THE PREPARATION

GETTING THAT ONE BREAK

Question: "I have been through many job exams and interviews but none of the companies I applied to have picked me up. One of them didn't even call back after three interviews. How can I get the job that I want?"

The last statement is probably the Bummer of all Job-hunting Questions. After months of endlessly sending our resumes, a jobseeker finally gets a call for a string of interviews: the HRD manager, the immediate boss, the president, and if the company is really very picky, a panel wherein two to as many as ten managers decide his ultimate fate.

Then after the entire ordeal of nervous sweating…total, absolute silence.

Being in the short-list or among the top two candidates probably makes it even worse. Second place doesn't mean anything in the job race. Either get the prize - or go back to square one with resume in hand. Again.

How can one break through the rejection barrier to get that one break?

Remember our race analogy. Job hunting is like a long-distance marathon that requires discipline, diligence, courage, and training to make it to the finish line. Job-hunters need to develop their skills, do their homework, and learn how to present themselves with confidence and intelligence.

Job-hunting can be divided into three phases: PREPARATION, THE POWER RESUME, and ACING THE INTERVIEW.

PHASE ONE: PREPARATION

RULE NO. 1: PERSEVERE. You've only lost if you quit. Never lose sight of your vision of yourself, the kind of work you'd enjoy doing, the position you want to aspire to. Encourage yourself by talking to family and friends who have finally reached success after a long struggle. Read up on publications that will keep your dream always in front of you. So what if it hurts every now and then? Use the pain as your fighting fuel, the way a boxing champ rises up to hit back the challenger who almost knocked him down. Remember: a good man or woman never stays down on the ground for long.

RULE NO. 2: LEARN FROM YOUR LESSONS. Prepare to dig deeper into yourself, even it if means reliving a little of the hurt. Ask yourself objectively: "Why didn't I make the cut? Where did my qualifications fall short of the work requirements? Which part of the interview did I give weak answers? How was my projection?" Go through the event again with a friend who's an industry veteran: Which questions threw you off and made you stammer? Did they mention a core competence that you lacked? How articulate were you in your answers?

RULE NO. 3: MAXIMIZE YOUR SPARE TIME. In-between interviews, do not loaf around in self-pity. Invest in extra education that can make you more marketable to employers: a graduate degree, computer courses, seminars/workshops on corporate core skills (presentation, correspondence, communications, etc.) or specialized skills (sales, marketing, HRD evaluations, scriptwriting, creative writing, etc.)

RULE NO. 4: NETWORK. Talk to people who have in-depth info about your dream job and industry: old classmates, ex-bosses, friends of friends who happen to be decision-makers and insiders. Research on current trends and the in-demand skills. How much of marketing do you need to know for a business development post? Many TV shows are encouraging response through SMS; how concise should a writer's words be?

Ask for tips and moral support, then discreetly spread the word that you're looking for a better opportunity.

DO NOT SETTLE FOR SECOND BEST

In these trying times, it's very tempting to grab the nearest offer. In one sense, that's understandable and even laudable: most HR managers will tell you that, in today's economic crunch, count it a blessing if you have a job, even if it doesn't give the psychic fulfillment you want, or give you the kind of salary that you think you deserve. They'd advise you to take the slack, endure this second (or even third-) best career for a while, hone your skills, until the economy improves to give you better choices.

Yes, there is a certain and very practical wisdom in that thinking. However, remember that second choice should not mean settling for second best. Which, unfortunately, is what many professionals get mired in - the combined pressure of work requirements, family obligations, and office politics can crush their dreams. What should have been a temporary way station has become a permanent pit of depression and wasted talent.

Never lose sight of your original dreams, your ambitions, your career path. All the research in tracking down your favorite job, preferred industry, and perhaps even hoped-for company should boost you to "reach for the stars."

If your dream job is your pot of gold, the data you've gathered from colleagues, mentors, and friends is your map. The various roads and signs in it are the guidelines to your career objective as well as your advisory on the kind of skills and core strengths that you have to build.

Generally, the Filipino job applicant just hacks away at the bushes mindlessly, hoping that somehow, someway all that cutting will tear a road right into the treasure chest. It doesn't work that way. If you're lucky, you can stumble into a small fruit garden adorned with a lovely waterfall---or worse, you can fall headlong into a river prowled by alligators.

