1 Interviewing Strategies

2 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

3 THEN You can demonstrate BENEFITS IF Your FEATURES Can solve their problems or address their NEEDS Interviewing is a Sales Process...

4 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

5 Verbal ____ % (words) Vocal ____ % (voice) Visual ____ % (appearance; body language) Impact of Communication

6 Interviewing Types Screening Qualifying Approval Psychological Blessing Formats One-on-One Telephone Panel Round Robin

7 C HALLENGE A CTION R ESULT Focus on your ACCOMPLISHMENTS Selling Yourself

8 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

9 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)

10 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 you to be Ask for a business card Interviewing Principles (continued)

11 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

12 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

13 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

14 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

15 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

16 The following “Attitude Strickouts” most often condemn job candidates Don’t ask questions 2. Condemnation of past employers 3. Inability to take criticism 4. Poor personal appearance 5. Indecisive, cynical, lazy 6. Overbearing, overly aggressive, “know it all” 7. Late to interview 8. Failure to look at interviewer while interviewing 9. Unable to express self clearly 10. Overemphasis on money Attitude Strickouts...

17 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

18 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...