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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

Creating & Selling Your Personal Brand – Interviewing Authentically

CSUN EY Professional Leadership Seminar

Fall 2008

Ron Roberts, Jr. – CSUN Lead Recruiter

who is ernst young
Who Is Ernst & Young?
  • 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)
a firm that focuses on its people
A Firm That Focuses On Its People
  • 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
a firm with a life outside of work
A Firm With A Life Outside Of Work
  • 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
a firm vested in its community
A Firm Vested In Its Community
  • 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
recruiting opportunities with ey
Recruiting Opportunities With EY
  • 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
what are we looking for
What Are We Looking For?
  • 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!
want to learn more about ey
Want To Learn More About EY?
  • Visit our EY Insight careers web site (
    • 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
a couple of definitions of brand
A Couple Of Definitions Of “Brand”
  • 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.
ron s very loose definition of brand as it relates to interviews
Ron’s Very Loose Definition Of “Brand” (As It Relates To Interviews)
  • Brand: your values and your strengths; who you are and how you can contribute to a prospective employer
creating your brand for interviews
Creating Your Brand For Interviews
  • 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)
selling your brand for interviews
Selling Your Brand For Interviews
  • 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
a couple of definitions of authentic
A Couple Of Definitions Of “Authentic”
  • 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.
a word to the wise
A Word To The Wise
  • In an interview –

Be Yourself, But Be Your Best Self!!!

the interview before during after
The Interview: Before, During & After

Three Key Actions

  • Preparation
  • Performance
  • Punctuation
step 1 preparation
Step 1: Preparation
  • 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
step 2 performance
Step 2: Performance
  • 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
performance the campus interview
Performance: The Campus Interview
  • What is it?
    • A two way dialogue
    • Candidate assessment
    • Generally 30-45 minutes in length
  • Who Interviews?
    • Recruiter
    • Manager, Sr. Manager, or Partner
performance the campus interview continued
Performance: The Campus Interview(continued)
  • Introduction
  • Employer Questions
    • The “standard” questions
    • Behavioral interview questions
  • Candidate Questions
  • Close
  • Follow Up
performance the in house interview
Performance: The In-House Interview
  • 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
performance the in house interview continued
Performance: The In-House Interview(continued)
  • Welcome/Breakfast
  • Company Overview
  • Informational Presentations
  • Individual Interviews
    • 30-45 minutes each (usually 3)
  • Lunch
  • Closing
performance the in house interview continued25
Performance: The In-House Interview(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?
performance what is behaviorial interviewing
Performance: What Is Behaviorial Interviewing
  • 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?”

performance behavioral interview preparation
Performance: Behavioral Interview Preparation

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
performance sample behavioral questions
Performance: Sample Behavioral Questions

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
performance interview deal breakers
Performance: Interview Deal Breakers
  • Things to avoid at all costs
    • Rehearsed responses that don’t answer the question
    • #$%*&#%!!
    • Bad small talk or bad topics
    • Insincerity
step 3 punctuation
Step 3: Punctuation
  • 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
interviewing authentically a recap
Interviewing Authentically – A Recap
  • Be Yourself – Be Your Best Self!
  • Three Key Actions
    • Preparation
    • Performance
    • Punctuation