Based on your research of your own skills and your career goals, set a direction and walk in it. Sure, there may be a few bumps along the way - e.g. downsizing, lack of training, an unappreciative boss - but never lose sight of what you want to become. And always, always remind yourself that you have to be ready to pay the price to get there.

For some, it's digging in the books and spending the weekends in a graduate class. Gina J. was the top sales person in her insecticide company for years. Her natural gifts of persuasion, coupled with a genuine charm, diligence, perseverance, softened the hearts of the toughest clients and compelled them to listen to her pitch. On top of that, her customer service skills were excellent; whatever the client needed, an extra presentation, consultation, or just an ear to listen to, she provided, sometimes even beyond official working hours. Yet, inspite of her accomplishments, Gina has been bypassed several times for the sales manager position she wanted. To her surprise and chagrin, she found out that experience, no matter how considerable, is not enough for a promotion - a degree still mattered, at least in her company.

Gina was an I.T. graduate with no business or economics background. She shifted to sales in her early 20s, upon discovering that she enjoyed talking to people and studying products far more than figuring out codes for the web. Most of her colleagues had Marketing or Business-related degrees. And in her company, an academic credential still counted. You may disagree with Gina's boss at this point, but that was her situation and her call to make. To her credit, after getting over the initial shock and disappointment, Gina gritted her teeth, squared her shoulders, and enrolled in an MBA.

Her boss rewarded her with the news that she was the first choice on the next promotions list.

In another case, writer Lucy P. was an admitted star-struck fan at heart who wanted to get into the behind-the-scenes of showbusiness. A rude awakening in the early part of her career painfully made her realize that her lingo was too visual for the newspaper entertainment section and yet too verbose for the screen. She didn't have the stuff to be a reporter or a scriptwriter. All the workshops she took only became more agonizing reminders. In the end, she "settled" for a junior copywriter position in a small advertising company.

To her surprise, Lucy bloomed. Her writing skills were perfect for the job. Her short but powerful copy impacted the target market of the company's agents. In just a short time, she was pirated by an industry giant where she rose to senior copywriter. But, through all the bonuses and the awards, Lucy never lost sight of her dreams: writing in or for the silver and small screens. She'd brush up on the latest news and soak in every show of every kind. Soon enough, she was film encyclopedia, TV critic, and gossip columnist in one to the delight of her friends and colleagues. As word got around about her "hobby", the endearing joke became a career opening. After five years in the advertising industry, Lucy became a corporate communications manager in a film distribution company.

The lessons are clear: set your goal and don't let anything detract you from it. Hiring managers are drawn to job-seekers who have a clear idea of what they want to accomplish in their career, and are willing to work hard for it.

[This article, written by JobsDB Phils. Inc GM Jayjay Viray, appeared in "Career. Life. Success," our weekly column in Manila Times.]

THE RESUME AND OTHER JOB-HUNTING TOOLS

CREATE THAT KILLER RESUME

Hundreds, if not thousands, of resumes pass a tired, but thorough HR manager's desk at any given day. Experts say that it takes him or her all of two seconds to size up if a resume fills the job requirements.

Hold that thought for a minute. Two seconds. That's a patch of air inhaled and exhaled. That's two digits drop down for your PC chronometer. You rarely feel it. But those critical two seconds are all it takes for your resume to either be lined for an interview, filed for future consideration, or be relegated to the dustbin.

The moral here is that your resume should immediately catch the attention of the HR manager. The first time he or she sees it. Otherwise, it may never have a second chance. That's how tough the recruitment market can be.

Here are a few tips on how to write that killer resume:

KEEP IT CLEAN AND BRIEF. Four-to-five page essays might literally scare the recruiter away. These very busy people simply have very little time to go through each, and not necessarily vital, information. The rule of thumb is one to two pages - or two and a half, if all of the essential data really can't fit in. Use clear, readable font that should convey an impression of efficiency and decorum. Erasures (from written corrections to snow-pated ones) and dirt smudges at the side are a no-no. They communicate sloppiness, haste, carelessness - which can turn recruiting managers off from the prospective resume owner.

GIVE YOUR CAREER OBJECTIVE PROMINENCE. Why are you applying for this job? What can you offer the company? What do you hope to attain? What career path have you set for yourself? All these questions should be answered or at least hinted at in the two-to-three-liner header that we call the "Career Objective."

