Techniques for a Good Interview
Here are the appropriate steps you need to take before going into your interview.
|•||Prior preparation will enable you to be confident, overcome interviewing inexperience, sell yourself and your qualifications. Begin by preparing your employment, educational and miscellaneous inventory sheets using the FAB and PAR charts, section. Print the charts and perform the exercises. Don't be modest, don't minimize your strength, and be specific when describing results.||•||Never go on an interview without first researching the company. One hour in the library utilizing Standard & Poor's, Dun & Bradstreet, Moody's reference material or the Company's Website will enable you to know the Company's products/services, markets, sales volume, locations and subsidiaries.
II. How To Conduct Yourself During the Interview
|•||Prior planning requires you inventory all responsibilities performed and to state how well you carried them out.||•||Prove your competency by stating how well you performed in the past by using the 1-2-3 mini-story technique.-i.e., state the problem, describe your solution and emphasize the position results.
||•||Strive to project eagerness and interest; be a conversationalist by being yourself.
||•||Conclude the interview by getting a "what-will-happen-next?" summary. Accept the offer on the Spot if it's what you want, showing interest in the opportunity. Write a brief follow-up letter, Report your progress to your Account Executive.
III. How To Answer Questions
|•||The question-answering rule says, "Answer every question in terms of your background and Qualifications or in terms of the job to be filled."||•||"Tell me about yourself" means, "Tell me about your qualifications." Pre-plan a three-to-five- minute answer describing your education and then mention each job in terms of accomplishment or performance indicators.
||•||Personality questions attempt to determine if you have the qualifications being sought. "What kind of manager are you? Are you Creative?" Answer these questions in terms of the obvious answer supported by past or present experiences as proof of your claim.
||•||Motive questions are asked to determine if you would enjoy the job. "Describe your ideal job. Would prefer to work for a large or small company? What did you like most/least about your Last job?" Answer these questions as they relate to the job for which you are interviewing, Following the question-answering rule. Be specific and emphatic.
||•||Salary questions. When asked what you desire, say, "I'm presently earning $___." If possible, avoid answering the question until an offer is made.
||•||Prepare for tough questions. Anticipate what they-will be. They will focus on: reasons for leaving; quality of performance. Be brief but factual. Write out your answers, refine and memorize.
IV. Asking Questions
|•||Have a list, don't cross-examine, make them job related, ask questions that require an explanation.||•||Interest questions pertain to: job opportunity; the company; its people; its products/services.
||•||Job-satisfaction questions relate to: importance of job; responsibility and authority; recognition and career potential.
||•||Past-performance questions concentrate on people who previously who held the position, their performance and where they are today.
||•||Sales questions help you determine the kind of person the employer wants to hire in terms of education, experience, future performance and personality. When you understand the kind of person the employer wants to hire, you can then say, "I can do the job you want done because I did it before and did it well."
||•||Ask for the job. "I can do what you want done and I want the job!"
||•||Avoid questions relating to salary, fringes, vacations and retirement until the job is offered and you accept.
V. Dress Properly
|•||For men: conservative suit, white shirt, contrasting tie, shoes shined, socks over calf.||•||For women: skirted suite or dress with matching jacket, neutral-colored hose, simple pumps, minimum makeup.
VI. After The Interview
|•||Contact your Account Executive immediately and discuss what transpired. If you're interested in the position, your Account Executive will help you get it.|
VII. "Behavior Based Interviewing"
This is simply asking detailed questions about past work situations to determine how you will handle them in the future.
Here are some common questions:
|•||Describe a quality procedure that was not followed. Describe the situation. What were the end results?||•||Describe the last time a team member was not pulling his or her own weight. Describe the situation. How did you approach the situation?
||•||Describe the last time that you followed a procedure and yet unsatisfactory results were produced.
||•||Describe the last time an employee challenged your authority in public. Describe the situation. How did you handle this challenge? What were the end results?
||•||Have you ever thought of resigning? Were you able to talk to your manager on how you felt? How was the situation handled?
||•||How have you helped veteran employees adapt to new programs/methodologies? Did you find it Difficult to train? Did you find it to be a challenge?