I got the job! Thanks all of you for your encouraging words.

Maybe too late but a great tip for a phone interview is to put a mirror in front of you and smile. People hear smiles. Now go to their website. Read it and learn what the company does. Figure out or plan to ask how your job fits into the company. Show interest in the job. Ask what's expected, who you answer to, I always asked if this was a new position or if someone had it before and if so what happened and what qualities did they hope I could bring to the position. Ask what qualities their company values in employees. Aske where the company see's itself three years from now. Ask for a business card from everyone you talk to. Know that you are being observed from parking lot into the building and out. Be nice to everyone you see. Smile, don't be afraid to laugh, be yourself. Don't wear anything that would draw attention away from you personality and abilities (make-up, perfume, jewelry, nails, shoes, clothes, purse, phone, etc.) Less is more. After the interview with in 24 hours write a thank you letter. Use it to thank everyone you interviewed with, also use it to clean up any answers you later felt you could have answered better, restate where you saw your capabilies as a match with the organization, tell them you are looking forward to being on the job as a working asset for their company.

Thank God! I have a face to face interview the week of the 27th.

Phone interview works I have a phone interview n I'm going orientation now , Just think positive, after a week u can call fallow up, Good Luck

U will have the job don't sweat that if this job does not come through there a better one out there that

I understand where your coming from. I haven't had to work for the past ten years because my husband had a great job in the oil industry but unfortunately he got laid off so now I'm looking for work. Another reason I didn't work is that I have had three neck and lower back surgeries and need another but no insurance so there are days I don't feel well and feel that it won't be fair to any employer if I can't come in to work because I can't walk. But I need to work. What should I do? I too need sugestions on this! As far as you my friend what scares you about going to job interviews?

First of all I'd spell nervous correctly. Then I would just show your true colors. This way if you get the job ,the first day you step in there you have no pressure to be someone you're not or someone you pretended to be during the interview.

First I would spell "nervous " correctly and then just be yourself. They aren't hiring an imitation you so just give them what you got and if it's what they are interested in you're going to walk in there on your first day relaxed knowing you don't have to put on a front or a facade that they are expecting due to how you presented yourself at the interview.

Hiring managers want to know if your thinking about their business or if you don't have that industries expertise problem solving in business's that have similar functions, tasks, process, procedure - Diversity Compliance suggest a set of regulations, laws, policies to measured against in scorecards or narratives or a combination of those communication instruments: I would want to ask:

1. How does your company measure diversity compliance ? Score Cards ? Strategy Maps ? Multiple Choice Field Boxing with aggregate counts ? and offer I have experience with X format and reporting intervals with these internal customers and external partners
2. How many internal partners am I measuring for Diversity Compliance ? How many Internal partners do I provide a report out too ? Are the report outs in a monthly, quarterly, semiannual, annual managers meeting, executive meeting, all employee meeting or combination of all - and then drill on the qualities required in each of the reporting intervals and audience according to audience if you have a multi -audience commitment (example: Weekly department meetings with partner manager VP with his or her managers you might use a power point or just talking points, Quarterly meeting with a business units VP's at an Offsite you might have a documentary of improvement and power points in a meeting lead for an hour, Board - all things are recorded with the minutes ..what is the detail commitment and format for delivering a Diversity Compliance Report to the Board or a single Board Member) Who are your team mates ? Education, Back ground, Experience How are you individually measured ? What does the review cycle look like ? 360 degree quarterly and monthly one on one with your manager or is it less frequent and qualitative rather than quantitative How long has the company had a Diversity Compliance Program ? Are they happy with the current results ? Who is not happy with the current results ? What are the sticking points in moving progression of constituent groups perceiving they are not being well served by Diversity initiatives and what particular dimension or dimensions of Diversity are the most important to the least satisfied group(s) ? Will you be working with the 'Underserved Diversity Group(s)?' If so, directionally, to over come a queuing problem akin to many shoppers and not enough cash registers do you have a budget to scale to improving the Diversity Challenges presented by the 'not satisfied group" or are you saddled with 'go in there as a smoothie and wave your hands a lot until you exhaust them and move the score card with chatty Kathy approaches'

If you just treat them like a friend, something in common. Be real, be honest.