A common (and perhaps not unfounded) fear among job seekers is the seemingly bizarre interview question that comes out of nowhere like an apparition.

For example, what if the interviewer asked: “What would you do in the event of a zombie apocalypse?” Instead of stiffening like a zombie and bemoaning all the “normal” interview questions you prepared to answer, think about the reason for the question. Ashley Morris, CEO of Capriottiâ€s Sandwich Shop explains why interviewers may ask this question and what theyâ€re looking for when they ask it:

Norwegian Cruise Line is known to ask those applying for marketing coordinator positions: “Do you believe in Bigfoot?” And what if the interviewer asked you: “Would you rather fight one giant monster or 100 small monsters?” Consider CEO of Konnect Public Relations, Sabina Gaultâ€s, reasoning behind this scary question:

“We use this question to gauge how candidates tackle obstacles and tasks. If they say they would rather fight one giant monster, we figure they are better suited to take on bigger projects. If they choose 100 small monsters, this usually means the candidate is good at multitasking and taking on many tasks at the same time. More than anything, we really are looking to see if the candidate has the ability to think outside of the box and on their toes. There really isnâ€t a right or wrong answer; we are really looking more at the candidateâ€s reaction to the question.”

Keep these key facts in mind when formulating answers to interview questions that seem off the wall. Interviewers want to know:

Are you comfortable asking questions, and can you think critically? Donâ€t hesitate to ask for clarification regarding the question. For example, Joe DeProspero, vice president of finance at Dave & Busterâ€s, explains that the company values a candidate who understands how to probe critically and get at the root of the specifics of such a question.

He notes how these questions help the company, “see if someone can think critically, whether they are comfortable enough to ask probing questions and if they can think on their feet. During the hiring process, I am looking for candidates who ask important follow-up questions to my question, such as ‘Why would you want to know this?’”

DeProspero also explains: “Often times, in finance, what someone asks for is not necessarily what they need. by asking questions, we can help them to better understand if we recognize the underlying issue. Above all, I look for a candidateâ€s eagerness to answer the question, as this is the way they will approach every task given to them on the job.”

If you need to reply to a brain teaser: It’s OK to stop and think before you answer. It’s also fine to ask for clarification if there are any details you don’t understand. The interviewer is trying to learn how you would act as an employee. Try to answer the question in a way that showcases the skills you have for the job. If the position is mathematical, use math skills. If demonstrating your creative side is more important, go that route.

When youâ€re prepared and know what to expect, your interview doesnâ€t have to be as scary as a scene from “The Shining.”

Originally appeared on U.S. News & World Report.

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1. I’m really nervous. There’s nothing wrong with feeling nervous. It’s natural to be a little uneasy at an important interview. Don’t tell the interviewer if you have butterflies in your stomach, though. Your job in the interview is to portray a confident and professional demeanor. You won’t win any points by admitting your nerves or blaming them for any failures in your performance.

2. I don’t really know much about the job; I thought you’d tell me all about it. This is a big job seeker mistake, and it can cost you the opportunity. Employers spend a lot of time interviewing, and they expect candidates to have researched the jobs enough to be able to explain why they want the positions. Otherwise, you could be wasting everyone’s time by interviewing for a job you may not even really want. Asking questions is important, but don’t ask anything you should know from the job description or from reading about the company online.

3. My last boss/colleague/client was a real jerk. It’s possible (even likely) that your interviewer could prod you into telling tales about your previous or current supervisor or work environment. Resist the urge to badmouth anyone, even if you have a bad boss. It is unprofessional and the employer will worry what you may say to someone about him or her down the road. Instead, think about ways to describe past work environments in terms of what you learned or accomplishments you’re proud to discuss.

4. My biggest weakness is (something directly related to the job). “What’s your weakness?” is one of the most dreaded interview questions. There’s no perfect reply, but there is a reply you should never say: Never admit to a weakness that will affect your ability to get the job done. If the job description requires a lot of creativity, and you say your creativity has waned lately, assume that you’ve taken yourself out of the running. Choose a weakness not related to the position and explain how you’re working to improve it.

