29 brilliant questions to ask at the end of every job interview

Interview questions article that will help you review and be prepared.

You’re  competition is always preparing.



It’s important to remember that every interview is a two-way street.

You should be assessing the employer just as much as they’re assessing you because you both need to walk away convinced that the job would be a great fit.

So when the tables are turned and the interviewer asks, “Do you have any questions for me?” take advantage of this opportunity. It’s the best way to determine if you’d be happy working for this employer, and whether your goals are aligned with theirs.

“The very process of asking questions completely changes the dynamic of the interview and the hiring manager’s perception of you,” says Teri Hockett, a former CEO and career strategist. “Asking questions also gives you the opportunity to discover details that you might not have otherwise unveiled.”

Amy Hoover, president of TalentZoo, says there’s another reason you should always prepare questions. “It’s expected — and if you don’t ask at least two questions, you will appear disinterested, or worse, less intelligent and engaged than a prospective employer would like.” You should have at least four questions prepared, though, in case your original two are answered through the course of the interview.

But, Hoover says, don’t just ask questions for the sake of it. To actually benefit from them, you’ll need to think carefully about what you want to ask.

“Your questions can, in fact, make or break an interview,” she explains. “If they’re not thoughtful, or if you ask something that has already been addressed, this can hurt you way more than it can help. Asking smart, engaging questions is imperative.”

Luckily, there are plenty of smart ones to pick from.

Here are 29 questions you should always ask in a job interview — if they weren’t already answered — to help you get a better sense of the role and the company, and to leave the interview with a positive, lasting impression:

1. Have I answered all of your questions?

Before you begin asking your questions, find out if there’s anything they’d like you to elaborate on. You can do this by saying something like, “Yes, I do have a few questions for you — but before I get into those, I am wondering if I’ve sufficiently answered all of your questions. Would you like me to explain anything further or give any examples?”

Not only will they appreciate the offer, but it may be a good chance for you to gauge how well you’re doing, says Bill York, an executive recruiter with over 30 years experience and founder of executive search firm Tudor Lewis.

If they say, “No, actually you answered all of my questions very well!” then this may tell you you’re in good shape. If they respond with, “Actually, could you tell me more about X?” or “Would you be able to clarify what you meant when you said Y?” then this is your chance for a re-do.

2. Who do you think would be the ideal candidate for this position, and how do I compare?

Hoover recommends this question because it’s a quick way to figure out whether your skills align with what the company is currently looking for. If they don’t match up, then you know to walk away instead of wasting time pursuing the wrong position for yourself, she says.

3. Who would I be reporting to? Are those three people on the same team or on different teams? What’s the pecking order?

It’s important to ask about the pecking order of a company in case you have several bosses, Vicky Oliver writes in her book, “301 Smart Answers to Tough Interview Questions.”

If you’re going to be working for several people, you need to know “the lay of the internal land,” she says, or if you’re going to be over several people, then you probably want to get to know them before accepting the position.

4. How has this position evolved?

Basically, this question just lets you know whether this job is a dead end or a stepping-stone.

5. How would you describe the company’s culture?

Hoover says this question gives you a broad view on the corporate philosophy of a company and on whether it prioritizes employee happiness.

6. Who do you consider your major competitors? How are you better?

This question is not for the faint of heart, but it shows that you are already thinking about how you can help the company rise to meet some of its bigger goals, says Peter Harrison, CEO of Snagajob.

7. Beyond the hard skills required to successfully perform this job, what soft skills would serve the company and position best?

Knowing what skills the company thinks are important will give you more insight into its culture and its management values, Hoover says, so you can evaluate whether you would fit in.

8. Do you have any hesitations about my qualifications?

While this question puts you in a vulnerable position, it shows that you are confident enough to openly bring up and discuss your weaknesses with your potential employer.

9. What do you like most about working for this company?

Hoover says this question is important because it lets you “create a sense of camaraderie” with the interviewer because “interviewers — like anyone — usually like to talk about themselves and especially things they know well.” Plus, this question gives you a chance to get an insider’s view on the best parts about working for this particular company, she says.

10. Can you give me example of how I would collaborate with my manager?

Knowing how managers use their employees is important so you can decide whether they are the type of boss that will let you use your strengths to help the company succeed.

11. Can you tell me what steps need to be completed before your company can generate an offer?

“Any opportunity to learn the timeline for a hire is crucial information for you,” Hoover advises.

Asking about an “offer” rather than a “decision” will give you a better sense of the timeline because “decision” is a broad term, while an “offer” refers to the point when they’re ready to hand over the contract.

12. How would you score the company on living up to its core values? What’s the one thing you’re working to improve on?

Harrison says this is a respectful way to ask about shortcomings within the company — which you should definitely be aware of before joining a company. As a bonus, he says it shows that you are being proactive in wanting to understand more about the internal workings of the company before joining it.

13. What are the challenges of this position?

If the interviewer says, “There aren’t any,” you should proceed with caution.

14. What have past employees done to succeed in this position?

The main point of this question is to get your interviewer to reveal how the company measures success.

