Shock survey results as the AJ launches campaign to raise women architects’ status

12 January, 2012 | By Richard Waite, Ann-Marie Corvin

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  Source: AJ Women in Architecture Survey

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  RUTH REED, RIBA PAST PRESIDENT

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  ANNABELLE TUGBY OF ANNABELLE TUGBY ARCHITECTS

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  EQUAL TERMS – EQUAL PAY: THE LAW

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Data from the AJ’s first Women in Architecture survey show that 47 per cent of women claim that men get paid more for the same work, and almost two-thirds believe the building industry has yet to accept the authority of the female architect

Nearly 700 women completed the survey, which quizzed women about career challenges as well as sexual discrimination, children, pay and role models. The survey was open to all women working in the built environment. The major investigation is part of a wider campaign by the AJ to raise the status of women in architecture, which includes the launch of three new awards (see report attached).

Worrying findings included claims by nearly two-thirds of women that they have suffered sexual discrimination during their career in architecture, and that 22 per cent experience sexual discrimination on a monthly basis or more often.

Zaha Hadid was named as the woman who had made the greatest contribution to women in architecture. But many felt that there was a lack of female role models, and Hadid drew divisive responses.

The Iraqi-born Stirling Prize winner was praised for showing how ‘female architects can be well respected and successful’, but criticised for failing to achieve a work/life balance: ‘She has achieved fantastic things over the course of her career, but at what cost? Sacrificing family for your career is not being a role model.’

Eighty per cent of women thought having children put them at a disadvantage in architecture. In contrast, only eight per cent felt raising a family would harm their male counterparts’ careers.

More than a third said that they had difficulty going back to work after starting a family, with many respondents lashing out at inflexible working conditions, ‘long hours and expectation of unpaid overtime’.

Although around 40 per cent of all architecture students are female, just 20 per cent of British architects in practice are women, according to statistics from the ARB. Richard Waite

The greatest contributors to the status of women in the architectural profession

 

Women in Architecture Survey Results in full

The AJ Women in Architecture survey was open for one week to all women working within the construction industry. 671 women responded; 48 per cent were architects, eight per cent architectural assistants, and students formed 24 per cent of respondents.

Pay

Low salaries and the disparity between what male and female colleagues earn remains a major issue within the profession, and a source of huge frustration for many of those completing the AJ survey.

An astonishing 47 per cent of female respondents believed that they would earn more if they were male, with 44 per cent claiming that male colleagues who do the same or a similar job at their practice earned more than them.

Anecdotal evidence backed up these figures on pay inequality. One respondent who gained a distinction at Part 2 was offered a position at a leading practice, with a salary £3,000 less per annum than her partner, who was also a Part 2 in the same firm. She said: ‘I negotiated a better salary but it was still £500 less than my partner, who only graduated with a 2:1 from the same university.’

Respondents’ remarks on the perceived gender salary gap also suggested that men might be more brazen when it comes to negotiating pay. One woman said: ‘Having to argue for every pay increase means some women are paid less. Men tend to find it easier to confront bosses.’

There is however a reticence to discuss earnings with colleagues, with 54 per cent stating that they did not think that everyone should know what their colleagues earned. Some believed that they will face disciplinary proceedings for comparing earnings, but since the Equality Act 2010 this has not been the case.

How much do you earn on average per year?

The level of pay in the profession generally was a concern for most of those surveyed. Nearly two-thirds of women, working both full- and part-time, earned less than £29,000 a year (60 per cent), with almost a quarter bringing in less than £19,000 per annum (23 per cent).

An alarmingly low nine per cent of those working full-time were earning between £41,000 and £50,000 (the typical pay for an associate being £46,000, according to the AJ100 median pay figures, see AJ 19.05.11). And just nine per cent of our respondents earned director-level pay, more than £51,000, suggesting the majority of female architects hit a glass ceiling at some point in their career when it comes to pay and promotion.

Of those women in full-time employment, 24 per cent earn between £30,000 and £40,000; the median pay from the 2011 AJ100 survey puts the average architect’s salary at £37,000.

For part-time workers, salaries which might also have to cover childcare seemed particularly low, with the majority (26 per cent) reporting earnings of between £19,000 and £25,000.

Many pointed out that some women will have only just finished their seven years’ training when they start considering maternity leave and the possibility of part-time work. ‘You generally qualify in your mid to late twenties, so it does feel like you don’t achieve a great deal before stopping.’

Thirty-five per cent of the women we surveyed thought that in the current economic climate, pay parity was likely to decrease. As one respondent noted: ‘The recession will have a greater impact on women – the profession finds it difficult to accommodate part-time working, a much more important issue for women with young children.’

ANNABELLE TUGBY OF ANNABELLE TUGBY ARCHITECTS

Discrimination

Nearly two-thirds of respondents (63 per cent) have experienced sexual discrimination in their architectural careers. Incidents vary from the subtle – ‘being given more secretarial work to do than my male Part 1 colleagues’ and ‘difference in treatment on return from maternity leave on part-time basis’ – to the blatant: ‘I have been asked if I’m menstruating, been told my salary will be reduced as a result of being pregnant, and have been taken off jobs on site when pregnant.’

Have you ever suffered sexual discrimination in your career in architecture?

Fortunately sexual discrimination does not appear to happen often, with respondents witnessing it either ‘very infrequently’ (32 per cent) or ‘never’ (18 per cent).

Contrary to many of the responses from leading architects published later in this issue (see for instance Cindy Walters on page 46), respondents to the survey claim discrimination is more likely to occur on site than within the architectural practice.

As one woman noted: ‘I’ve never experienced discrimination within architecture, but when working with builders this occurs approximately quarterly.’

Another wrote: ‘Even if the people in your practice and your client respect you, going on a site visit dressed appropriately and trying to appear professional is somewhat undermined when you are being wolf-whistled at by builders.’

Little wonder then that only 17 per cent of women taking part in the survey believe that the building industry has fully accepted the authority of the female architect. Most, a huge 61 per cent, believe that this hasn’t happened yet, while a further 22 per cent aren’t sure.

