Top Banner
Be The Star In Every Interview! Effective Interviewing Strategies
42
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Page 1: Interview

Be The Star In Every Interview!

Effective Interviewing Strategies

Page 2: Interview

The interview is one of the most important steps to getting a job.

The cover letter and resume can interest an employer, but the interview will make or break

your chances of landing the job.

It is normal to be nervous and scared, but being prepared will help you do your very best.

It is normal to be nervous and scared, but being prepared will help you do your very best.

Page 3: Interview
Page 4: Interview

They are looking to see if your technical skills match the job requirementsThey ask specific questions to see if you will be a good match for a particular teamThey look for “specific qualities or behaviors” to ensure that you will be successful on the job

What does the Interviewer look for?

Page 5: Interview
Page 6: Interview
Page 7: Interview

Q. “Tell me about the last company you worked for.”

Q. “How has your education prepared you for your career?”

Page 8: Interview

Q. “What did you enjoy most/least about your last job?”

Q. “What were your responsibilities in that position?”

Page 9: Interview

Q. “What are your strengths and weaknesses?”

Q. “How would you handle a difficult boss or co-worker?”

Page 10: Interview

Q.“How would you redesign the teddy bear?”

Q. “What kind of animal would you be?”

Page 11: Interview
Page 12: Interview

Q. “What sort of decisions do you find the most difficult to make?”

Q. “Give an example of a time you identified a process that needed improvement and how you initiated changes to work toward that improvement.”

Page 13: Interview

Q. “Have you ever had a project or idea criticized? What was your response?”

Q. “How do you resolve disputes with co-workers or bosses?”

Page 14: Interview

Open ended: These often begin with “Tell Me…”, “Describe…”,”When”.

Close-ended: Used most often to verify or confirm information.

Why questions: Used to reveal rationale for decisions made or level of motivation

Behavioral interview questions can be…

Page 15: Interview

Prepare for this type of interview by:

Identifying 6 to 8 examples of past experiences that demonstrated your top behaviors and skills that employers seek.

Be prepared to use examples from work, classes, volunteer work and extra curricular activities.

Page 16: Interview

Make ½ of your examples positive. These are accomplishments and goals you met.

Make the other ½ the aspects that started out as negative and ended up positively, or you did your best trying for the best outcome.

Don’t forget the STAR…

Page 17: Interview

S Situation -briefly describe where you were working

T Task -the job you were assigned

A Action -discuss in detail the actions you took

R Result - the result of those actions

An interviewer may probe for contrary evidence after your response is given so be honest.

An interviewer may probe for contrary evidence after your response is given so be honest.

Page 18: Interview

Q. “Can you give me a specific example of your leadership skills?”

Q. “Give me an example of a time you had to respond in a high-pressure situation?”

Page 19: Interview

Competency interviewing uses Behavioral Interview techniques to judge your past performance as a predictor of future performance.

Q. “Describe a situation…” Q. “Tell me about a time

when…” Q. “What would you do if…”

Page 20: Interview

I - IDENTIFYING (The part you played in discovering the problem)

P -PROBLEM (Describe the situation or task)

A -ACTION (The step you took) R -RESULT (Describe the successful

outcome by using figures and dates to illustrate the benefit to

the company)

And always use “I” rather than “We” when explaining

And always use “I” rather than “We” when explaining

Page 21: Interview

Be prepared for the interviewer to probe deeper and ask for more detail.

Q. “What was the basis for that decision?”

Q. “How exactly did you do that?” Q. “Tell me exactly what steps you took

to resolve that.”

Be honest with your answers because the interviewer may be looking for clues

you may be exaggerating.

Page 22: Interview

CommunicationAchievementCustomer FocusTeamworkLeadershipPlanning and

Organizing

Operational Awareness

FlexibilityDeveloping

OthersProblem SolvingAnalytical

Thinking Building

Relationships

Page 23: Interview

Do not name anyone!

Instead talk about a specific personality and what you do to assist your team member

to be successful.

Page 24: Interview

“Describe yourself. What in your background qualifies you for this job?”

They really mean…

“Can you take an incredible amount of information, organize it quickly in your head, and present it in a concise and articulate fashion?”

Page 25: Interview

“What are your greatest strengths and weaknesses?”

They really mean…

“Are my perceptions of your strengths and weaknesses the same as yours? How mature are you in dealing with your weaknesses? Can you identify methods for self improvement?”

