Did You Know That Actively Selling Yourself Wins Interviews?

Companies acquire talent the same way as they acquire any other service, and job seekers benefit by taking an active sales-oriented approach and using sales techniques in their job search. Using a sales approach will empower you to be more assertive, directed, and organized in your search. The more you use these skills, the more interviews you will be invited to. And the more interviews you have, the more interview practice you will get[md]and the more skilled you will become.

The benefits of using a sales approach include the following

*     You will have a well-defined service you are selling to the job marketplace and a strong set of marketing and sales documents.

*     You will be more focused on establishing a good sales process and less focused on the outcome of landing a job. Focusing on the process rather than the outcome will improve your chances of landing a job.

*     Companies know how to purchase services, and if you use a sales approach, it will be easier for them to purchase your services.

*     Many candidates have a hard time “bragging” about themselves in an interview. Selling is not bragging, and it will empower you to present your most commanding reasons for why you should be selected for the position.

*     You will have a better answer to questions regarding your strengths and weaknesses.

You have all the selling skills you need to do well in interviews, you just need to learn how to apply the skills!

Go to www.activeinterviewing.com to learn how to sell yourself in interviews

Interviewing? Know What Your Selling!

What Are You Selling?

Most job seekers can easily classify their professional identity and what their services generally include- for example, they may be an IT project manager, a banquet chef, a state representative legislative aide, a stockbroker selling energy stocks, a brand manager for consumer packaged goods, or an accountant. However, most job seekers do not sufficiently define the full range of services they provide, including intangibles that make them successful at the job. In addition to high-quality services, in a competitive marketplace intangible success factors differentiate you from your competition.

Services, Features, and Benefits

In defining your services, think like a business. What is the full range of features and benefits you offer? One business might differentiate itself by promising outstanding customer service, or it might offer a highly specialized component of the service that other companies do not have. One business might offer the base service but have ancillary services that add value and tip the buying decision in its favor. For example, a veterinarian might provide excellent pet care but may also have a mobile van for house calls.

What is the full range of base and add-on services you provide? For example, one of my clients was applying for a position as a manufacturing-plant manager. The position to which he was applying did not include reading blueprints or managing construction in the job description; however, during his interview he spoke about how he learned to read blueprints and manage construction contractors after having been involved in building a plant. The interviewer told him, “That’s great! We’re not currently building, but we anticipate that within 18 months, we will be expanding our current plant or building a new plant.” My client was hired

As another example, a client was applying for a staff accounting position. During his interview, he spoke about having been involved in evaluating, selecting, and implementing an accounting system. The posted job requirements did not include selection and implementation of accounting systems; however, coincidently, the company was beginning to consider purchasing an accounting system. My client was hired.

Go to www.activeinterviewing.com to learn how to sell in your interview

Are You Using a Success Story to Win Your Interview?

Our Stories Define Who We Are

Our stories define who we are. Our sense of identity is forged by the stories we tell ourselves and share with others. The success stories of our careers tell about the defining moments when we were at our best, using our strengths, and contributing in meaningful ways. Our stories build and communicate our brand.

Most of us have multiple examples of career successes. The key is to understand that a career or job success is not defined by its size or financial value, but rather by how we feel about it and its contribution to the organization. One person’s success story might be about turning around a corporation, saving millions of dollars, and getting his profile in Forbes magazine. Another person’s success story might be about helping a troubled student feel more confident in school and having him progress to the next grade. Interestingly, both these success stories probably depend on many of the same personal success factors, including creativity, persistence, courage, hope, persuasion, and leadership.

When my clients write success stories, they come alive. They remember the times they felt productive and were fulfilling their purpose in their careers. They become energized and get in touch with the skills and strengths they enjoy using in their jobs. Some realize that they are doing what they love, while others are reminded of things they need to return to. Regardless, the stories are important statements of the contributions they have made in the past and indications of contributions they can make in the future[md]if they have done it once, they can do it again.

When telling your success stories, you have energy, enthusiasm, and confidence, and you feel a sense of pride. You are persuasive, engaging, and interesting- all the qualities you want to bring to your interviews! Telling success stories in your interviews will help you differentiate yourself, will impress the interviewer, and will make you memorable.

Go to www.activeinterviewing.com to learn how to develop interview stories

Do you Differentiate Behavior From Performance to Win Your Interviews?

Behavior VS Performance

Participating is not enough

It is not prior behavior that predicts success it is prior performance. Just because a candidate has done a task does not mean they have done it well. Most interviewers, including interviewers using “behavioral interviews”, ask questions and focus on the candidate’s past behaviors but do not adequately tap into performance- another indication of broken interviews.

To fix you interview, talk about your performance not just your behaviors. For example, question- “Give me a specific example of a time when you used good judgment and logic in solving a problem.”

Candidate “I was working with a team to determine if my company should submit a proposal for a $15MM piece of business. The business would have grown the company but we were not sure we had the internal systems and personnel to deliver on the project and failure with this high profile customer would have severely damaged our reputation and chances for further business. I developed a decision matrix which contained all the pertinent factors and used the matrix to make the decision.”

