Killer Interview Secrets

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This book is intended for informational and educational purposes only. The
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Copyright © 2008. Killer Interview Secrets All Rights Reserved. 2

Table of Contents
Introduction……………………………………………………………… 5
PART 1- Mastering Interview Techniques…………………………….. 7
Killer Interview Secret #1

The 7 Traits Employers Look For In Every Applicant…………………… 7

The 4 Key Elements To A Winning Interview Answer…………………...17

The Best Interview Strategy…Ever…….....................................................21

Opportunities Are Created, Not Given………………………………….... 39

How To Really Read A Job Description…………………………………. 42

The Most Common Types of Interviews & How To Ace Them………… 47

Mastering The 11 Foundation Interview Questions……………………… 54

Asking The Right Questions……………………………………...……… 63

The “Hidden” Job Market………………………………………………... 68

PART 2 – Your Natural Attraction Factor…………………………….. 71

Turning On Your Natural Attraction Factor ……………………….……... 71
I. It’s All About Attitude ……………………………………………… 71

II. Body Language ……………………………………………………... 78
III. Grooming & Appearance ……………………………………………. 84
Conclusion………………………………………………………………... 87
Appendix A – Story Matrix

Introduction - Is This Job Right For You?
Before we get into the meat and potatoes of this book, I want you to ask
yourself one thing. Is the job you are applying for the right job for you?
This is the first question you must ask yourself when you are looking at
potential jobs. It is surprises me how many individuals overlook this
important question. People see a job that looks decent, has a short commute,
pays in the salary range they are looking for, and immediately want to apply
for it.
What they fail to think about is whether or not the job is in line with their
career goals. I’ve seen too many individuals get a job they thought was a
good fit, but turned out to be a horrible move. That’s because they didn’t
think long term.
Whenever you look at a job, you should look at it as an investment for at

least the next two years. This is the window of time that will allow you to
not only learn, but to grow as an individual and excel as a professional. I
say two years because it will take time to gain the trust of your co-workers
and superiors. After that it will take even more time to get promoted and see
the results of your hard work. Thus, you really have to think hard about
whether you can see yourself at a job for the next two years.
You will want to stay at a job for two years for other reasons. The minimum
time that you should stay with a particular company is around two years.

Employers tend to like this timeframe, and some employers will not hire
individuals who have a string of jobs on their resume with less than two
years at each.
You don’t know how many people have asked me, “Do you think this is the
right job for me?” Each time I get asked this, my response to this question
is, “Does this job fall in line with your career goals? Will taking this job
push you farther along the path to where you envision yourself 10 years
from now?” You won’t be surprised how many people cannot answer that
question. You must have a clear picture of your career goals and where you
see your “professional self” in the future.
You must feel challenged and fulfilled at any job that you take on. Given
that, I will leave you with one of my sayings that you should think hard
about. We will touch on this throughout the course of this book.
“At a job, you need to feel a little bit overwhelmed. If

you are not swimming upstream, then you are going
downstream. If you are not climbing the mountain, you
are falling down the mountain.”
The struggle you experience “climbing the mountain” is what will make you
grow and learn. It might be difficult to see at this point, but when you reach
the “summit” you will realize how much you have learned. And we all
know that your goal is to make it to the top of the mountain.

Part 1 - Mastering Interview Techniques
Killer Interview Secret #1 - What Employers Are Looking For
Simply enough, employers want to hire people who will make good
employees. Good employees will do the job right, add value to the company
and therefore make the job recruiter look good.
There are 7 key elements that lay the foundation in all successful employees.
Before you go on any interview, you must understand and know how to
exhibit these 7 key elements that all employers are looking for in the people
they hire. If you don’t, chances are you won’t fit the mold of a good
employee and won’t get hired.
To make it easier for you to remember, I put these seven fundamental

characteristics into an acronym: S.T.A.P.L.E.S. Although these are very
basic concepts, you can’t discount the importance of them. Understanding
these concepts is crucial to your interview success.
Skillset
Team player
Attitude
Professionalism
Leadership
Ethic
Security

Let’s go through each of these individually to help you gain a full
understanding of each, and why you should exemplify these in your
interview. We’ll discuss how to implement these characteristics later in the
book.
Skillset
First and foremost, the employer wants to know if you have the skills
necessary for the job. Hands down, this is the most important factor
employers consider when interviewing candidates. If you can’t do the job,
there’s no reason to hire you.
But this doesn’t mean that you should only apply for jobs that you feel you
are perfectly qualified for. In fact, I want you to apply for jobs that you are
only “mostly” qualified for.
You might be asking yourself, “If I don’t possess all the skills that the job
requires, then why would the company hire me?” You don’t have to possess
100% of the job requirements…let me tell you why.
A person having 100% of the qualifications listed for the job would describe
the “perfect” candidate, which an employer rarely comes across. Almost all
of the time, a company will hire the best qualified candidate that they come
across.
Let me define what “best qualified” means. You have to remember that any
company who posts a job listing is doing so out of necessity. The company
has a void that needs to be filled, and is facing a time crunch to do so. In

most cases, the person who was doing that job either quit or got fired, and
the position needs to be filled ASAP.
I have personally seen what kind of impact a void like this has on a
company. Other employees have to pitch in and take on the responsibilities
of the departed individual. This places a huge burden on these employees,
and can have a negative impact on the morale of the entire department. I’ve
seen a whole department go down in flames because of something like this.
In other words, this position needs to get filled quickly before it causes any
further burden or damage. The company must find the candidate who can
best do the job, and do it in a timely manner.
This is all in your favor, which is something that most job seekers don’t
realize. The company needs to fill that position as much as you need a job.
If you can give the company a majority of what it wants, you are in!
Key elements of a successful skillset:

• You have a solid resume
• Your previous job experience is relevant to the current
position
• You possess a majority of skills required by the job

Team player
Companies look for individuals who work well with others, look to help
others when needed, and genuinely want what is best for the company.
Every employee must exhibit these core beliefs and principles.
Ever heard of this popular saying, “One bad apple ruins the bunch”? That
saying holds very true in this case.
Here’s a real life example. In sports teams, you might hear about one player
that is a “cancer” to the team. This player totally disrupts the chemistry of
the team. Maybe it’s due to the player’s work ethic, behavior, or lack of
respect for coaches or teammates. Whatever the reason, the team suffers as
a result of this player’s actions.
Would you want a teammate like this? Carry this over to a company.
Would you want a co-worker like this? Especially when your livelihood is
directly affected by every action of this co-worker? I didn’t think so.
I remember one employee that simply had no interest in being a team player.
She wasn’t shy about it, either. This employee would come in late, leave
early, and expect others to pick up her slack. And if you had the nerve to
ask her for help, she’d bite your head off. Needless to say, she didn’t last
long at the company.
Every employer shares this same perception. They want a team player. In
every interview, you must send the message that you work well with others

and can have a positive impact on the company. One easy way to do this is
to have a great attitude, which I cover in the next section.
Key elements of a team player:

• You exhibit the core beliefs of the company
• You work well with others
• You respect others
Attitude
All employers want individuals with a positive attitude. A positive attitude
tells an employer how you will act on the job. Employers are looking for
individuals who will be flexible, accommodating, and display good work
ethic. There is no worse employee than one with a bad attitude. Employees
like that become “ex-employees” very quickly.
In the previous section I told you about an employee that was the opposite of
a team player. Well, this same employee had a bad attitude as well.
Whenever she was asked to do a “little extra,” she always put up a fight.
Asking her to work overtime was like asking for her firstborn. Her
managers had the most difficult time dealing with her that they would
simply ask others to do the additional work. This type of behavior
eventually got her fired.
Are you going to put up a fight when asked to do additional duties? How
are you going to respond when asked to work a little overtime?

These are all questions that the interviewer needs answers for. And the
interviewer must make the best possible guess based on the short amount of
time with you. The interviewer is looking for someone with a positive
outlook, and who can be flexible and accommodating to new job duties.
Key elements of a positive attitude:

• You possess flexibility
• You have a positive outlook, optimism
• You are proactive
Professionalism
Every individual is a reflection of the entire company. Employers only want
the best to represent the company, and are looking for individuals who are
mature, articulate, and have good people skills. Being “professional” means
that you know how to “handle yourself” as an employee of the company.
You show up on time, do the work to the best of your ability, and respect
your co-workers.
One person who got fired was as individual who exhibited pure,
unprofessional behavior. He was disrespectful to others – nothing was out
of bounds to this guy. This individual would say whatever was on his mind,
no matter how inappropriate it was. He just didn’t have a clue. One time he
had the nerve to call his co-worker a slacker…while reading the newspaper!
Applicants like this need not apply.

That individual was unprofessional and was a poor representation of the
company. Based on that example, it is easy to understand why companies
would only want to hire candidates who exhibit true professionalism. It is
your job to display professionalism throughout every interaction you have
with the potential employer, beginning with your application up until after
the interview.
Key elements of professionalism:

• You possess maturity
• You are articulate
• You have a positive attitude
Leadership
Companies can only grow as much as their employees do, and leaders help it
do just that. If employees maintain their current skillset without improving
it, the company can’t grow.
As the saying goes, “the cream rises to the top.” Those who exhibit
leadership will be recognized by management as individuals who strive for
success. These are the individuals who will push the company further, and
help it achieve greater success on a broader level.
Employers are looking for candidates who exhibit leadership. Specifically,

they are interested in individuals who have a good understanding of the job

and can motivate others to succeed and perform at their highest levels. A
true leader can inspire co-workers to achieve things that they would not
otherwise have accomplished.
Key elements of leadership:

• You possess the qualifications for the job
• You have a good understanding of what it takes to
complete the job
Ethic
How you approach your job determines how far you can go. I can’t stress
this enough! Having a good attitude, being proactive, and possessing a
willingness to do whatever is needed to get the job done all contribute to a
good work ethic, and will be recognized by an employer.
Being proactive says so much about an employee. No employer likes to

have a slacker on its team. Slackers look to do the minimum level of work
necessary, and clock out as soon as they can. I’m not saying that you have
to work overtime for the sake of working overtime. But you must show your
employer that you are a “go-getter” and are looking to challenge yourself.
Good work ethic also hinges on your willingness to do what is needed to get
the job done. It shows your employer that you possess a desire to do well at
your job, and that you also care about the task at hand. Following a task to
completion speaks volumes about the type of worker you are. You are

thorough, and truly care about the quality of your work. These are traits that
will ultimately get you promoted and move up the corporate ladder.
Along the way, you are not going to understand everything you encounter.
It is your responsibility to ask questions to gain a better understanding about
your task. There is nothing worse than an employee who completes a task,
but delivers a low-quality product because the employee failed to ask
questions along the way.
Key elements of good work ethic:

• You have a willingness to do whatever is needed to get
the job done
• You ask relevant questions
Security
Last but not least, employers are looking for candidates who truly want to be
part of the company. They want individuals who desire to be active
participants for the long-term. Short-timers need not apply.
No company wants to hire and invest resources into training an individual,

only to have that person leave the company shortly thereafter. This is a
waste of the company’s valuable resources. Not only have they wasted time
recruiting and training you, but now they have to go out and find someone
else to hire.