15. If you were to hire me, what might I expect in a typical day?

Obviously this shows your eagerness about the position, Harrison says, but it also gives you a better idea about what the job will be like on a daily basis so you can decide whether you really want to pursue it. “A frank conversation about position expectations and responsibilities will ensure not only that this is a job you want, but also one that you have the skills to be successful in,” he advises.

16. What type of employee tends to succeed here? What qualities are the most important for doing well and advancing at the firm?

This question shows the interviewer that you care about your future at the company, and it will also help you decide if you’re a good fit for the position, Oliver writes. “Once the interviewer tells you what she’s looking for in a candidate, picture that person in your mind’s eye,” she says. “She or he should look a lot like you.”

17. Is there anyone else I need to meet with?/Is there anyone else you would like me to meet with?

Hoover says knowing if they want you to meet with potential coworkers or not will give you insight into how much the company values building team synergy. In addition, if the interviewer says you have four more interviews to go, then you’ve gained a better sense of the hiring timeline as well, she says.

18. How do you help your team grow professionally?

Harrison says this question shows that you’re willing to work hard to ensure that you grow along with your company. This is particularly important for hourly workers, he says, because they typically have a higher turnover rate, and are thus always looking for people who are thinking long-term.

19. When your staff comes to you with conflicts, how do you respond?

Knowing how a company deals with conflicts gives you a clearer picture about the company’s culture, Harrison says. But more importantly, asking about conflict resolution shows that you know dealing with disagreements in a professional manner is essential to the company’s growth and success.

20. Will I have an opportunity to meet those who would be part of my staff/my manager during the interview process?

Getting the chance to meet with potential teammates or managers is essential to any professional interview process, Hoover says. If they don’t give that chance, “proceed with caution,” she advises.

21. How do you evaluate success here?

Knowing how a company measures its employees’ success is important. It will help you understand what it would take to advance in your career there — and can help you decide if the employer’s values align with your own.

22. What are some of the problems your company faces right now? And what is your department doing to solve them?

Asking about problems within a company gets the “conversation ball” rolling, and your interviewer will surely have an opinion, Oliver writes. Further, she says their answers will give you insights into their personality and ambitions and will likely lead to other questions.

23. What’s your timeline for making a decision, and when can I expect to hear back from you?

This one tells them you’re interested in the role and eager to hear their decision.

“Knowing a company’s timeline should be your ultimate goal during an interview process after determining your fit for the position and whether you like the company’s culture,” Hoover says. It will help you determine how and when to follow up, and how long to wait before “moving on.”

24. Is this a new position? If not, why did the person before me leave this role?

This might be uncomfortable to ask, but Harrison says it’s not uncommon to ask and that it shows you are being smart and analytical by wanting to know why someone may have been unhappy in this role previously.

If you found out they left the role because they were promoted, that’s also useful information.

25. Where do you see the company in three years and how would the person in this role contribute to this vision?

Asking this question will show your interviewer that you can think big picture, that you’re wanting to stay with the company long-term, and that you want to make a lasting impression in whatever company you end up in, says Harrison.

26. I read X about your CEO in Y magazine. Can you tell me more about this?

Oliver says questions like this simply show you’ve done your homework and are genuinely interested in the company and its leaders.

27. What’s your staff turnover rate and what are you doing to reduce it?

While this question may seem forward, Harrison says it’s a smart question to ask because it shows that you understand the importance of landing a secure position. “It is a black and white way to get to the heart of what kind of company this is and if people like to work here,” he says.

28. Is there anything else I can provide to help you make your decision?

This simple question is polite to ask and it can give you peace of mind to know that you’ve covered all your bases, Hoover says. “It shows enthusiasm and eagerness but with polish.”

29. Is there anything we haven’t covered that you think is important to know about working here?

Hoover says this is a good wrap-up question that gives you a break from doing all the talking. In addition, she says you may get “answers to questions you didn’t even know to ask but are important.”

Vivian Giang and Natalie Walters contributed to previous versions of this article.


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CareerBuilder Put In Play By Its Broadcast Owner

Interesting article sent by Harvey Daniels. Thanks Harvey.
Who remembers Online Career Center?
It’s becoming a monopoly.

CareerBuilder Put In Play By Its Broadcast Owner

By John Zappe
September 7, 2016

When Monster announced a few weeks ago that it was being bought by Randstad, the only surprises were the buyer and the price, $429 million.

But this morning’s announcement that CareerBuilder is in play was a surprise.

“It’s stunning,” said Peter Zollman, founding principal of AIM Group, a global consulting group to the print and digital classified advertising industry. CareerBuilder, and a second property, Cars.com which will be spun off, “seemed to represent the future of the company more than the legacy business, the TV stations.”

Now, though, the decision by CareerBuilder’s majority shareholder, broadcaster TEGNA, that it and the other two owners — Tribune Media and The McClatchy Company — “will evaluate strategic alternatives for CareerBuilder, including a possible sale” raises the prospect that we are witnessing the beginning of the end for the traditional job board industry.