Where is the performance aspect? A better response,

“… I developed a decision matrix which contained all the pertinent factors and used the matrix to make the decision. The decision was to pass on the business. This decision turned out to be correct, saving the company a significant loss and positioning me as a thorough and logical problem solver. As a result, I received a nice year end bonus and was promoted to Director.”

Adding the performance element will differentiate you from other candidates that simply report their behaviors, impress the interviewer, and position you as a stronger candidate.

Use an interview presentation focus on performance

This book has the strategies you need to win interviews

Avoid Filler Language and Interview Your Best

Avoid filler language

Filler language is words that provide no meaning to what you are saying and weakens your message. As people get stressed, filler language tends to increase. Do away with any words that when dropped does not change the meaning of your message. Filler language includes;

* Um – Um, we um need to um move ahead um with this project.

* Uh – Uh, we uh need to uh move ahead uh with this project.

* Clearly – We clearly must make a decision about this.

* Actually – We actually went to his office to speak with him.

* To be honest – To be honest, I don’t agree with that approach.

* Like I said before – Like I said before, we are focusing on the problems.

* Well – Well, I don’t think we should go.

* I mean – I mean they were really good at the game.

* I guess – I guess it is time to begin.

* OK – After you complete this form return it to me, OK.

* Quite frankly – Quite frankly, I am not happy with the outcome.

* In fact – If, in fact, you have the authority.

* If you will – Making this decision is like pushing a rock up the hill, if you will.

* Like – It is like, when I went to the meeting like it was very apparent like people were not like going to be like in agreement.

* Sorta -  When I work at home its sorta like being on my own.

* Kinda – I want to show you something that is kinda strange.

* You know – I work well with teams and you know it’s good to be part of a you know strong team.

Read each of the above sentences without the filler language and you will see how much more direct and powerful the sentences become. During your interview avoid using filler language to sound more professional and become more persuasive.

Answer Every Question Perfectly to Interview Your Best

There are literally thousands of possible interview questions. How do you prepare for them all? You can buy a book entitled something like “The 250 (or 500 or 700) Most Frequently Asked Interview Questions”, study the answers and pray that you get asked one of the questions you studied. Or, you can understand the basics and be prepared to answer any question you are asked.

Here are the basics of answering any interview question:

Be positive:
Avoid any possible negativity about anything. Being negative is the fastest way to turn off a hiring manager. Your last company did not go under because of stupid decisions; they were the victim of market forces. Your last boss was not inept she had unique approaches and different strategies. Your ride to the interview was fine even if you were stuck in traffic. You do not need to lie just avoid being negative put a positive or at least neutral spin on your answer.

It is not about you:
You are being considered based on the value you can bring to the company. All your answers should focus on what you will contribute rather than how the job will benefit you. Do not talk about a shorter commute, more money, or career advancement. Focus on answering question by talking about the benefits the company will derive from having you on board. Example, Question-”Where do you want to be in five years?” Answer-” I want to have gained experience in my position, taken on greater responsibility and be more of a contributor to the success of the company”.

Take your time:
There is almost a belief that an interview is a verbal test that is timed. The interviewer asks a question and you have five seconds to come up with the right answer, ie. the answer that pleases the interviewer. Take your time be thoughtful. There is no reason why you can’t say “let me think about that for a moment”. You can take 30-40 seconds to think and come up with a well reasoned answer. You don’t get extra credit for speed.

Whenever possible use examples and tell stories:
Every job candidate is hard working, a good team member, reliable, honest, multitasking, a leader, and dedicated; or so they all say. You have to prove it. You can prove it by giving an example or telling a story when you answer a question. “I am dedicated to getting a job done and here is an example of a time when I was dedicated…” Using an example or telling a story brings your answer to life and has more impact and validity.

So, get the books study the questions but keep the basics of answering any question in mind as you answer. Being able to answer any question in an interview will be one of your greatest interview strengths.

Use and interview presentation to answer questions

Know that it is Not Your Fault To Interview Your Best

Companies treat people badly during the selection process. This is an unfortunate fact of life.

Recently, I have seen a large number of online posts from job seekers writing about how badly they are treated by hiring companies. The primary complaints are no acknowledgment of receiving resumes and the lack of feedback or information following an interview. Job search is such a difficult and emotionally trying experience that these slights cause significant emotional stress and consternation.

Why the inhumanity? Bottom line there is no good reason now lets deal with the excuses and rationalizations.

Inundated with resumes
In today’s job market any job listing will get a formidable stack of resumes. Online job boards have made submitting resumes far easier so a significant number of submitted resumes are in essence “spam” from unqualified applicants. This causes a lot of additional administrative overhead as well as an angry attitude of “why the heck are you applying and wasting our time”.  For small companies this can overwhelm their ability to respond. Most large companies use an applicant tracking system (ATS) that have autoresponders acknowledging the receipt of a resume. For some reason, many companies do not turn this feature on. Thus, small companies, although still not kind, have some basis for not responding. Large companies do not. Also, job seekers should not apply to jobs for which they are not qualified this will unclog the system a bit.

