Trainers' Qualities
Exceptional Trainers are Different than So So Trainers; Engage Them- There is a vast difference between the exceptional or great trainers and the average or below average (the so so trainers).
- It is hard to find the great or exceptional trainers. Organizations need to put in efforts to locate the right trainers.
- Generally, organizations are tempted to employ or contract the so so trainers since they charge much less than the exceptional trainers.
- But training employees the right way is a serious business and organizations should not act penny wise pound foolish.
- Employees' training is a long term investment whose returns are enormous only if the trainees are exceptionally trained.
- And that is possible only by training your employees under the guidance of exceptionally great trainers. Even if their professional fees are far more than the so so trainers, it is prudent to invest in that kind of trainer with that kind of professional fee because of very high returns on this investment.
- Winning team is always trained by an ace coach.
Qualities of Exceptional/Great Trainers
- Has generosity of sharing his knowledge with the people.
- Feels happy in development and growth of the people he trains.
- Should be willing to unleash the human potential.
- Comes fully prepared for every session.
- Practices delivery of his sessions.
- Has complete mastery over his subject knowledge.
- Exudes authority in his subjects.
- Exudes confidence about himself.
- Exudes enthusiasm.
- Creates a conducive environment for learning.
- Motivates learners to learn.
- Creates a conducive environment for teaching.
- Knows his audience very well.
- Sets out the objectives of the sessions and the take-aways by the trainees.
- Designs and develops the syllabus as per the learning needs and audience profile.
- Organizes the session plan effectively.
- Delivers the topic in simple to understand and simple to retain manner for every participant.
- Is a very good communicator.
- Maintains the authenticity of the topic throughout his delivery.
- Facilitates learning with lots of creativity.
- Is adept in all the training methodologies like lectures, discussions, case study, role play, management game, sensitivity training, introspecting questionnaires, individual and group exercise, question-answer.
- Uses the modern technology hardware and software for teaching with ease.
- Promotes active learning by eliciting learners' participation.
- Encourages questions from the audiences and provides correct and satisfactory answers.
- Maintains patience with the learners.
- Is empathic towards the learners.
- Maintains discipline and decorum in training sessions.
- Is result focused. Makes sure that objectives of the training sessions are met.
- Ensures that the learning can be easily implemented by the trainees in their professional and personal life.
- Does not brag about himself to the audience.
- Does not please the audience just for getting popularity or to make them feel good.
- Willing to appreciate different viewpoints on the subject matter he teaches from audience and from various other people and then deliver the subject in the most authentic way.
- Brings in humor in the session occasionally if appropriate or pertinent and infuses lightness in the session but never makes mistake of using the session as a jokes telling session.
- Adheres to the time management of the session.
Labels: Interview Guide
Exit Interview
What is Exit Interview?- It is a meeting between an employee who has voluntarily resigned from the organization and at least one representative from the human resources management (HRM or HR) department or any other executive of the organization from any department, particularly designated for the purpose of exit interview.
- The interviewer from the organization's side should be an un-biased person with maturity and objectivity.
- The representative of HR department or any other department assigned for exit interview and the departing employee get into a dialogue based on the experiences and impressions of the employee about various aspects of the organization.
- The organizational representative normally facilitates this discussion.
- Lots of listening during the exit interview is expected from the organization's representative for achieving the objectives of the exit interview.
- Exit interview is normally conducted after the employee's resignation has been accepted.
- It is normally conducted while the employee is still serving his last days in the organization. At times, the ex-employee is invited for the exit interview within a short time after he has physically departed from the organization.
Objectivity of Feedback Through Exit Interviews
- Exit interviews provide an excellent opportunity to survey and analyse the feedback and opinions of departing employees who being free now, are a rich source of information and who generally are more forthcoming, candid, constructive and objective than the employees still in the organization.
- Majority of the departing employees are generally glad to share their knowledge about the organization from their experience to help the successor and to brief the management.
- For better success from exit interviews, the organization should have a documented policy. It should state the entire exit interview process including its objectives.
- The interviewers, whether from HR or other line or staff departments, must be well trained for this purpose. Since interviews may touch on emotional situations, the interviewers should be skilled and mature persons to manage them effectively.
- The interview format and questions should be well designed. If organization wants to use a questionnaire to be filled by the employee, the questionnaire should be a well thought out document.
