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(Rejection is part of business. People don't always buy what you sell. The tick here is to separate rejection of your product from rejection of yourself: "I see rejection as an opportunity. I learn from it. When a customer takes a pass, I ask him what we could do to the product, price or service to make it possible for him to say yes. Don't get me wrong: You've got to makes sales. But rejection is valuable, too. It's a good teacher.")

(Refer to accomplishments. Everyone has had a few of these pressure situations in a career. Behavior-related questions aim at assessing a candidate's character, attitude, and personality traits by asking for an account of how the candidate handled certain challenging situations. Plan for such questions by making a list of the desirable traits relevant to the needs of the industry or prospective employer and by preparing some job-related stories about your experience that demonstrate a range of those traits and habits of conduct. Before answering the questions, listen carefully and ask any clarifying questions you think necessary. Tell your story and conclude by explaining what you intended your story to illustrate. Finally, ask for feedback: "Does this tell you what you need to know?")

(Draw examples from accomplishments. )

(Refer to accomplishments)

(Refer to accomplishments)

(Just say you wish to exceed objectives so well that you will be on a promotable track.) General

(No need to be self-revealing. "Hindsight is 20/20; everyone would make some changes, but I've learned and grown from all my decisions.") General

("A strong company needs a strong person." An employer will get faster return on investment because you have more experience than required.)

("Finding the right job takes time. I'm not looking for just any job.")