intentional interviewing

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WHATS YOUR STORY AND HOW Y A GONNA TELL IT! LEVERAGING YOUR SKILLS TO LAND THE JOB Steps to “closing the deal” through intentional interviewing

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Intentional Interviewing is a workshop that helps participant leverage their talents, successes and attributes in the interview process.

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Page 1: Intentional Interviewing

WHAT’S YOUR STORY AND

HOW YA GONNA TELL IT!

LEVERAGING YOUR SKILLS

TO LAND THE JOB

Steps to “closing the deal”

through intentional

interviewing

Page 2: Intentional Interviewing

YOU‘VE LANDED THE

INTERVIEW!

You‘ve networked

Your resume

Uses quantifiable accomplishments

Targets a specific industry or a specific

position

Is clear, crisp, and concise

You‘ve landed the

interview – IT‘S SHOW

TIME….

Page 3: Intentional Interviewing

5 EASY STEPS TO GETTING

AN OFFER!

1. Define and put dimensions to your

capabilities, leadership skills, and

attributes.

2. Know the potential buyer of your

goods and services.

3. Demonstrate how your attributes

match their needs.

4. Build rapport.

5. Close the deal!

Page 4: Intentional Interviewing

HINTS & TIPS

Sticky factors

Key words

Sales & Marketing

Repetition and penetration

Sales Funnel (it‘s a number game)

Screen Play

Practice!

Consistent story

Linked-In

Resume

Interview

Key Words

Page 5: Intentional Interviewing

JOEL

Page 6: Intentional Interviewing

1. DEFINE AND PUT DIMENSION TO

YOUR CAPABILITIES AND

ATTRIBUTES

A. You are a business — What is your ―good‖ or ―service?‖ What is your offer? Create a ―tag‖ line?

B. What are the five attributes you want your future employer to know (and remember) about you when you leave the interview?

C. What are your three biggest career accomplishments?

Page 7: Intentional Interviewing

A. YOU ARE A BUSINESS…

What do you do? What is your ―good‖ or

―service?‖ Your elevator speech, your

tag line….

Page 8: Intentional Interviewing

B. WHAT ARE THE FIVE

ATTRIBUTES YOU WANT YOUR

INTERVIEWER TO KNOW ABOUT

YOU? PROVE IT!

1. Once upon a time

I….__STAR_________________________

_

2. __________________________________

___

3. __________________________________

___

4. __________________________________

___

__________________________________

Page 9: Intentional Interviewing

C. WHAT ARE YOUR THREE

BIGGEST CAREER

ACCOMPLISHMENTS?

Traditional Leadership skills including planning

controlling and executing.

Measurable P&L contributions – shareholder

value, leveraging technology, margins and volume.

Non traditional and intangibles such as driving

innovation, collaboration, working across

boundaries, managing complexity, diversity &

inclusion, capturing intellectual properties.

1. _____________________________________

2. _____________________________________

3. _____________________________________

Page 10: Intentional Interviewing

2. KNOW THE POTENTIAL BUYER

OF YOUR GOODS AND SERVICES

Understand the company‘s P&L drivers, its competitors, its suppliers and buyers, and how the ―world at large‖ impacts their business.

Gather as much information as you can about the company in these areas:

Financials, e.g., ‗07 2Q earnings (vs. ‗06)

Number of employees

Countries in which it operates (is headquartered)

Raw materials (and from whom)

Buyers (what and where)

Competitors—how easy is it to enter their marketplace, why?

What Global economic factors are at play

Who are its Leaders?

Who will you interview with and what positions do they hold?

Any other demographics you can get your hands on

Page 11: Intentional Interviewing

3. MATCH YOUR ATTRIBUTES TO

THEIR NEEDS

Review the verbiage in the job description, their web site, the annual report

Match your attributes to their needs in their language.

Give them something to ―hang on to‖ explaining what are you going to do for them.

Leave them with a balanced scorecard showing your strategy around financials, customers, internal processes and learning and growth or Leave them with a SWOT analysis and how you would manage each quadrant of the analysis.

Each interviewer in the executive hiring process will

have a different ―gate‖ or set of criteria. Give

them each the tools and information they need to

pass you through the gate and on to the next round of

interviews. Executive Recruiter

HR

Hiring Manager

Leadership Team

PREPARE AND PRACTICE!

Page 12: Intentional Interviewing

PREPARE! ANSWER EACH OF THESE

QUESTIONS MATCHING YOUR

ATTRIBUTES TO THEIR NEEDS

• Why are you interested in this position?

• What are your strengths? Weaknesses? (and what are you doing about them)

• What are you going to do for our company? (using past successes and a balanced scorecard)

• Describe a time you had to make a decision without all the facts.

• Describe a time you made a difference on the bottom line. (don‘t‘ forget the intangibles!)

• Describe a time someone who worked for you was not performing.

• Why are you leaving your current position?

Rehearse these questions and answers until you are comfortable. Practice!

Page 13: Intentional Interviewing

PRACTICE!

In groups of three decide on a company to interview

with. Based on their strategy and current market

position what might they need from you to move

their business forward.

Next take turns:

Sharing your good or service

Answering one of the five questions

Giving each other feedback

Page 14: Intentional Interviewing

4. BUILD RAPPORT

Checking in — at the door, elevator, receptionist — every interaction is an interview

Body Language Breathing — while they are talking they are

breathing out; Breath out too.

Posture — theirs will give you clues to what is important to them.

Rhythms — keep beat.

Voice — where is their voice (head, chest, stomach). Speak from the same place.

Eye Contact — let them lead.

