Getting the job you want

The Interview

These things actually happened

A woman brought her large dog to the interview

A man interrupted the interview to phone his therapist for advice on how to answer one of the questions

A man pulled out a camera and took a picture of the interviewer. Said he collected photos of everyone who interviewed him

Objectives

Impress upon you the importance of preparation and practice

Give you some important information and suggest some strategies to give you an edge

Identify resources for you to use

Resume

Resume

sume

ResumResume

Resume

100+ Resumes

Maybe 5 people interviewed

The Job Offer

When you reach the interview stage of your job search, you are one step away from a job offer.

People usually underestimate how much preparation and practice it takes to have a really great interview.

They are interested in 2 things

√ Can and will you do the job (do you have the required experience and competencies)

√ Will you fit in

The key principle

As soon as they are convinced that you can do the job, the degree to which the interviewer feels comfortable with you is probably the single most important determinant of your acceptability as a candidate.

Six ways to make people like you

Become genuinely interestedSmileRemember that a person’s name is to that

person the sweetest and most important sound in any language

Be a good listener; encourage others to talk about themselves

Talk in terms of the other person’s interestsMake the other person feel important—do it

sincerely

There may be more than one round of interviews. The first interview could be a phone interview intended to narrow the field of candidates.

Research

The industryThe companyThe jobInventory your own

talents, skills, and accomplishments

Sources of information for the industry and company

On-line data bases through our library website

The organization’s own literature and website

Know the job

…a specific skill necessary to do a job

What’s a competency?

Examples of competencies

InitiativeCustomer ServiceImpact and InfluenceIntegrityCommunicationAnalytical Thinking

The ten most standard competencies (macro skills) used by organizations

1. Achievement/Results Orientation2. Initiative3. Impact and Influence4. Customer Service Orientation5. Interpersonal Understanding 6. Organizational Awareness7. Analytical Thinking8. Conceptual Thinking9. Information Seeking10. Integrity

Determine the competencies

Carefully review the job descriptionRead other companies job descriptions for the

same positionGoogle: position name competencies (project manager

competencies)

www.google.com

Interview people who are already doing this job

How did they get into this work?What do they like best?What do they like least?What are the key tasks/responsibilities?What are the key skills (competencies)

needed to be successful?What were their interviews like? Can they recommend someone else with

whom you could speak?

Think out of the box

Not just jobsClass projects Co-curricular leadership rolesVolunteer experiencesPersonal life experiences

Competency WorksheetCompetency

1. Customer Service

2. Initiative

3. Communication

4. Problem Solving

Proof

On this side, you should come up with as many examples and situations where you demonstrated each of the competencies you have determined are essential to doing the job well

Develop your talking points

What they’re looking for:

● 3 years management/supervisory

experience

● Experience working in non-profit organizations

● Proven ability to fund raise

● Involvement with the Austin community

What you bring:

● ●

●

●

●

●

Questions ???

The most important ones are the ones you ask them.

www.glassdoor.comwww.youtube.com<career change job interview questions>

Why is a manhole cover round?

Behavioral questions: the cornerstone of competency based interviewing

These are questions designed to draw out how you are likely to respond to situations once you are on the job, i.e. do you have the requisite competency

“Tell me about a time when…”; “What would you do if…”

Successful Behavioral Answer= STAR

S/T- Situation and/or Task (paint a picture for the interviewer)

A- Action (what did you actually do)R- Result (what was the outcome of your actions)

► Tell me about a time when you demonstrated superior customer service skills?

► Can you give me an example of your problem solving skills?

Here’s an example…

Interviewer: Can you tell me about a time when you exhibited superior customer service skills?

You: I can remember a time when I was working in a restaurant and when I came to work, I realized that our heater had gone out during the night. I called the repair people and provided all of the customers free hot drinks until we had the repairs made. I received a letter of commendation from the owner of the restaurant. He mentioned that some of the customers had told him what action I had taken.

Possible topics

TeamworkStrengthsWeaknessesCareer GoalsSalaryStressAngerLeadershipEthicsProject ManagementCreativitySpecific skills

Develop your success stories focusing on what they’re looking for

Your goal: to try to take charge of the interview

**If you are being interviewed by an individual who is well trained in competency based interviewing, you may not be able to do this. In that event, just focus on answering the questions

Ask open ended questions

On what basis will you be making your decision?