5. @#$%! Granted, profanity seems to be much more accepted in many workplaces today. However, an interview is not the time to demonstrate that you can talk like a pirate.

6. Just a minute; I really need to get this call. It’s amazing how many hiring managers and recruiters report that interviewees answer their phones and respond to text messages during in-person interviews. Turn off your phone during interviews and you will not be tempted to reach to answer it.

7. How much vacation time would I get? Never, ever ask questions in an interview that may make it appear that you’ll be overly focused on anything other than work.

8. Can I work from home? Even if you’re pretty sure the company has a lenient work-from-home policy, the interview isn’t the best time to ask about it.

Get my free white paper: 5 Mistakes Preventing You From Landing a Job This Week 

9. Family is the most important thing to me. This is true for many people. However, you do not need to explain how devoted you are to your family during your job interview. It is unlikely to win favor, even in organizations with a well-known family-friendly environment. You want your potential employer to envision you being totally devoted to his or her needs.

When in doubt, pause before you say what’s on your mind. If you wonder if it’s okay to ask, assume it’s better to avoid the topic altogether.

Appeared on AOLjobs.com.

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This is a tricky situation, as you don’t want to put your existing invitation in jeopardy. There’s no perfect solution to this. No general advice can address every possible situation or circumstance, so consider your options carefully.

What should you do if you have an offer in hand and have a chance to interview for another job? Consider the following, and make the choice that is right for you.

Your options.

Assuming you haven’t signed a non-compete and have no legal reason why you cannot work for another organization, nothing stops you from interviewing for a new job at any time – even if you’ve already accepted an offer. If you’re still negotiating and have not signed an acceptance, you can still consider other offers.

Inform the second company.

You may want to let the second company know that you are already considering one offer and ask about the timing for their hiring process. If you believe it is worth interviewing for the new opportunity, you can try to request the organization that has made you an offer to give you more time to consider joining them.

Beware of repercussions.

Be aware, companies can rescind their offers at any time, so if you stretch things out too much with the first company before knowing if you’ll have a chance at the second company, the hiring authorities at the first company may decide to cut you loose. This is a “the bird in the hand is worth two in the bush” scenario. In other words, if you have one offer, you don’t want to risk everything for the possibility of another unless the reward is big enough to be worth that risk.

Assess your standing.

You’ll want to assess your standing in being offered this role. Do you have the sense that you are a perfect fit, and they’ve been searching for someone with your skills for a long time? Or, are you more likely one of many people who are well suited to the job?

If you must make a decision before you have a chance to know your standing for the second potential opportunity, decide how much of a risk you are willing to take in hopes of landing the second job. If it’s worth the risk, you can let company #1 know you are interviewing for company #2 and see if that may inspire them to provide a more competitive offer if you are a highly competitive candidate.

If company #1 improves its offer once it knows you are being considered for company #2, your best bet is to continue and finalize negotiations with that company or assume you may lose the offer altogether unless you are the perfect candidate they’ve been waiting to meet. Only you can decide if it is a risk worth taking.

Originally appeared on AOLJobs.com.

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Why do you think I am looking for a job? My boss is a real jerk.

It’s common knowledge that one of the biggest reasons people leave their jobs is because their boss or manager is difficult (at best) or horrible (at worst). The interviewer may even assume you have a bad boss. But, that doesn’t give you the green light to say anything about it.

Why? Because no one wants to hire the person who is going to be bad mouthing him or her in another year’s time. Dissing your current or recent boss is a big mistake. It’s a huge red flag that is unlikely overlooked in the hiring process. Throw your boss under the bus (figuratively) and you can kiss the new job potential goodbye.

You will not believe the things going on behind the scenes at my job. My employer makes T.V. shows like Scandal seem tame.

If you’re effectively fleeing a shady operation, a toxic workplace or your employer regularly seems to sidestep ethics in favor of profit, it’s great that you’re interviewing. What is not great is if you discuss your experiences with your interviewer.