Objectives of Exit Interviews
- Presence of exit interview system in an organization confirms the open culture of an organization to the existing employees as well as to outsiders. They can then believe that the organization is open to ideas and criticism; that the organization tries to care and understand.
- Exit interview system enriches the organization's HR culture, policies and practices.
- Very useful data and information are collected from the exit interviews on may aspects about which organization is concerned e.g. company's culture; its policies; it's relationship with employees, customers, suppliers, community; its systems and processes, HR policies and practices, health and safety issues, their own good and bad experiences with the organization and its various managers etc. Based on their analysis, organization can bring about many improvements.
- It enables transfer of knowledge and experience from the departing employee to his successor.
- It can also be used to brief a team on various aspects of current projects handled by the departing employee.
- Exit interviews provide a good development process for the organization's managers who participate in the exit interviews and also for those managers with whom the data and information collected from the exit interviews are shared and discussed.
- Exit interviews can provide lots of useful tips and information for improving the employees retention level in the organization.
- In some special situations, an exit interview can even provide a chance to the organization to retain a valuable employee whom the organization would love to retain, even after he has resigned.
- At times exit interview may be used to pacify a disgruntled employee or to make peace with him, who might otherwise leave the organization with intentions of taking revenge or with a bad taste in mouth about the organization.
- Cynics may believe the exit interview may be used to solely capture the information particularly from a disgruntled vengeful employee in case of future litigation from him. In few cases, it may be true.
How Should Departing Employee Tackle Exit Interview?
- Exit interview is voluntary. Yet, employee can look at it positively and attend.
- If the employee smells rat in the process, he may excuse himself from it by giving some convincing reasons like being busy or some such reason. Do not refuse it upfront totally. The organization may remember the refusal in a bad light. Why annoy the organization?
- The answers to the questions asked in the interview should be given objectively with positive outlook and in a constructive manner. It is good to pass on the advantages of your observations and experience to the company even while you are leaving as it builds up a good win-win relationship. All you know, the company may want you back after some time or you may like to join the company when the situations become conducing for you. So why not part with the company in good humor?
- However, in situations where you believe that your replies may be used against you, it will be a good idea to provide generic and non-critical responses.
Some Sample Questions for Use by Organization's Interviewer
(Caution: The questions suggested here are only a broad guide and not a prescription. So, use them appropriately applying your own discretion within the framework of your exit interview objectives and process)
- What triggered your decision to leave?
- What is your primary reason for leaving?
- Why is this so important for you?
- Any other reasons?
- Before deciding to leave, did you explore the possibility of a transfer to any other department or to the other units of the company?
- What could have been done to prevent the situation?
- What are your suggestions for managing such situation better in future?
- Now, can you suggest what should we do to stop your going?
- Can you be persuaded to renegotiate the possibility of staying? And how?
- Would you consider working again for this company in the future?
- Would you recommend this company to your family and friends as a good employer? Why?
- What does your new organization offer that this organization doesn't?
- Would you like to tell us about your new organization?
- What can the company do to retain its best people and not lose any more like you?
- Did your job turn out to be as you expected?
- During your stay with the organization what were your most satisfying moments?
- What were your least satisfying moments?
- Given freedom, what would you change about your job?
- What could you have done better or more for the organization if you were given an opportunity?
- What is your opinion on the kind of organizational and departmental support and guidance you got?
- What additional responsibilities you would have liked?
- How could have been done to use your capabilities and potential fully?
- What about the training you got? Your comments on our recruitment, induction and training systems.
- What kind of training was most useful and enjoyable for you?
- What would you say about the departmental and inter-departmental communication and relationships in the organization?
- Did anyone in this company discriminate against you, harass you or cause hostile working conditions for you?
- How well organization’s performance appraisal and reward system worked for you?
- What suggestions do you have to improve the performance appraisal and reward system?
- Were you happy with your pay, perquisites, other benefits and incentives? Any suggestions?
- What are your opinions about the organization as a whole? Say, company culture, its major policies, products, customer relations, working conditions etc.
- What are the most important four or five areas that come to your mind where improvements are required the most in the company? And what kind of improvements?
- Do you have any suggestions to help us find your successor? Any particular person in mind?
- What can we do to enable you to pass on your knowledge and experience to your successor and your team prior to your departure?
- How and when would you prefer to pass on your knowledge and experience to your successor and the team?
