About using "FOR EXAMPLE"

About using "FOR EXAMPLE"

"FOR EXAMPLE" is the most important phrase in your job interview
arsenal. Don't be afraid of using it frequently as a part of the answer
to every question! The more examples you can provide of specific
instances where you have demonstrated the characteristics Hiring
Managers are looking for – your ability to fill their needs – the more
likely you will be hired.

There are two things to be said about using "FOR EXAMPLE," however.

First, don't overdo it on the examples. You only need to provide
enough examples to satisfy the interviewer, or basically instill the
confidence that you will be successful in filling their needs. Don't
oversell yourself by giving too many examples! Watch for cues that the
interviewer is satisfied that your examples back up your statements or
claims. You should also ask questions to probe the effectiveness of the
answer.

Ask questions like:

· Does that make sense? You follow me? Is that a good example?
· Have I addressed that 100% to your satisfaction?
· Does that answer your question about "X"?
· Do you think that my experience with that type of situation
would be relevant to my work here?
· I think that's the kind of experience you are looking to bring to
your team, isn't it?
· You would agree that my skills in that area would help me
succeed here, wouldn't you?
Most importantly, when you use "FOR EXAMPLE," make sure your
examples are specific, measurable, and relevant. You are telling a
story. You need to PAINT THE PICTURE. Be specific. Use people's
names. Give background info on clients and colleagues, and indicate
your role and involvement.

Make the situation as relevant to the Hiring Manager's work as
possible and use terms and ideas he or she can understand and relate
to. Give dates and measurable information and statistics relating to
the time and money you have saved by deploying your Behavioral
Competencies on the job. Use gestures and pauses – and don't be
afraid of drawing simple charts or diagrams on paper or on a white
board. Practice telling these stories! It is your examples or "stories"
that people relate to, and it is your examples and stories that will get
you hired. Show, don't tell!

"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?"

What Hiring Managers Are Looking For

What Hiring Managers Are Looking For

Whether they know it or not, all Hiring Managers are looking for
certain characteristics or "Behavioral Competencies." One of the most
important is CONFIDENCE. Now, all of us have made mistakes in the
past, and maybe all of your performance reviews have not exactly
been "glowing," but the point is not to live your life looking in the rear
view mirror. If you know you have made mistakes, and you are
working on improving yourself, then there is no reason why you
shouldn't move forward with CONFIDENCE and an EXPECTATION OF
SUCCESS.

Review the following Behavioral Competencies with CONFIDENCE.
Nobody is a super-person that exhibits all of these characteristics at
100%, but if you have ever worked any job then you have exhibited all
of these characteristics to some degree. EMPHASIZE THE POSITIVE
when you read these, and think of times on the job when you HAVE
exhibited these characteristics – NOT times when you might have
failed to.

What you want to demonstrate to the Hiring Manager:

Courage / Persuasion: This is your ability to increase your
determination to get the job done when you are faced with resistance
or a difficult situation. Show the ability to move people towards a
commitment to buy or act. Demonstrate that you are fair and nice, but
also show that you are aggressive and may even sometimes intimidate
others. Don't be modest. Demonstrate confidence and the fact that
you are not easily intimidated. Indicate the desire to influence the
thinking of others. Show that you can gain agreement from others via
logic, alternatives, and emotional appeals.

Beliefs / Ethics: This is your capacity to believe strongly in what you
do and emphasize service. Indicate LOYALTY so that the Hiring
Manager knows that you won't quit after three months – or leave your
clients hanging and out of the loop. This quality is key to the
development of accounts and customer satisfaction. Show that you will
act in terms of what is right. Demonstrate that you follow through and
actually do what you say you will do.

Commitment: This is your capacity for becoming dedicated to your
work. You should demonstrate a strong belief in what you do.
Demonstrate that you are willing to make a sacrifice for people when
appropriate because you are a COMMITTED person. Show a strong
responsibility and commitment to not only the Hiring Manager and the
company, but even more importantly, to customers and clients.

Work Orientation / Stamina: This is your capacity to handle mental
intensity and hard work. Indicate the high tempo and speed at which
you work, and your capacity for endurance. Show that you invest the
TIME and ENERGY necessary to get the job done right the first time –
consistently.

Interpersonal Skills / Charm: This is your capacity to know how
and when to get things done with people. Show that you are outgoing
and charming, and that you are especially effective in this regard when
you have an objective in mind, or need someone to do something.
Demonstrate that you have an intrinsic need to win the approval of
others, fit in, and get along. Show that you have the ability to build
quick relationships with people.

Discipline: Demonstrate that you have inner standards that make you
both predictable and productive. Show that you enjoy the
responsibility of planning and carrying out your own schedule. Indicate
that you can motivate yourself to work on a task until completion.

Competitiveness: This is your drive to be better than others. Show
that you like to compete and have the desire to win, and show the
maturity of knowing how this benefits everyone.

Focus: This is your ability to determine what is important, set
priorities for tasks, and maintain direction. Show that you understand
how to set short and long-term objectives, and how to intelligently
schedule these objectives so that you hit your goals and complete
tasks on time.

Big Picture Thinking: This is your ability to see the big picture, and
not get bogged down in the minutia of small tasks. Demonstrate a
tendency toward project closure. Show your ability to see "the real
goal" and what it takes to get there.

Interviewing: The Basics

Interviewing: The Basics

Employers look for employees because they have a NEED. Don't
mistake that the interview is about you – it is really about their NEED.
You need to sell yourself as the right person to satisfy that need. Sure,
you may have great experience, but WHAT'S IN IT FOR THEM?

Managers hire people in order to make their own job easier. How are
you going to make the Hiring Manager's job easier? How are you going
to make the Hiring Manager look good in THEIR boss's eyes? You need
to make your skills, experience, and education relevant to THEM and
their needs, goals, and situation. After every statement you make to
the Hiring Manager, you need to at least mentally add " … and this will
make your job easier because …" or " … and this will make you look
good because …"

Imagine the Hiring Manager asking "… so how would that benefit me
and my needs?" Make your answers and examples relevant to THEIR
needs and communicate how hiring you will benefit THEM as well as
the company.

If Managers hire based on their needs, then you are going to have to
uncover and reveal their needs in order to come up with answers that
will get your hired. Remember that every time a hiring manager asks
you a question, YOU HAVE EARNED THE RIGHT TO ASK A QUESTION
OF YOUR OWN. Questions are a great follow-up to a winning answer.

Early on in the interview you should use your own questions to
uncover the hidden needs of the Hiring Manager so that you can tailor
your answers and attitude to show that you understand their needs
and that YOU are exactly the perfect person to solve those needs.
Please see the section in this Guide on "Questions to Use to Uncover
the Interviewer's Hidden Needs."