That’s not to say you should never consider being a whistle blower. Although, you wouldn’t want to take on that role without first considering all of the possible ramifications, and consulting an attorney. It’s just that spilling your guts about all the wrongdoing at your current or past office, even in hushed tones, while looking behind you to see if anyone else can hear what you’re saying, is bad form for an interview.

Could you BE less prepared for this interview?

Career coaches are always harping on how important it is for job seekers to be prepared for interviews. Meanwhile, many employers, especially the ones who don’t have many opportunities to interview candidates, often seem totally clueless when it comes to what to ask. Some don’t appear to have even reviewed your resume. What a waste of time!

However, your best recourse is to take advantage of an unprepared interviewer and volunteer information you want him or her to know. Do not wait for someone to ask you about the best accomplishment that qualifies you for the position – you make sure to fit it into the conversation. And, no – you can’t suggest the interviewer may want to prepare better the next time if you want a chance to advance in the process.

I know you aren’t going to hire me because I’m twice your age.

Ageism is alive and well, but it doesn’t mean you can’t get a job with a younger boss. If you could be the interviewer’s mom, it’s likely clear to everyone in the room. Instead of focusing on the age difference, make a point to avoid highlighting the generational gap. For example, also avoid colloquialisms such as, “When I was your age” or “Back in my day.”

Let’s cut to the chase: what does this job pay?

It would save so much time if employers and candidate could always be upfront about salary expectations. Unfortunately, it’s usually a guessing game, where each sizes up the other and hopes for the best. Under most circumstances, it is not appropriate to bring up salary until you’re offered the job, so this is just one more on the list of things you wish you could say at the interview.

If you have a lot of hostility or secrets to keep while you’re interviewing, consider practicing what NOT to say as equal in importance as planning what TO say at an interview. You’ll be glad you did.

Originally appeared on AOLJobs.com.

 

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“If you could throw a parade of any caliber through the Zappos office, what type of parade would it be?” 

How are you supposed to reply to such an off-the-wall interview question? Do you even want this job? Someone applying for a position with the Zappos Family as a customer loyalty teammember was faced with such a quandary; the question is number one on Glassdoor.com’s list of “Top 25 Oddball Interview Questions for 2014.”

Glassdoor.com’s team of data scientists compiled this list, which is not in any particular order, based on questions shared during the past 12 months as part of the Interview Reviews feature on Glassdoor. This feature, which is free to use, offers insights into the interview process including the interview format, how the interview was achieved, the average interview length and overall ratings regarding the interview experience. Glassdoor has collected nearly 1 million interview questions and reviews from around the world. To develop the list, they take into account community feedback, such as questions tagged as “brainteasers” and compile questions job candidates shared on their site over the past year.

Glassdoor’s Top 25 Oddball Interview Questions for 2014:

1. “If you could throw a parade of any caliber through the Zappos office, what type of parade would it be?” – The Zappos Family, Customer Loyalty Team Member interview

2. “How lucky are you and why?” – Airbnb, Content Manager interview

3. “If you were a pizza delivery man, how would you benefit from scissors?” – Apple, Specialist interview

4. “If you could sing one song on American Idol, what would it be?” – Red Frog Events, Event Coordinator interview

5. “Are you more of a hunter or a gatherer?” – Dell, Account Manager interview

6. “If you were on an island and could only bring three things, what would you bring?” – Yahoo,Search Quality Analyst interview

7. “If you were a box of cereal, what would you be and why?” – Bed Bath & Beyond, Sales Associate interview

8. “Do you believe in Bigfoot?” – Norwegian Cruise Line, Casino Marketing Coordinatorinterview

9. “Why is a tennis ball fuzzy?” – Xerox, Client Manager interview

10. “What is your least favorite thing about humanity?” – ZocDoc, Operations Associateinterview

11. “How would you use Yelp to find the number of businesses in the U.S.?” – Factual, Software Engineer interview

12. “How honest are you?” – Allied Telesis, Executive Assistant interview

13. “How many square feet of pizza are eaten in the U.S. each year?” – Goldman Sachs,Programmer Analyst interview

