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Interviewing Strategies

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Agenda - -

Interviewing is a sales process

Interview types and formats

Basic interviewing principles and rules

Commonly asked questions / competency based questions

Questions YOU should ask

Closing and follow up

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THENYou can demonstrate BENEFITS

IFYour FEATURES

Can solve their problems or address their NEEDS

Interviewing is a Sales Process . . .

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Find a MATCH between you, the employer and the job

CAN you do the job?

WILL you do the job?

Is there a FIT?

Interview Mission

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Verbal ____ % (words)

Vocal ____ % (voice)

Visual ____ % (appearance;

body language)

Impact of Communication

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Interviewing

Types

Screening

Qualifying

Approval

Psychological

Blessing

Formats

One-on-One

Telephone

Panel

Round Robin

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CHALLENGE

ACTION

RESULT

Focus on your ACCOMPLISHMENTS

Selling Yourself

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Know yourself and review your accomplishments

Dress appropriately, neatly and conservatively

Be polite and pleasant

Let the person you are calling on indicate where you should sit

Be careful to control signs of nervousness

Concentrate on your values

Interviewing Principles

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Demonstrate enthusiasm

Project optimism

Take a positive view of things

Never discuss personal problems with an interviewer

Avoid premature discussion of salary

Be an alert listener and observer

Interviewing Principles (continued)

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Concentrate on the idea of making a contribution in a team environment

Follow the interviewer’s pace

Respect the confidence of past employers

Be yourself, not what you think someone else expects youto be

Ask for a business card

Interviewing Principles (continued)

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1. Keep it brief (1 minute)

2. Stop talking when you have said enough

3. Listen carefully

4. Don’t be modest

5. Don’t exaggerate

6. Talk in concrete terms (use accomplishments as examples)

7. Never defend or argue

8. Make connections for the interviewer

Rules of Interviewing to remember

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1. Tell me about yourself…

2. What are your top three strengths?

3. What are your weaknesses?

4. How would you describe your relationship with your former manager?

5. What is your work / management style?

6. Tell me about a project that did not turn out as you anticipated. What did you learn from this experience?

7. Tell me about a time when you had a major conflict with a colleague. How did you approach problem resolution?

8. Why are you interested in our company?

9. How would your peers / subordinates / manager describe you?

10. Why should we hire you?

11. What are your salary requirements?

Commonly Asked Questions

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Give an example of a time in which you…

Describe a situation in which you…

Describe the most significant…

Recall the most…

Competency Based Questions

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Start the response with a positive (generalize)

Talk about the negative

End on a positive (how you have learned to manage the negative)

Responding to Negatively Based Questions

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You’re investigating an opportunity . . .

looking for a FIT

Why is the position available? What is the most important thing I can do for you in my first 90

days on the job? What do you think is the greatest opportunity for the organization

in the near future? The biggest threat? What has been your best experience working at the company?

Questions You Should Ask

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The following “Attitude Strickouts” most often condemnjob candidates . . .

1. Don’t ask questions2. Condemnation of past employers3. Inability to take criticism4. Poor personal appearance5. Indecisive, cynical, lazy6. Overbearing, overly aggressive, “know it all”7. Late to interview8. Failure to look at interviewer while interviewing9. Unable to express self clearly10. Overemphasis on money

Attitude Strickouts . . .

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At the interview . . . Ask any questions that haven not been

answered Discuss next steps / ask permission to follow up

After the interview… Send Thank You letters Follow up with potential employer

Closing and Follow Up

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Don’t assume you know when the interview is over . . .

The interview is not over until you no longer have an interest in the job.Until then, the clock is ticking.

Remember . . .