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Interviewing Presentation
- 1. Interviewing Skills Anne Offner, Ph.D. 8/14/2009
- 3. Getting to the Interview
Hinweis der Redaktion
- We can have a range of emotions about interviews. Especially if we have had the experience of losing our jobs we might be at risk for feeling sad, confused, angry…and all this can lead to losing our confidence. We’re human and it’s normal to feel these emotions but at some point we need to remember that we do have skills and talents that made us successful in the past. We need to rely on our family and friends as well. Tell my story. Our objective is to
- If you are a career changer, talk about yourself as the career you’re moving into – don’t say “I will be a wedding planner” say “As a wedding planner I am very organized, have a great network, etc. Treat the interviewer like a close friend of a best friend
- Screening: Often on the phone. Be direct, professional, use good grammar. Verbally point out skills and accomplishments that meet the stated job qualifications. They are seeking qualifications. Personality less important here. Have your resume in front of you. Might have some testing. Don’t answer call waiting, eat, chew gum, etc. Directed Traditional:How would you describe yourself? Why did you leave your last job? What are your long range and short range goals and objectives? What specific goals other than those related to your occupation, have you established for yourself for the next ten years? What do you see yourself doing five years from now? Ten years from now? What do you really want to do in life? What are your long range career objectives? How do you plan to achieve your career goals? What are the most important rewards you expect in your career? What do you expect to be earning in five years? Why did you choose this career? Can you explain this gap in your employment history? How well do you work with people? Do you prefer working alone or in teams? How would you evaluate your ability to deal with conflict?
- Theory: Past performance predicts future behavior. Use the STAR approach. Describe the Situation or Task, then explain the actions you took, and then describe the results. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. Describe a time when you were faced with a stressful situation that demonstrated your coping skills. Give me a specific example of a time when you used good judgment and logic in solving a problem. Give me an example of a time when you set a goal and were able to meet or achieve it. Tell me about a time when you had to use your presentation skills to influence someone's opinion. Give me a specific example of a time when you had to conform to a policy with which you did not agree. Please discuss an important written document you were required to complete. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. Tell me about a time when you had too many things to do and you were required to prioritize your tasks. Give me an example of a time when you had to make a split second decision. What is your typical way of dealing with conflict? Give me an example. Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). Tell me about a difficult decision you've made in the last year. Give me an example of a time when something you tried to accomplish and failed. Give me an example of when you showed initiative and took the lead. Tell me about a recent situation in which you had to deal with a very upset customer or co-worker. Give me an example of a time when you motivated others. Tell me about a time when you delegated a project effectively. Give me an example of a time when you used your fact-finding skills to solve a problem. Tell me about a time when you missed an obvious solution to a problem. Describe a time when you anticipated potential problems and developed preventive measures. Tell me about a time when you were forced to make an unpopular decision. Please tell me about a time you had to fire a friend. Describe a time when you set your sights too high (or too low).
- Audition: Dentists often use these, presenters, trainers, restaurants Lunch and Dinner Interviews Interviews are often stressful - even for job seekers who have interviewed many times. Interviewing can be even more stressful when you are expected to eat and talk at the same time. One of the reasons employers take job candidates out to lunch or dinner is to evaluate their social skills and to see if they can handle themselves gracefully under pressure. Take cues from your interviewer, remembering that you are the guest. Do not sit down until your host does. Order something slightly less extravagant than your interviewer. If he badly wants you to try a particular dish, oblige him. If he recommends an appetizer to you, he likely intends to order one himself. Do not begin eating until he does. If he orders coffee and dessert, do not leave him eating alone. If your interviewer wants to talk business, do so. If she and the other guests discuss their upcoming travel plans or their families, do not launch into business. Try to set aside dietary restrictions and preferences. Remember, the interviewer is your host. It is rude to be finicky unless you absolutely must. If you must, be as tactful as you can. Avoid phrases like: "I do not eat mammals," or "Shrimp makes my eyes swell and water." Choose manageable food items, if possible. Avoid barbeque ribs and spaghetti. Find a discrete way to check your teeth after eating. Excuse yourself from the table for a moment. Practice eating and discussing something important simultaneously. Thank your interviewer for the meal.
- There are two types of group interviews. The first is when each job applicant is interviewed by multiple interviewers. The group (or panel) of interviewers typically includes a Human Resources representative, the manager, and possibly co-workers from the department where the applicant would be working, if hired. A group interview is usually designed to uncover the leadership potential of prospective managers and employees who will be dealing with the public. The front-runner candidates are gathered together in an informal, discussion-type interview. A subject is introduced and the interviewer will start off the discussion. The goal of the group interview is to see how you interact with others and how you use your knowledge and reasoning powers to win others over. If you do well in the group interview, you can expect to be asked back for a more extensive interview.
- Follow Up – may be to seal the deal, decide bw you and one other candidate, alleviate a concern that one or more interviewers had about you, etc. Be confident. Accentuate what you have to offer and your interest in the position. Probe tactfully to discover more information about the internal company dynamics and culture. Walk through the front door with a plan for negotiating a salary. Be prepared for anything: to relax with an employer or to address the company's qualms about you.
- Meandering: Come to the interview prepared with highlights and anecdotes of your skills, qualities and experiences. Do not rely on the interviewer to spark your memory-jot down some notes that you can reference throughout the interview. Remain alert to the interviewer. Even if you feel like you can take the driver's seat and go in any direction you wish, remain respectful of the interviewer's role. If he or she becomes more directive during the interview, adjust. Ask well-placed questions. Although the open format allows you significantly to shape the interview, running with your own agenda and dominating the conversation means that you run the risk of missing important information about the company and its needs.
- Why should I hire you? Good answer.
- Tell me about a project from start to finish – GOOD answer.
- Greatest achievement? Good answer.
- Tell me about a weakness - BAD answer.
- What are some of your past experiences with interviews?
- Use the opportunity to show how your age, qualifications, gender, disability etc. will be an advantage to the employer
- Use the opportunity to show how your age, qualifications, gender, disability etc. will be an advantage to the employer
- Use the opportunity to show how your age, qualifications, gender, disability etc. will be an advantage to the employer Before You File a Claim Before you file a claim for discrimination, you might want to consider that most discrimination is not deliberate. In many cases, the interviewer may simply be ignorant of the law. Even though the interviewer may have ask an illegal question it doesn't necessarily mean that the intent was to discriminate or that a crime has been committed. Filing a Claim If you believe you have been discriminated against by an employer, labor union or employment agency when applying for a job or while on the job because of your race, color, sex, religion, national origin, age, or disability, or believe that you have been discriminated against because of opposing a prohibited practice or participating in an equal employment opportunity matter, you may file a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC). To file a charge, contact an attorney who handles labor issues or contact your local EEOC office: http://www.eeoc.gov/facts/howtofil.html