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 Better preparation before the interview  Develop a point of view / personal brand  Create a “springboard” for intelligent dialogue  Deeper engagement.

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Presentation on theme: " Better preparation before the interview  Develop a point of view / personal brand  Create a “springboard” for intelligent dialogue  Deeper engagement."— Presentation transcript:




4  Better preparation before the interview  Develop a point of view / personal brand  Create a “springboard” for intelligent dialogue  Deeper engagement during the interview  Speak less, say more  Ask “wake up” questions  Tell targeted stories  More relevant follow-up after the interview  Reinforce your personal brand  Create opportunities to continue the dialogue

5 Frontline Learning

6  Depth of research varies based upon:  Your current knowledge of the company, industry, etc.  The relative potential value of the opportunity  What other candidates would typically do (because you have to go deeper than the typical candidate)  Start with the easily available information  Websites, blogs, Wikipedia, online customer reviews  Annual reports, press releases and articles  Find some information that is less accessible  Read a book by the founder, or about the company  Attend a conference (or even a webinar, etc.)  Connect with current / former employees or vendors

7  Ask informed questions during the phone screen  “I read the company’s mission statement on your website and was interested to find out more about how that mission actually is reflected in the day-to-day work environment…”  Ask questions to help identify your “strike zone”  “What was it about my resume that caught your attention?”  “I’m sure you’re talking to a lot of very qualified people about this opportunity - what skills or capabilities important for this position are you finding to be most difficult to find, in the candidates you’ve spoken to so far?”  Avoid questions that most other candidates might ask  “What are the benefits?”  “When are you looking to hire?”  “What are the key responsibilities of this role?”

8 Employer’s Needs Your Qualifications Other Candidates How are you uniquely qualified for this position?

9  Identify all of the assumed competencies and plan to spend very little (or no) time focused on those…  Acknowledge the assumed competencies  Provide documentation if necessary  What truly makes you different/special/better for this particular position, with this particular company, and this particular interviewer?  It doesn’t have to be a HUGE reason, just relevant and well communicated  Go into the interview with a theme based upon your unique value, and maintain that theme throughout the interview  Examples: I’m a data analyst with exceptional people skills I have a proven track record of solving complex problems that have no obvious solution I’m a leader who creates other leaders When everyone else has given up, I’m just getting started

10  Develop three stories/anecdotes that highlight your unique value  Elements of a good story:  It is true  It is brief  It has an element of humor  You are faced with a problem (bigger is better)  You try a reasonable solution, but situation gets worse  You try another reasonable solution, but situation gets REALLY worse  You try a third solution – and the issue gets resolved  Along the way, the story reveals elements of your character, work ethic, competency and commitment, all in a manner that is relevant to the job position.  If you are expecting specific tough questions, craft your answer as a story

11  Assemble a portfolio of evidence to support your unique qualifications for the job  Create a section for each key competency  Example: Team Leadership Technical Skills Problem Solving Strategic Planning  Portfolio evidence can include:  Performance reviews  Awards/Recognition/Letters of recommendation  Work samples  Certificates of completion/graduation  Project summaries  Photos / Audio / video files

12  Wake Up Questions  “When you hire someone for this position, a year from now, what would you hope they would have accomplished?”  “Have you ever made a bad hire? What did you learn from that experience?”  Take-a-Nap Questions  “What are the benefits?”  “What is it like to work here?”  “How many other candidates are you talking to?”  “When will you be making a decision?”  “When should I expect to hear back from you?”  Ask questions that reflect the deep research you have conducted  Ask “wake up” questions, not take-a-nap questions

13  Before you leave the interview, develop a reason to follow-up (beyond just learning of their decision)  Examples  Provide work samples  Provide evidence regarding a specific project  Proactive referrals – you don’t have to wait for the job offer to provide references

14 Job Search Strategies: Prospecting for the Best Opportunities Writing a Resume that Gets Results Handling the Initial Screening Call to Get the Interview How to handle the Toughest Interview Questions Keeping Motivated Throughout Your Job Search Process Http://

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