- May we request you to introduce your successor to your key business contacts before leaving? We will be highly thankful for this.
- We will be grateful if you agree to give us your phone number and address on which we can contact you in future. Is that OK with you?
Labels: Interview Guide
Skill at the interview
A job interview is indeed a place where even a small slip can go a long way. Candidates need to be alert and well prepared before a job interview, so that they can project a complete holistic picture of their qualifications, as well as strike a chord with the interviewer. In some instances, a candidate may be otherwise, well suited for the job role, but small character traits and behavioral glitches may land him/her in a tough spot, and the offer may, in turn be withdrawn. Here are some of the common mistakes candidates make and ways in which you can avoid them:
Bad mouthing past employers is a strict no-no. Sometimes when asked to relate an experience of having dealt with a difficult colleague and how they have handled it. Such questions have sometimes been responded to by criticizing the current employer, boss or colleagues. The question on handling a difficult colleague or subordinates has sometimes revealed an insightful saga of bitterness, pettiness or poor interpersonal abilities of the candidates.
Suggestion: Respect for employer, a balanced perspective on reasons for leaving and interpersonal abilities are all important considerations while hiring a new employee and must be handled with care and sensitivity. Cite career enhancing reasons to explain the purpose of leaving your last job. Never badmouth your current employer.
The candidate does not respond to the specific question asked and instead wanders to respond to some other question that is in his/her mind or uses the opportunity to deflect the interviewer’s attention to some other part of his/her CV is a common practice these days. A candidate asked a specific question such as “tell me about the employee engagement initiatives that you are driving in your current assignment” and the candidate has gone to talk about a high point experience in his career, where he designed an assessment center and how all his senior managers appreciated him and was commended by the CEO for his outstanding work!
Listening is an important attribute. Listening keenly and responding accurately to the question, specifically asked, is an indication of the focus and attention, more importantly, the comprehension of the candidate. Besides, if the candidate is doing this to deliberately distract the interviewer this could be a good reason for disqualification. Also, the interviewer may wonder about the credibility of the facts stated on the CV if these are not addressed or substantial during an interview.
The candidate has the tendency to give the impression that he/she knows/has done it all:
This kind of a tendency can be due to over confidence or just with the objective top impress the interviewer. They need to understand that interviewers do have a sound understanding of the job requirements and they are able to understand if the candidate is genuine or if he/she is giving a false impression.
It’s okay to admit and say they know or have done and what they have not done, as this makes the employer understand his/her strengths and weaknesses, the gap areas of the person, as this would help the company to take a fair call in terms of finalizing the selection.
Candidates are unable to clearly articulate their portfolio of transferable skills:
In today’s dynamic business environment, it is vital for candidates to be able to succinctly talk about their unique portfolio of transferable skills and how they have developed skills over a period of time, in undertaking various assignments where these skills were used and tested. Some candidates get too bogged down into the operational details while explaining about their past or present job responsibilities that they are unable to express their value addition, transferable skills or their roles and responsibilities in an effective manner.
Labels: Interview Guide
Role of Interviewers and potential employees
The candidates must give thought to the general management skills that they have used in their current and previous jobs and be able to list them.
The candidates have no questions to ask of the interviewer:
Candidates who do not have any questions for the interviewer come across as being uninterested and may be merely shopping for a job that probably pays them more than what they are currently earning. A job interview is not just for the employer to gauge a potential employee’s suitability but also for the candidate to learn more about the organization, his/her role and the organization’s expectations from him/her.
Ask the right questions. Questions that seem to be solely related to the candidate’s benefits, entitlements, etc. are worse than asking no question at all. Good questions to ask would relate to the organization’s value system, management style of the candidate’s potential reporting manager, ways to contribute meaningfully business plans and challenges etc.
Do not attempt to be what you are not:
As human beings we have our individual traits. When you try to curb these inherent aspects, you put yourself under pressure. For example, interviewing a young 25 year old, who seemed to be on the serious side. While talking about his experience, he tried quite desperately to by funny and humorous and in the process seemed to get all muddled.
Do not treat the interview as a Q& A session
For example, two recent instances diametrically opposite, both with about three years experience. One was really conscious sitting absolutely upright and tense and the other while sitting upright was at ease. The first responded almost in monosyllables; his responses were abrupt. He left in a hurry when the interview was done. The other while answering questions weaved in his queries about the organization.