If that seems a little too dramatic a conclusion, consider the evidence:
•In less than a decade, Indeed upended the job board business model, became profitable, and now tops all career sites in traffic. It is the No. 1 site for seekers searching job postings. In June, it closed on the purchase of its failed competitor, SimplyHired.
•LinkedIn may not have invented online networking, but it took it to a professional level. Today it has 450 million members and is the go-to site for recruiters. At last report, it had more than 30,000 customers for its Recruiter tools.
•More and more, companies are using their own websites as recruiting tools, attracting potential candidates by distributing their jobs, often for free on job aggregators, but increasingly on social media sites like Facebook.
•The last time CareerXroads released a source of hire study (2014), job boards accounted for 15 percent of external hires. The 2016 SilkRoad source of hire study gave job boards only a 12 percent share.

Not Headed to Extinction Yet

None of this is to say that job boards are about to go extinct. Niche sites like Dice, Aunt Minnie, andBigTruckDrivingJobs have a future because they are highly specialized, attracting just the professionals that employers seek. Yet they can’t stand still, but must continually innovate because, as Peter Weddle, head of TA Tech, a trade association that includes the job board industry, says, “The market is supersaturated with options for both job seekers and recruiters.”

The dominance of the traditional job board has been eroding for years. Indeed and the imitators it spawned scoured the web collecting job postings everywhere they could find them. Once critical mass was achieved, they introduced a pay-per-click model for employers, upsetting the pay-to-post model that still lingers, but is rapidly falling away.

Besides Indeed, which still looks very much like a job board, LinkedIn gives recruiters a way to seek out candidates easily, facilitating their ability to reach the much-valued “passive” candidate. Employer branding programs give job seekers a glimpse into the company, letting them know what it might be like to work there.

A potentially potent, and rising talent acquisition force is social media — especially Facebook and, to a lesser extent, Twitter — where recruiters can have actual conversations with job seekers and the merely interested, before anyone has to declare an intention. Having friends pass along opportunities is a powerful attractant, especially to the millennial generation which is now entering the workforce in numbers.

Why TEGNA Decided to Divest

Just why TEGNA, which owns 53 percent of CareerBuilder, and all of Cars.com, decided to divest itself of these digital properties to focus on TV isn’t entirely clear. In a statement, the company said it “will benefit from dedicated focus on opportunities specific to broadcasting, including further innovation around programming and content, investments in adjacent businesses and acquisitions.”

As much as the recruitment advertising and services industry is in transition, betting on the future of broadcast TV is not a sure thing at all. One look at the sheer number of cable offerings makes clear how many choices consumers have, and then there’s the growing share of audience captured by premium services such as Netflix, Hulu, and Amazon.

However, it may be that even the aggressive CareerBuilder move away from job postings and to becoming a talent management service isn’t enough.

Just yesterday, when CareerBuilder announced it was acquiring benefits administration and talent management software company Workterra, CEO Matt Ferguson said the company had “reinvented who we are as a company over the last few years … This acquisition is a defining moment because it enables us to step beyond recruitment and become an end-to-end human capital management firm.”

But the world has more than a few such companies and more that aspire to such a role. It’s why Randstad made an offer for Monster. It’s part of a long term strategic plan by LinkedIn to build an economic graph linking all the world’s workers to all the world’s jobs.

In “The Future of CareerBuilder,” writer Ninh Tran said, “Will another Randstad acquire CareerBuilder? Yes, there will be more M&A between recruiting agencies and job boards, because job boards are still the No. 6 source of talent for recruiting agencies.”

He predicted last month that CareerBuilder would be sold. It looks very much like he is right.



 Compiled by PMA

Articles include:


Phone Interview tips


“Success at First Glance: How to Stand Out to the Decision Maker”







  • Always be most professional in dressing -remember it is better to be a little over dressed than underdressed!   Wear a business suit.
  • PLEASE BRING enough copies of your resume for as many interviewers as you will meet. Have a copy of your resume for yourself and use it as your navigational tool. throughout your interview. Keep it on your lap and look at when necessary.
  • Study your resume the night before. Remember you are the package and the salesman. No one knows your experience like you and no one can explain it like you!
  • PLEASE BRING a note pad to take down important information- sometimes this is an immediate deal breaker, that shows a candidate did not prepare.
  • A firm handshake and good eye contact is essential. Stand up every time someone new enters the room and don’t SLOUCH!!
  • Demonstrate sincere interest in your interviewer. Ask them questions!
  • Actively listen and focus on questions asked. Follow-up with a question when applicable.
  • Describe your experience that is relevant-know your experience/resume.
  • Ask questions about the position not the benefits or vacation. There will be time for that later.
  • Do not discuss salary. Money is an awkward subject and we will handle that for you.
  • Elaborate when answering questions, don’t say yes/no!!!!
  • Focus on questions. Golden rule: if you start to repeat yourself, you’re rambling.
  • Let other’s praise you (my last review said that my strengths are…)
  • If asked to qualify your skills on a number scale, qualify your answer (I would rate myself an 8 because….).
  • Practice polite manners.
  • At the end of the interview ask “do you see anything in my background that would prevent me from doing this job?”
  • Always close your interview by asking, “what is the next step?”
  • Always ask for business cards so you can write your Thank you notes. Write them the next day!!
  • Please call us immediately after the interview so we can be informed and assist you in your decision.
  • Check out the company website to learn more about their business.


These are general tips to get you thinking about the interview process.


