear the level of enthusiasm in your voice. The key to telephone interviews is projecting an upbeat image through the sound of your voice and the words you use.
3. Know what they are looking for. Look over the job description to see what the company is seeking in a candidate. If you don't have a good description, look at other postings of similar positions to see what is being asked for. Compare what you have to offer against what they are looking for. Be ready to let the interviewer know what a good match you are for the position.
4. Alert the household. Be sure everyone in your household, children, roommates, etc., are aware that you will be receiving calls from recruiters and companies. The phone should be answered in a polite, professional manner. While you're at it, make sure your voice mail message is also professional and upbeat.
 
Telephone interviews, typically conducted by a human resources staff member or a hired recruiter, are used as screening tools to save time and money. By asking key questions, the interviewer determines whether or not its worthwhile to pursue you further as a candidate. The screenings may consist of a few quick questions or as much as a one-hour grilling.

5.How should candidates follow-up after an interview?

Judi: What a hotly contested topic. I am an absolute fanatic when it comes to endorsing follow up while so many others do not and umpteen job seekers are uncomfortable with it. In my Vault columns, I've gotten blasted for being a proponent of it. So I like the assumptive nature of this question.

A thank you letter, obviously. Not handwritten,  that's for bridal showers and personal things. Its a business affair so its a business letter. Hopefully you took notes during the interview so you have some specific points to refer to, and if you interviewed with more than one person, then you can customize each letter a bit.

Beyond that, when you left the interview, you should have asked when they expected to make a decision. So if by that time you haven't heard, then you call. Not email, call. Sometimes you have to find a way to move things faster. If you have an offer from another company and you know the company is serious about you, then let them know what?s going on. This is a tricky one, and all follow up beyond one telephone call takes finesse. The wording and the timing makes a difference, because theres a very fine line between being annoying, rude or presumptive and being persistent, professional, and showing continued interest.

As a general rule though, follow up should be done. It demonstrates interest and enthusiasm and helps to set you apart. Companies want people who will stick around, and one of the best indicators of that is a candidate's enthusiasm and assertiveness regarding the position. If you don't get them on the first follow up call, leave a voice mail. If you don't hear in a few days, call again. If you don't hear a week later, send a letter. If you still don't hear, they've probably already made the decision to hire someone else, but I assure you, its not because you followed up.

Carole:

• As soon as possible, write down what you are thinking and feeling.

• Later in the day, look at what you wrote and assess how you did.

• Write a follow up/thank you letter. Remind the interviewer of your qualities. (these can be sent by email if that is the manner of the interaction with the interviewer).

Your letter could be the tie-breaker between you and two, or even three, candidates so put some thought and effort behind what you say. Even if it doesn't get you the job, what do you have to lose? Hedge your bet it could land you a job.

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