Others believe that professional associations are to blame for the demise in the authority of both male and female architects because, as one woman puts it: ‘Organisations that should be looking after the profession in the long-term (such as the ARB and the RIBA) are too archaic, and largely out of touch with the profession as a whole.’

Most agreed. A whopping 82 per cent said that the RIBA should be doing more to tackle the gender imbalance and improve the retention of women within the industry.

Children

Raising a family and working in architecture is regarded as a big challenge for 80 per cent of women, who felt that having children put them at a disadvantage career-wise. By contrast, only eight per cent felt that children hurt their male counterparts’ careers. Respondents reported that there are currently few practice-based part-time positions, especially senior project-based roles, so having children harms the primary carer by virtue of having to decrease the amount of hours they dedicate to the profession. And, as respondents stated throughout this survey, this still generally tends to be women.

Did you have difficulties resuming your career after having children?

Most part-time workers who took the survey were aged between 30 and 40, and more than two-thirds (69 per cent) had children. They comprise mostly architects working in the private sector (32 per cent) followed by partners, directors and sole practitioners (13 per cent). Of those who worked for themselves, 46 per cent said that they became self-employed or set up their own practice since becoming parents – although not always willingly: ‘I experienced a lack of willingness to consider flexible or part-time working after I finished maternity leave, effectively forcing me to resign my post and set up as self-employed’. 

Source: AJ Women in Architecture Survey

However, others enjoy the freedom and flexibility that being their own boss can offer. ‘As a sole practitioner, I am able to work the hours I want to. This may translate into less pay, but I like calling the shots.’

Another respondent found employers’ fear of flexible and part-time work ‘ridiculous in this age of remote access, iPhones etc’. She added: ‘It is possible to arrange your week and manage your time to suit client requirements, but it takes a well-organised office which unfortunately does not describe many architectural practices.’

RUTH REED, RIBA PAST PRESIDENT

A male profession

‘Architects are seen as middle-aged men in waistcoats and bow ties, and often are!’ noted one woman. The architectural profession remains statistically male-dominated – and thanks to the recession it is now even more so. According to 2010 statistics from the ARB, 20 per cent of the UK profession is female – a rise of five per cent since 2008. The majority of respondents believe the profession is ‘too heavily male’ (63 per cent), although some stated that this merely ‘reflects the work culture, its demands and a woman’s other priorities’.

Some women outlined areas within architecture where women seem better represented – the ‘design’ side and the ‘softer’ side, such as residential and interiors. But it appears that some women are narrowing their field of expertise while still at university because, as one woman notes, ‘it seemed like architecture was 95 per cent guys’.

The ‘practical work’ and being ‘a lead architect on site’ is something that more women would like to experience, but survey responses suggest that especially for those who work part-time, this still isn’t an option. This might explain why most (55 per cent) felt that there are currently not as many opportunities for women as there are for men in architecture. Ann-Marie Corvin

EQUAL TERMS – EQUAL PAY: THE LAW

Readers' comments (1)

• 

  Yasmin Shariff | 12-Jan-2012 10:26 am

  Most architects (male and female) do not want to admit there is a problem and you can't fix something if you pretend it doesn't exist. Architects see themselves as egalitarian but clearly the facts do not support this supposition. There is lots that can be done- other professions are doing a lot better.

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Gensler

Architectural Project Director - Chicago

Panduit, Tinley Park IL © Gensler, 2011. All rights reserved.

Gensler is seeking a talented and innovative architect for a leadership position in its Chicago office. The primary responsibilities of the Project Director will be leadership of project teams focused on design and delivery of large-scale urban architectural projects, as well as development of client relationships and opportunities for new and repeat business.

For Gensler, successful buildings capture the spirit of their surroundings, even as they assert their own identity. They’re visually appealing, healthy, comfortable, flexible, secure, and efficient — a pleasure to be in. And they pay their way, adding real value for their owners and users.

Gensler architecture reflects their knowledge of how people and organizations use and experience place and space. They work collaboratively with clients, communities, and end-users to create buildings that work well on every level, inside and out. They deliver them across their global markets with a consistently high standard of service.

Representative market segments for the North Central Region, based in Chicago, include: Commercial Office, Corporate Headquarters, Education, Health & Wellness, Hospitality, Master Planning & Urban Design, Mission Critical, Mixed-Use/Entertainment, Retail Centers, Science & Technology, and Sports.

Role and Responsibility:

Gensler is organized around a highly collaborative studio leadership model, reflecting our core values and working style. From a management point-of-view, 
a Gensler Studio must successfully combine design, development, and key elements of practice management, including client marketing strategies, business development, client relationship management, financial sustainability, and delivery of professional services — focusing on creation of value for the client and the firm.

Accordingly, a Project Director is part of the Studio’s senior leadership team that is responsible for integration of design, management, and technical expertise. A Project Director works in concert with Design Directors and other studio leaders to achieve goals related to project quality and process, while satisfying client requirements — a hallmark of all Gensler projects. A Project Director has primary responsibility for building and sustaining relationships that lead to new commissions and continuing business with clients, and during the course of a project, will be responsible for management of the client relationship, as well as management of project teams that may include a range of consultants and collaborators, both internal and external.

As a member of a Studio’s senior leadership team, a Project Director based in the Chicago office will also collaborate with other practice leaders within the North Central Region and across the platform of the firm in order to develop projects that achieve distinctiveness and recognition for clients and the firm.

Gensler

Southeast Director of Talent and Human Resource Strategy

As the global leader in architecture and creative design, Gensler's strength is its people. The SE Director of Talent and HR Strategy is focused on creating an integrated "talent platform" that supports the attraction of great people and maximizes the potential of each individual through career development.

This leadership role is all about talent and people. As a strategic leader and a "hands-on" implementer of initiatives and programs, this leadership role will focus on building and broadening the existing human resources offering in alignment with the goals and objectives of the business.

