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Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
Interviewing to Succeed
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Interviewing to Succeed

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A job interview requires research, preparation, implementation, and follow -up. Many of us think we know how to go through the steps but a little review is always helpful.

A job interview requires research, preparation, implementation, and follow -up. Many of us think we know how to go through the steps but a little review is always helpful.

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  • 1. Interviewing to Succeed
  • 2. Interviewing to SucceedA key point to remember is that aJob Search is a Sales Process withyou as the Product.Know what you have to offer that isof value to the employer anddemonstrate that.Balance your desire to sell yourself withYour need to learn enough todecide if the job is the right matchfor you.
  • 3. Remember, each interview is atwo-way street!Both the employer and you havesomething to sell and something tobuy.The employer has need for certainwork to be done to achieve its goalsand offers compensation anddevelopment opportunities in return.You need income and career-enhancing opportunities and offer thevalue to the employer to meet itsbusiness goals.
  • 4. Interview PreparationReview all the materials you havealready submitted.Check and update your research.Search for new information to tailoryour approach to the organization.Check your network for furtherdetails.Evaluate which of your successstories are most useful for thisopportunity.
  • 5. In Depth Interview PreparationPotential Research examples:What is the strategy, vision, missionof the company?What are their organization goals andvalues?Who are the executives?What are the current trends inrevenues, market share, competitors?What are the critical issues facing theorganization?What is the culture?What is the role of the job function inrelation to the organization?Are there new plans or changedcircumstances related to the job?What can you learn about theinterviewers?
  • 6. The Phone ScreeningInterviewThe interviewer is trying to findout:•do you meet the minimumrequirements.• how you present yourself.•whether it is worth their timeto bring you in.•in the government contractingcommunity - whether you arein the pay range set for theposition in the contract.
  • 7. Phone Screening InterviewsYour role is:• to present your best self for thespecific job.• to ask questions that are criticalto your decision to proceed.If called without warning, do nothesitate to reschedule if needed.Get the full name of the employerand the position so you can pullyour file before answeringquestions.Get the phone screener’s contactinformation and send a short thankyou note afterwards.
  • 8. Types of In-Person Interviews Most interviews are still in- person. Some done virtually. Common styles of interviews are: chronological history, behavior-based or include testing. Types of interviews: Supervisor only, multiple interviewers in sequence, or a panel. Other potential aspects of interviews include: tests, demonstrations, presentations, written materials or portfolio.
  • 9. Setting up the In PersonInterviews Interviews are the time to both learn about the job and to demonstrate the value you will add to the employer. Schedule at times that work for you and the employer. Ask about who you will be interviewing with and the time frame when you schedule. Bring copies of your resume. Take notes as needed.
  • 10. In-Person InterviewsThe interviewers are trying tofind out:• Can you do the job? Do youhave the knowledge, skills,attributes relevant to theposition.•Will you do the job? Do youhave the interest, motivation,enthusiasm, dependabilityneeded for the position? Willyou interact with thecustomers well?•Do you fit with theorganization? Will yourattributes, and personal styleto succeed in that company?
  • 11. Conducting the In-Person InterviewsAsk every interviewer, what theirtime allows. Work with that.Make sure that you offer somespecific information about yourvalue that is directly related totheir needs.Ask questions to learn more aboutthe position and the hiringmanager.Sadly, many interviewers are notwell-trained in interviewing. If so, be pro-active inselling yourself but do not controlthe interview.
  • 12. Your QuestionsAsk questions to assess theopportunity in relation to your goalsPotential ‘good’ questions include: •goals and future plans of the organization/function •short-term and 12 month goals of the hiring manager •issues tied to your own specific goals and needs •management style of your supervisor •what constitutes success or high performance in the position Your questions should be anoutgrowth of your research and each shows a good interviewer what is important to you.
  • 13. Remember, each interview is atwo-way street! Balance your desire to sell with the need to learn if the job is the right match. Be prepared, do your research. Demonstrate your value in terms important to the job and employer. Ask questions to assess the organization and opportunity to meet your needs.
  • 14. After an InterviewSend thank you notes immediatelyto each interviewer. This is a goodtime to provide furtherinformation about yourself, if youare interested in the job.State if no longer interested butthat you might be interested inother positions with the company.Follow-up if you remain interested.Keep your job search going untilyou have accepted and started anew job.
  • 15. Good luck! And if you are a security clearedprofessional looking for a new opportunitycheck out www.ClearedJobs.Net

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