To give a solid example:

"To expand my more than five years in a successful sales experience breaking ground for new mobile phones and internet cards to a challenging marketing career in the same industries." Immediately, the HR manager sees the following:

1) Experience and core strength: sales 2) Length of experience: more than 5 years 3) Extensive knowledge in the following industries: mobile phones, internet cards 4) Current career purpose: to shift to a marketing function in the same industries.

The applicant has a goal that he has set for himself. He has considerable experience in sales that can prove useful to a marketing career. He is willing to use it to expand his skills and establish himself in the latter. He is also a pioneer, one who is not afraid to blaze a trail in starting, but promisng industries.

The over-all image is one of a professional who knows what he has accomplished, where he's at, where he still wants to go, and what he's willing to do to get there. An applicant with a clear career objective has motivation, intelligence, experience, and purpose. All these are assets that companies can tap to further their goals.

It's a far cry from the proverbial applicant who just wants a job to pay the bills.

IDENTIFY WHAT YOU WANT TO HIGHLIGHT: YOUR SKILLS OR YOUR ACCOMPLISHMENTS.

HR experts are beginning to notice one significant trend in recruitment: selection is beginning to be based on skills and aptitude, not necessarily on experience and academic degrees. Graduating with a high-sounding course title from a prestigious university and doing one particular job for several years are no longer enough to make the grade. These days, employers are looking for the number and diversity of skills an applicant can bring to the job, his capability to create solutions, his innovation and creativity in capturing a market, his ability to do several tasks at the same time, and his willingness to learn.

In short, your past may count - but what you can bring to the company and what you can do for them in the future counts even more.

How adaptable are you to pressure? How far can you think out-of-the-box to break into untapped sectors or execute eye-turning, persuasive design? As an I.T. expert, can you do both programming and graphic arts? As a writer, can you switch from business-like corporate communications to a more casual magazine article at a moment's notice? How many projects can you handle simultaneously?

The reason for this assessment is simple. Technology and globalization are redefining jobs and the entire work structure. New functions are being created out of the fusion of old ones. Novel challenges to the business sector are born out of the dynamic interaction of industries and market forces. Old paradigms and tried-and-tested methods may no longer apply.

Call centers are the booming new industries that are giving jobs to thousands these days. But only the persevering and enduring jobseekers who can manage to stay chirpy, bright, and alert at midnight hours, handling difficult customer calls from foreigners at the other side of the globe, are the ones who make it. The texting phenomenon has hurled the gauntlet at traditional advertising; the fast-thinking, tech-savvy sales and marketing whiz who can figure out how to pitch his company's products to millions of mobile phone users will be that company's next rising star.

To let your prospective employers know what you can do under the most difficult or surprising situations, list down your accomplishments and your skills. These go way beyond describing your current job functions and responsibilities. A list of your achievements and your capabilities will give your prospective employer a very clear view of what you can bring to the company. More important, you can substantiate them with indisputable results.

Again, just to give a few examples:

"As System Administrator, perfected the operating system that provided networking capabilities and internet connection to a staff of 35, despite a limited budget."

"As Marketing Manager, saved the company x millions of pesos in advertising budget while maintaning a very high profile that provided critical support to sales and marketing."

"As Sales Manager, set up the department from scratch, trained a staff of 40, and exceeded sales quotas by 10% despite the economic crunch."

Sure, it may sound more than a little "yabang", but getting hired means tooting your own horn. A killer resume has to convince the hiring manager to consider you for the job interview. And that means stating in no uncertain terms your strengths, your gifts, and the vital contribution you can give to any company.

A killer resume should scream to the screening HR, "I can do this for you! Give me a chance! Grant me an hour to state my case."

This, of course, leads to the next step: the job interview.

[This article, written by JobsDB Phils. Inc GM Jayjay Viray, appeared in "Career. Life. Success," our weekly column in Manila Times.]

THE ACTUAL INTERVIEW

CREATING FIRST IMPRESSIVE IMPRESSIONS

Finally, you've gotten the call. The company you're applying to asked you to come for an interview. Trumpets blare and the heavens themselves seem to open with the promise of a new beginning. This might be your chance!

Ok. Now that you've shouted yourself hoarse, you can float back to earth now. Gently. Slowly. Put some earplugs on to shut out for a moment the cries of hosannahs. It's time to get your bearings back and get down to earth.

This interview - and the ones that might follow it - are stairs leading to a pinnacle of opportunities. Those who climb it successfully and pass get a job; those who slip fall down the rung and have to start all over again by knocking on the next door. Because chances are, this one would have closed.

