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Creating & Selling Your Personal Brand – Interviewing Authentically. CSUN EY Professional Leadership Seminar Fall 2008 Ron Roberts, Jr. – CSUN Lead Recruiter. Who Is Ernst & Young?. A global leader in professional services Three Core Service Lines:

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Creating selling your personal brand interviewing authentically l.jpg

Creating & Selling Your Personal Brand – Interviewing Authentically

CSUN EY Professional Leadership Seminar

Fall 2008

Ron Roberts, Jr. – CSUN Lead Recruiter


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Who Is Ernst & Young? Authentically

  • A global leader in professional services

    • Three Core Service Lines:

      • Assurance and Advisory Business Services (AABS)

      • Tax

      • Transaction Advisory Services (TAS)

  • Over 700 locations across 140 countries

  • 130,000 people worldwide

  • Global revenues of $21.1 billion (FY07)


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An Award Winning Firm Authentically - Fortune ‘100 Best Companies to Work For’ and . . .


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A Firm That Focuses On Its People Authentically

  • Maintaining a culture of care, understanding & inclusion

    • Networking/Community Engagement

      • African American Affinity Group

      • EY Cultura

      • EY/ASIA

      • bEYond

      • Professional Women’s Network

      • Working Parents Network

      • EcoCare Team

      • Working With Disabilities

    • Counseling, Mentoring

    • Consider the impact on our people before making business decisions

  • Taking charge of our careers


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A Firm With A Life Outside Of Work Authentically

  • Office socials-BBQs, ball games

  • Annual holiday parties

  • Engagement team gatherings

  • End of busy season parties

  • Happy hours/Seasonal gatherings

  • Athletic teams-softball, basketball, soccer, volleyball


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A Firm Vested In Its Community Authentically

  • Virtually every large charitable organization has efforts-United Way, Junior Achievement, Habitat for Humanity, Toys for Tots, etc.

  • Participation in walk-a-thons, bowl-a-thons, auctions, bake sales, donations through food/clothes/toys, etc.

  • Firm supports your involvement with organizations that are important to you

  • ALPFA, NABA


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Recruiting Opportunities With EY Authentically

  • Summer Leadership Program – Sophomores

    • 2 day intensive and interactive program to provide exposure to EY and professional services in general

    • Will next recruit in Spring of 2009 (for Spring/Summer 2011 grads)

  • Summer Internships – Juniors

    • Will next recruit in Spring of 2009 (for Spring/Summer 2010 grads)

  • Full-Time Positions – Seniors

    • Recruiting in the Fall of 2008 for Spring/Summer/Fall 2009 grads


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What Are We Looking For? Authentically

  • Accounting and business students with a desire to learn and work in a dynamic environment

  • Minimum GPA: Major 3.2, Overall 3.0

  • Great people skills, motivated and team oriented

  • Desire to work and grow with the best!


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Want To Learn More About EY? Authentically

  • Visit our EY Insight careers web site (www.ey.com/us/insight)

    • Exploring career possibilities

    • Testimonials from EY professionals: various offices and practices

    • Advice on interviewing

  • Visit us at Meet The Firms (September 18th)

  • Stay in touch with the EY professionals that you meet

  • For recruiting questions, contact Ron Roberts, Jr. at [email protected]



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A Couple Of Definitions Of “Brand” Authentically

  • kind, grade, or make, as indicated by a stamp, trademark, or the like: the best brand of coffee.

  • a kind or variety of something distinguished by some distinctive characteristic: The movie was filled with slapstick—a brand of humor he did not find funny.


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Ron’s Very Loose Definition Of “Brand” Authentically(As It Relates To Interviews)

  • Brand: your values and your strengths; who you are and how you can contribute to a prospective employer


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Creating Your Brand For Interviews Authentically

  • Be aware of your values and strengths (these will play into the brand that you endeavor to sell during the interview process)

  • Know how your strengths can contribute to prospective employers

  • Identify the employers that share your values

  • Figure out which employers are most interested in someone with your brand (combination of values and strengths)


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Selling Your Brand For Interviews Authentically

  • Share how your values are in alignment with that of the employer that you are interviewing with

  • Share concrete examples of how you can contribute (via your strengths) to the employer that you are interviewing with

  • Be sure that what you say and do during your interview does not conflict with the brand that you are purporting to sell to the employer



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A Couple Of Definitions Of “Authentic” Authentically

  • not false or copied; genuine; real: an authentic antique.

