THE SUCCESSFULL INTERVIEWER
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This document provides advice and tips for having a successful job interview. It discusses common interview myths, how to answer different types of questions, and the importance of preparation, practice and developing rapport with the interviewer. The key points are to thoroughly research the company and position, practice answering likely questions using the STAR technique, focus on competencies and motivations, and make a strong first and last impression through body language and enthusiasm. Confidence comes from preparation so practice interviews are strongly recommended.
THE SUCCESSFULL INTERVIEWER
- 1. Futurepoint.ieareasynthesisof management and education professionals. It isheaded up by Paul Walsh who hasworked in the Irish public transport and themulti national industrial sector. Hehas also expanded hiscareer portfolio into theeducation and training sector. Hehassuccessfully managed complex multi million Euro operations, delivering businessprocessimprovement, employee development, changemangement, and managing diversemulti level employeerelations. He hasspecialisation in recruitment, employee training, team building, employeeengagement & intervention, communications, interviewing & selection. Hehasdeveloped adult education coursesfor third level collegessuch asUCC, WIT, and delivered training to such professional bodiesasmembersof theIrish Law Society. Hehasalso worked in second level education delivering consulting career guidanceteaching. Hewroteand developed theCity CollegesDiplomain Strategic Management. HeholdsaBA Degree from University CollegeCork, aDiplomain BusinessStudiesfrom Waterford Instituteof Technology, aDiplomain Management from the Irish Management Institute,and aMastersDegreein Law from The University of Wales.
- 2. “ Smart Strategies” Successful Interview SkillsAreNot A Secret Anymore!
- 3. Successful Interviews Thefollowing presentation isa topical exploration on successful interview outcomes. It exploresskills and knowledge that deliver successful outcomesin themost difficult part of thehiring process.
- 4. Objective Theobjectiveof this presentation isto bring aa job seeker through each stagein thestandard interview processand deal with each expected challenge so that the candidateachievesa winning advantage.
- 5. What isan Interview? An interview isa conversation with a purpose!
- 6. Myths-TheBest Person GetsTheJob! Thebest person for the job doesnot necessarily get it. Moreoften it’sthe person who givesthe best interview.
- 7. I am avictim of Discrimination! Interviewsaremore than just giving technically correct answers. They’realso very much about building rapport. It is adiscriminatory Process.
- 8. Interview Myths Not all interviewers know what they’re doing exactly. It isyour job isto know how to handlethegood and bad interviewer.
- 9. Bluff! It’sbetter to behonest and admit ignorancethan try to pretend you know an answer. You will comeacrossas disingenuousand lessthan bright.
- 10. TheUgly Truth Good looking peopleget thebest jobs- maybein model agencies, in thereal world, employersarekeen to hiretalent over superficial factors. Of course, many talented peoplearealso good looking!
- 11. . Striving to givetheperfect answer can get you into a muddle. It’sbetter to givea good answer that isto the point rather than searching for perfection. Theinterview isnot aplace for reflection. Good Enough IsGood Enough
- 12. TheSweat At TheEnd Do not ask questions for thesakeof it. Only ask aquestion if you haveagenuinequery that hasnot been covered.
- 13. Poor Behaviour Interviewsareformal occasionsrequiring relatively formal behaviours. Interviewerswill expect this and may react negatively if they don’t seeit. It isnear impossibleto recover from poor behaviour.
- 14. Trick Questions Interviewersdo not spend all their timelooking for flaws. They’remoreinterested in getting an overall pictureof who you are. Avoid answering questions defensively. It’smuch better to see every question asan opportunity to highlight your best points.
- 15. InterviewsAreDaunting Becauseof their nature, interviews areinherently challenging. Making mistakesat an interview is something that everyonedoes. The good newsisthat wecan overcome our errorsby correct preparation, practice and perseverance. Remember the3P's
- 16. TheRoteOf All Evil! Bewareof faulty preparation. Avoid rotelearning of other people’sanswers. Always prepareyour own. You will also want to know yourself asthewinning candidateto successfuly do the job. Copying otherswill benoticed . SeePicture.
