Skip to main content

Section - 9 - Interview and Interviewing skills.

1. "Tell me a little about yourself."

If you're the interviewer, there's a lot you should already know: The candidate's resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more.
The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job. Does she need to be an empathetic leader? Ask about that. Does she need to take your company public? Ask about that.
If you're the candidate, talk about why you took certain jobs. Explain why you left. Explain why you chose a certain school. Share why you decided to go to grad school. Discuss why you took a year off to backpack through Europe, and what you got out of the experience.
When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why.

2. "What are your biggest weaknesses?"

Every candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!
For example: "My biggest weakness is getting so absorbed in my work that I lose all track of time. Every day I look up and realize everyone has gone home! I know I should be more aware of the clock, but when I love what I'm doing I just can't think of anything else."
So your "biggest weakness" is that you'll put in more hours than everyone else? Great...
A better approach is to choose an actual weakness, but one you're working to improve. Share what you're doing to overcome that weakness. No one is perfect, but showing you're willing to honestly self-assess and then seek ways to improve comes pretty darned close.

3. "What are your biggest strengths?"

I'm not sure why interviewers ask this question; your resume and experience should make your strengths readily apparent.
Even so, if you're asked, provide a sharp, on-point answer. Be clear and precise. If you're a great problem solver, don't just say that: Provide a few examples, pertinent to the opening, that prove you're a great problem solver. If you're an emotionally intelligent leader, don't just say that: Provide a few examples that prove you know how to answer the unasked question.
In short, don't just claim to have certain attributes -- prove you have those attributes.

4. "Out of all the other candidates, why should we hire you?"

Since a candidate cannot compare himself with people he doesn't know, all he can do is describe his incredible passion and desire and commitment and ... well, basically beg for the job. (Way too many interviewers ask the question and then sit back, arms folded as if to say, "Go ahead. I'm listening. Try to convince me.")
And you learn nothing of substance.
Here's a better question: "What do you feel I need to know that we haven't discussed?" Or even "If you could get a do-over on one of my questions, how would you answer it now?"
Rarely do candidates come to the end of an interview feeling they've done their best. Maybe the conversation went in an unexpected direction. Maybe the interviewer focused on one aspect of their skills and totally ignored other key attributes. Or maybe candidates started the interview nervous and hesitant, and now wish they could go back and better describe their qualifications and experience.
Plus, think of it this way: Your goal as an interviewer is to learn as much as you possibly can about every candidate, so don't you want to give them the chance to ensure you do?
Just make sure to turn this part of the interview into a conversation, not a soliloquy. Don't just passively listen and then say, "Thanks. We'll be in touch." Ask follow-up questions. Ask for examples.
And of course, if you're asked this question ... use it as a chance to highlight things you haven't been able to touch on.


Labels:

Comments

Post a Comment

Popular posts from this blog

Unit IV - Budget

Meaning and Need for Budget: A budget is a blueprint of the plan of action to be followed during a specified period of time for the purpose of attaining a given objective. According to CIMA Terminology, budget is “a plan quantified in monetary terms prepared and approved prior to a defined period of time, usually showing planned income to be generated and/or expenditure to be incurred during that period and the capital to be employed to attain a given objective”. Features: An analysis of the above definition reveals the following essential features of a budget: (i) It is prepared beforehand based on a future plan of actions; (ii) It is related to a definite future period and is based on the objectives to be attained; (iii) It is expressed in financial terms; (iv) It shows planned income to be generated; (v) It shows probable expenditure to be incurred; (vi) It indicates the capital to be employed during the period; Thus, a budget sets the firm’s goals in cl...
Post a Comment
Read more

Unit III - B2B ONLINE MARKETING

What is Internet Based EDI? For most companies, the world of EDI is one that they have been exposed to for only the past five to ten years. EDI itself, however, is significantly older, going back to the days before the Internet was prevalent as a communication medium between businesses. During this time, EDI transactions were typically exchanged using third-party service providers known as Value Added Networks or VANs. Internet-based EDI has begun to grow at significant rates over the past few years, spurred in large part by the adoption of key Internet-based EDI technologies by companies like Walmart. Benefits of Internet-Based EDI Internet-based EDI can have a number of benefits over using VANs. The reason is simple - VAN based EDI and other "aggregators" of EDI data charge based on the amount of data that is used and transmitted over their lines. By employing Internet-based EDI you establish a direct link to your trading partners bypassing third part...
1 comment
Read more

Unit IV - Growth Balance and Unbalance

4.1 Balance Growth Balanced growth is a dynamic process and as such the meaning of balanced growth continues changing. The concept of balanced growth is subject to various interpretations by various authors. It was Fredrick List who for the first time put forward the theory of balanced growth. According to Fredrick List, the theory of balanced growth is of great significance by which a balance could be established between agriculture, industry and trade. This the concept was endorsed by Rosenstein Rodan in one of his articles titled “Problems of Industrialisation of Eastern and South-Eastern Europe.” Prof. Nurkse, Prof. Lewis and Stavisky have examined this concept of balance of growth on different bases. In the words of Kindle Berger, “Balanced Growth has so many meanings that it is in danger of losing them all.” Definitions: 1. P.A Samuelson, “Balanced Growth implies growth in every kind of capital stock constant rates.” 2. U.N Publication, “Balanced Growth refers to f...
Post a Comment
Read more