We’ve all endured either the reading or writing of a painfully formal cover letter – one of the more miserable elements of professional etiquette. Nonetheless, the cover letter is here to stay, since it serves as a litmus test of your sanity, proving that you can string a few sentences together without (a) swearing, (b) ranting, or (c) making any serious grammatical errors.

Today, we witness the innovation of the entire medium. Patrick Ethen, an architecture student at University of Michigan, took a decidedly more colloquial  approach with the following cover letter, which appealed to one of his professors for a between-semesters gig via email. The professor (who did, indeed, give Ethen a job) sent the letter along to us.

Enjoy.

Dear [Redacted],

Ok. Ok. You were right. I am very busy this semester. My time commitment to Catie and Wes’s RTM has increased and will probably only get more time-intensive as the semester progresses.

However, my schedule opens up considerably when this semester ends. The plan has been to apply to architectural firms for jobs/internships but I wouldn’t mind hanging around Ann Arbor for at least another semester. If you’ll have me, I’d like to work for you!

Apart from the exhilaration and glee that people experience from my company, I can also promise scary-good consistent work. Here’s what I think a typical work-day might be like:

It’s morning. You’re tired and grumpy.

You arrive at school. I am in my designated work location.

I greet you. We talk about the weather. You start to feel less tired, and more happy. I have your coffee ready. It is fair-trade and organic, with the perfect combination of cream/sugar. Next to the coffee there is a bag of pretzel M&M’s. You feast.

With a mouthful of M&M’s, you tell me about a architectural dream you had the night before. You take out your notebook, because you’ve made some sketches.

I say, “Well that’s weird, because I also had an architectural dream,” and I shuffle through my things for my notebook.

You hand me your notebook. I hand you mine. We gasp.

The sketches are identical. We both had the same dream.

I shuffle through my things and pull out a completed sectional model. As I set it on the table, the clouds part and a ray of sunshine beams through the window onto the model, which revolves slowly as it’s lifted up into the air.

“It’s perfect,” you say.

“Aye,” says I.

“I’ll need finished plans, sections and renderings by tomorrow.”

“I’m on it.”

I flash you the double thumbs-up, we exchange high-fives, and then part ways.

Anyways, let me know what you think.  I realize you may have already found someone else to do the work.

Thanks!

Patrick

LinkedIn 1-click job application feature begins

Benny Evangelista, Chronicle Staff Writer

Tuesday, July 26, 2011

LinkedIn Corp. moved to increase usage of its professional social network Monday by starting a new feature that lets members quickly apply for open jobs that are posted online.

The new "Apply with LinkedIn" feature, which is free for both members and company recruiters, lets job applicants submit their resumes and key professional information with a click of a button.

Deep Nishar, LinkedIn's senior vice president of products and user experiences, said the Mountain View company has lined up "thousands of companies" to add the button to their website's job postings page, including Netflix, LivingSocial, Photobucket, TripIt and Foodspotting.

"It's the 21st century way of applying for a job," Nishar said. "It enables the candidate to really present a very comprehensive picture of who they are and their professional profile."

The button is the first major product LinkedIn has introduced since the company went public in May. The announcement also comes as LinkedIn prepares to report its second-quarter results, the company's first earnings report under investor scrutiny as a public company, on Aug. 4.

Applicants send profile

If a company has the "Apply with LinkedIn" button embedded on its website, job applicants can respond by sending their LinkedIn profile, which includes a resume, recommendations and contact information. The applicant can also type a quick cover-letter introduction.

The feature also saves and lists the job applications they've submitted using Apply with LinkedIn. If the applicant isn't one of the more than 100 million people with a LinkedIn profile, he or she is invited to start one, although they can still submit an application without joining.

The company's recruiter receives an e-mail that includes a link to the applicant's LinkedIn profile, which can be saved as a PDF and printed out. Companies can also add questions, such as whether the applicant can relocate.

87% of firms recruit

Social networking is playing an increasing role in job searching. About 12 percent of job applicants now include their LinkedIn profiles, while 87 percent of U.S. firms use LinkedIn for recruiting, according to a survey from Jobvite Inc., a Burlingame firm that produces a job applicant tracking platform for companies.

Also, 55 percent of recruiters use Facebook and 47 percent use Twitter, said Jobvite, which is also using the Apply with LinkedIn plug-in for its customers.

"If there's one thing that all professionals do at some point is apply to jobs," said LinkedIn product manager Jonathan Seitel. "This is one area where we felt we really had the opportunity to make the experience better."

Still, the news sent LinkedIn's stock price down $2.11 per share to close at $100.86 per share on the NYSE. LinkedIn, one of several high-profile tech company IPOs this year, had an initial price of $45 per share when the company went public May 19.

E-mail Benny Evangelista at bevangelista@sfchronicle.com.

http://sfgate.com/cgi-bin/article.cgi?f=/c/a/2011/07/26/BUDQ1KES1R.DTL

This article appeared on page D - 1 of the San Francisco Chronicle

We all have to make a living somehow — and most of the time that process starts with a job interview.

In fact, even if you’re not interviewing for a job, you’re probably interviewing for something else. At some point in our lives, we all interview for something — to get a scholarship to college, to get a job, to impress a publisher for that book you want to write, and thousands of other things.

The only problem is that most of the advice that you’ll find on job interviews is either so basic that it’s not useful or so ridiculous that it’s a waste of time.

Yes, it’s true that you should polish your shoes before an interview. Sure, it’s a good idea to wear a noticeable accent on your clothing, so that you stick out in the recruiter’s mind. And maybe people don’t enjoy shaking a cold hand in the winter, so if you have time to run them under some warm water after you walk in the door then I guess you should do that too.

But let’s get real.

Do you actually think that any of those tactics are going to win you the job? Is the candidate who remembers to bring a pen going to be the one who sticks out?

Maybe if it’s really really close. Like thisclose.

Instead of worrying about 10 little things that could be a tiebreaker, why not spend time thinking about the stuff that actually matters? Then you could blast the other candidates out of the water. You’d be so far ahead of everyone else that the hiring manager could care less about whether your handshake was cold or if your shoes are scuffed or any other meaningless metric.