Employers want candidates who have long-term goals with the company.
Depending on the position, this could mean two years or it could mean 15
years. Whatever the duration of time, you want to give the employer
confidence that you will be with the company for however long they desire.
You don’t want to give the impression that you will leave the company in
the near future.
If your resume has previous jobs that you have spent less than two years at,
be prepared to explain why. You will need to put a positive spin on these
positions, and provide the interviewer with solid evidence on the reasons
why you left the company before two years.
Key elements of security:

• You want to be part of the company
• You do not intend to leave shortly after being hired
• You have a proactive attitude

Killer Interview Secret #2 – The 4 Key Elements To A Winning
Interview Answer
Before I discuss how you should answer interview questions, I want to break
down what makes an interview answer successful. There are 4 key elements
to a winning interview answer:
1. Targeted
2. Specific
3. Concise
4. Proper Delivery
Targeted
Employers are looking for certain skills in every person they interview, and
you must convince the employer that you possess these skills. The only way
to do this is to focus your interview answers on specific skills required by
the job. The job description will tell you the exact skills to target (I go over
how to properly break down a job description in Killer Interview Secret #5).
It is very important to identify the skills that are highly relevant to the
position. If you don’t do this step, your answers will completely miss the
mark. Imagine if the position required great teamwork skills, and instead,
you focused on how well you work as an individual. This answer missed the
target completely, and is the exact opposite of what the interviewer is
looking for.

After you have properly identified which skills to target, you must next
come up with a specific example of when you have demonstrated the skill.
Specific
Each answer must contain a specific example of how you demonstrated a
particular skill or quality. A specific example provides a foundation for you
to create a unique answer that will make you stand out from your
competition. Also, if you don’t provide specific evidence, the interviewer
has no incentive to believe that you actually possess the particular skill.
For example, you might be asked, “Why are you qualified for this job?” If
you answered that you “could handle multiple projects at once” but didn’t
give a specific time you demonstrated this, there is no reason for the
interviewer to believe you. You need to paint a picture for the interviewer,
so that he or she could visualize you in the position.
If instead, you followed up your answer by describing the time that you
“juggled 3 projects and worked overtime to meet all 3 deadlines,” it gives
the interviewer a much clearer picture of you as a worker. The interviewer
has a better sense of your work ethic and how you might perform if actually
hired.
More importantly, you have provided a unique example that no other

individual could say. This will make you memorable in the interviewer’s
mind when it comes to making a hiring decision.

Concise
Each of your answers must be concise and straight to the point. You need to
keep the interviewer engaged in what you have to say. I recommend that
your answers be less than 2 minutes each. Any longer and the interviewer’s
mind will start to wander and you will lose the interviewer’s interest.
The best way to keep your answer short and still convey the correct message
is to tell a “story.” A story is the best way to highlight a relevant skill in
under 2 minutes (I go over stories in Killer Interview Secret #3).
Proper Delivery
Words are only as strong as they are delivered. The same exact statement
can be said by 2 people, but can be interpreted very differently because of
the way each person delivered the statement.
This is the power of speech. Each of your answers must be delivered with
the proper tone, energy, and attitude. If delivered properly, your answers
can convey confidence, self-esteem, and command the full attention of the
interviewer. If you listen closely to the Killer Interview Secrets MP3 audio
files, you will notice that there is a certain rhythm to the answers, and a
certain emphasis on specific words. These factors all make the delivery of
the answers more powerful and effective.
On top of these speech patterns, there are also nonverbal forms of

communication that add further emphasis to your answers. Factors such as
body language, eye contact, and posture all contribute to making your

answers even more effective. These are called your “natural attraction
factors” and I go over how to unleash them in Killer Interview Secrets #10.

Killer Interview Secret #3 – Telling Stories, The Best Interview Strategy
Stories are the best way to give the interviewer concrete support of one of
your skills. If an interviewer asks you a question, and asks something about
your leadership and you simply say “you’re a good leader”, there’s nothing
to support it. But if you use a story that has a specific event in mind and you
put that on display for the interviewer, it supports your leadership skills. It
provides evidence to the interviewer and also gives him or her something to
hold onto even after you leave the interview. No other person has the same
story as you. Your story is unique only to you, and should be your secret
weapon to make a memorable impression on the interviewer. No one will
ever have the exact same experience as you, so you should use it to your
fullest advantage to stand out.
The best people I’ve ever hired all used stories to impress me and knock my
socks off. Their stories gave their black and whites resumes life. They gave
me a clear idea of who these people were, how they interacted with others
and how they might have handle different situations. They also added layers
of depth to their character. To achieve this, is the sole purpose of any
interview. You want to leave with your interviewer with a clear picture of
who you are and what you are all about. Stories are the best way to achieve
this.
A story can be used to explain anything – a certain skill you have, how you
handled a particular situation, what your personality is like, and just about

anything else. A great interviewer is a great storyteller. In this section, I am
going to teach you not only how to become a great storyteller, but how to
use a story to convince the interviewer you are the best person for the job all
in 2 minutes or less!
Killer Interview Tip: A story is the best way to give the

interviewer insight into your qualities, qualifications, and
personality…in 2 minutes or less
In the case of an interview, a good story should describe one of your positive
traits, explain its relevance to the job, and convince the interviewer you are
the right person for the position. Instead of simply telling the interviewer
you are “hard working,” imagine telling a story that demonstrates how you
are hard working. This provides the interviewer more “color” to your
example instead of being black & white. Your skills will be “brought to life”
through your stories and leave a lasting impression.
Many times an interviewer doesn’t know what he or she is looking for in an

individual. They don’t know what it is they want until they actually see it.
Telling stories paints a picture for the interviewer and adds depth to your
character. You can use stories to make yourself 3-dimensional and “fill the
void” for the interviewer. Maybe that story you told about doing volunteer
work was exactly what the interviewer was looking for…and didn’t even
realize it until you told the story!

How do you come up with a story?
Coming up with a good story for an interview can be completed in a few
easy steps. I came up with this story exercise to help get your ideas flowing.
Story Exercise #1
1. Take out a blank piece of paper.
2. Brainstorm anything in your life that you are
proud of. It can be anything ranging from
something you were recognized for at your last
job to a sports accomplishment back in high
school.
3. List out as many as you can.
Hold on to that list, and we’ll come back to it very shortly.
What Are the Elements of a Story?

A good story should highlight one of your skills and be supported by a
specific event or accomplishment. Let’s say that you are a great leader.
You can’t just tell the interviewer that you are a great leader and expect
him/her to believe you, right? You have to support it with concrete evidence
of why you feel this way.
If you told the interviewer that you are a great leader, and supported it by
describing how you started up a social committee at your old job, it would
give the interviewer more reason to believe you. It gives the interviewer

something to “latch” on to, and helps the interviewer remember you when it
comes to decision time.
To emphasize, every good story highlights one of your skills and is

supported by a specific event. If your story is missing one of these, it won’t
make the right impact on the interviewer.
Formula for a successful story:

• Identify a specific character trait you want to
demonstrate
• Identify a specific event or accomplishment that
provides concrete evidence of your character trait
• Create the flow:
o Set up the situation
o Communicate the obstacle or event you faced
o Walk the interviewer through the sequence of
events, making sure that your trait or
accomplishment is fully conveyed
o Conclude with a bang!
• Each story should be less than 2 minutes
In the next section we’ll cover successful examples of stories I’ve heard
through the many interviews I’ve conducted.

How to Tell a Story
How you tell a story is almost as important as what the story is all about.
You have to tell it with excitement, energy, and enthusiasm. Your goals is
to get the interviewer engaged and “into” your story.
Telling a story is an interactive experience between you and the interviewer.

If the interviewer does not feel involved, you have lost the interviewer’s
attention and the chance to make yourself memorable, no matter how good
your story is.
One individual that I interviewed almost put me to sleep during the

interview. He spoke in a monotone voice and had no “energy” whatsoever.
I sat there trying hard to stay awake and listen to what he had to say. While
he did have some great things to say, he just didn’t keep me interested
throughout the interview. If he injected some energy into his stories, it
probably would have made more of an impact on me. Instead, he left
without getting a job offer.
Killer Interview Tip: When it comes to storytelling, there

are only three words to remember: Energy, Enthusiasm,
Excitement
What kind of stories should you tell?

A good story takes a specific event from your life and brings it to life for the
interviewer. Now all you need to know is what kind of story to tell in your
interview. I’ve made it easy for you.

