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The Secrets to Job Interviewing

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The Secrets to Job Interviewing

  1. 1. The Secrets to <br />Job Interviewing<br />Listen to audio over your computer speakers <br />or you may phone in:<br />Australia #:02 8014 4932<br />New Zealand #: 04 974 7212<br />Access Code:629-127-087<br />We will begin at approximately Noon Australian EDT <br />
  2. 2. Meet Your Moderator<br />Todd Lewis<br />Marketing Manager, Citrix Online<br />
  3. 3. The Questions Pane<br />Type question here<br />
  4. 4. #jobinterviews<br />
  5. 5. Meet Your Presenter<br />Philip GarsideDirector, Garside Consulting<br />
  6. 6. Be inattendance to win<br />
  7. 7. The secrets to<br /> job interviewing<br />Philip Garside3 Feb 2011<br />
  8. 8. Relax, this is a <br />webinar, there are <br /> no role plays.<br />
  9. 9. What sets my work <br />aside from others is <br /> that it is researchednot just opinion.<br />
  10. 10. Skills and desire should<br /> be enough, perhaps <br /> desire and the <br />willingness to get the<br /> skills should be enough.<br />
  11. 11. How effective do you believe the selection processes are at your work place?<br />POLL<br />
  12. 12. Some people who are<br />good workers struggle all their life to get jobs, get promoted and generally <br /> advance in their life. <br /> Others who are no better <br /> workers get jobs easily, <br /> get promoted, buy <br /> houses, get married, go <br /> overseas for their holidays.<br />
  13. 13. If an interview is<br />a performance;<br /> how did you perform<br /> at interview? <br />How do you play<br /> your part if you <br />do not know what<br /> the script is? <br />
  14. 14. If selection processes are a <br />game; how can you play if you do <br /> not know the rules of the game.<br />
  15. 15. Current selection processes the world over <br /> are not about the best person for the job. <br /> Current selection processes are about who <br /> says they are the best. <br />
  16. 16. Do not attach your<br />self-esteem to this process.<br /> Do not validate<br /> an invalid system<br />
  17. 17. What they honestly <br /> believe and say they <br />want, and who they <br /> choose are often two <br /> different things.<br />
  18. 18. There is a script for interviews. <br />
  19. 19. Across industry, across different jobs and across <br /> different levels you hear<br />the same questions and certainly the same types<br /> of questions being<br />asked again and again. <br />
  20. 20. Each time the same<br />good answer is recognised<br /> as a good answer.<br /> And just as importantly, <br /> the same bad answer <br /> is recognised as a <br /> bad answer.<br />
  21. 21. There is no such thing as the right answer. Interviews are not some sort <br /> of oral exam. There is only ever the right approach.<br />
  22. 22. The right approach.<br /> The right mindset.<br /><ul><li> What is the best use of this question to me?
  23. 23. How do I milk the question for all it is worth to me?
  24. 24. How do I manipulate this process from the passenger seat?</li></li></ul><li> It would be unusual for there to be only<br /> one factor that influences interviews. <br /> Usually it is a number of small pieces of the <br /> jigsaw making up the <br /> bigger picture. <br />
  25. 25. The merit side ofthe equation, concrete, tangible, testable.ExperienceSkillsKnowledgeInformationQualificationEducation<br />
  26. 26. What is valuable on the merit side?<br />Wisdom<br />Insight<br />Understanding <br />
  27. 27. These three words should become your mantra on the merit side. <br />wisdom,insight, andunderstanding. <br />
  28. 28. The likeability side of the equation, <br /> intangible, not measurable, detestable and often not<br /> even job related. <br />Fit inPersonalityAttitudeAppearance  <br />
  29. 29. Three that we needto add and discuss . . . <br /> Honesty Sense of humourReflection factor<br />
  30. 30. The person who gets the job,<br />in an open competition, on most <br /> occasions is the person who demonstrates the wisdom, insight and understanding and at the <br /> same time is likeable. <br />
  31. 31. If you are not getting <br />interviews work more <br /> wisdom, insight and <br /> understanding into your resume and less information.<br />
  32. 32. If you are getting <br /> interviews but not getting the job work <br /> on your likeability.<br />
  33. 33. Philip Garside<br />pag@garside.com.au<br />
  34. 34. A<br />Q<br />&<br />Type question here<br />
  35. 35. 3<br />great<br />Reasons<br />to fill out the exit survey<br />
  36. 36. 1<br />3<br />great<br />Reasons to fill out the exit survey<br />Reason #<br />You can request a link <br />to today’s slide deck<br />
  37. 37. 2<br />3<br />great<br />Reasons to fill out the exit survey<br />Reason #<br />You can request a <br />free trial of GoToMeeting<br />and/or GoToWebinar<br />
  38. 38. 3<br />3<br />great<br />Reasons to fill out the exit survey<br />Reason #<br />You can provide feedback<br />on today’s webinar.<br />
  39. 39. Today’s webinar powered by . . . <br />Increase your reach <br />with unlimited Webinars<br />For a free trial or to learn more about Citrix GoToWebinar, <br />please phone 1800 451 485 (AU); 0800 42 4874 (NZ)<br />or visit www.GoToWebinar.com<br />Webinars Made Easy™<br />
  40. 40. Today’s webinar sponsored by . . . <br />Easy web conferencing and online meeting tools. Work with anyone, anywhere.<br />For a free trial or to learn more about Citrix GoToMeeting, <br />please phone 1800 451 485 (AU); 0800 42 4874 (NZ)<br />or visit www.GoToMeeting.com.au<br />Online Meetings Made Easy™<br />
  41. 41. Thank you for attending <br />(and interacting)!<br />We will send you a link to the <br />recorded session within 24 hours.<br />

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