The Secrets to Job InterviewingPresentation Transcript
The Secrets to Job Interviewing Listen to audio over your computer speakers or you may phone in: Australia #:02 8014 4932 New Zealand #: 04 974 7212 Access Code:629-127-087 We will begin at approximately Noon Australian EDT
Meet Your Moderator Todd Lewis Marketing Manager, Citrix Online
The Questions Pane Type question here
Meet Your Presenter Philip GarsideDirector, Garside Consulting
Be inattendance to win
The secrets to job interviewing Philip Garside3 Feb 2011
Relax, this is a webinar, there are no role plays.
What sets my work aside from others is that it is researchednot just opinion.
Skills and desire should be enough, perhaps desire and the willingness to get the skills should be enough.
How effective do you believe the selection processes are at your work place? POLL
Some people who are good workers struggle all their life to get jobs, get promoted and generally advance in their life. Others who are no better workers get jobs easily, get promoted, buy houses, get married, go overseas for their holidays.
If an interview is a performance; how did you perform at interview? How do you play your part if you do not know what the script is?
If selection processes are a game; how can you play if you do not know the rules of the game.
Current selection processes the world over are not about the best person for the job. Current selection processes are about who says they are the best.
Do not attach your self-esteem to this process. Do not validate an invalid system
What they honestly believe and say they want, and who they choose are often two different things.
There is a script for interviews.
Across industry, across different jobs and across different levels you hear the same questions and certainly the same types of questions being asked again and again.
Each time the same good answer is recognised as a good answer. And just as importantly, the same bad answer is recognised as a bad answer.
There is no such thing as the right answer. Interviews are not some sort of oral exam. There is only ever the right approach.
The right approach. The right mindset.
What is the best use of this question to me?
How do I milk the question for all it is worth to me?
How do I manipulate this process from the passenger seat?
It would be unusual for there to be only one factor that influences interviews. Usually it is a number of small pieces of the jigsaw making up the bigger picture.
The merit side ofthe equation, concrete, tangible, testable.ExperienceSkillsKnowledgeInformationQualificationEducation
What is valuable on the merit side? Wisdom Insight Understanding
These three words should become your mantra on the merit side. wisdom,insight, andunderstanding.
The likeability side of the equation, intangible, not measurable, detestable and often not even job related. Fit inPersonalityAttitudeAppearance
Three that we needto add and discuss . . . Honesty Sense of humourReflection factor
The person who gets the job, in an open competition, on most occasions is the person who demonstrates the wisdom, insight and understanding and at the same time is likeable.
If you are not getting interviews work more wisdom, insight and understanding into your resume and less information.
If you are getting interviews but not getting the job work on your likeability.
Philip Garside email@example.com
A Q & Type question here
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