By Robin Chan

Last week, we featured tougher conditions in the job market in the months ahead. Interviews, an integral part of the hiring process, are going to get harder. This week, we talk to hiring experts to get their tips on how to approach interviews.

P.O. Mak is a former General Electric Asia human resources leader and is a board member of the World Federation of Personnel Management Associations. Tim Hird is the managing director of Robert Half International and Annabel Ang is a senior consultant for Robert Walters - both global executive search firms.

What does the financial crisis mean for job seekers?

Mak: The job market is going to get very competitive. The coming year will be tough for job seekers, especially for first timers. So you have to do a lot more, you can't risk going into an interview unprepared. Good jobs will be hard to come by and, if I were to hire, I would cherry pick the best ones.

Hird: There is no doubt that the employment industry is going through a transition. But it is not all doom and gloom: From my perspective, this is also a time of opportunity. There will be fewer people looking to change jobs, but organisations are still hiring, so job seekers can take advantage of these conditions.

The interview process is becoming longer as hirers are going to be much more thorough. Companies are being highly selective about who they want to hire. But, nevertheless, the key skills of job seeking never change.

I landed an interview, now how do I make a good first impression?

Hird: Research has shown that hiring managers will make decisions on someone's suitability for the job within 15 minutes of the interview, so if that first impression isn't good, you won't get the job.

The key thing to remember is that you are making an 'elevator pitch', so you are effectively selling yourself in 30 seconds. Imagine you are going up an elevator for 20 floors and that is all the time you have to wow your interviewer.

Also note that 90 per cent of executives will ask for impressions from their assistants before making hiring decisions. So don't be professional and pleasant only with the interviewer, but with everyone.

Ang: Remember the simple things like dressing professionally and greeting not only the interviewer, but also the people at the reception as well. It is easy to forget that other people may know you are coming for an interview. You never know who might provide feedback to the company. A surprisingly large number of candidates also turn up late. That obviously does not leave a good impression.

What should I avoid doing?

Ang: Going in unprepared. I have actually seen some candidates go in having forgotten what was on their curriculum vitae. Refresh your memory regarding your CV before the interview.

Also, I have known candidates who did not even know what the organisation they were interviewing with did, or the role of the job they were applying for. A recruitment firm will provide these things for you.

Mak: Be enthusiastic, but don't oversell yourself. Experienced interviewers are very discerning. For example, when asked about their biggest accomplishments, there are some candidates who, without blinking, will rattle off five major accomplishments: They helped the company make millions of dollars, sales doubled and so on. When they are asked how they were actually able to do that, they stumble.

Also, because candidates are so eager to talk about themselves, some forget to listen. Remember, an interview is a two-way stream: It not only lets the interviewer find out who you are, but is also the opportunity for you to find out more about your potential new job and company.

What are interviewers looking for from me?

Mak: It depends on what the job is, but for first timers who don't bring a lot of experience, I would focus on personality traits and how the person has shown development. Also, are you honest and forthcoming? Can you play well in a team? Do you listen and communicate well? And how broad is your general knowledge?

Good grades won't necessarily excite me. I don't want to just hear about your accomplishments. Tell me also the bad news, like a failure or an embarrassment. What were the lessons learnt?

Ang: What is common these days are competency-based interviews. These questions are centred around gauging your personal abilities and characteristics and how those fit in with the job. Questions like 'describe an occasion when you had difficulties working in a team' or 'give me an example of when you had to work towards an important deadline' are common. Think back through your career history for different types of roles that you have played, for example.

Hird: Three key things - Can you do the job? Will you fit in with the company culture? And do you really want the job?

I know practice is good, but how do I sound interesting and not rehearsed?

Hird: The interview has to be human and interactive. Make sure you are not only listening, but actively listening to the interviewer. So, when you are asked a question, you could begin your reply with: 'That is an interesting question, I was just asking someone that earlier.' Also, take your time when replying and always give personal examples to back up what you say.

Ang: The tone of your voice and body language are important. You have to seem comfortable and relaxed, but don't look like you are falling asleep. Maintaining eye contact and nodding to respond to the interviewer also show that you're interested. Be as friendly as possible. Also, let your personality show, because ultimately they want to see how you fit in with the organisation.

Mak: Remember, the interview is a dynamic process. It is a flowing conversation rather than a question followed by an answer.

Okay, I think I've done well, but now how do I close the interview?

Mak: The final part of the interview is when the interviewer asks if you have any questions - provided you have not already fainted from the stress. This is the opportunity to regain any lost points during the interview.

Simple and genuine questions that demonstrate some knowledge of the company are good. For example, you might say: 'Thank you for your time, I have learnt so much from this interview. By the way, I heard that your company has invested a lot in people development. Can you tell me more about this and the strategy behind it?'

Ang: At this point, you can also enquire about the next interview stage. Some may offer you the position on the spot. If you are stoked, you can, of course, verbally accept right away. But if you are the kind of person who needs time to think about it, just be courteous and give a date when you will get back to them. Usually, it is the next day, as the turnaround time is generally expected to be quite quick.

Hird: Have a crisp follow-up to the interview. As soon as you have finished the interview, write a thank-you note or an e-mail. Always remember to send this to every person who interviewed you, not just the senior executives.

Handwritten letters tend to be more personal, although 75 per cent of executives consider an e-mail note appropriate. You can also follow up with a phone call. Always be proactive.

And keep yourself on the radar screen. The golden rule is that even if you don't get the job, stay in contact with employers because things will change quickly.

This article was first published in The Straits Times on October 20, 2008.