Most candidates agree that being invited for interview is one major step toward getting the job they want. “Once I can convince them I am the right person for the job.” One of the reasons for rejection listed in the previous posting on the subject dealt with not researching the prospective employer. In my time as an IT recruiter, I found that there were certain questions that seemed to be most appropriate and useful to prove more than a casual interest.

Many interviewees are timid however, about what probing questions are appropriate to ask. Here are six key strategic questions that you should consider adding during an interview:

1. May I ask, what aspects of my background attracted you to my resume?” This should be asked of the hiring manager toward the beginning of the process, after the icebreakers and before the interview gets under way. A self-conscious person might think that to ask this question would appear to be “fishing for compliments.” Not True. How he or she responds to this question will give you revealing clues about what they are looking for, and how they estimated your potential value to their organization when comparing you to other candidates.
2. “Why is this position open?” It is hoped the interviewer will volunteer this information early in the process. IF not, you should ask. It may offer insight about the culture and expectations of the organization. If the previous incumbent was terminated for alleged performance issues, it is critical that you follow up with another probing question such as, “what aspects of his or her performance were unacceptable?” Or, “What will you expect his or her replacement to do differently?” In this case, you should try to determine as best you can whether the person was truly under-performing, or whether the expectations of the manger or company might have been unrealistic.
3. “How would describe your management style?” Do not ask this too early on in the process, as it will appear to be overly aggressive. However, by the second interview, when a comfortable rapport has been built, it is not all inapproiate. The best time to ask his question is after the manager has probed about your strengths and weaknesses or about how you like to get your work done. Reversing to the manager will shift the focus of the conversation, and give you both a better feel for your compatibility.
4. “If I were your candidate of choice, and accepted your offer of employment, what would-be the top three priorities you would want me to address during my first two months on the job?” By phrasing the question in this way, you are asking them to ASSUME you are the top candidate, planting positive seeds in their minds about you. By suggesting the SUPPOSE you accept and offer subtly reminds the manager not to falsely assume that you will automatically accept the position. The answer to this question will also offer you the best insight as to the immediate needs and priorities of the manager. The discussion that follows can be powerful, as it could offer dimensions to the job that might not have otherwise been revealed during the interview.
5. “Is there any aspect of my candidacy that is unclear or might concern you that I can clarify before I leave?” You are definitely sticking your neck out with this one, but if you can muster the courage to ask, it could enhance or possibility saves your candidacy, if it were at risk. During the interview, as in any human communications process, we all make assumptions. It is critical to flush out whether the interviewer has made false assumptions about you and addressed those concerns while you are still there in person.
6. “How soon should I expect to hear from you?” It is amazing how many qualified candidates leave without asking this important question. It is imperative that you try to understand how their selection and hiring process will work, and what the time line is. This way, you can plan effective follow-up strategies and time your calls not to be too soon or too late. If, at the end of the interview, you are interested in the position, ASK FOR IT!

It is important to attend an interview with one’s eyes wide open. Hope this helps!

Every company is different–that is probably most evident in the interview process. Particularly in the high tech and networking job market.

The very best way to find a job is to have a job, that is a good work record and appraisals with a current employer. To put a fine point on it: To be qualified. But even the best, most qualified candidate for an opening may not be chosen.

Here are some reasons for rejection:

1. Poor Attitude: Many candidates come across as arrogant. While employers can afford to be self-centered, candidates cannot.
2. Appearance: Many candidates do not consider their appearance as much as they should. First 3-5 minutes is the first impression. It’s only human nature for an interviewer to form an impression quickly. Do a checklist from your head to your toes.
3. Lack of Research:  It’s obvious when candidates haven’t learned about the job, company or industry prior to the interview. Visit the local library or browse the internet to research the company, then talk with friends, peers and other professionals about the opportunity before the interview.
4. Not Having Questions to Ask:  Asking questions shows your interest in the company. Prepare a list of intelligent questions in advance.
5. Not Readily Knowing Answers: Anticipate and rehearse answers to tough questions about issues raised by your background, such as a recent termination or an employment gap. Practicing with your spouse or a friend before the interview will prompt you to frame intelligent responses. You may also want to have your responses videotaped so you can review your answers after you’re finished role-playing.
6. Relying Too Much on Resumes: Employers hire people, not paper. Although a resume can list qualifications, it’s the interview dialogue that will portray you as a committed, responsive team player.
7. Too Much Humility: Conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments. Explaining how you reached difficult or impressive goals helps employers understand what you can do for them.

We hope this info helps in your next opportunity. Check back soon for more information and training to survive in the high tech and fast paced networking and IT world.

Sometimes being in the computer networking business can be a challenge. Oh sure we’ve all heard the help desk support horror stories of how the end-user was using their CD-ROM as a cup holder. That’s not what I’m taking about here though. What I am talking about is the challenges associated with running the back room operations of a computer networking business.

For example we use a product called NetIQ to monitor many of the computer networking functions of our customers. NetIQ has produced network monitoring software for computer networking for quite some time. Some things get better with age and experience. Apparently the NetIQ software doesn’t fit into this category.

You’d think as one of the pioneers of monitoring for the computer networking business that the product would have a modicum of stability. Yet we find ourselves fighting problems every single day.

As an example every day some of the jobs that are set to monitor some of our computer networks stop running. We can’t figure out why but even worse NetIQ can’t figure out why. Every day we have to go into the product and manually restart the jobs. This may seem more an inconvenience than a major problem but it is a major problem as we are monitoring multiple customers with stringent service level agreements in place. This is just one of multiple problems we are currently having with the software.

Hey NetIQ I’d be awfully worried about Systems Management Center if I were you…

Microsoft SoftGrid SMS Connector: Features and Benefits

• Use the SMS management console to deploy and manage virtualized applications
• Integrate application virtualization within SMS
  • Eliminate application conflicts and dramatically reduce compatibility testing
  • Run previously-conflicting applications and multiple versions of the same application on same computer at the same time
  • Quickly repair damaged applications with instant removal and reload features
  • Simplify OS and application migrations
• Push and stream virtualized applications with SMS
  • Use SMS software delivery to push entire virtualized applications to target computers. This is accomplished even if the user is not logged into the desktop or terminal server.
  • Streaming: send only the code needed to get virtualized applications up and running, typically 20-40%, without having to wait for the entire application to download and install – enabling instantaneous access to applications from any computer on the network, regardless of bandwidth.
• Windows desktop, laptop, and Terminal Services support
  • Package once, run anywhere: once an application is virtualized, it can be delivered via SMS to desktops, laptops and terminal servers without having to create multiple packages or use complex scripting.
• Centralized “single-image” software packaging
  • Once a virtualized application is upgraded, it is automatically updated throughout the network.
• Integrate asset discovery and metering
  • Virtualized applications are included in SMS asset discovery and metering reports, providing a complete picture of all application usage.