14. “Can you instruct someone how to make an origami ‘cootie catcher’ with just words?” – LivingSocial, Consumer Advocate interview

15. “If you were 80 years old, what would you tell your children?” – McKinsey & Company, Associate interview

16. “You’re a new addition to the crayon box, what color would you be and why?” – Urban Outfitters Sales Associate interview

17. “How does the internet work?” – Akamai, Director interview

18. “If there was a movie produced about your life, who would play you and why?” – SinglePlatform, Inside Sales Consultant interview

19. “What’s the color of money?” – American Heart Association, Project Manager interview

20. “What was the last gift you gave someone?” – Gallup, Data Analyst interview

21. “What is the funniest thing that has happened to you recently?” – Applebee’s,Bartender/Neighborhood Expert Server interview

22. “How many snow shovels sold in the U.S. last year?” – TASER, Leadership Development Program interview

23. “It’s Thursday; we’re staffing you on a telecommunications project in Calgary, Canada on Monday. Your flight and hotel are booked; your visa is ready. What are the top five things you do before you leave?” – ThoughtWorks, Junior Consultant interview

24. “Describe to me the process and benefits of wearing a seatbelt.” – Active Network, ClientApplications Specialist interview

25. “Have you ever been on a boat?” – Applied Systems, Graphic Designer interview

Before you freak out at the thought of answering one of these oddball questions, keep in mind that most employers will stick to the more traditional, “Why should we hire you” and “What is your biggest weakness” type of interview question. Be prepared to explain why you are a good fit for the job.

Stay tuned for specific tips later this week just in case you face one of these eclectic inquiries at your next interview.

What are some of the strangest questions you’ve been asked on an interview? Comment below.

Originally appeared on AOLJobs.com

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When you are just a little more prepared to answer interview questions than the next candidate, you can come out smelling like a rose. Follow these tips to a perfect interview;

Apply for the right jobs.
This step happens before the interview. You need to make sure to apply for jobs that suit your skills and experience. Don’t bother with a lot of jobs you are overqualified to do, and eliminate jobs where you can’t prove that you have the majority of the skills they seek. This key step will help you save time in your job search, as you won’t be spinning your wheels applying for positions you don’t have a chance to land.

Research the organization and the people.
Do not go to an interview before you’ve done research that informs you about the company’s major issues, also known as “point points.” Scan all of the online information about the company, including what it says about itself as well as news mentions. Make a connection between the company’s goals and what you offer. For example, if you read that the organization is working to improve its customer service focus, be prepared to explain how your background prepared you to contribute to this goal. Specifics regarding how you contributed to similar successful efforts in the past will help you stand out from the crowd.

You also should take advantage of the opportunity to learn about your interviewers. You can bet that you’ll be able to find something out about anyone you’ll meet online. Start with LinkedIn,and if you can’t learn what you need there, Google the interviewer’s name. You know they will do the same for you, so you might as well be on equal ground.

During the interview, feel free to bring up any information you found on LinkedIn, Twitter orGoogle+, as long as it is professional and seems like something the employer would want you to know. For example, “I see you also attended the University of Illinois!” Or, “I’m a big movie buff, too.”

Use “Problem – Action – Result” stories and answer questions completely
You need to have several stories to demonstrate you can handle any challenge the job may bring. Each story should have three elements: 1) A problem. 2) The action you took to solve the problem. 3) The result: what happened and how did your actions affect that result? This is known as a “PAR” story; people who structure their responses to interview questions in this way will be sure to address all of the key points. Oftentimes, interviewees forget to describe the result of their actions, or they may forget to detail how they affected the results. When you have several “PAR” stories at the ready, you’ll be prepared for most any interview question.

Think of times when you overcame a big challenge, worked with difficult people or had to make an unpopular choice. These are common interview questions you can answer with a PAR story. If you research the company well, you may be able to predict some of their questions and plan some good stories to tell.

Don’t talk too much.
Sometimes, the best thing to say is as little as possible. Especially when asked something you don’t want to talk much about, such as why were you fired, your best bet is to cut to the chase and move to the next question. Do not dwell on anything negative and always present things in the most favorable light possible.