Here’s some more tips:

Some interviewing essentials are simple:


  1. Dress appropriately. Your consultant will tell you what to wear to make the best impression in a particular company’s environment. In general, interview attire should be professional and conservative. Men and women should wear business suits or sharp business casual outfits and. Jeans are worn only if ok’d beforehand. Be tasteful with your jewelry. Leave most of the hardware at home. Be clean and neatly groomed. Turn your cell phone off.


  1. Arrive for the interview 15 minutes early. Relaxes you and shows interest in the client and gives you time to complete the necessary paperwork. It also gives you time to get a feel for the company’s environment and relax. . Bring a resume.


  1. Complete the application in detail and be truthful. Fill in the form neatly and completely; don’t write “see resume”. Never misrepresent your education or work experience. Present only the facts. Think of the application as the first assignment the company is giving you. Be sure to do it right! Companies refer to the application for background checks and if something is misrepresented this could stop the hiring process on the spot. If you are unsure about exact dates of employment or compensation put “approximately” next to the information.


  1. First impressions are important! The outcome of many interviews is decided during the first ten seconds of the introduction. Create a good impression with the following:

* Firm handshake                   * Good eye contact

* Smile                                   * Enthusiasm

Say: “Hello! Nice to meet you. Thanks for taking the time to see me.”


  1. This is important: Try to begin the interview by having the client explain the position. People will usually lead off with the duties and responsibilities that are the most important. Then, you should respond with the details from your background and experience that fit this particular position. So, begin by saying something like this:


“I really appreciate the opportunity to meet with you today. Could you tell me more about what you’re looking for in this position?”


  1. During an interview, your body language is as important as your verbal language.


  • Sit up straight. Lean forward slightly. Maintain eye contact and smile! This shows alertness, confidence and interest. Never cross your arms over your chest or lean back and slouch in your chair.


  • Politely refuse offers of coffee or sodas. This is a business interview, not a social occasion, and you don’t want to be distracted.


  • Be aware of the client’s body language and what it tells you. If you see the client shuffling papers, fidgeting, or looking out the window, etc., stop talking and ask: “What else would you like to know about my qualifications for this position?”


  1. Always talk in terms of the available opportunity. Show as many similarities as you can between your background and what the client is looking for. Educate the client on what it is you do and how it matches up. The client is asking: “Does this person have what it takes to be successful in this position”. Keep it concise and to the point. USE EXAMPLES. Your objective is to help the client form a mental picture of you successfully performing the job.


  1. Throughout the interview, speak clearly, listen closely and show interest. When the client says something that requires an answer, comment, smile or nod…REACT!


  1. Emphasize what you can do for the company. Some clients ask broad questions like “Tell me about yourself.” Don’t answer questions like this by talking about your childhood, family, or personal ambitions. Instead, mention specific accomplishments that show your abilities and determination to succeed in THIS job. Your answers should tell the client why you would be an asset to the company, not why you need a job.


If you are interested in the position, say so. For example: “From everything we’ve talked about, I’m excited about this opportunity and believe I can get the job done. Can you picture me being a successful member of your team?”


If the answer is yes, say: “Great! What is the next step in the process?” However; if the client expresses reservations, address those specific issues and talk about your experience as it relates to those issues, or (if you don’t have the specific experience or education), your eagerness and ability to learn quickly.


  1. At the end of the interview, stand up, smile, and offer a firm handshake and say: “Thank you for seeing me today.”


Because human relations skills are more important than technical skills in the interviewing process, it is most important that you project an enthusiastic, professional image right from the start. From the moment you walk in, the client will be evaluating you on a variety of levels…including your appearance, your personality and the way you express yourself. Remember, people want to work with people they like. As a candidate represented by us, we will prepare you in advance to make the interview a success. You’ll need to put our advice into action, smile, be friendly, and get the job offer!


Phone Interview tips


  • Be someplace where you will not have any distractions
  • Make sure you are in a quiet place and can concentrate and hear clearly
  • A land line in strongly preferred. If you must be on a cell phone, make sure your battery is fully charged.
  • Stay Enthusiastic
  • Smile. A smile will actually come through over the phone
  • If you are tired, stand up. You will sound more dynamic.
  • Have the Company’s Web site up on your computer.
  • Have the Job Description printed out in front of you.
  • Have your resume in front of you.
  • Have a note pad handy so you can note what you need to respond about.
  • Have a copy of your resume in front of you.
  • Have a copy of the job description with you.
  • Be sure you are in a quiet place, with a good, solid connection (If on a cell phone, be sure your battery is charged).
  • Be sure you aren’t typing while the interview is taking place.
  • Have a pen and a blank piece of paper, to write down any important information.
  • Do look up the company website, or research a couple interesting points about them- in case they say “what do you know about us?” or “why would you like to work here?”
  • Be ready to discuss the job description that was sent to you. Go through each point, and be ready to discuss where you have done that task before, OR something very similar.   The client wants someone that can hit the ground running – they usually have deadlines, projects, problems, issues that they need your expertise for.
  • Be sure to thank him/her for their time, and that you are hoping to hear back from them soon.





Below is a list of questions an employer might ask you during an interview. Most employers look at interviews not only as a way to measure your abilities against other candidates, but also as a means of assessing your attitude, personality and mental agility.