  • entitled to acceptance or belief because of agreement with known facts or experience; reliable; trustworthy: an authentic report on poverty in Africa.


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A Word To The Wise Authentically

  • In an interview –

    Be Yourself, But Be Your Best Self!!!


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The Interview: Before, During & After Authentically

Three Key Actions

  • Preparation

  • Performance

  • Punctuation


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Step 1: Preparation Authentically

  • Resume

    • Bring a copy with you

    • Remember, everything on it is fair game

  • Research

    • Company, industry and position that you are interviewing for

    • Be sure that your research is current

    • Think of questions that you can ask the interviewer

  • Personal

    • Prepare to come to the interview dressed appropriately

    • Plan to arrive to the interview site a few minutes early


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Step 2: Performance Authentically

  • Strategy

    • Know your strengths

    • Know the answers to traditional interview questions

    • Be prepared to ask the interviewer questions

  • Experiences

    • Skills that employers look for

      • Communication; teaming; organization

      • Problem solving; leadership

    • Fact vs. Fiction

    • Organize your story (have a theme)

  • Communication

    • Non-verbal cues

      • Body language; hand shake; eye contact

      • No fidgeting; posture; smiling

    • Know when to stop talking


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Performance: The Campus Interview Authentically

  • What is it?

    • A two way dialogue

    • Candidate assessment

    • Generally 30-45 minutes in length

  • Who Interviews?

    • Recruiter

    • Manager, Sr. Manager, or Partner


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Performance: The Campus Interview Authentically(continued)

  • Introduction

  • Employer Questions

    • The “standard” questions

    • Behavioral interview questions

  • Candidate Questions

  • Close

  • Follow Up


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Performance: The In-House Interview Authentically

  • What is it?

    • Occurs after the on campus interview

    • Usually the final round interview

    • Plan on it lasting all day

  • Who Interviews?

    • Partner

    • Sr. Manager

    • Manager


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Performance: The In-House Interview Authentically(continued)

  • Welcome/Breakfast

  • Company Overview

  • Informational Presentations

  • Individual Interviews

    • 30-45 minutes each (usually 3)

  • Lunch

  • Closing


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Performance: The In-House Interview Authentically(continued)

  • What you should get out of the in house interview:

    • Did you like the people and the office culture?

    • Does the company provide opportunities for personal growth?

    • Do your personal goals and values align with those of the company?


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Performance: What Is Behaviorial Interviewing Authentically

  • What is behavioral interviewing:

    • Based on the premise that past behavior predicts future behavior

    • Focuses on knowledge, skills, and abilities

    • Behavioral questions ask for specific examples

  • Example:

    “ Tell me about a time that you had to deal with an extremely difficult person? What was the situation and how did you handle the situation?”


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Performance: Behavioral Interview Preparation Authentically

How To Prepare for Behavioral Interviews

  • Read a lot of questions

  • Practice answering them

  • Prepare several examples you can “adjust” on-the-fly to suit a question

  • Go through a mock interview with friends

  • Know the company and interviewer as thoroughly as possible


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Performance: Sample Behavioral Questions Authentically

Example Interview Questions

  • “Tell me about a time when you failed.”

  • “Tell me about a time when you had to motivate someone.”

  • “Give an example of a time you were embarrassed.”

  • “Give an example of a time when you succeeded despite great opposition.”

  • “Describe the last problem you solved in a creative manner.”

  • “Describe a situation when you didn’t get along with someone.”

    General Answer Format

  • REAL

  • Relevant Experience, Action Led to…

  • Be prepared for interviewer to probe for details


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Performance: Interview Deal Breakers Authentically

  • Things to avoid at all costs

    • Rehearsed responses that don’t answer the question

    • #$%*&#%!!

    • Bad small talk or bad topics

    • Insincerity


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Step 3: Punctuation Authentically

  • Correspondence

    • Send a “thank you” note

    • Make the call

    • Timing is everything!

  • Connections

    • Play the name game

    • Alumni

  • Creativity

    • Not appropriate with resume or “thank you” notes

    • Remind us why you are great for the job!

    • You never get a second chance to make a first impression


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Interviewing Authentically – A Recap Authentically

  • Be Yourself – Be Your Best Self!

  • Three Key Actions

    • Preparation

    • Performance

    • Punctuation


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Questions Authentically


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