1. What is the benefit of partnering with APR on my job search?

Advanced Personnel Resources and our distinguished recruiters place a high value on our relationships with our candidates and associates. Our business is built on relationships. We have a strong reputation for placing our candidates in successful careers and are known as well for our quality service, ethical standards and confidentiality. Our exceptional client relationships with companies already located in the area and moving to the area gives you access to many more job openings and preliminary opportunities in formation. Many of our clients rely on the talent we provide them. Their jobs are not posted or available through traditional job boards and advertising.

2. How does the process work?

The first step is to apply with Advanced Personnel Resources. You can browse our current positions and apply directly, or if you don’t see anything that is a fit right now, you can join our Talent Network and be advised when new positions come available.

The second step is to request an appointment with one of our professional recruiting and contract staffing consultants. We will confidentially discuss your background and goals and determine your precise qualifications to ensure that an appropriate match for the right position and culture of the potential company is made. When your qualifications are matched with an employer the screening and interview process begins. Our recruiting consultants are actively involved with you throughout the process and will guide you with information, tips and any advice you need until a successful placement is made.

3. What happens when I am placed on assignment?

When an assignment is offered, your APR professional recruiter will provide all necessary information – When and where to report, who to ask for on the first day, the dress code, hours, schedule, etc. We will also provide you with a detailed a job description. Please make sure to ask any questions and address any concerns that you have about the assignment at this time – once you agree to an assignment, we expect you to honor your commitment.

Once your assignment has begun, you will be an employee of Advanced Personnel Resources (NOT the client company) for the duration of your assignment. Your pay and benefits will come from APR. Please contact your APR supervisor with any job-related issue that you may have, including time off requests, schedule issues, calling in sick or late or any issues related to your pay. Also, contact APR if the job duties are different than what we described to you when you accepted the assignment.

Please note that the terms of employment are different for Direct Placement opportunities. Your APR professional recruiter will discuss those terms directly prior to placement.

4. How long is my assignment going to be?

The length of assignment varies, depending on the needs of the client. We offer 4 primary types of placement:

Temporary – a temporary assignment is just that – temporary. It may be filling in for a vacation or medical leave, helping a customer through a special project, or adding a pair of hands for the busy season, temp jobs usually have a pre-defined end date. That date may be extended based on the client’s needs, and it may be two days or 6 months, but you will have a good idea of the anticipated length of the assignment at the time it is offered.

Contract – Contracting is similar to a temp assignment, but usually longer in term. A contract assignment is when a client does not expect to offer full time employment at the end of the assignment. Contracts can be anywhere form 6 months to 5 years, and during the length of contract you will stay an APR associate contractor. Contract assignments, like all APR assignments, are considered “at-will”, and may be terminated at any time by either you or APR, but the expectation is for a long-term assignment.

Temp-to-Hire – Our clients are looking to add a full time member to their team, and work with APR to identify the best candidate. On this type of assignment, you will work at the client’s location as an APR associate for a specific amount of time. At the end of this period, the client company has the option to transition you to their payroll. While the goal of the client company at the onset of the assignment is to convert the APR associate to an internal employee there may be an extension if the client is not ready to convert. This gives both the associate and the employer time to evaluate whether this is the right fit during this period.

Direct Placement – Direct Placement is when a company needs sourced talent to fill a regular opening. The client company hires APR to source, recruit and screen qualified talent, perform all required pre-employment screening including background checks, reference checks, behavioral and skill testing, drug testing and other relevant requested evaluations. The goal is to onboard the candidate as an internal employee from day one. Direct Placement positions are generally technical, advanced administrative and financial, professional or managerial in nature.

5. How Do I get paid?

On Temporary, Contract or Temp-to-Hire positions, you will be paid directly by Advanced Personnel Resources. Remember, you are an employee of APR, and NOT the client company. Timecards must be submitted to APR by Sunday at midnight (contact your APR representative for instructions on submitting time), and payday is every Thursday at noon. Direct Deposit is required for all APR associates, but your first week or two will be paid on a physical check, which can either be mailed or picked up at the APR office. The only deductions taken from your pay are those required by state, federal or local law (taxes, social security, federal and state mandates, etc.) and any deductions specifically authorized by you (such as health insurance contributions).

6. What if I am offered a position at the company I am working an assignment?

Congratulations! That means you have provided the company with excellent service and they would like for you to be a member of their staff. Please contact your APR staffing supervisor and we will contact our client to begin the transition process.

