ace—Know the most important things you’re looking for and don’t leave until you are clear whether they exist there or not. Ask about their reputation and leadership track record. Are their financial records open to employees? Do they have good health benefits and a confidential employee assistance program? Do they support continued education programs? Don’t over ask by doing your homework ahead of time, but be sure you both have what you need to make an informed decision.

--Product—Understand what their aim is now and for the future. If you are staying in the same field, don’t assume their focus is the same as where you came from. If their idea is

You’ve decided your career field and are ready to interview. Here are 7 key areas to help you determine this is the company you want to work for and to assist you to give your best interview yet.

--Profile—What did you learn about the company from your research and how does it fit your future projections? You can’t expect a company’s direction to fit with yours without first knowing your own profile and what you want your life to look like down the road. Walk in to the interview knowing your profile and the company’s to have clear objectives and ready responses. You’ll get and give the information you intend and better sense your fit at the company.

--Philosophy—At the company, get a feel for the environment and how employees interact. If you have a poor feeling about the interviewer, it can give you some insight into their organization’s philosophy, since they hired this person to represent them. Ask your interviewer about any employee recognition processes or merit systems, their review process and the frequency of both. Don’t assume what you read or researched is the current accurate picture. Listen carefully for any information that demonstrates your views may not be aligned and seek to share with them how yours is a perfect fit with theirs.

---Pitch—Whether or not you covered your key objectives in your resume or cover letter, communicate them again, it shows your focused intent. If your job responsibilities are not spelled out, it’s okay to ask for more clarification on what they are looking for. Use this to point up how your strengths will be their asset. Information you received from conversations with current or former employees can help you to pitch yourself effectively against arbitrary competition.

--Part—What exactly is your part — be clear on the expectations. If you are bringing in additional skills and experience you may be able to upgrade your position from the outset by clarifying the additional benefits you’ll bring to the company. At the same time, don’t be in a hurry to move up, simply know if there is opportunity to do it.

--Players—What’s the turnover rate of their employees? How involved do their employees get to be? For example, Fortune has consistently rated Proctor and Gamble high for how they treat their employees. Employees participate in multi-functional teams and are supported by a career management system for development of their work and personal plan. This company’s attitude is reflected in the critical mission statement they strive to live up to: “touching lives, improving life.” How does your company of choice support their employees?

--Place—Know the most important things you’re looking for and don’t leave until you are clear whether they exist there or not. Ask about their reputation and leadership track record. Are their financial records open to employees? Do they have good health benefits and a confidential employee assistance program? Do they support continued education programs? Don’t over ask by doing your homework ahead of time, but be sure you both have what you need to make an informed decision.

--Product—Understand what their aim is now and for the future. If you are staying in the same field, don’t assume their focus is the same as where you came from. If their idea is

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--Philosophy—At the company, get a feel for the environment and how employees interact. If you have a poor feeling about the interviewer, it can give you some insight into their organization’s philosophy, since they hired this person to represent them. Ask your interviewer about any employee recognition processes or merit systems, their review process and the frequency of both. Don’t assume what you read or researched is the current accurate picture. Listen carefully for any information that demonstrates your views may not be aligned and seek to share with them how yours is a perfect fit with theirs.

---Pitch—Whether or not you covered your key objectives in your resume or cover letter, communicate them again, it shows your focused intent. If your job responsibilities are not spelled out, it’s okay to ask for more clarification on what they are looking for. Use this to point up how your strengths will be their asset. Information you received from conversations with current or former employees can help you to pitch yourself effectively against arbitrary competition.

--Part—What exactly is your part — be clear on the expectations. If you are bringing in additional skills and experience you may be able to upgrade your position from the outset by clarifying the additional benefits you’ll bring to the company. At the same time, don’t be in a hurry to move up, simply know if there is opportunity to do it.

--Players—What’s the turnover rate of their employees? How involved do their employees get to be? For example, Fortune has consistently rated Proctor and Gamble high for how they treat their employees. Employees participate in multi-functional teams and are supported by a career management system for development of their work and personal plan. This company’s attitude is reflected in the critical mission statement they strive to live up to: “touching lives, improving life.” How does your company of choice support their employees?

--Place—Know the most important things you’re looking for and don’t leave until you are clear whether they exist there or not. Ask about their reputation and leadership track record. Are their financial records open to employees? Do they have good health benefits and a confidential employee assistance program? Do they support continued education programs? Don’t over ask by doing your homework ahead of time, but be sure you both have what you need to make an informed decision.

--Product—Understand what their aim is now and for the future. If you are staying in the same field, don’t assume their focus is the same as where you came from. If their idea is

objectives in your resume or cover letter, communicate them again, it shows your focused intent. If your job responsibilities are not spelled out, it’s okay to ask for more clarification on what they are looking for. Use this to point up how your strengths will be their asset. Information you received from conversations with current or former employees can help you to pitch yourself effectively against arbitrary competition.

--Part—What exactly is your part — be clear on the expectations. If you are bringing in additional skills and experience you may be able to upgrade your position from the outset by clarifying the additional benefits you’ll bring to the company. At the same time, don’t be in a hurry to move up, simply know if there is opportunity to do it.

--Players—What’s the turnover rate of their employees? How involved do their employees get to be? For example, Fortune has consistently rated Proctor and Gamble high for how they treat their employees. Employees participate in multi-functional teams and are supported by a career management system for development of their work and personal plan. This company’s attitude is reflected in the critical mission statement they strive to live up to: “touching lives, improving life.” How does your company of choice support their employees?

--Place—Know the most important things you’re looking for and don’t leave until you are clear whether they exist there or not. Ask about their reputation and leadership track record. Are their financial records open to employees? Do they have good health benefits and a confidential employee assistance program? Do they support continued education programs? Don’t over ask by doing your homework ahead of time, but be sure you both have what you need to make an informed decision.

--Product—Understand what their aim is now and for the future. If you are staying in the same field, don’t assume their focus is the same as where you came from. If their idea is

o the company. At the same time, don’t be in a hurry to move up, simply know if there is opportunity to do it.

--Players—What’s the turnover rate of their employees? How involved do their employees get to be? For example, Fortune has consistently rated Proctor and Gamble high for how they treat their employees. Employees participate in multi-functional teams and are supported by a career management system for development of their work and personal plan. This company’s attitude is reflected in the critical mission statement they strive to live up to: “touching lives, improving life.” How does your company of choice support their employees?

--Place—Know the most important things you’re looking for and don’t leave until you are clear whether they exist there or not. Ask about their reputation and leadership track record. Are their financial records open to employees? Do they have good health benefits and a confidential employee assistance program? Do they support continued education programs? Don’t over ask by doing your homework ahead of time, but be sure you both have what you need to make an informed decision.

--Product—Understand what their aim is now and for the future. If you are staying in the same field, don’t assume their focus is the same as where you came from. If their idea is

ace—Know the most important things you’re looking for and don’t leave until you are clear whether they exist there or not. Ask about their reputation and leadership track record. Are their financial records open to employees? Do they have good health benefits and a confidential employee assistance program? Do they support continued education programs? Don’t over ask by doing your homework ahead of time, but be sure you both have what you need to make an informed decision.

--Product—Understand what their aim is now and for the future. If you are staying in the same field, don’t assume their focus is the same as where you came from. If their idea is to maintain without downsizing anyone, but you are a go-getter that wants to be with a growing or cutting edge company, then it won’t be a match.

Now listen attentively, speak clearly and deliberately, keep open physical posturing, relax and be yourself. You wouldn’t want to sell them on anything short of who you are!