In popular culture, Frankenstein is the creation of the mad scientist. If you’ve ever read Mary Shelley’s classic, the novel is very different. Dr. Frankenstein is the scientist who creates the “fiend” who hunts and haunts him for the rest of his days.

If I were Dr. Frankenstein, I would create the perfect candidate, who could look and act something like this:

1. My perfect candidate-creature would research the company and understand the products s/he would potentially be selling, even before the first phone interview.

2. This creature would greet me with evident but not over the top enthusiasm and stay engaged throughout the phone interview.

3. I would receive a concise but thoughtful thank you note the same day, in which the creature reiterated their qualifications and interest in the position I am recruiting for.

4. The creature would promptly complete and supply all requested materials within a business day.

5. I would receive pleasant and periodic updates throughout the interview process from the candidate about his/her progress.

6. The candidate would ask smart questions, and for help and guidance when needed.

7. The candidate would show up for interviews well-prepared and well-groomed (very much unlike Shelly’s fiend.)

8. Like Shelly’s fiend, the candidate would be focused, almost single-minded, in their pursuit of the position. They would not give up, not stop closing, until s/he had an offer in hand.

I have had the pleasure of working with some candidates like this, who are not of my own making, but nearly perfect in their own right. It is always an absolute pleasure.

Many people don’t realize that the questions a candidate asks during an interview are just as important as those they answer. It is not uncommon for a manager to tell me the reason for ruling out a candidate is that the candidate did not ask any questions. The rest of the interview might have been fine, but if a candidate doesn’t have a single question, it is taken as a sign of 1) lack of preparation or 2) lack of interest. Hiring managers don’t have time for either one.

I always suggest candidates come up with some insightful questions. Frankly, those of us who interview a lot get bored of answering the same old questions over and over again: “What is training like?” or “What’s the interview process?” Yes these are necessary questions, I’ll admit. (This is why I’ve created FAQs for some of the positions I recruit for routinely.) However, as every sales person should know, a sharp, probing question is like a double espresso. It wakes you up, sends blood to your brain and makes you sit forward in your seat. It makes you think. Hiring managers are grateful for a jolt like this every once in a while when they are conducting back-to-back interviews. It keeps things interesting.

The best way to uncover powerful questions is to research, research, research. Learn as much as you can. The things you can’t figure out on your own are probably really good questions. By asking an insightful question, you’ll reveal how much you’ve already learned, and how willing you are to learn. Since hiring managers are often concerned about how long your learning curve will be before you are knowledgeable about the products and fully effective in the territory, demonstrating that you are a fast, self-motivated learner is one the keys to any successful interview.

Most of the best questions will come out of your interview preparation. There is one other very important question however you should be certain to include in your repertoire. If it is not the very best question to ask, it’s pretty darn close.

The question is: Did that answer your question?

It’s a great question to ask periodically throughout your interview, but especially when if you sense the hiring manager disengage. They may well be thinking, “Well that wasn’t what I was looking for…” but they may not articulate it. You need to make sure you are providing the hiring manager with the information they need to consider you seriously for the position. This question is another way to demonstrate that you are interested and that you care. If you tend to babble a bit, asking this question can also be a good way to stop yourself from over-talking.

When you prepare for your next interview, make a list of all the questions you have. Then try to see if you can find answers to any of them yourself. The ones that remain may be the ones you need to ask, and always keep this one essential question handy.

Many companies today use some sort of personality or skills assessment for prospective employees. For employers, they can be a useful source of information that provides additional on a candidate’s fit for the organization.

Few prospective employees enjoy such assessments however. Sometimes candidates feel as though their entire career is being reduced to a pop quiz. There are a few who detest such assessments so much that they would prefer to refuse to complete such surveys. That would be a mistake, since it would likely rule them out of contention entirely.

Organizations use such survey assessments differently. In some organizations, the results of assessments are open to broader interpretation.

In other cases, there is a minimum passing “grade”. Candidates may be ruled out based solely on the results. In the medical device industry, Stryker’s “Gallup” is widely known as such a make-or-break assessment. If you want to sell for Stryker,  you have to pass the Gallup. Even people who have passed the Gallup, but never ended up working for the company, still feel they have bragging rights for having completed the tough assessment successfully.

I have worked with assessments that fall under both categories. There are times when I have received angry emails from prospective candidates about being ruled out because they did not pass a survey. I can understand the frustration. It is important to understand however that if an employer decides to use a survey assessment this way, then they have to abide by the results equally for all candidates. They can’t rule someone out for not passing the assessment in one instance, and then make an exception for someone else. When used properly this way, an objective assessment may actually level the playing field.

The best way to complete an assessment if asked to do so is to complete it honestly and quickly. You should choose the first answer that seems right to you, without any second guessing. If you over-analyze and try to figure out what the “right” answer is, you may do more harm than good. Since most assessments have ways to measure whether someone has tried to present themselves in a more favorable light,  your survey results could actually be flagged as distorted.

The use of assessments is on the rise. They are not likely to go away anytime soon. They are part of employers efforts to find the best match for their organization.

If you pass an assessment, consider it a positive sign that you may be a good fit for the job. As a candidate, you should nonetheless always do your due diligence to make sure the organization and position are the right match for your career. Candidates and employers ultimately share the responsibility of ensuring a good match for all concerned. The best way to achieve this is open and honest communication in all phases of the interview process.

No matter what, never ever ever curse in an interview.

As a recruiter, I work really hard to find the best qualified, smartest, most enthusiastic candidates I can. When one of them goes to an interview and drops the “bomb”, it is enough to make me want to jump off a bridge. Or worse yet, curse- but I don’t. Because it’s simply not professional.

(Please note: I even omitted the sixth letter of the alphabet above. That is how serious I am about absolutely no cursing.)

Most often, cursing seems to occur when a candidate is relating a story about a certain situation. They may actually be quoting someone who cursed at them. Not a good idea, however colorful or dramatic it may seem. It does not convey how tough, intense, determined or assertive you are.

The only thing it communicates is that you have poor judgment.

Not only should you avoid the “bomb”, you should avoid any version of a curse word that a fourth-grader would be reprimanded for saying. I don’t even like to hear my fourth grader call anyone stupid or say “shut up”. Your safest bet is to keep it totally G-rated.

We all come across people in this world who are “difficult”. Situations that are “challenging”. You could also say they are jerks, and that the situation sucks- but I would think twice about saying even that in an interview.

I guarantee, the hiring manager will understand you, even if you do not use foul language.