He mentioned about an initiative he had taken in the team he was part of. He enquired about what happens in the Company where he is being interviewed and there would be scope to be a part of the organization’s initiatives outside regular responsibilities. This young man’s responses were to the point, not long winding and it is that he spoke too much or made tall claims.
Close the interview well:
Once the interview is done, it is not only about a handshake and saying general niceties. For example, a case where the Company had head hunted a candidate and at the end of the interview, he checked if they (interviewer) wanted a second meeting with him. It is important to show interest and be positive even when you close the interview.
There is no rule book that can guarantee a smooth interview session. However, the above pit falls that are usually, very common, can be easily avoided. The economic downturn is bringing in significant changes in the corporate world. And these transformations can be seen within every vertical of the organization. So, what are the changes happening especially in the role and responsibility of HR?
The current economic situation has actually enhanced the role of HR to effectively manage growing business pressures. There is a renewed, yet a realistic focus on engaging employees, in order to maintain high morale enhance retention and create a culture where everyone, irrespective of their role pulls together and delivers on business expectations.
During times like these, HR has to take up the foremost responsibility towards creating better workforce utilization. They need to draw out the entrepreneurial ability in each employee to make them function as business managers. They are responsible for not only managing the work environment but also employee expectations and working towards nurturing innovative ideas and solution, which will lead to stronger organizational culture.
Labels: Interview Guide
A good interview at the very first instance
Everyone faces a time in their life when they miserably fail in a job interview. But rather than feeling sad about it and feeling like a looser, it’s important to know how to handle such situations. Read on to find out how to recover from a bad interview and get your job search right back on track:
Never let anxiety cloud your judgment. If you want to recover from a bad interview, you need to evaluate the situation objective. Write down everything that you think went wrong during the interview. This includes questions that were misunderstood important points you forgot to mention, etc. Once your list is complete, think of solutions for your mistakes. This way you will even get to know whether or not you’re responsible for your poor performance. If you have contacts within the company, ask them to take out details including the extent of the damage. You never know, they may even be in a position to put in a good word for you.
Depending on the urgency of the situation, you may want to call the interviewer to clarify some of your blunders. But we suggest you wait for at least two days before doing so to avoid coming off as a neurotic. When you call, casually discuss about the interview, follow up with interviewer. Find out if the interview was fine and if not, make sure you ask where did you go wrong? There are chances that the interviewer might say, “I am busy right now, if you are getting the job, we will contact you”. In this case wait for a day or two.
If nothing is working out in your case or you feel the situation demands drastic measures, your only chance to recover from a bad interview now is to call your employer and ask for a second chance. Try for second interview. But please avoid making this request via mail. Also, keep in mind that by asking for a second interview, you run the risk of flagging up problems the interviewer may not have even noticed. While some employers can be surprisingly accommodating about meeting you again, many view such requests as signs of weakness. So, be very careful and think twice before you ask for a second interview.
Sometimes the damage is just beyond repair. If the employer rejects all your attempts to recover from a bad interview, you have no option but to focus on your next job prospect. Do not dwell on this lost opportunity or let the negative experience shake your confidence. Remember that you already surpassed a number of candidates by actually making it to the interview room at least. Now you need to ensure that your interview with the next company is more successful, and the best way to do this is to learn from your mistakes.
In India it may not be usually possible to seek a second interview for any level position if one has done badly in the first interview. For senior positions the potential employers may seek clarifications themselves from the interviewees if they feel the need for it. Seeking another interview and getting it depends up on how good the interviewee’s professionalism in experience, qualification and present employer.
It is advisable for any potential job seeker to get prepared properly at the very first instance itself rather than go unprepared perform badly and creating the unfortunate necessity of seeking another interview. This it self is viewed by the potential employer as a negative factor.
Labels: Interview Guide
Dress For Interview
While the college campus may be the perfect forum in which to exhibit your flair for the latest in fashion style, the interview is not the place to do so. With very few unusual exceptions, sandals and sweatshirts are out. Oxfords and business suits are still in. A necktie is still a fact of life in interviewing. Even though many companies have relaxed the internal company dress code, interviews still follow the conservative standard. Don't buck the trend.
Unfortunately, most college grads are woefully underprepared with proper interview dress. They feel they can "get by" with what is already in their wardrobe. Usually not. Dress for the world outside college is quite different from the campus scene. Remember that stylish is not conservative. You should be doing the talking, not your clothes.