So with that said, here are 99 interview tips that will actually get you the job. Feel free to read the whole article or click any link below to jump to a relevant section.

I. Mindset and approach

II. How to prepare for an interview

III. Tough job interview questions

IV. What to do the day of the interview

V. Phone interview tips

VI. Second interview tips

VII. Questions to ask during an interview

VIII. Negotiating salary

IX. Follow up email after an interview

Let’s get started.

I. Mindset and approach

1. It’s your job to sell yourself. If you don’t do it, then you can be sure that no one else will. Most of us understand this, but that doesn’t mean that we’re all comfortable with it. There is no need to bloat your accomplishments or make false claims, but there is every need to paint the best picture of yourself. If you’re feeling apprehensive about this idea, then remember: it’s not bragging if you did it.

2. Apply to fewer jobs. When you need a job, it’s easy to shotgun your resume in 100 different directions. And that is exactly why the stack of resumes is so high for that job you want. Everyone is sending out the same resume to every job they can find. Slow down. Focus on a few jobs that you actually want. Then tailor everything about your application to each specific job.

3. You’re interviewing them too. Your goal should be to find a job that you actually care about and a company that you want to be a part of. If you focus on jobs like that, then the interview will be much better. You’ll be genuinely engaged. You’ll ask more questions because you’re interested and not because “that’s what you’re supposed to do in an interview.” Plus — and here’s a crazy bonus — if you only apply to jobs that you look interesting, then you aren’t going to end up in a job that you never actually wanted. Sort of makes you wonder why you’re applying to a bunch of jobs that you aren’t going to enjoy, right?

4. Realize that some things are of minimal benefit. If you really wanted, you could write out a list of 1000 things to remember for a job interview. Of course, most of them wouldn’t really help you because some things just aren’t that important. Your focus should be on solving problems for the company, on proving why you’re the best candidate for the job, and on finding a culture and community that you naturally fit in with. If you do those three things, then you’ll find that the little things (like remembering to iron your shirt) are… well… little things.

5. Sometimes you may need to be persistent. If you want to make an impression, then you might have to find the courage to never say die. You might need to take ten people out to lunch before you find a contact that can help you. You might need to send a progress report to the recruiter every week for two months before they even care. You might need to start a project on the side and email a progress report to a recruiter every week for two months before they start to pay attention to you. You might need to ask one person to vouch for you. Then you might need to ask five more. Don’t lose hope and keep moving forward everyday. Keep walking and you’ll make it to the finish line.

II. How to prepare for an interview

6. If you want to be an exceptional candidate, then you need to do exceptional preparation. Preparation is the number one thing that will set you apart from other candidates. Want to be more impressive? Prepare more. If you are obsessed with preparing for every aspect of the interview, then you will be ready to crush it.

7. Know why you are applying for this job. Yes, you want a job so that you can pay for your lifestyle. But what are your underlying motivations? Why are you driven towards this job? Why are you passionate about this position? How do your values match the values you will need to do your job? This is a deep question and if you know the answer to it, then you will understand what drives a lot of the answers you will give during the interview. You’ll have a better idea of why you’re a good fit for the job … and that makes it easier for you to tell the recruiter why you’re a good candidate.

8. Research everything you can about the company. You want to know about the place you’re going to work not just so that you can sound intelligent in the interview, but so that you can figure out if it’s a place that you actually want to work at. Even if this isn’t a “career” for you, it’s likely that you’ll be in the job for a year or two. A year might not seem that long, but talk to anyone who hated their job for a full year … and they’ll tell you that one year is a long time. See what you can find on the company. You’ll want to know what you’re getting into.

9. If you’re applying for a job at a public company, then check out the financial statements and SEC filings. Go online and search for the Annual Report, Proxy Statement, and 10-K for the company that you’re interested in. These documents aren’t thrilling reads, but they have excellent information in them. Even if you only read the summary near the beginning of each document, then you will be well versed on the inner workings of the company. The corporate filings are also a great way to discover specific questions about the company and you can mention that you read these documents in your research.

10. Get to know someone on the inside. Employees can give you an idea of what “a day in the life” is like and can help you determine if this is a place you would like to work at. Plus, if you mention your meetings with employees during the interview then you will make an impression as someone who is serious about the job. If you don’t know where to start, then head over to LinkedIn or Google and do some searches for people at the company you are interviewing with. If all else fails, give them a call and talk to someone in the department that you want to work in. It shouldn’t be too hard to find someone willing to let you take them to lunch.

11. Show them that you are familiar with that culture and that you’re a good fit for it. Interviewers are looking for qualified candidates and people who fit in well with their community and culture. They want to be able to trust you, so show them that you display values that are consistent with their group. (Side note: if you really aren’t a good fit and don’t match up well with the people you talk to, then you might want to reconsider going there. There is no sense in spending tons of time with people you don’t enjoy being around.)

12. Describe the ideal candidate. Once you know a bit more about the company, spend some time writing out a full description of the ideal candidate. Try to be totally objective about it. What would the company want? See things from their perspective. If you were the recruiter, what would the perfect candidate look like?

13. Reframe your experiences. Once you understand what the company is looking for and what the ideal candidate would look like, you can reframe your experiences to meet those expectations. For example, if the job description requires a “proven ability to motivate others,” then it is basically asking for “effective leadership skills” … but one of those phrases might match up better with your background than another. Spend some time thinking about alternative phrases and how you can reframe your skill set to match the desired qualifications.

14. Create an “I can handle it” list. If you can convince the recruiter that you can handle the job, then you’ll have a much better chance of getting the job. Print out the list of required skills and experience that comes with the job. Next to each item, write down an experience you have had that is relevant. It doesn’t need to be a perfect match… just an experience that proves that you can handle the task. This is also a good place to look for stories from your personal life or previous work that match up well with the “I can handle it” list. It’s a great way to keep your stories relevant to the position. The hiring managers want to make a good call because their reputation is on the line. You need to ease their fears and show them that you can handle the position. (Hat tip to Julie Melillo.)

