Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

The Secrets to Job Interviewing


Published on

Published in: Career, Business
  • Be the first to comment

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 /><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<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<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 />