Follow up.
If you really want the job, make sure to write a thank you note after the interview to each person you met. Comment on each meeting in individual notes; don’t duplicate the same message to each interviewer. This is your chance to elaborate on something you want them to know and to remind the interviewers why you are a good choice. As long as you don’t include any typos or other mistakes in your letter, it can only help you stand out in a crowd of candidates.

More advice:
10 reasons you aren’t getting hired
6 most revealing interview questions
Snap judgements hiring managers make

Originally published on AOLJobs.com.

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Keep the following tips in mind if you’ve been fired and you’ll be ready to ace the interview:

Be honest
If you were terminated for cause, do not try to pass off your situation as a layoff or other, less inflammatory situation. That said, you are not under any obligation to get into the nitty-gritty details of your past work history. Describe your situation truthfully, but in a way that is as favorable to you as possible.

Be brief
One of the biggest mistakes many people make in an interview is that they expand their responses to this type of negative question instead of cutting to the chase and moving on. Plan to frame your answer in as few words as possible. There is no need to offer a five-minute monologue. Practice addressing this issue in no more than three to five sentences so you can quickly move on to the positive points you want to make regarding your skills and qualifications.

Get my free white paper: 5 Mistakes Job Seekers Make and How to Avoid Them.

Do not badmouth your previous employer
When planning your short reply, eliminate any negative reference to your previous employer. One thing that will concern your interviewer, possibly even more than why you were fired, is if you are quick to dish dirt about your previous boss. If you lapse into a negative monologue about your past situation, you can kiss this job goodbye; no one wants to hire someone they fear may be quick to badmouth and gossip about them in the future.

Keep in mind: it does not matter how justified you would be in telling the tale about how wronged you were in your past job. The difficult truth is that you’ll need to bite the bullet and take the hit from being fired. You can share the whole, terrible truth with your closest family members, friends and confidants, but keep in mind, anything negative you say about an employer to anyone can come back to hurt you later.

Do not blame anyone else
Once you wrap your head about the fact that you cannot badmouth your previous employer, keep in mind that includes blaming anyone else for your situation. In your short explanation, it’s best to take responsibility, even if you skirt the specific details of what happened.

Do not sound bitter
No one wants to hire a bitter employee – or an employee who is quick to sound bitter. Again: it does not matter that you were right and your past employer was wrong. At this point, your job is to minimize the impact and value of being fired. Using language that makes you look like a sore loser will only emphasize the “loser” part of that phrase and will not help you land this new job.

Describe what you learned 
Hopefully, you can use part of your description to indicate that you learned something and know how to approach situations different in the future. Be as positive as you can be and you can help turn the question of being fired to an opportunity to showcase one of your assets: you know how to learn from mistakes.

Focus on what you offer
Be quick to segue your reply into a discussion of what you offer as it relates to what the organization needs. If you have the skills needed to solve this company’s problems, focus quickly and elaborate on those points in order to keep the interview moving. Explain how you are a valuable employee.

An example of what someone may say in reply to “Why were you fired?”
“I misunderstood my previous employer’s goals when I accepted that job. As it turned out, they were moving in a direction that wasn’t a good match for my skills and accomplishments, so staying on wasn’t a good option for either of us. Luckily, I’ve learned a lot from this situation, and I’m extremely careful when I apply for positions to be sure they are great matches. For example, before I applied for this job, I met several past and current employees and did a lot of research online. I know you are seeking someone with a background in X, Y and Z, and my work history and accomplishments are well matched to your needs. I’m excited to have this chance to talk to you about how I can help address your issues, such as A, B and C.”

Get my free white paper: 5 Mistakes Job Seekers Make and How to Avoid Them.

More advice
Signs you’re in a dead-end job
Most revealing interview questions
Snap judgments hiring managers make 

Originally appeared on AOLJobs.com.