First rule: Dress your best. I don't care if you belong to Generation X or Generation Y, but your chronological chromosome is no excuse to come in with colored hair, a scroungy blouse, or rainbow jackets. You may be the best designer in town, but "cool" comes second only to the classic character traits that recruiters always look for: reliability, competence, and integrity. The managers interviewing you don't ask that you try to look like a junior version of the nearest banker, but they would want to trust your looks. It is true that there are some companies and industries that do away with the dress code - but that's a right you have to earn once you've proven yourself in these companies with your work.

At first base, you still have to look respectable and dignified. Remember, you are looking to work with people in business who mean business - and that means a business attire. Again, this does not mean anything fancy or a wardrobe that costs a month's salary.

Ladies, a black skirt is highly recommended. The neutral color speaks of class, elegance, and maturity. A neatly pressed long-sleeved blouse or polo on top is the clincher. It combines with the black skirt to project a winner's straightforwardness and aggressiveness - at the same time enhancing your femininity.

Men, the white polo shirts you wear must be crispy clean. You cannot settle for grunge white, dirty-white or so-so-white. It has to be immaculate white that has been pressed by your mom or your girlfriend to perfection. No wrinkles or creases should know. In lieu of a white polo, wear something light, like mild blue or green. Light colors sharpen your aura without making you appear too threatening.

Second rule: Come in fifteen minutes before the actual interview time. Yep, the age-old rule still applies. The traffic gridlock, the pouring rain, and (especially) a late-night gimmick no longer hold water as excuses. Don't underestimate the value of punctuality. Applicants who come in earlier than usual project an image of (again) responsibility, duty, and propriety. Remember what your mom or your priest taught you: "How can you be trusted with the big things if you can't be trusted with the small ones?"

An applicant who comes in late communicates the following messages to his would-be recruiter: a) he will be late turning in his assignments and projects; b) he will be late in getting the job done; and c) he is not serious in getting this job because he did not come on time.

Leave your point of origin at least 30 minutes before the normal commute time. If it takes only 45 minutes to travel from your home in Makati to the employer's company in Ortigas , hit the streets one hour and 15 minutes before. If jaunting from Malate to Alabang takes two hours, leave two hours and a half before. Make allowance for every possible cause of delay: sudden thunderstorms that break into little floods, car collisions that freeze traffic, unannounced rerouting of roads or the excavation and rebuilding of streets that will play havoc with your sense of direction.

Remember: these little incidents may not be your fault, but they are not excuses in creating a first bad impression for your recruiters.

First impressions do count. Forget that popular saying about "Never judge a book by its cover." Employers, managers, and recruiters do. They place a lot of importance on their first opinions of you the minute they see you. They need the best people they can find for their company and will not take second stringers. That means - they can't afford to give you the benefit of the doubt.

Which means: you can't make excuses for yourselves, no matter how justified you think your reasons may be.

Arriving 15 minutes earlier will also give you time to breathe, relax, and review the questions your recruiter might ask you. Those extra 15 minutes can also give you time to assess the company. Browse through the newsletters and magazines they have displayed in their rack; find out the company's core strength, its most important values, its standing in the industry, the style of its corporate culture. Listen to the receptionist as she takes her calls. What kind of companies partners with your would-be employer? Is its client base among the top of the line or starting out? Are the bulk of its workforce made up of salesmen, creatives, or business development experts?

Don't keep your mind idle. Every bit of information will help in your pitch a few minutes later. For example, in applying for a corporate communications post, you had assumed that the bulk of the work would be on internal newsletters and public relations releases. A quick look at the company brochure, though, shows that the newly launched website will be heavily used to promote products and services. Immediately, you have to ask yourself the following questions: "Obviously, this website is important. How will the corporate communications job dove-tail into its content management? How much work can I expect to contribute? How much do I know about web content writing and management? Or web design and programming? What should I answer if the recruiter asks me about this area?"

Third rule: Act with professional decorum. Some recruiters are very stiff and business like, with poker-like faces that don't betray their opinions of you. Others are affable, congenial, apparently eager to help you out. Don't let their outward guise influence your behavior and answers. In short, don't let the seemingly strict ones strike down your confidence - and don't let the seemingly encouraging ones relax you into behaving in a very familiar, easy-going manner.

The interview is a screening and a sales presentation in one. You're there to pitch yourself to these very important people to prove to them that you are the right person for the job. Every question they ask, regardless of the tone of voice or smiling face, is meant to probe your weakness and your strength. Recruiters have the advantage of taking whatever you say against you. That means you also become a lawyer presenting and defending your case.

