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Interview close critical to firm, job candidate

By Roni Noland, Globe Correspondent, 9/12/04

I recently had an interview for a position in my field, market research. The interviewer, who would actually be my supervisor, was very knowledgeable and had given me a clear picture of the job. I thought the interview was going well until the end when the interviewer asked me at if I had any questions. I went blank. I honestly didn't have any more questions to ask. I could tell by the interviewer's facial expressions that I had ''blown it,'' so I rushed the parting handshake. What should I have done differently?

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The answer to the question, ''Do you have any questions?'' is never ''No.'' Nor is it the time yet to ask detailed questions about vacation time and benefits.

Employers consider this final phase of the interview to be essential. It provides them with the opportunity to evaluate your genuine interest in and enthusiasm for the job and the company, and commitment level.

Also, it allows them to assess your listening and analytical skills, priorities, and whether you can grasp the ''big picture.''

The close is extremely important for the job seeker as well. It gives you a chance to gather additional information about the responsibilities of the position and/or the company in a less scripted way as the interviewer answers your questions.

It also allows you to make one last good impression. To avoid being flustered when you are next asked, ''Do you have any questions,'' prepare a list of generic questions that you can use in most interview situations. Select from that list the two or three that seem most relevant and that the interviewer has not directly answered earlier.

The questions should present you as someone who takes his or her career seriously. Here are some examples of questions to ask:

• What do you see as the major challenges for someone in this position in the first three/six months on the job? How would I be evaluated?
   
• What are your company's priorities? Or, in what direction do you see the company/department moving in the next six months?
   
• What characteristics do you consider essential for someone to perform well in this position?
   
• Why is this position vacant at this time?
   
• Tell me about your company's policy on promoting from within.

As to what you could have said in your interview: you might have gained some time for reflection by saying, ''You gave such a thorough overview of the position and the company that I believe that I have a good understanding of the duties and responsibilities of this position. I don't have any additional questions at this time but may I contact you with additional questions if they come up?''

You get to praise the interviewer without appearing insecure and present yourself as a thoughtful, reflective person. In addition, you are asking permission to stay in touch. Try to ascertain the preferred method of contact, phone, e-mail, cellphone and/or best times to reach the interviewer.

Another technique, borrowed from sales, has proven to be effective in closing an interview. At the end, the interviewee says, ''I believe that my qualifications (and enumerate some of your most relevant skills and experiences) make me a good match for this position.'' Then, you can follow-up with ''Do you have any questions or concerns about my candidacy?''

Depending on the answer, you may have a few seconds to try to refute any possible weaknesses the interviewer suggests. Throughout the interview, make sure you are asking questions.

The more the body of the interview is a dialogue, and an exchange of information, the more accurate a picture both you and the interviewer will have of each other and the potential match between you, the position, and the organization.

Accept situation or resign from job

I work for a small company where things are run very loosely. I have worked on a policy manual my boss has refused to approve. He likes running things with no rules and regulations. We have been paid very fairly. I was content with my salary and willing to work the many extra hours that it took to get my job done correctly and to meet deadlines. We have lost a few accounts and were told salaried employees would have to take a 10 percent pay cut until things got better. One person was laid off. Things picked up last month and we were given back 5 percent of this cut. I have the highest degree of responsibility, work the most hours, and make the most money. I learned one of the other employees has changed status to that of an independent contractor and the other is receiving her remaining 5 percent back. Meanwhile, my boss is hiring back the employee he laid off on a ''per job'' basis and is hiring another person to do a newsletter for our company, which I offered to do for him. When I suggested that he had to give me my 5 percent back before he hired anyone else, he flew off the handle and told me he could do anything he wants. Can he?

Absent a binding union pact or personnel policy manual detailing employee compensation, your employer is free to do whatever he chooses. Your choices are to accept your situation, or resign.