7. What will this cost me?

There is no charge for our services. All service fees are paid by our client company. You will be paid a competitive wage, offered benefits, and have an experienced professional recruiter coaching you through every step of your job search and an APR staffing supervisor to guide you through out your assignment.

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Candidate Resource Center

The phone rings for your screening interview. As you pick it up, do you want to sound cocky, rude, flighty, or confused? Or do you want to sound professional, responsible, and composed?

If you're in the middle of a job search, you want every employer to think of you as the latter. However, if you're not prepared for a phone screening interview, you may make the wrong first impression.

Screening interviews have become even more commonplace by phone since the start of the COVID-19 pandemic. These interviews typically come before a videoconference or in-person interview, and they're often shorter.

But their shorter length and telephone-based nature are no reasons to treat them as an informal event. Employers use screening interview calls to "weed out" less qualified contenders. Use these tips to make the cut - and land a great new job:

Need to get to work immediately? We have great opportunities available. Contact us to get started.

Do Your Research

Quick: Which employer is calling you? Why did you apply to their company? What would be different about working for this company than for others you might have applied to?

Without doing some background work, you may find yourself at a loss to respond to the person calling you. Stumbling on your end may be interpreted as a failure to prepare - or worse, a total lack of interest in the job.

When you apply for jobs, keep a "cheat sheet" of each employer and position you applied to, as well as a note or two about why you thought the business and the job would be a good fit for you. Keep these notes handy, so you can refer to them before a phone interview.

Reduce Distractions

With so many people working or doing school lessons from home, reducing distractions to take a phone call can be tougher than in the past. Yet trying to do a phone interview amid the chaos of noisy children, barking dogs, or ringing phones won't help you or the interviewer.

As much as possible, reduce distractions before you take the call. Shut yourself in a quiet space and warn your family ahead of time not to disturb you. If your house is especially chaotic, consider sitting in your car or even going for a walk around the block.

Talk Like the Interviewer Is in the Room With You

When we're on the phone, it's tempting to reserve the energy we would spend on facial expressions and gestures. The other person can't see us anyway, right?

While it's true that your smiles and gestures may not be visible to the phone interviewer, this doesn't mean they aren't conveyed at all. Interviewers can hear the changes in your tone and pace of speaking that indicate a smile, enthusiasm, or excitement. These changes make you more memorable, for all the right reasons.

Don't hesitate to talk just like you would if you were face to face with the interviewer. Think of the phone screening as a Zoom meeting rather than a phone call.

Discuss Pay - Diplomatically

Questions about pay expectations are always tough to answer. You don't want to lowball yourself, but you also don't want to price your work so high that you drop out of consideration.

Researching comparable salaries online can give you an idea of the typical ranges for pay and benefits in similar positions. These numbers can help you determine how to answer pay questions diplomatically. For instance, you might say, "My salary in my last position was $X, but I don't know how that translates to your company."

When you're prepared to address the pay question, you demonstrate that you've thought about your value in the context of your work and industry. You don't leave the interviewer hanging by dodging the question, either.

Looking for a new job? We can help! Contact us to learn about opportunities that may be right for you.

Give and Take

Does listening to someone else drone on and on bore you? It bores phone interviewers, too.

When you're asked a question, pause to collect your thoughts. Then, get to the point as quickly as you can. Let the interviewer ask follow-up questions if they're confused or need more information.

And don't forget to ask the interviewer a few questions if you're given a chance. People often have a positive impression of someone who took the time to ask a meaningful question and then listened to their answer.

Follow up Professionally

Once you hang up, take a deep breath. You took a big step toward a great new job. Congratulations!

But you're not finished when you hit "end." Complete the phone screening by sending a follow-up note, just as you would for an in-person interview. Thank the interviewer for their time. Mention you're still interested in the job, and name one specific way you'd like to contribute if hired.

Finally, don't hesitate to share your success with your staffing partner. Or reach out to a staffing agency for interview advice or help to find a new job opportunity.

Employers rely on nonverbal cues more than verbal ones to gauge your intelligence, confidence and power. When you're on the job hunt, use these tips to get your "body talk" in great shape -- no gym membership required!

Mind Over Matter

As you prepare for your interview, get yourself in the right mindset. Rehearse all your interview answers, read over your resume, and tell yourself how much you deserve this position.