I’ve heard a ton of stories through the years…some good, mostly bad. I
carved down all the junk into nine Killer Stories for you to use in your
interviews. The following stories give you the perfect vehicle to highlight
your skills and show the interviewer you are the best person for the job!
“The MVP”
The Most Valuable Player, or MVP, is a story you can use to highlight a
personal achievement. For those of you who don’t know, the term MVP
usually describes the player whose individual performance exceeded all
other players.
Was there a time when you truly shined like a star? It doesn’t have to be
related to sports. It can be anything that you participated in that could be
singled out for outstanding achievement.
For one particular job seeker, it was making the tennis team in high school.
More specifically, he tried out for the tennis team in his freshman year but
was unsuccessful in his attempt. After he didn’t make the team, he decided
that he was going to practice everyday and do whatever it took to make the
team the next year. So each day after school, he hit the tennis courts and
even took private lessons to improve his skills. He was determined to make
the team. Not only did he go on to make the team, but by senior year, he
was the #1 player AND team captain. How was that for a story?
The job seeker’s tennis team story showed that he was determined,
persistent, driven, goal-oriented, proactive, and did what was needed to get

the job done. Not only did he accomplish his goal, he exceeded all
expectations in the process. He encapsulated all of these nuggets of
information in a 2-minute story. This is one of the most amusing, yet
informative, stories I have even been told.
Here are some questions that may help you:

• Were you a part of an athletic team or organization
where you had to audition or tryout to make the squad?
• Were you ever singled out for your performance in any
activity you participated in?
• Is there an accomplishment that you are proud of? (It
doesn’t have to be related to sports)
“The Superstar”
This story specifically highlights recognition you received at a previous
position. You need to brag about any type of recognition that was given to
you. And don’t discount yourself. Give credit where credit is due.
Recognition isn’t always obvious. It can be disguised as a simple

compliment or acknowledgement from senior management. You don’t have
to receive a certificate for your accomplishment, but it sure does help to
have one.

One guy I interviewed was known as the “go-to” guy at his previous job.
When it came to hunting down hard-to-find information that others couldn’t
find, everyone went to him. For some reason, he just had a knack when it
came to doing research. He was facing a time crunch on a specific project
and the manager needed a critical piece of information. He tracked down
the data for his manager and met the deadline…barely! Not only did he
receive praise from the manager, but from the Vice President as well!
From this project, he built his story around the recognition he received,
which highlighted his resourcefulness and effectiveness. These are traits
that all employers appreciate, and he was able to demonstrate them through
the use of this story.
Here are some other examples of recognition that you may

have received and can brag about:
• Being named Employee of the Month
• Being told that you are always a “team player”
• Being promoted, even better is to be promoted faster
than normal
• Being ranked at the top of your hire class
• Having your manager give you more complex duties to
challenge you
• Being named to a special committee by management
• Handpicked to mentor to new employees

You can choose any of the above examples, and create a story that displays
your achievements. You can turn something that you thought was small into
something big. The goal is to build a story around a specific achievement
that highlights one or more of your positive characteristics.
“The Upright Citizen”

Sometimes employers want a clearer picture of you on a personal level.
They may want to see another side of you and get more insight into your
personality. This would be a great time to use the Upright Citizen story.
I’ve interviewed many individuals who got me on their side by showing

something more personal in the interview, rather than just being “all
business.” When I say personal, I’m not looking to hear about your
relationships. I’m looking for things that will give me a better picture of
your personality. Like if you are helpful, a team player, or are proactive --
every little bit of information helps when it comes time to making a
decision.
While others might have similar work experience, what makes you unique is
your personality. No one else is exactly like you. If you give the
interviewer a peek into your personality, it will add depth to the interview.
In the Upright Citizen, you want to focus on a quality that may not
necessarily be related to work. For example, you can talk about charity
work that you do or how active you are in the community.

One lady I interviewed actively participated in an organization that
performed community service and highlighted this in her interview. She
described how she volunteered at the homeless shelter and participated in a
city-wide cleanup. Sharing a story like this showed that she possessed
compassion and an eagerness to help others in need. It added depth to her
character, which made her 3-dimensional in my eyes.
You can come up with a similar story. Pick out something that is not work-
related, and build a story around it. When creating your story, keep in mind
what character traits you want to present to the interviewer. If successfully
done, you will also become 3-dimensional.
Here are some questions that may help you:

• Is there a character trait that you are especially proud
of, or feel defines you?
• How is this particular character trait demonstrated in
your everyday life?
• What are your best 5 qualities, and why do you think
they are? (provide specific examples)
“The Professor”
Being able to do the job is what it comes down to. Hands down. Having the
necessary technical knowledge for the job is what ultimately convinces the
interviewer to hire you.

In the course of the interview, it is almost guaranteed that the employer will
ask why you are qualified for the position. This is your golden opportunity
to shine and to show the interviewer exactly why you are the best candidate
for the job.
I want you to pick out the top three skills you feel are most relevant to the
type of jobs you are applying for. Are you very detailed? Or maybe you are
great with computers. Whatever the skill is, I want you to create a story and
provide concrete examples of how you have demonstrated this skill.
I remember interviewing a guy for a position that required him to be “handy

with computers.” He went on to tell me about how he liked to build
computers from scratch in his spare time. He understood how each of the
individual components work, and could troubleshoot most problems that he
faced. He even fixed his neighbor’s computers whenever they need him to.
In this story, he could have easily just said that he knew a lot about
computers, and left it at that. But instead he went into more detail and added
some life to it. The job seeker didn’t just “tell” me that he was good with
computers, he “showed” me. That’s what I want you to do. I want you
build a story around a skill, and really bring it to life. You will be sure to
leave your mark and give yourself credibility when talking about your skills.
Killer Interview Tip: Tell, then show

“The Team Player”
Every employer is looking for a candidate that displays solid teamwork
skills. Working with others is the foundation for any job you are going to
have. But “teamwork” can mean different things. It can mean working with
others on project-based tasks, or simply how well you interact with your co-
workers.
The interviewer will be looking for specific examples of how well you can
work with others. A company wants a candidate who has a good, positive
attitude and can work alongside other co-workers in harmony. There is
nothing worse than having “one bad apple ruin the bunch.”
Think about your previous jobs and outside experiences as well. I want you
to come up with specific situations that required you to work in a group to
accomplish a goal.
I interviewed this one person who always made it a point to extend help to
her co-workers as much as possible. She described a time when her co-
worker asked her for help on one of the busiest days of the month for the
department. They all had several deadlines to meet and didn’t have any time
to waste. Helping him out might have set her back and cause her to miss
some deadlines. But because she knew exactly what her co-worker needed,
taking time to help him out was the right thing to do.
She could have easily brushed her co-worker off and concentrated on her
own tasks, but helping him out ultimately helped out the entire department.
But that’s what a team player does – a team player goes out of the way to

help co-workers because everyone will benefit. Even though she didn’t
receive direct recognition for this gesture, it solidified her willingness to be a
“team player” in management’s eyes. I loved hearing this story.
Here are some other questions that will help you identify
specific situations to talk about:
• When was the last time that you had to work in a
group?
• Do you ever help co-workers out with their problems?
• Have you ever worked overtime to get your own work
done because you had to spend parts of your day
helping others with their duties?
• Have you gone out of your way to help others, even
when it meant sacrificing your own individual
performance?
“The Big Boss”

You might be interviewing for a position that requires you to manage a team
of employees. In this case, the interviewer is looking to see how well you
can communicate and work with others. Being a good manager is a
combination of many traits -- great communication skills, the ability to work
in a team, and how well you give direction.

You might be asked why you feel you are a good manager. Again, you need
to provide a specific example to the interviewer.
During an interview, I asked one job seeker to tell me about an issue he

faced as a manger. He told me about the first time that he had to address a
performance issue with one of his staff members, which is a difficult thing to
do. But as a manager, it was his job to communicate and discuss the issue
with this individual. Using a positive tone, the job seeker communicated the
concern and gave his staff member advice on how he could improve his
performance. While this was tough news to hear at first, it turned out for the
better. From that point, the staff member implemented the job seeker’s
advice and went on to continually exceed expectations on the job.
Here are some questions that may help:

• Was there a time when your staff’s performance wasn’t
meeting expectations? How did you address it?
• Were you ever given a project you knew nothing about,
but had to guide your team to complete it?
• Did you ever have a large project and had to delegate
tasks to several of your staff?

“The Troubleshooter”
The ability to solve problems is vital to any job. If the position you are
applying for requires you to “think out of the box,” this is a great technique
to use.
You may be asked a question like, “Tell me a time where you encountered a
problem at work, and how you resolved it.” The interviewer is looking for
your ability to solve problems and wants to know the thought process that
supports your solution.
What makes a good “troubleshooting” story? You have

to:
• Explain the situation
• Identify the problem
• Identify the solution
• Walk the interviewer through the steps you took to
Additionally, this story does not have to be anything related to work. That is
the beauty of this technique. Because the interviewer is looking for
particular character traits, you can borrow some life experience and use that
to demonstrate your qualities.

I remember a story that someone I interviewed told me. It had nothing to do
with work. He was on a camping trip, and came across an individual who
injured her leg after stumbling over a rock. Because he had first aid training,
he rushed to the scene to help her out. The job seeker assessed the severity
of the injury, and was able to properly treat the wound using his first aid
training. Of course, the job seeker walked me through the story in more
detail, but it showed me that he was resourceful and could work under
pressure. This story definitely made him stand out.
“The Juggler”
Handling multiple tasks at once can be very difficult for many workers to
do. Multitasking is a required trait for many jobs, and interviewers will be
looking to assess your ability to juggle more than one thing at a time.
No matter what job you get, there will be multitasking involved to some
degree. If you are a manager of a retail store, you have to make sure your
staff is performing at its best, while also tending to customers’ needs.
One job applicant I interviewed was a waitress at one of her previous jobs.
She used this experience to create a great story to display her multitasking
skills. Anyone who has been a waiter knows that customers can be
demanding and that you need to make sure they are happy. After all, their
tips are what pay the bills, right?
She created a story that walked me through her systematic approach to

making sure everything ran smoothly. She would come by and greet a table,
and give her guests 5 minutes to look over the menu. During these five

minutes, she would get them glasses of water (even if they didn’t ask for it)
and tend to any other requests from her other tables. She would also check
on the food for other tables to make sure they came out “fresh off the grill.”
After the five minutes were up, she would go take their order and “make her
rounds” to the other tables to make sure they are doing fine. If there were
any requests, she would batch them together to minimize trips back and forth
from the kitchen. Having this approach helped her operate as a “well-oiled
machine” and keep customers happy. And of course, this would be reflected
in her tips!
Think about some examples where you had to handle more than one thing at
a time. Then create a story around this event, remembering that you must be
specific. What the interviewer will be looking for is your ability to handle
more than one thing at a time in a cool, collected manner.
Like in the food server story, it will be important to communicate the

specific details of the event, and the many items that you had to juggle at
once. You want to send the message that the multiple tasks may have been
chaotic, but you were organized and systematic when handling them. This
will tell the interviewer that you can keep your cool when faced with a
stressful situation, and can deliver under pressure. This is very important in
any job that you will have.
“The Deflection”
What holds many interviewees back is lack of experience. They tend to
stumble over questions that ask them for experience they don’t necessarily
have.