Project that confidence, even if you don't feel like it. Keep a firm grim on that handshake. Look at your recruiter directly in the eyes, serenely, not challenging. If your interviewer is a little less formal, then be a little warmer, without crossing the boundary line into over-familiarity.

Finally, as your recruiter starts firing off questions, keep one ear to the ground. Answer each question properly and completely - but always anticipate the over-all direction of his questions, so your mind can snap up the "right" answers.

[This article, written by JobsDB Phils. Inc GM Jayjay Viray, appeared in "Career. Life. Success," our weekly column in Manila Times.]

THE REAL QUESTIONS YOUR RECRUITER WANTS YOU TO ANSWER

No matter how long the battle is, it's important that you always remain in control of yourself. Whether she's as friendly as your favorite ninang or as mean as the Witch from Snow White, you have to keep smiling and exuding that sense of supreme confidence, whether you feel it or not. It doesn't matter if she throws you a curve ball; your mind always has to be on the alert, assessing, thinking, anticipating the next move. If you stumble, brush off the dirt and move on, never losing sight of the game.

Think of your interview as a tennis match. Your goal is to win. Period. No ifs and buts about it. If your opponent cracks you a wild serve, just run to the edge of the court and catch that ball! Hit it with all the force you've got, at the same springing your legs for the next sprint. You don't pay attention to the pain in your veins or the discomfort to your bones. If you miss, don't sweat it or waste time (and precious energy) crying over spilled milk. Do better next time-and that means the next 10 seconds!

That's how you score in Job Interviews.

Now for a reality check. Remember, your Interviewer has years of experiencing of sifting the grain from the chaff. Like Santa, she can tell the nice employees from the bad ones. Most important, she's not after your welfare---not until the company hires you, anyway. She can laugh with you about your office jokes or even hand you a hankie as you weep over your trials with your ogre boss---but remember, everything that you say can be taken against you. Her evaluations have to be tough and ruthless, because she wants the Best Man or Woman for that Job. Second-stringers don't count.

As she fires off all those questions, three questions are always on your Interviewer's mind:
1) Can You (Applicant) do the Job? 2) Are You (Applicant) Willing to do the Job? 3) Do I (My Company, Your Direct Boss, Me as your HR Manager) Want to Work with You (The Applicant?)

"Can You Do the Job?"

Basically, the Interviewer is assessing your skills, abilities, core competencies, and level of experience. She'll be probing how you solved problems in your present job and how you handled responsibilities. She'll be testing those nice-sounding, high-faluting credentials in your resume to dig up actual accomplishments.

Your resume says: "Increased sales of department by 300%"

Her questions would ask: "What was the product? How saleable was it? How tough was the market? How many units or pieces did your division actually sell before you came in? How many more units or pieces did it sell after you came in?"

If your product was easy-to-sell distilled water that rose in distribution from three boxes a week to nine boxes a week after you handled the account, it's not saying much. But if you were selling financial plans in a very depressed market, and the revenues of your division jumped from tens of thousands of pesos to nearly a million because of your efforts, then you're a catch!

See what I mean? Now, aren't you glad you did all that resume-related research?

"Are You Willing to Do the Job?"

Just because a man can perform this task very well doesn't mean he likes it. He may be blessed with stellar commendations from his employers, successful case studies, numerous awards, even high quotas, and the years of experience to back them up---but he may be on the edge of burn out, and he just doesn't know it yet. In fact, he may even hate his job but sticks with it because he thinks he has nowhere else to go.

Many sales agents transfer from one company to another, looking for the "right" culture or product to satisfy them. Chances are the problem may not be the culture but the work. These agents could have been fantastic teachers, writers, trainors, and spin doctors---but were forced by circumstances into becoming good, but not great, sales men. Given a real choice and the time and money to back it up, they'd ditch sales. Perhaps right after graduation, they just grabbed the first job they got, did well, rose through the ranks---but never really asked themselves if they truly cared for the work.

In the same way, not a few creative directors and advertising/PR agents would rather write movie scripts or do magazine interviews for a living. Sure, they astonish clients and consumers alike with their catchy, sales-rocketing ads, but their hearts and minds are somewhere else.

