The clock is winding down. The time of that dreaded transition from a relatively care-free student to a real, society-serving citizen is almost nigh.

It’s coming despite the resistance of being sucked into the money-hungry mentality of the nation’s bread-winning circles. (Or maybe you have no problem with that). But either way, you’re going to have to get out there and make a living.

One of the horrifying aspects of getting a “real” job is interviewing. What the hell are you going to say to these people? How do you present yourself as the supreme candidate for the job? Here are some clues.

First of all, you should know that the recruiting process is subject to the laws of supply and demand; it follows the flow of the economy, Career Planning and Placement Center Director Gary Scott said.

If a high demand exists for people qualified in a certain area, recruiters will come looking for them. These days, the most commonly sought graduates are engineering and technical majors, Scott said.

He describes the job search as a “marketing process.” You have to sell yourself to potential employers. There are three things to market: education, work experience and personal qualities, Scott said.

Recruiters often look for specific majors to fill potential positions, especially when specialized skills are needed. However, Scott said, many companies are loosening those restrictions to include graduates of broader areas of study, such as liberal arts majors.

Having a minor is likely to enhance salability, as it tends to provide a more rounded education than just a major, he said. Recruiters often prefer people with skills in several areas, and those people are more likely to be promoted, he said.

Scott said grade point average is another important factor. Assistant Vice President/Audit Manager Todd Richards of The First National Bank of Chicago, who is a corporate recruiter as well as an NIU alumnus, said he generally looks for GPAs of 3.0 and above. If it is lower, however, he takes into account “compensating factors (such as) relevant work experience” he said.

NIU graduate Tina Richards, who recruits for the Federal Reserve Bank in Chicago, said, “Someone who completed an internship in related work definitely would have an advantage.” But don’t panic. They don’t necessarily expect relevant experience at the entry level, she said.

More importantly, interviewees should “draw parallels between (their) background and the potential position,” she said. She suggests that interviewees give specific examples of skills they say they have. Scott also says that many skills are applicable “across the board.”

Personal qualities can often make or break the interview. “One of the things I look for is initiative,” Ms. Richards said. She also looks for people who show definite interest in the position and know it is what they want. “Enthusiasm is a big factor,” she said.

ichards said aggression definitely is important. “I like someone who takes grasp of the interview,” Richards said. “Whenever possible, (the interviewee should) take advantage of the interview to turn it around and show how (he or she) is better than everyone else (who is applying for the same position),” he said.

Richards also prefers applicants who have been active in extra curricular activities. It shows that the person is willing to put forth more than minimal effort, he said.

Both Richardses agree that oral communication skills are important. People need to be able to speak clearly and succinctly—”don’t ramble,” Richards said.

In response to the question of the importance of wearing appropriate apparel to an interview, Scott admitted it does make a difference. He referred to the studies of John Malloy, author of “Dress for Success,” who discovered through experimentation that apparel does affect a person’s impact on others. A professional appearance instils confidence in people and draws respect, Scott said.

Presenting this professional appearance is important in making good first impressions in all fields, not just business, he said. He suggests the basic gray or navy suit and, based on Malloy’s studies, definitely a tan raincoat. (Scott had a tan raincoat hanging on his door).

Both Tina and Todd Richards agreed that apparel makes little difference to them as long as the interviewee is “dressed appropriately.” (“No mauve jackets, and definitely ties for men, Ms. Richards added).

When asked what would be a turn-off in an interview, Richards replied, “no eye contact,” which implies lack of interest.

Another no-no is asking about salary and benefits. “Wait until you get the job offer to negotiate,” he said.

An additional hint—don’t ask stupid questions. This stipulation seems obvious enough, but Richards mentioned one interviewee who asked him, “Is this a stand-up or a sitting-down job?” (The person didn’t get hired).