I have a couple of little things to add, but were important in the interviews I hosted, and the one that I attended.

It seems that people love the following question for managment applicants- What would you consider your weakness? HOW this is answered is just as important as the actual answer. Don't belt out something like 'don't delegate well', or some other canned response. Pause briefly, and pull out something from your past, saying 'I felt I could have handled ____ better. Early inmy career, I found that doing the work provided a quicker resolution for my customer'. Buzzwords are well known in HR, and especially among IT directors.

Also, I agree with the 'don't ask for salary' in the first interview, but wanted to add another reason. Did you research the market and the company? Asking something pointed like that will show that you have not checked. It really isn't as hard as you think to call the HR department and ask what the pay range is for ____. Many HR departments have the job descriptions online, and I have yet to see a government agency NOT post a job description online. Again, appear prepared. It shows interest.

I think it was Will Rogers who said 'if I shoot over someone's head, it just shows that I missed my target'. I always remember that when hearing IT candidates barf acronyms all interview long.