REMEMBER: A successful interview is one that is well planned and well prepared. The employer’s impression of you will depend on the brief time you are in his or her office.


Don’t be modest! SELL yourself. Tell the employer why you are qualified to do the job. Your self-confidence really makes the difference.


How will you answer these questions in an interview? PRACTICE your answers.




  1. Tell me about yourself.


  1. Why are you changing jobs?


  1. What are your long-range goals? How are you preparing to achieve them?


  1. What specific goals, other than those related to your occupation, have you established for yourself in the next 10 years?


  1. What do you see yourself doing 5 years from now?


  1. What do you really want to do in life?


  1. What are the most important rewards you expect in your career?


  1. What do you expect to be earning 5 years from now?


  1. Why did you choose the field you are in?


  1. Which is more important to you – the money or the career opportunity?


  1. What are your greatest strengths and weaknesses?


  1. How would you describe yourself?


  1. How do you think a friend (or co-worker) would describe you?


  1. What motivates you to put forth your greatest efforts?


  1. How has your experience prepared you for your career?


  1. Why should I hire you?


  1. What does success mean to you?


  1. What do you think it takes to be successful in a company such as ours?


  1. In what ways can you contribute to our company?


  1. What qualities should a successful employee have?


  1. Describe the relationship that should exist between a supervisor and an employee.


  1. What accomplishments have given you the most satisfaction? Why?


  1. If you were hiring a candidate for this position, what qualities would you look for?


  1. In what kind of work environment are you most comfortable?


  1. How do you work under pressure?


  1. How would you describe the ideal job for you?


  1. Why did you decide to seek a job with this company?


  1. What do you know about our company?


  1. What 2 main things are important to you in your job?


  1. Will you relocate?


  1. Are you willing to travel?


  1. What hours are you willing to work?


  1. What major problems have you encountered in your career (or life) and how did you handle them?


  1. What have you learned from your mistakes?




“Success at First Glance: How to Stand Out to the Decision Maker”


Presenter Luis F. Campedelli, Global Head of HR MasterCard Technologies



Companies use hunting jargons e.g., Headhunters


A picture of a deer was shown and asked, “What do you see?”


Than a picture of a hunter was shown.


The question is: The best prey is a victim.


Never, ever, ever behave like a prey…As a candidate be the hunter and not the prey.


Best Hunters are Attentive, Knowledgeable, Assertive, Proactive, Brave, Focused, Perseverance, Stamina.


Making a lasting first impression:


  1. Presence
  2. Substance
  3. Composure


Making a lasting first impression

Unskilled __ Overused


PRESENCE – The ability to stand out through the expressive qualities of passion, confidence, candor and sincerity.


Unskilled – Shyness and Anxiety

Overused – Arrogance and Bluntness


SUBSTANCE – The ability to convey, at the right amount, the proper balance of information through clarity, poise and thoughtfulness.


Unskilled – Not Knowledgeable, Unprepared

Overused – Perfectionism, Overselling


COMPOSURE – That’s the happiest conversation where their’s no competition, no vanity, but a calm, quiet exchange of sentiments. Samuel Johnson – 18th Century English Writer


Unskilled – Defensiveness, Cynical

Overused – Uncaring, Unemotional


Introverts are better with composure.

Extroverts look anxious.



  1. Poor personal appearance
  2. Lack of interest and enthusiasm; passive and indifferent
  3. Overemphasis on money; interested only in the best dollar offer; lying about current salary
  4. Condemnation of past employer
  5. Making derogatory comments about women, particular ethnic groups, people’s ages, physical appearance or handicap. Such comments are discriminatory and will immediately rule you out.
  6. Limp, fishy handshake
  7. Poor eye contact
  8. Late to interview
  9. Failure to express appreciation for interviewer’s time
  10. Not asking questions about the job
  11. Vague or rambling responses to questions
  12. Overbearing, overaggressive, conceited “know it all”
  13. Unable to express self clearly
  14. Lack of confidence and poise; nervous; ill at ease
  15. Lack of planning for career; no purpose or goals
  16. Unwillingness to start at bottom
  17. Lack of tact and manners.
  18. Lack of vitality
  19. Lack of maturity
  20. Indecision
  21. Makes excuses, hedges on unfavorable factors in record, evasive
  22. Merely shopping around
  23. Wants job only for short time
  24. No interest in company or industry; has not looked at company website
  25. Cynical
  26. Low moral standards
  27. Lazy
  28. Intolerant; strong prejudices
  29. Inability to take criticism
  30. High pressure type
  31. Narrow interests
  32. Asks about hours and time off.
  33. Doesn’t want to work overtime.
  34. Answers cell phone during interview-or cell phone/pager rings during interview.
  35. Argues with interviewer about technology.
  36. Admits that he cannot get along with co-workers.
  37. Clips nails, chews gum or eats candy, even if offered.








Salary negotiation is an issue that many people don’t know how to handle correctly. Consequently, they end up making less than they might have, or being ruled out for job opportunities they really wanted.


Everyone wants to earn as much money as they possibly can. As one of the select candidates, you should realize that an important part of our service is to provide assistance as a third party to negotiate the best possible employment offer.