This is not to say that you need to go out and buy a whole new wardrobe. Go for quality over quantity. One or two well-chosen business suits will serve you all the way to the first day on the job and beyond. Then, when you are making some money (and have a chance to see what the standard "uniform" is for the company), you can begin to round out your wardrobe. For now, no one will fault you for wearing the same sharp outfit each time you interview. If you desire some variety within a limited budget, you might consider varying your shirt/blouse/tie/accessories as a simple way to change your look without breaking your wallet.
For those of you who need a quick review of the basics, follow these guidelines for successful interview dress:
Men and Women
Conservative two-piece business suit (solid dark blue or grey is best)
Conservative long-sleeved shirt/blouse (white is best, pastel is next best)
Clean, polished conservative shoes
Well-groomed hairstyle
Clean, trimmed fingernails
Minimal cologne or perfume
Empty pockets--no bulges or tinkling coins
No gum, candy or cigarettes
Light briefcase or portfolio case
No visible body piercing (nose rings, eyebrow rings, etc.)
Men
Necktie should be silk with a conservative pattern
Dark shoes (black lace-ups are best)
Dark socks (black is best)
Get a haircut; short hair always fares best in interviews
No beards (unless you are interviewing for a job as a lumberjack!)
Mustaches are a possible negative, but if you must, make sure it is neat and trimmed
No rings other than wedding ring or college ring
No earrings (if you normally wear one, take it out)
Women
Always wear a suit with a jacket; no dresses
Shoes with conservative heels
Conservative hosiery at or near skin color (and no runs!)
No purses, small or large; carry a briefcase instead
If you wear nail polish (not required), use clear or a conservative color
Minimal use of makeup (it should not be too noticeable)
No more than one ring on each hand
One set of earrings only
If you are still not sure how to dress for the interview, call them and ask! That's right--call the employer. But this is one time when you do not want to call the Hiring Manager--instead, ask to be put through to Human Resources and say:
"I have an interview with _____ in the _____ department for a position as an _____. Could you please tell me what would be appropriate dress for this interview?"
Sure, you run the risk of someone in HR thinking you are a social imbecile, but that's a lot better than having the Hiring Manager distracted by inappropriate interview dress.
While many work environments have shifted to business casual as the work standard, business suits are still the interview standard. When in doubt, it is almost always better to err on the side of conservatism.
One final note on interview dress: while it goes without saying that your interview clothes should be neat and clean, very few interviewees give the same time and attention to their shoes. Shoes? Yes, shoes. I am aware of at least one Corporate Recruiter who forms first impressions based solely (pardon the pun) on shoes. This person does not have a shoe fetish--he subjectively judges that those who pay attention to details like their shoes are also likely to be diligent in their work life. And it is not just that person's opinion. Many have said that you can judge a person by their shoes. You will find that many ex-military officers (many of whom have found their way into management positions in corporate America) are especially aware of a person's shoes. It is not enough to be clean, pressed, and ironed. Make sure your shoes are conservative, clean, and polished.
Labels: Interview Guide
Tips For HR Interview
Entering the room
Prior to the entering the door, adjust your attire so that it falls well.
Before entering enquire by saying, “May I come in sir/madam”.
If the door was closed before you entered, make sure you shut the door behind you softly.
Face the panel and confidently say ‘Good day sir/madam’.
If the members of the interview board want to shake hands, then offer a firm grip first maintaining eye contact and a smile.
Seek permission to sit down. If the interviewers are standing, wait for them to sit down first before sitting.
An alert interviewee would diffuse the tense situation with light-hearted humor and immediately set rapport with the interviewers.
Enthusiasm
The interviewer normally pays more attention if you display an enthusiasm in whatever you say.
This enthusiasm come across in the energetic way you put forward your ideas.
You should maintain a cheerful disposition throughout the interview, i.e. a pleasant countenance hold s the interviewers interest.
Humor
A little humor or wit thrown in the discussion occasionally enables the interviewers to look at the pleasant side of your personality,. If it does not come naturally do not contrive it.
By injecting humor in the situation doesn’t mean that you should keep telling jokes. It means to make a passing comment that, perhaps, makes the interviewer smile.
Eye contact
You must maintain eye contact with the panel, right through the interview. This shows your self-confidence and honesty.
Many interviewees while answering, tend to look away. This conveys you are concealing your own anxiety, fear and lack of confidence.
