This week’s topic was interviewing, and we had several readers submit excellent questions. (Thanks!) Alas, we could only pick one, and it came from Janet Jansen. Here’s what she asked:

“Is it appropriate to read from notes in an interview? For example, questions I would like to ask the prospective employer about the job and company.”

This question is excellent for a few reasons, and upon reading it, we realized we should’ve address it before. So here’s our chance.

We and other experts advise job seekers to be prepared. Do your research, ask questions about the company, make eye contact, look interested, don’t fidget. In other words, be as perfect as you can be. Sounds easy, right?

A few problems naturally arise from this expectation. Everyone is a little (or very) nervous on a job interview.  Therefore you’re likely to forget some of the questions you wanted to ask or some of the factoids about the company that you wanted to bring up. Plus, taking notes during an interview is recommended because it shows you’re interested and paying attention, as long as you jot a few things down and don’t attempt to transcribe ever word. There you sit with pen in hand and some paper in front of you, taking some notes and trying to show the interviewer that you’re engaged and excited. It’s your turn to ask questions, if you haven’t been sprinkling some in throughout the interview, that is.

“Uh….uhm…I was wondering…” and then you forget what you wanted to ask. That question you thought of last night before bed has slipped from your mind. If only you’d written it down. Well, you should have written it and other questions down and brought them with you. Here’s why:

1. Writing down questions as they come to you keeps you from forgetting them. You might later decide it’s not a great question or you already know the answer to it, but better to edit your questions down later than to have none to reference.

2. Having questions ready to ask proves you’ve thought about this interview and the job. Interviewers like to know you are interested and that neither of you is wasting time. Questions that reference the company in some way are nice ways of showing that you’re not using stock questions for every job interview. Use your research and the information you learned so far in the interview to form such a question. For example, “Could you talk a little more about some of the people you introduced me to today? Would I be collaborating with the director or the area vice president on a regular basis or only on certain projects?” The question doesn’t have to be brilliant or complex, just inquisitive enough to get you the information you want and to show you’ve been paying attention.

3.  Pausing to check your notes gives both of you a chance to breathe.A quick glance down to look at your questions, which could be full sentences or just random phrases to remind you of a topic, allows you to relax for a moment. A few seconds of silence allows you to gather your thoughts, and the interview is probably relieved for the same reasons. Don’t stare at the page for five minutes and then robotically read off the question, of course. That’s just boring…and creepy.

4. Questions that came to you during the interview are better answered now than later.When the interviewer is talking, you’re likely going to think of something related that you want to ask. If you have an opportunity to ask the question at that moment, do it. However, if the conversation is flowing so that asking the question isn’t appropriate, scribble a note down so you can ask later. During the Q&A portion, you can say, “Following up on something you mentioned earlier, I was wondering…” You show that you’re interested and you get an answer right then as opposed to thinking about it later that night when you can’t get it answered. (Interviewers don’t like you calling them at 9 p.m. to ask follow-up questions, FYI.) Also, you can steer the conversation to issues you care about. The interviewer might have glossed over some of your management duties, for example, and this allows you to dig deeper and signal to the interviewer that you’d like to hear more about this part of the job. You learn more about the job and the interviewer learns more about you. It’s a win/win.

Congratulations, Janet, and thanks for asking such a great question. We’ll be sending you a copy of Career Building!

Check back on Monday for a new topic so you can submit your question and have a chance to win your own copy of Career Building.

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As our last post said, we’re holding a contest where we ask you to submit your questions based on that week’s topic. We’ll choose one person’s question to answer and then send him or her a copy of Career Building, which will bring you hours of joy for the rest of your life. It’s a contest that’s fun and informative — what more could you want?

This week’s topic is interviewing. We want to know what questions you have about interviewing. We’ll pick a unique question that we haven’t tackled before and that we think other job seekers or professionals are wondering about, too.

If you want to see a list of interview questions we’ve already answered over the history of The Work Buzz, look here.

Remember, for this week’s topic, submit your comments to this post by 11.59 p.m. CST. We’ll answer the question on Friday and notify the winner via e-mail to send him or her the book, so make sure you provide a valid e-mail addres to us. (Refer to the previous post to read the rules and regulations.)

So, readers, let’s hear your questions about interviews!