In good taste — ―Lagniappe‖ Dress

Culture

On time / Know your interviewers by name and title

Send a handwritten thank you the same day

Page 15: Intentional Interviewing

5. CLOSE THE DEAL!

Ask them questions About the business

strategy, performance, culture

About the job -what is the most important capability / attribute etc. for success in this role? Why?

About executive on-boarding

About the next step

ASK TO BE TAKEN TO THE NEXT STEP/ ASK FOR THE JOB ―Given what I‘ve heard about your criteria and

given my key capabilities I would be honored (excited, etc.) for the opportunity to contribute at Widgetville. Thank you for your time today and I look forward to hearing from you soon.‖

Page 16: Intentional Interviewing

MOVING FORWARD

Plan, Control, Execute Networking — it‘s a number game. Do what you enjoy but

get out there in front of other people.

Outline a strategy and a way to execute and measure that strategy – just like you did when you were running a business only now the business is you.

Reflection Take time to think about your dream job — your vision

Think out of the box (Create a market, turn a hobby into money, take a chance)

Move beyond career myths

There is a perfect job for me; I have to use my current job skills and talents; I have to work in my major; No one will hire me because….; It’s too late to change careers…

Resources The Brand Called You – Tom Peters

Rights of Passage…Executive Transition – John Lucht

Success That Last – HBR- Laura Nash and Howard Stevenson

Page 17: Intentional Interviewing

BEGIN WITH THE END IN MIND

Your vision-

Imagine what you want as if it already exist – open the door to letting it happen

Shakti Gawain

Write it down-

On ____________________ I will work

as a (or at) _____________________

doing _______________ and I will be

making $___,___!

Page 18: Intentional Interviewing

THANK YOU!

Syndie Cassedy

President & Founder

www.windinsails-hr.com

630 258 9548

1-877 HR4-SAIL

Joel Keene

Page 19: Intentional Interviewing

APPENDIX

Looking systemically at the job

market

Occupational Trends

Globalness

Demographics

Matching yourself with the workplace

Your personal vision

Profiling

Moving Forward

Page 20: Intentional Interviewing

LOOKING HOLISTICALLY AT THE

JOB SEARCH.

HEAD HAND & HEART

What we know How we feel —

What is important

to us personally

Capabilities —

What skills do

we have

Page 21: Intentional Interviewing

OCCUPATIONAL TRENDS

Fastest Growing occupations

Health Care, such as Home Health

Aids, Medical Assistants, Physician

Assistants, Personal home care aides, Physical

therapist assistants, Dental Hygienists.

Network systems and data communications

analyst and Computer software engineers.

Industries with the largest job growth

Employment services.

Consulting services —

management, scientific, and technical

Medical —physicians‘ offices, medical and

surgical hospitals; home healthcare service;

community care for the elderly; outpatient care;

residential mental health and substance abuse

Software publishers

Eateries US Department of Labor –

www.bls.gov/emp/emptab21.htm

Page 22: Intentional Interviewing

GLOBALNESS

Cross-border flow of capital, the globalization of labor markets

Assuming current demographic and economic trends continue, the European Union's share of total global output will shrink from 18% today to 10% in 2050. Japan's share would decline from 8% to 4%.

The U.S.'s outlook is brighter than Europe's and Japan's, largely because the American workforce is expected to increase by 31 million workers by 2030.

By contrast, the report projects that Europe will have 24 million fewer workers and Japan 14 million fewer than they have today.

Meanwhile, population growth elsewhere continues almost unabated. India will add more people to its workforce in the next 30 years — 335 million — than the total working-age populations of the EU and U.S. combined.

Business Week On-Line

Page 23: Intentional Interviewing

POPULATION BY GENERATION

— U.S.

76

41

80

0

10

20

30

40

50

60

70

80

90

Baby Boomers Generation X Millenniums

Millio

ns

1946-1964

Ages 62-

44

1965-1981

Ages 43-

27

1982 -

Infinite

26

Page 24: Intentional Interviewing

WHAT OTHER TRENDS MIGHT

BE NEXT?

Off-shoring — what might be ―out of scope?‖ Personal face-to-face jobs?

Skilled craftsman?

Aging population / Population shifts

Regulatory Changes (SOX)

Cocooning and Burn Out (services / meals on demand)

Technology — the Internet (identity theft)

Energy

www.bls.gov

career projection stats; occupation outlook including earnings, outlooks and trends, job descriptions etc.

Page 25: Intentional Interviewing

WHAT IS YOUR PERSONAL

VISION?

DRAWING IT FORTH….

Self Image: If you could be exactly the kind of person you wanted, what would your qualities be?

Life Purpose: Imagine that your life has a unique purpose—fulfilled through what you do, your interrelationships, and the way you live. Describe that purpose, as a reflection of your aspirations.

Tangibles: What material things would you like to own?

Home: What is your ideal living environment?

Health: What is your desire for health, fitness, athletics, and anything to do with your body?

Relationships: What types of relationships would you like to have with friends, family, and others?

Work: What is your ideal professional or vocational situation? What impact would you like your efforts to have?

Personal Pursuits: What would you like to create in the arena of individual learning, travel, reading, or other activities?

Community: What is your vision for the community or society you live in?

Other: What else, in any other area of your life, would you like to create?

What are you really good at? What are you passionate about? What are you paid for?

Page 26: Intentional Interviewing

MATCHING YOURSELF WITH

THE WORKPLACE

The Facts & Figures (Trend Spotting) ―Globalness‖ and workplace impacts

Demographic shifts

Speed of technology

Energy

What's in, what's out — fastest growing and fastest declining occupations

Your Personal Vision How did you get where you are?

Where are you going?

What‘s possible

Next Steps Networking

Building a plan