Interviewing SkillsEverything You Wanted to Know About

Interviewing But Were Afraid to Ask

Objectives

Participants will:

u Discuss the key skills employers look for during job interviews

u Discuss what each interviewee should discuss during job interviews

u Practice answering interview questions

Everything You Wanted to Know About Interviewing but were Afraid to Ask

u Employers look for key skills during job interviews, especially those that match the exact qualifications for the position.

u But there are certain skills that tend to be essential for almost any job. Interviewers often analyze these skills in candidates to predict how well they will fare.

u What do you think they are?

Key Interview Skills

uCommunicationuOrganizational

uProblem SolvinguComputer/IT

Communication

u Communication skills should be listed first during an interview.

u Communication skills include listening, writing and speaking.

u For writing skills, discuss how you target your audiences and always explain technical terms so anyone can understand them

Organizational

u Organizational skills are those that allow you to keep track of tasks and projects and meet deadlines.

u Like most professionals, you probably have a project log or system for tracking new, partially completed and completed projects.

u Tell the interviewer what systems you use to track projects. Provide a sample of a project log that demonstrates your organizational skills.

Problem-Solving

u One of the best ways to demonstrate problem-solving skills is by using the STAR approach, which stands for:

u situation,

u task,

u action and

u result.

Computer/IT

u Tailor them to the specific position.

u For example, if you are a marketing research professional, you might need to be proficient with database software to create lists of customers to survey.

u You should also list your skills with software that most companies use.

What else should be discussed?

uYour ValueuWork ReviewsuA willingness to improveuStatistical DatauPersonality Traits

Discuss Your Value

u Discuss your former job responsibilities, focusing on how you accomplished tasks and met goals.

u Avoid lengthy explanations of what your job entailed and stick to the point -- ways you benefitted the company or organization.

u List any improvements, revisions, additions, changes or upgrades you made that added value to the division, unit or organization.

Rely on Performance Reviews

u Use positive comments from former supervisors, co-workers and upper management to support your achievements.

u Discuss high marks you received on recent evaluations or explain how your boss chose you to lead work teams or work or special assignments.

u Answer truthfully but avoid mentioning low scores or problem areas unless the hiring manager specifically asks you to address them.

Demonstrate a Willingness to Improve

u Prepare to answer interview questions about your undeveloped strengths.

u Focus on one or two areas where you improved your work skills and conquered your undeveloped strengths, suggests Forbes.

u For example, you might discuss training seminars you attended, mentors you worked with or continuing education classes you took.

Provide Statistical Data

u For example, you might say, "I was one of three people asked to lead a company-wide marketing team," "I had a 99 percent success rate at meeting deadlines on time" or“our team received the highest productivity scores of any department."

u Statistical data shows a potential employer that you'll likely be a productive, effective contributor.

Personality Traits

u The hiring manager might ask, "What steps do you take to maintain open communication with your co-workers?" "What avenues do you use to keep members on your work team up to date on your progress?" or"What personality traits do you have that help with communication in the workplace?" What would be your answer?

u Focus on traits that promote a healthy work environment -- such as friendliness, respect, honesty, patience and professionalism -- and how you have used them in past jobs to improve your/team’s performance.

Behavioral Scenarios

u "How would you handle a situation where a co-worker wasn't doing his or her best to meet deadlines?" "What would you do if you were leading a team meeting and you lost the attention of your co-workers?" or "What would you do if you gave a co-worker instructions, but he failed to understand or follow them correctly?" What would be your answer?

u Cite examples from previous work experiences that show how you handled these scenarios, but leave out specific co-workers' names.

u Focus on negotiation strategies, communication strengths, willingness to see other viewpoints and ability to positively influence others.

Ability to Cooperate

u "What would your co-workers say is your best contribution to team projects?" "How do you think subordinates and managers should communicate and interact?" or "What steps do you take to build healthy relationships with co-workers?" What would be your answer?

u Focus on your conflict-resolution skills, respect for hierarchy within the company, positive attitude, open-mindedness and willingness to admit when you're wrong.

Tough Spots

u "Have you ever had a co-worker or supervisor correct or question your decisions or behavior? How did you handle that?" "Describe a time when your team couldn't accomplish goals due to personality conflicts." or "Have you ever had communication problems with a co-worker that were difficult to resolve?" How did you move forward? What would be your answer?

u Stress examples where you maintained a positive and productive attitude during times of workplace strife, despite the tension.

u Offer examples of formerly weak areas that you have improved on, what you've learned, and how you've grown professionally in dealing with tough workplace situations.

Interview Activity

u Divide into groups of three or four

u With the interview question you are assigned, decide who will be the interviewer, the interviewee and the observer(s).

u Conduct the mini-interview

u Debrief by answering questions from and listening to feedback from the observer

Interview Questions/Scenarios

u Have you ever had a co-worker or supervisor correct or question your decisions or behavior? How did you handle that?“

u "Describe a time when your team couldn't accomplish goals due to personality conflicts.“

u "Have you ever had communication problems with a co-worker that were difficult to resolve?" How did you move forward?"

Key Interviewing Skills to Remember

u Communicationu Organizationalu Problem Solving STAR approach, which stands for:

u situation u task u actionu result

u Computer/IT

What are Your Questions?