Could you talk a little bit about what it will take to be successful in this position?

What are the key responsibilities of this position?

What’s the most important things I can do in the first 90 days?

What do you enjoy most about working here?

Asking questions does 3 things:

Demonstrates your interestHelps create a bond with the interviewerDissipates your anxiety; you feel more “in

control”

Tack your first question on to the end of your first answer.

A suggestion

The first question

Tell me about yourself?

Remember:

They don’t want your life story.Prepare a tight, well-rehearsed two minute

commercial about why you are the right person for the job.

Your response to this first question will set the tone for the entire interview.

Finish your response with a question for them

http://www.youtube.com/watch?v=2318JxxN-tI&feature=related

http://www.youtube.com/watch?v=-ezFNrWMTlc&feature=related

Developing your 90 second-two minute pitch

What is the most important thing you want them to know about you?

What is the second most important thing I want them to know about me?

What are the key selling points/accomplishments that prove the first two statements?

What separates you from the competition?What are some other selling points?What objections might they have and how are you

going to overcome them?

Try this

Them: Tell me about yourself

You: Answer and pause at the end and ask, “From your experience, what are the two or three most important things you’re looking for in the ideal candidate”

Them: Someone with A, B, and C

You: “Interesting. Those are all areas I regard as strengths. Could I take a minute or two and tell you about myself in regard to those things?”

A Portfolio ?

A kind of show and tell about the things you’ve done relevant to the position: certificates, samples of your writing, brochures you developed, formal letters of commendation, notes thanking you for something you did, etc…

Done in a quality mannerUse it during the interview and/or leave

it behind when you leaveReduces your nervousness

Possible portfolio items

List of patentsWriting samplesList of publicationsHierarchical chartsTraining certificatesMS Project spreadsheetsLetters of recommendationDetailed project descriptionsPerformance appraisal excerptsExamples of best work performedGraphs or charts documenting successAwards and certificates of achievementCommendations by customers or direct reports

Some questions NOT to ask

Now what is it that your company does?What are your psychiatric benefits?What do you consider as excessive

absences?

The salary question

Not good negotiating ploys (actually used)

“I’ve been trying to earn six figures all my life.”

“I need to pay for my child’s private schooling.”

“My wife is now earning more than me.”

Do your homework (Rule #1)

Know what is fair and reasonable for someone with your background, experience, and education.

Know what your minimum is, i.e. what’s the least

you’ll accept.

www.salary.comwww.payscale.com

Know your own value (Rule #2)

Be sure you can articulate why they should pay you more

Can you provide quantified reasons why you’re worth more than they are offering?

Postpone the discussion (Rule #3)

Postpone any discussion of salary until you have an offer. If they ask you “What kind of salary are you looking for?”, stall them:

“Salary is important to me, but not the most important thing. If we both think that this job is a good fit , I’m sure salary won’t be an issue. Could we talk a little more about my qualifications and then come back to the salary question?”

If they press you

Smile, and say something like:

“I would like to know a little bit more about the position and the responsibilities in order to give you an honest answer. May I ask you how you would define ‘success’ for this position?”

If they still insist

Simply say,

“ I’m only looking for something that is ‘competitive’ for someone with my background and experience. Have you established a range for this position?”

Of course they have, and they will probably tell you what it is

And then…

If the amount is in your range, take the top of their range and make it the bottom of your range and say, “That’s very close to what I was looking for. I was looking for something in the $40-45,000 dollar range.” OR

If the amount is in your range, look them in the eye and repeat the top of the range and then shut up. Don’t say a word. Silence is one of the most powerful negotiating tactics.

Another one of their tricks

Sometimes the interviewer will ask you what your current salary is. Say something like:

“I’m currently making in the mid thirties, but I’m really looking for something that is more challenging with more responsibilities. That’s what attracted me to this position. I feel that I’m more than ready for a job like this and know I can make a difference. Have you established a range for this position?”

Or

“My past position is very different from this one in so many ways. It would be like apples to oranges. I’m attracted to this position because it has so many more challenges and responsibilities. Have you established a range for this position?”

If you are still far apart, try to change the job description and identify new responsibilities that would justify a higher salary.