Your confidence starts inside and exudes through your appearance and attitude. Getting mentally prepared to display your best manners and professionalism will allow you to demonstrate just how great a candidate you are.

First Impressions

Right or wrong, first impressions do matter. And they start well before the interview!

Before you walk into the building for your appointment, arrange your possessions, double-check your appearance and put on a smile. People who see you when you first arrive (i.e., receptionists or other employees) may be asked for their opinion of you. If you spend your first few minutes frantically looking through your briefcase or picking something out of your teeth, their opinions may leave something to be desired.


Try to sit facing where your interviewer will be coming from, with your belongings neatly at your side. That way, when you see him, you can swiftly stand to greet him like the interview pro you are. If you are sitting in the opposite direction, or are covered in coats and bags, standing up may cause awkward fumbling and put your appearance at an immediate disadvantage.

A Fair Shake

Sweaty palms, long fingernails, and limp hands can all add up to one job interview deal-breaker -- a bad handshake. Your handshake says a lot about you before you ever speak a word, so make sure it's as confident as you are. To give your interviewer a fair shake, grip (don't crush) his hand firmly and shake it up and down once.

Space Case

Although this seems obvious, the way you manage personal space communicates a lot about your personality. Leave about three feet of space between you and your interviewer, so as to not make him uncomfortable or feel crowded by you. And when heading into the interview room, do not try to lead the way. Simply walk behind to acknowledge that you can follow someone else's lead and instruction, which is important in an interviewing situation.

Posture Pro

Trying to appear disinterested or aloof? Didn't think so! But your interviewer may interpret your slouching, folded arms, or twiddling fingers as signs of boredom, and will dismiss you mentally (if not physically!).

Try to sit as upright as possible, or lean in slightly with a straight back. This shows interest without seeming stiff. If you must gesture with your hands, keep them in the area between your belly button and your collar bone. Anything higher or lower seems frenzied and can be a distraction to you and the interviewer.

Also, be sure not to drape your arms and legs across furniture. Or shrink up to the middle of the chair. Sitting with legs or ankles crossed, back straight, and arms folded in your lap will help you appear confident and well-mannered.

All Eyes Ahead

Eye contact is important, but can easily be overdone. Don't glare at the interviewer, or stare at him so intently that he gets uncomfortable. Relax your gaze and look him in the eyes as much as naturally possible. Avoid staring at the ground or ceiling while he's talking, since these signals could be taken as disrespectful or disinterested.

At the Desk

Presumably, you will be interviewing in front of a desk. In this case:

  • Place your resume or portfolio on the desk.
  • Keep bags and other items at your feet. Piling your personal items on an interviewer's desk is poor interview etiquette.
  • Don't cover yourself in clutter, which closes you off from the interviewer

Mirror, Mirror

If you're ever unsure of the atmosphere of the interview, try "mirroring." This tactic involves making small, subtle reflections of the interviewer's body language. Copying movements such as the direction he leans in, or smiling while he's smiling, lets the interviewer know you are attentive and similar to him -- factors which will work in your favor.

But use common sense. If the interviewer is slouching, making wild gestures, or just plain unprofessional, then it's best to stay away from mirroring and stick to your interview best practices.

Play it Cool

Everyone gets nervous at an interview! The trick is to stay in control of your nerves. Panicked breathing, chewing your nails, or twirling your hair may comfort you during a stressful situation -- but these behaviors cannot come out at a job interview.

When you feel nerves creeping in, control your breathing and listen to your interviewer. The more you pay attention to the moment, the less you will worry about the next question they might ask.

Closing Time

Thank your interviewer for his time and be genuine. Shake his hand again, and then leave cool and collected (don't rush off!). Follow him out of the building, or however far he leads you. If possible, shake hands with and thank anyone else who was a part of your interview process. This is the last impression you will leave on interviewers, and being genuinely grateful will make you memorable.

Whatever you say to an interviewer, your body will be saying something louder. So be sure that your body talk is confident, expressive, and professional from the moment you arrive.

As a professional, you have particular skills and abilities in the ways you can help companies grow or operate more smoothly or achieve their goals. Spending some quality time looking inward and identifying what you love to do (and what happens when you do it) is an important part of your job search success.

But what if you are one of those people that cringe when it comes time to communicate those strengths and "sell" yourself in a job interview?

I would like to offer you another perspective or belief system about what selling is--different from the one you might have now. It's so important you know how to sell yourself because when you are able to communicate your strengths in a way that compels others, you are doing yourself and them a great favor. After all, you can't help a company that doesn't hire you.