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Looking at a recent CareerBuilder survey, I suppose many other job seekers share the same face-in-the-palm level of embarrassment about some of their missteps. For the survey, employers were asked to name some of the most notable interview mistakes they’ve witnessed, and they gave some whoppers. As outrageous as some of these missteps are, I’m sure we’ve all had interviews we wish we could take back. The professional equivalent of acid-washed jeans, if you will.

Here are some of the most entertaining responses:

• Candidate wore a business suit with flip flops.
• Candidate asked if the interviewer wanted to meet for a drink after.
• Candidate had applied for an accounting job, yet said he was “bad at managing money.”
• Candidate recited poetry.
• Candidate applying for a customer service job said “I don’t really like working with people.”
• Candidate used Dungeons and Dragons as an example of teamwork.
• Candidate filed fingernails.

Even if you haven’t exhibited interview behavior on this level, you might have still left an unfavorable impression behind. According to employers, these are the most common mistakes candidates make during interviews:

• Dressing inappropriately
• Appearing disinterested
• Speaking negatively about a current or previous employer
• Appearing arrogant
• Answering a cell phone or texting during the interview
• Not providing specific answers
• Not asking good questions

In the full release, vice president of human resources Rosemary Haefner offers several tips on how to avoid being the candidate who is singled out for strange behavior. Perhaps the most important piece of advice she gives is to practice. The more prepared you are, the less likely you are to ramble or say something you’ll eventually regret. Read the rest of the release for more tips and examples of interview faux pas.

So how about it, readers–who else can admit to some embarrassing interview behavior? Surely I’m not the only one.

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You might wonder what the big deal is. After all, a handshake’s a handshake. (Unless you’re the Fresh Prince of Bel-Air.) But anyone who’s been on the receiving end of a lackluster or awkward shake understands why it matters. Even if you think a handshake is a fleeting gesture, you will make a snap judgment about the person’s presentation in that moment. Well, if it’s good, you might not pay much attention. However, if it’s bad, you will definitely take note.

University of Iowa business professor Greg Stewart conducted a study where students were sent into mock job interviews. In the interviews, the students met handshake raters (whose purpose was not revealed to them) and hiring managers. After the interviews, the handshake raters gave the students a score on their shake. Separately, the hiring managers assessed the students’ interview performance. The students who had the best handshake ratings were also seen as the most hirable candidates. Perhaps not a coincidence. As Stewart points out, job seekers are told time and time again how to dress and answer questions. Handshakes are one of the few moments when personality shines through. Unfortunately, all the wrong parts of a personality can shine through.

A good handshake should consist of a firm grip and a few pumps up and down. Maintain eye contact with the other person while you do this. Remember, everything in moderation. Don’t crush the other person’s hand or pull her arm out of socket while you stare into her eyes like a hypnotist. A normal, controlled handshake is perceived as outgoing and personable, which aren’t bad qualities to display in business.

What don’t you want to convey with your handshake? Here’s a quick guide you might want to keep in your pocket for reference before you head to an interview or meeting.

1. “I get it, you’re stronger than me.”
Your hand is not trying to wring all the juice from a lemon, so please don’t attempt to crush every bone in the other person’s hand—it just makes you look like you’re trying to prove yourself.

2. “Oww!”
An overeager shaker can catch the other person by surprise, so by the time the handshake starts, you’ve got one person grabbing on to four fingers. It’s awkward, yes, and painful for the person whose four fingers are being cracked.

3. “Sure, I guess I’ll pretend to care about meeting you.”
Some people liken this shake to a dead fish. It’s limp and apathetic and very awkward for the other person. Don’t give the impression that you’re disinterested—that’s no way to give a greeting.

4. “We’re now bonded together for eternity.”
An eternal handshake usually comes from people who are a little too happy to greet you or who are extremely nervous and forget to let go. You do a few hand pumps…and then some more…and some more…and finally you start to wonder if you’ve just participated in some sort of wedding ceremony.

5. “Bet you didn’t see that one coming!”
Although in most cases we don’t suggest changing who you are just to fit in with the crowd, the handshake is one instance. Most people use their right hands for a shake, and so if you extend your left hand, you end up with a fumbling, awkward encounter that leads to a strange hybrid of a handshake and an old-fashioned Southern Belle’s greeting (charmed, I’m sure). In this one scenario, follow the crowd and use your right hand.