Maintaining an eye contact is a difficult process. As the circumstances in an interview are different, the value of eye contact is tremendous in making a personal impact.
Be natural
Many interviewees adopt a stance which is not their natural self.
It is amusing for interviewers when a candidate launches into an accent which he or she cannot sustain consistently through the interview or adopt mannerisms that are inconsistent with his/her personality.
Interviewers appreciate a natural person rather than an actor.
It is best for you to talk in natural manner because then you appear genuine.Labels: Interview Guide
Questions To Ask The HR
What kinds of assignments might I expect the first six months on the job?
How often are performance reviews given?
Please describe the duties of the job for me.
What products (or services) are in the development stage now?
Do you have plans for expansion?
What are your growth projections for next year?
Have you cut your staff in the last three years?
Are salary adjustments geared to the cost of living or job performance?
Does your company encourage further education?
How do you feel about creativity and individuality?
Do you offer flextime?
What is the usual promotional time frame?
Does your company offer either single or dual career-track programs?
What do you like best about your job/company?
Once the probation period is completed, how much authority will I have over decisions?
Has there been much turnover in this job area?
Do you fill positions from the outside or promote from within first?
Is your company environmentally conscious? In what ways?
In what ways is a career with your company better than one with your competitors?
Is this a new position or am I replacing someone?
What is the largest single problem facing your staff (department) now?
May I talk with the last person who held this position?
What qualities are you looking for in the candidate who fills this position?
What skills are especially important for someone in this position?
What characteristics do the achievers in this company seem to share?
Who was the last person that filled this position, what made them successful at it, where are they today, and how may I contact them?
Is there a lot of team/project work?
Will I have the opportunity to work on special projects?
Where does this position fit into the organizational structure?
How much travel, if any, is involved in this position?
What is the next course of action? When should I expect to hear from you or should I contact you?
Labels: Interview Guide
What to Ask After the Offer
All job hunters are waiting for that call -- the one that says they've landed the job. But as eager as you may be to escape either your current job or the unemployment ranks, don't abdicate your power position once the offer comes in. Now it's your turn to sit in the interviewer's seat and ask the company and yourself some tough questions -- the answers to which could mean the difference between career bliss and disaster.
Will the actual work and job responsibilities provide gratification, fulfillment and challenge?
This question is often overlooked, because applicants get hung up on job titles, salary and benefits. Try to get a clear sense of what an actual day would be like. What will you spend the majority of your time doing? Is the work in line with your values? Will you likely learn this job quickly and become bored and unchallenged?
What are the boss's strengths and weaknesses?
This question can be tough to answer, and it's best saved for after the job offer has been extended. You'll want to get a good idea for your potential boss's management style. Speak to your potential boss as much as possible to get a feel for his personality and what you can live with. Does he micromanage? Will you get consistent feedback and reviews? Does he make small talk, or is every conversation strictly business?
How much change is in the works at your prospective company, and what kind?
Constant change at work can mean constant stress. Find out if there are any big changes coming, such as new processing systems or management, impending retirements or adoption of new procedures that still need to be ironed out. At the same time, remember that some of these transitions will have less effect on your position than others.
How many of my skills and experiences will I be able to use and learn?
Make sure your unique skills and talents will be used and that training and promotion are open in the future. When you decide to move on, you'll want to have a new crop of experiences to sell to your next employer. Your goal is to perform well at work while constantly growing and learning.
How many people have held the position in the past several years?
Knowing how many people have been in your job and why they left can offer you great insights. You'll want to know if they were promoted or quit altogether. A steady stream of resignations may be a sign you could be reentering the job market soon.
While many of the reasons positions eventually become unfulfilling are unavoidable, such as hitting a plateau after repeatedly performing the same duties, job seekers should consider the ways a new position will advance themLabels: Interview Guide
Why are you leaving (or did you leave) this position ?
(If you have a job presently tell the hr)
If you’re not yet 100% committed to leaving your present post, don’t be afraid to say so. Since you have a job, you are in a stronger position than someone who does not. But don’t be coy either. State honestly what you’d be hoping to find in a new spot. Of course, as stated often before, you answer will all the stronger if you have already uncovered what this position is all about and you match your desires to it.
(If you do not presently have a job tell the hr.)
Never lie about having been fired. It’s unethical – and too easily checked. But do try to deflect the reason from you personally. If your firing was the result of a takeover, merger, division wide layoff, etc., so much the better.