To boost your know-like-and-trust factor in your job interviews, it's vital you know how to encourage potential employers to hire you in a way that's ethical, full of integrity and authentically you.

What this means for you is that you will attract the interest of more employers, receive bigger and better job offers, and feel confident in the way you're communicating the ways that you can help potential employers get the results they want...and that only you can deliver. So everyone gets what they want and desire.

So, here are three tips to help get you started:

Tip #1: Steer the interview by frequently mentioning your value

So, if you're offering turnaround expertise, you will frequently refer to your turnaround projects.

If you are a marketing expert, you will frequently share the results of your marketing efforts throughout the interview.

By focusing on the results you get, you will quickly and easily build the value of who you can be to your potential employers.

Tip #2: Create before and after stories

Everybody loves to hear before and after stories, even in an interview setting. And the best ones clearly paint a before and after picture (and the worse the better--so don't hold back!).

Think of all the problems, challenges and dire situations with your past company (or companies) and how great things are now that you have helped them.

Tip #3: Make THEM an offer they can't resist

The point is to create an "offer" that's so irresistible, your interviewers think, "We have to hire this person!"

To do this, you need to offer something they believe they can't get anywhere else. Be creative!

Here are a couple examples:

One of my clients quickly received a robust offer because HE offered to produce at least two potential solutions to a challenge the company was facing and he said he would do it in 60 days.

Another client of mine set up as part of her interview process a 1/2 day on-site observation of the potential employer's media company. She then presented an outline of 10 ideas to improve their work environment and boost their ratings. They offered her a whopping $100k over what she had been making previously. All this even after she was let go from that previous position. I love it.

When you learn how to communicate to your interviewers that you are willing to invest getting the right information into their hands that is going to help them, you are removing all the obstacles (including money, time and your competition) that might otherwise stand between you and the job offer(s) you want.

Would you like to learn how to quickly and easily get more interviews, shorten your job search and increase your salary? Check out my website:, for free articles, free resources and to sign up for my free audio mini-seminar "5 Simple Steps To Find, Focus On and WIN Your Dream Job--Starting Today!" Internationally Certified Advanced Resume Writer, Job Search Coach and Internationally Certified Master Career Director Mary Elizabeth Bradford is "The Career Artisan."

Have you ever gone through the interview process, felt confident that you'd performed extremely well, and then heard these dreadful words: "I'm sorry, but we feel you're overqualified for this position."


When I was told that after an interview, several thoughts went through my frustration-fogged mind. What kind of crazy excuse is that for not hiring me? So what if I'm "overqualified"--don't employers always want to hire the person with the best qualifications? If I'm willing to take this job, overqualified or not, why is that a problem? This isn't fair! What's the real reason they don't want to hire me?

When interviewers say you are "overqualified," here's what they are concerned about:

(1) You'll be bored in this position.

(2) You won't be satisfied with the salary they're offering.

(3) You'll leave as soon as you get a better opportunity.

(4) They'll have to go through the time-consuming and expensive process of hiring and training someone all over again.

This may or may not make you feel better about being "overqualified," but you must admit those are legitimate concerns.

If you get the "overqualified" excuse once, you'll be wary about getting it again. So if you apply for other jobs that may be at a lower level than warranted by your background, skills, education and experience, you may be tempted to "dumb down" your resume and omit things like college degrees. But lying about your background is not the way to go.

Here's a better strategy: address it head-on.

Be the first one to raise the "overqualified" issue with a potential employer. If you bring it up yourself, you can discuss it openly and convince the interviewer that it won't be a problem.

The key--as with every job interview issue--is to anticipate and prepare. Before you go to the interview, think about what you'll say and how you will convince them that they should hire you, even if you are "overqualified."

After explaining how you will be a great asset for their company, tell them why you are applying for a lower-level position. Do not say, "I can't find anything else and I really need a job." Though that may be the case, this approach is a little too honest and will reinforce their fear that you will leave at the first opportunity.

Say something like, "You can tell that I've worked at a higher level before, but this position is exactly what I'm looking for." Then, depending on the job and your circumstances, explain why. For example:

  • "I've always wanted to work for your company (or in this industry), and I'm willing to take a lower-level position to get that opportunity."
  • "It will allow me to use my skills and expand my experience in a new field."
  • "I'm looking for something a little less stressful, with fewer responsibilities, so I can spend more time with my family."
  • "This position provides the stability and long-term growth potential I'm looking for."
  • "The salary is not my top priority. I'd have no problem with earning less than I've earned in the past."

