Interviews that Land the Offer Shira Harrington Founder & President Purposeful Hire, Inc....

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Transcript of Interviews that Land the Offer Shira Harrington Founder & President Purposeful Hire, Inc....

  • Interviews that Land the OfferShira HarringtonFounder & PresidentPurposeful Hire, [email protected]

  • Purpose of an Interview

    More than just landing an offerits about the MATCH! Focus on mutual benefitDont interview for the practice

  • Connecting with the Recruiter

    List contact information everywhere (cover letter, resume, email signature block, LinkedIn)Respond with interest (or lack of interest) ASAPReschedule with caution

  • Being Prepared: READ THE JOB POSTING

    Highlight key words Match requirements and duties to your resumeDevelop questions on every aspect of the jobWhat requirements do you fulfill extremely well?Where are you deficient?Is there anything about the job that strikes you as odd or inconsistent?

  • Being Prepared: RESEARCH THE ORGANIZATION

    Mission and current corporate initiativesPosition within organizational chartReporting relationships Bios on website, Linked In, GoogleRead the strategic plan, if posted

  • Being Prepared:GOING DEEPERNONPROFIT -- Guidestar.com (review 990s)FOR PROFIT -- Hoovers or other research tool Develop appropriate questions (Wait to ask financial questions until at least 2nd level interview)Use contacts on Linked In to inquire about organization and/or supervisor

  • The Phone Interview

    Use a landline (when possible) No noise in the background (dogs, kids)Have the website openDress professionallyStand upSMILE!

  • When You Arrive10 minutes early = ON TIME; On time = LATEThe interview starts before you walk into buildingBe friendly to the receptionistShut off cell phonePolite refuse beveragesFill out or submit applicationwith a smile

  • Your Personal PresenceDress code Nothing to distract Clothes that fitConservative suit is safestRefrain from perfume/cologneShow your enthusiasm, eye contact, open body postureSMILE!

  • Icebreakers

    Find something kind or amusing to commentMention any personal connectionsAsk the recruiter about themselvesComment on the website / company reputation

  • Group Interviews

    Be as confident as you would be on the jobAsk questions of each participantMake eye contact with each person when answering questions

  • Answering Basic Questions

    Personal (eg. Age, family status, etc.) Travel / Overtime CompensationTell me about yourself.Weaknesses

  • Preparing to Answer:COMPETENCIES AND PASSIONSWhat do you most WANT to do? In what areas am I both highly skilled AND highly motivated?

    Public RelationsLegislative Advocacy Project Management Operations FundraisingStrategic Visioning Consensus BuildingPolicy Analysis Board relations Staff DevelopmentPublic Speakingetc.

  • Preparing to Answer:CHOOSING THE RIGHT EXAMPLES

    Demonstrate skills for the position you are APPLYING FOR!Relate your answer to what you know about the positionUse it as a jumping off point for discussion

  • Behavioral Interview Questions

    Explores your past behaviorAllows the interviewer to probe into your answerHard to fudge your response!Interviewer wants a story with detail (but not too much)

  • Sample Behavioral QuestionsDescribe a time or a situation when youwere faced with a stressful situationused good judgment in solving a problemshowed initiative to increase revenuesmotivated others (team or direct reports)effectively handled a difficult customertried to accomplished something and failed

  • Preparing to Answer:CULTURAL COMPETENCIESHow well do you play in the sandbox?Typical organizational competencies:Critical ThinkingIndependence vs. Team OrientationMentoring / DelegatingCrisis ManagementCustomer ServiceSelf-motivationWillingness to Learn

  • Behavioral Interviews: Use S-A-RSituation Action Result Situation (S): Revenues were decreasing for my division last year. Several loyal clients did not renew their contracts.Action (A): While some thought this was owed to the economy, I believed this might be due to the clients lack of perceived value in our product offerings. I designed a new promotional packet to go with the rate sheet and compared the benefits of our products with those of our competitors. I also set-up a special training session for the account executives to discuss competitive selling strategies. Result (R): We won back 15 former clients and were able to up-sell additional products beyond what they originally purchased. We increased our overall revenue by 20 percent over the same period the prior year.

  • Prepare a Homework AssignmentPrepare a portfolio of documents (budgets, programs, brochures, writing samples or awards)

    Addendum to your resume (detailing specific skills and accomplishments related to the job)

    Prepare a deliverable (onboarding document)A 30, 60 or 90-day action plan A formal proposal outlining a project or program

  • Asking the EMPLOYER QuestionsShowcase your interest AND curiosityAsk about:Long-term goals of company / departmentShort-term objectives during 1st yearCorporate / departmental cultureChallenges in roleResources (financial, staff, technology)Management style

  • Closing the InterviewIf you want the job, say so!Ask about next steps in the decision making processCan you meet with future co-workersSupplementary documentation (if appropriate: financials, pubs, reports)Email Thank You note (within 24 hours)

  • EXERCISE

    Choose your greatest competency and create a S-A-R story to demonstrate it

    Choose a related behavioral interview question Describe a time when

    Get into groups of two: Each person alternates between interviewer/interviewee. Give honest feedback.

  • Questions?

    Shira HarringtonFounder & PresidentPurposeful Hire, [email protected]