15. Develop a list of “sound bites.” Sound bites are short phrases or sentences that you want to make sure you say throughout the interview. These are phrases that highlight everything that is great about you as a candidate. The exact way you tell a story might change, but you’ll always want to include the sound bite. For example, “I once worked with a co-worker who constantly pushed her work off on me because Excel spreadsheets are a strong point for me and she knew this…” is a great sound bite to use at the start of a story about dealing with a difficult co-worker. It kicks things off and refers to one of your skills. You can tell the rest of the story naturally and still know that you included a solid sound bite. You should have a sound bite for each story you tell. (Hat tip to Stephanie Kiester)

16. Own your online reputation. Everyone going through the job process is going to have their name searched. You don’t need to be an internet superstar, but it’s a good idea to have an online presence that puts recruiters at ease. You either need to be comfortable with having the hiring manager reading your tweets and browsing your Facebook pictures or you need to adjust your privacy settings so that those areas are hidden. Some people provide a lot of value through social media, so perhaps they want hiring managers to see that. It doesn’t matter which method you choose, but make sure it’s a conscious decision. This is one area of the job process that actually is under your control, so it would be silly to not take responsibility for it.

17. If you know who is interviewing you, then search for them online. You can flip the script and search for your interviewers as well. Of course, you’re not looking for dirt, you’re looking for evidence that you might fit in well at the company, for areas of common interest, and for possible questions you could ask the recruiter.

18. Determine who the most appropriate people are that you can list as references. Then, tell them that you are listing them. It’s important to give your references a heads up. If you feel uncomfortable telling someone that you’re listing them, then what makes you think that they are going to be a good person to talk about you?

19. Do as many practice interviews as you can. It’s not fun — and it might even be more awkward than the real interview — but doing practice interviews with friends, family, or others is a critical piece of the puzzle. You need feedback not just on your responses, but also on body language, tone, and approach. You’ll never know how your answers need to change unless you deliver them a few times.

20. Use the STAR method to guide your answers. This simple formula ensures that you accurately describe your experiences and highlight the results they provided. The STAR method includes,

S: The Situation – describe it

T: The Task or problem – what dilemma or problem did you face?
A: The Action – what action did you take?
R: The Result – what was the result of your action?

Make sure that each experience you describe includes those four areas. (Hat tip to Fred Cooper.)

21. Devise bullet points for each question, not a full script. You will want to write out your answers to hard questions beforehand because the written word forces you to clarify your thoughts. However, you only need to know the main point or primary story that you want to tell for each answer… you don’t need to memorize everything word for word.

What questions should you prepare for? These questions…

III. Tough job interview questions

22. Hiring managers usually ask questions related to five categories.

a) Your background, so that they can understand your experiences, education, and overall qualifications.

b) Your knowledge of the job, so that they can test your understanding of the position, their company, and the industry.
c) Your personality, so that they can understand your work style and social style and decide if that fits in with their company.
d) Your skills, so that they can get an idea of your abilities and test your knowledge and competency for the job.
e) Your future goals, so that they can get an idea of your career aspirations and determine how motivated you will be in the position.

If you’re fully prepared for these fives types of questions, then you’ll be ready for most interviews. (Hat tip to Lisa Quast)

Here are a few questions that you should be thinking about beforehand…

23. Tell me a little bit about yourself. Use this question as an opportunity to tell a short story about yourself that describes the values you have and why you think they are important for the job.

24. Why are you interested in our company? This is where you show that you did your research. Tell them what you know about the company, about the challenges they face and the opportunities they have, and how you fit in well with that overall picture.

25. Give us an example of a challenge you faced and how you overcame it. Once again, a good story here is crucial. One solid story about overcoming a challenge will stick with a recruiter long after the interview.

26. What are your strengths? Only mention strengths that you can back up with clear proof. Prove your strengths with numbers and percentages, not generalized statements.

27. What are your weaknesses? This is a classic question that everyone hates. If you say that you “work too hard” then no one takes the answer seriously, but if you say a real weakness then you look like a bad candidate. So what do you do? My suggestion is to pick a technical skill that is real, but mostly unrelated to your job. For example, you could say “Finance isn’t really my thing. I understand the big picture of profit and revenue, but small details and the mechanics of how it works — that’s just not how my mind works. So I would say that’s a weakness, but it’s also a reason I’m applying for this job in marketing. I know that it leverages my strengths and steers clear of some of the weaknesses.”

28. Did you and your former boss ever disagree? (Or, tell me about the worst boss you’ve ever had.) Never speak poorly about a former employer in an interview. It doesn’t matter what the circumstances were or how bad it was — keep things positive or neutral. Nobody wants to hire someone that might talk bad about them down the road.

29. Why did you leave your last job? Be honest, but also use it as an opportunity to show why this job is a better fit.

30. Are you a team player? Yes, you are — and make sure you have a good story and some proof to back it up. If you can provide the results that your team efforts provided, then that’s great too.

31. What books or magazines do you like to read? This question is meant to find out how much you keep up with the industry, market, and so on. Feel free to throw in some of your own personal tastes, but the hiring manager wants to hear that you read things that are relevant to the job you’re applying for.

32. Why should we hire you? Don’t make vague statements here. Show them that you have done your research by highlighting what problems they are facing. Then, provide specific examples of how you’re the right person to help solve those problems. Give them proof of your value and your answer will come across as clear, concise, and confident.

33. You won’t be able to prepare for every possible question. Don’t worry about having all of the answers before your interview. It’s more important to develop stories that highlight your key virtues and adapt those stories to the questions that are asked.

IV. What to do the day of the interview

Before you arrive…

34. Print out your resume and bring multiple copies to the interview. You can’t assume that everyone you meet will have your resume handy, so make sure that you have copies of it ready for anyone you might encounter throughout the day.

