"Show," Don't "Tell"

"Show," Don't "Tell"

You may have noticed in the above section that it is suggested that
you "show" and "demonstrate" that you have what it takes to fill the
Hiring Manager's needs. This is contrasted with simply "telling" the
Hiring Manager that you have what it takes. The formula for this is
pretty simple:

1) Clarify the interviewer's question.
2) Confidently answer the question by "telling" using two of the
above Behavioral Competencies.
3) "Show" that you have demonstrated these competencies in the
past by GIVING EXAMPLES.
4) Ask and verify that you have answered the question to the
satisfaction of the interviewer.

Say:

"So … what you are asking me "X." That is a good question and I am
glad you asked. Yes, I definitely have the ability to "Y" and that is
because I usually have no problem doing "Z." For example, at my last
job I ran into a situation where I "A," but I was able to "B" because of
my ability to "Y" and "Z." Does that make sense? Can you see how
having the experience of working through that type of situation would
make me a good asset to your group?"

A simple answer would then look like this:

"So … you are asking me if I have worked with important accounts
before. That is a good question and I am glad you asked. Well, I
definitely have the ability to work hard to earn the trust of my clients,
and then focus on customer service in order to keep them happy with
the business relationship. FOR EXAMPLE, at my last job I was brought
in to work with a disgruntled client after another Account Manager left.
Although it took a lot of hard work, I was able to fix what was wrong
by listening to the client carefully and making sure that we delivered
exactly what was expected of us. It took a while, but I was able to
rescue the relationship with this important client. Does that make
sense? OK. Does that answer your question? Good. I think I could be
an asset to your group having worked through this type of experience
with an important account. Would you agree?"