But you should also do something totally unnatural that will demonstrate consummate professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a trace of bitterness – from the company’s point-of-view, indicating that you could understand why it happened and you might have made the same decision yourself.
Your stature will rise immensely and, most important of all, you will show you are healed from the wounds inflicted by the firing. You will enhance your image as first-class management material and stand head and shoulders above the legions of firing victims who, at the slightest provocation, zip open their shirts to expose their battle scars and decry the unfairness of it all.
For all prior positions:
Make sure you’ve prepared a brief reason for leaving. Best reasons: more money, opportunity, responsibility or growth.
Labels: Interview Guide
Tell me about something you did – or failed to do – that you now feel a little ashamed of ?
As with faults and weaknesses, never confess a regret. But don’t seem as if you’re stonewalling either.
Best strategy: Say you harbor no regrets, then add a principle or habit you practice regularly for healthy human relations.
Example: Pause for reflection, as if the question never occurred to you. Then say to hr, “You know, I really can’t think of anything.” (Pause again, then add): “I would add that as a general management principle, I’ve found that the best way to avoid regrets is to avoid causing them in the first place. I practice one habit that helps me a great deal in this regard. At the end of each day, I mentally review the day’s events and conversations to take a second look at the people and developments I’m involved with and do a double check of what they’re likely to be feeling. Sometimes I’ll see things that do need more follow-up, whether a pat on the back, or maybe a five minute chat in someone’s office to make sure we’re clear on things…whatever.”
“I also like to make each person feel like a member of an elite team, like the Boston Celtics or LA Lakers in their prime. I’ve found that if you let each team member know you expect excellence in their performance…if you work hard to set an example yourself…and if you let people know you appreciate and respect their feelings, you wind up with a highly motivated group, a team that’s having fun at work because they’re striving for excellence rather than brooding over slights or regrets.”
Labels: Interview Guide
What are your greatest strengths ?
You know that your key strategy is to first uncover your interviewer's greatest wants and needs before you answer questions. And from Question 1, you know how to do this.
Prior to any interview, you should have a list mentally prepared of your greatest strengths. You should also have, a specific example or two, which illustrates each strength, an example chosen from your most recent and most impressive achievements.
You should, have this list of your greatest strengths and corresponding examples from your achievements so well committed to memory that you can recite them cold after being shaken awake at 2:30AM.
Then, once you uncover your interviewer's greatest wants and needs, you can choose those achievements from your list that best match up.
As a general guideline, the 10 most desirable traits that all employers love to see in their employees are:
A proven track record as an achiever...especially if your achievements match up with the employer's greatest wants and needs.
Intelligence...management "savvy".
Honesty...integrity...a decent human being.
Good fit with corporate culture...someone to feel comfortable with...a team player who meshes well with interviewer's team.
Likeability...positive attitude...sense of humor.
Good communication skills.
Dedication...willingness to walk the extra mile to achieve excellence.
Definiteness of purpose...clear goals.
Enthusiasm...high level of motivation.
Confident...healthy...a leader.Labels: Interview Guide
Tell me about yourself ?
Start with the present and tell why you are well qualified for the position. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.
So, before you answer this or any question it's imperative that you try to uncover your interviewer's greatest need, want, problem or goal.
To do so, make you take these two steps:
Do all the homework you can before the hr interview to uncover this person's wants and needs (not the generalized needs of the industry or company)
As early as you can in the interview, ask for a more complete description of what the position entails. You might say: “I have a number of accomplishments I'd like to tell you about, but I want to make the best use of our time together and talk directly to your needs. To help me do, that, could you tell me more about the most important priorities of this position? All I know is what I (heard from the recruiter, read in the classified ad, etc.)”
Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even more. Surprisingly, it's usually this second or third question that unearths what the interviewer is most looking for.
You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential to success in this position?:
This process will not feel easy or natural at first, because it is easier simply to answer questions, but only if you uncover the employer's wants and needs will your answers make the most sense. Practice asking these key questions before giving your answers, the process will feel more natural and you will be light years ahead of the other job candidates you're competing with.
After uncovering what the employer is looking for, describe why the needs of this job bear striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples of your responsibilities and especially your achievements, all of which are geared to present yourself as a perfect match for the needs he has just described.
Labels: Interview Guide