35. Print out your list of references and their contact information. If someone asks who they can contact to find out more about you, then you’ll be able to pull that list out at a moment’s notice.

36. Make sure your car is clean and your briefcase, purse, or bag are organized and contain only what you need. You never know if the recruiter will walk you to your car. Seeing a sloppy interior might not be a good way to end the day. (Hat tip Ronald Kaufman.)

37. Don’t even bother bringing your phone to the interview. If someone gives you their number, write it down. You don’t need to type it into your phone right away and it’s worth the peace of mind to not have to worry about it ringing or buzzing accidentally.

38. Dress for the job you want. Stick to the dress code that they will expect of you as an employee. And when all else fails, it’s better to be overdressed than underdressed.

39. If it’s a good fit, then bring a few additional materials that highlight your accomplishments. These could be recommendations, awards, and so on. If it seems appropriate, then you can leave those materials with the hiring manager as further proof of your abilities.

After you arrive…

40. Treat everyone with respect. Smile when you come in and treat the receptionist, secretary, or administrative assistant with respect. It’s not uncommon for recruiters to ask these people about their first impression, so you want to start off well.

41. Remember names. Make sure you know the name of everyone you meet and use their names throughout the interview. If you can’t pronounce their name or don’t know how, then ask again right away. Asking how to say someone’s name isn’t awkward if you do it immediately. If you ask 30 minutes later, then it reflects poorly on you.

42. When you shake hands, pump twice. This is a minor detail, but apparently many people worry about how to shake hands properly, so this tip is worth mentioning. Keep your handshake short and professional. Grasp hands, pump twice (up down, up down) and release. Practice with a friend one time and you’ll get it. Don’t make it harder than it has to be.

43. Answer the question that is asked of you. Don’t stray off topic and babble about unrelated areas. Show that you’re focused on the task at hand and engaged in the conversation. Better to have a short answer that’s on point, than an in–depth one that is off topic.

44. Use time frames and numbers. Remember tip #20, the STAR method? Well, the R is what everyone forgets. Don’t forget to mention the results that you have achieved and how long it took you to achieve them. Results are compelling, broad and general statements are not.

45. Don’t be afraid to say that you don’t know something. It is far better to truthfully state your skills and experiences than it is to lie, get the job, and be asked to do something you don’t know how to do … and then have to fess up. Keep things truthful and accurate and you’ll put yourself in a position to succeed.

46. Start with a short answer and then go into more depth. If you begin your answers by rambling off on a long story, then it often takes awhile for you to get to your point. This confuses the interviewer and can make them wonder if you’re addressing the right question. If you start with a quick statement that shows you understand the question and have a solid answer, then you can continue with a full story and go into more depth. Even a short introduction can make it easier for the listener to follow along. Something like, “Yes, I do believe I have the qualities of a good leader. I’ll tell you a story as an example…”

47. Employers value people who are capable of taking an opportunity and running with it. The situations and circumstances change, but a person who can take advantage of whatever opportunity is presented to them will always be valuable. Regardless of the level you will play in the organization, do your best to showcase that you have the ability to handle whatever comes your way.

48. There are no rules about the types of questions you should be asked. Some people whine and complain about getting a hard question. You should be ready for hard questions. And if you get a question that you don’t understand fully or aren’t sure where to go with it, then ask them a question back. Get more clarity from the interviewer and see if you can get a better understanding of what they are looking for. Have them restate the question in different words. If you have a back and forth conversation, then you will usually talk your way through the tough questions. Sitting in silence, guessing awkwardly, and then complaining about the question later on doesn’t help anyone.

49. The interviewer’s assumption is that this is you at your best, so be ready to bring your best. Enough said.

50. When all else fails, smile as often as is appropriate. It’s hard to hate someone who is happy.

V. Phone interview tips

51. Preparing for a phone interview is just as important as preparing for an in–person interview. Usually, you won’t have the chance to meet face–to–face if you ruin it over the phone, so make sure you’ve prepared for these preliminary interviews as well.

52. Make sure you have a location to take the call that is quiet and free from distractions. If possible, avoid going outside since excessive wind can often ruin a call.

53. Wear something that makes you feel like a winner. Maybe that’s a suit, maybe it’s jeans … whatever it is, just make sure you have a physical presence that makes you feel good about yourself. You might not be face–to–face with the interviewer, but what you wear is just as much about how you feel as it is about what others think.

54. Keep it simple. Don’t make the mistake of printing out your answers, laying a bunch of pages on the table in front of you, and thinking that you’ll have time to look up the answer to each question. This isn’t an interview over email, it’s a phone conversation. Your replies are instant. Instead, develop a list of key bullet points and phrases that you absolutely want to cover. You can easily check off these bullet points as you talk about them.

55. Do not reveal your salary expectations on a phone interview. This is a common play by recruiters and they want to box you into a number as early as possible. If you hear something along the lines of, “What are your salary expectations?” Then simply respond with, “Well, I think we’re a little ways from having that chat, but if it seems like a good fit for the both of us, then I’m sure salary won’t be a problem.” If they push further, then just insist that you can’t give a number until you meet your co-workers, visit the company, and have a better idea of what the job will entail. Tell them that you’re simply not comfortable revealing a number until you can see the full picture.

VI. Second interview tips

56. Show that you’re in it for a career and not a job. Most people just want a job. They want to be employed and get paid. Show the recruiter that you’re looking for a career. You want to become a part of the culture, of the company, of a team. You want to be there through good and bad and support the people around you. You researched the company history, their culture, their advertisements and marketing campaigns, their Twitter and Facebook pages… you want to get to know them because you want to know the type of family that you’re being a part of. You’re in it for a career — not just a job.

57. Ask “What intrigues you about me enough that you called me in for a second interview?” It’s obvious that they like you because they invited you back for a second interview, so you might as well find out what they like. They will give you some key areas that they are impressed with, which makes it easier for you to briefly highlight those strengths as well as focus on the other areas that will seal the deal.

