Agenda

1. Agenda • Preparation, and the Elevator-Pitch • Competency-based Interviews • Behavorial Questions • STAR response • Questions to ask

2. Be Prepared • A good interviewer will prepare with specific questions for each candidate. You should prepare answers. • Common “tough” questions: • What does my company do? • Who are our competitors? • Tell me about the job you are applying for. • Why did you apply to this position? • Why should we hire you? • Have examples of success and achievement ready to go when asked • Be Passionate!

3. Elevator-Pitch – when to use it • Have your 2-3 minute “elevator pitch” ready. • Use the elevator-pitch if: • the interviewer asks you to “tell me about yourself” • or • if the interviewer hasn’t read your CV and you have to introduce yourself at the beginning of the meeting

4. Elevator-pitch – what it should comprise • Name, and where you’re from • Educational background (from tertiary level) – university / subjects / part or full time study / graduation date • Work experience – during or after university; employer, type of business/industry; your responsibilities; environment (teamwork, work alone) • Hobbies / interests (reading, tennis, charity work etc) • Strengths, skills (include soft skills, languages spoken, technical skills/training) • Career goals (short and long term)

5. What is a Competency? • The word competency refers to the skills that are necessary to achieve success in a job. • Examples of competencies required in many jobs are:

6. Leadership • Established a vision • Secured resources • Aligned and motivated team • Managed conflict constructively

7. Analytical Thinking • Organized the issue • Used multiple, relevant data sources • Displayed flexibility with new information • Drew sound conclusions • Supported conclusions

8. Commitment • Showed passion • Took ownership • Worked through tough situations • Followed through on big and small projects

9. Communication • Was clear, concise, direct • Listened • Adapted to different audiences • Confident

10. Competency-Based Interview • Allows you to show your stuff • Levels the playing field (experience, background) • Places emphasis on skills, not technical understanding • Serves as a good predictor of future success

11. How are competencies tested? • Interviewers probe for competencies with the behavorial question. • The behavorial question requires you, the candidate, to recall and describe a specific situation in which you demonstrated (or failed to demonstrate) the required skill.

12. Behavorial Questions • A behavorial question is looking for information about: • Situation or Task: details of a specific time or event • Action: the actions you took • Result: the outcome of the situation • We call this the STAR response. Easy to remember; not so easy to do. • A behavorial question is not looking for: • Your opinion • What you “think” you would do in a situation • Your assessment of your own strengths and weaknesses

13. Preparing for a Competency Based Interview • Examples of Behavior Based Interview Questions are: • give me an example of when working in a team was more effective than working by yourself • tell me about a time that you made a mistake, and how you fixed it • tell me about a time that you wanted to do something that no-one else was keen to try; how did you influence them? did you succeed?

14. e.g. Competency: Customer Orientation • Question: Tell me about a time when you felt effective in dealing with a customer. How and when did you communicate your findings to the customer? What was the result? • Situation/Task:I recently completed my thesis and presented my findings to the academic review board. • Actions: • I asked my advisor for the background of the board members and saw that two had a specialization in the topic of my thesis so I knew to expect a lot of challenging questions. • I made sure that I had double checked all of my data and knew my sources before the review meeting so I was able to answer even the most obscure questions. • Also my advisor had mentioned that there was one member of the board who had problems with his sight so I made sure that all of my documents were printed in a larger font to make them easier to read. • Result: The board were impressed by my preparation, and I was confident in answering their questions.

15. Beyond the “success factors” • Energy/Passion for Job • Flexibility • Versatility • Community Spirit • Focus

16. What to ask the Interviewer(proper for senior position interviews) • Can you tell me when you joined [company], and why? • What has been the most exciting moment of your career? • Where do you think the business is going in the next 3-5 years? • What are your thoughts on the recent announcement by [xxx company] to merge with [ yyy company]? • What training & development does [company] offer to its new employees?

17. What NOT to ask the Interviewer • How much will the job pay me? • How much holiday will I get? • Are the hours long? How to Close “I’ve really enjoyed this meeting, and am very excited to continue with this opportunity. Can you advise what the next steps are?” Make sure you have the contact details for the interviewer(s), and send an email 1-2 days later, thanking them for their time, and re-stating your enthusiasm.