Be very enthusiastic about the job. Explain how you can meet their needs now and in the future as the company grows. And most important of all, convince them that you will not quit as soon as something better comes along.

If you are convinced that this job would be worth it, you might even try this: offer to sign an agreement stating that you will stay on the job for a minimum of 12 months. Whether the hiring manager actually takes you up on that offer or not, it will definitely make a very positive impression!

If you anticipate the "overqualified" issue and address it up front, it will not be a drawback to your success

Written by Bonnie Lowe,

It's an inescapable fact that interviews are the "make or break" factor on whether one lands the job. So it is surprising to find that most job seekers approach interviews with a cavalier attitude, without any preparation - they simply wake up the morning of the interview, cross their fingers, and hope for the best.

Unfortunately, walking into an interview cold rarely works. Human capital is the biggest expense an organization has. When all is said and done, a wrong hiring decision costs a company time and resources. Through a series of well thought out questions, a skillful interviewer will use the interview process to distinguish between those candidates who have experience and those who are experts in the given field.

An interview can be won or lost within seconds, and by implementing simple strategies, you can vastly improve your interview performance. Interviews can be challenging but they are manageable when approached as a five-step process.

  1. A successful interview depends in part, on whether you understand your role and that of the interviewer. As an interviewee, you have two obligations - (1) to sell your qualifications and (2) to evaluate the position and leave the interview with a solid understanding of the job's requirements. Interviewing is more than just answering questions; it is about preparing, understanding and responding to the hiring organization's needs.

    The role of the interviewer is to sell the company, assess your commitment to working for their organization and determine if you are the same person that is represented on paper.

    In reality, your role and that of the interviewer overlap. Both of you are gathering information, selling a product and evaluating whether or not there is a match between you.

  2. Before each interview select 3-5 accomplishments or skills that you consider to be your major selling points. Every time the interview shifts in a direction that doesn't support your agenda, figure out a way to steer the conversation back to your major selling points. When determining your selling points, consider situations where you demonstrated initiative, overcame challenges, and/or streamlined a process.

    While it may be difficult to define the specific needs of every company that is hiring, all organizations are looking for an employer that has the following characteristics: advanced communication skills, teamwork skills, honesty and self-confidence. Whenever possible, integrate these qualities in your responses.

  3. Build personal credibility by adapting your communication style to that of the interviewer. The way you communicate goes beyond the words that you choose.

    Your appearance, demeanor, posture and attitude all play a part in the way your message will be received.

    Trust begins to form during the interview and by flexing your communication style you leave the listener with a subconscious message that says, "I can sit next to this person on a daily basis." Once you have accomplished that, you are one step closer to a job offer.

  4. Turn the interview into a conversation by asking questions throughout the interview. Ask questions that reflect your interest in the organization. If you leave an interview without asking relevant questions, the interviewer will question your sincerity. By asking questions you show the interviewer your commitment to your profession and the industry.

  5. Don't get blind-sided with questions that you should have been prepared to answer. There are several questions that are interviewers canned favorites and they include: Tell me about yourself, Where do you see yourself in five years? Tell me about a time when you successfully handled a situation?, and What do you consider your major achievement?

    Rehearse interview answers, but don't sound rehearsed. Practice your responses until you feel that they clearly reflect your skills and personality. Don't just make statements that you think the interviewer wants to hear.

Going in unprepared is a sure-fire way to sabotage an interview. When it comes down to the wire and it is between you and another candidate with a similar background, interview performance will probably be the deciding factor on who gets hired.

Job offers are not won by accident; time spent preparing for an interview produces significant results. The more you practice your interviewing skills the more confidence you will gain and the more polished your presentation.

Recognized as a career expert, Linda Matias brings a wealth of experience to the career services field. She has been sought out for her knowledge of the employment market, outplacement, job search strategies, interview preparation, and resume writing, quoted a number of times in The Wall Street Journal, New York Newsday, Newsweek, and She is President of CareerStrides and the National Resume Writers' Association. Visit her website at or email her at

Note: You have a maximum of 20 seconds to wow the reader of your letter, so you better maximize its impact by making it dynamic!