Ultimately, you want people to remember you, not the handshake. Rarely do I remember a good handshake, and even less often do I hear anyone discuss a great handshake. I do remember the bad ones, and I’ve had people ask me if I remember so-and-so because he gave such a strange, awkward shake. In the grand scheme of things, handshakes aren’t the most important part of life. However, in today’s competitive job market, no one wants to get dismissed for something as frivolous as a handshake, so you might as well put your best hand forward.

Edited to add: I just wanted to say that the comments below raised a point that I failed to make in the entry. Specifically, these guidelines are based on the most commonplace American business standards. As with all professional interaction (whether it’s written communication or body language), you should be aware of your audience. Research the customs and practices of people you’re meeting with, particularly if they are not from the U.S.  As displayed by the below comments, cultural differences can alter how a handshake is perceived, and that does affect your first impression. You certainly want to make a good impression and you don’t want to offend your audience.

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Watching the tryouts is actually good for anyone who is going through the job search process. You can learn a lot about  what to do — and what not to do – in an interview just by watching those American Idol hopefuls because just like job seekers, they will often try anything to impress an employer. 

From certain skill sets to that cultural fit, it’s no wonder job seekers are confused about what employers are really looking for in their next hire. If you are wondering that same thing hoping to make some headway in your job search, watch our latest video from CareerBuilder TV about the things that can sway employers.

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“I applied for a position that would require an international move, had a phone interview, and was then flown down for a series of face-to-face meetings. That was about three weeks ago. Now [I’m] waiting, wondering if I should follow up. I’m currently employed, so there are LOTS of implications for me should an offer come forward, and I’m getting rather anxious.”

After finally landing an interview and going through the grilling by one or more interviewers, job seekers usually breathe a heavy sigh of relief. Not so fast. Now you have to play the waiting game, constantly checking your phone and e-mail for any sliver of communication. Unfortunately, not all hiring managers respond to candidates in the same way. If you follow up – both immediately after the interview and even after that – it could keep you on top of mind with the employer and possibly increase your chances of an offer.

“If you haven’t heard from the employer by the time they said they would make a decision, it’s all right to follow up, but do it in the correct way,” says Dave Carhart, a former recruiter who volunteers for the Milwaukee-based JobCamp, which offers free events that teach job-seeking skills. “Inquire politely and understand that often hiring timelines get pushed back due to various factors (budgets, other deadlines etc). Ask if there is an update on the position and restate your interest. If there’s no response at this point, they already may have hired someone.”

“Right now, due to the number of candidates, many companies have stopped notifying people individually that they are out of the running. It’s unfortunate, but that’s a fact of life. Repeated calls or e-mails will not improve your case … The key is to express interest, not desperation. That’s a turnoff and will torpedo you quickly,” Carhart says.

Here are seven tips for mastering the art of the follow-up.

1. After the interview, take some time to reflect as soon as you can do so, says Robin Ryan, in her book “Over 40 & You’re Hired.” Note tough questions and those you think you didn’t answer well; list any questions you want to ask if offered the job; and record your overall impressions of the people you met and the company in general. “Do this immediately – it can be quite valuable later. Maybe you won’t get the offer, but it’s important to learn from each interview,” she writes. You can use this information in your thank-you note and its follow-up.

2. The jury is still out about the method of communication for your initial post-interview thank-you. Many experts say either e-mail or hard copy is acceptable, while others prefer one to the other. Consider the type of organization you interviewed with and its culture, advises Alan De Back in “Get Hired in a Tough Market.” Whichever format you prefer, follow up immediately — on the same day of the interview.

3. Martin Yate, author of “Knock ‘Em Dead,” says the follow-up letter should make four points crystal clear: that you understand the job and can do it; that you paid attention to what was being said; that you are excited about the job and that you want it; and that you have the experience to contribute to the first major projects.

4. De Back says an effective follow-up note can be as brief as three paragraphs. He gives an example of a simple format to use: Paragraph one should thank the interviewer for the opportunity; paragraph two should refer to something you discussed during the interview (Hint: Review the list you put together from item No. 1 above); in paragraph three, thank the interviewer again and give a specific time line for when you will follow up.