Other possible compensation

Relocation expensesTuition reimbursementAdditional vacation or personal timeBonusesMembershipsSeverance packageInsurance

Remember

Keep all of these discussions cordial-- not adversarial

They want you; at this stage, they don’t want their second choice or have to re-open the search

Bulls winBears winPigs lose

Here’s something to try

If you are convinced that they really can’t go any higher on the starting salary and you really want the job, say something like:

“I really want this position and I know that you will be more than satisfied with my performance. The only thing that causes me any hesitation in accepting is that I was looking for slightly more in a starting salary. Could we agree on a set of goals to be accomplished in the first six months, and if they are reached, my salary would be raised to $XXXXX?”

Tips

In the end,

What you want should be reasonable and based on your research

Try to fill the gap between their offer and the number you want

Talk about differences in terms of monthly salary

Think about compensation in broader terms than just starting salary

Resources

www.quintcareers.com/salary_negotiation_tutorial.htmlwww.careergames.comInterviewing and Salary Negotiation by Kate WendletonHow To Make a $1000 a Minute by Jack Chapmanhttp://www.youtube.com/results?search_query=salary+ negotiations&search_type

The most important question to ask…

Do I have the job?

Not quite that bluntly, though

Say something like:

“I’ll be looking forward to your decision, and, hopefully seeing you again” OR

“I would love to be part of your team. When should I hear from you?” OR

“I’m excited about the possibility of working for you, and I know I can make a difference. Are you at a point yet where you could offer me the job?

The Assessment Center Interview

The Center is a process, not a placeIt’s a type of interview that really tries to see how

you would actually perform in typical situations that would come up in the role for which you are applying

Much more stressful; hard to prepare forPanel of experts evaluating your performanceIncreasingly being used for positions such as

Department Head, Manager, or Director; rarely, if ever, used for entry level positions

You’ll know in advance that this is the type of interview that will be used

Here’s what a day might look like:

9:00am-9:15am Orientation 9:15am-10:15am In-box exercise 10:15am-11:15am Presentation; questions

and answer 11:15am-11:30am Break 11:30am-12:15pm Psychological testing 12:15pm-1:30pm Lunch with group 1:30pm-1:45pm Given scenario description 1:45pm-2:30pm Role playing situation;

other participants know their role

2:30PM-3:30PM Questions and answers with panel

3:30pm Wrap-up 4:00pm THE END

So what do you do?

First, don’t be applying for jobs that you have no business applying for

Be sure you’ve done your research on the organization and the position

Apply some of the principles we covered today, especially during the question and answer portion of your interview

Always be asking yourself “what are they looking for?”

Do a google search using <assessment center interviews>

The Perfect Interview by John Drake, pp154-156

Three things that will kill you

A limp handshakeNo eye contactArriving late

Check this fact out

The last person interviewed gets the job 58% of the time

The first person, 14% of the time

Other important things to know

The more you get the interviewer talking, the greater your chances of getting the job

Non-smokers get the offer 94% of the time

First impressions are critical. The first 20 seconds can’t get you the job, but it can get you eliminated from further consideration

More tips

You need a confident walk, a firm handshake, eye contact, and a smile

Be personable, enthusiastic, and friendlyTry to “mirror” the interviewer“Speed read” the individual:

www.personalitytype.comBe nice to the secretary and all other staff you

meetDress neatly and in conservative business attire;

arrive 5-10 minutes ahead of timeBe sure you know how to get there, parking

conditions, location of the office, etc…

Other tips

Avoid one word answers.Anticipate reasons why they might

feel that you’re not the exact person they want ; be prepared to tell them something that overcomes their reservations.

What about illegal questions?Have questions to ask them-go to

google.com and use <interviewee questions> as the keyword.

One more tip

Be sure to write a thank you note. You not only want to thank them for the interview, but also want to restate the case for why you’re the right person. You have the additional knowledge you gained through the interview. Put it to work.

Last tipPracticePracticePracticePracticePracticePracticePractice

Resources

Competency Based Interviews by Robin KesslerInterviewing and Salary Negotiations by Kate

WendletonKnock ‘Em Dead by Martin Yate101 Dynamite Questions to Ask at Your Job

Interview by Richard FeinHiring The Best by Martin YateThe Perfect Interview by John Drakewww.job-interview.net/www.careergames.comwww.vault.comhttp://ahrma.jobing.com/

So it won’t fall in.

So, why is a manhole cover round?