1. Interviewing Skills: Showing your Strengths in a Job Interview

2. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Agenda Introduction Types of Interviews Preparing for the Interview Stages of the Interview process Categories of questions Asking the right questions Closing 2

3. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Things Candidates have Endured 3 What about you?

4. Prudential’s Leadership & Talent Management Initiative: Internal Mobility How much interview experience have you had? How long has it been since you last interviewed? What do you like / dislike about the interview process? 4 Think about the following and make yourself a note

5. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Types of Interviews Phone Screen with a Recruiter Phone Interview One on One Panel Discussion Presentation 5

6. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Before the Interview Review your Resume Develop a list of questions Have your answers ready Make notes about the group/interviewers Find out who will be conducting the interview(s) Know the Logistics - Phone Screen, One on One, Panel Discussion, etc.

7. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Importance of Preparing To position yourself, your talents, your skills and your experience as a solution to their challenges Increase your odds of success Helps you in predicting and preparing yourself for any potential questions Your time is limited, so sell yourself Develop your “Elevator Speech” Do research online for sample behavioral interview questions to practice.

8. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Elevator Speech Take some time to prepare your Elevator Speech. Think about your background, experiences, and vision of where you would like your career to move in the future. Write down a few bullets & thoughts.

9. Prudential’s Leadership & Talent Management Initiative: Internal Mobility During the Interview Listen for opportunities which you can solve Listen carefully to all questions and make sure you understand what is being asked Be aware of your non-verbal cues (i.e.; grooming, posture, eye contact, interest, etc.) Always respond in a positive tone

10. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Categories of Questions Your background, skills and experience: – How would you describe your leadership style? – What are your strengths? – What are your weaknesses?

11. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Categories of Questions Your Career Your current or most recent position Your background, skills and experience Your behaviors Be a STAR S = Situation: Describe what you were facing T = Target: Describe what you wanted to achieve A = Action: Describe what you did R = Results: Describe what happened, how things turned out, what you learned, and what you'd do differently if presented the same circumstances 11

12. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Sample Questions to Ask: What are the main objectives and responsibilities of this position? What goals are you looking for the person to achieve? What are the critical issues/objectives facing your department? How does this position or my role, contribute in accomplishing these objectives? Is there any particular skill or attitude you feel is critical to getting the job done? Is there a unique or particular aspect of my background that you feel would help accomplish your objectives? Is there anything, either on my resume or in my experience, that gives you concern about my ability to be successful in this role?

13. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Asking the Right Questions Responsibilities of the position Resources available to accomplish responsibilities Level of authority Performance measurements Ask for feedback Ask for timelines & next steps

14. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Traps to Avoid Do not dominate the interview Be careful not to show signs of nervousness Never be critical of past employers Admit if there is something you do not know Be knowledgeable about the department

15. Prudential’s Leadership & Talent Management Initiative: Internal Mobility What Actuarial Hiring Managers look for: General Questions: Why did you decide to become an actuary (no prior work experience) or what did you like most/least about your current or last place of employment? This will give the interviewer an idea about what types of things you value as an employee and the types of things you like to work on. What appeals to you about the position you are applying for? Do you give a canned response or do you truly show a genuine interest in the role. What unique skills do you bring to the role? (This is your chance to sell yourself)

16. Prudential’s Leadership & Talent Management Initiative: Internal Mobility What Actuarial Hiring Managers look for: Technical Skills: What was the most difficult task you were asked to complete using Excel? You can use the vlookup formula in Excel to look up values from left to right. What formula or combination of formulas would you use to do a lookup from right to left? When valuing a life annuity, what happens to the actuarial present value of that annuity if mortality rates increase, all else equal? (increase, decrease, or no change)

17. Prudential’s Leadership & Talent Management Initiative: Internal Mobility What Actuarial Hiring Managers look for: Analytical Skills: We have recently updated our pricing model. The new model is multifaceted and very complex. Describe how you would approach dissecting an unfamiliar Excel based Assume that you have a group of male lives that are married to female spouses that are 3 years younger than their husbands today on average. Across this group, some females will be older than their husbands, and some will be younger, but the average female spouse is 3 years younger than her husband. Ten years from now after allowing for expected mortality, and assuming no divorces or remarriages, what will have happened to the average age difference that was true ten years ago? (choices are: females are now on average >3 younger, females are now on average <3 years younger, or females are still on average 3 years younger).

18. Prudential’s Leadership & Talent Management Initiative: Internal Mobility What Actuarial Hiring Managers look for: Softer Skills: Tell me about a time where you had to explain a complex technical topic to a non-technical audience. Tell me about a time you made a mistake and how you handled the outcome. Tell me about a time where you came up with a creative solution to a difficult problem.

19. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Concluding the Interview Ask questions! Summarize key points Ask them for feedback (i.e.; thoughts about your candidacy) Ask what the next steps are Make notes about the interview Send follow-up / thank you letters immediately

20. Prudential’s Leadership & Talent Management Initiative: Internal Mobility Final Thoughts Relax! Interviewing is even hard for the interviewer. Practice makes perfect. The more you go, the more you’ll know. Keep a positive attitude!