5. You should show you were listening, are interested in the position and are confident in your ability to do the job, Yate writes. Illustrate these things by using phrases like, “Upon reflection,” “Having thought about our meeting …” “I recognize the importance of …” and “Listening to the points you made…”

6. “The No. 1 thing that separates a potential job candidate from the rest of the pack is when he/she clearly cares about the company’s bottom line,” says Larry Myler, author of “Indispensible by Monday” (Wiley, February 2010) and CEO of profit-consulting firm More or Less Inc. The candidate should have a documented history of bringing previous employers more money than it costs to employ him (either in a sales capacity or by presenting profit-producing and/or cost-cutting ideas) and should use this information in the follow-up call or note. “It proves that the candidate understands profitability and cares about the overall success of the business, not just his own job.”

7. Follow up early in the week, not right before the weekend. If you reach out to the hiring manager on a Friday, he or she has all weekend to forget. By making contact earlier in the week, the chances are better that you’ll be remembered because the interviewer is still in work mode.

*Kevin G. asked that his name be withheld due to privacy reasons.

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Anyway,  as I was saying, we’ve all had embarrassing moments. For some people, it unfortunately happened in the worst place possible: the interview.

If you’re sick of recounting your embarrassing interview moment in exchange for nothing more than a bunch of laughs from your friends and family, now you can tell it for a good reason: You might be able to win an 8-GB iPod Nano with built-in video camera.

BriteTab, a resume writing service, just launched InterviewFollies.com, a site that encourages users to post their embarrassing or funny job interview moment that they may have experienced, seen or heard about. Just by sharing your story, you’ll have the chance to win an iPod Nano with built-in video camera. Plus, you can promote your story however you want — through your Facebook page, Twitter account or your personal blog.

Visitors to the site will be able to vote for their favorite stories; the person behind the story that received the most votes win. There is a winner every two weeks for six weeks, which means you can submit your story up to three times for a chance to win.

From all of the things I’ve heard from hiring managers, I have about 100 stories I could enter in this contest. But, I’ll leave it you guys.

Before you share your embarrassing interview moment on InterviewFollies, share with us here. You won’t win an iPod Nano, but maybe if you’re story is funny enough, we can use it an upcoming article.

In the meantime, here is some reading on interviewing to keep you busy:

The Worst Interview Faux Pas
7 Ways to Wreck Your Interview
10 Signs Your Interview Went Well
You Said What?!

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But I digress … I’m here to talk about one book in particular. While I would love to tell you (again) about CareerBuilder’s job search handbook “Career Building,” I’d be remiss if I didn’t tell you about this particular gem I found called “101 Toughest Interview Questions … and Answers That Win the Job!” by Daniel Porot and Frances Bolles Haynes. It’s not your typical dry interview book. This book is compact and comes in a flashcard-like format and arms you with the answers that interviewers really want to hear.

The book is divided into four sections which address employers’ main concerns when hiring a new employee – 1) Can you do the job? 2) Who are you? 3) Will you fit in at the company? 4) What will you cost us? — and supply potential interview questions that will answer those matters.

Porot and Haynes cover questions from the most standard (“What are your greatest achievements?” and “Do you prefer to work alone or in a group?”) to the most challenging (“So?” and “Have you approached any other organizations?” and “Would you like to sit in my chair one day?”) and give suggestions and fill-in-the blank options of how you might answer each.

For example, the authors give five sample answers that you can adapt to your situation and personality to the question, “Why do you think you have the potential for this job?”

• I know my potential, and I can tell you that I plan to enrich the company in two areas. (Mention two areas in which you are 100 percent sure you can add value.)
• I can answer that positively for two reasons. (Mention two examples or facts as proof.)
• My three strongest qualifications for this job are ______, ______ and ______.
• Based on the information you have shared with me today, I can say that I have the potential as well as the enthusiasm and persistence that you would expect from someone working for your company.
• I have encountered situations and challenges in my previous jobs that are similar to those involved with this position and I have a successful track record. (Elaborate on one.)

But I don’t think you should read this book before your interview. I think you should read it before you even apply to jobs. “Why?” you ask? If you review all the questions as a job search exercise, the information you discover and the answers you craft can be used in your cover letters and help you discover holes in your resume. All that in a purse- or backpack-friendly size.

There is one question that I take issue with: “What is your favorite Web site and why?” This wordsmith and bibliophile whould have liked the question to read: “What is your favorite book and/or Web site and why?” (Hint to anyone who ever interviews for a job with me.) Otherwise, as Chelsea Handler would say, I give this book … my blessing.

