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Mistakes, Trends, and Resources 51

behavior-based questions, many employers also seek better indicators of
a candidate’s decision-malung style and pattern of performance. They
want to how more about your motivated skulls and abilities.
Within the very near future, the Internet may play a key role in
screening candidates, from doing background checks and administering
skulls and psychological tests to conducting interviews via a video link.
Indeed, the Internet is proving to be the perfect medium for improving
both the job search and the hiring processes. For employers, new Internet-
based hiring software will enable them to eliminate many of the costly
face-to-face steps currently involved in interviewing candidates. In so
doing, interviews will be more employer-centered with greater emphasis
placed on what you can do for the employer.
The overall trend is simple: no more hiring surprises due to poor hiring
skulls! Employers want to better predict individual performance within
their organizations. They can no longer make costly hiring mistakes that
are often attributed to their own lack of good screening and interview
slulls. They want to tale the guesswork out of hiring. They want the
perfect skulls set for the perfect fit.

Interview Prep Resources

Interview preparation is essential for conducting a winning interview.
Fortunately, numerous boolcs and websites are available to help job
seekers improve their interview skulls as well as avoid the many interview
sins and knockouts outlined in this chapter.

Books on Job Interviewing

101 Dynamite Questions to Ask at Your Job Interview, 2”d Edition,
Richard Fein (Impact Publications, 200 1 )

101 Great Answers to the Toughest Interview Questions, 4t” Edition,
Ron Fry (Career Press, 2000)

The 101 Toughest Interview Questions andAnswers That Win the fob!
David Porot with Frances Bolles Hayes (Ten Speed Press, 1999)

250 Job Interview Questions You’ll Most Likely BeAsked, Peter Verulu
(Adams Media, 1999)