| Why in the job interview is it a winning
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| | the results. Be specific, you saved, for
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| strategy not to simply answer the
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| | example $15,000 or completed the task
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| questions?
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| | under budget or you accomplished the task
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| You're looking for a job. You've polished
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| | sooner than planned.
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| up our resume. After writing your resume
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| | How do you do this? Take out a blank
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| the next step should be to prepare for
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| | sheet of paper and write out personal
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| the phone interview and then more
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| | stories and your experiences that you
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| detailed preparation for the face to face
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| | will use to answer the employer's
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| interview. Do you panic or are you
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| | questions. These small stories using the
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| prepared to pass the first test? If you
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| | S.T.A.R. method will allow you to take
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| get through the phone interview, next
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| | the initiative in the interview and will
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| you'll be called in for the first face to
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| | permit your personality to come through.
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| face job interview.
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| | Don't go into a long involved recitation
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| Was your interview preparation reading
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| | but keep each story to less than 20
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| and studying the latest interview book
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| | seconds and not longer than 45 seconds or
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| like, "85 Great answers to 85 Tough
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| | so.
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| Interview questions," or something
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| | To get a more complete picture concerning
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| similar? Memorizing possible answers you
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| | the candidate the employer will be
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| get from a book because they sound "good"
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| | looking for abilities and skills in the
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| to interview questions will not show the
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| | following areas: (1) Bottom line impact:
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| real you. You will come across as
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| | made money, saved money, improved sales,
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| memorized and stilted. Both things you do
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| | improved quality, improved service; (2)
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| not want and both are guaranteed to knock
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| | Leadership skills; (3) Worked with a
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| you quickly out of contention.
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| | team, your contribution and results; (4)
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| There is another more effective approach
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| | Failure or disappointments on the job and
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| to consider.
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| | how you overcame them; (5) Greatest
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| First, let's think about what the
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| | stress on the job and what did you do to
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| employer wants. The employer wants
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| | resolve; and (6) Any career changes, how
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| answers to the following general
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| | did you come to the decision and the
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| questions. Do you have the skills and
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| | results.
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| ability to do the job and make money for
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| | There are surely other areas where you'll
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| the company? How well will you work with
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| | be questioned but this list of six should
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| the corporate team-will you be an asset
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| | get you started drafting your stories.
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| or liability? And finally, will you fit
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| | Stories that will highlight your
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| in the corporate culture?
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| | expertise and experience and tell the
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| Which of the following is the best answer
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| | interviewer something about your approach
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| to the question, "How well do you take
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| | to your previous jobs, how well you work
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| direction?" Answer #1 "I think I take
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| | in a team, and if you would fit into
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| direction well." Or Answer #2, "When I
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| | their view of the ideal candidate for the
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| started at XYZ we had a staff meeting
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| | vacancy.
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| every Monday. We were formed in teams for
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| | Many job candidates lose out because they
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| an assigned task and sometime I was the
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| | were nervous and tight in the interview,
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| lead other times others were assigned to
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| | they gave canned answers, or long
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| lead the team. I worked well with
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| | rambling answers, and they are just not
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| everybody. In fact my boss complimented
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| | themselves. You on the other hand will
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| me about this several times and he even
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| | come prepared with your "little stories."
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| made note of it in my last performance
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| | There is nothing to memorize, so you'll
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| review."
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| | come across as relaxed and as close as
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| If you were the interviewer, I think you
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| | possible to be natural and "yourself."
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| would give the candidate who gave answer
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| | The interview will now be more of a
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| #2 higher marks than the first answer.
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| | conversation than an interrogation. This
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| Why? Well, the candidate with the second
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| | is vital because not all interviewers are
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| answer was telling a story. A story that
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| | skilled. They may have a list of pet
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| not only answered the question by
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| | questions that many times are lacking in
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| provided other vital information about
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| | helping them discover your competencies
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| the candidate. The candidate told the
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| | that are critical in the effective
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| interviewer about their skills that they
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| | performance of the job. With your answers
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| were business (bottom line) orientated
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| | in the story format following the
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| and they worked will within the team
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| | S.T.A.R. procedure you'll go a long way
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| concept. All are important questions the
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| | toward overcoming this deficiency.
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| employer wants answered.
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| | So don't come to the interview to answer
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| It's valuable to use a shorthand format
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| | questions. Use your well thought out
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| in setting up your stories. Using the
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| | "little stories" to engage in a
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| S.T.A.R. procedure will produce the best
| |
| | conversation with the interviewer that
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| results. S. stands for situation, did you
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| | will highlight your abilities and fitness
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| initiate or define the problem or was it
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| | for the job. You'll be more comfortable
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| identified by someone else. T. stands for
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| | with the interview process, your skills
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| what task were you asked to perform. A.
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| | will be properly showcased, and you'll be
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| means what action did you take, were you
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| | in a better position to get an early job
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| a member of a team or did you have others
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| | offer.
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| working for you on the Task. R. will be
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| |
|