Many people believe salary negotiation comes at the end of the interview process but it actually starts at the beginning, when you fill out the company’s application. Always write “open” in the space for salary desired. Never write a figure. This could rule you out before the interview begins!


The attitude to convey during the interview is that you are excited about the position, eager to do the job, and willing to work hard. Express your interest and enthusiasm about the opportunity to contribute to the company. Don’t create the impression that you are only interested in personal gain by saying or implying that the highest dollar offer is your only consideration. That will also rule you out.


Be prepared to respond to questions about money. Practice your answers in advance so you will feel comfortable during the interview. For example, an employer may ask how much money you’re looking for. Respond by saying: “At this point I am focused on the opportunity and I feel it is a great match to my technical and professional needs. I am very interested in joining your team. I would be interested in a competitive offer based on my qualifications and professional experience.”


If, however, the employer presses you for an actual salary figure, tell the employer what you are currently making. Example: “Currently; I am at a base salary of $90,000 with a $10,000 bonus for the year. I would be interested in a competitive offer based on my qualifications and professional experience.” It is a good idea to give your potential employer a starting point. This will enable them to recognize what your compensation is at this point so they know how to create a competitive offer.


If you say: I would like to be at a base salary of $95,000; the top of the range may have been $100,000. You might be cheating yourself out of more income. At the same time if you say too much ($110,000) the employer could think you are too expensive and you could not be eligible for the position all together. This is why it is important to be honest about your previous compensation. Let them know your salary with bonus and say you are open to considering an offer that is competitive to your previous income. Try not to volunteer the figure that you would accept THIS position for. We will negotiate the best offer for you.


The best scenario is when the employer offers you the position on the spot! WOW! That is ideal. If you are in this situation feel free to accept on the spot. If you are not really sure and would like to take time to evaluate the entire package the company can offer; thank the employer. Example: “This is great, thank you for offering me this position. I would like to take some time to review all of the offer information and get back to you on my final decision.” Never refuse an offer of employment until you’ve had time to think about it and discuss it with your technical recruitment consultant. Remember we are here for you and will be able to help you in this process.


Most importantly, we’re here to help. Your best interests are our best interests. We have a “partnership” to get you the best possible offer your skills can command.


Interview Question Guide (Potential Questions)


Typical questions asked by Interviewers:

  • Tell me about yourself.
  • What is the hardest thing you’ve ever done?
  • What do you know about our company?
  • Why do you want to work here?
  • Why are you looking to change positions?
  • Why did you change jobs when you did (for every job change)?
  • Tell me what you consider to be your strengths and what you consider to be your weaknesses?
  • What salary are you looking for?
  • Why should we hire you?
  • What do you like most about your current job (or manager)? What do you like least?
  • Where do you see yourself in 5 years?
  • What is the best thing that your manager will say about you? What is the worst?
  • Name five adjectives that would best describe you.
  • What has been your most important professional accomplishment?


Typical questions every Candidate should ask:

  • Could you tell me about the growth plans for the company (the department)?
  • What is the greatest challenge I will face in this position? What will be my responsibilities?
  • What skills do you feel are important to be successful in this position.
  • To reconfirm strength: “That is very interesting. Let me tell you about my background and what I have done as a professional that has prepared me so well for this position.”
  • Overcoming a weakness: “How important is that skill to this job?”
  • Mr. Interviewer, I don’t have that specific background, but I am bringing the following skills to the job…” (give examples) “Let’s talk about how you can help me in the one area that I’ve had less exposure to.” (Alternative: “How long would it take to learn that skill?”)
  • Why did you join this company?
  • Is there anything in my background or experience to prevent you from considering me as a viable candidate?
  • What is the next step from here?


Other Interviewing Tips:

  • Plan to arrive early for your appointment. Try to drive to the location a day or two before so that you know exactly where you are going the day of the interview.
  • Dress conservatively and professionally.
  • Greet the interviewer with a smile and a firm handshake.
  • Establish good eye contact early in the interview.




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Healthcare Benefits Insurance Sales Executive

Healthcare Benefits Insurance Sales Executive Principal

Location: Home Office in the New York / New Jersey Region

Salary commensurate with experience – Base 75K to 110K and Bonus potential ( OTE ) over 200K.

Company is not looking to relocate or sponsor at this time.


Key points: Healthcare Benefits Administration Broker / Consulting Experience. Ideally some experience from the following companies ( Health Equity, HSA Bank, Wells Fargo, UMB Financial, Fidelity Investments, OptumHealth Financial). Strong understanding Distribution Channel Sales, Direct and / or Broker Consulting sales and / or Top Benefits Administrators companies, (Accenture, AON/Hewitt, TPA’s).  Any experience building out a new territory. Mentor and leadership skills.


Summary: This position is responsible for driving new sales through direct sales and through planning, developing and building a national distribution channel with best in class consulting firms, broker firms, agencies, regional health plans, financial institutions and key market partners in CDHP target markets across the nation. Start up an operation in the NY/NJ/CT area for a large carrier-based administrator selling in the HSA/FSA space. This role would be a player/coach role, as they want the individual to generate traction initially then build sales/account management staff over time.