In these cases, it is important to identify what the interviewer is looking for,
and provide a story that fits. It’s all about reading the interviewer’s needs,
and fulfilling them. You don’t always have to use work-related examples to
demonstrate a quality trait. Experience from life lessons or events can
sometimes prove to be stronger in the eyes of interviewers.
Why? Because it shows that you are a real person, someone who is not just
a robot who lives to work. At the end of the day, they are hiring you for
your entire persona, not just the reports you can put together or computers
you can build.
Leadership? Solving problems? Teamwork? If presented with a question

about any topic that you don’t necessarily have work-related experience for,
you can use any story in your arsenal that addresses the topic. Maybe it was
the time that you babysat your neighbor’s kids and creatively came up with a
way to get them to eat vegetables. Or how about the time you trained for a
marathon, when you have never run more than three miles at once. These
types of real-life examples give the interviewer a different perspective about
you that they will appreciate.
To make this story work, you will have to identify what the interviewer is
looking for and use the proper story in your arsenal to address it. It is just a
matter of practicing your stories over and over again, and knowing the
appropriate time to use a specific story.

Killer Interview Secret #4 – Opportunities Are Created, Not Given
(most job seekers mess this one up!)
So now that you have created your story or stories, you have to tell them!
During your interview, you are going to look for any window of opportunity
to tell a story. You've picked a few accomplishments and great traits about
yourself and have created a story to showcase each. Now you are ready to
go.
Any question you are asked is an opportunity to tell a story. No matter how
open or close-ended a question is, you should answer it with a story. Of
course, open-ended questions are great ways to lead into telling a story,
however, you may not always be asked an open-ended question. Even if you
are asked a "yes or no" question, you should answer it with a story. You'll
provide more layers of who you are, showing the interviewer you are a real
person, not just a body who talks.
By answering yes or no questions with a story, you can highly impress the
interviewer by providing an intelligent, in depth answer he or she probably
wasn't expecting. For example, if you are asked, "Did you like last your
job?" you should never ever answer it with a "yes" or a "no" and leave it at
that. You might answer with "Yes, I liked it," and then go directly into a
story about something you did at your job. Most people would just answer
with a simple "yes" or "no," but the sharp ones will see it as a green light to
talk about something specific they did at their last job and tell a story.

This is what I mean by saying opportunities are created, not given. During
your interview, you must be on the lookout for any opportunity to slip in a
story. Remember, because your stories are unique to you, they are a way for
the interviewer to remember you and make you stand out from your
competition.
Don't make the mistake of waiting for the perfect opportunity to tell a story.
A student of mine came to me disappointed after an interview and said he
was never asked the right question in which he could answer with his story.
Most of the time the perfect opportunity will never arise! If you have a great
story to tell, you have to make it your goal to tell it somewhere in the
interview – and the earlier, the better.
If fact, before you go on an interview, I want you to pick at least one story
that you want to tell. The clarity you have beforehand in knowing what
story you want to tell will make you more alert for opportunities to tell it.
Telling stories and looking for opportunities in your interviews is how you
gain control and steer the direction in your favor.
Killer Interview Tip: Your story will never get heard unless
it is told
To put it bluntly, any question that you are asked in an interview is an

opportunity to tell one of your stories. In particular, open-ended questions
provide the best chance to display your skills. A question like "Tell me
about yourself" just invites you to dive right in with one of your stories.

As an example, when I asked that exact question to one job seeker, he used
the tennis team story described above as the answer. He said:
"I thought you would ask me that question. I asked myself, 'If there was one
word that described me, what would that be?' And I came up with
'persistence.' Let me explain."
From there he dove right into the rest of his tennis team story. See how the
job seeker took a question, and properly maneuvered so that he could give
the answer that he wanted to? I want you to do the same. But even if you
are asked a "yes" or "no" question, you should still answer it with a story.

Killer Interview Secret #5 - How To Really Read a Job Description
Job descriptions tell you all you need to know about the position. The
employer is telling you exactly what they are looking for in an individual.
The problem is that most people don’t know how to properly read a job
description. I want to teach you how to read and dissect a job description so
you can ace every interview you go on.
Every job description has specific requirements the employer has laid out for
the job. Most individuals make the big mistake of not properly breaking
these down. With my help, you’ll never make that mistake again.
In every job requirement, the employer is looking for one of the 7 key
characteristics (S.T.A.P.L.E.S.). While employers are looking for all 7
characteristics in an individual, each job requirement targets specific
characteristics. Employers use certain key words to identify the
characteristics they are looking for. We can use these key words to help
pinpoint the characteristics, and then deliver a story with a concrete example
of how you demonstrated that key characteristic.
The best way to do this is go through a real-life example. I went online and
found an actual job description that I want to go over with you.
“Large national bank looking for manager to run its new local branch.
Duties include:

• Manage a retail branch profitably through timely implementation of
approved Bank objectives, policies, procedures, and standards
• Responsible for expanding and supporting the Bank’s market share
consistent with the goals set for each branch
• Supervise the staff collaboratively with the Assistant Manager to
ensure the branch successfully delivers financial products and services
to clients
• Make recommendations and works collaboratively with Regional
Manager in decision-making process regarding hiring, promotions,
and termination of staff”
To really understand what the Bank is looking for in a branch manager, we

have to look at each of these responsibilities individually and break them
down. I’ll go through each of the job requirements, and break down which
characteristics the specific requirement focuses on. After we identify the
characteristics, we can find the best story to tell and “knock it out of the
park!”
“Manage a retail branch profitably through timely implementation of

approved Bank objectives, policies, procedures, and standards”
Keyword: Manage, Implementation, Policies

Characteristic: Skillset, Team Player, Leadership, Professionalism, Ethic
Story: Upright Citizen, Team Player, Professor, Big Boss
This is a pretty basic requirement of any bank branch manager. When uy

read the word “manage” you should automatically think about people skills,

troubleshooting, and being a great leader. The Bank wants a proactive
individual who can be a great leader and who has the best interests of the
company at heart. This individual needs to know and enforce the Bank’s
policies and procedures, while being diplomatic at the same time. Basically,
the bank needs a new “sheriff” in town to watch over their new branch. You
can show them you have what it takes by telling a story that highlights your
leadership and team player skills.
“Responsible for expanding and supporting the Bank’s market share

consistent with the goals set for each branch”
Keyword: Goals
Characteristic: Skillset, Team Player, Leadership
Story: MVP, Superstar, Professor, Big Boss
The key word that stands out in this requirement is “goals.” The Bank wants
an individual who can meet goals. A branch manager is responsible for the
performance of the branch – the buck stops here. The employer needs to
know that you have had success in meeting performance standards in
previous jobs. The Bank can’t hand the reins to someone without a
successful track record. What better way than to tell your MVP or Superstar
story and show off your past successes? Go ahead and “toot your own horn”
-- you will give the Bank confidence in passing you the torch.
“Supervise the staff collaboratively with the Assistant Manager to ensure the
branch successfully delivers financial products and services to clients”

Keyword: Supervise, Collaboratively, Deliver
Characteristic: Team Player, Attitude, Professionalism, Leadership
Story: Team Player, Professor, Big Boss, Troubleshooter,
Juggler
The Bank is looking for someone who can lead a team that gives its
customers the best experience, while increasing business for the branch at
the same time. It wants someone in charge who has great people skills and
can motivate others to do their best. This would be a perfect opportunity to
talk about a time you worked with a team to accomplish a goal. Walk the
employer through the situation and really highlight how you contributed to
the team’s efforts and success. This will really help them picture you filling
this role.
“Make recommendations and works collaboratively with Regional Manager

in decision-making process regarding hiring, promotions, and termination
of staff”
Keyword: Recommendations, Collaboratively, Decision-making

Characteristic: Team Player, Professionalism, Leadership, Ethic
Story: Team Player, Big Boss, Troubleshooter
This requirement really speaks to the Bank’s need for a trustworthy

individual to make personnel decisions. The Regional Manager won’t know
each of the branch employees as well as the Branch Manager would, so the
Branch Manager will be heavily relied upon for any personnel decisions.
The Bank is looking for an individual who has a good judge of character,

and can be objective when it comes to these types of things. The Big Boss
story would be great to talk about any situation you faced while managing a
team. Maybe you had a situation where you had to talk to one of your team
members because he wasn’t meeting expectations. This story will show the
Bank that you have good judgment and can handle situations involving
personnel.
We just broke down this job description in a few easy steps. Most
individuals get this wrong, or totally skip it altogether. If you do this for
every job you interview for, you will be way ahead of the game.