Page 26: Interview

“Why should we hire you? What do you bring to this job?”

They really mean…

“How are your promotion and persuasion skills? Are you believable? If you can’t sell yourself, how will you be able to sell our products/company/ideas?”

Page 27: Interview

Define the problem- Keep it simpleSet goal - decide on the desired outcomeBrainstorm - List alternativesConsider the consequences.. risk vs.. alternativesDecide and act accordinglyRe-evaluate - did it work and what did I learn?

Page 28: Interview

Identifying skills is not an easy task. Most of us feel we have “no skills”. Usually we say “I was just a ____________”

for example

I was just a waitress.

Start by reviewing job duties JD and identifying what skills were used. Asking questions about what they did will help “jog” their memory.

SOMETIMES WE ONLY TELL

Page 29: Interview
Page 30: Interview

Positive first impression

Dress appropriately and neatlyBe on time or a little early Research the company

Be prepared with paperBring copies of the resume and referencesBring a pencil and a pad of paper for notes.

You never get a second chance to make a first impression!You never get a second chance to make a first impression!

Page 31: Interview

When addressing the interviewer it is imperative that you have no “lazy lips.”

Enunciation is the key. Keep hands away from your mouth. Maintain your vocabulary level. No fancy

stuff! Don’t speak in acronyms. People are not

impressed, only confused.

Page 32: Interview

“Like” “To tell ‘ya the truth” “Honestly “Basically” “Okay” and “Yea” “Well” “Truthfully” “Y’know” “Huh?”

Page 33: Interview

This is the process of mirroring the personality of the person to whom you are speaking.

This is based on the fact that we like people who are like us.

The halo effect…anyone who is like me must be a good person.

Page 34: Interview

Match the voice pitch, tempo, body language, and posture of the interviewer.

The rate of speech (tempo) is more important than the pitch.

Reflect the facial expressions and posture of the interviewer without going to extremes.

Page 35: Interview

Again, next to your smile, the handshake is the first impression the interviewer has to judge you on.

An effective handshake mirrors the handshake being offered. And just hope they are not the type to give you the “limp noodle(sloppy fish…)” handshake.

Page 36: Interview

The questions the interviewer asks helps them decide if you are the right person for the job.The questions you ask the interviewer helps you decide if this is the right place for you to be.

Page 37: Interview

Training programmesCareer development opportunitiesTypes of projects & responsibilitiesReporting structurePerformance appraisalProfile of staffQuestions about topics raised in

interviewWhat happens next?

Page 38: Interview

Review own performanceWhat went well?What went badly?What you wished you had said..?Prepare for next stage..

Invitation to second / final round interviews

Assessment centre Psychometric testingPanel interview

Rejection letter / emailIf you can request feedback - use it

Page 39: Interview

Rotating Like one-to-one with different interviewers

Group 6-8 candidates Group observed while discussing topic Be aware of group interaction

Panel 2-5 interviewers, or as many as 13!! Try to identify different roles Respond to interviewer, include others through eye

contact May involve presentation

Page 40: Interview

Prepare as thoroughly as for ‘real’ interview Select comfortable, private, quiet place Advise flat mates re answering phone Have copy of CV and company information Have pen and paper at hand Prepare for usual interview questions Practice on phone

Record answers Try standing Smile and use gestures Avoid monotones

Be yourself

Page 41: Interview

WHEN YOU ARE IN AN INTERVIEW, YOU NEED TO TELL STORIES.

YOU CAN LEAD PEOPLE TO BELIEVE BY TELLING STORIES.

STORIES SELL! KNOW NOT ONLY THE COMPANY’S

BACKGROUND, BUT YOUR OWN. KNOW YOUR RESUME AND BE ABLE TO RECALL PERSONAL EVENTS.

Page 42: Interview

The more prepared you are the easier it is to be comfortable in

this unique experience, and to be yourself.

Always be honest. After interviewing perhaps 100’s of candidates over the years…interviewers are excellent at

discerning sincerity, honestly and a true desire to become a

professional!Good Luck!!!

The more prepared you are the easier it is to be comfortable in

this unique experience, and to be yourself.

Always be honest. After interviewing perhaps 100’s of candidates over the years…interviewers are excellent at

discerning sincerity, honestly and a true desire to become a

professional!Good Luck!!!