HR managers have learned to spot these on-the-verge-of-burn-out geniuses. Over the years, their best and most productive people hit a ceiling and don't break the boundaries. These employees lose their creative spark, sense of daring, and cutting edge. No training, pep-talk, incentive, or salary increase can ever budge them because they've lost all motivation.

Motivation: that's what you call the passion for the job or career vision that can sustain you through hard times. Don't underestimate it. It can cause fresh new creative springs of water to pour from your psyche just when you thought the wells of your skills have run dry. Motivation inspires and spurs you to achieve nothing less than your best.

Before you even go on that interview, ask yourself: Do I really want to do this job that I'm applying for? Do I want to be a (fill in the blanks) for the next 2-3 years?

If the job calls for a medical representative, how do I really feel about interacting with doctors and nurses? Can I even stand the sight and smell of hospitals? I think I want to be a journalist---but can I forsake my gimmicks for 10-12 hour workdays that stretch late into the night and, compared to corporations, give very low compensation? This PR job will coop me up in a hotel every single day; do I enjoy entertaining and meeting new people, dressing up in designer clothes, and examining the menu every time I go to the restaurants?

Ask yourself those questions now. Because, don't doubt that your Recruiter will, in one form or another.

Because she has to know that you love your work enough to stay in the company for the long haul.

Do I (My Company, Your Direct Boss, Me as your HR Manager) Want to Work with You (The Applicant?)

As one of JobsDB's partner speakers puts it, "It's the attitude that gets you hired."

Ultimately, it's the deciding factor for two to three extremely qualified candidates who are equal in abilities, skills, credentials, educational degrees, training, and experience.

There's a simple reason for this. Training can be learned in weeks, months, even a year. But the attitudes of adult employees have been ingrained in them since their childhood years and, short of a miracle or life-changing epiphany, can never be reprogrammed.

Your Recruiter will always factor in your character and these qualities in their evaluation:

Do you tackle a job with enthusiasm or do you drag your feet? Are you easily discouraged by setbacks or do you find solutions?

Can your boss leave you alone to do the assignment or does he have to watch you like a hawk or babysit you throughout?

Can you get along well with others? Are you a team-player? Do you listen to and consider the opinion of your colleagues? How do you handle disagreements?

How socially adept are you? Can you mingle with all social classes? Can you do small talk with the burgis in cocktails as smoothly as you can eat tuyo with the masa?

Do you have integrity? Can your word be trusted? Can your managers, colleagues, and employees rely on you, especially through the tough times? Can the company trust you not to leak out important information for personal gain? Can you be trusted to handle finances? Is every centavo accounted for in your petty cash disbursements?

How driven are you? Up to how lengths would you go to excel? Can you give up your weekends and nights for extra training? Do you do job-related research on your own? Can you redo a campaign or a proposal from scratch and incorporate colleagues' suggestion if it means improving the work from Just Good to Simply Great?

All these questions are the invisible microscope through which every applicant is diligently and thoroughly screened by the Recruiter. They are hidden evaluation sheets that add to or subtract from an applicant's over-all points.

Think over these questions. Ask yourself how you live up to them. See yourself---without illusions, and through very high standards---from the point of view of your Recruiter.

[This article, written by JobsDB Phils. Inc GM Jayjay Viray, appeared in "Career. Life. Success," our weekly column in Manila Times.]

THE TEN TOUGHEST QUESTIONS YOU FACE IN A JOB INTERVIEW
Based on JobsDB.com's "Pocket Hiring Guide on How To Hire the Right Person", written by corporate trainor Denis L. Cauvier

You need a lot of research to get the right answers. The company background. The job responsibilities. Your strengths and weaknesses. Your career goal.

#10: Why are you applying for this position in this company?

Wrong approach: "Because I need the money and/or the experience." This implies that you'll just use the company as a way-station before moving on to Bigger Things. Remember: the boss is looking for an employee who's looking at the long-term.

Right approach: Make sure you've done your research about the company and the job you're applying for. Explain how this job opportunity and company fit in with how you want to develop your skills and abilities. Relate them to past work experiences (or extra-curricular activities in school) that you loved and were good at.

"(Corporation A) is known for (cite company's strength). I've always wanted to work in that kind of setting. This (job) will help develop my skills in (abilities and talents)."

#9: Why do you want to leave your present job? What are your impressions of your last company?

NEVER badmouth your past boss. Nitpicking and backbiting will backfire and present you in a bad light. Instead, highlight what you've learned from your past company---then emphasize that, because you are looking for greater challenges, it's time to move on.