Killer Interview Secret #6 - Understanding the Most Common Types of
Interviews & How to Ace Them
There are various types of interviews, but the common ones are:
• Behavioral
• Casual
• Group
Each of these interviews has distinct characteristics that you need to be

aware of. There are different strategies that you need to use in each one, but
there is one common strategy that should be used in all three: telling stories.
Like I said before, telling stories is the single most effective interview
strategy that you can use. I want to go over each of these interview types,
and show you how to successfully navigate each to “fit in” your stories.
Behavioral Interview
This is the most common interview type used by companies. In behavioral
interviews, you will be asked questions that require you to describe a time
where you exhibited a certain skill or trait. Many interviewers feel that how
you handled a situation in the past determines how you will handle it in the
future.
Every single interview I have conducted has been a behavioral interview. It

gave me an idea of how someone would act if they actually got the job. In
the interviews, I asked questions about skills, leadership abilities, attitude,

and troubleshooting capabilities. How job applicants answered these
questions gave me a clearer picture of who they really were.
I expect that any interview you go on will involve “behavioral” type of

questions. You might be asked to provide an example of how you
demonstrated:
• Leadership
• Problem-solving skills
• Conflict management
• Multitasking
• Technical skills
• Working well in teams
The stories I had you create are perfect for behavioral interviews. It will
provide the interviewer with specific examples to “hold on to” to when it
comes time to make a hiring decision. If you create a story for each of the
“killer stories” in the last section, you can handle anything the interview
throws your way. For example, if the interviewer asks you to tell them
about a time where you demonstrated multitasking skills, you can tell them
your “Juggler” story. If the interviewer asks about your problem-solving
skills, tell them your “Troubleshooter” story. Can you see how valuable
these stories are now?
Successfully using one of your stories will be key to doing well in a

behavioral interview.

KEY POINTS
• Most common form of interviews
• Employers think that past behavior indicates future
performance. Give employers concrete evidence of
your past performance.
• Use the stories I had you create – you can handle
anything the interviewer throws your way!
Casual Interview
Casual interviews are more general and more loosely structured than
behavioral interviews. Casual interviews are commonly used by less
experienced interviewers.
Sometimes these interviewers don’t know what to ask, and simply “want to
get to know you better.” They might ask general questions about why you
want to work here, what you like to do, or why you think you are qualified
for the job. Your professionalism, likeability, and communication skills will
be very important in a casual interview format.
You will usually come across casual interviews when you go through
multiple interviews for the same company in the same day, usually one after
another. In this case, the first interview would usually be with an employee

on the same level as you. This employee wouldn’t be managing you, so the
purpose was simply to get to know you better.
Though casual interviews might seem “lightweight,” you shouldn’t take

them lightly. That is one of the worst mistakes I’ve seen job seekers make.
It is still an interview, and after it’s done, the interviewer will make a hiring
decision based on what was said and done. Knowing this, you need to
approach casual interviews the very same way you do all your other
interviews: tell stories.
The questions in casual interviews are usually be open-ended, like “Tell me

about yourself” or “Why do you think you are qualified for this job?” In
these interviews, it is really up to you to drive the interview and to show
your personality to the interviewer. They are looking for you to supply the
“meat and potatoes” of the interview. If you don’t, then the interview will
be stagnant and boring. That’s why telling stories are so important.
One word of caution: Be careful not to talk too much, and give the
interviewer a chance to speak. Listening is as good of a quality as speaking.
KEY POINTS
• Come prepared with stories that present your
personality and qualifications
• Keep the flow of the interview going, but do not
overtalk
• The focus will be on your professionalism, likeability,
and communication skills

Group Interview
Group interviews are often used in jobs that require you to work in teams.
Because you are in a group, it may be difficult to establish yourself to the
interviewers. You have to follow very specific strategies to do well in group
interviews. In these interviews, employers are looking for candidates with
true leadership, teamwork, and communication skills.
You must realize that all of your actions will be looked at. You will be
judged on how well you work with others. If you are argumentative and
cause conflict, employers will see this as a negative. You need to carefully
exert a leadership position by letting your voice be heard but involving the
rest of the group at the same time. You have to work within the dynamics of
a group, and put your teamwork and troubleshooting skills on display at the
same time.
For example, let’s say you went on a group interview and were given a
puzzle to solve as a team. Specific things need to happen for the puzzle to
be solved. Someone has to take the lead and be the spokesperson. The
leader will naturally be the most vocal and visible member of the team. This
person will be responsible for delegating tasks and directing traffic. In every
group there are specific roles to be filled, and it will be the leader’s job to
delegate these roles. If someone doesn’t take the lead, there will be no
organization and it will be difficult to solve the puzzle.
The other members of the team are going to be responsible for solving the
puzzle together, and a good leader will maintain order and ensure that
everyone is heard.

One good way to do this is to say, “These are the ideas we have so far. First
of all, does anyone else have any ideas that we should discuss? If not, let’s
take a closer look at the ideas we have and decide on the best strategy to
follow.”
A statement like this shows that you want to take action, want to make sure
that everyone has had a chance to contribute, and are great at keeping the
group organized and moving in the right direction. This will make a great
impression on the interviewer who is watching the group interaction.
Some individuals are natural-born leaders, while others are not. I’m not
saying that you have to force yourself to be a leader, but you do have to
make your strengths be known in the group. Maybe you’re better at sorting
through the details and solving the puzzle. Whatever your strengths are, let
them shine. Employers are looking for the individuals who have the best
mix of all.
Many group interviews follow with a one-on-one session. This is where you
can really discuss how you contributed to the group. Here, you might be
asked about the group project that you just completed. They might ask you
how you felt working with others, what you could have done better, and how
you would judge your participation to the team. You have to be careful
when answering these questions, because you want to be assertive while also
remaining a “team player.” The best strategy is to call it like you see it, and
then maybe add a story about being a “team player” to the end.

For example, in the above example, the interviewer may ask you to judge
your individual performance and how it contributed to the team’s
performance. If you were the leader of the group, you can talk about how
you took charge, delegated roles, and made sure that everyone was heard
while also contributing your own ideas. Maybe after you say all that, you
can add one of your “Big Boss” or “Team Player” stories.
If you weren’t the leader of the group, you can talk about how your ideas
contributed to solving the puzzle. It would be good to walk the interviewer
through your thought process, and how you collaborated with your team
members to work towards the solution. This will show the interviewer that
you have your own ideas, but work well with others towards a definite goal.
On top of this, you can tell them one of your “Troubleshooter” or “Team
Player” stories. This will really finish off your interview with a bang!
KEY POINTS
• Exert influence but make sure to involve others
• Be aware of the interviewer at all times, so that you can
take cues on how to act
• Let your strengths shine

Killer Interview Secret #7 – Understanding the 11 Foundation Interview
Questions
You might think you might have to memorize a million interview questions
to be successful. You couldn’t be any more wrong. These 11 foundation
questions are the only questions that you will have to know. Any other
question is simply a variation of these 11.
I want to go over 11 foundation interview questions. For each question, I

have provided key points to look out for. I discuss what the question is
really asking, and what the interviewer is looking for in your answers. I
have also provided a sample answer, which you can combine with one of
your stories to effectively respond to the interviewer’s question.
In Appendix A, I have provided a matrix with suggestions on which story to

use when asked a particular question. Use this matrix as a guide, but you
should feel free to be creative with your answers. Just make sure that your
answer is relevant and fully answers the interviewer’s question.
One disclaimer is for technical questions you may be asked. It all depends
on your particular field and the specific position you are applying for. I
cannot cover those questions, but you should also be prepared to
demonstrate your technical knowledge during your interview.

Question #1
“Why do you think you are qualified for this job?”
Discussion: This very open-ended question puts the burden on you to

articulate your qualifications. The interviewer is looking
for how well you can communicate your qualities, which
you must do in a convincing fashion.
Answer: “After I saw the posting for this job, I felt that I was a
great fit for this position. I not only have the necessary
skills required to fill this position, but excel in it as well.
I saw that this job requires the candidate to be (a
characteristic you possess). I exhibit (characteristic) and
have in previous jobs. For example…(go on to tell your
story)”
Question #2
“Why did you leave your last job?”
Discussion: This is a delicate question and you have to be careful

how you answer it. You never want to say anything
negative about your previous job or company. Instead,
take a positive experience and discuss how that could
have been even more positive. This will show the
interviewer that you have an optimistic outlook, rather
than a pessimistic one.

Answer: “My last job was very rewarding. Honestly, the only
thing about it was the lack of challenge. I felt that I was
not using my skills to the fullest, and wanted to go to a
company that will continually challenge me. For
example, I feel that I possess (one of your positive
characteristics), which could have been utilized more.
I’ve demonstrated this before by…(go into story that
demonstrates that characteristic)
Question #3
“Tell me a little about yourself”
Discussion: This is a very open-ended question that gives you a great

opportunity to put your best qualities on display. The
interviewer is looking for you to put your best foot
forward, and show off you true personality and qualities.
Think back about the tennis team story. The applicant
took something that he was truly proud of, and formed a
story around it.
Answer: “I thought you might ask this question, and I thought to

myself, ‘If there was one (word, event, accomplishment,
etc.) that could describe me, it would be (fill in, and go
on to tell your story)”

Question #4
“Tell me about a time you have exhibited leadership skills.”
Discussion: The interviewer is looking for solid evidence that you

have taken a leadership role in a particular situation you
have faced. This can be in a previous job, an
organization you are part of, or a life event. The
interviewer must not only see your leadership skills, but
how you applied them.
Answer: “Leadership comes natural to me. Many situations in my

daily life and in my previous jobs require me to lead and
help others reach their goals. For example…(go into
story). Because of that, I feel that I can translate my
leadership skills to this position very easily.
Question #5
“Tell me about a problem you had at work and how you solved it?”
Discussion: The interviewer is looking for two things here. First, the
interviewer is digging to see what kind of problems you
had to deal with at previous jobs. Second, the
interviewer is looking at how you identified the problem
and what steps you took to resolve it. It is important to
discuss a situation that was positive nature, which also
had a positive outcome. Stay away from negative
situations.

