Interviewing Skills

Interviewing Skills
Maintain Empathy
Six Most
Common
Interview
Blunders
Different Types of Interviews
Traditional
Behavioral
Traditional
Typical questions that
have pretty straight
forward answers.
Traditional
Examples:
What are your strengths and weaknesses?
Describe a typical work week.
Cognitive Questions
Examples:
They are based on the theory that thinking,
learning and memory functions are critical
factors to success.
This line of questioning involves a series
of scenarios where practical problems
are presented.
Personality Questions
Examples:
Reveals more about who the person is rather than
what they can deliver.

Characterizes trait words: Reliable, Hard Worker,

Quick Learner
Behavioral
Interviewing based on
the how one would act
in one given situation.
Behavioral
The logic is how you behaved in
the past will predict how you will
behave in the future.
Past performance with predict
future performance.
Behavioral
Questions will be more pointed,
more probing and more specific
than a traditional interview.
Behavioral
Examples:
Give an example of a time when you had to keep from
speaking or making a decision because you did not have
enough information.
Give me an example of a time when you had to be quick
in coming to a decision.
Have you gone above and beyond the call of duty?
If so, how?
Driving Change with Creativity
Driving Change with Creativity
Do you view design as just another
part of the marketing function?
Driving Change with Creativity
Today in the business landscape,
design can be the catalyst that
drives businesses to:
Innovate
Find solutions to business needs
What They Think When
They Hire – Fast Company
They want the wrong employees
to leave ASAP.
Many want empty seats. That leaves them
room to grow.
What They Think When
They Hire – Fast Company
What They Think When
They Hire – Fast Company
If a group of creative people get all the way
and do not stand out – they will get
different talented people.
An interview should be like an audition.
They think of it as borrowing talent.
What They Think When
They Hire – Fast Company
Three Stages of Hiring:

Cross – Tailor asked questions

Homework assignment
On - boarding
What They Think When
They Hire – Fast Company
Homework
Cash money. They save money by hiring
someone with less experience. Sad, but true.

Scare the window shoppers.

What They Think When
They Hire – Fast Company
Bad Talent Can Not Hide in the
Homework.
If someone bombs the homework, it makes
everyone look bad.

Screening and recruiting has gotten harder.

What They Think When
They Hire – Fast Company
Bad Talent Can Not Hide in the
Homework.
The employers can end up better then
the owner.

They are looking for problem solvers.

What They Think When
They Hire – Fast Company
Switch a rue
Employers like to be able to switch people
around in the office.

Employees like to be switched.

6 Interview Answers You Need
To Answer to Get Hired –
Monster
6 Interview Answers You Need
To Answer to Get Hired –
Monster
1 Do You Have the Skills to Do
the Job?
Hard skills – Ex: Technology know how.
Soft skills – Ex: Being able to work in groups.
6 Interview Answers You Need
To Answer to Get Hired –
Monster
2 Do You Fit?
6 Interview Answers You Need
To Answer to Get Hired –
Monster
3 Do You Understand the
Company and Its Purpose?
6 Interview Answers You Need
To Answer to Get Hired –
Monster
4 How Do You Stack Up
Against the Competition?
6 Interview Answers You Need
To Answer to Get Hired –
Monster
5 Do You Have the Right Mind-
Set for the Job and Company?
6 Interview Answers You Need
To Answer to Get Hired –
Monster
6 Do You Want the Job?
Engaging
No matter which survey you consult, many U.S.
workers aren’t engaged at their jobs.
Engaging
According to Gallup’s 2016 "State of the Global
Workplace" survey only 34% of respondents say
they are engaged at work.
Engaging
A recent study by The Marcus Buckingham
Company, a management consultancy, found only
19% of U.S. employees reported being involved,
enthusiastic, and committed.
Know how your brain works under stress!
Remove the Anxiety
1. Remove yourself from the environment if
possible. This will help you calm yourself down.
Remove the Anxiety
2. Breathe! Breathing deeply can help slow
down the response you are having.
Remove the Anxiety
3. Put in strategies to deal with the threat
response beforehand. You can try to use the
more analytical (slow thinking) part of your
brain to help control some of your fast thinking
responses.
Remove the Anxiety
Try to be on the lookout for the threatening
behavior and have a plan of how you are going
to deal with it if/when it happens. This can
often lessen the response.
Remove the Anxiety
4. Attempt to solve the problem. Maybe you
need to communicate with your boss that they
are stressing you out.
Remove the Anxiety
In that case, find a method to communicate and
give yourself time (draft an email, write a note,
practice what you are going to say or send).
Then review it. Then sit on it for a while. You
can then decide later what is the right course of
action to take.
4 Steps for Rebounding
From Job Search
Rejections
1. Take Time to Heal
Slow down and give yourself time to deal with
your emotions. Lean on your support system
and vent to family and friends—not networking
contacts you don’t know well on a personal
level. You’re going to need time before you feel
ready to re-build your confidence and put
energy into the job search again.
1. Take Time to Heal
If you don’t cut yourself some slack, you’re
bound to run out of steam in the process, and
maybe even make careless errors. Give yourself
a week or so. That’s enough time to lick your
wounds without completely losing momentum.
2. Think About What You
Could Have Done Differently
Perhaps you could’ve spent more time
prepping answers, sent a stronger thank-you
note, or been more confident when talking
about your accomplishments.
2. Think About What You
Could Have Done Differently
It’s the reflection and self-awareness that
really matters.
3. Acknowledge What is Out
of Your Control
Sometimes the stars just don’t align. No
need to beat yourself up over things you
can’t influence or control.
3. Acknowledge What is Out
of Your Control
The full picture includes company politics with
employee referrals, in addition to individuals
who are already in the hiring manager’s
professional or personal networks.
3. Acknowledge What is Out
of Your Control
Internally, there may be candidates looking for
promotions or lateral moves. And don’t forget
former interns and pipeline candidates who’ve
interviewed in the past.
4. Go Back to the Hunt
Start by breaking down what exactly made your
dream job so desirable. Use that info to discover
comparable companies in your market. Start with
the competition and dig in from there. A list of
10 or so targeted companies is a good way to
zero in on the right place for you.
4. Go Back to the Hunt
You may not be working in your dream job yet—
landing the perfect position takes time. A friend
once told me, “It only makes sense that highly
regarded companies make it tough to get in the
door. If it’s a special place, then it’s worth the
extra effort, plus the wait.”
Lastly…
Focus on the positive; you’re now that person in
the pipeline, so when a new role arises, you have
direct access to influencers and decision-makers
that other candidates simply don’t.