VII. Questions you should ask

58. Start the interview by making it easy on the recruiter. Ask them, “What can I do to make today as easy as possible? How can I make your life easier today?” This sets a nice tone for the interview, gives you an indication of the recruiter’s personality, and will give you some good information to start with. (Hat tip to Bruce Hurwitz.)

59. Find out what is important to them. It might seem like the interview is all about you, your career, and whether or not you’re a good fit for the job… but it’s actually about them. You need to discover what’s important to the company and how you can help them reach their goals. At some point during the interview, be sure to ask “What’s really important to the company within the first 90 days of me joining?” The answer to that question will give you specific problem areas that you can talk about solving for the company.

60. If a question comes to mind during the interview, then ask it. Most recruiters would prefer to have an interactive conversation during the interview. For example, if you give an answer that describes how you’re excellent at working in teams, then it would be the perfect time to ask about the opportunities you would have to work on a team in the new job.

61. You should have at least three excellent questions ready for the end of the interview. If you have fewer then it won’t look like you did your homework. Don’t ask about vacation benefits or something else that can be easily researched. Ask something that is integral to how you’ll perform in the position.

Here are some examples of good questions you can ask…

62. What is the organizations plan for the next five years, and how does this department fit in?

63. How will my leadership responsibilities and performance be measured? By whom?

64. What do you think is the greatest opportunity facing the organization in the near future? The biggest threat?

65. Now that we’ve had the chance to talk a bit more, do you have any doubts or concerns about whether or not I would be a good fit for this role?

66. Can you explain a typical project that I would be working on? What would “a day in the life” of this position look like?

67. How do my answers compare to other candidates that you’ve seen?

68. Give me an example of someone you hired for a position like this that you are delighted you hired.

69. Twelve months from now, I want you to tell me that hiring me was the best decision you have made the whole year. What needs to happen for us to have that conversation?

70. Give me an example of an employee that exceeded expectations.

71. What are your company’s strengths and weaknesses compared to its competition?

72. What are the significant trends in the industry?

73. How do you develop your employees and make them better once they start working here?

74. How are decisions made here? How much is team-based and how much is on the individual?

75. What performance expectations do you have for a good employee in this position? What would success look like?

76. Tell me about some of the department’s successes in the last few years.

77. In my research I found the following competitors, [companies A, B, and C]. Can you please tell me what they’re doing that keeps your executive team up at night? If the job doesn’t work out, you can call up their competitors and say, “I just had an interview at Company X and given what they told me about you and why you keep them up at night I think I’d rather work for you! Can we meet for coffee?” You’ll get that coffee and it may just turn into an offer. Only do this only if you’re denied after the first interview. Once you have a second interview with the company, they’re interested and it’s best to keep your discussions confidential until you close it or walkway. (Hat tip to David Perry.)

78. Say thank you and actually ask for the job. If you think you’re a good fit, then say so. If this job is your dream job, then tell them that.

VIII. Negotiating salary

79. Always be ready to talk salary, but don’t be the first one to bring it up. The one exception to this rule is if the company asks you to start signing papers, but never brought up what you will be paid. This is a discussion you need to have, so make sure you have it before you sign off on a new job.

80. Know what you’re willing to accept before you walk in the door. Many candidates never give themselves a chance to negotiate a better salary because they don’t spend enough time thinking about it beforehand. Take some time and consider the compensation that you would be happy with receiving. What number would you walk away from because it’s too low for you? Don’t get locked in a bad position because you’re not sure what you are willing to accept in the first place.

81. Know what you’re worth. Get as much data as you can on the going rate for the job. Check online and offline sources. Reach out and talk to people at similar positions in different companies. If they are willing to tell you, find out what they make. Keep the conversation relaxed and simply ask, “What kind of salary could someone like me expect at your company?”

82. Understand the company’s financial position. If a large company and a small company have similar openings, then the large one will usually pay more because they have more financial leeway. Where are you interviewing? How is that company doing financially? Some companies simply don’t have much flexibility and it’s important to realize that going in.

83. Talk with the recruiter, not against them — they need to sell you. The typical recruiter almost never has the ability to make the final decision on your compensation package. After you negotiate with them, they will need to go back and confirm the package with a hiring manager or another supervisor. In other words, the recruiter is going to sell you to the hiring manager. It’s up to them to communicate why you deserve a higher salary. You want their support because they are going to need to sell you. You’re not battling against them. You’re working with them.

84. Some perks are easier to negotiate for than others. Typically, a signing bonus is much easier to negotiate than more vacation days or a shorter waiting period on 401k matching. There is usually some flexibility in your salary range as well, which is another good area to focus on. Not all perks are created equal.

85. If you’re meeting resistance, then ask about starting at a higher pay grade. A higher pay grade helps because you can often earn a raise without needing a promotion.

86. Ask to shorten the period that it takes for you to come up for a raise. You might not be able to start higher on the pay scale, but it’s very possible you could get a raise after 6 months on the job instead of 12. That’s a quick boost for you and it only takes a few minutes to negotiate.

87. Remember that the salary negotiation is a conversation and conversations are two–way streets. If you make an offer and then continue to talk and make another offer, then you’re negotiating with yourself. Allow the conversation to go back and forth and don’t make more than one offer in a row.

88. Ask, “What is the salary range you have allocated for someone in this position?” This is a great question to ask at the very beginning of a job interview or the first time you meet a recruiter. It gives you the ability to get information on the expected salary before the actual debate arises later on.

89. “I’m going to need more information about the job/total benefits/expectations before I can name a number…” This is an excellent phrase to use if the interviewer is pressing you for a number and hasn’t revealed their expected salary range yet.

90. “Do you have any flexibility in that number?” This is a great phrase to use right after the interviewer names their expected salary for the position. It offers a nice transition into the conversation of asking for more money.

91. “That sounds really good. What’s the present value of that?” Sometimes recruiters will try to sell you on arbitrary numbers by saying things like “We’re giving you 1000 stock options.” Ask for the present value of all items in your compensation package and find out what the total dollar value is.

