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Name: __________________________
Job Interview Cloze
Based on an excerpt from “Subtle Cues Can Tell an Interviewer ‘Pick Me’” by Phyllis Korkki, The New York
Times, Sept. 12, 2009.
When Susan L. Hodas, director of talent management at NERA Economic Consulting, is hiring, she looks
for the right cultural fit as much as the right experience.
1) To some degree she goes with her instincts, she says, but she can also identify certain preferences.
Here one: “They should in a suit,” she said. (come, is)
2) Body language is also important, Ms. Hodas says. She is looking for an assured not overly casual
demeanor, with good eye contact. (but, along)
3) She is also looking for people who can enunciate their words (mumblers beware) who can
communicate their thoughts ideas clearly. (and, and)
4) Over all, she says, she looking for people who “confident but not cocky.” (are, is)
5) She says she and her colleagues “the airport test” to candidates. They themselves: “Would I want to
be stuck in the airport for 12 hours with this person if my flight was delayed?” (ask, apply)
6) It seems that just being yourself — albeit a formal, polite, alert and attentive version of yourself — is
best way behave during interviews. (the, to)
7) You should always research company thoroughly (easy to do on the Internet), and be prepared give
specific examples of how your experience relates to the job. (to, the)
8) Researching the company will help when the interviewer asks whether have any questions. Do have
questions, said David Santos.... Not having any shows a lack of interest and preparation, said. (he, you)
9) Make sure your questions show knowledge of the company and your interest in contributing to its
success. You’d be surprised how many people focus on themselves not the company by asking right off
about things like salary, benefits and bonuses... (, ,)
10) How you follow up after each interview is crucial. Not following up at all shows lack of interest.
Following up too much, or in wrong way, could take you out of the running. (a, the)
11) Mr. Santos says he looks for prompt follow-up by e-mail that the applicant was listening attentively,
that mentions names of people the candidate met, and that reaffirms the candidate’s work experience
and understanding of the company. Much less impressive a generic e-mail that could be sent to any
company, he said. (is, shows)