The goals and results will align with the organization’s overall goals in order to achieve target account enrollment, asset deposit growth and profit performance towards business results. This person will be responsible for working with the key internal teams (including sales, account management, compliance, operations, marketing communications, finance, IT, etc.) to drive the direct sales strategy & distribution channel growth plan and deliver on sales goals.

This will include, but not be limited to, channel development, direct sales, business partner management, coaching, pricing, and strategic integration. Tremendous growth potential for this role with ability to build up new territory in the Northeast.

Preferred Qualifications:

  • Knowledge of the national broker and consulting firms’ internal process.
  • Knowledge of CDHP and Health Savings Account Banking industry.

Required Qualifications:

    • Bachelor’s degree in business, marketing, communications or other applicable field or 9 years of related work experience in lieu of a degree.
  • and 7 years sales experience in business and/or the healthcare benefits industry, preferably in sales and/or marketing positions 
  • Experience in major and national account sales or consulting required with the ability to apply expert strategic selling skills in ambiguous and complex sales situations.
  • Well developed relationship management skills with experience deploying a contact management plan at all levels within an organization.


  • Ability to work across systems and functions to facilitate the development of new solutions and capabilities that meet client requirements.
  • Skillful negotiator, ability to influence internal and external audiences.
    • Well developed persuasive written and oral communications skills.
    • Proficiency in basic math.
    • Demonstrate active involvement in the industry and profession.
    • Ability to obtain and maintain an active accident and health license.
  • Requires 60% overnight travel


Essential Duties:

  1. Develop a written Sales Plan that incorporates critical success factors including contact management plan, business needs identification, competitive position, product and service strategy and positioning.
  2. Execute the Sales Plan advancing the sale through each critical sales phase demonstrating the ability to gain increasing customer commitment through advanced selling skills.
  3. Close new large account business at an annual rate favorable to the company through effective management of the finalist process and financial negotiations.
  4. Mentor and coach Sales Executives, Sales Associates and Client Managers as requested.
  5. Serve as a key contributor to best practice sales process development.
  6. Demonstrate continuous self-improvement and commitment to the health savings account industry through active participation in industry and trade groups as appropriate.
  7. Develop a continuous pipeline through effective prospect identification, qualification and development to close


Click here to apply online


UI UX Designer Developer Engineer

UI  UX Designer Developer  Engineer

Location: Rolling Meadows, Il 60008

Full Time role or contract to hire role: Salary / Hourly commensurate with experience.

Company will Not provide sponsorship or relocation for position.

Key points: Ideally must have 5+ years of professional HTML / CSS design experience, Working experience with web development with Microsoft Tools. Advanced level proficiency with graphics design and development software, such as Photoshop, Illustrator, Dreamweaver, or similar. Knowledge of one or more Java Script frameworks, such as Dojo Toolkit, AngularJS, Ext JS, Backbone.js, or similar. Experience with OOP JavaScript Must have outstanding knowledge of user interfaces user expert front end design skills. Experience with images ( sizing , font, color, etc.).

Position Summary: Developer will handle designs, codes, and maintains web applications. Designs graphical and other creative content for web applications. Analyzes specifications for application enhancements. Provides technical assistance to other internal departments regarding the use and problem resolution of software programs. Assists less experienced software developers.

    • Design user interface flows, wire frames, graphics, icons and color schemes for web projects.


    • Develop and maintain graphical and other creative content for web applications.


    • Participate in project planning and web site design with technical, business and project leaders.


    • Ensure design consistency throughout the entire web applications and across platforms.


    • Perform Front End development and maintenance programming for .NET Web applications.


    • Implement web pages using HTML, CSS, and JavaScript Dojo Toolkit.


    • Develop and maintain JavaScript code and UI components using object-oriented JavaScript library.


    • Have experience getting critical project to completion with high client satisfaction.


    • Use some independent judgment to identify problems and recommend solutions.


    • Client interaction, interpersonal communication, written communication, decision making ability, client focus.


    • Travel up to 10%


Demonstrated and verifiable experience with design and development of a complex web based product. This should include experience developing requirements, producing design specification, writing high quality software, and software maintenance and support.

Years of Experience:

    Requires 5+ years Web development and design experience. Have an excellent knowledge of programming to include:

  • 5+ years of web development experience including design, implementation, and configuration of web-based .NET systems and websites.



    • 5+ years of professional HTML / CSS design experience.


  • 5+ years of experience working with advanced JavaScript.



  • Working experience with web development with Microsoft Tools.



    • Experience with user interface design patterns, usability testing and user-centered design methodologies.


    • Strong knowledge of responsive design principles and UI/UX best practices.


    • Advanced level proficiency with graphics design and development software, such as Photoshop, Illustrator, Dreamweaver, or similar.


    • Solid understanding of HTML and CSS, including cross-browser compatibility.


  • Experience developing the front end for web-based applications utilizing HTML, CSS and JavaScript.



    • Knowledge of one or more Java Script frameworks, such as?Dojo Toolkit, AngularJS, Ext JS, Backbone.js, or similar.


  • Experience with OOP JavaScript and client-side components development is a plus.



  • Knowledge of Object-Oriented development concepts.