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Anyway, while sifting through Tweets this afternoon, I came across a link to a great blog posted on BrightMove, a provider of Software-as-a-Service applicant tracking and talent management solutions.

Nanci Lamborn, the blog’s author, wrote about an applicant who effectively ruined his chances of getting hired, despite his impressive qualifications. It touched on some things we’ve talked about recently, like employers getting back to you, the “resume black hole” and the things employers consider before deciding to go forward with an interview.

Lamborn talks about how she was sorting through hundreds of applications and sending out a quick reply that basically said, “We got your resume; don’t call us, we’ll call you.” (Much more professionally, obviously.) She assumed this was better than hearing nothing at all, but it seemed that one applicant did not agree.

The subject line of his e-mail was one word, which I can’t republish in its entirety, but I’ll give you hint: “BS!” Lamborn paraphrases his e-mail nicely:

“Please allow me to paraphrase the flipper’s dissertation (my editorial commentary in italics for your amusement): I know your position isn’t real (then why did you email me?). You posted it to cover your arse. And schmucks like me trying to support a family waste allllll this time and energy responding to the job, only to get a BS reply like this (so writing this reply isn’t wasteful?). Why don’t you have the decency to call and tell me if I’m seriously a candidate or not? (Maybe since I’m not Superman I cannot effectively screen 528 resumes in 36 hours?) I am sorry for being so unprofessional (Oh, um, thanks?), but I am perfect for this job (Sure you are! Why ever did I not see it before?). I keep getting responses like this, and you high and mighty HR jerk offs deserve a piece of my mind. (…crickets… I got nothin’…). You better hope this Karma doesn’t catch up with you (Why, did he apply too?). Best Regards, Mr. Nicely Wonderful, Managing Partner. (Managing Partner of what, Psychotic Inc?). There was more, quite a bit of it. But his point is made.”

The worst part is, Lamborn notes that this person was actually pretty qualified for the position, but due to his less-than-appropriate bedside manner, she decided against moving forward with his candidacy.

The way some people behave in their job search never ceases to amaze me. Read Lamborn’s full blog here to learn a few lessons and see how she responded to the situation.

What would you have done?

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Sylvia’s experience with the younger members of the work force haven’t been all great, so she expressed some hesitancy at losing out on a job to a recent graduate. While we here at The Work Buzz don’t think anyone’s automatically a better or worse job candidate because of their age (or any other demographic trait, for that matter), we do think it’s worth addressing a conversation that’s been going on for decades and has heated up more in the last few years. If two candidates are pitted against each other, one being young (by professional standards) and the other being significantly older, who’s going to get the job?

The thing is, no one knows, and it’s not as cut and dried as age. First off, you should know your legal rights in terms of age discrimination, as explained on the government’s EEOC site. So rather than try to say that you, specifically, can always get hired in any situation, here are ways you can stress the attributes of your age without having to actually talk about your age. Why? Well, because no employer wants to hear “I know I look old, but…” or “I might have baby fat, but…” Instead, phrase it all in terms of experience.

You’re an older work (however you want to define “older):

• You’ve already  made the mistakes
  When you discuss weaknesses or learning experiences, you can refer to mistakes you made earlier in your career. Everyone makes rookie mistakes, and hopefully you learned from it so that you can point to a time when you didn’t know your limits and now you do.
• You’ve been around the cubicle (for lack of a better metaphor)
  If you’ve been in the work force for 10, 20, or 30 years, you’ve probably held different positions. Maybe you changed industries, employers, or roles. That experience informs the decisions you make today. The skills you’ve acquired have come from hands-on experience, which is something school alone can’t teach you.

You’re a younger work:

• You know the current trends
  On average, younger workers (especially those straight out of college) are familiar with today’s technology and new industry trends that are just now making waves. For many employers, that’s a huge asset because their current employees might be more focused on what’s previously worked and not think as much about what’s coming up.
• You’re willing to take risks
  No employer wants to hire a liability, but if you’re still trying to establish yourself in the professional world (aka you don’t have a ton of credibility to lose at this stage), you’re more likely to try new ideas. Unconventional ones that might not appeal to others could be a boost for you.

The goal isn’t to attack the other applicants but rather to show why you are a positive addition to the team. And remember, your focus needs to be on what you bring to the company. Employers want good workers regardless of age or gender. No one will hire the whiny crybaby who spends the whole interview complaining about the rest of the job seekers.

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