Focus on Your Contributions to the Company to Win Your Interview

June 22, 2011

Focus

Focus on Them

Focus on the buyer

Nobody cares about services or solutions. That’s the hardest thing for sellers to realize. Buyers only care about the benefits the services or solutions will provide his or her organization. Similarly, buyers don’t care about the gains a salesperson makes from a sale. Would you be more motivated to buy if a salesperson said to you “Buy this car and I will make my quota for the month, I will get a bonus, and I can finally put that addition on my house”, probably not!

If you mention to a hiring manager that the job is a good career move for you, it is a shorter commute, and it is a higher salary with better benefits, they’re not interested. Focus on them, talk about the tangible outcomes they’d get from using your skills and they will be interested. In interviewing, focus on your value to the organization. Avoid talking about how the job will benefit you.

For example, if asked where you want to be in five years rather than talking about the progress of your own career, relate your answer to the organization. “In five years I want to have taken on more responsibility in the organization and have increased the value I bring to the job.” Similarly, if the interviewer asks “Why should I hire you?” focus your answer on the benefits you will bring to the organization in general and the hiring manager specifically.

InterviewBest

Use an interview presentation to communicate your value

101 Interview Strategies

This book has the strategies you need to win interviews


The Only Hiring Issue You Need to Know to Interview Your Best

June 15, 2011

There is only one hiring issue; your value to the company

ValueWhen a company or person purchases any product or service, they are looking for value. Nothing is purchased without the prospect of getting value from the purchase. More expensive items have greater value expectations. The same is true for hiring, the higher the salary the greater the value expectation.

The hiring process is to determine one thing, can you and will you deliver the expected value to the company. This is a two sided issue. One side, based on your background skills and experience, is can you deliver value to the company and the other side are you interested and motivated to deliver the value to this company.

During your interview always think value; what is your value to the company, how will you provide value, how will you provide more value than your competition, and how will you provide value quickly?

InterviewBest

Use an interview presentation to communicate your value

Interviewing Strategies to Win Interviews

Learn the Strategies you Need to Know to Win Interviews


Do you Differentiate Behavior From Performance to Win Your Interviews?

June 8, 2011

Behavior VS Performance

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.

iBest Presentation

Use an interview presentation focus on performance

101 Interview Strategies

This book has the strategies you need to win interviews