  • Knowledge of ASP.NET MVC is a plus.



  • Mobile Web development experience is a plus.



Ideal Candidate will demonstrate the following:


    • Must be detail oriented and possess effective oral and written communication skills.


    • The ability to understand the subject matter and customize the message according to the intended audience.

Apply Here!!

Six Lessons I learned from my account being hacked on Linkedin.

Six Lessons I learned from my account being hacked on LinkedIn and mysteryshopperrepresent@gmail.com

I’ve been asked to repost this as people are still getting the spam message from mysteryshopper. Bottomline. It’s a scam. Don’t do it.

My Linkedin account was just hacked. Hackers were able to change my email to mysteryshopperrepresent@gmail.com so I couldn’t change my password to gain my account back. I was locked out of my own account.

If you received an email from my Linkedin account, asking to send personal information to mysteryshopperrepresent@gmail.com claiming I had some great shopping experience with Microsoft, don’t reply.

I offer recruiting services. I’m not recruiting mystery shoppers for Microsoft.

Lessons learned from getting hacked to save you time and get your own situation resolved.

1st. File this Linkedin number away as well as this email. 855-653-5653, click option 1. lcshelp@linkedin.com. They may respond faster to your case than to their online form. If you’ve ever tried getting ahold of Linkedin via phone, it is near to impossible.

2nd I’ve incorporated two-step verification found under your account privacy and settings. If you don’t have two-step verification on your account or other accounts such as your Gmail, do it now.

3rd Add a second email to your Linkedin account so you can login with that email in case you get hacked.

4th Request a data archive of your Linkedin account found under privacy and settings. In case your account gets hacked or deleted, this measure will help restore your profile.

5th Download all your contacts, so you have them, in case you lose your account. Linkedin help can walk you through how easy this is.

6th Change your password every few months.

I apologize if you clicked on email as it caused quite a bit of confusion for many.

Hopefully no one got scammed with this situation.

Learn from my time wasting experience.

Thank you all who contacted me to let me know I was hacked. Much appreciated.

If you sent them information or even if you didn’t, do change your password and enroll in the two-step verification.

Once Linkedin was able to verify my identity, they resolved it quickly but truly this was a hassle.

Have a great weekend and keep you day job. No mystery shopping here.

Sincerely and stay in touch,



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Paul May & Associates, Inc. (PMA)


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Most Common Interview Questions from Glassdoor Blog

I thought I’d pass this one. Very good Interview Tips.

Nice starting lists of questions to prepare yourself for the next round of interviews.

This is from Glassdoor Blog.

50 Most Common Interview Questions
Glassdoor Team | March 16, 2015

When it comes to the interview process, research and preparation for the interview can often times determine your chances of making it to the next step. One of the best ways to get ready for a job interview is to practice your responses to any and all interview questions – even the downright weird.

To help you get started, Glassdoor sifted through tens of thousands of interview reviews to find out some of the most common interview questions candidates get asked during recent interviews. So, if you have a job interview lined up, practice in front of a mirror or ask a friend or family member to listen to your answers to the following questions so you’ll be ready to put your best foot forward.

Most Common Interview Questions
1.What are your strengths?
2.What are your weaknesses?
3.Why are you interested in working for [insert company name here]?
4.Where do you see yourself in five years? Ten years?
5.Why do you want to leave your current company?
6.Why was there a gap in your employment between [insert date] and [insert date]?
7.What can you offer us that someone else can not?
8.What are three things your former manager would like you to improve on?
9.Are you willing to relocate?
10.Are you willing to travel?
11.Tell me about an accomplishment you are most proud of.
12.Tell me about a time you made a mistake.
13.What is your dream job?
14.How did you hear about this position?
15.What would you look to accomplish in the first 30 days/60 days/90 days on the job?
16.Discuss your resume.
17.Discuss your educational background.
18.Describe yourself.
19.Tell me how you handled a difficult situation.
20.Why should we hire you?
21.Why are you looking for a new job?
22.Would you work holidays/weekends?
23.How would you deal with an angry or irate customer?
24.What are your salary requirements? (Hint: if you’re not sure what’s a fair salary range and compensation package, research the job title and/or company on Glassdoor.)
25.Give a time when you went above and beyond the requirements for a project.
26.Who are our competitors?
27.What was your biggest failure?
28.What motivates you?
29.What’s your availability?
30.Who’s your mentor?
31.Tell me about a time when you disagreed with your boss.
32.How do you handle pressure?
33.What is the name of our CEO?
34.What are your career goals?
35.What gets you up in the morning?
36.What would your direct reports say about you?
37.What were your bosses’ strengths/weaknesses?
38.If I called your boss right now and asked him what is an area that you could improve on, what would he say?
39.Are you a leader or a follower?
40.What was the last book you’ve read for fun?
41.What are your co-worker pet peeves?
42.What are your hobbies?
43.What is your favorite website?
44.What makes you uncomfortable?
45.What are some of your leadership experiences?
46.How would you fire someone?
47.What do you like the most and least about working in this industry?
48.Would you work 40+ hours a week?
49.What questions haven’t I asked you?
50.What questions do you have for me?

Glassdoor Interview questions