- 17. Pre-empt theconversation Knowing what employers want to hear at an interview constitutesa great start for preparing your own answersand simplifiesinterview preparation.
- 18. IdeasIn TheEmploersHead What most employerswant to hear can berepresented by three key questions: Can you do the job? Are you the sort of person they can work with? How motivated are you?
- 19. Theory & Practice Get in asmuch practiceasyou can and alwaysask for ho nest feedback. Talk with friends, relatives, use professional career managers..
- 20. Theory & Practice Perseveranceis everything. You will bepushed beyond your expectation. Perseveranceisatest of your Motivation and Character. .
- 21. Competency Questions Your first important step to preparing your interview answersisto find out asmuch about the job aspossible. Focuson thejob, not the internal workingsof the business.
- 22. Competency Questions ‘Can you do the job?’ questionsaregenerally the most common questionsasked at interviews. They are concerned with ascertaining your skills, knowledgeand experience.
- 23. Competency Questions ‘Can you do thejob?’ questionscan besplit into threecategories: Questionsabout dutiesthat you haveperformed before. Questionsabout dutiesthat you havenot performed but whose skillsyou havemastered. Questionsabout dutiesthat are entirely new to you.
- 24. Answering Questions Thereisa4 step technique to interview successprocessthat providesa simpleto useframework with which you can captureall the relevant information you need to construct interview answers. What you did. How you did it. Thecontext in which you did it. Theoutcomesof what you did.
- 25. Answering Questions Aswell ascapturing what you did and how you did it, thefour step techniquealso compelsyou to think about context and outcomes. It isideally suited for answering behavioural questions and can beused in aflexible way. • Bewareof long-winded answers.
- 26. Answering Questions Themost effectiveway of putting together theinformation you captureusing thefour steps isto poseto yourself standard interview questionsand then answer them out loud until you becomefluent.
- 27. A GoodAnswer A good interview answer will generally contain thefollowing points. A context. Specific examples. What you did and how you did it. Outcomes. It will get directly to thepoint. Wrap your answer in thecontext.
- 28. Transfer Skills Many peoplefail to appreciatethe transferability of their skillsand knowledge. When they’relooking for a new job, they only look at thejob title or duties, not theskillsunderpinning thoseduties. Understanding that skills and knowledgecan betransferred between jobscan open up awholenew world of career opportunities.
- 29. Transfer Skills Beforeyou discount ajob that interestsyou, list themajor skills and knowledgeof that job and then besidethat list your existing skillsand knowledge. If thereare alot of matches, then you know what to do!
- 30. Worth Repeating Usethefour stepsto help prepareyour answers. What you did. How you did it. TheContext. TheOutcome. Repeat until fluent
- 31. Duty (Competency) Questions Questionsabout duties (competencies) which are substantially different to anything you’ve done before are generally the most challenging in an interview. Approach thesequestionsas opportunitiesto show that you have achieved new duties in the past and succeded.
- 32. Tough Duty Questions Thereisoften no onesingle answer (nor aright answer) about how dutiesare performed, especially if context ismissing. In ahypothetical question, your answer will be hypothetical. Consider thisasaquestion on how you deal with awkward questions.
- 33. All ThingsBeing Equal ‘Areyou thesort of person we can work with?’ questions, although generally not as frequent asthe‘Can you do thejob?’ questions, arejust as important. When your job skill competency level isaccepted, they becomemoreimportant. Thisisoften termed the“ all thingsbeing equal principle”
- 34. All ThingsBeing Equal Even if you’renot asked ‘Are you thesort of person wecan work with?’ questions, you should attempt to addressthe issueby looking for opportunitiesto talk about your relevant attributes. Remember to stay “on message”
- 35. All ThingsBeing Equal All employersarekeen on hiring peoplewho possess thefollowing eight established universal qualities. Not in order of preference and preferenceschangeby employer.
- 36. All ThingsBeing Equal PERSONAL TRAITS Committment Work Ethic ChangeFriendly Honesty LifeLong Learner Cooperative(Team Player) Coping Skills Self Manage
- 37. Motivations Convincing interviewersthat you’rehighly motivated requires morethan saying theright things. Body languageand how you say thingsarejust as important. Try to avoid using the word passionate, it isover used and isaby word for rote learned preparation. Unlessyou areAlbert Einstein!
