You may ask, well why don't you keep your secrets closely guarded ? Well, I don't need to keep them guarded, it's not as if there is only one job out there that all of us billions are applying for. Another reason is that when I went into book shops to find information myself, I couldn't find any decent books that explained things in plain English, so I asked myself ``How many other people have tried looking for information without success ? ''. The answer to that was people who have come to me and still do come to me for advice, and I only know a very small minute percentage of planet's population to put things into perspective.

I'm sorry to say that there is no magic nor mythical shrouds that I will unveil to you, but I will reveal secrets that I have sought to ensure my own success & other peoples success who have come to me for advice. You don't need any special skills to apply them, just common sense and self-motivation to spend a little time to practice & research your own campaigns. So let's talk about interviews now.

Interviews - why do we need them ? Well mainly because of following reasons :-

(i) To assess a person's suitability and ability for a job,

(ii) A vehicle for interviewee's to sell themselves

(iii) Personnel in some cases to assess whether or not a person meets company profile, never-mind whether or not a person is capable of doing a job

(iv)The line managers ( managers who you will work directly for andreport to ) to assess whether or not they are suitable for department and to see if they can get on with potential candidates. (v) To assess candidates suitability for progression / development up company / corporate ladder

(vi)In case for some graduate recruitments, to assess a candidates suitability for a ``fast track scheme'' into management or just into normal career path.

(vii) Some candidates who are already working for a company will be given assignments. In some instances these are given to see whether or not a candidate can show ability to do a different job ( especially if it assignment were be a promotion if it was to become a permanent job, or if it is a completely different function ) . At end of assignment candidate will have to go through a formal interview process. If you pass, then all well and good. If you fail process ( as I have experienced myself ) then it can be extremely demoralising. In fact I have seen some colleagues never really recover from it.

Have interviews always been same or have they changed over years?

For you and me, I wish they had stayed same. Talking to some of old timers that I work with ( shop floor & office people / scientists ) who were recruited 25-30yrs ago, they tell me that they had a 15min interview with manager they were likely to work with. That was it, they would then just be told ``yes you'll do, start next Monday'' or ``thanks but no thanks.''

Interviews have changed over last few years. There are a number of reasons why :-

(i)The number of people unemployed is higher,

(ii)The calibre of people is generally higher than what it used to be even 10years ago because people are arming themselves with a greater and broader range of skills and qualifications.

(iii)As companies / corporations become more lean & efficient, they need less people overall, therefore they need to ensure they recruit right people

(iv)As a result competition becomes more fierce and employers need to assess people in a range of environments to get what they think is a `rounded-picture' of potential employee's.

So what are environments that I will be assessed in ?

You can expect some or all of these depending on job that you are going for.

-interviews themselves -presentations -group exercises -factfinders -selection / aptitude tests -analytical problem solving test -in-tray exercises

Over next 10 reports in this series, I will give you an insight into each one.

Bye for now, Howard Letap

Always insist on something in writing, whether you fax them your own agreement, or they fax you a purchase order. Without details of project in writing, you'll forget what you said, or they'll forget what they said. It's worth taking extra trouble to spell it all out in writing --- however briefly --- so that everyone's on same page.

=> The check's in mail

Unfortunately, even with agreement signed and sealed, some clients extend payment period. I don't concern myself for 30 days, which is probably a mistake.

After 30 days, I follow up, usually with an e-mail reminder. If there's no result, I follow up again each week, either with an e- mail message, or with a phone call.

Sooner or later, client will pay his bill.

To gee up laggards, in future I'll be following up after 14 days.

=> Tips to keep cash flowing

* Bill your client as soon as you've provided service. I used to allow five days to pass, but since I provide two revisions of copy if necessary anyway, I invoice as soon as I've completed work.

* If you anticipate heavy expenses, bill client up front for a portion of them. Keep track, and present your expense sheet for payment regularly.

* For long projects, bill at stated intervals. Once a week is reasonable, once a fortnight is too long. Don't continue work without getting paid. Be inflexible about this. If you allow too much leeway, you can find yourself working for a month, and unable to collect because client is insolvent.

* Check your finance program to see whether it has a reminder feature. If it does set it remind you to follow up on slow payers regularly.

* Keep your cool. Be calm, polite and completely professional when you follow up with slow payers.

Slow-payers are a fact of business life. Put a system in place that helps you to handle follow ups with them quickly, and they won't bother you too much.

***Resource box: if using, please include***

Angela Booth crafts words for your business. Words to sell, educate or persuade. Contact her today for a free quote:

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