#8: What do you expect out of this job?

Get an idea of the job responsibilities. Understand the pressures. Then say why you'd like to learn those responsibilities and face those pressures.

#7: Where do you see yourself five years from now?

For many managers, this is the make-it-or-break-it question. Make sure that you have a well-thought-out career path before going to the interview. It shows that you have focus and direction.

#6: Where do you think you could make the biggest contribution to this organization?

Have a fair idea of what you're good at. Remember your training and past work experiences. Imagine how can use them to the fullest---and apply that to the demands of the company and job you're applying for.

#5: How do you take criticism? From your boss? Or from your peers?

Admit that criticism hurts. But it can also be a good teacher. Give past instances where you've faced negative comments. And though bruised and smarting, you took a good look at them and improved yourself.

#4: How do you respond to pressure?

Be honest: nobody's super-human. First, explain the kind of pressure that you're familiar with and can easily hurdle (e.g. deadlines). Then, admit the kind of stress-inducing situations that you have a hard time coping with (e.g. no creative atmosphere). But always end positively, by giving examples on how you are improving these weak points.

#3: Where do you think you can improve on, in terms of skills or character traits?

This is an offshoot of #2. The job interviewer appreciates honesty, not hot air. Take a good look at yourself. Where do you need to shape up: communication skills? business savviness? Social relations? In admitting your weaknesses, always end on the note that you are taking steps to beef them up (extra after-hour courses in school, membership in a civic club, etc.).

#2: What can you do for us that someone else can't?

This is the chance to show your unique edge. In a job interview, you're selling yourself, the combination of experiences, abilities, and character traits that make you up as a person. Think back on past experiences wherein you gave solutions that nobody else thought about. Or when you came up with brilliant, innovative ideas that spellbound everyone.

#1: THIS IS THE BOTTOMLINE: Why should I hire you?

The one correct answer to this is: "Because I will be an asset to your company."

Answer the first 9 questions right---and you won't have a hard time proving your worth when it comes to this part.

FOLLOWING-UP JOB INTERVIEWS

"It's been two weeks. I've gone through several interviews, negotiated my terms, finished the exams, and answered all the questions. But the company still hasn't called. What should I do, short of waiting nervously by the phone?"

Stop fretting and start some serious thinking. There are many good reasons why there's no concrete offer in the horizon. And there are some productive measures that you can do while waiting.

1) LOOK BACK. Be totally honest with yourself. Did you make a good impression on the interviewer. Were you able to focus on common objectives? Did he ask you to elaborate on your skills? Was he in a hurry to get you on board? How did he end the meeting? A warm handshake and a smile MAY mean that you're in the running; if he shows a cold face and a curt tone, don't hold your breath.

2) FACTOR THE TIME ELEMENT. It takes two weeks to a month for HRD to screen all candidates. IF you think you've made a good impression, call after three weeks. But if you see the job posted again in the classifieds after that time, chances are the company didn't find anyone suitable in your batch and is looking again.

3) WHAT IF THE INTERVIEWER ASKED ME TO CALL HIM AFTER A WEEK OR TWO? Then do it. That means he is considering you for the post. A punctual call is an act of courtesy that also shows him you're serious about the job.

4) WHAT IF THE INTERVIEWER TELLS ME THAT THE SELECTION PROCESS ISN'T OVER? Politely ask him IF and WHEN you can follow-up again. Take your cue from there. If he gives you another two weeks, then do so. If he says "We'll just call you," then leave it at that. If the company really wants to hire you, it wouldn't leave you hanging for long. But whatever happens, do not betray your irritation or nervousness; that will only give you bad marks.

5) GET INSIDE INFO IF YOU CAN. This will give you an idea if you are in the running, especially if the interviewer is vague. If you have a friend working INSIDE the company, then politely inquire about your chances. He just might have access to HR. Or if he does not, he still would know the company's hiring standards and policies. You can use these to gauge where you stand. (For example: the company prioritizes applicants with a marketing background, and you don't have one.)

6) GET A LIFE. Since waiting can be more torturous than rejection, don't do it. Fill up your schedule. Send other applications to other companies. Enroll in courses that can boost your market value. Make yourself so busy that, by the time the company calls, an acceptance is just icing on the cake---and a rejection doesn't matter.

This article also appeared in JobsDB's regular Career Column in the August 2001 issue of Chalk Magazine, an ABS-CBN publication.