There is a formula that can be followed as a guide to writing your cover letters. However, it is critical that each cover letter be unique and specific to you and to the employer—not one that any applicant could have written to any employer.

Keep your cover letter brief. Never, never more than one page, and it's best to keep it well under a full page. Each paragraph should have no more than one to three sentences.

If you are writing a cover letter that you plan to email, consider shortening the cover letter to just three short paragraphs so that it runs no longer than about one screen.

Finally, remember that there are numerous keys to writing a successful cover letter.

Fundamentals of a Dynamic Cover Lette

First Paragraph

Do not waste this opening paragraph of your cover letter. It is essential that your first paragraph sparks the employer's interest, provides information about the benefits the employer will receive from you, and helps you stand out from all the other job-seekers who want the job.

Focus on your Unique Selling Proposition (USP)—the one thing that makes you different from all the other job-seekers—and identify two or three benefits you can offer the employer.

Weak opening paragraph: I am writing today to apply for the account manager position you have posted on your company Website.

Better opening paragraph: I have increased the size and sales levels of my client base in every position I have held, which in turn has increased the revenues and profits of my employers. I want to bring this same success to the account position you have posted on your Website.

Second Paragraph

Provide more detail about your professional and/or academic qualifications. Provide more information about how you can provide the benefits you mention in the first paragraph. Be sure to stress accomplishments and achievements rather than job duties and responsibilities. Expand on specific items from your resume that are relevant to the job you are seeking. Use solid action verbs to describe your accomplishments and achievements.

If you do not have a lot of solid experience in the field you are trying to enter, remember to focus on key skills that can easily transfer from your previous work experience to the job at hand.

And if responding to a job posting or ad, be sure to tailor this paragraph to the needs described in the ad.

Third Paragraph

Relate yourself to the company, giving details why you should be considered for the position. Continue expanding on your qualifications while showing knowledge of the company.

You need to do your homework—show that you know something about the organization.

Fourth Paragraph

The final paragraph of your cover letter must be proactive—and request action. You must ask for the job interview (or a meeting) in this paragraph. You must express your confidence that you are a perfect fit for the job. You must also put the employer on notice that you plan to follow-up within a specified time.

Weak closing paragraph: I hope you will review my resume, and if you agree with what I have stated here, consider me for the position. I look forward to hearing from you soon.

Better closing paragraph: I am eager to help advance the success of your company, and I am convinced that we should arrange a time to meet. I will call your office in the next week to schedule an appointment.

Final Thoughts

One last piece of advice: Follow-up is key, so plan on making some phone calls or sending some emails.

by Katharine Hansen and Randall S. Hansen, Ph.D.

The Hansens are authors of numerous books, including: Dynamic Cover Letters; Dynamic Cover Letters for New Graduates; A Foot in the Door: Networking Your Way into the Hidden Job Market; and Write Your Way to a Higher GPA, all published by Ten Speed Press.

To be prepared for an interview it is helpful to have an understanding of the questions you may be asked and to have prepared answers for them. As you read the questions below, think of adaptations to these and then answer them. You may want to say your answers out loud while looking in a mirror to see how you look and sound. Another great tip is to record your answers into a tape recorder and then play it back and see what it sounds like. Practice your answers and then go take charge of your career and get the job you want and find the employer you want to work for! Good luck!

  1. Which supervisors have you found easiest to work with and which have been most difficult?

    This is to judge your adaptability.

  2. What did you like best and least about your previous job?

    Checking your administration and management skills.

  3. Have you ever had to get a point across to different types of people? Give me an example and tell me what approach did you take?

    Finding out about your communication skills.

  4. Describe a work-related problem you had to face recently. What did you do to deal with it?

    Decision making skills tested.

  5. Give me an example of a time you did more than what was required in your job.

    Seeking initiative.

  6. Give me an example of a time you found it necessary to make an exception to the rules in order to get something done.

    How is your integrity?

  7. What was the best decision you ever made? What were the alternatives? How did you go about making it?

    Checking your judgment.

  8. Tell me about a time you had to gain the cooperation of a group over which you had little or no authority. What did you do? How effective were you?


  9. Have you ever had trouble learning a new method or procedure? How did you deal with that situation?

    Investigating your learning ability.

  10. Tell me about a problem you have had that would affect more than one department. How did you try to solve it?

    For organizational cooperation.

Terri Levine is the author of bestseller Work Yourself Happy, and Coaching For An Extraordinary Life

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