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You’ve never been asked this key inquiry? Think again. It’s the underlying question behind every other interview question, and it’s a big interview mistake to fail to provide the right answers. It’s the one thing every hiring manager needs to know. It may take many forms, for example, “What do you offer this organization?” or “Why are you the most qualified candidate?” In essence, interviewers want to know they won’t be making a mistake by hiring you.

Consider these four keys to addressing this underlying interview question:

1. Identify the connections between what the company needs and what you offer.  This requires you know as much as possible about the job and the organization. The job description is your best friend in this regard. Study it and be able to articulate exactly how you can help move the organization in the direction it wants to go. Don’t stop with the description, though. Review everything you can access about the company. Do your research! When recruiters and hiring managers complain about candidates, one of their biggest concerns is that candidates do not make the effort to learn what employers expect them to know about the job. Study their online content, including the website, and social media outlets and make an effort to talk to people who either currently work or have worked in the past at your target organization. The more you know, the better you will be able to address the underlying question, “Why should we hire you?”  

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2. Prepare to specifically discuss your past accomplishments as they relate to the organization’s current needs.  “Past performance is not indicative of future results” is a common disclaimer that investment companies tell their customers, but when it comes to hiring people, your past performance is crucial and employers believe it does predict your future results. In order to tell a potential employer why he or she should hire you, you’ll need to be able to point out specific instances describing when you’ve handled the kind of problems and challenges facing the person who will fill this role. If you worked as part of a team, make sure to specify your contributions. Do not speak in generalities, be clear about your roles in past successes so that the employer understands exactly how you can use your skills if you join his or her organization.

3. Articulate your ideas.  Once you understand the problems facing the organization and the role you wish to fill, it’s up to you to be prepared to talk about how you can tap your past experience to solve those problems. No employer would spend the money to fill a role if they did not have a problem to solve, so you will do yourself and the interviewer a favor if you can make it clear how you might suggest addressing the issues, you’ll be ahead of the majority of your competitors.

4. Don’t forget to address your soft skills in the interview, such as attitude, communication skills, time management and critical thinking. Otherwise known as “emotional intelligence,” soft skills may make a difference between an employee who can do the job and one who does it well. Whether they admit it or not, employers want to hire candidates who are likable and easy to get along with. A recent study from Millennial Branding showed soft skills topped the list of “must have” skills that employers want, with 98 percent of employers saying communication skills are essential and 92 percent naming coordination skills.

Originally published on AOLJobs.com.

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What’s a job seeker to do? Prepare to balance important, desirable traits with the types of replies employers are likely to want to hear. Tim Elmore, founder and president of a nonprofit firm focused on youth leadership development called Growing Leaders (www.GrowingLeaders.com), offers this advice. It’s particularly geared to young job seekers to help them succeed at an interview:

1. Balance confidence with teachability. Elmore notes: “Research from a variety of employment sources reveal that the majority of young employees believe their boss can learn a lot from them.”

Elmore also acknowledges that while it may be true that more experienced interviewers do have a lot to learn from young employees, an interviewee who appears arrogant may repel a baby boomer. He suggests communicating your strong value, but without leaving the employer with the feeling you believe you know everything.

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2. Balance warmth with formality. It’s easy to get very comfortable, especially when interviewing in informal workplaces, where most of the interviewers are casually dressed and invite you to open up and share your true personality. “Often, recent college grads become far too informal, joking about personal elements in their lives or about the interviewer themselves. This is risky,” Elmore notes.

Many human resources professionals suggest young candidates don’t take interviews seriously enough, and that this is the No. 1 problem with hiring young employees. Some candidates even text or take a phone call during the interview. Elmore suggests candidates make an effort to be warm and friendly, but maintain a professional distance that is appropriate for a first meeting.

3. Balance creativity with cooperation. Elmore explains: “Today, 83 percent of new graduates are looking for a place where their creativity is valued. Two out of three want to invent their own position at work.” Keep in mind, this is a terrific aspiration, but your new employer may expect you to first function within the company’s existing structure. Elmore says, “Let the interviewer know you have creative ideas, but leave the impression that you’re prepared to get on board with the organization’s plans.”