If you choose to stay on the job, I suggest you find a way to make peace with your supervisor before the anger between you has a chance to fester. When you both are feeling calmer, I suggest you schedule a meeting with your supervisor. That meeting might be an occasion for you to showcase your accomplishments and contributions to the company. Talk about your commitment and any additional responsibilities you would like to assume. Ask when you might be able to anticipate a return to your former salary or perhaps even to expect a raise.

You mention you had been satisfied with your salary and with your position until the 10 percent reduction and 5 percent reinstatement began and until you became aware of other employees' compensation packages. As you have discovered, learning snippets of co-worker salary information often breeds discontent. To continue to perform effectively in your job, stay focused on your own situation rather than on your co-workers. Your manager acknowledged the company's improving finances by adding back half of your salary cutback as soon as he was able. You may not agree with his other hiring decisions, but you may not have access to the same ''big picture'' that he does.

Relatives are OK in same workplace

A friend of mine has worked for the past 5 years at a thrift store where her mother is also employed. She was told last week the store would now follow the law and not keep blood relatives in the same workplace. My friend knows her job and wants to stay. In addition, her mother is ill and will soon retire. Is there such a law?

According to Marc Greenbaum, professor of Law at Suffolk University, there is no such statute. If your friend wishes to remain in her current job, she should seek legal counsel immediately. The law is on her side, regardless of whether or when her mother chooses to retire.

By the way, some companies do have a formal policy excluding relatives from supervising one another, which makes sense. If the store where your friend works had such a policy, it would have been enforced from the beginning, which is clearly not the case.

Employer right on overtime issue

I am an administrative assistant in one of the colleges in Greater Boston. My hours are from 8:30 a.m. to 4:30 p.m., which includes a paid hour for lunch. According to my math that adds up to a 40-hour week, yet when I am asked to work an occasional weekend, my extra hours are added to 35 hours instead of 40 hours. When I work a whole day Saturday, I receive my regular rate of pay for 5 additional hours, and then overtime pay (time-and-a-half) for only 2 hours, which is all the payroll department claims I work overtime. I think I should be paid the overtime rate for all 7 hours. Who's right? Also, I have read about recent legislative changes to the overtime rules. What, if any, impact will that have on my situation?

The recent legislative changes will have no impact on your situation. While the new laws have affected some changes regarding who is eligible to receive overtime pay, the basic rule - that overtime is paid after 40 hours per week - has not changed. As an administrative assistant in a college, you remain eligible to receive overtime pay after working 40 hours.

''Paid lunch'' is a misnomer, according to a payroll specialist with whom I consulted. Your lunch hour, while called ''paid lunch'' is still not considered a ''worked'' hour. Although you are required to be at the office from 8:30 a.m. to 4:30 p.m., which totals 8 hours, you are paid for only 7 hours of standard pay, because of your daily unpaid lunch hour.

Your scheduled hours of 8:30 a.m. to 4:30 p.m., including one hour for lunch, translates into 7 working hours per day, not 8. Therefore, after 5 days, you have worked 35 hours, not 40. Unfortunately for your wallet, your employer is right and has been calculating your overtime compensation correctly. Overtime kicks in only after working 40 hours per week.

You may wonder what happens if you are required to attend a meeting that is scheduled during your lunch hour. Lunch-hour meetings are a problem. Since the meeting occurs during an employee's unpaid time, the question of ''Am I being paid for this?'' is a valid concern.

Some organizations typically skirt the issue of payment by scheduling the meeting to start before lunch hour. The employer may even provide a light lunch or invite their employees to bring their lunch ''just in case'' the meeting runs long, which they inevitably do.

If the meeting is scheduled for the lunch hour, either the employees should be paid, or, more typically, be given ''compensatory time'' for the free hour that they lost. However, if lunch-time meetings are scheduled with regularity, human resources should be notified, as this may violate some compensation regulations.

Roni F. Noland is a career counselor and coach in private practice with over 20 years of experience.

Need advice about managing your career or workplace? Our specialists can help. E-mail questions to ; fax to 617-929-3183; or mail to Job Doc, The Boston Globe, P.O. Box 55819, Boston, MA 02205-5819.

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