Post interview response
To me this is the most egregious of job search inhumanity. A job candidate has taken the time to interview with a company and then gets no response for weeks if at all. I have heard numerous stories where an applicant had 4 or 5 interviews over several weeks  only to get no response once the company decided not to hire them. Unfortunately, there is a prevailing attitude that the job seeker needs the job so the company can treat them badly without consequences. Equally unfortunate, companies get away with this behavior. Job seekers eager, and sometimes desperate, for a job cannot stridently complain to the company. Even if they do complain, typically by email, they hear nothing in response. The company has no consequences and does not change their behavior.

Interestingly, I have spoken with recruiters from large consumer companies who do a lot of hiring and they are sensitive to this issue. These companies understand that every applicant is a customer (think shoe company) that could spend hundreds of dollars on their products. Treat people badly as an applicant and lose a customer. Disappointingly, these companies are motivated to do the right thing by the bottom line rather than empathy for the job seeker.

What to Do
First expect this behavior and do not personalize it. Human beings when faced with the unknown tend to view things negatively. If a company does not acknowledge your resume do not assume it was something wrong with your resume, your cover letter, your experience, or your chances of getting a job. They did not respond, that is all you can know. Most companies are disorganized, confused and not set up to manage the hiring process with any skill. They will mismanage lots of resumes including yours.

Interviews are somewhat different. In every interview be sure to ask, “How and when should I follow up with you?” If you are using an interview presentation, be sure that  this question is on your “important questions” page. Do not let the interviewer duck this question. If they say “we will get back to you” respond by saying “If I have not heard from you by DATE is it OK for me to call you? Then follow up as directed. Do not be afraid to be persistent, they have a responsibility to you since you have spent time and energy interviewing with them. In some situations, persistence will communicate as interest and motivation which will help your candidacy. Companies with caring cultures will respond. Companies who do not care will not respond and you need to question how they treat employees.

Job search is a sales process. Good sales people have a thick skin to handle rejections, slights, run-arounds and no response. Sales people will tell you a customer does not want to talk with them until they need their product and then they want it yesterday unless they find a better product or price. If they don’t want to buy they typically just go silent and don’t return phone calls. Sales people get use to being treated this way, most job seekers do not.

Most important- do not take this personally. Being treated badly is not a reflection on you it is a reflection on the company. If you begin to think you have done something to earn this treatment you will lose confidence, begin to wonder about yourself, and hurt your interview performance. Do not let this happen.

Also, resolve that when you get your next job you will never treat job seekers in the way you have been treated!

Ask the Most Important Interview Question to Interview Your Best

Selling is overcoming negatives, not just stating positives

There is a “one best interview question’ which should be asked by every candidate in every interview.

At the end of an interview, you need to find out how you did in the interview. “Hard sell” proponents suggest asking the question “is there any reason you would not offer me the job?” or “will I be asked back for the next round of interviews?” Both these questions are “sales close” questions and easily avoided by the interviewer by simply saying, “We have more candidates to interview before we can make that decision”. Even if they like you, avoiding the answer is a prudent response just in case subsequent candidates are better suited to the job.

Therefore, here is the challenge: ask a question that elicits an open, honest, non-defensive answer from the interviewer that tells you how you did in the interview. In addition, as a bonus, the question should enable you to answer any objections the interviewer may have.

The suggested question –

“Based on my background, experience, and skills what do you think would be the greatest challenges for me in this position?”

The honest responses to this question include the following:

No challenges or minor challenges
If the interviewer states there are no challenges or only minor manageable challenges, it is an indication that you did well in the interview and you are under consideration for the position.
A challenge in an important job area
When there is a challenge raised, ask how significant the challenge is. If the interviewer states a challenge which they consider to be important or even critical, which you cannot address, you are probably not a candidate for the job.
A challenge in an area about which you did not talk
The interviewer may mention challenges in areas where you have skills and experiences, however it did not come out in the interview. You now have an opportunity to share the information and correct the interviewer’s concerns.
A challenge to which you can provide a strategy for overcoming:
The interviewer may mention a challenge to which you can provide a strategy to overcome it. There may have been an opportunity for you to overcome a similar challenge on a previous job. Use that experience to tell the interviewer how you will overcome the challenge on this job. For example, “You are correct I am not good with Microsoft Access. However, when I started my last job I was not proficient with Microsoft Power Point. Immediately after being hired, I took a two day course, purchased training books, and practiced. Within four weeks I was producing good Power Point presentations and within eight weeks I was considered a highly skilled Power Point producer. I would learn Access the same way.”

Once you get a good solid answer to this question, it mitigates one of the most uncomfortable parts of the job search process – waiting for the hiring manager to call. If the hiring manager made it clear there are significant challenges to your performing on the job you can stop wondering if you will get the second interview or the job. If there were no challenges stated, you can maintain hope and be assertive in your follow-up.

Often, due to the stressful nature of the interview, good responses to challenges (objections) come to you after the interview is over. Use your Follow-Through Letter to address any objections you failed to address in the interview or reiterate your already stated interview responses.

Present to Interview Your Best