Answer: “At my previous job, I ran into a problem of not being
challenged. I felt like I wasn’t utilizing my skills to their
fullest. For example, like my (particular skill). So I
approached my manager and discussed the situation.
After our discussion, I was given new responsibilities
that really pushed me to use my skillset.”
Question #6
“What do you consider to be your greatest strength?”
Discussion: This is a great opportunity to demonstrate your best

accomplishment or characteristic. It is the best chance to
set yourself apart from other candidates and truly make
yourself unique. Be sure to capitalize on this
opportunity.
Answer: “I feel that my greatest strength is my (character trait). It

defines who I am, and my character. This one time…(go
into story).”
“What do you consider to be your biggest weakness?”
Discussion: This is a tricky question. On one hand, you don’t want to

portray yourself negatively. On the other hand, you don’t
want to say that you don’t have any weaknesses. What I
recommend is making a weakness out of something that

is normally viewed as a strength. This will help you
answer the question without truly exposing a weakness.
Answer: “My biggest weakness definitely has to be me being a

perfectionist. Sometimes I work extra hard because I am
not satisfied with my work. Some other people might be
satisfied, but if it doesn’t meet my expectations, I have to
take extra time to make sure the finished product is up to
my standards. For example…(tell your story).”
Question #7
“What have you learned from any mistakes you have made?”
Discussion: Similar to one of the questions above, the interviewer is

looking to see the type of mistakes that you have made,
and how you dealt with it. You must be careful on what
event you discuss, and avoid any true negative events.
Maybe you can discuss that you wished you had studied
harder in school, but after you learned that, you changed
your study habits and got straights A’s.
Answer: “I view any mistake I’ve made as a learning experience.

I can credit all of success to the mistakes I have made.
For example…(insert story)”

Question #8
“Can you name one of your biggest accomplishments?”
Discussion: Similar to your greatest strength, this is a great

opportunity to discuss something you are truly proud of.
You have freedom in the way you want to answer this
question, and should capitalize on this chance to
showcase yourself.
Answer: “I am very proud of (event, accomplishment, etc.). I

worked really hard for that, and was rewarded for it.
(Tell story of how you achieved goal). Achieving this
goal showed that I had (character trait you want to
display).”
Question #9
“Why do you want to work here?”
Discussion: This is where your company research will come in

handy. You can spout off a couple facts about the
company (i.e. company voted as one of best employers,
etc.). Be careful not to list too many facts about the
company. That just shows that you memorized
everything off the website. What you want to do is pick
a couple reasons why you admire the company and
discuss those.

Answer: “Your company is highly respected in the industry. And
I love the fact that you were voted as one of the best
companies to work for. But it is because I feel that I
stand for the same things that your company stands for. I
believe in (fill in your values and go into story about the
specific value). That’s why I believe that I am a great fit
for your company.”
Question #10
“Can you explain this gap in your employment history?”
Discussion: It may seem like the interviewer may be attacking you

here, but the interviewer is simply trying to get a
perspective on your goals. If you have a gap in
employment, they want to see that you didn’t just decide
to take a break. The employer wants to see that you were
following professional aspirations, or kept busy building
your skillset.
Answer: “I had some time between my previous jobs. I took this

time to strengthen my skillset (or follow other
aspirations). During that time I…(fill in story). And
because of my experience, I feel that I can bring more to
the table at any company I work for.”

Question #11
“Where do you see yourself in 5 years?”
Discussion: The interviewer is probing into your aspirations and how

you view yourself. Do you challenge yourself? Do you
have high aspirations? Companies are interested in
individuals who strive to succeed, and you must convey
this message to the interviewer.
Answer: “I see myself in a leadership role in a position that

continually challenges and strengthens my skillset. I am
a firm believer in the saying, ‘If you are not climbing the
mountain, you are falling down the mountain.’ I have
exhibited leadership in previous jobs by…(tell story
about leadership). I feel that if I continue this trend, I
will be right where I want to be.”

Killer Interview Secrets #8 - Ask the Right Questions
An interview is a two-way street, not just a one-way conversation.

Remember, you are also interviewing the interviewer to see if the job and
company are right for you. Asking questions gives you a chance to get
additional insight on the position or company and at the same time, show
you are genuinely interested in the position.
Before going on any interview, you should always prepare a list of

intelligent and relevant questions. Your questions will serve a few purposes:
1. To show the interviewer you've done some homework on the

company and that you care.
2. To show the interviewer you know what you want in a job
3. To find out if the job you are applying for is one that you really
want and fits your goals.
What Kind of Questions Should You Ask?

There are certain questions you want to ask and certain questions you want
to steer away from because different types of questions send different
messages. You want to ask questions that send off positive vibes about you,
like how sharp and intelligent you are. Questions relevant to the company,
position, and job responsibilities are all great topics for questions you can
ask.
Your questions need to be asked in a certain order as well. I've identified

two types of questions – company related and job related. You should

always ask the more general questions first, which are mainly about the
company and industry, followed by the more specific job related questions.
General questions are the "gateway" into the more job-specific questions.
Company/Industry Related Questions

Company/industry related questions are a great way to stir up additional
conversation and lead into more specific questions. Start off by asking
questions about current events in the industry, company, or the company's
competitors. When asking these questions, you also need to integrate a
higher purpose as to why you are asking them and make that clear to the
interviewer. It's the "why" behind the question that makes you look
intelligent.
Here are two examples:
Let's say you are applying for a job in the mortgage or real estate industry.
If you don't know already, the mortgage industry if facing difficult times
right now. You may ask: '"How has the downward turn of the industry
impacted the company?"
To break it down, by acknowledging the downward turn of the industry, you

are demonstrating you are familiar with what the company is going through
and by asking how the situation is affecting the company, you are showing
you care about your future well being.
Here's another example. If you are applying for a job at a pharmaceutical

company, you'll know that pharmaceutical companies are always racing to

find a new cure for a disease. You could ask, "What is Company X doing to
lead the way in cancer research? It's one of my goals to contribute to finding
a cure for cancer and I want to make sure I work for a company where I
would have the opportunity to do so."
To break it down again, by asking what the company is doing to lead the
way in their industry, you show knowledge of what activities the company is
participating in. By telling them you want to contribute to a particular cause,
it shows a higher purpose for asking the question and reveals that you have
long term aspirations.
Visit the company's website for any news or press releases that it has sent
out recently. Maybe the company has come out with new technology or
maybe it has experienced a change in Senior Management. If so, you might
ask how this will impact the company and the future of your position or
ability to contribute. Keeping up to date with the industry is important too.
What happens on an industry-wide level will most likely have an impact on
the company you are interviewing with.
Job Related Questions

After you ask the company/industry related questions, you should have built
up enough rapport to start asking more detailed questions about the job.
These questions are mainly about your specific job responsibilities and the
company culture. By company culture, I am referring to the day-to-day
environment of the workplace. Here are some examples:
• What is the company culture like?

• Will I be expected to work overtime/weekends?
• Are employees friendly or competitive?
• Is the environment very casual or intense?
• Does this job require me to do a lot of work individually or with a
team?
• What is the dress code? Professional, Business Casual, Casual, or
Uniform?
• How accessible is Management or Senior Management for
discussion?
• What are the general work hours of the office?
These questions show you know what you are looking for in a job. They
show you aren't just looking to get any job, but a job where you would be
able to perform well at, and matches what you can offer.
In addition to asking these questions, answer them accordingly. If one of the

answers matches what you are looking for, let the interviewer know. You
may say, "Oh that's great! That's exactly what I was hoping to do." If the
interviewer knows the job is in alignment with your future goals or skills
you can offer, it may have a positive impact on the hiring decision. After
all, they are looking for people who would be excited to work at their
company.

Questions Not To Ask
Don't ask questions "just to ask" or fill up time. Your interviewer will most
likely be able to sense this and it may hurt your chances of getting the job.
Just stay within the guides mentioned above and you will be safe territory.
In general, hold off about asking questions related to compensation and
benefits until after you are offered the job. Unless you really feel the need
to, asking these questions too early may hurt your chances. At the very
least, hold off until your 2nd interview, when you know you are seriously
being considered for the job. If there are other candidates applying for the
same job as you, you don't want to be known as the only one asking about
pay and what holidays you will be getting off.

Killer Interview Secret #9 – Tapping the “Hidden” Job Market
The “hidden” job market consists of jobs that are not advertised to the
public. You won’t find these jobs in the classified ads or online, because
these jobs are only posted internally. No one else knows about these jobs
except the employees of the company. If you can tap into these jobs, the
“hidden” job market can become your own personal “gold mine.”
I say this because there is much less competition in the hidden job market.
Think about it. These jobs are not publicly advertised. This simple fact cuts
down a majority of your competition. Now you’re only competing with the
current employees of the company. The odds of landing that job just
skyrocketed through the roof!
Tapping into the hidden job market is as easy as telling all of your friends,
family, ex-coworkers -- basically your sphere of influence -- that you are
looking for a job. It’s just a matter of letting them know that you are on the
market. You can tell them over dinner, or just send out a mass email. The
important thing is to get the word out.
After you get the word out, your friends and family become “foot soldiers”
in your battle to get a job. Have them look for openings within their
respective companies and give you the heads up on any “hidden” jobs.
Besides being able to help you out, your sphere of influence might be more
motivated to find you a job because many companies offer referral bonuses
to current employees who help fill a position. Offering a referral bonus
benefits the company in two ways. First, it saves the company money

because the referral bonus costs significantly less than a recruiter’s fee.
Many referral bonuses are in the $500-$1,000 range while a recruiter’s fee
can go upwards of $15,000! So you can see why companies would rather
pay a referral bonus.
Secondly, a referral from a trusted employee is much better for the company
than an unsolicited resume. Companies are always looking for good people
to fill open positions, and what better people to ask than its current
employees? It’s like moving to a new city and trying to find a new dentist.
If a trusted friend sends you to a dentist, doesn’t that give the dentist instant
credibility? The same concept applies to referrals from current employees.
Just as the dentist got instant credibility after being referred by a trusted
source, you too, will receive instant credibility in the eyes of the hiring
manager.
A referral from an employee carries much more weight than an unsolicited

resume. Your friend can “talk you up” to the hiring manager and tell the
manager all about you – including your strengths and why you are perfect
for the job. It’s like having your own personal “cheerleader” at the
company. By the time you sit down for the interview, the hiring manager
will feel like he/she has known you for years! I don’t know of an easier way
to built rapport and credibility.
Do you see how powerful accessing the hidden job market can be? Not only
is there significantly less competition, but you can receive instant credibility
from being referred by a current employee. Let everyone know that you are
looking for a job -- there is a gold mine with your name on it!