92. “I’m a bit disappointed…” This is a great phrase for starting the salary negotiation once you’ve discovered what they have initially offered you. “I’m a bit disappointed in the starting salary. What can we do to figure this out?”

93. “That sounds like a good starting place…” This is another solid phrase to use if you want to ask for a higher salary range. “$45,000. That sounds like a good starting place. Now we just need to figure out the details.”

94. “Let’s review this after 3 months…” If you’re having trouble making headway with the negotiation, but you’re fine with starting at the package they gave you, then you can use this phrases to get a quicker boost. “Let’s review this after 3 months and talk about a raise once you’ve had a chance to see my work.”

95. “Can we get that in writing?” If you negotiate for a better compensation package, then make sure you get all of the details in writing.

96. If you don’t ask for a higher salary, then the answer is always no. It takes some guts to push back and ask for more, but it’s far better to ask and be turned down than not to ask at all. Getting what you want doesn’t mean that you need to act like a jerk. Furthermore, you’re not going to lose an offer because you tried to negotiate for a higher salary. The recruiter is expecting you to negotiate. If you want to keep it really simple, then just smile and ask for what you want while offering some proof to back up your request.

IX. Follow up email after an interview

97. Say thank you. Once the interview is over, send an individualized thank you note to each person you interviewed with and mention something specific that happened or that you said during the interview to remind them who you are. Don’t worry about saying all sorts of things. Just keep it short and sweet.

98. Be diligent and keep checking in. You don’t want to pester them, but occasionally check in to see how the process is coming along and remind them of who you are and why you’re committed to the position. Waiting one week before reaching out is usually a good time frame.

99. Smile. You’ve done your best.

Is 99 tips not enough for you?

If you’re looking for more brilliant tips and tactics on interviews, negotiations, networking and all things related to earning more time, more money, and more freedom… then sign up for the Free Newsletter on Earning More.

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Editor’s Note: I’m extremely grateful to everyone who helped with this article, including but not limited to: Monica Molstad Baresh, Tiffany Bradshaw, Chantay Bridges, Fred Cooper, Sander Daniels, John Paul Engel, Elizabeth Brody Gluck, Tony Goddard, Mark Grimm, Bruce Hurwitz, Stephanie Kiester, Jennifer Lee, Julie Melillo, Walker Mills, David Perry, Dawna Reeves, Paul Sloane, Larry Stybel, Patricia Thompson, Beth Walsh, and Chris Westfall.

Many employers try to save money on taxes and escape liability under employment laws by getting employees to sign Independent Contractor Agreements. There are some advantages to being an independent contractor, but most people labeled as contractors are really employees. Here are the top 11 things you need to know before (or even after) you sign an Independent Contractor Agreement:

1. Intellectual property. If you are creating art, written work, computer programs or other creative works, then it may be an advantage to you to be an independent contractor. Generally, you own the copyright to works created as a contractor. However, be very careful when you sign an agreement. If the contract says the work you are creating belongs to the company, you are probably giving up one of the main advantages to being a contractor.

2. Taxes. As a contractor, you'll pay both halves of your Social Security and Medicare taxes. If you're an employee, the employer pays half. This is a big chunk of pay to give up, so be sure you're really a contractor before you sign. The good news is that the IRS takes a dim view of employees misclassified as contractors. There's even a form to fill out if you think you're misclassified, by which you might be able to get your employer to pay what they owe.

3. Control. If you perform services for someone and they control what you do and how you do it, you're probably an employee. An employer controls the time, place and manner of your work. That means if they watch your hours, make you come in the office, make you ask permission to take time off, or supervise your assignments, you may be an employee. Independent contractors do the work where, when and how they choose. Nobody tells them what order to do the job in, what hours to work, or when they can take off.

4. Equipment and supplies. Do they tell you what equipment to use? Where to buy it? Do they provide a desk, computer or tools? If so, that's a good indication that you're an employee. Independent contractors generally use their own equipment and supplies.

5. Assistants. If you are told who will assist you and can't choose anyone you want to help you with your tasks, then you may be an employee. Independent contractors can usually hire their own assistants, or choose to work alone.

6. Evaluations. If you are evaluated about the process, details and methods of your work, you may be an employee. An independent contractor is evaluated on results -- the end product, not the procedures used.

7. Training. If the company trains you on how they want the job done and the specific procedures to be used, then this is a good indication that you're an employee. Training for independent contractors should be minimal -- instruction on the overall results needed only.

8. Financial control. Employers will reimburse many expenses, while contractors may have to purchase their own equipment. Pay for employees is normally done by the hour, day or week. Contractors are more frequently paid by the job, although are sometimes paid hourly. A contractor will have more opportunity to make a profit or take a loss than an employee.

9. Opportunity to work elsewhere. Contractors frequently advertise and are considered free to take work from other companies. Employees usually have to work for a single employer only. If you want to be a consultant, free to work for many companies, then you're probably best off as a contractor.

10. Benefits. If the company provides insurance, sick days, vacation time, pension or other benefits, then you are likely an employee.

11. Indefinite time. If you are hired for an indefinite period of time, as opposed to working on a specific project or series of projects, then you may be an employee.

There is generally no one factor that will determine that you're an employee. The IRS and the courts weigh all the factors and look at the total picture of your employment. If you think you are misclassified, you do have options. Just because you went ahead and signed an agreement saying you were a contractor doesn't necessarily make it so. You can talk to the employer about it if you still work there. You can also fill out that IRS form and see what happens. If you are fired for objecting to being misclassified, you may be protected from retaliation as a whistleblower.

Whether or not you are an employee affects your rights under discrimination, wage, hour, overtime, copyright, family/medical leave and other employment laws. It also affects you in the wallet, in the form of taxes, Social Security, Medicare and benefits. If you've left a company and think you might have some rights as an employee, you will probably want to contact an employment lawyer in your state to find out.

Next: Independent Contractors Beware: Your Employer May Be Taking Advantage of You

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Filed under: Career Advice

Tags: contract to hire, independent contractor agreement