4. Balance ambition with humility. Employers love ambition. Just be sure yours doesn’t make you look cocky. Elmore says, “Many call this balance ‘humbitious,’ meaning humble yet ambitious. It’s a rare skill set.”

Even if you know you have a lot to offer, make sure you don’t leave the employer with the impression that you think you are ready to do his or her job. Elmore suggests: “Be humble. Get hired, then show them how good you are.” Clearly, this is a balancing act, as you want to make it clear what you offer, but not at the risk of making the employer think you are too big for your britches.

5. Balance research and listening with initiative. One of the biggest mistakes job seekers make is they fail to research the organization before their interview. Employers are impressed when candidates can cite data, note the issues the organization faces and make a clear connection between what the company needs and how they can help. Elmore says job seekers should “find out who the key leaders are, and greet them by name when you see them. In the job interview, answer questions clearly and candidly, but ask informed questions as well, as this is likely to impress the interviewer.”

Elmore also suggests a job seeker pose questions that show he or she understands the organization’s mission. A job seeker should also ask about the future and demonstrate his or her initiative while also proving he or she is a good researcher and listener.

6. Balance passion with work ethic. Employers appreciate someone who has passion for the job. “Can you show some passion for the smaller, mundane task you’ll do as you stand on the bottom rung of the career ladder?” Elmore asks. If so, it may impress your interviewer, who will value your skills when you can demonstrate them in the context of how you can help a company accomplish its goals.

Originally appeared on U.S. News & World Report

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Damian Birkel, founder of the nonprofit Professionals In Transition Support Group, Inc., has experienced downsizing and layoffs in his past and is now a certified career coach. He offers the following tips for job seekers who are preparing to interview after a layoff.

1. Use the time after a layoff to do research and prepare for interviews.

Maybe you didn’t even like your last job, and it’s a blessing in disguise that you’re being forced to find something else. What are you well qualified to do? Use your time to figure out the next step and to get some training if you want to try a new field. Once you figure out the next steps and you know what skills your target employers want, you can practice explaining why you are a good fit.

“Research is an essential part of the job application and interview process,” Birkel says. Dig into recent news about the company to understand how it has been portrayed in the media recently. Also be able to speak their language. Birkel suggests reading the annual report to learn about the company’s recent history. “It’s an absolute goldmine that most employees never read,” he says. When you do, you’ll have a leg up on the competition, and you’ll find key company words you can build into interview answers.

2. Prepare to focus on the positive via a bridge statement.

A bridge statement is a neutral, unemotional statement that showcases what you’ve been doing since you left your job to make yourself a better candidate, Birkel explains. For example, “Since I’ve been out of work, I’ve been volunteering, using the time to build skills and take classes, attend seminars, set up consulting opportunities, doing industry research and networking.” Focusing on the positive can have a strong emotional benefit and help boost your mood.

3. Prepare yourself emotionally before the interview.

Job interviews are stressful for everyone, but when you’re worried someone may ask why you were let go from your last job, it can be even more trying. Especially if your search has gone on for awhile, recognize that it’s normal to feel anxious and nervous. Birkel says one way to try to overcome these fears is to concentrate on how your skills are the answer to the organization’s problems. You don’t need to appear desperate. “Instead, concentrate on being the answer to their needs, focusing on how your skills fill the hole in their organization,” he explains. “They’re looking for people who can think on their feet, jump in and become team members without needing to spend too much time training.”

4. Any job interview is great practice for the job interview.

If there’s any chance you may be interested in the job, accept job interviews without hesitation. Even if you’re not a perfect fit, you can practice your interviewing skills and be an even better candidate the next time. Birkel notes it’s also possible that the interviewer will see you as a good fit for a different, unadvertised job, and you’ll have one foot in the door.

5. You have the right to negotiate.

When the time comes to discuss salary – ideally, once you have an offer – recognize that if the organization wants to hire you, the fact you’ve been out of work should not play a role in your negotiations. Birkel says the best approach is to negotiate, demonstrate your value and stay firm when discussing salary.

This post originally appeared in U.S. News & World Report

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