Part 2 – Your Natural Attraction Factor
Killer Interview Secret #10 – Turning On Your Natural Attraction

Factor
In Part 1, I covered eight Killer Interview Secrets that really focus on the
technical aspects of successful interviewing. That is only half the formula.
Now I want to go over the other half of the formula, and help you “turn on”
your natural attraction factor and really “close the deal” in every interview
you go on.
Everyone has a “natural attraction factor” in them – that special, intangible

“something” that makes a connection with others. It is simple science. All
human beings are wired to naturally feel attraction towards other human
beings. To what level they feel this attraction to you, is all within your
control.
Attraction in this sense refers to making a connection with others. Have you
ever met someone whom you just felt a bond or connection with? That
person may not have even done anything special, but there was just an aura
that could be felt around that individual -- something that built instant
rapport with you. That’s the type of attraction that I’m talking about.
The best part of this attraction factor is that it is within your control. If you
think that you can’t control other people’s attraction to you, I have news for
you. Connecting to others starts internally, and is a power that you can learn
to harness. You just have to know how.

Once you have fully harnessed this ability, you can apply it to all aspects of
your life, including job interviews. The truly successful job seekers
understand this concept and use it to their full advantage.
Now it is your turn to realize and unleash this power within you, and fully
utilize it in your interviews. Successfully doing so requires implementing a
combination of strategies, but is simpler than you may think. Little things,
when done properly, can help build rapport and create a connection with the
interviewer.
I. It’s All About Attitude

Like I said before, unleashing your natural attraction factors and creating
instant rapport with others all starts with you. The only way to improve your
“outer” game is to strengthen your “inner” game first.
I want you to ask yourself this question, “Do you know someone who can
light up a room just by entering it?”
I’m sure you might know a few people who have that kind of impact. Their
presence can be felt without them saying a word. And it’s about one thing:
confidence.
I define confidence as “knowing, understanding, and admiring your true

self.” Now, don’t get that confused with arrogance or being conceited.
Those two characteristics are usually based on a false foundation that others
can see right through.

Confidence represents a strength that is sincere, genuine, and can be felt by
others around you. Like I said before, people can feel your confidence
without you even saying a single word. This goes a long way with personal
interaction, especially during job interviews.
A. Steps to Become Confident

How do you become confident, you may ask? There are tons of books out
there with very complex scientific studies performed. But I want to propose
some simple ways to generate confidence.
1. Know your strengths and weaknesses

2. Analyze your strengths and weaknesses
3. Seek and destroy mental landmines
B. Know Your Strengths and Weaknesses

This may sound obvious, but you have to know your strengths and
weaknesses. Some individuals only identify what they are good at, and
ignore what they need to work on. And many other individuals only focus
on what they are bad at, which is even more damaging to their mental
wellbeing.
First thing you need to do is list your strengths and weaknesses on a piece of
paper. Don’t just think about it. Actually sit down and write them out.
Take out a piece of paper and do it now before you move on to the next
section. Trust me -- it’ll make a world of difference.

C. Analyze Your Strengths and Weaknesses
Did you write all of your strengths and weaknesses down? If you did, you
passed the test. Job seekers who do not perform this one simple exercise
probably fall into the 99% of candidates who do not get job offers. Why?
Because they don’t take the necessary steps to improve themselves, or wait
too long to do so.
Once you have them written down, look at each characteristic and really
think about why it is a strength or weakness. If the characteristic is truly a
strength, understand why it is one. Does it come naturally to you? Did you
have to work on it? If so, what did you do to make it a strength?
Understanding the logic behind each of your strengths will help you work on
your weaknesses. You can apply the same principles to your weaknesses,
and transform them into strengths.
Now review your weaknesses, and think about why you consider them to be
weaknesses. Do you feel that you can change?
The answers that I have received to this question usually are what I consider
to be “excuses.” For example, let’s say that one of your weaknesses is
shyness. And you feel it is a weakness because being shy is “just your
personality.” Or that you “just aren’t an outgoing person.” In my opinion,
responses like that are excuses, and are things that one makes up to justify
their weaknesses.

It is human nature to protect yourself from anything you have identified as a
weakness. What I want you to do instead is investigate why you consider
this particular characteristic to be a weakness. Then I want you to
brainstorm some ways that you can work on improving it. From that point,
you can take baby steps to work on that characteristic. I don’t expect you
take huge leaps, and I also don’t expect results overnight.
Let’s go back to our shyness example above. To break out of your shyness,
try little things like cracking a joke or going out to more social
environments. The next time you are hanging out with friends, try starting a
conversation for the group. Simply say something like, “Did you watch the
game the other night? Wasn’t that a great one?”
The simple act of starting a conversation will tremendously help you break
out of your shyness. Why? Because you were the one who created
interaction, rather than reacted to it. You took a proactive approach, rather
than waiting for something to happen.
And to be able to start a conversation, you must be prepared with material to

talk about. Some people are “naturals” at conversation, and can pick any
topic out of thin air and go on for hours about it. But if you weren’t born
with the gift of gab, take a look at the current headlines and pick out a few
that truly interest you. Then you can use these as topics to bring up the next
time you are out with friends.

D. Clearing Mental Landmines
Many job seekers don’t realize that they are subconsciously sabotaging any
chance of success because of their “mental landmines.” A “mental
landmine” is any negative thought you have about yourself that limits your
potential. This might be that you aren’t smart enough. Or it could be that
you can’t land a great job because of lack of job experience. Whatever the
thought may be, all mental landmines need to be identified and destroyed.
Mental landmines are thoughts you believe are true, and are roadblocks to
your success. If you believe something to be true, then it is true. That is
how the human mind works. If you believe that you can’t get a great job
because of your job experience, that thought will hold true and prevent you
from achieving success. But what if you believed you could land the job
you wanted, even if you didn’t have the perfect amount of work experience?
Then that statement would hold true and your whole perspective on getting a
job would change. See my point?
Destroying mental landmines begins with identification. I want you to

answer the following questions:
1. Do you feel like you can get a job you truly desire?
2. Do you feel like you are qualified for the jobs you want?
3. Do you feel confident in the skills you currently possess?
If you answered “no” to any of these questions, there are a couple things I
want you to do. First, I want you to replace the negative mental landmines
with positive thoughts. Instead of saying “I cannot get a job that I truly

desire” I want you to switch it to “I CAN get a job I truly desire.”
Remember, it all starts internally and whatever you believe is true, WILL be
true. Continually saying the new, positive statement will act as positive
reinforcement and change your perspective on getting jobs. That is how the
mind works.
Secondly, for every question you answered “no” to, you have identified the
areas you need to work on. Ask yourself why you answered “no” to these
questions. Your answers will lead you directly to the actions you need to
take to destroy these mental landmines, and improve on any areas of
weakness.
E. Applying Confidence to Job Interviews

Now how does all of this apply to doing well in job interviews? Confidence
is a state of mind, and being confident internally will project outwardly to
others.
When you meet your interviewer for the first time, confidence is what makes
a first impression. Confidence will control your body language, your
demeanor, posture, and all other nonverbal forms of communication. Before
you say a single word, the interviewer may have already placed judgment on
you. Wouldn’t you want that to be a positive judgment?
Killer Interview Tip:

How you view yourself determines how others view you.

That leads me to the most important point I want to make about confidence:
How you view yourself determines how others view you. It’s a simple
concept. If you are insecure about yourself, it will show on the outside and
others will see that. On the other hand, if you are secure about your skills
and what you have to offer the company, this will be very apparent to
everyone.
When it comes to being successful at interviews, first impressions are vital.

Many times, your first face-to-face meeting with an interviewer will
determine whether or not you get the job. Walking into a room with
confidence will make a positive first impression on the interviewer, and start
your interview off on the right foot. On the other hand, if you walk into the
room with insecurity and without conviction, you are digging yourself a hole
that will be hard to climb out of.
What I recommend you do is go through the exercises that I explained. This

will get you very comfortable with yourself, which is your ultimate goal.
Confidence will come naturally to you once you truly understand what you
are made of. And once you attain that mindset of being secure in yourself,
your confidence will boost to a higher level. And that is exactly where you
want to be.

II. Body Language
Your body language and how you carry yourself during the interview will
speak volumes. It tells the interviewer if you are confident, and will either
add or detract from what you actually say. While a good story is important,
it is only half of the equation. Proper body language is the other half.
A. Eye Contact
Eye contact is one of the strongest forms of nonverbal communication. It is
also one of the initial forms of contact between two individuals, and sets the
tone for the interaction. Eye contact communicates strength and confidence,
which is exactly what you want to do in any type of interaction, especially in
a job interview.
Take this example. Have you ever been in a fight? I have. And I won the
fight…without ever throwing a punch! Do you know how? I simply stood
up, looked the guy straight in the eye and said, “Do we have a problem
here?” Without saying much else, the guy sat down and the “fight” was
over.
Now, don’t go around trying to pick fights to test this theory. But a brawl
was avoided because he felt my confidence and conviction through my
direct eye contact. I have a guess that if I stood up and said the same exact
words without making strong eye contact, I would be telling you a very
different story. Do you now understand the power of eye contact?

