There are three keys to successful interviewing:

A. Positive mental attitude - exude confidence (but not arrogance) and be upbeat (but not overly so unless you are going for a sales job). The more upbeat you are in your self-presentation, the more attractive you will be to prospective employers. Although many people are embarrassed about looking for a new job, there's really nothing to be ashamed of. Everyone changes jobs from time to time and many people find themselves between jobs at some time in their lives.

B. Dress for success - presentation is 80% - and this includes your resume and covering letter.

C. Have FUN!

There are 6 phases to a successful job interview

1.  Introduction: research indicates that many jobs are awarded on the basis of the interviewer's impression of the first 30 seconds with you - and particularly that split-second first sighting. Therefore what you do before the interviewer matters tremendously - dress, grooming, getting there early, the way you are sitting or standing. Also make sure your handshake is firm and dry - but don't "crush".
 

2. Rapport Building: developing good rapport is critical. Everyone feels comfortable with people who have qualities and characteristics similar to them. Match your nonverbal (appearance, facial expressions, posture, eye contact, and gesture) and verbal communication style (tone, pitch, rate, volume and word selection) to that of the interviewer's.
 

3. Interest Generation: you must be able to generate interest in yourself to succeed in the interview. Motivation, team player, good communication skills and willingness to learn are buzzwords that "hook" many interviewers these days.
 

4. Qualification: one major purpose is to check whether there is a mutual fit. See Interview Questions for more. Also, you will almost certainly be asked if you have any questions - and you will be judged on what you ask. FutureVisions provides great support on this, and many other aspects of interviews.
 

5. Strengths Review: this is where you recap the strengths you covered in the interview. Here, restate what interviewers say they are looking for in their ideal candidate (you did ask that question during the "qualification" process, didn't you?). Example: To summarize what we have discussed, you are looking for a person who is a leader and one that needs little supervision. Is that correct?  (Pause....hopefully there will be a nod in agreement) That's great because I thrive in entrepreneurial environments....especially when it requires thinking on my feet."

Top seven traits interviews look for in ideal candidates: confident, organized, personable, conscientious, efficient, creative, goal-oriented. Problem-solver used to be a big one but this is often considered much less important than emphasizing that you think ahead to avoid problems, so that you don't need to be a problem-solver - and you actually prefer not to be one since fire-fighting is not how you want to make your contributions to the organization.
 

6. The Close: This is the best part of the interview, where you determine whether or not you have a chance of getting the job. This is where you go for the sale - a job offer! Be confident and excited. Say something like: "I want to thank you for giving me the opportunity to meet with you. This job sounds exciting and I feel I could make a contribution. I am looking forward to talking with you again. When can I expect to hear back from you?"

When interviewers find the right person, they show enthusiasm and give you a specific timeframe on when they will follow up. It is not a positive sign when interviewers are inconclusive and vague. Try to pin them down to a specific timeframe by asking: "What is the next step in the decision-making process?" Remain positive, self-assured and enthusiastic.

Interviewers are trained to keep control throughout the interview. That's fine. Let them - it keeps them happy. However, you have just a little leeway at the end of the interview, in terms of what happens next. Always agree some positive action, and take the initiative if the recruiter doesn't, by suggesting a follow-up call or appointment.

Most importantly of all: ask. If you feel you have a chance, ask for the job. It's staggering how many people fail to do so, and how successful the question can be when it is up. You'll have to find your own language, but try something like: "I enjoyed our conversation and I feel I have a lot to offer. I'd like to work here. Is there anything else I need to do to persuade you to offer me the job?"

Sometimes it's enough to say that you are strongly interested and would appreciate a quick decision. If they like you, they'll jump. One of (just many) recruiter anxieties includes: What if I have found the right person and then I lose him/her.

How to reject a job offer: yes, this is important. You never know when you might need them!

Example: Good afternoon Ms..... this is .........  I want to thank you so much for the job offer. Unfortunately, at this time I have to decline. I am extremely impressed with both you and your organization. This is a very difficult decisions. The offer just isn't the right fit at this time. I greatly appreciate the time you spent with me and I'd like to keep the dialogue open for the future. Again, thank you so much for your time.