- 38. Motivations When preparing your answersto motivation questions, oneof the helpful questionsyou can ask yourself is‘Why do I likethiskind of work?’ Your specific responses to thisquestion will constitutethe coreof your motivation answers. Thesequestionswill help you decidethrough reflection on your career path choicesaswell. Pick your favouriteflavour.
- 39. Motivations Expressyourself with enthusiasm. Interviewers expect to seekeennessin motivated candidates. In thisrespect, hold just alittle bit back in preparation as actorsdo in rehearsal. Keep your best for the performance.
- 40. Motivations Motivation questionspresent certain difficulties. When you aremotivated your critical reflection issubdued asyou arein acontentment flow. Weare inclined to critically remember timeswhen motivation waslow and arethereforeableto critiquethese timesbetter.
- 41. Key Employability Questions Theimportanceof thesequestionsis that they arebased on skillsrequired for most professional jobs. Thismakes it highly likely that you will be required to answer anumber of questionsrelating to theseprofessional skills. Team Work Planning &Organisation Interpersonal Skills Change Friendly DeliverResults &Service
- 42. Key Questions How you answer aquestion relating to any oneof these questionscould makeor break your interview. Employerswill often usethese aswaterlineissuesfor any candidate. Any answer given must beof an acceptablelevel of satisfaction.
- 43. Body Language Building rapport and trust requires threethings: answering questions intelligently and honestly; ensuring all your non-verbal communication doesnot givecausefor apprehension in theinterviewer; and conforming to acceptableinterview behaviours, such asnever ever arguing. Do not sit rigidly in position afraid to move. Thisisthe“zombie” effect, it appearscold and personaly remote.
- 44. Beawareof first and last impressions, peopletend to better remember what happensat the beginning and end of any interaction, including interviews. Smiling, using appropriatefacial expressionsand nodding your head at theright timeall giveapositive impression. The80/20 RuleApplieson hiring manager certainty. TheLast Impression
- 45. Will work for Food & Money When negotiating your salary, don’t undersell yourself, but be realistic in what you ask by considering your career path plan. Consider theoverall packageand not just thefinancial rewards.
- 46. Key Points- 3Ps Don’t wasteyour timelooking for quick fixes, they do not exist. They could even makematters worse. Great interview performancescomefrom proper preparation and practice. Getting it right first time.....takes timeand effort. .
- 47. Key Points- Rote Avoid memorising other people’sanswers. Rotelearning becomes evident at interview. You need to speak with your own voice.
- 48. Key Points- Rapport Remember that interviewsareabout morethan just giving good answers; they’realso about building rapport and trust. Building rapport and trust iscontingent upon morethan simply words, body languageand attitudearecritically important.
- 49. Key Points- Competency All interviewerswant to know threethings: • Whether you can do thejob • How motivated or driven are you • Whether you’ll fit into the existing workplaceculture.
- 50. Key Points4 Step Using asimplequestion repsonseframework likethe4 step system can help organise and bring together largeamounts of disparateinformation about your work achievements, to help you form clear and articulate answers.
- 51. Key Points- 21st Century Thevast majority of professional jobshave skillsor dutiesthat overlap. Theseinclude: • Being agood team player • Planning and organising your work effectively • Good interpersonal communication skills • Ability to copewith changein the workplace • Ability to provideeffectivecustomer serviceand deliver your rolefully
- 52. Key Points– Learn from it No Interview isawasteof your time. If you do not get thejob, you aresimply astep nearer to the job you will get . Theimportanceisto reflect on each interview and usethe learning from it. That way you aremoving towardsyour goal.
- 53. Key Points– BePrepared Often, interviewersarenot experienced and can ask questions that arenot well considered. Your job isto know how to handleboth thenoviceaswell asthe experienced interviewer.
- 54. Key Points– Work It! Believein yourself. It istough out there! Hereisthemissing piece! Dream it Believeit Work it Achieveit Good Luck!