Now imagine applying this power to when you first meet your interviewer.
Picture this. The interviewer greets you in the office lobby. The first thing
you do is shake the interviewer’s hand. What kind of eye contact do you
make when doing so? A fleeting glance, and move on? If so, you just set
the wrong tone for the interview. But if you held the eye contact with the
interviewer instead, you communicated confidence and high self-esteem.
When you shake the interviewer’s hand, you must make AND hold direct
eye contact for at least one whole second. This may not seem like a long
time, but it makes a world of difference. As an exercise, try making eye
contact with everyone you talk to the next time you go out. Do it with
everyone you talk to…the supermarket cashier, the post office clerk, or the
parking lot attendant. I expect that you might see a difference in the type of
interaction you receive.
Killer Interview Tip: When you shake the interviewer’s

hand, you must make AND hold direct eye contact for at least
one whole second
I make it a point to make eye contact with everyone that I interact with. It
conveys confidence and tells the other person I am giving them 100% of my
attention. In return, I usually receive 100% of their attention. This is
exactly what you want, especially in an interview.
B. Mirror and Match the Interviewer

Want to build instant rapport with your interviewer without saying a single
word? Try “mirroring and matching” the interviewer’s body language and
gestures.
People that have similar attitudes and beliefs usually tend to get along. The
same goes for body language and physical gestures. Humans tend to be
more open to others who display similar body language. This is very crucial
to building rapport with your interviewer.
By subtly mimicking the body language of the interviewer, it strengthens the

connection between the two of you. This is called “subliminal psychology”
and impacts how humans think on a subconscious level. Most of us are
unaware of our subconscious thoughts, but it is what determines how we
perceive everything we encounter. Mirroring and matching is so powerful
because it impacts others on a subconscious level without saying a single
word.
Knowing this, you must display open body language to initially encourage
the interviewer to do so (body language elements will be further discussed in
the following sections). This will place the both of you on the same page,
and help you connect with the interviewer. When the both of you are
exhibiting open body language, the interviewer is subconsciously more
likely to be receptive to what you have to say. Having similar body
language will strengthen the relationship between you and the interviewer,
and heighten the interviewer’s awareness to what you are actually saying.

Telling one of your great stories to an interviewer who is in tune with you
and displaying similar, open body language -- that is the winning formula!
C. Posture
How you sit and carry yourself during the interview has a definite impact on
what the interviewer thinks about you. You want to sit up straight, with
your chest out and shoulders back. This posture communicates confidence,
and will allow you more freedom to use your hands when telling your stories
and answer questions.
Avoid slouching, and don’t let your shoulders roll forward and slump down.
This tells the interviewer that you may be insecure and unsure of your
answers. It may also cause the interviewer to question the sincerity and
honesty of your answers.
Posture when you are answering questions is one thing. What to do when
the interviewer is asking you questions is another. Many interviewees make
the mistake of fidgeting, blinking too often, shaking their leg, tapping their
feet, and playing with their hands. These actions are all common ways to act
out nervousness, anxiousness, and insecurity.
I tell all my students to be very aware of what they do when the interviewer
is speaking. The interviewer may be asking a question, but is looking to see
how you carry yourself at the same time. Your composure is being judged at
all times.

My suggestion is to keep your hands folded on the table in front of you.
This will prevent you from biting your nails or nervously fidget with your
hands. Also, you can cross your ankles underneath your chair. This will
force you to sit up straight and prevent you from tapping your feet or
shaking your leg unnecessarily.
Killer Interview Tip: Don’t make any unnecessary body

movements. They communicate insecurity and anxiousness to
the interviewer.
D. Facial Demeanor
A pleasant face goes a long way in an interview. Some interviewees tend to
keep a blank look on their face, which might make it appear they are not
listening to the interviewer. You want to maintain an open facial demeanor,
which is both inviting and shows attentiveness. It also tends to convey you
have a good attitude and are willing to listen to others.
I distinctly remember interviewing two individuals for a particular position.

They both had similar resumes and were qualified for the position.
However, one candidate carried a sour look on his face during the interview.
When I was discussing the job with him, his facial demeanor made it seem
like he didn’t want to listen to what I had to say. This probably wasn’t true,
but it was the impression I got.
On the other hand, the other candidate had a pleasant demeanor, which made
it easier to carry a conversation with. I felt like he listened to what I had to

say. Ultimately, the candidate with the pleasant demeanor got the job. Was
it because of the facial demeanor? I can’t say that it was the main reason,
but it definitely impacted the decision.
E. Positive Energy
Like carrying a pleasant demeanor, having positive energy throughout the
interview is very important. As stated before, employers are looking for
candidates who exhibit a good attitude. There is no better way than by
showing positive energy in the interview.
What is positive energy? It can mean many things, such as enthusiasm,

excitement, passion, or liveliness. Some call it the “vibe” that you give off,
or even your state of mind. Call it whatever you want, but if you
demonstrate positive energy when telling your stories, it will keep the
interview interested and engaged. Doing so usually has good results and
will positively influence the hiring decision.

III. Grooming and Appearance
You must never underestimate the power of your appearance and interview
outfit. Remember that interviewers want to hire candidates who will
represent their company to the fullest. What you wear and how you look are
big factors in the hiring process.
Being dressed neatly and well-groomed shows the employer you have your
act together, and are in control. That is what employers want to see.
Coming in with a wrinkled shirt that is only half-tucked sends the signal that
you if you don’t care about the details of your appearance, then you might
not care about the details of your work.
A. What to Wear
Depending on the job you are applying for, professional or business casual
attire may be used. You need to take into consideration the culture of the
company you are interviewing with, and dress accordingly. Are you
interviewing with a company where the employees wear suits everyday or
do they wear t-shirts and jeans?
You don’t always have to wear a suit to an interview. If you show up

wearing a suit and tie and all the employees are wearing shorts and flip-
flops, you will look out of place, feel uncomfortable and give off the wrong
energy. The same is true of the opposite. If you show up wearing shorts and
flip-flops to a company that wears professional attire, you will be just
confirming that you don't fit into the company.

Your interview outfit should match or be slightly dressier than the normal
work attire of the company. For example, if the normal work attire of the
company is business casual, it's recommended to wear a suit to impress. If
the work attire of the company is casual, it's good to wear a business casual
outfit to impress as well. Appropriateness is the most important factor on
what to wear on a job interview. In general, avoid loud prints and really
bright colors.
Once you figure out what you are going to wear, you must make sure your
clothes fit properly, and are pressed and wrinkle-free. If your shirt looks like
it has been sitting on the bottom of the hamper, you’ll look very sloppy.
Make sure your shoes are polished and shined as well. Scuffed and severely
worn shoes give an incomplete look to your outfit which tells the employer
you do not care about the interview and have no attention to detail.
B. Accessories
When it comes to accessories, you need to make sure you have all the right
items without overdoing it. For example, if you are wearing a nice pair of
slacks, you must have a belt that matches the color of your shoes, which
should of course, match your pants. It’s ok to wear jewelry, but make sure it
isn’t flashy. You want the interviewer to focus on you, not your accessories.
C. Make-Up, Hair
Make sure your hair is neatly combed and styled so you give off the
impression that you are sharp and ready to go. Always pass on the perfume
or cologne. Your interviewer may have allergies to it or may dislike the
scent. Also, if the interviewer is conducting multiple interviews and the

applicants are all wearing different scents, the combination of scents may
leave him or her with a big headache by the end of the day. You don’t want
to be the one contributing to anything negative experience. For women,
light make-up is good, but go for a natural look. If you wear too much, it
will be distracting to the interviewer.
Your wardrobe and appearance are aspects of the interview you want to be
sure you get right. Looking neat & clean makes you look sharp and polished
which sends out the energy you are ready to be hired. Just remember, it’s all
about energy. It’s the type of energy you send out that comes back to you.

Conclusion
Congratulations on reading this book. Not all interviewees would read a
book until the end. Success goes to those who thirst for knowledge and take
the steps to implement all that they have learned.
Now that you have finished the book, you have a distinct advantage over any
other candidate out there. You should now have a full understanding of the
“Killer Interview Formula” of a successful interview – hardcore technical
strategies combined with your natural attraction factor.
Armed with this combination, you now have what it takes to get any job you
want. Getting a job is a competition, and this sets you apart from others.
Plain and simple – this is a proven formula that has worked time and time
again.
Now I want you to go out there and ace your interviews. With my strategies,
you are on your way to getting any job you desire. It’s your time to shine!

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Disclaimer/Limit of Liability Notice

Copyright © 2008 by Killer Interview Secrets

This publication is protected by international copyright laws. Violation of

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PART 1- Mastering Interview Techniques…………………………….. 7

Killer Interview Secret #1

Killer Interview Secret #2

Killer Interview Secret #3

Killer Interview Secret #4

Killer Interview Secret #5

Killer Interview Secret #6

Killer Interview Secret #7

Killer Interview Secret #8

Killer Interview Secret #9

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Killer Interview Secret #10

I. It’s All About Attitude ……………………………………………… 71

Appendix A – Story Matrix

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Whenever you look at a job, you should look at it as an investment for at

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“At a job, you need to feel a little bit overwhelmed. If

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Killer Interview Secret #1 - What Employers Are Looking For

To make it easier for you to remember, I put these seven fundamental

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Key elements of a successful skillset:

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Key elements of a team player:

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Key elements of a positive attitude:

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Key elements of professionalism:

Employers are looking for candidates who exhibit leadership. Specifically,

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Key elements of leadership:

Being proactive says so much about an employee. No employer likes to

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Key elements of good work ethic:

No company wants to hire and invest resources into training an individual,

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Key elements of security:

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More importantly, you have provided a unique example that no other

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On top of these speech patterns, there are also nonverbal forms of

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Killer Interview Tip: A story is the best way to give the

Many times an interviewer doesn’t know what he or she is looking for in an

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Hold on to that list, and we’ll come back to it very shortly.

What Are the Elements of a Story?

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To emphasize, every good story highlights one of your skills and is

Formula for a successful story:

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Telling a story is an interactive experience between you and the interviewer.

One individual that I interviewed almost put me to sleep during the

Killer Interview Tip: When it comes to storytelling, there